bluuebunny/crossref_metadata_2025 huggingface dataset:
Analysis and Interpretation of Frequency–Wavenumber Spectra of Young Wind Waves
Authors: Leckler Fabien , Ardhuin Fabrice , Peureux Charles , Benetazzo Alvise , Bergamasco Filippo , Dulov Vladimir
Published: July 2015

The energy level and its directional distribution are key observations for understanding the energy balance in the wind-wave spectrum between wind-wave generation, nonlinear interactions, and dissipation. Here, properties of gravity waves are investigated from a fixed platform in the Black Sea, equipped with a stereo video system that resolves waves with frequency f up to 1.4 Hz and wavelengths from 0.6 to 11 m. One representative record is analyzed, corresponding to young wind waves with a peak frequency fp = 0.33 Hz and a wind speed of 13 m s−1. These measurements allow for a separation of the linear waves from the bound second-order harmonics. These harmonics are negligible for frequencies f up to 3 times fp but account for most of the energy at higher frequencies. The full spectrum is well described by a combination of linear components and the second-order spectrum. In the range 2fp to 4fp, the full frequency spectrum decays like f−5, which means a steeper decay of the linear spectrum. The directional spectrum exhibits a very pronounced bimodal distribution, with two peaks on either side of the wind direction, separated by 150° at 4fp. This large separation is associated with a significant amount of energy traveling in opposite directions and thus sources of underwater acoustic and seismic noise. The magnitude of these sources can be quantified by the overlap integral I(f), which is found to increase sharply from less than 0.01 at f = 2fp to 0.11 at f = 4fp and possibly up to 0.2 at f = 5fp, close to the 0.5π value proposed in previous studies.
Understanding Causality in the Effects of Media Violence
Authors: Bushman Brad J. , Anderson Craig A.
Published: July 2015

This article places media violence research into a broader context than the typical public debate about whether violent video games (or TV programs, or movies) are “the” cause of school shootings and other extreme acts of violence. We describe how scientists today decide whether one variable (e.g., exposure to violent media) increases the risks for, contributes to, or causes another (e.g., aggressive or violent behavior). We discuss the different research methods used to examine the relationship between exposure to violent media and aggressive and violent acts. We review research evidence on the link between exposure to violent media and aggressive behavior, violent behavior, and other undesirable behavior (e.g., less helping, less empathy and compassion for others). We conclude that although exposure to violent media is not “the” cause of aggressive and violent behavior, it is an important risk factor that can contribute to more aggressive and violent behaviors, and fewer prosocial behaviors.
Monitoring and reporting of preanalytical errors in laboratory medicine: the UK situation
Authors: Cornes Michael P , Atherton Jennifer , Pourmahram Ghazaleh , Borthwick Hazel , Kyle Betty , West Jamie , Costelloe Seán J
Published: July 2015

Background

Most errors in the clinical laboratory occur in the preanalytical phase. This study aimed to comprehensively describe the prevalence and nature of preanalytical quality monitoring practices in UK clinical laboratories.

Methods

A survey was sent on behalf of the Association for Clinical Biochemistry and Laboratory Medicine Preanalytical Working Group (ACB-WG-PA) to all heads of department of clinical laboratories in the UK. The survey captured data on the analytical platform and Laboratory Information Management System in use; which preanalytical errors were recorded and how they were classified and gauged interest in an external quality assurance scheme for preanalytical errors.

Results

Of the 157 laboratories asked to participate, responses were received from 104 (66.2%). Laboratory error rates were recorded per number of specimens, rather than per number of requests in 51% of respondents. Aside from serum indices for haemolysis, icterus and lipaemia, which were measured in 80% of laboratories, the most common errors recorded were booking-in errors (70.1%) and sample mislabelling (56.9%) in laboratories who record preanalytical errors. Of the laboratories surveyed, 95.9% expressed an interest in guidance on recording preanalytical error and 91.8% expressed interest in an external quality assurance scheme.

Conclusions

This survey observes a wide variation in the definition, repertoire and collection methods for preanalytical errors in the UK. Data indicate there is a lot of interest in improving preanalytical data collection. The ACB-WG-PA aims to produce guidance and support for laboratories to standardize preanalytical data collection and to help establish and validate an external quality assurance scheme for interlaboratory comparison.
After racial democracy: Contemporary puzzles in race relations in Brazil, Latin America and beyond from a boundaries perspective
Authors: Silva Graziella Moraes
Published: July 2015

