bluuebunny/crossref_metadata_2025 huggingface dataset:
Brain Edema and Intracerebral Necrosis Caused by Transcranial Low-Frequency 20-kHz Ultrasound
Authors: Schneider Felicitas , Gerriets Tibo , Walberer Maureen , Mueller Clemens , Rolke Roman , Eicke Bernhard M. , Bohl Juergen , Kempski Oliver , Kaps Manfred , Bachmann Georg , Dieterich Marianne , Nedelmann Max
Published: March 2006

Background and Purpose—

Ultrasound-accelerated thrombolysis is a promising approach toward acute stroke treatment. In previous in vitro studies, we demonstrated enhanced thrombus destruction induced by 20-kHz ultrasound. However, little is known about biological interactions of low-frequency ultrasound with brain tissue. The aim of this in vivo MRI study was to assess safety aspects of transcranial low-frequency ultrasound in rats.

Methods—

The cranium of 33 male Wistar rats was sonificated for 20 minutes (20-kHz continuous wave). Power output was varied between 0 and 2.6 W/cm
2
. Tympanal and rectal temperature was monitored. Diffusion-weighted imaging and T2-weighted imaging was performed before and 4 hours, 24 hours, and 5 days after sonification. Apparent diffusion coefficients (ADCs) and T2 relaxation time (T2-RT) were measured in regions of interest in the cortex and the basal ganglia. The animals were euthanized for histological evaluation thereafter.

Results—

Tympanal temperature increased significantly during insonation with 1.1 and 2.6 W/cm
2
. ADCs decreased significantly at 0.5 and 1.1 W/cm
2
, indicating cytotoxic edema. T2-RT increased significantly in the 0.5 and 1.1 W/cm
2
group, consistent with vasogenic edema. No changes were detectable in the low-power output group (0.2 W/cm
2
). After sonification with 2.6 W/cm
2
, a significant loss of neurons could be detected on histopathology. Furthermore, 3 animals developed circumscript cortical lesions that could be identified as parenchymal necrosis.

Conclusion—

Low-frequency ultrasound caused vasogenic and cytotoxic brain edema and intracerebral necrosis in a dose-dependent fashion. This study indicates therapeutic low-frequency ultrasound as being potentially harmful and underlines the necessity of careful evaluation in further animal models.
Relationship between Air Pollution in Hong Kong and in the Pearl River Delta Region of South China in 2003 and 2004: An Analysis
Authors: Lee Y. C. , Savtchenko A.
Published: March 2006

Air pollution in the Pearl River Delta (PRD) region of south China, which is one of the four regions in China most heavily affected by haze, is found to correlate with that of Hong Kong, indicating the regional nature of the Hong Kong problem. Of the 10 territory-wide episode days occurring in Hong Kong in 2003 and 2004, 3 of them coincide with the most polluted days of the month in the PRD. On two other episode days, the most polluted days in the PRD occurred within 2 days of the Hong Kong episodes. The air pollution trends of the PRD cities and Hong Kong are found to resemble each other more under certain meteorological conditions than others, notably when a tropical storm is positioned at the Luzon Strait between Taiwan and Luzon in the Philippines, and the entire PRD, including Hong Kong, is equally affected by it, resulting in photochemical events. During this time, Hong Kong is downwind of nearly all pollution sources in the region. At other positions of the storm, the eastern part of the PRD is often affected more significantly. In winter episodic conditions, which occur when weak anticyclones prevail over south China, local meteorological factors, namely, inversions and sea-breeze convergences, are believed to contribute to the temporal difference of the pollution peaks in Hong Kong and the rest of the PRD.
School Mindfulness and Faculty Trust: Necessary Conditions for Each Other?
Authors: Hoy Wayne K. , Gage Charles Quincy , Tarter C. John
Published: March 2006

Background: The paradox of relying on routines and standard practices, which protect institutional functioning from the vagaries of personality, often comes at the cost of thoughtful adaptability.

Purpose: The objectives are to conceptualize and apply the construct of mindfulness to schools and to explore trust as a school condition that fosters mindful actions.

Setting: A diverse sample of 75 middle schools was selected for study.

Participants: Twenty-six hundred teachers responded to survey instruments in 75 schools.

Research Design: An ex post facto test of a theoretical set of hypotheses was performed.

Data Collection and Analysis: Data were collected by researchers in regular faculty meetings and assessed using correlational, regression, and factor analyses.

Findings: Faculty trust and school mindfulness seemed necessary conditions for each other.

