bluuebunny/crossref_metadata_2025 huggingface dataset:
The Retrieval of Ice Water Content from Radar Reflectivity Factor and Temperature and Its Use in Evaluating a Mesoscale Model
Authors: Hogan Robin J. , Mittermaier Marion P. , Illingworth Anthony J.
Published: March 2006

Ice clouds are an important yet largely unvalidated component of weather forecasting and climate models, but radar offers the potential to provide the necessary data to evaluate them. First in this paper, coordinated aircraft in situ measurements and scans by a 3-GHz radar are presented, demonstrating that, for stratiform midlatitude ice clouds, radar reflectivity in the Rayleigh-scattering regime may be reliably calculated from aircraft size spectra if the “Brown and Francis” mass–size relationship is used. The comparisons spanned radar reflectivity values from −15 to +20 dBZ, ice water contents (IWCs) from 0.01 to 0.4 g m−3, and median volumetric diameters between 0.2 and 3 mm. In mixed-phase conditions the agreement is much poorer because of the higher-density ice particles present. A large midlatitude aircraft dataset is then used to derive expressions that relate radar reflectivity and temperature to ice water content and visible extinction coefficient. The analysis is an advance over previous work in several ways: the retrievals vary smoothly with both input parameters, different relationships are derived for the common radar frequencies of 3, 35, and 94 GHz, and the problem of retrieving the long-term mean and the horizontal variance of ice cloud parameters is considered separately. It is shown that the dependence on temperature arises because of the temperature dependence of the number concentration “intercept parameter” rather than mean particle size. A comparison is presented of ice water content derived from scanning 3-GHz radar with the values held in the Met Office mesoscale forecast model, for eight precipitating cases spanning 39 h over southern England. It is found that the model predicted mean IWC to within 10% of the observations at temperatures between −30° and −10°C but tended to underestimate it by around a factor of 2 at colder temperatures.
Cirrus Classification at Midlatitude from Systematic Lidar Observations
Authors: Keckhut P. , Borchi F. , Bekki S. , Hauchecorne A. , SiLaouina M.
Published: March 2006

Systematic cirrus lidar measurements performed in the south of France during 2000 are analyzed statistically to search for cloud classes. The classes are based on cloud characteristics (cloud thickness, light backscattering efficiency, and its variance), cloud absolute geometric height, cloud height relative to the tropopause, and the temperature at the cloud level. The successive use of principal component analysis, cluster methods, and linear discriminant analysis allows the identification of four cirrus classes. Almost all the cirrus detections correspond to three classes with similar proportion of the total cirrus detected (around 30%). The absolute geometric height and the thickness are found to be the main discriminant variables. The first cirrus class corresponds to thin clouds above the local tropopause (absolute geometric height: 11.5 km), or at least around the tropopause, while another class corresponds also to thin clouds but at a lower altitude range in the troposphere (absolute geometric height: 8.6 km). The third class corresponds to thick clouds (thickness of 3.2 km) located below the tropopause, in an altitude range between the two first classes (absolute geometric height: 9.8 km). As expected, the high-altitude cirrus class is characterized with the lowest mean temperature. It is noted that the temperature is closely related to the altitude and so the role of temperature in the cirrus classes cannot be disentangled from the role of the altitude.
Plotting Positions in Extreme Value Analysis
Authors: Makkonen Lasse
Published: March 2006

Plotting order-ranked data is a standard technique that is used in estimating the probability of extreme weather events. Typically, observations, say, annual extremes of a period of N years, are ranked in order of magnitude and plotted on probability paper. Some statistical model is then fitted to the order-ranked data by which the return periods of specific extreme events are estimated. A key question in this method is as follows: What is the cumulative probability P that should be associated with the sample of rank m? This issue of the so-called plotting positions has been debated for almost a century, and a number of plotting rules and computational methods have been proposed. Here, it is shown that in estimating the return periods there is only one correct plotting position: P = m/(N + 1). This formula predicts much shorter return periods of extreme events than the other commonly used methods. Thus, many estimates of the weather-related risks should be reevaluated and the related building codes and other related regulations updated.
Stress and the Leisure Needs and Activities of Different Occupations
Authors: Kabanoff Boris , O'Brien Gordon E.
Published: March 2006

This study examined the association between stress and the leisure needs and activities of four occupational groups: professional, managerial, clerical, and trades. It was found that stress was associated with passive/recuperative leisure needs and activities among managerial employees. Professionals also showed evidence of a correlation between stress and leisure needs and activities which revealed a partly recuperative, partly active-compensatory leisure pattern. Among clerical and trades employees there was little association between stress and leisure. Occupational differences in the sources and effects of stress, and differences in coping patterns need to be explained.
A Sociocognitive Network Approach to Organizational Analysis
Authors: Dunn William N. , Ginsberg Ari
Published: March 2006

