Bård Kuvaas

Kuvaas, Bård & Buch, Robert (2020)

Leader self-efficacy and role ambiguity and follower leader-member exchange

Leadership & Organization Development Journal, 41(1), s. 118- 132. Doi: 10.1108/LODJ-05-2019-0209 - Fulltekst i vitenarkiv

Kuvaas, Bård; Shore, Lynn M., Buch, Robert & Dysvik, Anders (2020)

Social and economic exchange relationships and performance contingency: Differential effects of variable pay and base pay

International Journal of Human Resource Management, 31, s. 408- 531. Doi: 10.1080/09585192.2017.1350734

Ho, Hoang & Kuvaas, Bård (2019)

Human resource management systems, employee well-being, and firm performance from the mutual gains and critical perspectives: The well-being paradox

Human Resource Management, s. 1- 19. Doi: 10.1002/hrm.21990

In this study, we explored the additive, interactive, and nonlinear relationships among human resource management (HRM) systems, employee well‐being, and firm performance. Based on a sample of 14,384 employees nested within 1,347 firms, we obtained three main findings. First, HRM systems yield a performance effect that exceeds the effect of single practice, suggesting positive synergies among HRM practices. Second, the opportunity bundle has a positive impact on firm performance, but when integrating it with skills and motivation bundles, the result becomes negative, indicating dis‐synergy of interactions among HRM bundles. Third, at moderate levels of adoption, HRM practices are positively correlated with employee well‐being and higher levels of commitment, job satisfaction, and management relations, as well as lower levels of anxiety. However, at high levels, the relationship is less positive and even turns negative with lower levels of job satisfaction and management relations. To close, we present research implications and future directions after discussing our results.

Kuvaas, Bård (2019)

Individuell prestasjonsbasert belønning, motivasjon og prestasjoner

Magma - Tidsskrift for økonomi og ledelse, 22(2), s. 40- 45.

Det er i forskningsmessig sammenheng ikke mulig å si noe generelt og samtidig riktig om sammenhengen mellom belønninger og prestasjoner. Både teoretisk og empirisk er egenskaper ved ulike belønningsformer og arbeidsoppgavenes egenart helt avgjørende. I tillegg vil kontekstuelle forhold som ledelse og kultur spille en viktig rolle. Et spesielt viktig skille når det gjelder belønningsformer, er om de belønner individuelle eller kollektive prestasjoner eller resultater. Kollektive belønningsformer har vanligvis til hensikt å motivere til andre typer atferd og holdninger enn det individuelle belønningsformer har. Jeg vil derfor i denne artikkelen avgrense meg til individuell prestasjonsbasert belønning, og starter med å skille mellom tre ulike former som varierer med hensyn til teoretisk forventet incentiveffekt. I den sammenhengen vil jeg også belyse hovedantagelser i ulike teorier om hvordan ulike grader av incentiveffekt kan påvirke motivasjon og derigjennom prestasjoner eller resultater. Deretter vil jeg analysere ulike metaanalyser og forklare funnene i disse opp mot ulike teorier, og vise hvorfor konklusjonene til Bragelien (2018) i en tidligere artikkel i Magma bør nyanseres og revurderes.

Buch, Robert; Kuvaas, Bård & Sørlie, Henrik (2019)

Om motivasjon i den militære kontekst

Johansen, Rino Bandlitz; Fosse, Thomas Hol & Boe, Ole (red.). Militær ledelse

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2018)

The role of other orientation in reactions to social and economic leader-member exchange relationships

Journal of Organizational Behavior Doi: 10.1002/job.2329

In this study, we investigate, through two study samples, whether relationships between social leader–member exchange (SLMX) and economic leader–member exchange (ELMX) relationships and outcomes differ depending on the followers' level of other orientation or the extent to which they are concerned for the welfare of others. We propose that followers with higher other orientation would respond less negatively to higher levels of ELMX and more positively to higher levels of SLMX because they are less likely to engage in behaviors based on rational and self‐interested calculations. In Study 1 (N = 200), we found that higher other orientation mitigated ELMX's negative relations with affective commitment and turnover intention. In Study 2 (N = 4,518), we both replicated the findings from Study 1 and also found that higher other orientation mitigated ELMX's negative relations with work effort. We also uncovered a weaker positive relationship between SLMX and organizational citizenship behavior for followers with higher other orientation.

Kuvaas, Bård (2018)

The relative efficiency of extrinsic and intrinsic motivation

Sasson, Amir (red.). At the Forefront, Looking Ahead: Research-Based Answers to Contemporary Uncertainties of Management

In this chapter, I review research on the consequences of extrinsic and intrinsic motivation, and conclude that intrinsic motivation is a far more efficient type of motivation than is extrinsic motivation. I also review research on the Job Characteristics Theory (JCT) and Self-Determination Theory (SDT) to pinpoint the most important antecedents to intrinsic motivation, and to show that highly performance-contingent pay can have a detrimental effect on intrinsic motivation, also outside the laboratory.

