bluuebunny/crossref_metadata_2025 huggingface dataset:
Psychosocial Adjustment of Males on Three Types of Dialysis
Authors: Courts Nancy Fleming , Boyette Barbara G.
Published: March 2007

End-stage renal disease (ESRD) is a chronic illness that challenges the coping ability of patients and their families, demanding behavioral and emotional lifestyle changes. The purposes of this comparative descriptive study were to explore the anxiety, depression, and psychosocial adjustment of male patients on three types of dialysis-home hemodialysis (home HD), in-center hemodialysis (in-center HD), and peritoneal dialysis (PD)-and to identify perception of hemodialysis stressors for those on home HD and in-center HD. Five subjects in each of the three groups (N = 15), matched for age, gender, education, and dialysis type, participated in the study. Although the convenience sample size is too small to generalize, subjects on home HD demonstrated higher psychosocial adjustment The study supports further research with larger, randomized samples. Information about psychosocial adjustment of patients on each type of dialysis provides information for nurses as they guide patients in choosing dialysis type.
Elder Care among Mexican American Families
Authors: Clark Michele , Huttlinger Kathleen
Published: March 2007

This exploratory study describes caregiving experiences of elderly family members as perceived by eight Mexican American women caregivers and characterizes the ideas that some Mexican Americans have about elder care. A qualitative approach, using open-ended questions, revealed a cultural picture that reflected a very rich cultural heritage. This picture includes the importance of the family's responsibility to care for its elder members and describes family commitments that reach beyond obligation. It also portrays a complex system of cultural beliefs and values that are based on Mexican American tradition. The themes of reciprocity and point of reckoning emerged as two descriptive characteristics of the Mexican American family in the southwestern United States that form the basis for the restructuring of a woman's responsibilities during middle age. This study indicated that the bicultural lens through which the caregiver views the world may differ markedly from that of the elderly family member.
Functional Performance of Older Adults in a Long-Term Care Setting
Authors: Resnick Barbara
Published: March 2007

Motivation has been identified as an important factor in the older adult's ability to perform functional activities. The purpose of this study was to explore functional performance and factors that have an impact on functional performance in nursing home residents. Participants included 44 White older adults from two nursing homes. The majority of the participants were female (84%). The mean age of the participants was 88 ± 6.4 years and, on the average, they had been in-stitutionalized for 2.85 ± 2.8 years. Following data reduction of the predictors, two factors-motivation (efficacy beliefs and intrinsic motivation) and lower extremity function (contractures and standing balance)-were identified. In a step-wise multiple regression analysis, these two factors were the only variables that significantly predicted functional performance and accounted for 81% of the variance in function.
A Note on the Concept of Tacit Knowledge
Authors: Castillo Jose
Published: March 2007

In their search for clarity and truth, researchers across the disciplines have tended to embellish the concept of tacit knowledge with ever more liberal layers of meaning and characterization, to a point where the concept today seems rather discombobulated by a myriad of dissimilar viewpoints. Some researchers see the issue as a tangible resource that can be easily captured and utilized, while others are still grappling with conceptualizing and measuring the concept. This paper makes three suggestions in an attempt to bring order to this untidy state of affairs; first, a new typology of tacit knowledge is suggested. Second, a call is made for a new deductive test of tacit knowledge and rudimentary suggestions for such a test are made. Third, a call to reviewers and editors is made to begin the process of culling the many ideas that are so often attributed to, or are argued to be tacit knowledge.
Professional Women in Conversation
Authors: Kolb Deborah M. , Williams Judith
Published: March 2007

In the spring of 1992, we convened meetings of two groups of professional women in Boston to discuss the role of professional women in effecting change. Our point of departure was a two-part series about the women's movement and the distance between achievements and expectations. Using biography, the participants grappled with the capacity for organization change and the ways these experiences affect them on a personal level. Significant differences emerged in the group around issues of choice, responsibility, leadership, and renewal. No conclusions were reached, but all believed that dialogue as a collective enterprise could in itself foster new ways of engagement and thereby precipitate change.
A Three-Dimensional Analysis of Symmetric Composite Laminates with Damage
Authors: Chow C.L. , Yang F. , Asundi A.
Published: March 2007

Damage behavior of a symmetric composite laminate without an initial im perfection or macro-crack is analyzed based on a three-dimensional lamination theory under multi-axial loading. The global response of the laminate during the damaging pro cess is determined from the individual response of its constituent plies and their mutual relations. Some specific results are presented to illustrate the damage characteristics of several typical composite laminates when they are subjected to proportional loading. The application of the method to characterize damage initiation and growth in more complex structures is also discussed.
On the Role of Interphases in the Transverse Failure of Fiber Composites
Authors: Gosz M. , Moran B. , Achenbach J.D.
Published: March 2007