This article uses the boundaries theoretical framework to analyse Brazilian race relations. The author argues that the apparent paradox of race relations in Brazil and in parts of Latin America, i.e. the persistency of racial inequality without blatant racial conflict, can be better understood as the coexistence of strong social boundaries and weak symbolic boundaries between racial categories. Not only does the boundaries literature allow us to understand race relations in Brazil through a different lens, but the Brazilian case can also contribute to further develop this theoretical framework. Differently from most cases discussed by the boundaries literature where strong symbolic boundaries lead to strong social boundaries, in Brazil weak symbolic boundaries have played a key role in the reproduction and transformation of strong social boundaries between blacks and whites. Taking into account the different ways these two types of boundaries interact – social and symbolic – is a key challenge for the comparative literature on race relations. In order to develop the argument the author draws on recent studies about Brazil to discuss two traditional issues in the race relations literature in Latin America and beyond: the measurement of racial discrimination and the consequences of racially mixed identification for debates on racial inequality.
Truth and (self) censorship in military memoirs
Authors: Kleinreesink LHE , Soeters Joseph MML
Published: July 2015

It can be difficult for researchers from outside the military to gain access to the field. However, there is a rich source on the military that is readily available for every researcher: military memoirs. This source does provide some methodological challenges with regard to truth and (self) censorship, nevertheless. This study questions how truth and (self) censorship issues influence the content of these military autobiographies. It shows that these issues are not only a concern for researchers, but also for military writers themselves. The study provides concrete quantitative data based on military Afghanistan memoirs published between 2001 and 2010 from five different countries: the UK, the US, Canada, Germany and the Netherlands. The majority of soldier-authors make some kind of truth claim in their books that they also substantiate. Military books published by traditional publishers do so significantly more often than self-published books. In books published in Anglo-Saxon countries soldier-authors make truth claims five times more often than do military authors from the Netherlands and Germany. At the same time, military authors also frequently admit to some form of self-censuring, so truth claims and self-censorship go hand in hand. From each of the countries studied, at least one author mentions being actively censored by the military, but most do not even mention it, making censorship a common, almost normal military feature. Making truth claims, mentioning being censored, or self-censoring do not influence the kind of plots these authors write either in a negative, or positive way.
Being an activist camera: The case of the Karahaber collective in Turkey
Authors: Depeli Gülsüm
Published: July 2015

This article examines the meaning and potential associated with capturing reality through an analysis of the case and experience of the Karahaber (Black News) collective, a video activist group in Turkey that was particularly active in the 2005–2007 period. Operating under the slogan ‘From the image of the action to the action of the image’, video activists participated in and documented many street demonstrations with non-professional video cameras, producing more than 175 videos that were shared on their website. The article focuses on three specific video films produced by Karahaber that compelled its members to make a specific appraisal of their own participation and political engagement in the demonstrations: two of them documenting the hunger strike, referred to locally rather as a death fast, in protest against the F-type (cell-type) prisons, and one focusing on the attacks against transgender people by nationalist groups in Ankara. Finally, the article reflects on the relationship between reality and representation, and its role in ‘being an activist camera’.
A Holistic View of Employee Coaching
Authors: Weer Christy H. , DiRenzo Marco S. , Shipper Frank M.
Published: July 2015

This study uses regulatory focus theory to take a holistic perspective on employee coaching. The contrasting effects of facilitative versus pressure-based coaching on changes in team effectiveness were examined over a 54-month period of time. Results of growth curve analysis on a sample of 714 managers and their teams indicated that facilitative and pressure-based coaching had opposing direct and indirect effects on long-term changes in team performance, with team commitment playing a critical role in this process. Specifically, facilitative coaching positively influenced team commitment and, in turn, team effectiveness. In contrast, pressure-based coaching hindered team functioning by negatively influencing team commitment through heightened levels of tension within the team. Limitations and areas for future research are discussed.
Delivery of Apical Mesenchymal Stem Cells into Root Canals of Mature Teeth
Authors: Chrepa V. , Henry M.A. , Daniel B.J. , Diogenes A.
Published: July 2015

