bluuebunny/crossref_metadata_2025 huggingface dataset:
Bridging Organizations and Sustainable Development
Authors: Brown L. David
Published: August 2005

In many developing countries, sustainable social and economic development depends on creating effective local organizations, horizontal linkages across sectors, and vertical linkages that enable grassroots influence on national policy-making. This paper examines the role of "bridging organizations" in creating such institutional arrangements. Examples of bridging organizations and their constituencies of various types (associations, networks, cross-sectoral partnerships, political coalitions, social movements) are described. On the basis of these examples, it is argued that bridging organizations and their constituent networks are shaped by values and visions, their tasks, member diversity, and external threats. The cases suggest that bridging organizations can play key roles in building local organizations, creating horizontal linkages, increasing grassroots influence on policy, and disseminating new visions and organizational innovations. Finally the paper argues that bridging organizations are central players in an emerging "multisectoral" development paradigm that is less subject to the flaws of the still-dominant market-led and state-led paradigms.
The Leader as a Broker of Dreams
Authors: Sooklal Lessey
Published: August 2005

The paper presents a grounded theory which explains how a personal vision becomes enacted into reality within a corporate arena. This enactment process is defined as leadership. The theory suggests that leadership is a political process. For enactment to occur in a manner which is engaging and inspirational, the leader must design and maintain through, patterned interactions, a support system. The interactions are brokerage transactions in which the leader modifies and clarifies intentions in response to technical, social, and environmental concerns expressed through exchanges with members of this support system. As this happens the leader matures. Vision also becomes converted into a social dream which is scripted for the purpose of implementation.
On the Rocky Road to the First Global Civilization
Authors: Perlmutter Howard V.
Published: August 2005

Because the main arenas of our world society have become more multidimensionally interdependent, we postulated (1) the emergence of the first global civilization, (2) that leaders and their constituencies due to national transparency around the world are beginning to recognize the axiological unpreparedness of their international, national, and local institutions for this kind of civilization, and (3) that a new social architecture for these organizations is needed that fits better with this emerging civilization. The core proposition of this paper goes beyond the assertion that civilization is reaching global coherence. The first global civilization, it is proposed, has a thematic pattern or development valence towards a social architectural mindset based on symbiotic societal (Paradigm S) values related to but distinctive from both industrial (Paradigm I) and de-industrial values (Paradigm D). We find evidence for three theories of the future of global civilization which we call: Homogenizing Westernization, Unbridgeable Cultural Chasms, and Global Dynamic Syncretism. Finally, it is observed that only a small fraction of the civilization-building initiatives and innovations are being reported and learned from, e.g., the emergence of thousands of social change organizations, and that the social sciences need to devote more attention to the art and discipline of embodying human values in global structures with which people can identity.
Global Social Change: A New Agenda for Social Science?
Authors: Cooperrider David L. , Pasmore William A.
Published: August 2005

That the world is undergoing a major transformation in social consciousness is now widely accepted. Never before has the world been witness to so many thousands of attempts by individuals and transnational organizations to combat age-old social ills such as hunger, poverty, disease, lack of education, human rights abuses, armed conflict, and environmental degradation. The 1990's will be known as the decade of global social innovation, and whoever chronicles that decade will see clearly what we perceive only dimly now. The emergence of global social consciousness has, in turn, produced new forms of human relationships and organizing activities. These relationships and activities may prove to be important to understand as the social sciences attempt to keep pace with the rapid changes occurring in our global society. This paper outlines some of the challenges and opportunities that will face social scientists should they choose to enter this new domain.
Strategic Decision-Making Tasks and Group Effectiveness: Insights from Theory and Research on Small Group Performance
Authors: Milliken Frances J. , Vollrath David A.
Published: August 2005

Strategic decision-making is a critically important aspect of top managers' jobs. Although researchers have addressed the issue of how groups ought to be constructed to handle strategic decision making effectively, there has been little attention paid to the idea that different subtasks of the strategic decision-making process might have different task requirements. Research on small groups, however, shows that the nature of the task a group has to perform is a critical factor in determining the types of groups and group procedures that are likely to yield effective group performance. This paper analyzes the various tasks involved in strategic decision making and draws on small group research to suggest some hypotheses about how groups might be designed to enhance their effectiveness on each of these tasks. The analysis highlights the key role of managerial beliefs about the nature of strategic decision making.
Combining Head and Heart in Complex Organizations: A Test of Etzioni's Dual Compliance Structure Hypothesis
Authors: Johnston George P. , Snizek William E.
Published: August 2005