Conclusions: Mindfulness is a concept every school administrator should understand and practice, and a culture of trust seems necessary to achieve both the ends of understanding and practice. Principals need to lead in mindful ways. By encouraging faculty to play with ideas, to create novelty in their classrooms, to feel safe to take reasonable risks, to experiment, and to be resilient, the principal can have profound effects on school mindfulness.
Are Teachers Who Need Sustained, Content-Focused Professional Development Getting It? An Administrator’s Dilemma
Authors: Desimone Laura M. , Smith Thomas M. , Ueno Koji
Published: March 2006

Purpose: Policymakers and administrators are increasingly focusing on professional development as a means to improve teaching quality. In this study, the authors examine whether professional development in mathematics is primarily performing an educative function by addressing weak teacher preparation, or a catalytic function by serving mainly teachers who already have a strong content knowledge of mathematics.

Methods: The data used are from the teacher surveys completed for the 2000 National Assessment of Educational Progress (NAEP). The analysis is conducted using multinomial logit results transformed into relative risk ratios that indicate the relative odds that a teacher will participate in sustained, medium-length or brief (mathematics)content-focused professional development.

Findings: The results indicate that teachers with strong content knowledge in mathematics—measured by type of degree in mathematics and self-reported preparedness to teach different topics in mathematics—are more likely to take sustained content-focused professional development than teachers with weak content knowledge in mathematics. Thus, professional development is primarily serving teachers with already strong content area expertise in mathematics, rather than addressing content knowledge gaps for teachers less prepared to teach mathematics.

Implications for Practice: Options for administrators include: (a) encourage teachers to take challenging professional development by scaffolding and matching activities to teachers’ level of expertise, (b) build links between the activities and the school’s vision, and(c) require teachers to take high-quality professional development. The most powerful but also the most challenging recommendation is for district and school administrators to stop providing low-quality, ineffective professional development.
The Acrylic Resin Leather Coating Agent Modified by Nano-SiO2
Authors: Ma Jianzhong , Hu Jing , Zhang Zhijie , Liu Lingyun
Published: March 2006

The acrylic resin leather coating agent modified by nano-SiO2 is investigated in this article. Nano-SiO2 is prepared by the sol–gel reaction from tetraethoxysilane (TEOS) catalyzed with acid and mixed with an acrylic resin. The properties of nano-SiO2 particles at different aging times are studied. The physical–mechanical properties of the films from modified acrylic resin by nano-SiO2 sol particles are obtained. Besides, the hygiene property of the leather finished using nano-SiO2 is measured. Fourier transform infrared spectroscopy (FTIR) and transmission electron microscopy (TEM) are employed to characterize the presence of nano-SiO2 particles in the SiO2 sol. The acrylic resin and modified acrylic resin are analyzed with differential scanning calorimetry (DSC). The results show that the physical–mechanical properties and hygiene property of the film from SiO2–AR (acrylic resin) coating agent composite increase notably: air and water vapor permeability are improved by 15.4 and 11.5% respectively.
An Improved Wear-resistant PTA Hardfacing: VWC/Stellite 21
Authors: Liu R. , Yao M. X. , Patnaik P. C. , Wu X. J.
Published: March 2006

A novel compound carbide, VWC, is designed to incorporate into Stellite 21, in order to achieve an improved wear-resistant composite, plasma transferred arc (PTA) hardfacing. Different contents of VWC in the composite, 5, 10, and 20% (in weight), are tested. The microstructures of the hardfacing specimens are studied using, scanning electron microscopy (SEM) plus, energy dispersive X-ray (EDX) and X-ray techniques. The influence of VWC additive on the mechanical properties of the Co solid solution in Stellite 21 matrix is investigated with a nano-indentation technique. The hardness and wear resistance of the hardfacing specimens are evaluated on a Wilson Rockwell machine and a ball-on-disc tribometer, respectively. It is found that the hardness and wear resistance of the VWC/Stellite 21 composite layer are much higher than those of pure Stellite 21. The presence of the VWC reinforcement changes the microstructure of the Stellite 21 matrix and strengthens the Co solid solution.
Numerical Simulation and Experimental Study on Consolidation of Toughened Epoxy Resin Composite Laminates
Authors: Gu Yizhuo , Li Min , Zhang Zuoguang , Sun Zhijie
Published: March 2006

Toughened epoxy resin is one of the most important matrices in composite structural materials. In this article a one-dimensional resin flow/fiber compaction model was used for analysis of the consolidation of a toughened epoxy resin 5228/T700S carbon fiber laminates. The laminate thickness and the fiber volume fraction distribution of cured laminates under different cure cycles were investigated both from the experimental measurements and from the numerical simulation. The calculated and experimental results are in good agreement for all the studied cases. A significantly uneven degree of consolidation along the laminate thickness direction is observed, and it is difficult to improve by altering cure cycle. These results are valuable for the study of the performance of composite parts, provided that uneven distribution of fibers does affect some properties of composite materials.
Plastic Deformation and Failure in A359 Aluminum and an A359-SiCp MMC under Quasistatic and High-strain-rate Tension
Authors: Li Yulong , Ramesh K. T. , Chin E. S. C.
Published: March 2006