Following the lead of other contributors to cognitive organizational theory, this paper offers a sociocognitive network methodology that represents a sharp departure from traditional approaches to organizational analysis. After outlining the contours of a sociocognitive perspective of organizational dynamics, we present a highly flexible, but reproducible methodology that allows us to uncover and quantify differences in the content of organizational reference frames. We then demonstrate how the resulting indices of cognitive content may be merged with standard sociometric data, creating a network matrix that measures the sociocognitive connectedness of an organization's participants and enables us to identify and monitor barriers to organizational innovation and change.
Moonlighting: Personal, Social, and Organizational Consequences
Authors: Jamall Muhammad
Published: March 2006

The present study examined the difference between moonlighters and non-moonlighters on a number of personally-, socially-, and organizationally-valued outcomes among blue-collar workers (N = 285) and among firefighters (N = 252). Results obtained from ANOVAs and discriminant analysis appeared to be more supportive of the energic/opportunity hypothesis of moonlighters than of the deprivation/constraint hypothesis. Implications of the findings are highlighted for management and practitioners.
Perceived Control by Employees: A Meta-Analysis of Studies Concerning Autonomy and Participation at Work
Authors: Spector Paul E.
Published: March 2006

Perceived control by employees is a variable that has been heavily researched in two popular areas, job design (as autonomy) and participative decision-making. A meta-analysis was conducted of studies relating perceived control variables to 19 employee outcome variables. For all studies combined, it was found that high levels of perceived control was associated with high levels of job satisfaction (overall and individual facets), commitment, involvement, performance and motivation, and low levels of physical symptoms, emotional distress, role stress, absenteeism, intent to turnover, and turnover. A similar pattern was found for the autonomy and participation studies analyzed separately, with one exception. Participative decision-making was not associated with absenteeism in the single study available.
Perceptions of Inequity, Satisfaction, and Conflict in Task-Oriented Groups
Authors: Wall Victor D. , Nolan Linda L.
Published: March 2006

The study reported here was descriptive in nature and looked at 375 subjects involved in a group task. The research focus was on individual satisfaction, type, and amount of conflict, its resolution, perceived inequity, and quality of outcome. The results indicated that greater inequity was associated with people conflicts, which in turn were managed primarily with avoidance tactics. Task conflicts were managed mainly with integrative styles. Greater satisfaction was associated with integrative tactics. Perceptions of inequity were more associated with conflicts centering around people than with task and less inequity resulted from conflicts managed integratively. Inequity was negatively related to satisfaction, positively related to conflict, and not found to be related to outcome quality.
High School Students' Marital Lifestyle Preferences: A Test of Reference Group Theory
Authors: Violet Darlene , Garland T. Neal , Pendleton Brian F.
Published: March 2006

The impact of parents and best friends upon the marital lifestyle preferences of a sample of 181 high school students is examined. Respondents' choices of lifestyles are found to be correlated with their perceptions of best friends' choices to a slightly greater degree than with perceptions of parents' choices. However, perceptions of best friends' and parents' choices both exert a significant influence on respondents' own choices. Mother's occupation also exerts a strong influence. A variety of family and attitudinal variables tested through regression analysis fail to show any additional significant influence on respondents' stated preferences for marital lifestyles.
Effects of Different Leader Behaviors under Different Levels of Task Interdependence
Authors: Fry Louis W. , Kerr Steven , Lee Cynthia
Published: March 2006

Three hypotheses were developed and tested relating the moderating effects of interdependence between leader behaviors and satisfaction and performance. Results from a survey of 419 participants on 22 teams in eight sports revealed strong support for the performance hypotheses, but not for the satisfaction hypotheses. Winning coaches of high interdependence sports teams were described as exhibiting significantly greater leader-initiating structure than losing high interdependence coaches. Also, winning coaches of high interdependence teams exhibited significantly more leader-initiating structure and significantly less leader consideration than winning coaches of low interdependence teams.
An Analysis of Professional Deviance within Organizations
Authors: Raelin Joseph A.
Published: March 2006

An empirical analysis is conducted of the principal determinants of a professional deviant/adaptive behavior scale. Data are furnished from 115 salaried professionals representing different disciplines. Several prediction equations successfully explain much of the variance in the behavioral and cognitive reactions of professionals when faced with conflicting expectations in their work environment. Age, enriched work conditions, professionally-oriented management, and professionalism appear as the most important determinants. Research and managerial implications are discussed.
Martial Arts Training: A Novel “Cure” for Juvenile Delinquency
Authors: Trulson Michael E.
Published: March 2006