Wong, Sut I & Kuvaas, Bård (2018)

The Empowerment Expectation–Perception Gap: An Examination of Three Alternative Models

Human Resource Management Journal, 28(2), s. 272- 287. Doi: 10.1111/1748-8583.12177

Previous empowerment research has focused on subordinate perceptions of empowering leadership and its outcomes. Met‐expectations theory suggests that subordinate expectations of leader behaviours are essential in forming their a posteriori evaluations. To address the lack of investigation of individual expectations in the empowerment literature, in this study, we explore how subordinates' empowerment expectations and perceptions combine to influence their job satisfaction and psychological empowerment based on three alternative, theoretically derived met‐expectation models, namely, the disconfirmation model, the ideal‐point model, and the experiences‐only model. The results of a 2‐stage study of 114 respondents indicate that employees are more satisfied with their work when perceived empowerment exceeds expectations. However, both empowerment perceptions and expectations positively contribute to higher psychological empowerment. We then discuss implications and directions for future research.

Nerstad, Christina G. L.; Dysvik, Anders, Kuvaas, Bård & Buch, Robert (2018)

Negative and Positive Synergies: On Employee Development Practices, Motivational Climate, and Employee Outcomes

Human Resource Management, 57(5), s. 1285- 1302. Doi: 10.1002/hrm.21904 - Fulltekst i vitenarkiv

While previous studies have increased our knowledge of how employees’ perceptions of devel-opment practices influence employee outcomes, the role of potential contingencies in this rela-tionship remains relatively unexplored. In the present study, we set out to contribute to thisresearch by exploring whether congruence or lack of congruence between perceived employeedevelopment practices and the perceived motivational climate at work influence employee per-formance and turnover intention. A field study among 169 employees from a Norwegian finan-cial organization revealed that lack of congruence may be detrimental in terms of workperformance and turnover intention. Implications for practice and future research arediscussed.

Kuvaas, Bård & Dysvik, Anders (2017)

Norway - Comparing internally consistent HRM at the Airport Express Train (AET), Oslo, Norway and Southwest Airlines (SA), Dallas USA

Christiansen, Liza C.; Biron, Michal, Farndale, Elaine & Kuvaas, Bård (red.). The global human resource management casebook

Christiansen, Liza C.; Biron, Michal, Farndale, Elaine & Kuvaas, Bård (2017)

The global human resource management casebook

Routledge.

Kuvaas, Bård; Buch, Robert, Weibel, Antoinette, Dysvik, Anders & Nerstad, Christina G. L. (2017)

Do intrinsic and extrinsic motivation relate differently to employee outcomes?

Journal of Economic Psychology, 61, s. 244- 258. Doi: 10.1016/j.joep.2017.05.004

Kuvaas, Bård & Buch, Robert (2017)

Leader-Member Exchange Relationships and Follower Outcomes: The Mediating Role of Perceiving Goals as Invariable

Human Resource Management, 57(1), s. 235- 248. Doi: 10.1002/hrm.21826 - Fulltekst i vitenarkiv

In the present study, we investigated whether perceiving goals as invariable mediated the link between leader‐member exchange (LMX) relationships and role overload, turnover intention, and work performance. Perceiving goals as invariable refers to the extent to which followers believe that the goals in a performance management system represent the absolute standards that they must meet without exception, even if they think other factors are more important (e.g., situational factors or factors that are not associated with goals). In Study 1, perceiving goals as invariable mediated the relationships between LMX and role overload and turnover intention, such that a high‐quality LMX relationship was negatively associated with perceiving goals as invariable, which in turn was positively related to both role overload and turnover intention. In Study 2, social LMX was negatively associated and economic LMX was positively associated with perceiving goals as invariable, which in turn was negatively related to work performance. Furthermore, perceiving goals as invariable mediated the relationship between social LMX relationships and work performance. Theoretical and practical implications and directions for future research are discussed

Hjertø, Kjell B. & Kuvaas, Bård (2017)

Burning hearts in conflict: New perspectives on the intragroup conflict and team effectiveness relationship

International Journal of Conflict Management, 28(1), s. 50- 73. Doi: 10.1108/IJCMA-02-2016-0009

Purpose: The purpose of this study is to investigate the relationships between three conflict types, cognitive task conflict, emotional relationship conflict and emotional task conflict, and team effectiveness (team performance and team job satisfaction). Design/methodology/approach: The authors conducted a group-level ordinary least square regression analysis of 61 working teams to investigate the study variables, and possible interaction effects among them. In an auxiliary analysis (36 teams), they analyzed the role of mood dimensions (hedonic valence and general conflict activation) as mediators to the relationship between cognitive task conflict and team effectiveness. Findings: Cognitive task conflict was negatively related to team performance, emotional relationship conflict was negatively related to team job satisfaction and emotional task conflict was positively related to team performance, all controlled for the effect of each other. The relationship between cognitive task conflict and team job satisfaction was negatively moderated by team size. Mood valence mediated the relationship between cognitive task conflict and team performance, and between cognitive task conflict and team job satisfaction. Research limitations/implications: Several possible research lines emanate from the current field study. First of all, the authors suggest that emotional task conflict may be of particular interest, as this is hypothesized and found to be incrementally positively related to team performance. Second, their auxiliary study of the mediating effect of mood valence on the relationship between cognitive task conflict and performance may spur curiosity concerning the role of mood as a mediator of the relationship between task or cognitive conflicts and team effectiveness. Practical implications: The practitioner should be advised to try to facilitate the distribution of intragroup conflict in their teams in the direction of an increased level of emotional task conflict (positive for performance) at the expense of cognitive task conflict (negative for performance) and emotional relationship conflict (negative for satisfaction). The practitioner should allow intragroup conflicts to be highly activated (intense), as long as the interactions are strictly directed to the task in hand, and not being personal. Originality/value: The three conflict types in this three-dimensional intragroup conflict model (3IC) have never been tested before, and the findings open for a conflict type – emotional task conflict – that may generally be conducive for the teams’ performance, evaluated by the teams’ supervisors. This is a conflict type where people simultaneously are emotional and yet task oriented. To the authors’ knowledge, this is a novelty, and they hope that it may encourage further research on this conflict type.