Regenerative endodontic procedures are stem cell–based treatments for immature teeth with pulp necrosis. The translation of regenerative endodontic procedures into treating mature teeth depends, among other factors, on the availability and delivery of mesenchymal stem cells (MSCs) into the root canal system. The aim of this clinical study was to evaluate whether evoked bleeding from the periapical tissues elicits the influx of MSCs into the root canal system in mature teeth with apical lesions. Participants included in this study ( N = 20) were referred for endodontic treatment of mature teeth with apical lesions. Following chemomechanical debridement, intracanal bleeding from the periapical tissues was achieved, and intracanal blood samples were collected. A positive blood aspirate was also collected in the cartridges during local anesthesia. Total RNA was isolated and used as a template in quantitative reverse transcription polymerase chain reactions using MSC-specific arrays. Data were analyzed with the Wilcoxon signed-rank test, and correlation between gene expression and sex or age was tested with Spearman’s rank correlation coefficient test. In addition, MSCs were isolated from an intracanal bleeding sample and subjected to flow cytometry and quantitative osteogenesis assay. Last, the presence and distribution of MSCs within periradicular lesions were evaluated with immunohistochemistry ( n = 4). The MSC markers CD73, CD90, CD105, and CD146 were significantly upregulated, with median fold change values of 2.9, 31.7, 4.6, and 6.8, respectively. Conversely, the negative marker for MSCs, CD45, was significantly downregulated (median, –2.7). There was no correlation with age, sex, tooth type, or treatment for any of the evaluated genes. Isolated intracanal cells coexpressed MSC markers and demonstrated robust mineralizing differentiation potential. Finally, immunohistochemical analysis revealed that MSCs were found compartmentalized mainly within vasculature structures located in periapical lesions. Collectively, findings indicate that the evoked-bleeding technique delivers MSCs into the root canal system in mature teeth with apical lesions.
Training Practices in State Government Agencies
Authors: Gray George R. , Hall McKenzie E. , Miller Marianne , Shasky Charles
Published: July 2015

This study involved a survey of 140 state government agencies in 30 states. The survey examined basic questions related to training needs assessment, types and methodologies of training and training evaluation. The results presented here describe standard training practices and the degree to which state government agencies adhere to accepted practices in determining training needs, developing programs with outcome variables incorporated in the design, and assessing training outcomes.
Attributions of Quality Circles' Problem-Solving Failure: Differences among Management, Supporting Staff, and Quality Circle Members
Authors: Tang Thomas Li-Ping , Butler Edie Aguilar
Published: July 2015

Employees with experiences in a quality circle (QC) program were asked to answer a questionnaire that measured the attributions of quality circles' (QCs) problem-solving failure. Seven clearly interpretable factors were identified: Lack of top-management support, lack of QC members' commitment, lack of problem-solving skills, QC members' turnover, the nature of the task, lack of support from staff members, and lack of data and time. The nomological network of the 24-item questionnaire is also examined. Further, management personnel made significantly lower attributional ratings concerning lack of top-management support than supporting staff and QC members.
The Effect of Superleader Behavior on Autonomous Work Groups in a Government Operated Railway Service
Authors: Elloy David F. , Randolph Alan
Published: July 2015

This study examined the effects of Superleader behavior on autonomous work groups in Australia. Based on a sample of 95 individuals working in the maintenance sector of a government operated railway service, the results indicated groups that were led by a supervisor who exhibited the characteristics of a Superleader1 had higher levels of satisfaction, commitment, organization self-esteem, and communication effectiveness, as well as higher levels of role conflict and role ambiguity.
Bessard v. California Community Colleges and the Religious Freedom Restoration Act: Implications for Public Administration
Authors: Wyld David C.
Published: July 2015

This article examines the Religious Freedom Restoration Act (RFRA) and the first case in the employment setting decided under it, Bessard v. California Community Colleges. After exploring the judicial and legislative heritage of the RFRA and its relationship to the free exercise clause of the First Amendment, the facts and decision in the Bessard case are analyzed. The implications of the RFRA and the Bessard case are then detailed.
State Government Response to Workplace Violence
Authors: Bowman James S. , Zigmond Christopher Jude
Published: July 2015

In a recent year over two million Americans reported being physically attacked on the job, resulting in $13.5 billion in medical costs. The magnitude, seriousness, and increasing frequency of workplace violence compels each state to establish a clear definition of the problem and take appropriate action to confront it. This study evaluates current workplace violence legislation throughout the 50 states using standards set forth by a federal court. The findings reveal that states do not fulfill the requirements of a comprehensive policy. Based upon the research, a developmental policy is created whereby states can protect their employees from harm and themselves from liability.
Obstacles to Sustaining a Labor-Management Partnership: A Management Perspective
Authors: Milinski M. Scott
Published: July 2015

Through a labor-management partnership, Fort Lauderdale had addressed a wide variety of service and workplace issues. Presenting a perceptive list of typical barriers to a labor-management partnership, the author exposes us to our own myths and internal obstacles as well as other difficulties to changing a labor-management relationship. Without minimizing the difficulties, this article makes it clear that the change can be made, but the fundamentals must be put in place. There are no cutting corners, and the partnership must be nurtured. The author makes us face up to the fact that the union and management have inherently different values and ways of conducting business and notes that these differences have to be understood and actually honored. Because labor-management cooperation will be a revolutionary change in most organizations, leadership on both sides will feel threatened by this shift. As a result, the author cautions us, it is necessary to pay conscious attention, among other things, to managing relationships, actively building trust and deciding where to initiate a labor-management effort.