Juvenile delinquents, identified by their scores on the Minnesota Multiphasic Personality Inventory (MMPI) received training under one of three different protocols for 1 hour three times weekly for a period of 6 months. Group I students received training in the traditional Korean Martial Art of Tae Kwon Do, Group II students received training in a “modern” version of the martial art which did not emphasize the psychological/philosophical aspects of the sport as the Korean version did, and group III students served as a control group for contact with the instructor and physical activity. Group I students showed decreased aggressiveness, lowered anxiety, increased selfesteem, increased social adroitness, and an increase in value orthodoxy, as indicated by before-and-after scores on the Jackson Personality Inventory (JPI), in addition to normal MMPI scores at the completion of the study. Group II students showed an even greater tendency toward delinquency on the MMPI than they did at the beginning of the study, a large increase in aggressiveness, and generally opposite effects of Group I on the JPL Group Ill students showed no notable differences on any of the personality measures. These data suggest that training in the traditional martial art of Tae Kwon Do is effective in reducing juvenile delinquent tendencies.
Role Perceptions among Occupational Groups in an Ambulatory Care Setting
Authors: Fried Bruce J. , Leatt Peggy
Published: March 2006

Effective multidisciplinary health care teams require a clear understanding of the roles and responsibilities of each group. This paper reports on a study of role perceptions among three occupational groups in a medical setting-physicians, nurses, and administrative personnel. Each group was asked to assess the extent to which their group and each of the others were involved in performing each of several activities. It was hypothesized that differences in perception are related to professional aspiration level, and that the greatest differences in perception would be related to the functions carried out by groups with the highest level of professional aspiration. The results confirmed this hypothesis. Nurses, highest in professional aspiration level among the three groups, showed consistently different perceptions in their role as compared with other groups' perceptions of their role. Implications for management and research are discussed.
Gender and Vocal Stress Differences During Truthful and Deceptive Information Sequences
Authors: O'Hair Dan , Cody Michael J.
Published: March 2006

The focus of this study was to determine the efficacy of the Mark II Voice Stress Analyzer as a means of discriminating between truthful and deceptive communications. A simulated job interview was manipulated so that participants in the deceptive condition told the truth on all questions except two, producing two types of deception: prepared and spontaneous lies. Participants in the truthful condition were truthful throughout the interview. Gender was introduced as a predictor variable. Results indicate that the Mark II can objectively and unobtrusively detect vocal stress indicative of deception for the prepared lie, but not for the spontaneous lie. Truthful participants demonstrated no significant differences for any of the information sequences, indicating that the Mark II avoids the problems of falsely identifying innocent subjects. Females exhibited elevated levels of vocal stress during the prepared deception, whereas males did not. Implications of this study and recommendations for future research were noted.
The Relationship Between Organizational Size and Turnover: A Longitudinal Investigation
Authors: Benson Philip G. , Dickinson Terry L. , Neidt Charles O.
Published: March 2006

This research investigated the relationship between organizational size and turnover, using longitudinal data and time-series statistical methods. Four measures of turnover (accession rate, voluntary separation rate, involuntary separation rate, and mean tenure of those leaving the organization) were computed on a monthly basis for 65 months. After ARIMA modeling, each series was cross-correlated with a series based on organization size to investigate the relationship between turnover and size over time. The clearest relationships found were for the accession rate and average tenure of weavers; the more interesting relationships to voluntary and involuntary separations, however, were not found to be significant. Results are discussed from the perspective of temporal relationships, and the viewpoint of organizations as dynamic systems.
The Social Support Process in Men: Overcoming Sex-Role Obstacles
Authors: Burda Phillip C. , Vaux Alan C.
Published: March 2006

While recent research has indicated that men's social support resources may be inferior to women's due to societal sex roles, the literature on the consequences of this disadvantage has been mixed. This study explored the hypothesis that men have developed methods of obtaining support which do not conflict with their masculine values. It was proposed that (1) men prefer to receive nurturance from women, and (2) social drinking may facilitate supportive exchanges involving males by easing restrictions against traditionally feminine behaviors. The results were consistent with these hypotheses. It was found that the level of the 205 male subjects' belief in traditional sex-role values was negatively related to a number of social support variables. The subjects also reported a clear preference for females as primary sources of emotional support. Finally, social drinking was found to be a significant positive factor in supportive exchanges particularly when they occurred between men.
Organizational Management Styles, Employee Supervisory Status, and Employee Responses
Authors: Beehr Terry A. , Gupta Nina
Published: March 2006