This study examines the influence of both calculative and moral involvement on the organizational commitment and task performance of a random sample of 121 direct-sales distributors. Based on data gathered from these distributors, organizational commitment is found to be positively related to distributor task performance. Similarly, calculative and moral involvement are found to be positively related to organizational commitment. While organizational commitment and calculative involvement are positively related to distributor task performance, there is a statistically significant negative relationship between moral involvement and distributor task performance. Results also indicate that, although time spent selling products is significantly related to successful distributor task performance, time spent personally recruiting new distributors is not related to successful distributor task performance. The results of the study support Etzioni's dual compliance structure hypothesis of organizational involvement.
Gender Role Portrayal Analysis of Children's Television Programming in Japan
Authors: Rolandelli David R.
Published: August 2005

Television viewing is a pervasive activity among Japanese children, yet little is known about the effects of television on their gender role attitudes and behaviors. One step in understanding television's contribution to such outcomes is to examine the messages conveyed through the medium directly and indirectly about gender role values. Unfortunately, most gender role analyses have ignored the programs most heavily viewed by Japanese children, namely, children's programming. In the current study, the gender role portrayals of 279 characters from a select sample of children's programs were analyzed. Results revealed that Japanese television programming for children is highly sex-typed. Males were overrepresented and were portrayed more often than females in professional occupations. Attributes descriptive of females were characteristic of relatively weak, younger, less mature individuals, while attributes descriptive of males were associated with powerful, older, likeable, mature persons. Males more than females were sex-typed and reinforced for sex-appropriate behavior. The implications for such portrayals on children's gender role concepts are discussed in the context of children's processing of televised information and the broader context of Japanese society. Suggestions for future research are offered.
Motivation Needs and Their Relationship to Life Success
Authors: Parker Barbara , Chusmir Leonard H.
Published: August 2005

This article reports on a study of the relationship between motivation needs (achievement and power) and six measures of life success (status/wealth, contribution to society, professional fulfillment, family relationships, personal fulfillment, and security). Respondents were 756 full-time managerial and nonmanagerial service industry workers (439 women, 317 men) in the Southeast Florida area of the U.S. Results indicate that need for achievement is positively related to success strivings for status/wealth, professional fulfillment, and contribution to society. It is negatively related to personal fulfillment and security. Results also indicate that need for power is positively related to status/wealth and professional fulfillment, but negatively related to family relationships. Multiple regression analysis shows that type of work (managerial vs. nonmanagerial) is a significant predictor of both achievement and power needs. Implications are discussed.
A Multivariate Analysis of Curvilinear Relationships Among Job Scope, Work Context Satisfactions, and Affective Outcomes
Authors: Champoux Joseph E.
Published: August 2005

This study investigated the curvilinear relationships between Job Scope and Affective Outcomes and the moderating effect of work context satisfactions on those relationships. The analysis used a multivariate design to examine main and interaction effects. The results showed several different relationships between job design and the work context. Those relationships included distraction, enhancement, and compensatory effects of the work context and the job itself. The theoretical and practical implications of the results are discussed.
Why Me? A Case Study of the Process of Perceived Occupational Stress
Authors: Firth-Cozensl Jenny
Published: August 2005

This paper discusses occupational stress literature in terms of the movement from looking for job-related causes towards considering individual sources of stress such as dispositions and neuroticism. It goes on to consider this by a detailed examination of the personal meanings of job stress for one individual manager in psychodynamic psychotherapy. It outlines the ways in which measured job perceptions and satisfactions became more positive as symptoms decreased. The study supports the argument for some individually-related causes of stress but also shows how therapy and counseling can change perceptions, rather than treating them as dispositional and unchangeable.
Applying the Concept of Appraisal to Work Stressors: Some Exploratory Analysis
Authors: Dewe Philip J.
Published: August 2005

Researchers agree that the measurement of stressors and coping in occupational stress research should reflect new approaches and offer alternative frameworks if the different dynamics to the stress process are to be more adequately explored. This research adopted a methodology which reflected the presumed transactional nature of the appraisal process. How individuals appraise, give meaning to, and cope was explored by combining qualitative and quantitative data. Individuals, it seems, can describe the meanings they give to events and how they cope with them. The understanding that can be derived when alternative methodologies are used must lead to a refinement of traditional measurement strategies and a more fruitful avenue for future research.
Job Performance and Absenteeism: A Review and Meta-Analysis
Authors: Bycio Peter
Published: August 2005

