bluuebunny/crossref_metadata_2025 huggingface dataset:
The Influence of Current and Past Alcohol Use on Earnings: Three Approaches to Estimation
Authors: Bryant Richard R. , Samanayake V. A. , Wilhite Al
Published: March 2006

This article examines alcohol consumption and wages of males, aged 21 through 28, from three different perspectives. First, a four-equation model employs the National Longitudinal Survey of Youth to estimate a wage equation and an hours-of-work-equation for heavy drinkers and contrasts these estimates with wage and hours equations for moderate drinkers. Using a variety of drinking thresholds to distinguish "heavy" drinkers from "moderate" ones, the association between current levels of drinking, wages, and hours of work is measured. The longitudinal nature of the data is then used to study the relation between a profile of drinking over the 1982-1985 period and earnings. Last, a wage-change model investigates how the profile of drinking over the period 1982-1984 is related to the wage change between 1982 and 1985. The results from the static single-period model differ markedly from the wage-change model. Cross-sectional data show that higher drinking levels are correlated with higher wages and hours of work. Over time, however, increased drinking is associated with lower wages.
Membership in Quality Circles and Participation in Decision Making
Authors: Bruning Nealia S. , Liverpool Patrick R.
Published: March 2006

This study is an examination of the relationship between membership in quality circles and desired and perceived actual levels of employee participation on work-related and economic/strategic issues. A multivariate analysis of variance (MANOVA) was conducted on questionnaire responses from 224 nonsupervisory employees from three manufacturing plants. The results indicated that reliable differences in levels of desired and perceived actual participation were found due to quality circle (QC) membership and company. When differences between companies on employee demographic profiles, need for dominance, task characteristics formalization, and management attitudes about participation were controlled for; only one univariate difference due to company remained. Similar MANOVA analyses for outcome variables (absenteeism, turnover, work satisfaction, and organizational commitment) indicated a multivariate difference due to company and to the interaction between company and QC membership. Univariate analyses indicated the differences were apparent with turnover, work satisfaction, and organizational commitment. The covariate analyses eliminated some but not all of the significant differences.
Researching Mutual Help Group Participation in a Segregated Society
Authors: Humphreys Keith , Woods Michael D.
Published: March 2006

Mutual help organizations are strongly influenced by the context in which they exist. Therefore, research on mutual help group participation among minority groups must take into account such contextual variables as racial and cultural segregation and the differing roles/attitudes of professionals and local gatekeepers in Black and White communities. To develop this argument, a study of 12-step mutual help group involvement after substance abuse treatment was conducted. One year after treatment intake, African American (n = 233) and White (n = 267) substance abusers were attending 12-step groups at comparable rates, but different factors predicted attendance for each racial group. Among Whites, more severe substance abuse problems and legal problems negatively predicted mutual help group involvement, whereas being treated in a residential setting and being treated for a longer period predicted mutual help group involvement positively. Among Blacks, length of treatment positively predicted mutual help involvement, whereas psychological problems predicted it negatively. For both racial groups, similarity of the individual's race to the predominant race in the area predicted mutual help involvement positively. That is, Whites in predominantly White areas and Blacks in predominantly Black areas were more likely to go to a group than were individuals who were locally in the racial minority. The implications of these findings and the politics of research on African American mutual help organizations are discussed.
Self-Help for Sickle Cell Disease in African American Communities
Authors: Nash Kermit B. , Kramer Kathryn D.
Published: March 2006

This article presents the results of a 5-year formative evaluation study on sickle cell self-help groups. Sickle cell disease is a chronic genetic disease that primarily affects African Americans in the United States. The outcomes of this research provide an opportunity to discuss the participation of African Americans in self-help groups. This study is the first known to focus exclusively on self-help groups for African Americans. In 1992, contact was made with 134 groups representing 31 states, the District of Columbia, and one province of Canada. This represents all sickle cell groups known to exist in the United States. Data were collected on 123 of the 134 groups. The results show that 20% of the groups existed for more than 10 years, including one group that started 23 years ago. Since 1985, a steady, yearly growth rate of 13.4% has been calculated. Clearly, African Americans have been in and continue to join self-help groups. Continued research with these groups is needed to augment the current formative evaluation study.
Quality Management: Practice Risks and Value-Added Roles for Organization Development Practitioners
Authors: Levin Ira M. , Gotylieb Jonathan Z.
Published: March 2006