Employees' perceptions, attitudes, and behaviors are compared in two automotive supply organizations that are similar in size, technology, industry, employee characteristics, and geographic location, but are different in formal management styles. The data are examined separately for supervisors and production workers to identify hierarchical differences. Overall, the results indicate that rank-and-file employees' perceptions, attitudes, and behaviors are more favorable in the organization with the more democratic formal managerial style than in the more traditional organization, but there is very little difference in the responses of the supervisors between the two environments. Future research directions are suggested that would further enhance our understanding of the potential impact of managerial styles on employee responses at different hierarchical levels.
Conflict Tactics and the Level of Emotional Commitment Among Unmarrieds
Authors: Billingham Robert E. , Sack Alan R.
Published: March 2006

The responses of 690 college students were analyzed to determine if the level of emotional commitment in their relationship affected the type of conflict tactics used. Significant differences were found between the lowest level and higher levels of commitment for the Reasoning and the Verbal Aggression subscales while no differences were found among the levels of commitment based on the Violence subscale. The Reasoning score increased significantly at the point when the subject became emotionally attached to his or her partner. Also, females reported significantly higher Reasoning and Verbal Aggression scores than did the males. The study indicated that at the point the subjects decide that their partner was a potential mate, major distortions occurred in how the subjects view the partners' conflict tactics behaviors. This period of distortion is referred to as the period of partner idolization and its impact on both the respondent's and their partner's behavior is discussed.
Sex Ratios, Sex Role Spillover, and Sex at Work: A Comparison of Men's and Women's Experiences
Authors: Gutek Barbara A. , Cohen Aaron Groff
Published: March 2006

Sex-role spillover is the carryover of gender-based roles into the work setting. It is exacerbated by having a highly skewed ratio of the sexes at work. The sex roles associated with the majority sex become incorporated into the work roles. In male-dominated jobs, activity, rationality, and aggressiveness are emphasized, whereas nurturance and passivity are associated with “women's work. “ The implications of sex-role spillover for sexual behavior at work was investigated through analysis of a telephone survey of working adults in Los Angeles County in 1980. Sex-role spillover affects people in traditional work by having their sex role and work role merged together, and affects people in nontraditional work by the fact that they are a visible minority and their sex does not correspond to the sex roles normally associated with their jobs. In the case of sexual behavior at work, the fallout of sex role spillover is more visibly negative for women than for men. Very few men work in nontraditional or integrated jobs. Women in traditional jobs who work a great deal with men face the problem of being seen by the men as sex objects. Women in nontraditional jobs face the problems of being visible role deviants and attract sexual overtures. Sex role spillover is not a major problem in integrated jobs because the sex ratios are fairly balanced and, hence, neither male nor female sex roles are emphasized. Therefore, there is little sexual harassment in sex-integrated jobs.
A Note on the Validity of Self-Reports of Absenteeism
Authors: Mueller Charles W. , Wakefield Douglas S. , Price James L. , Curry James P. , McCloskey Joanne C.
Published: March 2006

The general unavailability of and difficulty associated with obtaining records-based data on absenteeism suggests the potential value of self-report data for those conducting research on absenteeism. This should not be recommended, however, until the validity of these self-report measures is assessed. In this paper, we compare records-based and self-report measures of absenteeism for the same employees for the same period of time. We find that although the univariate descriptive data for the two measures are similar, the correlation between the two is .299. Although this is in the expected direction, its magnitude is small enough for us to question the validity of self- report measures of absenteeism. Several suggestions are offered for additional study of this.
Matching Strategies and Strategy Making: Process, Content, and Performance
Authors: Miller Danny
Published: March 2006

The relationships between Porter's (1980) business strategies and the process of strategy making are investigated. The complexity of a strategy is shown to be associated with the intensity of information processing and managerial interaction used in its development and implementation. Porter's strategy of innovative differentiation related significantly to information processing, interaction, and assertiveness in strategy making, especially among the most profitable firms, cost leadership had very few notable associations with decision making, and focus strategies related inversely to information processing.
Psychological Burnout among Men and Women in Teaching: An Examination of the Cherniss Model
Authors: Burke Ronald J. , Greenglass Esther R.
Published: March 2006

This investigation examined psychological burnout among 833 men and women in teaching using a framework developed by Cherniss (1980). Work setting characteristics in concert with person variables (both individual differences and extra-work factors) were hypothesized to result in experienced stress. Some individuals cope with these sources of stress by developing the negative attitude change termed psychological burnout. Respondents provided data by completing questionnaires anonymously. The data provide strong preliminary support for the model and produced findings consistent with previous research. Suggestions for organizational intervention are offered.
Work Values and Organizational Commitment: A Study in the Asian Context
Authors: Putti Joseph M. , Aryee Samuel , Liang Tan Kim
Published: March 2006

