ACADEMY OF MANAGEMENT JOURNAL管理学会杂志
ACADEMY OF MANAGEMENT JOURNAL(英文缩写 ACAD MANAGE J),ISSN 0001-4273,eISSN 1948-0989,中文译名:管理学会杂志 是一本学术期刊。本页汇总该期刊的最新影响因子、分区信息以及最新收录于 PubMed 的文献,帮助您快速了解期刊全貌。
发文量统计区间：2025-11-01 至 2026-10-31，按本站收录文献的发表日期统计。
期刊介绍
历年影响因子趋势
| JCR 数据年份 | 影响因子 | JCR 分区 |
|---|---|---|
| 2021 | 10.979 | Q1 |
| 2022 | 10.500 | Q1 |
| 2023 | 9.500 | Q1 |
| 2024 | 10.500 | Q1 |
| 2025 | 12.800 | Q1 |
ACADEMY OF MANAGEMENT JOURNAL 最新收录文献
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1. AFFECT AND THE FRAMING EFFECT WITHIN INDIVIDUALS OVER TIME: RISK TAKING IN A DYNAMIC INVESTMENT SIMULATION.
PMID:日期:2010-04We examined the role of affect (pleasant or unpleasant feelings) and decision frames (gains or losses) in risk taking in a 20-day stock investment simulation in which 101 participants rated their current feelings while making investment decisions. As predicted, affect attenuated the relationships between decision frames and risk taking. After experiencing losses, individuals made more risky choices, in keeping with the framing effect. However, this tendency decreased and/or disappeared when loss was simultaneously experienced with either pleasant or unpleasant feelings. Similarly, individuals' tendency to avoid risk after experiencing gains disappeared or even reversed when they simultaneously experienced pleasant feelings.
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2. BEING EMOTIONAL DURING DECISION MAKING-GOOD OR BAD? AN EMPIRICAL INVESTIGATION.
PMID:日期:2007-08This paper examines the link between affective experience and decision-making performance. In a stock investment simulation, 101 stock investors rated their feelings on an Internet Web site while making investment decisions each day for 20 consecutive business days. Contrary to the popular belief that feelings are generally bad for decision making, we found that individuals who experienced more intense feelings achieved higher decision-making performance. Moreover, individuals who were better able to identify and distinguish among their current feelings achieved higher decision-making performance via their enhanced ability to control the possible biases induced by those feelings.
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3. Absenteeism among hospital nurses: an idiographic-longitudinal analysis.
PMID:日期:1989-05-09For several months, nurses completed ratings of the degree to which certain events relevant to absence were present during each of their scheduled workdays. The event ratings for days when the nurses decided to be absent were then compared with those for days when the nurses attended. As expected, certain events, such as ill health and tiredness, tended to covary and proved to be consistently related to absenteeism across nurses. Also as expected, some events that were not especially relevant for the nurses as a whole, like having a sick family member or friend and concerns about previous poor attendance, nonetheless emerged as being relevant to the absence behavior of certain individuals. Finally, some events were consistently related to the nurses' expressed desire to be absent but not to actual absences. We discuss these differences from two perspectives, one emphasizing the role of attribution bias and the other, a two-stage process in which such bias has no major role.
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4. Environmental and organizational predictors of adoption of cost containment policies in hospitals.
PMID:日期:1987-05-10This study examined predictors of the adoption of cost containment policies in a national sample of 303 not-for-profit hospitals. Analysis of the full sample indicated that adoption of such policies was positively related to response to external regulation, cooperative interorganizational involvement, external orientation, number of beds, occupancy rate, and the influence of chief administrators on governing boards; adoption was negatively related to length of patients' stays. Additional exploratory analysis of the data revealed different combinations of characteristics that were unique to subgroups of hospitals with the lowest and highest levels of policy adoption.
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5. Employee voice and employee retention.
PMID:日期:1986-08-08This study investigates the relationship between the extent to which employees have opportunities to voice dissatisfaction and voluntary turnover in 111 short-term, general care hospitals. Results show that, whether or not a union is present, high numbers of mechanisms for employee voice are associated with high retention rates. Implications for theory and research as well as management practice are discussed.
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6. The fit between technology and structure as a predictor of performance in nursing subunits.
PMID:日期:1985-11-06Regression analyses of field study data from 27 nursing subunits supported the hypothesis that a simple measure of fit between technology and structure is better predictor of quality of care than either technology or structure alone, or the two together. The results of this study were thus consistent with the growing body of congruency literature, and they suggest that a simple measure of structure may be quite useful in such research.
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9. Outcomes of role stress: a multisample constructive replication.
PMID:日期:1985-05-10Responses from four separate samples of accountants and hospital employees provided a constructive replication of the Bedeian and Armenakis (1981) model of the causal nexus between role stress and selected outcome variables. We investigated the relationship between both role ambiguity and role conflict--as specific forms of role stress--and job-related tension, job satisfaction, and propensity to leave, using LISREL IV, a technique capable of providing statistical data for a hypothesized population model, as well as for specific causal paths. Results, which support the Bedeian and Armenakis model, are discussed in light of previous research.
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10. Managerial work behavior: an integration of results from two major approaches.
PMID:日期:1985-05-10This study integrates results from two major approaches to studying managerial work, one focusing on work content, the other on work process. Clusters of managers having similar work behaviors were first identified in terms of each approach, and major differences among the manager clusters were described. The study next found a moderate convergence in the results of the two approaches. Clusters of managers having similar work content in their jobs were often associated with one or two clusters of work process characteristics. However, the differences between the two clusters of process characteristics associated with one content cluster were often very great. The implicating of these findings for the study of managerial work are discussed and future research directions proposed.