Thompson, Geir; Buch, Robert & Kuvaas, Bård (2017)

Political skill, participation in decision-making and organizational commitment

Personnel Review, 46(4), s. 740- 749. Doi: 10.1108/PR-10-2015-0268 - Fulltekst i vitenarkiv

Purpose Research has demonstrated that political skill is associated with leadership effectiveness. However, the field still lacks understanding of how political skill makes leaders more effective. The purpose of this paper is to contribute to the political skill literature by investigating a specific mechanism through which political skill may relate to follower commitment. Design/methodology/approach The study population was drawn from 148 supervisors and 988 subordinates from top, middle and operational levels in the business organizations. Findings Structural equation model analysis showed that political skill was positively related to Participation in decision making (PDM) and PDM was positively related to organizational commitment (OC). Furthermore, political skill indirectly predicted OC via PDM. In addition, the direct relationship between political skill and OC was not significant, suggesting “full” mediation. Finally, politically skilled leaders’ desire to encourage followers to participate in decision making was amplified by their ability to build strong, beneficial alliances and coalitions, resulting in increased social capital and even greater influence. Practical implications Involving subordinates in decision processes is likely to inspire trust and confidence, promote credibility, help develop a favorable relationship with the leader and enhance pride of participation in the organization. Originality/value The findings in the present study are of great importance for future research on political skill. It may change the approach for testing the validity of the theory by focusing on influence tactics. This approach will, in the authors’ view, constitute the future research avenue for research on political skill.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2017)

Constructive Supervisor Feedback is Not Sufficient: Immediacy and Frequency is Essential

Human Resource Management, 56(3), s. 519- 531. Doi: 10.1002/hrm.21785 - Fulltekst i vitenarkiv

Kuvaas, Bård (2016)

Skadelig bonus

Dagens næringsliv

Klarsfeld, Alain; Ng, Eddy S., Booysen, Lize A. E., Christiansen, Liza C. & Kuvaas, Bård (2016)

International and comparative perspectives on diversity management: an overview

Klarsfeld, Alain; Booysen, Lize A. E., Ng, Eddy S., Christiansen, Liza C. & Kuvaas, Bård (red.). Research Handbook of International and Comparative Perspectives on Diversity Management

Klarsfeld, Alain; Booysen, Lize A. E., Ng, Eddy S., Christiansen, Liza C. & Kuvaas, Bård (2016)

Research Handbook of International and Comparative Perspectives on Diversity Management

Edward Elgar Publishing.

Kuvaas, Bård & Dysvik, Anders (2016)

Prestasjonsledelse og motivasjon

Buch, Robert; Dysvik, Anders & Kuvaas, Bård (red.). Produktiv motivasjon i arbeidslivet

Dysvik, Anders & Kuvaas, Bård (2016)

Og så, da? Konsekvenser av ulike typer motivasjon

Buch, Robert; Dysvik, Anders & Kuvaas, Bård (red.). Produktiv motivasjon i arbeidslivet

Buch, Robert; Dysvik, Anders & Kuvaas, Bård (2016)

Produktiv motivasjon i arbeidslivet

Cappelen Damm Akademisk.

Kuvaas, Bård; Buch, Robert, Gagne, Marylene, Dysvik, Anders & Forest, Jacques (2016)

Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort

Motivation and Emotion, 40(5), s. 667- 680. Doi: 10.1007/s11031-016-9574-6 - Fulltekst i vitenarkiv

Klarsfeld, Alain; Eddy, Ng, Booysen, Lize A. E., Christiansen, Liza Castro & Kuvaas, Bård (2016)

Comparative equality and diversity: main findings and research gaps

Cross cultural & strategic management, 23(3), s. 394- 412. Doi: 10.1108/CCSM-03-2016-0083

Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Säfvenbom, Reidar (2016)

The Relationship Between Mastery Orientation and Maximal Oxygen Uptake Among Military Cadets: The Mediating Role of Intrinsic Motivation

Military Behavioral Health, 4(4), s. 398- 408. Doi: 10.1080/21635781.2016.1187099

Drawing upon achievement goal theory (AGT) and self-determination theory (SDT), a longitudinal study was conducted among 248 military cadets across a two-year time span. The results showed that mastery orientation at Time 1 was positively associated with intrinsic motivation at Time 2 after controlling for intrinsic motivation at Time 1. Furthermore, intrinsic motivation assessed at Time 2 was positively associated with maximal oxygen uptake (VO2 max) at Time 3 after controlling for VO2 max at Time 2. This suggests that military cadets who strive to improve their personal performance (i.e., mastery-oriented individuals) are more likely to exhibit an increase in their level of VO2 max and that this increase can be attributed to increased intrinsic motivation.