The deformation and failure (under quasistatic and dynamic tension) of an A359 aluminum alloy and an A359 aluminum alloy reinforced by 20 vol.% SiC particles have been investigated. Tensile strains are measured using the laser occlusive radius detector (LORD) and/or strain gauge in Kolsky bar tests, and using the LORD and/or clip extensometer in quasistatic tests. The influence of the rate of deformation on the tensile stress-strain curves and on the failure strains is determined for these heterogeneous materials. Both composite and matrix behave in a brittle manner with no necking before fracture, and the tensile failure strain is slightly reduced at high strain rates. The fracture surfaces and the microstructure of the tested specimens of each material are examined using scanning electron microscopy and optical microscopy. The tensile failure of the A359 matrix alloy and the composite are controlled by the microcracking of Si particles.
Prediction of Effective Stiffness in [τm/90n]s Laminates due to Transverse Cracking
Authors: Zhang Hui , Minnetyan Levon
Published: March 2006

A theoretical model is proposed to evaluate effective stiffness in general symmetric composite laminates due to transverse cracking. In the model, the crack shape is assumed to be a function of crack density. The original contribution of this article is that crack geometries are not constrained to the forms of assumed shape functions. Instead, the natural forms of the crack shape functions are shown to have forms containing hyperbolic sine and hyperbolic cosines based on elastic analysis. Displacement fields and stress components satisfy the boundary and continuity conditions. The change in stiffness reduction is examined theoretically. Predicted results are compared with experimental data for [τm/90n]s glass/epoxy laminates and [τm/90n]s AS4/epoxy laminates.
An Evaluation of the Macro Damage on Metal Matrix Composites after High Velocity Impact
Authors: Karamiş M. Baki
Published: March 2006

The ballistic impact failures and damages on metal matrix composites reinforced by SiC and alumina are studied. AA 6063 aluminum alloy is reinforced with SiC and alumina particles in different sizes and percentages by casting method. Ballistic tests are carried out by two different projectile types, AP (armor piercing) 7.62 and 9 mm. The macrography of the craters and holes created by high velocity projectiles impact are analyzed by light and scanning electron microscopy studies.The projectile type strongly influences the damage formation. When the high velocity projectile (AP 7.62, 7.9 g, 710 m/s) impacts the 30% SiC or Al2O3 reinforced composite, it leads to deep craters and then a hole by passing the thickness of the composite target thoroughly. Brittle cracking on the target and on the reinforcing particles are also observed after impact. If this impacting carried out on the composite is relatively tough (i.e., having 15% SiC), swelling and petalling on the entrance and back sides of the hole are also created without any cracking or breaking. In case of impacting by a lower velocity projectile (9 mm, 7.47 g, 400 m/s) on the 15% SiC composite target, it can pass the thickness with or without its jacket. This projectile cannot pass the composites reinforced by 30% SiC and Al2O3. Besides some damages such as plastic deformation and craters occur on the projectile tip.
Ablation Resistance and Mechanical/ Conductive Properties of ZrB2 Reinforced Carbon Based Composites
Authors: Li Xiutao , Shi Jingli , Zhang Hua , Zhang Guobing , Guo Quangui , Liu Lang
Published: March 2006

Zirconium diboride reinforced carbon (ZrB2/C) particulate composites are prepared from petroleum coke, coal tar pitch, and ZrB2 powder by hot-pressing. The ablation, mechanical, thermal, and electrical properties of the composites are studied. Results show that the composites have excellent flexural strength and thermal conductivity, with highest values reaching 131 MPa and 161 W/mK for a 10% ZrB2 addition in raw materials. The electrical resistivity reduces rapidly with increasing amount of ZrB2. The values of mass and linear ablation rates are lower in the composites than those measured for pure carbon, decreasing with increasing ZrB2 content, confirming that these materials are promising for ultrahigh temperature materials. Correlations between properties and microstructure of the composites are also discussed.
Life Style, Work Group Structure, Compatibilities, and Job Satisfaction
Authors: DiMarco Nicholas
Published: March 2006

Relationships between life style-work group structure compatibility, life style compatibility with co-workers and supervisors, and job satisfaction among registered nurses (RNs) were examined. Persona listic-coordinative and formalistic-bureaucratic compatibilities explained 41% of the variance in satisfaction with work; RN-co-worker and RN-supervisor formalistic compatibility explained 40o of the variance in satisfaction with co-workers; 57%o of the variance in satisfaction with supervisor was explained by the following compatibilities: RN-supervisor formalistic and sociocentric, RN-co-worker sociocentric, and sociocentric-collaborative, and the personalistic life style dimension; 52% of satisfaction with pay was explained by the personalistic and coordinative dimensions, and sociocentric-collaborative and RN-co-worker personalistic compatibilities; and RN-co-worker personalistic compatibility explained 15% of the variance in satisfaction with promotions. Implications for increasing various components of job satisfaction for RNs were discussed.
Henry Dennison and Employee Representation: A Counterpoint in Management Thought
Authors: Gullett C. Ray , Duncan W. Jack
Published: March 2006