In a departure from the traditional view of a strict two-party relationship, the author points out the importance of alliances with others in the community who have a direct stake in the outcome of the partnership—or who have a stake in not having it go forward—and the importance of institutionalizing the partnership so that it is not just a function of a few individuals who have built trust. This article focuses serious HR professionals, managers and union leaders on what investment it will take to be successful in pursuing a cooperative labor-management relationship that produces real change in the service and cost results of a public agency. The presentation is simple and to the point. Parties seeking greater detail will find the Fort Lauderdale lessons echoed and elaborated in Chapter 4 of Working Together, the well-known Report of the Secretary of Labor's Task Force.
A Labor-Management Approach to Health Care Cost Savings: The Peoria Experience
Authors: Parsons Patrick A. , Belcher Jerry , Jackson Tom
Published: July 2015

Health care costs and the nature of the benefits package are an issue that plagues most jurisdictions. Written in a cooperative effort to reflect the perspectives of the labor and management co-chairs, Peoria's story is an example of the cooperation that has developed in that city. In addition to describing a remarkable city-wide effort to reduce health care costs and maintain an attractive benefit package, the article shows how success on a topic of importance to the parties and the community can sow the seeds of a broader cooperative relationship that improves services, quality of work life and the nature of the labor-management relationship. By agreement, the city and labor unions took the health care plan off the bargaining table, and instead, gave it to a city-wide joint committee, which solved the crisis and manages this difficult issue. Among other advances that mark a change from the past, the positive effects from the dramatic success in health care has contributed to a first-ever, five-year negotiated settlement between the city and the firefighters. Read about how Peoria accomplished this change by bold risk taking and by carefully nurturing the effort.
Consensus Bargaining in Wisconsin State Government: A New Approach to Labor Negotiation
Authors: Beil Martin , Litscher Jon E.
Published: July 2015

Wisconsin, always one of the pioneers in public sector bargaining, has contributed here a move from traditional to cooperative bargaining. As in many jurisdictions, bargaining had developed in a way that produced a great deal of conflict, characterized by frequent and lengthy impasses, a grievance backlog that reached 1,400 arbitration cases and a public and political leadership that was losing patience. This jointly written article illustrates how change can begin, the role of statewide leadership, the resulting work behind the scenes and the possibilities.

Since 1992, the Wisconsin Department of Employment Relations and the state's largest labor union, the 27,000-member Wisconsin State Employees Union (WSEU), have successfully used “consensus bargaining.” This cooperative, problem-solving approach contrasts sharply with the traditional adversarial and confrontational approach to bargaining. Consensus bargaining focuses on identifying and meeting bargainers' interests and creating a positive and constructive basis for discussions. This problem-solving approach has created more cooperative labor-management relations in Wisconsin State Government, reduced bargaining time, stimulated creative new contract provisions and helped develop a more positive and closer labor-management relationship. There are several keys to successful consensus negotiation: management and union leaders must be committed to the process; leaders must model cooperative behavior; bargainers should receive formal training in the process; negotiators must be candid throughout bargaining; and management and labor have to realize that reaching agreement on a contract is the beginning, not the end of creating a cooperative relationship. Wisconsin State Government, the WSEU, and other state employee unions have successfully used the consensus process and are committed to this cooperative approach.
Aggression, Peaceful Co-Existence, Mutual Cooperation—It's up to Us
Authors: Fretz Gregory E. , Walsh Donald E.
Published: July 2015

The City of Phoenix has received a lot of attention for its efficiencies, particularly those achieved through contracting. In this revealing article, two senior managers with responsibility for labor-management relations and human resources describe the city's evolution from an aggressive labor relations posture, to a much more satisfying and productive relationship that relies more on cooperation. They tell us that, contrary to popular opinion about Phoenix and contracting, much of this city's success is attributable to the contributions coming from the cooperative, service-focused relationship between management and labor. The combination of a focus on service efficiencies with a productive labor relations environment, including employment security, they tell us, is far more powerful than simply focusing on efficiencies that can be produced in the private sector. In fact, as they have shifted their approach to integrate cooperation, participation and service quality, the city has been more cost effective than private competitors. As this article tells us, the city, working with its employees, has taken back the significant work it once contracted out. For those intrigued by management competition, the message conveyed in this article should be closely read.
The Connecticut Vocational-Technical Schools Labor-Management Cooperative Effort Revisited
Authors: Biloon Sandra , Quinn Marilyn
Published: July 2015