The relationship between individual employee performance and absenteeism was examined using data from 46 articles. Meta-analyses (cf. Hunter & Schmidt, 1990) revealed a modest but significant tendency for frequently absent employees to be poor performers on many rating and non-rating indices. Importantly though, the associated credibility intervals were wide, and statistical artifacts did not account for all the variance among the studies. Several alternative theoretical mechanisms were identified, e.g., supervisor annoyance with frequent absences, employee disposition toward delinquency, progressive withdrawal, and stress coping, that could account for the remaining variation.
Mentoring: Narcissistic Fantasies and Oedipal Realities
Authors: Baum Howell S.
Published: August 2005

This article examines the literature on mentoring from a psychoanalytic perspective. Two common contrasting experiences of mentoring, harmony between a protege and a perfect mentor, and sexuality and aggressive conflict between the protege and mentor, are typically successive stages in mentoring relationships. These stages resemble infantile narcissism and the Oedipus complex. In successful mentoring, these experiences are followed by the protege's internalization of the mentor's values and growing autonomy, as the protege moves from largely unconscious fantasies about the mentor toward increasingly realistic understanding of and action in the organization. A successful mentoring relationship apparently requires the protege to undergo a regression in the service of ego interests in career advancement. This "rebirth" entails returning to narcissism and working through an Oedipus-like relationship with the mentor before moving into a latency concern with work skills and developing an independent identity.
Sphere-Specific Just World Beliefs and Attitudes to AIDS
Authors: Furnhaml Adrian , Procter Eddie
Published: August 2005

This paper is predicated on the idea that Just World Beliefs (JWB) are multidimensional. It is proposed that individual difference in JWB are divided into three components referring to different spheres of behavior: personal, interpersonal, and social political (Paulus, 1983). A questionnaire was specifically devised to assess these beliefs. There was some evidence of internal reliability. A construct validity study is reported to substantiate the use of the new instrument. It examined the relationship between JWB and the attitudes to AIDS. As predicted, JWB beliefs were closely related to five attitudinal factors concerning AIDS. Socio-political just world beliefs seemed most closely linked to attitudes to AIDS, though the size of the correlations suggests the relationship was not very substantial. The structure of JWB are discussed along with other relevant research on attitudes to AIDS.
The Impact of Employee-Initiated Transfer on Absenteeism: A Four-Year Cohort Assessment
Authors: Daltonl Dan R. , Meschl Debra J.
Published: August 2005

This study examines the relationship between employee-initiated lateral transfer and the level of absenteeism. We rely here on an investigation of two cohorts over a 4-year period in separate organizations (n = 587, n = 387). The results provide strong support that there are gross differences in observed absence rates for both organizations depending on employee transfer behavior.
Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover
Authors: Daileyl Robert C. , Kirk Delaney J.
Published: August 2005

Although a great deal of research has addressed the issue of outcome "fairness," relatively little has been done to illuminate the relationship between perceptions of outcome fairness (distributive justice), organizational systems fairness (procedural justice), job satisfaction, and intent to turnover. This paper isolates the empirical relationships between the types of perceived fairness, critical work attitudes, and intent to turnover using a sample of 88 employees in technical fields such as computer assisted design, product testing and assurance, and computer equipment repair. Intent to turnover was found to be most sensitive to perceptions of procedural justice. Implications of these results for managers are discussed.
To Be Fully There: Psychological Presence at Work
Authors: Kahn William A.
Published: August 2005

This article develops the concept of psychological presence to describe the experiential state enabling organization members to draw deeply on their personal selves in role performances, i.e., express thoughts and feelings, question assumptions, innovate. The dimensions of psychological presence are described along with relevant organizational and individual factors. The concept's implications for theory and research about the person-role relationship are described.
Person-Organization Values Congruence: No Support for Individual Differences as a Moderating Influence
Authors: Posner Barry Z.
Published: August 2005

This study extended the research into the person-organization fit (values congruency) phenomenon by investigating the impact of demographic factors, such as age, gender, ethnic background, organizational level, management position, length of service, and functional area, on work attitudes. Data from over 1600 professionals and management personnel from a large multinational manufacturing firm revealed that person-organization values congruency was directly related to positive work attitudes and that demographic factors did not moderate this relationship.
A Qualitative Analysis of Dialectical Processes in Educational Organizations
Authors: McGuire Jean B.
Published: August 2005

This paper uses a dialectical perspective to analyze a comparative case study of two school districts. The case studies highlight the development of social paradigms, their role in developing the synthesis, and the importance of power processes in this synthesis.
Assessing Effectiveness of Joint Committees in a Labor-Management Cooperation Program
Authors: Peterson Richard B. , Tracy Lane
Published: August 2005