A numerical investigation into the effect of interphase properties on the transverse strength of unidirectional fiber-reinforced composites is carried out in the con text of plane strain linear elasticity. The phase geometry of the composite is modeled by a regular hexagonal array of fibers in a matrix, and the interphase behavior is represented by a constrained spring layer model. A variationally coupled finite element-boundary ele ment method is used to obtain the mechanical response of a cell containing a center fiber and parts of surrounding fibers. We assume matrix cracking to be the predominant mode of failure. It is demonstrated that the interphase properties significantly affect the overall cracking patterns. Issues regarding the strength and integrity of the composite are dis cussed.
Stereotypes of International Managers
Authors: Zaidman Nurit
Published: March 2007

This study presents a comparison of stereotypes held by Israeli and Indian managers. Analysis of the elements constituting international managers’stereotypes shows that they are constructed as a result of direct interaction with other managers and as a product of exposure to indirect information sources. This process is highly dependent on a specific context. In addition, there are some common elements in international managers’ stereotypes that signal the existence of a common shared culture code. The study also discusses the impact of international managers’ stereotypes on the conduct of business.
Cynicism about Organizational Change
Authors: Wanous John P. , Reichers Arnon E. , Austin James T.
Published: March 2007

A new construct called Cynicism About Organizational Change (CAOC) was proposed and distinguished from related concepts. The measure of CAOC was supported by confirmatory factor analysis and has acceptable internal consistency reliability. Potential antecedents (measured 21 months before the measurement of CAOC) were examined. Little support was found for CAOC having dispositional roots in one’s general negative affectivity. More support was found for CAOC being learned as a result of little previous change, ineffective leadership practices, and lack of participation in decisions. CAOC was negatively correlated with a concurrent measure of organizational change and with the motivation to keep on trying to support change efforts. In addition, CAOC was negatively correlated with factors outside the realm of change: organizational commitment and the number of labor grievances. Finally, CAOC weakened the instrumentality perception of the relationship between performing well and earning more money, while holding the actual pay system constant.
Effects of Self-Monitoring on Technical, Contextual, and Assignment-Specific Performance
Authors: Caligiuri Paula M. , Day David V.
Published: March 2007

This study investigates the relationship between self-monitoring and multidimensional performance ratings of global assignees. It was hypothesized that supervisors’ performance ratings of expatriate subordinates would depend on three factors: (a) individual differences in self-monitoring, (b) supervisor-subordinate national similarity, and (c) the dimension of performance being rated (technical, contextual, or expatriate-specific). Analysis of variance results from 78 supervisor/subordinate dyads indicated significant interactions among these three factors. The significant interaction for the contextual performance dimension suggests that high self-monitors were rated more favorably by supervisors of the same nationality. Low self-monitors’ ratings were somewhat less affected by rater-ratee national similarity. Self-monitoring also had a significant main effect on ratings of assignment-specific performance. These results suggest self-monitoring personality has differential effects across performance dimensions and rater context. Future research implications are provided for examining the relationship between personality and job performance dimensions. Practical recommendations for the performance management of global assignees are provided.
Addressing Politics in Matrix Teams
Authors: Witt L. A. , Hilton Thomas F. , Hochwarter Wayne A.
Published: March 2007

Analyses of data collected from 172 members of 23 matrix teams indicated that member perceptions of team-level politics were negatively related to executive and member ratings of effectiveness and to member expressions of satisfaction with and commitment to the matrix team. In addition, results of moderated multiple regression analyses indicated that member-team goal congruence moderated these relationships. Perceptions of politics were more strongly related to the outcome variables among individuals who did not share the priorities of their team members than among those whose goal priorities were consistent. These results suggest that leaders can help their team members cope with politics by making efforts to ensure that they share goal priorities of team members.
What Do Managers Like to Do?
Authors: Konrad Alison M. , Kashlak Roger , Yoshioka Izumi , Waryszak Robert , Toren Nina
Published: March 2007

Previous research on the nature of managerial work has defined managerial activities, assessed their importance, and examined the contribution of the activities to managerial success and effectiveness. Researchers have not examined preferences for managerial activities, however. This article describes a paper-and-pencil instrument designed to assess managerial activity preferences and provides evidence to support its reliability and validity. Participants in five countries responded to the instrument. Results indicated that substantial similarities exist between countries in the relative attractiveness of 10 managerial activities. The managerial activities receiving the highest ratings involved leading employees, networking, and innovating. Activities receiving the lowest ratings included controlling employees, doing desk work, and handling time pressures. Country differences were related to each country’s culture and business environment. Within each country, women and men showed a high level of agreement in their preferences, and the observed gender differences were related to shared conceptions of femininity and masculinity.
Granovetter Was Right
Authors: Brown Deborah Wright , Konrad Alison M.
Published: March 2007