Schools are a critical area for labor-management cooperation for reasons that need no elaboration. Some dramatic educational examples were identified by the Secretary of Labor's Task Force. The article contributed here from the educational arena focuses on a cooperative effort by labor and management in a vocational-technical system in Connecticut to reduce the instance and impact of student conflict. As a collaborative effort, jointly sponsored objectives and training were introduced to good result, making schools safer and more productive for teachers and students. Probably, a project that requires this level of teacher commitment and change in traditional methods could only succeed as a joint project. Hence, the lessons are especially valuable as we think of how to make changes in schools or any other service. As an article reporting on the results as a follow-up to an earlier piece in Public Personnel Management, this useful piece describes the Labor-Management Team's evolution and achievements in using a cooperative process to make decisions, overcome obstacles, measure results, plan for the future and ultimately begin to change the culture. The favorable results have generated interest in a possible application of conflict resolution methodology to labor contract administration and the grievance process.
Labor-Management Cooperation—City of Portland, Maine
Authors: Peightal Patricia , Souza Dana , Bray Bill , Rague John , Pritchard Jim , Thomas Joseph
Published: July 2015

Portland, Maine had a traditional bargaining relationship. It now has one of the most complete programs of service-focused labor management cooperation of any place in the country. A broad range of city services, including an emerging effort in public safety are now run this way, with workers and their union leaders, managers and elected officials all benefitting from and praising the new relationship. Portland made this radical transformation without a crisis of fiscal pressure. New leadership in the city manager's office and responsive leadership in key bargaining units led to an experiment on the building of Hadlock Field. A partnership between the department head and the president of the AFSCME local led the project. Instead of contracting out to meet a short deadline and employ skills that didn't seem to exist, the parties worked out a special set of arrangements and via cross-training, teamwork and dedication completed the stadium in seven months, millions under the expected budget. From the pride and satisfaction of this joint effort, Portland, AFSCME and other key units worked to create a new participative relationship across the full range of city services. The effort has produced major cost savings and service improvements, has strengthened both the management and the union and has produced a far less adversarial bargaining relationship. In one innovation, separate services were split up and reorganized into district teams, providing customer-oriented public works services in areas that match city council districts. Cross training and new responsibilities have resulted in new opportunities and pay raises, yet have saved time and money. The piece, co-authored by union and management leaders from Portland, illustrates the breadth and depth of what they have achieved without a crisis as the initiating factor.
Competencies and Managerial Effectiveness: Putting Competencies to Work
Authors: Pickett Les
Published: July 2015

To be effective the development of workplace and managerial skills must reflect the current and projected needs of the organization. It is a critical responsibility of senior management to identify the core competencies of the enterprise and to ensure that the competencies required by managers, specialists and the workforce in general are adequate and appropriate. The development of an effective competencies framework and a complimentary performance management program provide an opportunity for enterprise and individual growth, and in the longer term, can also increase shareholder value. The following article illustrates how this is accomplished through training and development, a supportive and motivating culture and management competence.
Gainsharing in Zebulon: What Do Workers Want?
Authors: Patton Kevin R. , Daley Dennis M.
Published: July 2015

Gainsharing, an instrument for implementing pay for performance, is a synthesis of participatory management and profit sharing.1 With increased interest in both pay-for-performance and total quality management (TQM), gainsharing programs have attracted the attention of public sector organizations. Gainsharing is a means for encouraging and motivating employees through extrinsic expectancy rewards within a group or organizational framework. It combines TQM's emphasis on the advantages derived from team work (and away from the distractions of individual competition) with the motivational effect of a strong individual reward system.2 This study examines employees' attitudes and perceptions about one local government's gainsharing plan. The employees' perceived ability to affect the savings on which the gainsharing award is based, their influence over the components included in the gainsharing calculations, control over the criteria used in determining individual eligibility for a gainsharing award and an employee ranking of individual actor influence on the gainsharing plan are measured.
Diverse Self-Directed Work Teams: Developing Strategic Initiatives for 21st Century Organizations
Authors: Hickman Gili Robinson , Creighton-Zollar Ann
Published: July 2015

This article proposes strategic planning and training initiatives that human resource managers and others may use to facilitate the development of diverse self-directed work teams. The proposed approaches are based on an evaluation of collaborative processes among college level group members from diverse backgrounds. Insights gained from the performance of these groups have practical implications for effective functioning of diverse self-directed teams in the workforce.
The Miami Coalition Surveys of Employee Drug Use and Attitudes: A Five-Year Retrospective (1989–1993)
Authors: Klingner Donald , Roberts Gary , Patterson Valerie L.
Published: July 2015