Experiments and programs in labor-management cooperation are popularly believed to be effective in improving performance, but are often conducted with little or no evaluation of their success. This paper reports a test of a joint problem-solving model in a large telecommunications firm, as part of an overall assessment of the firm's quality-of-worklife (QWL) and employee involvement (El) committees. The assessment employed interviews, company performance indicators, and questionnaire survey data. Results showed strong evidence of the success of the joint committees as well as support for the model with respect to the contribution of key climate and process variables.
Extending Game Theoretic Propositions About Slack and Scarcity in Managerial Decision Making
Authors: Wayne Sandy J. , Rubinstein David
Published: August 2005

Game theory proposes that slack makes mean (noncooperative) games kinder (more cooperative) and kind (cooperative) games meaner (less cooperative), while scarcity produces the opposite effects. But, organizational situations generally involve mixtures of kindness (cooperation) and meanness (conflict). A 2 x 2 x 2 mixed motive decision-making experiment varied slack, certainty, and political influence. Results indicate that, when there is slack, kindness pays.
Organizational Enactments and Conformity to Environmental Prescriptions
Authors: Scheid-Cook Teresa L.
Published: August 2005

This paper argues that current conceptions of organizational activity as ritual conformity (or isomorphism) to institutional demands which exist in the environment must also incorporate an understanding of organizational enactment. Enactment entails a conception of the environment in terms of processes of reality construction; organizations are active in creating and defining institutional demands. Data is drawn from a study of the response of mental health organizations to outpatient commitment which is a legal policy designed to fulfill the societal demands for deinstitutionalization of the mentally ill. Organizational responses were highly variable, despite the existence of outpatient commitment as a legal policy with active encouragement of its use by the State Division of Mental Health. This variability can be understood in terms of organizational enactments; each organization construed the workings of the policy according to its own definitions and stocks of knowledge, and then conformed with its own enactment.
Applications of Bayesian Methods to OD Evaluation and Decision Making
Authors: Svyantek Daniel J. , O'Connell Matthew S. , Baumgardner Terri L.
Published: August 2005

This paper provides an introductory discussion of Bayesian statistics and their applicability to OD evaluation. Bayesian statistics provide an alternative to traditional statistics in the evaluation of OD interventions. Bayesian statistics allow for the explicit quantification of prior probabilities and give management and consultants control over the determination of the practical significance of an intervention. This makes Bayesian evaluation methods a more flexible tool for investigating dynamic interventions in systems. A discussion of the role of subjectivity in Bayesian statistical analysis and examples of how Bayesian evaluation strategies may be used in OD settings are provided.
Creating a Bureau-Adhocracy: Integrating Standardized and Innovative Services in a Professional Work Group
Authors: Bailey Darlyne , Neilsen Eric H.
Published: August 2005

This paper explores the organizing dilemmas of professionals who work in small organizations that attempt to provide standardized and innovative services with the same staff. Mintzberg (1979) suggested that the bureau-adhocracy would be the most appropriate form for coping with such conditions but did not elaborate on how it might develop or be maintained over time. The longitudinal the case study reported here supports this claim and goes further in two fundamental areas with respect to the smaller professional enterprise: First, it describes some of the learning processes involved in the creation of this hybrid, and second, it suggests the existence of two definable stages in the form's development, i.e., naive and mature.
Employee Ownership, Attitudes, and Turnover: An Empirical Assessment
Authors: Buchko Aaron A.
Published: August 2005

Previous research on employee-owned organizations has been limited in time frame and in the outcomes examined, which have been primarily attitudinal measures. This study examined the effects of an employee ownership program on employee attitudes and actual turnover behavior over an extended time period. The results indicated that employees with greater perceived influence as a result of the ownership program and those with a greater financial value in the ownership program were more satisfied with the ESOP program, more committed to the organization, had lower turnover intention, and were less likely to exit the company.
The Concept of Schools Village and the Incidence of Stress Among Science Teachers
Authors: Okebukolal Peter Akinsola
Published: August 2005

The primary interest of this study lay in exploring the potential of the personnel relations in "schools villages" in reducing science teacher stress. The schools-village concept which has a Greek origin and is gaining wide acceptance in many countries of the world, is built on the philosophy of maximum resource utilization and the engendering of communal spirit. Data gathered from 368 science teachers in Nigeria indicate that science teacher interactions in the "schools villages" had a significant depressing effect on stress level on five clusters of stressors: curriculum, facilities, student characteristics, administrative, and professional growth and self-satisfaction. The implications of the results for science teacher welfare and for preparing the citizenry for the science and technology-dominated world of the twenty-first Century are drawn.
Nonwork Participation and Work Attitudes: A Test of Scarcity vs. Expansion Models of Personal Resources
Authors: Kirchmeyer Catherine
Published: August 2005