Although the period from approximately 1900 until the late 1920's is commonly seen as a time in which mechanistic models of management and organization predominated, several outstanding humanistic management writers and practitioners also emerged. An outstanding example of these industrial humanists was Henry Dennison. Among his employee-centered innovations at Dennison Manufacturing Company was that firm's employee representation plan. This plan opened upward channels of communications for employees and contributed to the granting of numerous employee benefits. While such contributions would be judged as modest by today's standards, the representation plan was an innovation for its time and was typical of the employee-oriented programs instituted by Dennison.
Role Ambiguity, Job-Related Tension and Job Satisfaction
Authors: Blalack Richard O. , Davis Herbert J.
Published: March 2006

This research effort examines the degree of and relationship among role ambiguity, job-related tension, and job satisfaction in a hospital environment. The specific research subjects chosen were hospital unit managers. Adaptation of the Kahn et al. national study was used to establish Role Ambiguity and Job Tension Indexes. The Brayfield-Rothe Job Satisfaction Index provided data concerning this latter variable. Findings of this study indicate that although the nature of the Unit Manager position is inherently satisfying, environmental factors contribute to a high degree of role ambiguity and job tension which tend to limit the satisfaction derived from the work.
Measurement and Prediction of Job Satisfaction
Authors: Pathak Dev S. , Burton Gene
Published: March 2006

Most prior research on the measurement and prediction of job satisfaction has utilized statistical tools that require the analysis to be cross-sectional. The results of these studies are based on interpersonal comparisons. However, it is well known that interpersonal utility comparisons cannot be rigorously interpreted. Thus, this study attempts to predict the level of job satisfaction for a new breed of professionals - the data processing professional - using discriminant analysis. Based upon past studies and the expectancy-value framework, various models were developed and tested to obtain a model with the maximum predictive ability. The implications of the results derived with the discriminant analysis are discussed.
Success, Failure, No Evaluation in Participatory, Autocratic and Leaderless Groups
Authors: Price Kenneth H.
Published: March 2006

In Laboratory groups the influence of three leadership styles and three types of performance evaluation on interpersonal attraction and attitudes towards the group were examined. Using multivariate analysis of variance, results supported the prediction that success led to more positive attitudes compared to failure. Success and failure were equally satisfying or dissatisfying under different leadership styles, while leaders compared to group members were differentially affected by group success-failure on measures of attraction.
A Causal-Correlational Investigation Of The Performance, Satisfaction, And Reward Relationship
Authors: Wallin Jerry A.
Published: March 2006

In recent years, an increasing number of researchers have exhibited an interest in the possible relationships between the variables of task performance, organizational rewards, and worker satisfaction. The most recent theoretical proposition holds that any empirical relationship between the variables is directly dependent upon performance-reward contingencies. The research reported was designed to empirically investigate the causal inferences concerning the relationship between contingent rewards and performance, contingent rewards and satisfaction, and performance and satisfaction within an organizational setting where rewards (pay) are strongly contingent upon performance.

The results of the data analysis support the proposition that performance-contingent rewards have direct causal impact on performance. However, due to the low predictive correlations, no generalized causal priority could be empirically verified between contingent rewards and satisfaction or between performance and satisfaction.
Organizational Climate and Productivity
Authors: Johannsen Rolland D. , Johnson Thomas W. , Stinson John E.
Published: March 2006

This paper presents research designed to investigate the relationships between dimensions of organizational climate and productivity and satisfaction. Subjects in the study were 153 section foremen working in five different underground coal mines. Results indicate that there is a positive relationship between the climate dimension "organization of work" and productivity. Also there is a positive relationship between "supportiveness" and satisfaction. Implications for 0. D. practitioners are discussed.
Is There Anything "New" in Management?
Authors: Fulmer Robert M. , Wren Daniel A.
Published: March 2006

Two books separated by 36 years between publication dates, and both titled "The New Management," are examined in this paper. The authors present the conventional wisdom of management in 1938 and compare it with the "New Management" of 1974. The question the authors seek to answer is the title of this paper, "Is There Anything `New' in Management?" By comparing the two periods, the authors conclude: (1) that the problems facing management have remained essentially the same; (2) that there have been a refinement of techniques and further extensions of knowledge in the field of management; but (3) that there is really very little that can be called "new."
The Impact of Manager's Job Characteristics and Performance on Satisfaction, Involvement, and Intrinsic Motivation
Authors: Futrell Charles M.
Published: March 2006

This study explores the empirical relationships among three types of job attitudes and the relationship of job performance and job design characteristics to these attitudes. Questionnaires were completed by 126 managers of a retail grocery chain. The results of a factor analysis indicated that higher order need satisfaction, job involvement, and intrinsic motivation attitudes are distinct and independent of each other. These three job attitudes were found to be related to job performance, design, and behavior.
Managerial Advancement and The Influence of Sponsorship in Large Industrial Organizations
Authors: Robertson David E.
Published: March 2006