As an increasing number of organizations move to adopt some form of quality management, organization development (OD) practitioners are being called on to assist with these efforts. A growing number of OD practitioners are entering into such quality management consulting content areas as providing clients with roadmaps for implementation, instructing management teams in the principles and methods of quality management, and serving as facilitators/trainers of quality improvement project teams. The authors believe there are inherent dangers attached to this trend. This article first explores the basis of what seems to be the strong attraction that quality management has for OD practitioners and then discusses some of the risks associated with OD practitioners entering into content areas of quality management consulting. Finally, the authors offer what they believe to be several distinctive, value-added roles that OD practitioners can play when consulting with organizations interested in implementing quality management models. These roles both add value to the client system and are consistent with the core ideals and values of the OD field.
Assessing Senior Executives: The Impact of Context on their Roles
Authors: Javidan Mansour , Dastmalchian Ali
Published: March 2006

This study assesses the leadership roles of senior executives/managers. It first offers an empirical construct of five roles for senior executives: mobilize; ambassador, driver, auditor; and servant. These roles reflect the perceptions of subordinate managers of the leadership roles of their superior senior executives. Second, it tests three hypotheses on the impact of the hierarchical level of the senior executives, the type of organization they manage (public vs. private), and the interaction between level and organizational type on senior executive roles. The data for this study were obtained from 1,687 senior to upper middle managers in three large Canadian organizations. The results showed that hierarchical level of the superior and the interaction between level and organizational type both had an impact on the roles of senior executives. The article discusses avenues for further research in senior management leadership roles.
Psychobiography on the Couch: Character, Biography, and the Comparative Study of Leaders
Authors: Gronn Peter
Published: March 2006

This article endorses the call for the study of leadership character made as part of a symposium presented in a 1990 issue of JABS. In doing so it outlines three aspects of the significance of character (synthesis, meaning, and causation) to enhance further the biographical study of leaders suggested by Kaplan and Kets de Vries in the symposium. A framework is provided to facilitate the detailed comparative biographical study of leaders ` careers both across time and across cultures. On the basis of the author's own biographical research, the article cautions against the uncritical use of various psychoanalytic theories. It is argued that psychoanalytic explanations will retain their significance in accounting for a leader `s behavior; but that increasingly these explanations must be accompanied by evidence of an organic or medical variety.
Lewin Meets Confucius: A Review of the OD Model of Change
Authors: Marshak Robert J.
Published: March 2006

Questions have been raised in recent years about the cultural limits and overall efficacy of organization development (OD) to address the current and emerging problems of contemporary organizations. This discussion attempts to speak to both issues by examining the OD model of change, that is, Lewin's three-stage change process of unfreezing, movement, and refreezing. When the OD model is compared to the model(s) of change based in East Asian and Confucian cultural traditions, different assumptions about change are revealed. The analysis suggests that different culturally based models of change exist and are likely to lead adherents to employ different change methods and approaches. Consideration of both models as valid points to a possible synthesis that would address developmental and transformational change processes. More research into the change models and assumptions inherent in different cultures and cosmologies is needed not only to inform current OD practice but to expand the range of change theories and methods available for dealing with contemporary organizational issues.
Action Research and Scientific Method: Presumed Discrepancies and Actual Similarities
Authors: Aguinis Herman
Published: March 2006

Recent comparisons between action research (AR) and scientific method (SM) have typically focused on their differences and generally concluded that they are two distinct and incompatible methods for cumulating knowledge. The present article attempts to bridge the two approaches by reviewing their common roots and by analyzing the assumptions underlying three frequently noted discrepancies between these two forms of inquiry: (a) the treatment of (multivariate) causality, (b) the setting of the experiment or intervention-field versus laboratory-and the use of a control group, and (c) the use of qualitative versus quantitative data. The evidence presented suggests that despite the differences between AR and SM, these three presumed discrepancies are, in actuality, similarities. In addition, AR and SM seem to be less distant philosophically than some recent comparisons have recognized.
A Comparative Analysis of Organization Development and Social Work, with Suggestions for What Organization Development can do for Social Work
Authors: Resnick Hy , Menefee David
Published: March 2006