Participation in nonwork domains can be assumed either to rob work of resources, such as time, energy, and commitment, or to enrich resources available for work. This study provides support for the latter view. Both organizational commitment and job satisfaction correlated positively with the hours spent in, and the resources provided by, certain nonwork activities. Furthermore, the nonwork factors contributed significantly to several predictive equations of the work attitudes after the effects of common work-related correlates were controlled. Specific implications for human resources management are discussed.
A Typology of Career Wife Roles
Authors: Strickland W. Jay
Published: August 2005

As interest in work-family linkages has increased, researchers have focused on the two-pcrson career and dual-career couples. These limited foci have obscured the fact that wives of professionals fill a variety of' achievement roles relative to market production. In order to identify these roles and promote more exact work-family research, this article presents a typology of carccr wife achievement roles. The categories of "homemaker," 'background supporter," "teamworker," "parallel worker," and "non-parallel worker" were derived from the career wife literature and comprise a continuum from lesser to greater direct participation in market production.
Antecedents and Outcomes of Work-Family Conflict Among Married Professional Women: Evidence from Singapore
Authors: Aryee Samuel
Published: August 2005

The study reported here examined the impact ol fivc antecedent sets of work and family domain variables on three types of work-lamily conflict (job-spouse, job-parent, and job-homemakcr) and the impact of these types of work-family conflict on well-being and work outcome measures. Data were obtained from 354 married professional women from duil-career families in Singapore. Results indicate that married professional women in this study experienced moderate amounts of each type of work-lamily conflict. Role stressors explained the most variance in job-spouse and job-homemaker conflicts while task characteristics explained the most variance in job-parent conflict. The three types of work-family conflict explained only modest amounts of the variance in the well-being and work outcome measures. The findings are discussed within a feminist framework and an option for combining work and family lives is suggested.
Autonomous Workgroups: An Evaluation at an Industrial Site
Authors: Pearson C. A. L.
Published: August 2005

This paper describes an exploratory longitudinal study with semi-autonomous work groups in a large, unionized heavy engineering workshop. The results show that groups which adopted the new set of work arrangements reported substantially different perceptual, behavioral, and affective responses to those groups which continued to employ more traditional work practices. These findings and their implications for similar work sites are discussed.
Beyond the Reaction Range Concept: A Developmental, Contextual, and Situational Model of the Heredity-Environment Interplay
Authors: Benson Mark J.
Published: August 2005

Despite its popularity, the reaction range concept has several limitations that obscure the complexity of the heredity and environment interplay. This article presents a model that broadens the inherent limitations of the reaction range concept by including (a) multiple sources of variation, (b) changing contributions across development, and (c) dynamic influences of context and situation. The model is intended to expand the focus on sources of variation and to offer heuristic tools for hypothesis generation.
The Moderating Effects of Locus of Control on Performance Incentives and Participation
Authors: Krenl Leslie
Published: August 2005

Prior research has suggested that matching individual characteristics with task expectations and requirements leads to improved performance. The objective of this study was to examine the role of locus of control, an important individual characteristic, in moderating the impact of performance-contingent incentives and participation on performance. The results, based on a laboratory experiment, indicate that locus of control moderates the performance effects of both participation and incentives. The interaction with incentives is a substitute type in which either the person factor (locus of control) or the situation factor (incentives) blocks the effects of the other factor. The interaction with participation is a blocking type, wherein external orientation diminishes the performance effect of participation.
Role of Identification with a Group, Arousal, Categorization Processes, and Self-Esteem in Sports Spectator Aggression
Authors: Branscombe Nyla R. , Wann Daniel L.
Published: August 2005

Previous attempts to account for the occurrence of spectator aggression have employed one of the long-standing theories of aggression (i.e., instinctual theories, drive reduction models, and the social learning perspective). While support for some aspects of these theories has been documented, a comprehensive analysis of the phenomenon might direct research to more fruitful avenues. Such an analysis is proposed in this review. In addition to incorporating well-documented concepts such as physiological arousal and modeling, this new viewpoint includes the motivational aspects of team or group identification, the cognitive component of categorization, and the esteem-enhancing consequences of aggressive behavior. A model of the variables leading to spectator aggression is presented, and it is contrasted with prior theoretical viewpoints. Public policy implications for aggression reduction among sports spectators are discussed.
Jury Deliberations in the Trial of U.S. v. John DeLorean: A Case Analysis of Groupthink Avoidance and an Enhanced Framework
Authors: Neck Chris P. , Moorhead Gregory
Published: August 2005