Using a longitudinal research design, the authors investigate the impact of the relative growth or decline of a job seeker’s predisplaced industry on the use of personal contacts in the job search process. They also examine the effect of a job seeker’s network on important job search outcomes, including occupational status and salary following reemployment. Results reveal the subsequent emergence of distinct networking strategies and outcomes dependent on industry growth. Job seekers displaced fromgrowing industries tend to focus their search on the inclusion of weak ties. Their counterparts, displaced fromdeclining industries, indicate the tendency to connect with strong ties. However, job seekers in declining industries who made the more difficult connections with weakly tied contacts reaped important benefits in terms of salary following reemployment. The theoretical and practical implications for conducting a job search in a contemporary environment are discussed, along with suggestions for future research.
The FMI: Dimensions of Follower Maturity
Authors: Moore Loren I.
Published: March 2007

Situationally appropriate leadership requires that effective, efficient leader behav ior be based on the variables of leadership-leader, followers, and the situation. The Follower Maturity Index (FMI), an instrument used in observations o f verbal and nonverbal behavior in task groups, provides a basis for categorizing and quan tifying follower behavior in terms of the dimensions of maturity: achievement mo tivation, willingness and ability to take responsibility, task-relevant education or experience, activity level, dependency, behavior variety, interest, perspective, posi tion, and awareness. Maturity level is the degree (low, average, or high) of maturity behavior observed. Through the use of the FMI, appropriate leader behavior is facilitated, and follower and leader behavior is changed. Further, there are impli cations for organization development, consulting, and research.
On the Development of Relationship Awareness Theory: A Personal Note
Authors: Porter Elias H.
Published: March 2007

Relationship Awareness Theory is based on the premise that one's behavior traits are consistent with what one finds gratifying in interpersonal relations and with concepts or beliefs one holds about how to interact with others to achieve those gratifications. Although many personality theories are about people, this theory was meant for people. It was intended to provide an effective means for under standing one's self and for understanding others so that interpersonal relationships could be mutually productive and gratifying. The theory was planned to help people organize their concepts of themselves and their concepts of others around three basic motivations: wanting to be of genuine help to others, wanting to be the leader of others, and wanting to be self-reliant and self-dependent.
Transactions Between Consultants and Clients: A Taxonomy
Authors: Barber William H. , Nord Walter
Published: March 2007

A rudimentary contingency model for analyzing transactions between clients and consultants is presented. Independent variables are "healer roles" taken by consultants, influence orientation and cognitive style of clients, and type of change problem. Predictions about fit among these variables suggest differential outcomes in terms of tension and stability in the working relationships between clients and consultants.
T-Groups for MBA's: A State-of-the-Art Survey
Authors: Hunsaker Phillip L.
Published: March 2007

Sensitivity training is now well entrenched in about half of the MBA programs in schools of business administration accredited by the Ameri can Association of Collegiate Schools of Business. In this study, the experiences, attitudes, and recommendations of academics were gener ally found to be congruent with those of management-development direc tors in business firms that utilize the technique. Participating faculty appeared to be well qualified, used sensitivity training in elective-credit courses, utilized conservative methodologies, graded the participants, felt that they were successful in attaining their objectives, saw little probability of psychological danger for participants, and encountered the most resistance to their objectives from the prevailing business- school atmosphere.
Energizing Commitment to Change in a Team-Building Intervention: A FIRO-B Approach
Authors: Varney Glenn H. , Hunady Ronald J.
Published: March 2007

Energizing individuals to change relationships with other team members is the prime objective of team building. FIRO-B was found to be a power ful stimulus to change, although individual team members did not report other team members' behavior as being consistent with their FIRO-B scores. Furthermore, post-FIRO-B scores did not reflect actual behav ioral change.
An Evaluation of Structured Experiences: How Effective Is Experience-Based Learning?
Authors: Nykodym Nick , Simonetti Jack L.
Published: March 2007