Buch, Robert & Kuvaas, Bård (2016)

Economic and social leader–member exchange, and creativity at work

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders & Carlsen, Arne (red.). Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

Buch, Robert; Thompson, Geir & Kuvaas, Bård (2016)

Transactional leader–member exchange relationships and followers’ work performance: The moderating role of leaders’ political skill

Journal of leadership & organizational studies, 23(4), s. 456- 466. Doi: 10.1177/1548051816630227

Dysvik, Anders; Kuvaas, Bård & Buch, Robert (2016)

Perceived investment in employee development and taking charge

Journal of Managerial Psychology, 31(1), s. 50- 60. Doi: 10.1108/JMP-04-2013-0117

Buch, Robert; Martinsen, Øyvind L. & Kuvaas, Bård (2015)

The Destructiveness of Laissez-Faire Leadership Behavior: The Mediating Role of Economic Leader-Member Exchange Relationships

Journal of Leadership and Organizational Studies, 22(1), s. 115- 124. Doi: 10.1177/1548051813515302

He, Wei; Li-Rong, Long & Kuvaas, Bård (2015)

Workgroup Salary Dispersion and Turnover Intention in China: A Contingent Examination of Individual Differences and the Dual Deprivation Path Explanation

Human Resource Management, 55(2), s. 301- 320. Doi: 10.1002/hrm.21674

Dysvik, Anders; Buch, Robert & Kuvaas, Bård (2015)

Knowledge donating and knowledge collecting: The moderating roles of social and economic LMX

Leadership & Organization Development Journal, 36(1), s. 35- 53. Doi: 10.1108/LODJ-11-2012-0145 - Fulltekst i vitenarkiv

Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2015)

It takes three to tango—Exploring the interplay between training intensity, job autonomy, and supervisor support in predicting knowledge sharing

Human Resource Management, 54(4), s. 623- 635. Doi: 10.1002/hrm.21635

Dysvik, Anders & Kuvaas, Bård (2014)

SDT and Workplace Training and Development

Gagne, Marylene (red.). The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory

Kuvaas, Bård; Dysvik, Anders & Buch, Robert (2014)

Antecedents and Employee Outcomes of Line Managers’ Perceptions of Enabling HR Practices

Journal of Management Studies, 51(6) Doi: 10.1111/joms.12085

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2014)

Performance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performance

Human Resource Management, 55(3), s. 401- 412. Doi: 10.1002/hrm.21680 - Fulltekst i vitenarkiv

Buch, Robert; Kuvaas, Bård, Shore, Lynn & Dysvik, Anders (2014)

Once bitten, twice shy? Past breach and present exchange relationships

Journal of Managerial Psychology, 29(8), s. 938- 952. Doi: 10.1108/JMP-08-2012-0246

Buch, Robert; Kuvaas, Bård, Dysvik, Anders & Schyns, Birgit (2014)

If and when social and economic leader-member exchange relationships predict follower performance

Leadership & Organization Development Journal, 35(8), s. 725- 739. Doi: 10.1108/LODJ-09-2012-0121

Dysvik, Anders; Kuvaas, Bård & Buch, Robert (2014)

Perceived training intensity and work effort: The moderating role of perceived supervisor support

European Journal of Work and Organizational Psychology, 23(5), s. 729- 738. Doi: 10.1080/1359432X.2013.764602

Dysvik, Anders & Kuvaas, Bård (2013)

Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support

European Journal of Work and Organizational Psychology, 22(5), s. 563- 573. Doi: 10.1080/1359432X.2012.667215

Dysvik, Anders & Kuvaas, Bård (2013)

Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals

British Journal of Social Psychology, 52, s. 412- 430. Doi: 10.1111/j.2044-8309.2011.02090.x

Humborstad, Sut I Wong & Kuvaas, Bård (2013)

Mutuality in leader-subordinate empowerment expectation: Its impact on role ambiguity and intrinsic motivation

Leadership Quarterly, 24(2), s. 363- 377. Doi: 10.1016/j.leaqua.2013.01.003

Dysvik, Anders; Kuvaas, Bård & Gagne, Marylene (2013)

An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation

Journal of Applied Social Psychology, 43(5), s. 1050- 1064. Doi: 10.1111/jasp.12068

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2013)

Happy together, or not? Balanced perceived investment in standard and nonstandard employees

International Journal of Human Resource Management, 24(1), s. 94- 109. Doi: 10.1080/09585192.2012.669785

This study investigated whether the relationship between temporary employees' perceived investment in employee development and work outcomes was moderated by temporary employees' perceived investment in standard employee development (PISED). A study among 2022 Norwegian temporary employees showed that the relationship between perceived investment in temporary employee development and in-role and contextual performance was moderated by the temporary employees' PISED. These results suggest that client organizations that invest more in standard employee development will get the most of their investments in temporary employee development. Implications for practice and future research are discussed.

Dysvik, Anders & Kuvaas, Bård (2012)

Perceived supervisor support climate, perceived investment in employee development climate, and business unit performance

Human Resource Management, 51(5), s. 651- 664. Doi: 10.1002/hrm.21494

Kuvaas, Bård; Buch, Robert, Dysvik, Anders & Hærem, Thorvald (2012)

Economic and social leader-member exchange relationships and follower performance

Leadership Quarterly, 23(5), s. 756- 765. Doi: 10.1016/j.leaqua.2011.12.013

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2012)

Perceived training intensity and knowledge sharing: Sharing for intrinsic and prosocial reasons

Human Resource Management, 51(2), s. 167- 187. Doi: 10.1002/hrm.21464

Kuvaas, Bård & Dysvik, Anders (2011)

Comparing internally consistent HR at the Airport Express Train, Oslo, Norway, and Southwest Airlines, Dallas, TX, USA

Hayton, James C.; Kuvaas, Bård, Christiansen, Lisa C. & Brion, Michal (red.). Global Human Resource Management Casebook

Hærem, Thorvald; Kuvaas, Bård, Bakken, Bjørn T. & Karlsen, Tone (2011)

Do military decision makers behave as predicted by prospect theory?