This paper utilizes the groupthink framework (Janis, 1983) to analyze the jury deliberations in the trial of U.S. v. John DeLorean. Based on this analysis, an enhanced groupthink framework is presented that attempts to highlight a major factor that accounts for why defective decision-making does not occur in situations in which groupthink antecedent conditions are present that is, the presence of methodical decision-making procedures.
A Hierarchical Model of Participatory Decision-Making, Job Autonomy, and Perceived Control
Authors: Evans Brian K. , Fischer Donald G.
Published: August 2005

Participative decision-making and job autonomy have been linked to perceived control, however, there has been some ambiguity in how this relationship has been approached in the literature. Researchers have generally sought to maintain the conceptual distinction among the constructs but have treated measures of the constructs as if they were indicators of a single underlying control dimension or disposition. The present study tests the plausibility that a hypothetical general control factor influences responding on several measures of perceived job autonomy and participative decision-making at work. Hierarchical confirmatory factor analysis in samples of teachers and computer company employees supported a model in which measures of separate job autonomy dimensions, general job autonomy, perceptions of participative climate at work, and perceptions of control at work all were related to a second order control factor. The second order control factor was shown to be distinct from perceptions of one's supervisor and from measures of work-related affect. Implications of a second order control construct for future research are discussed.
The Race Relations Competence Workshop: Theory and Results
Authors: Alderfer Clayton P. , Alderfer Charleen J. , Bell Ella L. , Jones Jimmy
Published: August 2005

This paper presents the theoretical basis and the associated perceptions of race relations that characterized a race relations competence workshop which served as the educational component of an overall program to improve race relations among managers within the fictitiously named XYZ Corporation. Workshop activities combined didactic and experiential methods and focused on group and individual levels of learning based on embedded intergroup relations theory. An assessment of the race relations competence workshop was carried out as part of an overall effort to evaluate the race relations improvement program in the company. Employing measures of both global evaluation and perceptions of race relations among managers, the study showed that Blacks evaluated the workshop more favorably than Whites, that reports of having information about the workshop were positively associated with favorable evaluations of the workshop, that workshop participants more than nonparticipants were likely to perceive Whites as hurting Blacks and less likely to perceive Blacks as hurting Whites. Additional analyses showed that, while the workshop generally had favorable effects for participants, the groups most likely to show unfavorable consequences were White male first level managers younger than 41 years and White female first level managers older than 40 years.
Managerial Resourcefulness: A Reconceptualization of Management Skills
Authors: Kanungo Rabindra N. , Misra Sasi
Published: August 2005

The diverse nature of the prevailing conceptualizations of skills required for successful managerial performance hinders our understanding of the phenomenon. This paper examines the limitations to our understanding of the nature of managerial skills based on the analysis of managerial jobs that are often non-routine, unprogrammed, and ill-structured. A framework that distinguishes between managerial "skills" and "competencies" along several dimensions such as specific-generic, task driven-person driven, and transferable non-transferable is suggested as a possible alternative mode of conceptualization. Competencies representing fundamental generic cognitive characteristics are viewed as managerial resourcefulness. Integrating research from the fields of cognitive, clinical, personality, and social psychology, the paper identifies and explicates various components of resourcefulness which have implications for selection and training of managers. Developing appropriate operationalization, assessment, and training procedures with respect to various components of resourcefulness are suggested as areas for future research.
A Proposed Model of Support Provided by Two-Earner Couples
Authors: Granrose Cherlyn Skromme , Parasuraman Saroj , Greenhaus Jeffrey H.
Published: August 2005

Predictors of providing support among two-earner couples have rarely been examined. This paper reviews existing literature on work family dynamics and proposes that providing support is a consequence of factors in the support environment, the provider's resources, and the provider's willingness to provide support based on perceptions of equity, appropriateness, and rewards.
The Partial Unacceptability of Money in Repayment for Neighborly Help
Authors: Webley Paul , Lea Stephen E. G.
Published: August 2005

This study focuses on the acceptability of using money in repayment for three kinds of neighborly help. Questionnaires were distributed to 400 households in four different neighborhoods. Only in the case of the "loan" of food was money found to be an acceptable form of repayment. In most cases, the use of money was rejected because it would break a social convention. There was a strong preference for repaying help by offering the same kind of help in exchange. The data suggested that there are strong patterns of reciprocal helping. Multiple regression analyses showed that the amount of help received was correlated with age, place of previous residence, and the number of people in the immediate area whom the respondent would call by name. Respondents who scored higher on either help received or perceived neighborliness were slightly more willing to offer money in repayment of neighborly help. These results are consistent with the view that there are limits on the use of money in social exchanges.
From Postmodern Anthropology to Deconstructive Ethnography
Authors: Linstead Stephen
Published: August 2005