This paper seeks to investigate the association between work values and organizational commitment in the Asian context. Two major dimensions of work values, that is, intrinsic and extrinsic, were derived from a factor analysis of Wollack et al.'s scale. Organizational commitment was defined in terms of an individual's degree of identification and involvement in the work organization. This variable was measured using Porter et al.'s scale. The analysis suggested that intrinsic work values relate more closely to organizational commitment than either the global measure of work values or extrinsic work values.
The Effect of Objective Social Stress Factors on Subjective Perception of Well-Being and Social Solidarity: The Israeli Case
Authors: Landau Simha F.
Published: March 2006

The Israeli setting, with its unique combination of social stress factors was chosen to study (on the aggregate level) the effect of economic and security-related stressors on subjective perception of well-being and social solidarity. The objective security-related stressors considered are inflation and unemployment, and the objective security-related stressors are security-related casualties and incidents. Population size was included as a control variable. The two subjective perceptions of well-being are mood and coping. The four subjective indicators of social solidarity include solidarity between ethnic groups and between religious and secular groups, desire to remain in the country, and readiness for economic sacrifices. The data on the subjective indicators were derived from continuing surveys of representative samples of the urban Israeli Jewish population during the years 1967-1979. The periods covered range from 5-12 years. A multiple regression analysis was applied to the data. The main findings are: (1) Economic and security-related stressors had the predicted negative effects on both subjective indicators of well-being. (2) Of the four solidarity indicators, only solidarity between ethnic groups was positively affected by security-related stressors. Some of findings indicate that security-related stress increases social solidarity in the short run but decreases it in the long run. (3) Contrary to expectation, some positive effects of economic stressors on solidarity are detected. Some theoretical implications of the findings are discussed and suggestions are made for future research.
Serendipity in Leadership: Initiating Structure and Consideration in the Classroom
Authors: Baba Vishwanath V. , Ace Merle E.
Published: March 2006

Because feedback information from students has been found to improve teachers' classroom performance, factor analysis was used to report students' perceptions in a concise, meaningful manner to instructors. The emerging four factor structure over 2 years of data from 2084 students was found to be very stable, and relatively uninfluenced by class size or course level. The first two factors appeared similar to the two traditional dimensions of leader behavior, initiating structure and consideration, and it is conjectured that existing leadership theory might be applicable in the university classroom to enhance teaching effectiveness.
Winning and Losing: Understanding Managers' Reactions to Strategic Change
Authors: Gaertner Karen N.
Published: March 2006

Managers' interpretation of and reactions to large-scale organizational change that resulted in a new business unit strategy are examined in one firm. We find differences in the configuration of attitudes that predict support for the strategy, depending upon whether the employees gained or lost power and opportunity as a result of the change. Among “winners,” the strongest predictor of support for the new strategy was positive career expectations and current career satisfaction. Among “losers,” the strongest predictor was belief that people had been treated fairly during the change process.
Sociopolitical Networks for Police Role-Making
Authors: Magenau John M. , Hunt Raymond G.
Published: March 2006

This paper reviews three cases illustrating how police roles are shaped by the interactions of variably powerful actors in ramified local networks. It focuses attention on the influence of the rank-and-file and police unions on the outcomes of these interactions, and on related tendencies to professionalize and bureaucratize the police; and it posits as a result of these interactions both a normative emphasis in police circles on law enforcement components of the police role and the preservation of police officer discretion in its performance.
The Functions of Empathy (Decentering) in Human Relations
Authors: Redmond Mark V.
Published: March 2006

Empathy, in its broadest usage, is considered a fundamental dimension of interpersonal and communication competence. Empathy enhances a person's understanding of others, and the ability to make predictions about others. Understanding and prediction make empathy a possible tool for persuasion, compliance gaining, relational development, and counseling. Empathy affects decision making about others and attribution. Empathy acts to reflect what has been perceived and creates a supportive/confirming atmosphere. Each function of empathy generally reflects a different conceptualization of empathy. The term “decentering” is offered as the more appropriate alternative term to represent the overall phenomenon with empathy as a subconstruct.
The Leader as Mirror: Clinical Reflections
Authors: de Vries Manfred F. R. Kets
Published: March 2006

Starting with a literary example, the nature of “mirroring” is reviewed in the context of human development and linked to leader-follower interaction patterns. It is argued that mirroring is needed for establishing and maintaining the boundaries of the self. Depending on the nature and quality of the developmental interface distortive mirroring patterns may come to the fore. Using a case example, it will be demonstrated how, particularly in situations of crisis, leaders can easily turn into mirrors reflecting what we wish to see. This can create an illusory form of reality and in the process endangers the organization.
Cultural Influences on Styles of Handling Interpersonal Conflicts: Comparisons Among Jordanian, Turkish, and U.S. Managers
Authors: Kozan M. Kamil
Published: March 2006