Journal of Behavioral Decision Making, 24, s. 482- 497. Doi: 10.1002/bdm.704

Kuvaas, Bård (2011)

The interactive role of performance appraisal reactions and regular feedback

Journal of Managerial Psychology, 26(1-2), s. 123- 137. Doi: 10.1108/02683941111102164

Dysvik, Anders & Kuvaas, Bård (2011)

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

European Journal of Work and Organizational Psychology, 20(3), s. 367- 387. Doi: 10.1080/13594321003590630

Kuvaas, Bård & Dysvik, Anders (2011)

Permanent employee investment and social exchange and psychological cooperative climate among temporary employees

Economic and Industrial Democracy: an international journal, 32(2), s. 261- 284. Doi: 10.1177/0143831x10371990

Kuvaas, Bård & Dysvik, Anders (2010)

Does best practice HRM only work for intrinsically motivated employees?

International Journal of Human Resource Management, 21(13), s. 2339- 2357. Doi: 10.1080/09585192.2010.516589

Dysvik, Anders & Kuvaas, Bård (2010)

Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention

Personnel Review, 39(5), s. 622- 638. Doi: 10.1108/00483481011064172

Dysvik, Anders; Kuvaas, Bård & Buch, Robert (2010)

Trainee programme reactions and work performance: The moderating role of intrinsic motivation

Human Resource Development International, 13(4), s. 409- 423.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2010)

Dual support in contract workers' triangular employment relationships

Journal of Vocational Behavior, 77(1), s. 93- 103. Doi: 10.1016/j.jvb.2010.02.009

Kuvaas, Bård & Dysvik, Anders (2010)

Exploring alternative relationships between perceived investment in employee development, perceived supervisor support and employee outcomes

Human Resource Management Journal, 20(2), s. 138- 156. Doi: 10.1111/j.1748-8583.2009.00120.x

Andersen, Svein S. & Kuvaas, Bård (2009)

Heroisk HR - pragmatiske praktikere: Hvordan HR kan bidra til bedre resultater

Magma - Tidsskrift for økonomi og ledelse, 12(2), s. 44- 50.

Kuvaas, Bård (2009)

A field test of hypotheses derived from self-determination theory among public sector employees

Employee Relations, 31(1), s. 39- 56.

Kuvaas, Bård & Dysvik, Anders (2009)

Perceived investments in employee development, intrinsic motivation and work performance

Human Resource Management Journal, 19(3), s. 217- 236.

Kuvaas, Bård & Dysvik, Anders (2009)

Perceived Investment in Permanent Employee Development and Social and Economic Exchange Perceptions among Temporary Employees

Journal of Applied Social Psychology, 39(10), s. 2499- 2524. Doi: 10.1111/j.1559-1816.2009.00535.x

Hjertø, Kjell Brynjulf; Kuvaas, Bård & Kuvaas, Bård (2009)

Development and empirical exploration of an extended model of intra-group conflict

International Journal of Conflict Management, 20(1), s. 4- 30. Doi: 10.1108/10444060910931585

Originality/value - The results of the study challenge common use of emotional and relationship/person conflicts as interchangeable conflict types, and cognitive and task conflict as interchangeable conflict types. Accordingly, the study suggests new ways to understand conflicts in groups.

Dysvik, Anders & Kuvaas, Bård (2008)

The relationship between perceived training opportunities, work motivation and employee outcomes

International Journal of Training and Development, 12(3), s. 138- 159.

Kuvaas, Bård (2008)

HR-strategi og internt konsistent HR

B. Kuvaas (ed.), Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

Kuvaas, Bård (2008)

Medarbeidersamtaler

B. Kuvaas (ed.), Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

Kuvaas, Bård (2008)

HR-målinger

B. Kuvaas (ed.), Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

Kuvaas, Bård (2008)

Prestasjonsbasert belønning og motivasjon

B. Kuvaas (ed.), Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

Kuvaas, Bård (2008)

Innledning

B. Kuvaas (ed.), Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

Kuvaas, Bård (2008)

Hvorfor prestasjonsbasert belønning ofte skaper flere problemer enn det løser

Praktisk økonomi & finans, s. 9- 19.

Kuvaas, Bård (2008)

An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes

Journal of Management Studies, 45(1), s. 1- 25. Doi: 10.1111/j.1467-6486.2007.00710.x

Selart, Marcus; Nordström, Thomas, Kuvaas, Bård, Kuvaas, Bård & Takemura, Kazuhisa (2008)

Effects of reward on self-regulation, intrinsic motivation and creativity

Scandinavian Journal of Educational Research, 52(5), s. 439- 458. Doi: 10.1080/00313830802346314

This article evaluates the effects of two types of rewards (performance-contingent versus engagement-contingent) on self-regulation, intrinsic motivation and creativity. Forty-two undergraduate students were randomly assigned to three conditions; i.e. a performance-contingent reward group, an engagement-contingent reward group and a control group. Results provide little support for the negative effects of performance rewards on motivational components. However, they do indicate that participants in the engagement-contingent reward group and the control group achieved higher rated creativity than participants in the performance-contingent reward group. Alternative explanations for this finding are discussed.

Kuvaas, Bård (2007)

Different relationships between perceptions of developmental performance appraisal and work performance

Personnel Review, 36(3), s. 378- 397.