Employees of many businesses and government agencies in metropolitan Miami (Dade County, Florida) took five voluntary annual surveys (1989–1993) regarding their attitudes toward and use of drugs. The Workplace Drug Survey data indicated three positive conclusions about employee drug use and attitudes for Dade employees. Overall, reported illicit drug abuse rates are low when compared with national norms, and most employees know that their employer has a policy on alcohol and drug abuse. Employers also refer employees with drug or alcohol problems to an Employee Assistance Program (EAP). This demonstrates the effective information campaign conducted by the Miami Coalition. In addition, these results are likely to be representative of major Dade County employers, public and private.
College Education and Police Job Performance: A Ten-Year Study
Authors: Truxillo Donald M. , Bennett Suzanne R. , Collins Michelle L.
Published: July 2015

This study investigated the relationship between measures of college education and work performance for a cohort of 84 police officers over a 10-year period. College education variables showed a statistically significant relationship with promotions (average r = .31), and supervisory ratings of job knowledge (average r = .25). However, there was an inconsistent relationship with measures of disciplinary action. These patterns of relationships may indicate that college education is relevant to many aspects of police work but should not be assumed to predict all areas of job performance.
Is Smoking Stigma Clouding the Objectivity of Employee Performance Appraisal?
Authors: Gilbert G. Ronald , Hannan Edward L. , Lowe Kevin B.
Published: July 2015

This paper examines the relationship between supervisors' and project leaders' perceptions about the smoking behavior of their subordinate employees and their performance appraisals of their employees. Those who were perceived to be smokers were rated lower than those perceived to be nonsmokers on four of nine job performance measures when controlling for age, race, and gender. The findings suggest smoking stigma may negatively affect the perceptions of one's overall job performance, especially in terms of one's professional comportment, working relations with others, and dependability.
Perspectives on Enduring and Emerging Issues in Performance Appraisal
Authors: Roberts Gary E.
Published: July 2015

The purpose of this essay is to explore critical issues and emerging trends in performance appraisal, issues that are enduring and several “cutting edge” developments. A convenience sample of 18 personnel managers and supervisors served as a de-facto focus group to test whether issues in the literature are salient and relevant to practitioners and to provide specific examples that illustrate the range of opinions regarding the controversial areas. Areas discussed include the challenges posed by Total Quality Management, implementation problems relative to organizational commitment, rater training, performance documentation, multiple sources of appraisal information and the importance of systematic appraisal quality control and assessment, among others. The paper concludes with a number of suggestions for practice and research.
An Examination of Organizational Trust Antecedents
Authors: Gilbert Jacqueline A. , Tang Thomas Li-Ping
Published: July 2015

The objective of this research is to empirically assess antecedents of organizational trust. To accomplish this objective, 83 managerial employees were surveyed in a branch of a federal governmental agency located in a large metropolitan city in the Southwestern United States. Multiple regression analysis showed that age, marital status, and work group cohesion were positively associated with organizational trust. Organizational trust did not differ by either race or gender. Results are discussed in light of competitive challenges facing human resource managers.
Organizational Commitment among Public Service Employees
Authors: Young Brian S. , Worchel Stephen , Woehr David J.
Published: July 2015

This present study examined the factors associated with organizational commitment among blue-collar workers. Previous work in this area suggests that, among blue-collar employees, commitment should be more closely related to extrinsic rewards (e.g., pay satisfaction) than to intrinsic factors. In order to test this hypothesis, sixty-four public service employees in a waste, water, and sanitation department completed a questionnaire designed to measure organizational commitment and perceptions of extrinsic and intrinsic factors related to their jobs. The results indicated that the following were positively and significantly related to commitment: promotion satisfaction, job characteristics, communication, leadership satisfaction, job satisfaction, extrinsic exchange, intrinsic exchange, extrinsic rewards, and intrinsic rewards. Contrary to expectations, pay satisfaction did not correlate significantly with commitment. Both intrinsic and extrinsic rewards were equally predictive of commitment; this contradicts the contention that extrinsic rewards are more important determinants of blue-collar commitment. These findings are noteworthy because they suggest that intrinsic rewards are important for public service employees, members of a relatively understudied population.
Race-Based Preferential Treatment Programs: Raising the Bar for Establishing Compelling Government Interests
Authors: Robinson Robert K. , Paolillo Joseph G. P. , Reithel Brian J.
Published: July 2015

In 1995 a series of federal court decisions called into question the efficacy of race-based preferential treatment programs initiated by two leading public universities.1 Both decisions occurred at a time when government-imposed, race-conscious remedial measures are being increasingly challenged on the grounds that they either violate the Civil Rights Act of 1964,2 or breach the guarantee of equal protection under the laws provided by the Fourteenth Amendment. Most recently, a federally mandated race-based preference was successfully challenged on the grounds that it violated an “implied” equal protection clause in the Fifth Amendment.3 As a further indication of this shift away from state supported racial preferences, legislation is pending in Congress4 that, if enacted, would make the consideration of any individual's race, color, national origin or gender in regard to selection or eligibility for any federal program unlawful.
Fire Service Testing in a Litigious Environment: A Case History
Authors: Gebhart Gary M. , Duffe William C. , McCurley Roger A.
Published: July 2015