In our society it is a strongly held norm that advancement in business organizations should be a consequence of personal achievement; hence, there is respect accorded to individuals who arrive on their own merit. At the same time, it is recognized that many competent subordinate managers receive help in advancement from higher level executives acting in the role of sponsors. The purpose of this article is to draw together some research evidence concerning the occurrence of sponsorship in transfer and promotion decisions as experienced by middle level managers in large manufacturing firms. Previous studies [5; 17; 8] have considered the extent to which managerial promotion decisions are based on alleged favoritism, shared values, or informal factors rather than achievement-related criteria. This study is intended to redefine the concept of sponsorship, to develop some appropriate research questions, and to report some new findings concerning these questions.
The Prediction of Job Behavior with Expectancy-Value Attitudes and Perceived Norms
Authors: Alexander M. Wayne
Published: March 2006

The ability of Fishbein's expectancy-value model to predict behaviors performed by 363 salesmen and 88 college teachers was tested. Independent measures of attitude as well as measures computed with four expectancy-value models when combined with three perceived norm variations were found to significantly predict behavior. Limited evidence that attitudes and perceived norms predict job behavior better than either variable alone was also presented.
Determinants of Administrative Intensity
Authors: Jones Robert E.
Published: March 2006

This paper focuses on the level of administrative intensity in manufacturing firms. Based upon a sample of 32, it was found that two organizational variables, perceived environmental uncertainty and mass-output orientation of production technology, account for significant variation in administrative intensity levels.
Co-Determination in The United States?
Authors: Busch Edgar T.
Published: March 2006

The idea that employees should, by statute, sit on the Board of Directors, i.e., engage in management policy making, is a concept alien to the American culture. The concept is popular in Europe and, therefore, some knowledgeable persons believe it will soon be part of the U.S. scene. This paper recognizes the European success but identifies reasons why acceptance in the U.S. is not likely in the foreseeable future. Some reasons are: lack of class struggle in the U.S., emphasis on individualism in America, and little support by union leaders.
Effects of Role-Playing on Perceptions of Union Leaders
Authors: Holley William H. , Armenakis Achilles A. , Feild Hubert S.
Published: March 2006

By use of a semantic differential scale changes in perceptions of union leaders were examined. While no significant changes occurred in the comparison group, significant changes occurred with the experimental group on six of the descriptive adjectives, two favorable, three unfavorable, and one neither favorable nor unfavorable.
The Need for a Supportive Climate for MBO Success - a Myth?
Authors: Srinivas K. M.
Published: March 2006

Forty-five organizational units of a complex organization were utilized in a longitudinal evaluation of an MBO program. The organization units were categorized into MBO-supportive, achievement-oriented and nonsupportive, power-oriented sub-climates. It was noted that 62 percent of subunits in the latter category improved while 33 percent of subunits in the former category deteriorated in their climate. Implications of the findings which are contrary to practitioner expectations regarding MBO success are discussed with a tentative identification of causal factors that may be responsible for the observed changes.
Experimental Test of a Return on Effort Version of Expectancy Theory: Across-Person and Within-Person Analyses
Authors: Kopelman Richard E. , Liebman Andrew M. , Yukl Gary A.
Published: March 2006

Although incremental algorithms are widely used in a variety of decision contexts, they have rarely been extended to models of human work behavior. In an experiment, predictions of intended effort and performance were compared using an incremental (return on effort) version of expectancy theory and the conventional model. Incremental predictions were consistently superior.
Perceived Communication Inequity: A Determinant of Job Dissatisfaction
Authors: Wilkens Paul L. , Timm Paul R.
Published: March 2006

This article presents a conceptual model that synthesizes communication concepts and Adams' equity theory. Using a receiver-oriented approach, organizational communication is seen as having reward value that is subject to social comparisons. Judgments of equity and inequity in the receipt and evaluation of "salient messages" affect the individual's perceptions of job satisfaction/dissatisfaction.
Mail Questionnaires in Survey Research: A Review of Response Inducement Techniques
Authors: Duncan W. Jack
Published: March 2006

The mail questionnaire is one of the most frequently used and controversial techniques in applied social science research. Much of the controversy relates to the difficulty involved in achieving response rates high enough to ensure representativeness. This paper surveys the recent literature on response inducement techniques in mail survey research.

This review examined 12 of the most frequently researched techniques for increasing response rates. Five were found to consistently produce higher responses. These were prenotification, personalization, the inclusion of monetary incentives, follow-up, and higher class return postage. Two, source sponsorship and the type of appeal in the cover letter, appeared to increase response rates but in a situation specific manner.