Although the importance of communication in organizations is obvious, little effort has been made to examine the trait called "communication apprehension" in terms of its effect on organizations. Research has been conducted on an interpersonal and small-group level about the anxiety that precedes communication, and university courses in organizational communication have increased in the last five years, but the need for research that is applicable to organizational life still éxists. The research reported here explores the use of structured experiences (experience- based learning) in reducing communication apprehension. A pre-test, post-test design was used. The structured experience as a means of re ducing communication apprehension was found to be significant at the .005 level.
Relationship Between Operation Inventory Scores and Overt Small-Group Problem-Solving Behavior
Authors: Quirk Thomas J. , Dimarco Nicholas
Published: March 2007

The purpose of this study was to investigate the relationship between scores on the Orientation Inventory (Bass, 1962) and overt behavior during a small-group problem-solving activity. Undergraduate volunteers from Prin cipia College were recruited, and five students were assigned to each discus sion group. A videotape of each thirty-minute discussion was made, and a special observation system was developed1 to score the students' behavior in ten-second time-sampling intervals into one of five categories: (1) Talking- Task behavior, (2) Talking-Group-Maintenance behavior, (3) Talking-Self- Oriented behavior, (4) Talking-Miscellaneous behavior, and (5) Nonverbal behavior. Scott's π reliability coefficients on a criterion videotape ranged from .72 to .90, with a median of .81. Rank-order correlations and chi-square tests were computed to determine the relationship between scores on the Orientation Inventory and overt behavior during the problem-solving task.
Validity of Carkhuff's Index of Communication
Authors: La Monica Elaine L.
Published: March 2007

The study investigates the validity of Carkhuff Index of Communica tion and Emphatic Understanding Rating Scale. Three areas are investi gated : order effects, parallel items reflecting men and children as helpees, and differences between graduate students in psychology and in nursing. Results suggest that order of items and order of test administration have no effect on mean item and test scores. Differences noted in parallel items suggest that the instrument is not task generalizable. The low scores obtained by students in helping professions lend little support to the construct validity of the instruments.
The Nature of Managerial Work: A Comparison of Public- and Private-Sector Managers
Authors: Lau Alan W. , Pavett Cynthia M.
Published: March 2007

Little empirical information is available on the nature of managerial work. Such information is needed, not only for training and development programs but also for managerial selection, appraisal, and utilization. The purpose of this study was to compare high level managerial jobs in public and private sectors by examining job content, job characteristics, and required skills, knowledge, and abilities. Mintzberg's (1973, 1975) roles were used for the comparisons. Data were gathered from 210 public-sector and 220 private- sector managers and executives. Results indicate that managers in the public sector perform the same kind of activities as managers in the private sector in terms of complexity of job content and roles and in terms of job characteristics. The study has action implications for the selection, development, and appraisal systems of both public- and private-sector executives.
Personal Values in Managerial Decision Making: Value-Cluster Approach in Two Cultures
Authors: Palmer David D. , Veiga John F. , Vora Jay A.
Published: March 2007

Much of the research on managerial decision making in cross-cultural settings has relied heavily on overall differences in values to help explain variance in decision preferences. Although the research has been valuable in identifying cultural differences, it has not focused enough on the similarities among cultures, especially in occupational subgroups. This paper reports a cluster-analytic approach to developing value profiles as a technique for identifying value similarities in managerial subgroups. The results, from a sample of Indian and American managers, show that two dominant value profiles (designated "pragmatic" and "altruistic") were present and that these value profiles helped explain variances in decision preferences.
Study of a Quality of Work Life Program: Organizational Control, Experience Influence, and Objective Involvement
Authors: Peterson Mark F. , Peterson Susan M. , Macy Barry A.
Published: March 2007

The implications of being involved in either the design of changes or the applica tion of a QWL change for four aspects of experienced influence are considered. The results indicate that while organization-wide experiences and perceptions of increased influence occurred, the people who experienced the most increase in influence were those who helped design the change.
Risky Shift and Gender of the Advocate: Information Theory versus Normative Theory
Authors: DiBerardinis James , Ramage Kathy , Levitt Steve
Published: March 2007

This study investigated the relationships between what has been termed the "risky shift" phenomenon and gender. The independent variables were the gender of the subjects and the gender of the confederate who advocated risk during a group discussion. The results showed that the male subjects took more risk than did females, and that the male advocate elicited more risk than did the female advocates. A surprising finding was that the female advocate elicited no risky shift from female subjects.
Group Development and Interpersonal Feedback
Authors: Davies Don , Kuypers Bart C.
Published: March 2007