This study reports the results of surveys of conflict management styles of 215 Turkish and 134 Jordanian managers. Managers in both countries showed a resemblance to each other, and to their U.S. counterparts, in reporting a clear preference for the collaborative style in handling conflicts. The two countries differed both from each other and the U.S. in preferences for the remaining styles, notably forcing and accommodation. Conflict management styles were also found to be affected by the position of the other party, i.e., whether he/she is a subordinate, superior, or peer in both countries. Once again, differences between the two Mideastern countries were as marked as differences between them and the U.S. The paper discusses the theoretical and practical implications of these findings for comparative management.
Gender and Organizational Commitment Among Hospital Nurses
Authors: Gray David E.
Published: March 2006

This study examines occupational commitment among a sample of female hospital nurses working at a hospital in an urban Florida community. Previous research on work commitment and women is reviewed, and the significance of domestic relations and gender ideology for organizational commitment is discussed. Three categories of variables are used in the analysis: personal characteristics and experience, domestic relations, and gender ideology. The results revealed that organizational commitment among this sample of nurses has significant negative relationships with feminist gender ideology, and the extent to which work interferes with family life and a significant positive relationship with the presence of children. The implications of these findings are reviewed and the prospects of future research concerning organizational commitment among nurses is discussed.
The Perceived Fairness of Managerial Promotion Practices
Authors: McEnrue Mary Pat
Published: March 2006

This research investigated whether the perceived fairness of promotion practices depends primarily upon the outcome of the decision-making process for employees, the perceived nature of promotion policies and their administration, or both. Data from 121 managers and assistant managers in a decentralized restaurant company indicated that managers' judgments regarding procedural components contributed a significant increment in predicting perceived promotion system fairness over and above the contribution of distributive variables.
Social Identity and the Northern Ireland Conflict
Authors: Gallagher A. M.
Published: March 2006

A series of experimental studies examined various identity polarities (Catholic/Protestant, Irish/British, and nationalist/unionist) relevant to the majority and minority communities in Northern Ireland. Subjects allocated themselves to one group within a polarity and awarded points on a series of matrices to anonymous others identified solely on the basis of group membership. Results suggested that the Catholic and nationalist identities had a similar impact for minority group members over time, whereas the Protestant and unionist identities had a differential impact for majority group members over time. This latter effect was related to the context implied by the identity label. Qualitative data gathered from interviews with political activists suggested some continuities with the experimental data. Political activists from minority group parties adhered to a single identity label, but offered competing meanings for that label. By contrast, activists from majority group parties adhered to competing identity labels which could be related to different contexts for that group. The paper emphasizes the dynamic nature of identity and argues for an eclectic use of theory and method in the analysis of social conflict.
Task-Completion Schedules: Determinants and Consequences for Performance
Authors: Puffer Sheila M.
Published: March 2006

This study investigated task characteristics and individual differences as predictors of task scheduling, i.e., the timeliness with which tasks are completed. It also assessed the impact of task scheduling on performance. Ninety-eight undergraduate management students were assigned six tasks as part of their requirements in an organizational behavior course. Students were free to select from multiple opportunities to complete each task throughout the semester. They completed difficult tasks later and boring tasks earlier. Students with high need for achievement completed tasks later. Successful prior performance and workload were associated with earlier task completion. Early task completion resulted in superior performance. Implications for work organizations are discussed.
Age, Tenure, and Employee Absenteeism
Authors: Hackett Rick D.
Published: March 2006

Two demographic/personal characteristics in the Steers and Rhodes' (1978, 1984) process model of employee attendance, and on which considerable research has accumulated in the absenteeism literature, are age and tenure. Recent narrative reviews of this research show that the results are quite mixed and likely to depend upon sex of the sample and absence type. A meta-analysis (Hunter, Schmidt, & Jackson, 1982) of this literature revealed that age (but not tenure) had a modest (p = -.23) relationship with avoidable absences, neither age nor tenure was associated with unavoidable absences, and sex of sample was identified as a moderator. Implications of these findings for the Steers and Rhodes' model are discussed in light of possible directions for future research.
Defensive Behavior in Organizations: A Preliminary Model
Authors: Ashforth Blake E. , Lee Raymond T.
Published: March 2006