This article compares two human service professions-social work and organization development-on a number of dimensions, including values, ethics, theories, practice skills, and client systems. Sufficient similarities (and distinct differences) emerged from this analysis to indicate the utility of social work incorporating organization development technologies into administrative social work practice and education. It is suggested that such inclusion can strengthen the capacity of social work administrators to make the organizational changes needed to adapt to the changing social conditions of the 1990s.
The Self-Help Clearinghouse: A New Development in Action Research for Community Psychology
Authors: Meissen Gregory J. , Warren Mary L.
Published: March 2006

The self-help clearinghouse can be viewed as a new development in action research for community psychology, as a "methodological invention" addressing practical and methodological difficulties of self-help group research. A social exchange model provides advantages in defining the collaborative relationships between researchers, clearing-houses, and self-help groups. The action research concepts of acquisition of practical and theoretical knowledge, organizational feedback, intervention, and evaluation provide a useful framework for analysis. From a public health perspective, it is important to conduct comprehensive studies with self-help group members. Outcome studies need to be complemented by qualitative and ethnographic studies of self-help groups. It is also important to understand how to attract subpopulations presently underserved by self-help groups and to conduct research on how groups can most effectively interface the health and mental health system. This research agenda can best be achieved by collaborative research through self-help clearinghouses.
Soliciting Individual Change in an Interpersonal Setting: The Case of Racially or Sexually Offensive Language
Authors: Latting Jean Kantambu
Published: March 2006

As the battleground against racism and sexism moves from change in legal and regulatory systems to change in interpersonal and cultural habits, a greater understanding of the interactions among those who challenge patterns of behavior they consider offensive and those who defend that behavior should be particularly useful. This article reports the results of a heuristic qualitative analysis of two dialogues in which some discussants sought to persuade others to cease their usage of language that the former considered racially or sexually offensive. The discussions occurred on a computer-based hotline devoted to exploring cross-cultural issues. The investigation sought to determine what were the interpersonal dynamics in the persuasion effort, and how might the persuasion efforts have been more effective. An analysis was conducted of the two dialogues based on persuasion theory and its variants—psychological reactance, cognitive dissonance, impression management, and minority influence theories-and supplemented by modern racism theory. Based on this analysis, recommendations were proposed for those seeking to influence others to cease their use of objectionable language.
On the Relationship between Commuting, Stress Symptoms, and Attitudinal Measures: A LISREL Application
Authors: Koslowsky Meni , Krausz Moshe
Published: March 2006

The relationship between commuting time and attitudinal measures of organizational outcomes has not been clearly identified. The present field study tested a model with an index of stress symptoms as a mediator between the two sets of variables. More than 600 nurses participated in a large personnel study that included questions on commuting time, stress, and several attitudinal measures. Results based on the use of the LISREL computer program indicated that, for nurses driving their own cars, stress acted as a mediator between commuting and attitudinal outcomes. Issues for further investigation and practical implications of the model are suggested.
Employee Health Management and Organizational Performance
Authors: Wolfe Richard , Parker Donald , Napier Nancy
Published: March 2006

Recent research suggests that well-designed employee health management programs (EHMPs) can enhance employee health as well as a number of important organizational outcomes. The purpose of this article is to further our understanding of EHMPs and their effects on organizations. To do so the authors define EHMPs and discuss their history, examine motivations for organizations establishing EHMPs, review EHMP outcome research, discuss linkages between EHMP and the human resource management (HRM) function, analyze the mechanisms by which EHMPs influence important HRM outcomes, and address EHMP implementation challenges. Recommendations for future research are presented.
A Union/Management Cooperative Program Gone Wrong: Some Unintended Consequences of a Fact-Finding Program
Authors: Mesch Debra J.
Published: March 2006