Theories of group development stages have seldom been tested empiri cally and systematically, unlike communication processes in groups that have had considerable attention. The relationship between these two has been virtually unexplored either theoretically or empirically. From group development theory (Bennis and Shepard) this study first extracts hypotheses about expected variations in feedback characteris tics through different group development stages and then tests these in four ongoing small groups. The pattern of changing feedback charac teristics during the 15 training sessions, particularly receiver agree ment with negative feedback, confirms a six-stage model of group development, and thereby suggests revisions to existing models. Addi tionally, an earlier, much reported, and very stable phenomenon of the feedback "credibility gap" (positive feedback consistently rated higher in credibility than negative feedback) is shown to vary through different development stages. This has implications for experimental studies on the credibility gap.
An Adaptive Role Strategy: One Technique for Studying Participants' Role in Educational Organizations
Authors: Ryan Alan G. , Nay Marshall A.
Published: March 2007

The Adaptive Role Strategy that is described in this article is de signed to improve and expand the conduct of role studies. The strategy has five stages: Generation of an Idealized Model, Adap tation of the Model, Revision of the Model, Assessment of the Per ceived Role Performance of an Innovation, Service or Institutional Activity, and Utilization of Assessment Results. The stages are il lustrated by reference to the literature on a broad range of role studies.
The Power of a Mentor
Authors: Fagenson Ellen A.
Published: March 2007

Do protégés report having more power than nonprotégés? Do male protégés report having more power than female protégés? Do high-level protégés report having more influence than low-level protégés? To answer these questions, mentored and nonmentored men and women in high- and low-level positions were asked to evaluate their level of organizational policy influence, access to important people and their level of resources in their organizations. The results of the study revealed that mentored individuals reported having more of each of these three forms of power than nonmentored individuals. Protégés' perceptions of their power were not affected by their gender or level.
Beyond Task and Maintenance
Authors: Ancona Deborah Gladstein , Caldwell David F.
Published: March 2007

Using interview and log data from 38 new product team managers and 15 team members, we identify a set of activities that group members use to manage their dependence on external groups. Team members carry out scout, ambassador, sentry, and guard activities along with immigrant, captive, and emigrant roles to manage external transactions. It is hypothesized that high team performance is associated with a fit between the level of boundary activity and the degree of resource dependence.
The Alpha, Beta, Gamma Change Typology
Authors: Golembiewski Robert T.
Published: March 2007

Over a decade after its introduction, this article looks back on reactions to the trinitarian concept of change. Two emphases dominate. Personal reactions to the concept's reception receive initial attention, then the focus shifts to areas of significant progress in a decade's exploration of the plural concept of change.
Intercultural Assessment of Performance Feedback
Authors: Earley P. Christopher , Stubblebine Patrick
Published: March 2007

A field study was conducted in the United States ( n = 269) and England ( n = 254) to identify key characteristics of feedback and culture in determining an individual's performance. Relevant hypotheses were tested using hierarchical regression analyses conducted on survey data collected in each country from production workers. The results demonstrate that feedback is more strongly related to the performances of American than English production workers. Indirect support for the moderating influence of the cultural dimensions of uncertainty avoidance and power distance in the relation of supervisor-provided feedback to performance was also demonstrated. The results are discussed in terms of their implications for the use of feedback in multicultural settings.
Technical Supervision and Turnover Among Engineers and Technicians
Authors: Sherman J. Daniel
Published: March 2007

In a study of engineering, scientific, and technical support personnel, factors in the immediate work environment which are influenced by the behavior of the technical manager were found to affect turnover propensities. Satisfaction with supervision, higher order need fulfillment, and unit morale were found to be more important influences on retention for technical support personnel. However, for the engineering and scientific personnel, factors such as autonomy, goal congruence, and higher order need fulfillment were found to have greater influence. The results suggest the importance of management training for technical managers as a potentially effective strategy to reduce turnover.
Vertical Exchanges and Organizational Commitments of American Business Managers
Authors: Nystrom Paul C.
Published: March 2007

This article examines the quality of vertical exchanges involving 171 managers and their bosses. All of the managers work at middle or upper levels in 48 American corporations. Hierarchical multiple regressions corroborate the hypothesis that quality of vertical exchange exhibits a strong positive relationship with organizational commitment, and this relationship persists even after controlling for four situational variables. The article advances implications for future research and several implications for practicing managers and consultants.
Organizational Information-Processing Capabilities and Degree of Employee Participation
Authors: Castrogiovanni Gary J. , Macy Barry A.
Published: March 2007

An empirical test of the relationship between information processing and employee participation in a longitudinal experimental field setting is described. Data were obtained over a 40-month period from an engineering division within a major southeastern power-generating organization, and hypotheses were tested using a nonequivalent control group design with a comparison group to analyze changes in information processing for employees having different degrees of participation (direct, indirect, or no participation) in decisions regarding an organizational change effort. Results indicate that degree of participation in the change effort affected information-processing capacity positively, thus partially confirming complementarity between participation theory and information theory.
The Effects of Timing of Leaders' Opinions on Problem-Solving Groups
Authors: Anderson Lance E. , Balzer William K.
Published: March 2007