Kuvaas, Bård (2006)

Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

International Journal of Human Resource Management, 17(3), s. 504- 522.

The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.

Kuvaas, Bård (2006)

Work performance, affective commitment, and work motivation: the roles of pay administration and pay level

Journal of Organizational Behavior, 27

The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine these issues, I collected data from two business units in a large Norwegian multinational company with pay plans combining individual and collective performance and behaviors as the foundations for individual bonuses; one with two collective components (profit and behavior of the unit and the organization) and one with an individual component in addition to the two collective components. After controlling for organizational tenure, education, gender, perceived unit support, perceptions of distributive and procedural justice, and type of pay plan, the key findings are that base pay level, but not bonus level, was positively related to both self-reported work performance and affective unit commitment, and that these relationships were partly mediated by intrinsic motivation. Furthermore, moderation analyses revealed that the relationships between bonus level and the outcome variables were not affected by type of pay plan. Implications and directions for future research on pay in knowledge intensive organizations are discussed. Copyright (c) 2006 John Wiley & Sons, Ltd.

Selart, Marcus; Kuvaas, Bård, Kuvaas, Bård, Boe, Ole & Takemura, Kazuhisa (2006)

The influence of decision heuristics and overconfidence on multiattribute choice: A process-tracing study

European Journal of Cognitive Psychology, 18(3), s. 437- 453.

In the present study it was shown that decision heuristics and confidence judgements play important roles in the building of preferences. Based on a dual-process account of thinking, the study compared people who did well versus poorly on a series of decision heuristics and overconfidence judgement tasks. The two groups were found to differ with regard to their information search behaviour in introduced multiattribute choice tasks. High performers on the judgemental tasks were less influenced in their decision processes by numerical information format (probabilities vs. frequencies) compared to low performers. They also looked at more attributes and spent more time on the multiattribute choice tasks. The results reveal that performance on decision heuristics and overconfidence tasks has a bearing both on heuristic and analytic processes in multiattribute decision making.

Kuvaas, Bård (2005)

Belønning og motivasjon: Ytre og indre motivasjon som kilder til innsats og kvalitet i arbeidslivet

Knudsen, Knud & Ryen, Anne (red.). Hvordan kan frynsegoder bli belønning?

Kuvaas, Bård (2005)

Når dårlige ledelsesteorier resulterer i dyr og dårlig ledelse

Magma - Tidsskrift for økonomi og ledelse, 8(3), s. 20- 33.

Kuvaas, Bård; Kuvaas, Bård & Kaufmann, Geir (2004)

Individual and organizational antecedents to strategic-issueinterpretation

Scandinavian Journal of Management, 20(Vol. 20, no. 3), s. 245- 275.

Although considerable "face validity" attaches to the notion that managerial cognition has a powerful effect on issue interpretation, related research has suggested that the role of individual-level characteristics has little significance. In the studyreported below, however, we found that managerialcognitive complexity has an independent impact on data search but not, as prior research has indicated, on the interpretation of threats and opportunities, where factors such as organizational scanning and organization size have a more important predictive role. Taken together these findings suggest that the psychological context arising from organizational factors, and homogeneity of managers? cognitive representations ofenvironmental threats and opportunities, exert a greater influence on the interpretation of threats and opportunities than do individual managerial characteristics.

Kuvaas, Bård; Kuvaas, Bård & Selart, Marcus (2004)

Effects of attribute framing on cognitive processing and evaluation

Organizational Behavior and Human Decision Processes, 95(2), s. 198- 207.

Whereas there is extensive documentation that attribute framing influences the content of people?s thought, we generally know less about how it affects the processes assumed to precede those thoughts. While existing explanations for attribute framing effects rely completely on valence-based associative processing, the results obtained in the present study are also consistent with the notion that negative framing stimulates more effortful and thorough information processing than positive framing. Specifically, results from a simulated business decision-making experiment showed that decision makers receiving negatively framed information had significantly better recall than those receiving positively framed information. Furthermore, decision makers in the negative framing condition were less confident than decision makers in the positively framed condition. Finally, compared to a no-framing condition, decision makers receiving positive framing deviated significantly more in evaluation than decisionmakers receiving negative framing did.

Kuvaas, Bård; Kuvaas, Bård & Kaufmann, Geir (2004)

Impact of mood, framing, and need for cognition on decision makers' recall and confidence

Journal of Behavioral Decision Making, 17(1), s. 59- 74.

Kuvaas, Bård (2003)

Employee ownership and affective organizational commitment: Employees' fairness perceptions and their preferences for company stocks to cash

Scandinavian Journal of Management, s. 193- 212.

Kuvaas, Bård (2002)

An Exploration of Two Competing Perspectives on Informational Contexts in Top Management Strategic Issue Interpretation

Journal of Management Studies, 39(7), s. 977- 1001.

Kuvaas, Bård (2018)

Gode grunner til å skifte jobb

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2018)

Målstyringens intensjoner er ikke problemet

Dagens næringsliv [Kronikk]

Kuvaas, Bård & Dysvik, Anders (2018)

Åtte gode råd om lederutvikling

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Incentiver, behov og prestasjoner

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Tillitsbasert ledelse virker

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Kortsiktig effekt av bonuser

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

God og dårlig motivasjon

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Gir bonuser rause eller rigide relasjoner?

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Positivt lederskap

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Er evner eller motivasjon viktigst?