Four of the factors examined had no effect on response rates. These were the address location or social setting in which the questionnaire was received; specification of a deadline; the color, length, form, or preceding of the instrument; and the interaction of multiple factors. One item, the class of outgoing postage remained inconclusive.
Wage and Salary Administrative Practices and Decision Process
Authors: Crandall N. Fredric
Published: March 2006

A survey of wage and salary administrative practices fora sample of business firms is reported (n = 325), including a descriptive analysis of labor market surveys, job evaluation, and the pattern of decision making in a number of activities for each responding firm. The decision-making process is analyzed with a focus on the relative independence of the staff wage and salary function on activities that affect the total organization. The profile of the decision-making process which emerges suggests substantial shared authority between line and staff units. The wage and salary administrator is relatively independent in crucial technical tasks, but is constrained in decision making over tasks that have more obvious organizational impact. The findings and implications contribute to an increased data base on administrative practices and professional development.
Strategic Responses to Different Perceived Strategic Challenges
Authors: Litschert Robert J. , Bonham T. W.
Published: March 2006

The study reports the results of tests of two hypotheses which investigate relationships between a firms industrial location, perceived strategic challenges, and strategic responses. Based on a single industry sample, findings suggest that firms which operate in essentially the same industrial setting perceive the same strategic challenges. However, similar perceived challenges do not necessarily elicit similar strategic responses.
A Comparative Analysis of Empirical Research on Technology and Structure
Authors: Reimann Bernard C. , Inzerilli Giorgio
Published: March 2006

This paper proposes that when empirical research on the technology-structure relationship is classified by organizational level and by type of technology studied, the evidence favoring a technological imperative is quite consistent. The only studies which have yielded inconsistent results have been those focusing on the total organization, where the measurement of both the transformation technology and structure has been particularly problematic. At the workflow or subunit level of organizations, generally strong technology-structure relationships have been observed. The same is true for system level studies where technology was operationalized in terms of the characteristics of environmental inputs or outputs rather than of the transformation process itself. It is suggested that the consistency and value of future research results on the technology-structure connection can be considerably enhanced if researchers take greater care to specify their organizational levels of analysis as well as the way in which they operationalize their technology and structure variables. Some preliminary suggestions are also made for the development of a general theory of the technology structure link.
A Hierarchy of Important Elements in Union-Management Relations
Authors: Martin James E. , Biasatti Lawrence L.
Published: March 2006

Union officials and managers from several federal facilities rank-ordered 11 elements identified as necessary for successful union-management relationships. No significant differences were found in the subject's rankings, from different samples, from union or management positions, or from high or low successful relationships. The results are used to develop a three-tiered hierarchy of importance of the elements. In addition, the hierarchy and the elements can be employed as part of a strategy for evaluating and improving union-management relations.
Theory and Applications in Management Pedagogy: An Empirical Study
Authors: Wren Daniel A. , Atherton Roger M. , Michaelson Larry K.
Published: March 2006

This study investigates the theory/applications orientation in management courses, the factors which influence this balance, and the techniques used to bring applications into the classroom. Overall, the findings indicate a balance between theory and applications. However, the theory/applications orientation was influenced by a number of factors: the subject matter, the level of instruction, the age, rank, and managerial experience of the instructor, and the size of the institution. Substantial differences were found between graduate and undergraduate levels of instruction.
The Factor Replicability of the Litwin and Stringer Organizational Climate Questionnaire: An Inter and Intra-Organizational Assessment
Authors: Rogers Evan D. , Miles Wilford G. , Biggs William D.
Published: March 2006

Four recent factor analytic studies of the Litwin and Stringer Organizational Climate Questionnaire (LSOCQ) are compared to assess the consistency of the instrument's factor structure when administered to different organizational populations. In addition, separate factor analytic results of the LSOCQ for three functional subgroups of a single organization are compared to investigate the LSOCQ's factor consistency within a single organization. Although there is somewhat more intrathan interorganizational replicability of factors, both comparisons raise considerable doubt about the validity of the Litwin and Stringer instrument.
The Appropriateness of Management-By-Objectives For Development and Research Personnel
Authors: Mossholder Kevin W. , Dewhirst H. Dudley
Published: March 2006

The differential e fects of a management by' objectives (MBO) program on the work satisfaction of development and research employee groups were examined. Analyses indicated that these two groups differed in perceptions of their respective work group climates and that facets of MBO explained significantly different amounts of variance of the groups' work satisfaction. Implications and suggestions for accommodating MBO for use with development and research personnel are discussed.
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives
Authors: Scott Dow
Published: March 2006

The causal direction between interpersonal trust and assessed value of an MBO program is investigated in a large mass-transit organization. Three measures of trust were (ollected that indicated the respondents' trust of their superiors, top management, and the MBO consultant. The results indicated that trust in superior and trust in top management aff et the assessed value otf MBO. The relationship between trust in the MBO consultant and the assessment value of MBO suggests that an interaction elt occurred.
Job Design Task Attributes: An Evaluation of Prior Manipulations Based on a Retranslation Technique
Authors: O'Connor Edward J. , Arnold Gloria C. , Bhagat Rabi S.
Published: March 2006