A field study was conducted to examine the effect of timing of leader opinions on group problem-solving performance. University residence life teams ( N= 19) were asked to solve two typical residence hall problems. Teams were randomly assigned to one of two experimental conditions in which leaders either (a) stated their opinions immediately after the presentation of the problem or (b) withheld their opinions until later in the discussion. As predicted, groups with leaders who delayed stating their opinions generated significantly more alternative solutions to the problems, and these alternatives were rated more feasible and more likely to be adopted.
Agency Theory and the Motivational Effect of Management Compensation
Authors: Kosnik Rita D. , Bettenhausen Kenneth L.
Published: March 2007

Agency research has concluded that executive compensation through fixed salary promotes managerial opportunism, whereas equity ownership promotes managers' compliance with stockholders' interests. Using an experimental design, this study examined the extent to which these motivational effects of compensation are conditioned by the level of board control and conditions in the managerial labor market. Participants' opportunistic behavior was negatively affected by the level of board control. This effect was reinforced by high fixed salary compensation and favorable conditions in the managerial labor market.
The Effects of Turnover on Perceived Job Quality
Authors: Gupta Nina , Jenkins G. Douglas , Beehr Terry A.
Published: March 2007

Despite extensive turnover research, there is little information on whether people's perceived job quality actually improves as a function of turnover. Using data from people who stayed with the job, who changed jobs, or who changed employers, this study examined the relative validity of three theoretical frameworks regarding the impact of turnover on perceived job quality. The results, although not overwhelming, provided tentative support for dispositional arguments; people tended to retain similar attitudes regardless of actual job quality.
Organizational Commitment-Turnover Relationship Across Occupational Groups
Authors: Cohen Aaron , Hudecek Nadine
Published: March 2007

This meta-analysis examines whether the relationship between organizational commitment (OC) and turnover differs across occupational groups. It was suggested that the OC-turnover relationship will be stronger among employees in higher-status occupations (e.g., professionals) than among employees in lower-status occupations (e.g., blue collars). A total of 36 independent samples were divided into two main occupational groups: blue-collar employees and white-collar employees. The white-collar subgroup was subdivided into professional and nonprofessional employees. The nonprofessional category was further subdivided into managers and clericals. The findings reveal that, in general, the negative relationship between OC and turnover is stronger for white-collar employees than for blue-collar employees. No significant differences were found between the two white-collar subgroups: nonprofessional and professional and manager and clerical. The findings are discussed in terms of their implications for future research on the OC-turnover relationship and the need for an elaboration of the existing explanations for the development of OC.
Effects of Feedback Sign on Group Goal Setting, Strategies, and Performance
Authors: Mesch Debra J. , Farh Jiing-Lih , Podsakoff Philip M.
Published: March 2007

Previous research on the effects of feedback sign on goal setting and performance at the individual level suggests that individuals who receive negative feedback perform at higher-levels and set higher goals than individuals who receive positive feedback. However, little research has been conducted to examine the effects of feedback sign on group goals and performance. The purpose of the present study was to examine the effects of feedback sign on group goal setting, strategy development, and task performance. Fifty-nine, three-person groups participated in a group word recognition task. Groups were exposed to either positive or negative feedback after completing the task. They were then asked to write down their strategies as a group and to perform the task a second time. The results suggested that, although groups that received negative feedback were less satisfied, these groups set higher goals, developed more strategies, and performed at higher levels than groups that received positive feedback Exploratory path analysis of the data also suggested that both feedback sign and performance at Tune 1 had an indirect effect on performance through group goals.
Qualifications of Corporate Board Committee Members
Authors: Bilimoria Diana , Piderit Sandy Kristin
Published: March 2007

Board committees, the most critical subgroups of corporate governance, are examined in terms of the director qualifications of type, tenure, age, internal activity, and external activity. Comparisons of subgroup members' qualifications with those of nonsubgroup members suggest that committees are generally composed of the most qualified directors. Comparisons of new members of committees with continuing and nonmembers suggest that cohesiveness and diversity pressures are balanced in the appointment of new members. The results yield insights about subgroup membership dynamics at the board level, particularly that the mandate and functions of a committee call for specific member qualifications.
Peer Performance Appraisals
Authors: Barclay Julie Houser , Harland Lynn K.
Published: March 2007