Since the mid-1970s, the city of St. Louis has encountered frequent litigation and court involvement surrounding the testing procedures used to evaluate candidates for promotion in the fire service. During this period, the city has expended a considerable amount of time, effort, and money to develop valid and defensible methods of testing. In light of this experience, we have decided to review the past history to see if any conclusions can be drawn that would be helpful to other organizations. This article contains a brief history of the city's fire service testing and litigation, and a description of the current testing model used by the city. It also addresses the use of various testing components and their impact on all candidates. Finally, some practical considerations are discussed.
Job Values in Today's Workforce: A Comparison of Public and Private Sector Employees
Authors: Karl Katherine A. , Sutton Cynthia L.
Published: July 2015

Unlike workers in the ′70s and ′80s who valued interesting work above everything else, the results of this study suggest today's workers place the highest value on good wages and job security. A comparison of public and private sector workers revealed private sector workers place the highest value on good wages, while public sector workers valued interesting work the most. No significant difference was found between public and private sector employees in the importance placed on job security. These results suggest employers need to keep in touch with current employee values in order to design jobs, reward systems, and human resource policies that will result in maximum job satisfaction and productivity. These results also suggest that reward systems may not be equally effective in both the public and private sectors.
The Workplace: A Battleground for Violence
Authors: Chenier Errol
Published: July 2015

The workplace has become a battleground for violence in society. With so much violence in newspapers, on television, and in homes, the workplace is not immune to this crisis. Employers will have to plan strategies and implement programs that will protect employees from rising violence on the job. Policies and procedures, crisis management teams, security, and Employee Assistance Programs (EAP) will have to be in place if incidents should occur. Employers will have to modify their hiring practices and transform the workplace into a virtual fortress to protect employees. Security will now play a greater role in crisis management than ever before. Zero-tolerance must be the attitude of employers.

Downsizing, firings, drug abuse, stress, reduction in pay while working longer hours, and domestic violence have attributed to workplace violence. Murder and physical assaults to workers occur more frequently in the areas of health care and social services than in any other occupation. Workers in retail establishments, taxi drivers, public service offices, and law enforcement also have high incidents of violence.
Mimicry Is Presidential
Authors: Romero Daniel M. , Swaab Roderick I. , Uzzi Brian , Galinsky Adam D.
Published: July 2015

The current research used the contexts of U.S. presidential debates and negotiations to examine whether matching the linguistic style of an opponent in a two-party exchange affects the reactions of third-party observers. Building off communication accommodation theory (CAT), interaction alignment theory (IAT), and processing fluency, we propose that language style matching (LSM) will improve subsequent third-party evaluations because matching an opponent’s linguistic style reflects greater perspective taking and will make one’s arguments easier to process. In contrast, research on status inferences predicts that LSM will negatively impact third-party evaluations because LSM implies followership. We conduct two studies to test these competing hypotheses. Study 1 analyzed transcripts of U.S. presidential debates between 1976 and 2012 and found that candidates who matched their opponent’s linguistic style increased their standing in the polls. Study 2 demonstrated a causal relationship between LSM and third-party observer evaluations using negotiation transcripts.
Some “Thing” to Talk About? Differential Story Utility From Experiential and Material Purchases
Authors: Kumar Amit , Gilovich Thomas
Published: July 2015

Psychological research has shown that experiential purchases (a hike in the woods, a trip to Rome) bring more happiness than material purchases (a designer shirt, a flat-screen television). The research presented in this article investigates one cause and consequence of this difference: People talk more about their experiences than their possessions and derive more value from doing so. A series of eight studies demonstrate that taking away the ability to talk about experiences (but not material goods) would diminish the enjoyment they bring; that people believe they derive more happiness from talking about experiential purchases; that when given a choice about which of their purchases to talk about, people are more likely to talk about experiential rather than material consumption; and that people report being more inclined to talk about their experiences than their material purchases and derive more hedonic benefits as a result—both in prospect and in retrospect.
Plain Language Summary
Authors: Caspersen Leslie A. , Walter Lindsey M. , Walsh Sandra A. , Rosenfeld Richard M. , Piccirillo Jay F.
Published: July 2015

Objective. This plain language summary serves as an overview in explaining sinusitis (pronounced sign‐you‐side‐tis). The purpose of this plain language summary is to provide patients with standard language explaining their condition in an easy‐to‐read format. This summary applies to those 18 years of age or older with sinusitis. The summary is featured as an FAQ (frequently asked question) format. The summary addresses how to manage and treat sinusitis symptoms. Adult sinusitis is often called a sinus infection. A healthcare provider may refer to a sinus infection as rhinosinusitis (pronounced rhi‐no‐sign‐you‐side‐tis). This includes the nose as well as the sinuses in the name. A sinus infection is the swelling of the sinuses and nasal cavity.