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2017)

Prestasjonsledelse 2.0

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Kontrollens baksider

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Ydmyke toppledere, takk

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Klar tale – i tide

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Få gjør noe med tillit

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Brattens rette lære

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Å abdisere fra ledelse

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Lønnsom ledelse

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Begrepsforvirring om målstyring

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2016)

Detaljstyring og dårlig ledelse

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2015)

Målsettingens mørke sider

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2013)

Semantikk eller substans, Rege?

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2013)

Resultater eller prestasjoner, Rege?

Dagens næringsliv [Kronikk]

Kuvaas, Bård (1)

Paternalistisk ledelse

Dagens næringsliv [Kronikk]

Kuvaas, Bård (2019)

Ledere med overdreven tro på egen kompetanse er skadelig

[Popular scientific article]. Dagens næringsliv

Kuvaas, Bård (2019)

Bunnlinjejagets skyggesider

[Popular scientific article]. Dagens næringsliv

Kuvaas, Bård (2019)

Hvorfor fornærmer ledere sine medarbeidere?

[Popular scientific article]. Dagens næringsliv

Kuvaas, Bård (2019)

Bør sjefen si: Du får fire flasker god Bordeaux hvis du klarer oppgaven?

[Popular scientific article]. Dagens næringsliv

Kuvaas, Bård (2019)

Å få en ny start er et toegget sverd

[Popular scientific article]. Dagens næringsliv

Kuvaas, Bård & Birkeland, Ide Katrine (2018)

Undersøkelse om lokale lønnstillegg i barnehage og skole

[Report]. Handelshøyskolen BI.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2018)

Individual Variable Pay for Performance, Incentive Effects, and Employee Motivation

[Academic lecture]. Annual Meeting of the Academy of Management.

Audenaert, Mieke; Buch, Robert, Kuvaas, Bård & Decramer, Adelen (2017)

How Do Simultaneous Exchanges Combine? Three-way Interactions Among Exchange Resources

[Academic lecture]. Workshop on Research Advances in Organizational Behavior and Human Resources Management.

Birkeland, Ide Katrine; Kuvaas, Bård & Dysvik, Anders (2017)

Forpliktende HR i skolen – Hvordan skoleledere kan utvikle læreres prestasjoner og indre motivasjon gjennom evidensbasert HR

Aas, Marit & Paulsen, Jan Merok (red.). Ledelse i fremtidens skole

Ho, Hoang & Kuvaas, Bård (2017)

HRM Systems, Firm Performance and the Well-being Paradox

[Academic lecture]. The annual meeting of the Academy of Management.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2017)

The Role of Other Orientation in Reactions to Social and Economic LMX Relationships

[Academic lecture]. The annual meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2017)

Line Managers’ Perceptions of Enabling HR, Procedural Justice, and Employee Work Effort

[Academic lecture]. The annual meeting of the Academy of Management.

Kuvaas, Bård; Kleivane, Tron & Olesen, Bård Mossin (2017)

Sverige kan, så hvorfor ikke Norge?

[Popular scientific article]. Dagens næringsliv, s. 3- 3.

Kuvaas, Bård; Kleivane, Tron & Olesen, Bård Mossin (2017)

Djevelen ligger i detaljene – også for målstyring

[Popular scientific article]. Dagens næringsliv, s. 25- 25.

Nerstad, Christina G. L. & Kuvaas, Bård (2017)

Motivasjon og prestasjon

Einarsen, Ståle; Martinsen, Øyvind L. & Skogstad, Anders (red.). Organisasjon og ledelse

Birkeland, Ide Katrine & Kuvaas, Bård (2017)

Hvordan påvirker lokale individuelle lønnstillegg lærernes motivasjon og arbeidsmiljø?

[Report]. Handelshøyskolen BI.

Kuvaas, Bård & Dysvik, Anders (2016)

Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

[Scientific book]. Fagbokforlaget.

Kuvaas, Bård & Buch, Robert (2016)

Why do Some Followers Perceive Goals as More Invariable than Others?

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Buch, Robert (2016)

Leader Self-Efficacy and Role Ambiguity and Follower Leader-Member Exchange

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård (2015)

Todelt lojalitet

[Popular scientific article]. Dagens næringsliv, s. 25- 25.

Kuvaas, Bård (2015)

Morgendagens medarbeidere

[Popular scientific article]. Dagens næringsliv, s. 25- 25.

Kuvaas, Bård (2015)

Teorier og tåkeprat?

[Popular scientific article]. Dagens næringsliv, s. 21- 21.

Kuvaas, Bård (2015)

Veien til suksess

[Popular scientific article]. Dagens næringsliv, s. 25- 25.

Kuvaas, Bård (2015)

Lojalitet, etikk og lønnsomhet

[Popular scientific article]. Dagens næringsliv, s. 25- 25.

Kuvaas, Bård (2015)

Skadelig lønnsforskjell

[Popular scientific article]. Dagens næringsliv, s. 25- 25.

Kuvaas, Bård; Buch, Robert, Gagne, Marylene & Dysvik, Anders (2015)

Do You Get What You Pay For? Sales Incentives, Motivation, and Employee Outcomes

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2015)

Relasjonsledelse og produktivitet

Einarsen, Ståle & Skogstad, Anders (red.). Ledelse på godt og vondt: Effektivitet og trivsel. 2. utg.

Ho, Hoang & Kuvaas, Bård (2014)

The HPWS-Firm Performance Link from the Unitarist and Critical Perspectives

[Academic lecture]. the 2014 Academy of Management Meeting.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2014)

Perceived constructiveness and timing of supervisor performance feedback and work performance

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Buch, Robert (2014)

Is extrinsic motivation good or bad, or doesn't it matter?