Evidence suggests that peer performance appraisals are being increasingly used in organizations and that peers are accurate sources of performance information, yet empirical research on factors contributing to peer rating acceptability is sparse. This field experiment (using 359 public health nurses as subjects) used procedural justice theory as a framework for investigating the impact of the following three peer rating system characteristics on fairness perceptions: rater competence, rater location, and rating correctability (i.e., the opportunity to correct errors in the appraisal). Results supported the hypotheses that rater competence and rating correctability will positively influence fairness perceptions, but did not support the hypothesis that rating systems using external raters will be perceived as more fair. Additionally, the hypothesized interaction between rater competence and rating correctability was not supported.
Contingent Pay Systems and Job Performance Feedback
Authors: Greller Martin M. , Parsons Charles K.
Published: March 2007

Two profile studies were conducted to examine the extent to which contingent pay systems influence the use of job performance information (feedback) provided by the task, supervisor, and changes in pay. Although task and supervisory feedback showed patterns of use similar to those found in previous field research, no moderating effects attributable to pay system were found. Instead, it was the effect of pay that was substantially moderated by other feedback available to the individual. The results suggest the supervisor plays a significant role mediating the effectiveness of pay system interventions.
Organization Culture, Distribution and Amount of Control, and Perceptions of Quality
Authors: Klein Andrew S. , Masi Ralph J. , Weidner C. Ken
Published: March 2007

Normative aspects of organization culture, the distribution and total amount of control, employee performance and perceived quality of service were investigated in a cross-sectional study (n = 823) involving subjects from 159 organizations. A model integrating these constructs is presented, followed by an empirical investigation of hypothesized linkages. Significant relationships were found between organization culture and control distribution, culture and total amount of control, culture and service quality, culture and employee performance, and total control and service quality. Contemporary organizations are making substantial financial and human resource investments in training in problem analysis and problem solving techniques, within the context of Total Quality Management (TQM) programs and, in some cases, culture change efforts (Beer, Eisenstat, & Spector, 1990). These investments are being made in the belief, rooted partly in the "human relations management" movement (Fayol, 1946; Likert, 1961; McGregor, 1960), that the participation and involvement of all hierarchical levels will result in higher product/service quality and, subsequently, improved organization performance.
An Empirical Study of Empowerment in the Workplace
Authors: Thorlakson Alan J. H. , Murray Robert P.
Published: March 2007

Empowerment in the workplace was developed and practiced in the 1950s and 1960s. Recent forces in the business community, such as globalization, skilled staff shortages, and the need for innovation and productivity have added momentum to the search for ways to survive. Despite limited empirical evidence, empowerment has been advocated as a promising solution. This study evaluates the effect of a controlled introduction of empowerment, with reference to power, managerial functions, leadership styles, and employee motivation. Data from 81 employees who were formally empowered were compared with 90 individuals in a control group. Results provided minimal support for the positive influence of empowerment. The disruptive nature of corporate downsizing that occurred during the introduction of empowerment may have nullified its effect.
Relations between Strategic Involvement and Managers' Perceptions of Environment and Competitive Strengths
Authors: Oswald Sharon L. , Mossholder Kevin W. , Harris Stanley G.
Published: March 2007

It is hypothesized that relations between managers' involvement in strategic planning and their perceptions of the organization's environment and its competitive strengths would be influenced by the presence of a salient strategic vision. The authors tested this hypothesis using a sample of upper level managers in a large Fortune 100 corporation undergoing a major strategic transformation. The results indicated that when the vision was more salient, both perceived environmental uncertainty and competitive strengths were more strongly related to strategic involvement These relationships were attenuated when vision salience was low. Implications regarding vision salience and strategic management are discussed.
Effects of Transformational Leadership and Anonymity on Idea Generation in Computer-Mediated Groups
Authors: Sosik John J.
Published: March 2007

A laboratory experiment was conducted to evaluate the effects of high and low levels of transformational leadership style and anonymity on 36 undergraduate student work groups using a Group Decision Support System (GDSS) to perform an idea generation task. Transformational leadership was manipulated through confederate leaders who displayed leadership behaviors and entered comments into the GDSS according to scripts. Results of analysis of variance indicated that groups working under high transformational leadership generated more original solutions, supportive remarks, solution clarifications, and questions about solutions and reported higher levels of perceived performance, extra effort, and satisfaction with the leader than groups working under low transformational leadership. Results also indicated that anonymous groups generated more critical comments and less problem clarifications than identified groups. Implications of these results for organizational researchers and managers are discussed.
Self-Esteem and Self-Efficacy within the Organizational Context
Authors: Gardner Donald G. , Pierce Jon L.
Published: March 2007