The social sciences have recently exhibited renewed interest in ethnography while traditional anthropology has been struggling with the challenges of postmodernism. This paper considers the theoretical implications of the potential convergence of these strands, with particular reference to the ethnography of organizations. Postmodernism is seen to affect ethnography by problematizing the processes of description, reference, and the establishment of authority in ethnographic texts. It offers, rather than a "scientific" model, a "literary" model of such texts in which description is an active construction rather than a neutral recording of the other's world. Ostensive reference becomes displaced by evocation, the single authorial voice by the "heteroglossia" of many contributing voices. Unfortunately, there is a tendency for the processes of interpretation to be abandoned to a free play of unlimited signification in which any and all meanings are possible, which jettisons rigor and with it critical acerbity. This paper argues for the development of deconstructive ethnography grounded in the work of Jacques Derrida. This ethnographic praxis would demystify social and organizational actions by revealing their inevitable and ever-present internal contradictions without resorting to an externally contrived theoretical or moral standard. It would realize its emancipatory potential through "self-deconstruction."
Participatory Action Research as a Process and as a Goal
Authors: Greenwood Davydd J. , Whyte William Foote , Harkavy Ira
Published: August 2005

Participatory action research is presented as a social research method and process and as a goal that social research should always strive to achieve. After describing the key features and strengths of participatory action research, we briefly analyze its role in promoting social change through organizational learning in three very different kinds of organizations. We argue that participatory action research is always an emergent process that can often be intensified and that works effectively to link participation, social action, and knowledge generation.
The Invention of Corporate Culture: A History of the Histories of Cadbury
Authors: Rowlinson Michael , Hassard John
Published: August 2005

The concept of culture promised to make organization studies more historical. This promise has not been fulfilled. Possible reasons for the failure to integrate business history and organization studies are explored and a synthesis developed, using the historical concept of invented tradition in conjunction with the social cognition biases identified by organizational culture. The major part of the article then demonstrates how Cadbury, a British confectionery company well known for its Quaker traditions, invented its corporate culture by attributing significance to the Quaker beliefs of the Cadbury family retrospectively. A history is reconstructed, mainly from published sources, to demonstrate how the histories constructed by the firm, including a centenary celebration in 1931, were part of the process of giving meaning to the firm's labor-management institutions.
The Psychological Impact of Merger and Acquisition on the Individual: A Study of Building Society Managers
Authors: Cartwright Sue , Cooper Cary L.
Published: August 2005

The prospect of increasing profitability and market share by acquisition or merger has continued to exercise a more immediate and seductive appeal to organizations than a reliance on organic growth alone, despite the seemingly high risks attached. The human aspects of merger and acquisition and the impact such a major change event has on employee health and well being has received relatively little research attention. This article reports on a recent study of middle managers (n = 157) involved in the merger of two U.K. Building Societies. Post-merger measures of mental health suggest merger to be a stressful life event, even when there is a high degree of cultural compatibility between the partnering organizations.
Boredom at Work: A Neglected Concept
Authors: Fisherl Cynthia D.
Published: August 2005

Nearly everyone experiences episodes of boredom at work from time to time, regardless of the nature of their job. Previous research on industrial monotony is unable to explain boredom on any but the simplest of tasks. A broader view of the causes of boredom, including attributes of the task, environment, person, and person-environment fit, is proposed. Individual choices of response to feelings of boredom are also considered, and a number of research propositions are suggested.
Pay-Allocations by Managers: A Policy-Capturing Approach
Authors: Deshpande Satish P. , Schoderbek Peter P.
Published: August 2005

This study used a policy-capturing approach to examine 3120 pay-allocation decisions of 65 managers (31 male, 34 female) who work in organizations that have a pay for performance policy. Subjects were asked to respond to packages that varied in terms of performance of subordinates, specialized skills/expertise of subordinates, difficulty in replacing the subordinates, possibility of potential subordinate turnover, and current salary of subordinates. Results indicated that all five factors were significant and in the direction expected. The interaction between performance and job offer was significant for only two of the 65 managers. The interactions between specialized skills and job offer and difficulty in replacement and job offer were not significant for any of the managers. Most of the variance across the managers was accounted by sampling error and criterion unreliability. Results also indicated that subjects' explicit rankings of the five factors did not correspond highly with the rankings of their regression weights.
Reactions to Individuals Who Are Consistently Positive or Negative: The Impact of Differing Interaction Goals
Authors: Lipkus Isaac , Rusbult Caryl
Published: August 2005

