The resource-based view (RBV) of the firm has influenced the field of strategic human resource management (SHRM) in a number of ways. This paper explores the impact of the RBV on the theoretical and empirical development of SHRM. It explores how the fields of strategy and SHRM are beginning to converge around a number of issues, and proposes a number of implications of this convergence. http://www.ilr.cornell.edu/cahrs This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. HR and the Resource Based View of the Firm CAHRS WP 01-03Page 3 AbstractThe resource-based view (RBV) of the firm has influenced the field of strategic human resource

Corporate marketing, Corporate social responsibility, Employee attitudes, Employee trust, Ethical corporate marketing, Organizational behavior,

This article provides a comprehensive review of the empirical research on jury decision making published between 1955 and 1999. In total, 206 distinguishable studies involving deliberating juries (actual or mock) were located and grouped into 4 categories on the basis of their focal variables: (a) procedural characteristics, (b) participant characteristics, (c) case characteristics, and (d) deliberation characteristics. Numerous factors were found to have consistent effects on jury decisions: definitions of key legal terms, verdict/sentence options, trial structure, jury-defendant demographic similarity, jury personality composition related to authoritarianism/dogmatism, jury attitude composition, defendant criminal history, evidence strength, pretrial publicity, inadmissible evidence, case type, and the initial distribution of juror verdict preferences during deliberation. Key findings, emergent themes, practical implications, and future research directions are discussed.

Although continuing to capture the attention of scholars, the study of "work-family backlash" remains plagued by a lack of conceptual clarity. As a result, there is growing evidence to suggest that there is a dark side to work-life balance (WLB) policies, but these findings remain scattered and unorganized. We provide a synthesis of this literature, defining work-family backlash as a phenomenon characterized by negative attitudes, negative emotions, and negative behaviors-either individual or collective-associated with WLB policies [i.e., on-site provisions, leave policies, and flexible work arrangements (FWAs)] within organizations. We conceptualize and define four primary mechanisms involving multiple levels of analysis through which the phenomenon operates. More micro levels of analysis within organizations are characterized by (1) an inequity mechanism, (2) a stigma mechanism, and (3) a spillover mechanism. Although less developed in the literature to date, more macro levels of analysis-including the organization and societal levels-are characterized by (4) a strategic mechanism. We explain these four primary mechanisms-including the theories and literatures on which they are grounded-and develop an original conceptual model to catalyze future research. 600