The self-concept has emerged as an important component of organizational paradigms. This article reviews the conceptual meanings of self-esteem and self-efficacy, clarifies the relation-ship between the two perceptions of the self, and discusses how an understanding of them can lead to better organization management. An empirical examination explored the intervening role of organization-based self-esteem in the relationship between generalized self-efficacy and explored two outcomes-employees' job performance and job-related affect (job satisfaction). Organization-based self-esteem emerged as the stronger predictor of ratings of performance and employee satisfaction, and it appears to act as a mediator in the relationship between generalized self-efficacy and these employee responses. The managerial implications of these results are discussed.
Untangling Procedural and Distributive Justice
Authors: Welbourne Theresa M.
Published: March 2007

Prior studies on fairness have investigated the conditions under which either procedural or distributive justice is more important to employees. One view holds that procedural justice is more important when the outcome is group-based, and distributive justice is more important when an outcome is individual-based. The second view is that distributive justice is more important when an outcome is high or positive, and procedural justice is more important when an outcome is low or negative. This study examined of the effects of procedural and distributive justice on satisfaction with gainsharing, which involves a group-based outcome. The study was conducted with two firm, one representing a high payout conditon and one a low-and zero-bonus payment. The results suggest that level of payout is important in the determination. Implication. Implications for research had for corporate we gainsharing are discussed.
Relationships between Feedback and Self-Development
Authors: London Manuel , Larsen Henrik Holt , Thisted Lars Nellemann
Published: March 2007

This study examined the extent to which dimensions of feedback are related to self-development. Employees rated their perceptions of feedback received, and supervisors rated employees’ self-development (seeking feedback and development) and job performance. Self-ratings of career motivation, public self-consciousness, and feelings of empowerment were also examined as correlates of self-development and performance. Respondents were 115 employees and their supervisors in a large Danish bank. A factor analysis showed four dimensions of feedback: positive reinforcement, evaluative feedback, threat, and development focus. Younger managers were higher on self-development. Those who perceived receiving more positive reinforcement and nonthreatening feedback and who felt empowered were rated higher in performance. Implications for practice and future research taking into account feedback dimensions and national culture are discussed.
Self-Reinforcing Dominance Interactions Between Virtual Males and Females. Hypothesis Generation for Primate Studies
Authors: Hemelrijk Charlotte K.
Published: March 2007

Although in group-living primates an individual's dominance position is a consequence of its social skills with both sexes, there are few data and hardly any theory on male-female dominance relationships. In order to stimulate a systematic study on this topic, I present a simple individual- oriented model on inter-sexual dominance and how it is influenced by species characteristics of primates, such as intensity of aggression and sex ratio. The model represents a virtual world inhab ited by entities that do nothing except grouping and performing dominance interactions in which the effects of winning and losing are self-reinforcing. VirtualMales start out with a higher winning tendency and are characterized by a higher intensity of aggression than VirtualFemales. To ensure comparability to behavioral patterns of real animals, I record the same behavioral aspects of the artificial entities as have been collected for real primates. Results show that due to the high impact of acts in fiercely aggressive VirtualSpecies, the variation in dominance values is larger than in mild ones. As a consequence, the rank of the most subordinate VirtualMale is lower than that of the lowest-ranking mild VirtualMale and, counter-intuitively, VirtualMales dominate relatively fewer VirtualFemales in fierce than mild species. Correspondence of model results to findings on primates allows us to use insight obtained from the model to derive hypotheses on the relation between intensity of aggression, sex ratio, male mounting behavior and female choice of primates.
Failure Recognition and Fault Tolerance of an Autonomous Robot
Authors: Ferrell Cynthia
Published: March 2007

The purpose of this article is twofold The first goal is to present important issues in designing fault-tolerant systems for autonomous robots. The second is to present the fault-tolerance capabilities we implemented on our autonomous robot. Our approach is characterized by a distributed network of concurrently running processes. To tolerate hardware failures, a set of fault-tolerance processes is written for each component. These processes are responsible for detecting faults in their respective component and for minimizing the impact of the failure on the robot's performance. By exploiting concurrency and distributedness, the system monitors, detects, and compensates for component failures simultaneously. The capabilities of this system have been tested by physically disabling and enabling the robot's sensors and actuators. The system quickly recognizes and compensates for both minor and severe sensor and actuator failures. lt tolerates a variety of sensor failures such as decalibration, erroneous readings, and permanent failures. lt also tolerates various combinations of failures such as individual failures, concurrent failures, and accumulative failures.