[Academic lecture]. The Annual Meeting of the Academy of Management.

Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2013)

Perceived training intensity, job autonomy and supervisor support as predictors of knowledge sharing

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård (2013)

Evidensbasert ledelse av menneskelige ressurser

[Article in business/trade/industry journal]. Personal og ledelse, s. 54- 58.

Kuvaas, Bård & Buch, Robert (2013)

Perceiving goals as invariable and implications for perceived job autonomy and work performance

[Academic lecture]. The annual meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2012)

Happy together or not? Balanced perceived investment in contract workers and standard employees

[Academic lecture]. Annual Conference of the Society for Industrial and Organizational Psychology.

Kuvaas, Bård; Dysvik, Anders & Buch, Robert (2012)

Antecedents and outcomes of line managers’ perception of user-friendly HR

[Academic lecture]. Annual Meeting of the Academy of Management.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2012)

Once bitten, twice shy? Past employment experiences and current employee-organization relationships

[Academic lecture]. Annual Meeting of the Academy of Management.

Hayton, James C.; Kuvaas, Bård, Christiansen, Lisa C. & Brion, Michal (2011)

Global Human Resource Management Casebook

[Textbook]. Routledge.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2011)

The measurement and outcomes of economic leader -member exchange relationships

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2010)

Perceived investment in employee development: The roles of exchange perceptions and work motivation

[Academic lecture]. 4th International SDT Conference.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2010)

Dual support in contract workers' triangular employment relationships

[Academic lecture]. Annual Meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2010)

Perceived training intensity and knowledge sharing: Sharing for intrinsic and prosocial reasons

[Academic lecture]. Annual Meeting of the Academy of Management.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2010)

Dual support in contract workers' triangular employment relationships

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2010)

Perceived training intensity and knowledge sharing: Sharing knowledge for intrinsic and prosocial reasons

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2010)

Perceived investment in employee development: Mediating roles of exchange perceptions and work motivation

[Academic lecture]. The 4th International SDT Conference.

Kuvaas, Bård (2009)

Nedbemanningens skjulte kostnader

[Article in business/trade/industry journal]. LO-aktuelt : organ for Landsorganisasjonen i Norge

Dysvik, Anders & Kuvaas, Bård (2009)

Perceived Investments in Employee Development, Intrinsic Motivation and Work Performance

[Academic lecture]. Annual Meeting of the Academy of Management.

Dysvik, Anders & Kuvaas, Bård (2009)

Exploring Alternative Relationships between Perceived Investment in Employee Development, Perceived Supervisory Support and Employee Outcomes

[Academic lecture]. Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2009)

Perceived Investments in Employee Development, Intrinsic Motivation and Work Performance

[Academic lecture]. The Annual Meeting of the Academy of Management.

Arnulf, Jan Ketil; Kuvaas, Bård & Dysvik, Anders (2009)

Exploring Motivational Mediators between Transformational Leadership and Employee Outcomes

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2008)

The relationship between perceived training opportunities, work motivation and employee outcomes

[Academic lecture]. Annual meeting of the Academy of Management.

Kuvaas, Bård; Arnulf, Jan Ketil & Dysvik, Anders (2008)

Social and economic exchange perceptions and intrinsic motivation among knowledge workers

[Academic lecture]. Academy of Management Annual Meeting.

Kuvaas, Bård (2008)

The Relationship between Performance Appraisal Reactions and Employee Outcomes

[Academic lecture]. Annual meeting of the Academy of Management.

Kuvaas, Bård (2008)

Pay level and pay administration, intrinsic and extrinsic motivation, and employee outcomes

[Academic lecture]. Annual conference of Society for Industrial and Organizational Psychology.

Kuvaas, Bård; Arnulf, Jan Ketil & Dysvik, Anders (2008)

Social and economic exchange perceptions and intrinsic motivation among knowledge workers

[Academic lecture]. Academy of Management. Annual meeting.

Dysvik, Anders & Kuvaas, Bård (2008)

The relationship between perceived training opportunities, work motivation, and employee outcomes Presented and included in the best paper proceedings

[Academic lecture]. Academy of Management. Annual meeting.

Kuvaas, Bård & Dysvik, Anders (2007)

Investment in Permanent Employee Development and Social and Economic Exchange Perceptions among Temporary Employees

[Academic lecture]. Doing well by doing good. Academy of Management. Annual meeting.

Hjertø, Kjell Brynjulf & Kuvaas, Bård (2007)

The relationship between Intragroup Conflict and Work Effektiveness

[Academic lecture]. Doing well by doing good. Academy of Management. Annual meeting.

Hjertø, Kjell Brynjulf & Kuvaas, Bård (2005)

Development and empirical exploration of a new model of intragroup conflict

[Academic lecture]. A New Vision of Management in the 21st Century. Academy of Management. Annual meeting.

Haukedal, Willy & Kuvaas, Bård (2004)

Creativity and problem-solving in the context of businessmanagement: A festschrift in honour of Geir Kaufmann for his60-year anniversary

[Scientific book]. Fagbokforlaget.

Kuvaas, Bård; Kuvaas, Bård, Kaufmann, Geir & Helstrup, Tore (2002)

The impact of affect and framing congruity and incongruity on issue interpretation output and processing

[Academic lecture]. Academy of Management Conference.