A systematic understanding of responses to dimensions necessitates that the dimensions be defined and operationalized consistently. This paper's results indicate that task attribute manipulations have not consistently/represented the theoretical conceptualizations of the task characteristics. The implications of these results for job design research are discussed.
Differentiating Between Perceived Organization and Work Group Climates
Authors: Awal Deepa , Stumpf Stephen A.
Published: March 2006

Organization and work group climates were measured by the use of identical questions for 112 managers in different business units. The results provide tentative support for the notion that organization and work group climates are different constructs; organization and work group climates were moderately correlated and had different relationships with job satisfaction and job involvement.
The Effects of MBO on Performance and Satisfaction in a Public Sector Organization
Authors: Thompson Kenneth R. , Luthans Fred , Terpening Willbann D.
Published: March 2006

This field study examined the effets of MBO on measures of quantity and quality' of performance and satisfaction with the work and supervision among employees in a human services agency. Although not all the quantity measures improved significant/,} the (combined measure for quantity of performance and one of two quality measures showed significant improvement following implementation of MBO. Satisfaction with supervision also significantly improved but not satisfaction with work. The study lends support to the use of MBO in public sector organizations.
Plateaued and Non-Plateaued Managers: Factors in Job Performance
Authors: Carnazza Joseph P. , Korman Abraham K. , Ference Thomas P. , Stoner James A. F.
Published: March 2006

The opportunity to have vertical mobility, to grow in a career sense, and to be promoted to higher levels of responsibility, is endemic to the American culture. Yet, most managers reach a career plateau before they reach the top. What happens when this occurs? What is the effect on job performance? Using both self and organizational responses, 384 middle level managers were partitioned into various likelihood of promotion and degree of mutuality groups. A comparison off the pattern of factors associated with groups of high and low likelihood of promotion suggests these groups are independent. A similar comparison of groups with varying degrees bf mutuality indicates these groups are independent also. A comparison employing the source of assessment (individual or organization) did not produce significant differences. Thus, both likelihood of promotion and mutuality appear useful in further clarifying the nature of managerial work motivation. Implications of these results are discussed from both individual and organizational perspectives.
An Evaluation of the Reliability, Stability and Factor Structure of the Manifest Needs Questionnaire
Authors: Blackburn Richard S.
Published: March 2006

The psychometric adequacy of Steers and Braunstein's (1976) Manifest Needs Questionnaire is investigated. Research results indicate that the instrument possesses adequate stability but lacks adequate internal consistency. Factor analytic procedures fail to replicate the a priori factor structure. Results are compared with Steers and Braunstein's developmental work. Potential users of the instrument are advised to interpret research outcomes in light of the deficiencies noted.
From Leaderless Group Discussions To The Cross-National Assessment of Managers
Authors: Bass Bernard M.
Published: March 2006

To prepare this autobiographical account, I noted the linkages between various lines of investigation with which I have been involved. This resulted in the outline of the work pursued since 1948, shown in Figure 1. The review, organized according to the outline, is an account of the kinds of personal and instructional factors that inspired my efforts to balance concern for theory with concern for empirical research and application.
Participant Estimates of the Effectiveness of Judgmental Decisions
Authors: Stumpf Stephen A. , Zand Dale E.
Published: March 2006

Research generally supports the belief that individuals and groups tend to overestimate the effectiveness of their judgmental decisions. There is, however, little information about how consistently these estimates relate to objective measures of effectiveness. Participants' assessments of the anticipated effectiveness of their judgmental decisions were investigated in several studies. It was found that their estimates were poorly and inconsistently related to objective measures of effectiveness. This result raises a need for improved approaches to assessing judgmental decisions and identifying participants who make more accurate judgmental decisions.
Employee Responses to Flexible Work Schedules: An Inter-Organization, Inter-System Comparison
Authors: Pierce Jon L. , Newstrom John W.
Published: March 2006

An expost facto designed investigation compared employee affective and behavioral responses to four work schedules—a fixed-hour schedule and three variations of flexible working hours. Hypothesized systematic differences in employee responses reflecting increasing degrees of flexibility were not supported. However, employees generally responded more favorably to any of the flexible hour systems as contrasted with the fixed-hour work schedule.
The Influence of Corporate Image and Specificity of Candidate Qualifications on Response to Recruitment Advertisement
Authors: Belt John A. , Paolillo Joseph G.P.
Published: March 2006