The literature on organizational politics has focused on the proactive promotion of self-interests but has neglected the reactive defense of self-interests. Defensive behaviors are argued to: (1) avoid action, via over-conforming, passing the buck, playing dumb, depersonalizing, smoothing and stretching, and stalling, (2) avoid blame via buffing, playing safe, justifying, scapegoating, misrepresenting, and escalating commitment, and (3) avoid change via resisting change and protecting turf. Organizational antecedents of defensiveness include bureaucratic rationality and various stressors, and individual antecedents include insecurity and anxiety, emotional exhaustion, work alienation, self-monitoring, and low self-efficacy. The effects of defensiveness on the individual, recipients, and organization are discussed, and directions for future research are presented.
Social Psychological Approaches to the Perception of Ethical Dilemmas
Authors: Payne Stephen L. , Giacalone Robert A.
Published: March 2006

Moral psychology and social psychology theories are examined to illustrate their usefulness for evolving research on topics of business and organizational ethics. The authors believe that social psychological concepts such as attribution, cognitive distortion, and impression management can contribute to a more comprehensive understanding of processes of moral perception and judgment. The organizational stakeholder concept and stakeholder mapping methods found in the strategic planning literature may also be particularly valuable for business ethics research. Using an organizational stakeholder model and considering the effects of cognitive and self-presentational biases of these stakeholders should allow researchers to better explain social controls and actions undertaken in cases of managerial misconduct in work organizations.
The Impostor Syndrome: Developmental and Societal Issues
Authors: de Vries Manfred F. R. Kets
Published: March 2006

This paper discusses the role of impostors in society. Psychodynamic inferences are made about the origin and characteristics of this particular character type. Comparisons are drawn with the “as if” personality. Differences between people who feel imposturous and the true impostor are elucidated. Finally, we present the case of Refaat El-Sayed, a recent example of an impostor in business.
Managers' Moral Reasoning: Assessing Their Responses to Three Moral Dilemmas
Authors: Weber James
Published: March 2006

Based on Kolhberg's theory of moral development, an assessment of managers' responses to three moral dilemmas was explored. The findings indicate that managers typically reason at moral reasoning stages 3 or 4, similar to most adults in Western, urban societies or other business managers. However, differences were discovered when the organizational size of the managers' employer and type of moral issue were considered. Managers employed by large to medium-sized organizations tended to reason at lower moral reasoning stages than managers who work in small firms or were self-employed. Moral reasoning exhibited when the dilemmas were placed in a business context was significantly lower than for a dilemma in a non-business context. Implications from these findings are discussed.
Relationship of Job Stress and Type-A Behavior to Employees' Job Satisfaction, Organizational Commitment, Psychosomatic Health Problems, and Turnover Motivation
Authors: Jamal Muhammad
Published: March 2006

The present study examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses (N = 215) working in a large Canadian hospital. Both job stress and stressors (role ambiguity, overload, conflict, and resource inadequacy) were significantly related to four outcome variables. Type-A behavior was associated with high job stress, high role ambiguity, conflict, resource inadequacy, and psychosomatic health problems. In addition, Type-A behavior was found to be an important moderator of the stress-outcome relationships. Implications of the findings for management and for future research are highlighted.
The Relationships Between Candidate Personality, Self-Presentation Strategies, and Interviewer Assessments in Selection Interviews: An Empirical Study
Authors: Fletcher Clive
Published: March 2006

Evidence suggests that selection interviewers make judgments about candidates' personalities on the basis of how they behave in interviews. The study reported here examined the relationship between the intended interview strategies of 110 students applying for university places and their scores on personality measures. Data were also collected on the impact of these self-presentation strategies on interviewers' ratings. The results indicate that interview experience is a factor in shaping candidates' behavior, and that although interviewers are influenced by self-presentation strategies, the latter do not necessarily reflect personality in a consistent way. The implications of these findings for how the selection interview should be conceptualized are discussed.
The Organizational Fool: Balancing a Leader's Hubris
Authors: de Vries Manfred F. R. Kets
Published: March 2006

This paper explores the role of the sage-fool as means of creating a counter-vailing power against the regressive forces inherent in leadership, in other words, to reinforce the leader's capacity for reality testing. After a brief review of leadership theories, some of the salient characteristics of the role of the sage-fool are reviewed, taking a historical perspective. It is subsequently demonstrated how the fool, in playing the role of mediator between leader and followers, brings to the surface certain conflictual themes and thereby allows both parties to deal with the issues at hand. In this context, the role of humor and joking relationships are examined. Finally, two case examples of the fool in an organizational setting are presented.
Organizational Configurations: Cohesion, Change, and Prediction
Authors: Miller Danny
Published: March 2006