This experiment exposed subjects to one of two interaction goals, and examined their attraction to interaction partners who differed in valence and variability. Specifically, subjects evaluated the desirability of potential interaction partners who were positive vs. negative in their evaluations of people and objects, and who exhibited high versus low variability in their evaluations. In addition, the subject's interaction goal was manipulated: Half of the subjects were led to desire self-enhancement, or to receive information increasing their self-regard; the other half were led to desire cognitive clarity, or to receive information that would increase their accurate understanding of everyday experiences. Consistent with predictions, subjects were more attracted to interaction partners who were positive than to interaction partners who were negative, and subjects were more attracted to interaction partners who were highly variable than to interaction partners who were low in variability. Also consistent with predictions, degree of attraction was influenced by the nature of the subject's interpersonal goal: When desire for self-enhancement-or the need to feel better about oneself-was made salient, subjects focused more strongly on the interaction partner's level of positivity. Conversely, when desire for cognitive clarity -or the need to obtain clarifying information about oneself and the environment -was made salient, subjects focused more strongly on degree of variability in the interaction partner's evaluations. The implications of these findings for interpersonal attraction research are discussed.
Organizing Frameworks in Emerging Organizations: A Cognitive Approach to the Analysis of Change
Authors: Löwstedt Jan
Published: August 2005

This article presents a study designed to relate the way decision makers think about organizing to emerging changes in organizations. The complexity and content of the organizing frameworks of key actors in three cases of introduction of computer aided design were analyzed. This resulted in a typology describing actors as analysts, facilitators, or organizers. A correspondence was found between the way these actors thought about organization and the emerging organizations observed in three cases. The study is used to develop a cognitive actor's approach to organizational change.
Roles Executives Play: CEOs, Behavioral Complexity, and Firm Performance
Authors: Hart Stuart L. , Quinn Robert E.
Published: August 2005

This paper develops a model of executive leadership consisting of four competing roles: Vision Setter, Motivator, Analyzer, and Task Master. These four roles are operationalized and hypotheses are then tested concerning their relationships to three dimensions of firm performance using data collected from a sample of 916 top managers. Results suggest that CEOs with high "behavioral complexity" - the ability to play multiple, competing roles - produce the best firm performance, particularly with respect to business performance (growth and innovation) and organizational (stakeholder) effectiveness. Executive leadership role had little to do with firms' financial performance.
The Persean Ethic: Consistency of Belief and Action in Managerial Practice
Authors: Raelin Joseph A.
Published: August 2005

The Persean ethic in managerial practice refers to the willingness of managers to follow through on their espoused beliefs with others in their immediate working network. It is considered to be among the most important of managerial practices since through it managers can monitor their beliefs to ensure that their actions are consistent with otherwise salutary espoused theories. In order to assess the dependent variable of Persean conduct, or consistency of belief and action, the core respondents' immediate work set, including their superior, peers, and subordinates, were surveyed as well as themselves. In an attempt to create an explanatory model of Persean conduct, individual personality and background factors, situational characteristics, their interaction, and learning factors were evaluated. Respondents were found to vary on Persean conduct, the Persean ethic was found not to be unidimensional, and although each of the independent variable clusters was represented in the predictor list, personality factors dominated as explanatory variables.
Making Sense of the Environment: The Role of Perceived Effectiveness
Authors: McCabe Donald L. , Dutton Jane E.
Published: August 2005

This manuscript develops and explores two ideas: (1) that perceptions of environmental uncertainty are after-the-fact rationalizations used by decision makers to explain strong or weak effectiveness assessments, and (2) that different contexts motivate different sense-making outcomes. The findings, based on a sample of senior decision makers from 34 firms in two industries, suggest that assessments of effectiveness and perceptions of environmental uncertainty are related through decision makers' sense-making efforts. The manuscript also addresses the limitations and implications of these results.
Personal Attributes as Predictors of Superiors' and Subordinates' Perceptions of Military Academy Leadership
Authors: Atwater Leanne E. , Yammarinol Francis J.
Published: August 2005

Relationships between military academy leaders' personal attributes (e.g., traits, thinking styles) and others' ratings of transformational and transactional leadership were assessed in this study. Regression analyses indicated that personal attributes significantly predicted leadership ratings. Consistent with implicit leadership theories, however, the relevant predictors differed as a function of the positions of the individuals who rated leadership (i.e., superiors vs. subordinates of focal leaders). For example, leader intelligence and athletic experience were related to subordinate ratings of leadership while the leader's degree of conformity was associated with superiors' ratings of leadership. Implications for organizations and for understanding the leadership rating process are discussed.