ACADEMY OF MANAGEMENT REVIEW管理学会评论
ACADEMY OF MANAGEMENT REVIEW(英文缩写 ACAD MANAGE REV),ISSN 0363-7425,eISSN 1930-3807,中文译名:管理学会评论 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 | 13.865 | Q1 |
| 2022 | 16.400 | Q1 |
| 2023 | 19.300 | Q1 |
| 2024 | 13.900 | Q1 |
| 2025 | 13.800 | Q1 |
ACADEMY OF MANAGEMENT REVIEW 最新收录文献
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1. THE ROLE OF AFFECTIVE EXPERIENCE IN WORK MOTIVATION.
PMID:日期:2004-07Based on psychological and neurobiological theories of core affective experience, we identify a set of direct and indirect paths through which affective feelings at work affect three dimensions of behavioral outcomes: direction, intensity, and persistence. First, affective experience may influence these behavioral outcomes indirectly by affecting goal level and goal commitment, as well as three key judgment components of work motivation: expectancy judgments, utility judgments, and progress judgments. Second, affective experience may also affect these behavioral outcomes directly. We discuss implications of our model.
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2. Quasi firms: strategic interorganizational forms in the health care industry.
PMID:日期:1988-12-10In response to significant political, governmental, and socioeconomic changes affecting the health care industry, health care organizations are forming a wide variety of loosely coupled interorganizational arrangements. In this article, loosely coupled forms are classified according to the extent to which they are designed to achieve strategic purposes. The quasi firm is defined as a loosely coupled arrangement created to achieve long-lasting and important strategic purposes. Mechanisms that are needed to ensure the continuity of quasi firms are explored, and an agenda for further research is given.
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3. A life-cycle model of organizational federations: the case of hospitals.
PMID:日期:1987-06-09Hospital federations are a form of multiorganizational collaboration in which a management group coordinates and directs the activities of three or more organizations. This paper introduces a life-cycle model of federations that focuses on factors that influence the transition from one stage to another.
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4. Beyond the Steers and Rhodes model of employee attendance.
PMID:日期:1986-03-11This paper presents a causal model of employee absenteeism which modifies and extends the Steers and Rhodes (1978) process model of employee attendance. A summary and critique of the Steers and Rhodes model is offered. The proposed model integrates diverse literatures regarding organization behavior and occupational health. Sources are provided for the acceptable operationalization of variables.
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5. Diagnosis related groups: product line management within hospitals.
5. 诊断相关分组：医院内的产品线管理PMID:日期:1985-12-11The hospital is viewed as a human service enterprise whose primary function is the provision of diagnostic and therapeutic medical services. Its products are the specific sets of services provided to individual patients. A system for defining hospital products based on the characteristics of patients receiving similar sets of services has been developed and is referred to as Diagnosis Related Groups (DRGs). The system is described, and its implications for improved hospital management are discussed.
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6. A review and reconceptualization of organizational commitment.
6. 组织承诺的回顾与重新概念化PMID:日期:1985-06-09This paper argues that current, global conceptions of organizational commitment may be deficient in several respects. A review of macro approaches to the nature of organization, as well as research on reference groups and role theory, indicates that a multiple commitments approach may be more precise and meaningful. It is suggested here that employees experience several different commitments to the goals and values of multiple groups. Some implications of this perspective are presented.
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7. Professional women: are distress and disease inevitable?
PMID:日期:1985-03-11The unique sources of stress for professional women are discrimination, stereotyping, the marriage/work interface, and social isolation. The behavioral, physiological, and psychological consequences of mismanaged stress are examined and four preventive stress management moderators specifically for professional women suggested. These moderators that influence the stress-strain relationships are a mentor, locus of control, self-confidence, and self-awareness. Finally, a three-point research agenda is outlined for extending understanding of stress among professional women.
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8. A theory of organizational response to hospital regulation: a reply to Smith and Mick.
PMID:日期:1985-03-11Smith and Mick identify four basic problems with the theory the present writers developed to explain organizational responses (in this case the behavior of hospitals) to regulation. They challenge the basic assumption regarding autonomy, disagree with the implied cause and effect relations between organizational response and regulation, criticize the omission of goals, and claim that the theory has only limited generality. In so doing they state that their primary concern is with "improving our understanding of the limitations and benefits of the theory." Each of the four topics they raise for consideration will receive comment.
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9. A theory of organizational response to hospital regulation: a reply.
9. 医院监管的组织响应理论：一个回复PMID:日期:1985-03-11A recently published general theory of organizational response to regulation is examined. A number of problems are observed in regard to the basic assumption underlying the theory, the directionality of predicted relationships forming the theory, the exclusion of goal attainment as a realistic motivation for managing, and the generality of the theory.
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10. Increasing performance appraisal effectiveness: matching task types, appraisal process, and rater training.
PMID:日期:1985-03-11The search for one best performance appraisal format ignores differences among jobs. A performance appraisal system tailored to fit ratee task characteristics is proposed. This approach, which involves systems designed to deal with tasks where both availability of reliable and valid performance measures and knowledge of the transformation process may be either high or low, is expected to increase the relationship between observational accuracy and accuracy in rating performance, as well as to improve ratees' future performance.