This paper reports the results of an experiment designed to examine the possible impact of (1) the corporate image of the advertiser and (2) the degree of specificity of the candidate qualifications, on the likelihood of reader response to a recruitment advertisement. The data indicated that the corporate image of the advertiser significantly influenced the likelihood of reader response, whereas the degree of specificity of the candidate qualifications did not significantly influence the likelihood of reader response to recruitment advertisement. The implications of the findings are discussed and avenues for further study are suggested.
The Joint Influence of Situational Constraints and Goal Setting on Performance and Affective Outcomes
Authors: Peters Lawrence H. , Chassie Marilyn B. , Lindholm Harold R. , O'Connor Edward J. , Kline Cathy Rudolf
Published: March 2006

The major prediction in the present investigation was that increases in goal dificulty would be associated with increases in task performance only in the absence of severe situational constraints. In order to test this and associated predictions, a laboratory study was conducted using a 2 (facilitating versus inhibiting task settings) x 3 (low versus moderate versus high goal levels) experimental design. Results supported the constraint x goal difficulty interaction prediction using a measure of self-set personal goals and tended to do so using the manipulated goal difficulty level. In addition, situational constraints were found to be significantly associated with the performance and affective outcome variables and self-set goal level was found to be significantly associated with performance. These results are discussed with regard to both the goal setting and situational constraint literatures.
A Comparison of Moderated Regression Techniques Considering Strength of Effect
Authors: Darrow Arthur L. , Kahl Douglas R.
Published: March 2006

Moderated regression is a commonly used technique within the behavioral sciences. The power of such analyses, however, is dependent on the strength of the moderator relationship and the distribution of the moderator variable. This study compares the traditional moderated technique with a technique designed to increase the probability of the indication of a moderator variable. The results indicate that, often, the detection of moderator variables is not so much dependent on their existence but, rather, is dependent on their strength. The results also indicate that the ability to detect moderators also depends on the distribution of the moderator variable. Finally, the results indicate that a higher probability of detecting a moderator exists if the interaction is entered into the regression first.
Professionalization in a Rationally Managed Corporate Organization
Authors: Alie Raymond E.
Published: March 2006

The purpose of this study was to explore professionalization as a phenomenon attendant to rational corporate management. The subjects were 320 engineers, the entire engineering staff of a merged manufacturing firm. Matched data relating to three dimensions of professionalization were gathered from the same subjects for the pre-merger and post-merger periods. It was posited that engineers would exhibit greater professionalization in an organization which was rationally managed than they would in one where rational management was not the norm. Hypotheses formulated and operationalized for the study were supported by the data.
Work Environment and Grievance Rates in a Manufacturing Plant
Authors: Nelson Nels E. , Reimann Bernard C.
Published: March 2006

The grievance activity of work groups has received surprisingly little attention by either organizational behavior or industrial re-lations researchers. This study explores the impact of different work environments on the rate of grievance filing in a large, unionized manufacturing plant. The two aspects of the work environment exam-ined, (a) size of the primary work group and (b) type of work technology, were both significantly related to grievance rates. A batch production environment was associated with a substantially higher rate of grievance filing than were either mass or craft pro-duction. When the work technology effect was held constant, the size of the primary work group was negatively related to grievance rates.
Leader Expertise as a Moderator of the Effects of Instrumental and Supportive Leader Behaviors
Authors: Podsakoff Philip M. , Todor William D. , Schuler Randall S.
Published: March 2006

Recently, both Hollander (1978) and House and Baetz (1979) have stressed the importance that a leader's competence or expertise has on a leader's effectiveness. Despite this, however, few empirical studies have been conducted in the past decade to examine the potential impact of leader expertise. The present study was designed to test for the moderating effects of leader expertise on the relation-ships between instrumental and supportive leader behaviors and subordinates' perceived role ambiguity. The results show that leader expertise moderated the effects of both instrumental and supportive leader behavior on role ambiguity.
Hawthorne a Half Century Later: Relay Assembly Participants Remember
Authors: Greenwood Ronald G. , Bolton Alfred A. , Greenwood Regina A.
Published: March 2006

The Hawthorne Experiments are among the most well-known experi-ments ever conducted in the field of management and social research. The data from the experiments have been reinterpreted and mis-interpreted and the conclusions have been both lauded and criticized. We interviewed three of the original participants in the experiments in order to clarify some of the events and to answer many of our questions concerning the methodology and conclusions of the experi-ments. Although a half century has passed since the research was performed, Theresa Layman, Wanda Blazejak, and Donald Chipman have vivid memories and provided us with valuable insights about the Hawthorne Experiments.
Contingency Theory: Some Suggested Directions
Authors: Tosi Henry L. , Slocum John W.
Published: March 2006

Common to all contingency approaches is the proposition that performance is a consequence of the fit between several factors: structure, people, technology, strategy, and culture. Unfortunately, unwarranted generalizations and fragmented and conflicting findings exist. These approaches need a greater theoretical grounding of key concepts and richer, more complex models to capture the process by which organizations adapt and change. A model is presented which argues that complex relationships exist among environmental, organizational, and individual/group variables, and that these relationships and their salience change with the strategic and organizational design choices made by members of the dominant coalition.