Recent studies have argued that the variety of organizational forms is limited and that certain common organizational configurations-alignments among strategy, structure and environment-occur with remarkable frequency and account-for a very significant fraction of organizations. This has been demonstrated empirically. The purpose of this paper is to probe into the cohesion, dynamics, and predictive implications of configurations. Ten propositions are derived by analyzing some representative configurations. It is proposed that the constrained variety and cohesion of configurations are caused by the interdependent, robust, cyclical, and reciprocal relationships among their parts. It is also argued that configurations vary in their first-order changes, but that all resist second-order changes, that is, changes in the direction of evolution. This makes them prone to long periods of momentum punctuated by brief periods of revolution. Finally, configurations are shown to vary in their internal relationships so that classification must precede prediction in organizational analysis. This suggests a middle range approach to paradigm development.
Role Strains, Tension, and Job Satisfaction Influences on Employees' Propensity to Leave: A Multi-Sample Replication and Extension
Authors: Klenke-Hamel Karin E. , Mathieu John E.
Published: March 2006

Using data from samples of four different employee populations, we tested Bedeian and Armenakis' (1981) model of the relationships between role strains, tension, job satisfaction, and propensity to leave. Results from the path-analyses yielded mixed support for the model, both within and between samples. Furthermore, we explored the effects of employee personal characteristics on the variables included in the model and identified several additional sources of influence. The findings are discussed in terms of the applicability of the Bedeian and Armenakis model to various employee populations, the need to further develop and to refine the causal model, and the targeting of organizational interventions aimed at managing role strain and turnover-related processes in organizations.
Differences in Employee Attitudes and Behaviors Based on Rotter's (1966) Internal-External Locus of Control: Are They All Valid?
Authors: Renn Robert W. , Vandenberg Robert J.
Published: March 2006

Rotter's (1966) Internal-External Locus of Control (LOC) has been widely used to explain differences in many employee attitudes and behaviors. A review of organization studies employing Rotter's LOC scale reveals, however, that researchers used different strategies for classifying employees as “internals” and “externals,” and different statistical techniques and research designs to test hypothesized internal-external (I-E) differences. The present study examined the influence these variations in research method and design have on expected (I-E) differences in a blue-collar and a professional sample. Results showed that findings regarding expected 1-E differences varied by research method and design and were more likely to be supported: (1) when they were tested with I-E subgroups formed with only employees scoring at the extremes on Rotter's LOC scale, (2) when they were examined in a cross-sectional rather than a longitudinal research design, (3) when they were based on self-report rather than behavioral outcomes, and (4) when they were examined within the professional rather than the blue-collar sample. The present study's results suggest, therefore, that reported I-E differences on some employee attitudes and behaviors may not be as valid as suggested by past studies. Moreover, the results suggest a need for a meta-analysis of the organizationally-relevant LOC literature to determine which differences in employee attitudes and behaviors are due to true differences on the LOC construct and which are due to statistical artifacts. Further implications of the present study's results and recommendations for future LOC research are discussed.
Transorganizational Development in Urban Policy Coalitions
Authors: Sink David W.
Published: March 2006

Transorganizational Development (TD) is a purposive, planned change strategy concerned with creating and improving the effectiveness of interorganizational coalitions. Unlike bounded, overorganized systems found within most organizations, coalitions frequently exhibit indefinite boundaries and underorganization. As such, they may demand more than the traditional organization development (OD) strategies to effect change. This research focuses on four social problem solving coalitions in an urban setting. Based on field research and a review of recent writings on TD and coalitions, a TD checklist was developed to guide change agents in dealing with coalitions. Borrowing from political science literature, we suggest that a “policy entrepreneur” may possess the centrality and purpose to serve as a TD intervener. Developing or increasing shared norms and values, and establishing predictable, regular structures, roles, and technologies are primary tasks of the policy entrepreneur/TD change agent.
Type A Behavior, Its Prevalence and Consequences Among Women Nurses: An Empirical Examination
Authors: Jamal Muhammad , Baba Vishwanath V.
Published: March 2006

The present study examined the prevalence and consequences of Type A behavior among nurses working in eight hospitals in a large metropolitan Canadian city. Data were collected by means of structured questionnaires from 1148 nurses. The prevalence of Type A behavior in a number of subgroups based on sociodemographic variables such as age, gender, mother tongue, marital status, education, hours of work, seniority, and the number of previous nursing jobs in the last five years were examined. Age was the only sociodemographic variable significantly associated with Type A behavior. In terms of consequences, Type A nurses experienced significantly greater job, stress, role ambiguity, conflict, overload, and turnover cognition than Type B nurses. Type A nurses showed significantly higher job involvement, effort at job and attendance than Type B nurses. Type A and B nurses did not differ significantly on organizational commitment, job satisfaction, and promotion expectations. The moderating effects of age, marital status, and mother tongue, on the above relationships were analyzed. Implications of these findings for management and for future research are highlighted.