The summary is based on the published 2015 “Clinical Practice Guideline: Adult Sinusitis.” The evidence‐based guideline includes research to support more effective diagnosis and treatment of adult sinus infections. The guideline was developed as a quality improvement opportunity for managing sinus infections by creating clear recommendations to use in medical practice.
The Validity of Self‐reported Recent Smoking in Head and Neck Cancer Surgical Patients
Authors: Alberg Anthony J. , Worley Mitchell L. , Tooze Janet A. , Hatcher Jeanne L. , Carpenter Matthew J. , Day Terry A. , Sullivan Christopher A. , Warren Graham W. , Sterba Katherine R. , Weaver Kathryn E.
Published: July 2015

Objective

In cancer patients, cigarette smoking causes poorer response to treatment, treatment toxicity, increased risk of recurrence, higher surgical complication rates, and poorer overall survival. As such a significant determinant of patient prognosis, accurate classification of current smoking status is important. Self‐reported smoking status may lead to misclassification if patients conceal their true status. The purpose of this study was to assess the validity of self‐reported tobacco use during the previous 48 hours in head and neck cancer patients on the day of surgery.

Study Design

Cross‐sectional.

Setting

Two academic medical centers in the southeastern United States.

Subjects and Methods

On the day of surgery, 108 head and neck cancer patients completed a survey asking about tobacco use during the past 48 hours and had semi‐quantitative levels of urinary cotinine measured to biochemically validate self‐reported recent smoking.

Results

Self‐reported smoking yielded a sensitivity of 60.9% (95% CI, 45.4%‐74.9%) and a specificity of 98.4% (95% CI, 91.3%‐100.0%). The sensitivity increased to 76.1% (95% CI, 61.2%‐87.4%) when allowing for the possibility that exposure to secondhand smoke or use of nicotine‐containing products could have caused a positive cotinine test.

Conclusion

In this patient population, self‐reported recent smoking yielded a high (39%) proportion of false‐negatives, and even 24% remained false‐negatives after allowing for other sources of nicotine exposure. This magnitude of underreporting combined with the importance of tobacco use to patient prognosis supports the need for routinely biochemically verifying recent tobacco use in self‐reported nonsmokers within the clinical setting.
Epithelial‐Myoepithelial Carcinoma of the Salivary Glands
Authors: Vázquez Alejandro , Patel Tapan D. , D’Aguillo Christine M. , Abdou Rami Y. , Farver William , Baredes Soly , Eloy Jean Anderson , Park Richard Chan W.
Published: July 2015

Objective

Epithelial‐myoepithelial carcinoma (EMC) is a rare neoplasm of the salivary glands. In this study, we aim to examine the demographic, clinicopathologic, and survival features of EMC using a population‐based approach.

Study Design and Setting

Retrospective cohort study.

Subjects and Methods

The Surveillance, Epidemiology, and End Result (SEER) database (1973‐2010) was queried for EMC of the major salivary glands. Data were analyzed with respect to various demographic and clinicopathologic factors. Survival was analyzed using the Kaplan‐Meier and Cox proportional hazards models.

Results

In total, 246 cases were available for frequency analysis and 207 for survival analysis. Mean ± SD age at diagnosis was 63.8 ± 15.4 years. EMC affected females more frequently (57.3%). Distant metastases were present at diagnosis in only 4.5% of cases. Overall disease‐specific survival (DSS) at 60, 120, and 180 months was 91.3%, 90.2%, and 80.7%, respectively. Patients with low‐grade histology had significantly better survival at 180 months relative to those with high‐grade tumors (90.6% vs 0.0%, P =. 0246). When stratified by tumor size, patients with lesions >4 cm had the worst survival at 180 months (58.8%, P =. 0003). All but 9 of the 207 cases available for survival analysis underwent surgery. A total of 85 patients (41.1%) received radiotherapy in addition to surgery. No survival benefit was noted for patients who received radiotherapy compared with those who did not (P =. 4832).

Conclusion

This report represents the largest series of EMC to date. Despite being regarded as a low‐grade, indolent tumor, a significant fraction of our cohort underwent radiotherapy in addition to surgery, with no apparent added survival benefit.