A large public utility company and a labor union recently agreed on a cooperative program to introduce fact-finding into the dispute resolution process. After 2 years, despite a number of positive outcomes, it was mutually agreed that the program would be discontinued. This article is an ex post facto case analysis of and report on this fact-finding program. Issues regarding the nature of the fact-finding program, the organizational consequences of the program, and the theoretical and practical implications of fact-finding are discussed.
Distinct Models of Burnout and Commitment among Men and Women in the Military
Authors: Leiter Michael P. , Clark David , Durup Josette
Published: March 2006

A study of 473 members of the Canadian Forces (232 men and 241 women) found considerable differences between men and women in levels of burnout, organizational commitment, and psychosomatic symptoms. Work environments into which women had been recently introduced were considered by both men and women to be impoverished in terms of support systems. Women found these environments to provide fewer coping resources. The results supported a prediction that supportive collegial relationships were of greater salience to women than to men, and that women were more concerned with issues of powerlessness when confronting organizational problems. The use of a multi-group LISREL analysis permitted a more extensive investigation of similarities and differences in the way men and women experience the military as a workplace. Implications for the development of a comprehensive model of occupational stress are discussed.
Unions and Ethnic Diversity: The Israeli Case of East European Immigrants
Authors: Cohen Aaron , Kirchmeyer Catherine
Published: March 2006

This study examined the union activities and attitudes of 359 East European immigrants to Israel and compared them to those of 362 native-born Israelis. Two forms of union participation (formal and informal activities) and two attitudes (union commitment and union militancy) were examined. These variables were not only compared across the two subsamples, but three explanatory models of the variables were tested as well: the personal, the economic, and the socialization models. The findings showed immigrants to be more active than native-born Israelis in both formal and informal types of activities and more committed to the union. The three models explained more variance in the attitudes and behaviors of native-born Israelis and revealed some differences in the effects of various factors across the two subsamples. Implications for future research and possible strategies that unions could undertake to gain the support of minority workers were discussed
Organizational Centrality: A Third Dimension of Intraorganizational Career Movement
Authors: O'Hara Kirk B. , Beehr Terry A. , Colarelli Stephen M.
Published: March 2006

Organizational centrality, the extent to which an employee is integrated into the network of interpersonal relationships within the work system, has rarely been examined empirically. A survey measuring centrality as well as career attitudes and expectations was completed by 392 full-time employees of a county government. Superiors also rated respondents on three components of centrality. Both self-report and supervisory measures of centrality were related to hierarchical level, career satisfaction, and intention to turnover Organizational centrality holds promise for increasing understanding of employees' intraorganizational careers.
More on Transformations and Moderated Regression Analysis: Advantages of Additivity and Homoscedasticity Transformations
Authors: Hsu Louis M.
Published: March 2006

This article addresses advantages of performing transformations that eliminate interactions in both moderated regression and analysis of variance models, when these transformations also result in homoscedasticity, and when the transformed scores attain at least the same level of measurement as the raw scores. It is shown that these transformations are in fact what have been called subgroup variance equating transformations (SVET), though equality of subgroup variances is a side effect of eliminating interactions and heteroscedasticity. Moderated regression analyses of these transformed data have the following advantages over comparable analyses of raw data: (a) greater tenability of the assumptions of analysis of variance (and moderated regression) models, (b) potentially much greater sensitivity of main effects significance tests, and (c) simpler (more parsimonious) interpretations.
Participative Decision Making and Performance: A Moderator Analysis
Authors: Sagie Abraham
Published: March 2006

The present meta-analysis revisits issues from previous reviews on the relationship between participative decision making (PDM) and performance. Based on a two-phased process model in which attitudes mediate between PDM and performance, several conditions that enhance the PDM-performance relationship are proposed. These are a group (nonleadership) rather than leadership setting, a "tell " rather than "tell and sell " persuasion strategy, and subjective rather than objective measures of participation. Additionally, it is proposed that confounding other intervention methods with PDM or organizational outcomes with performance influences the PDM-performance relationship. Using the dual test of differentiating among effect sizes and reducing variance, a moderator analysis of 70 field and laboratory samples provided support for the propositions. Theoretical and practical implications of the findings are discussed.
Organizational Development in Eastern Europe: Learning to Build Culture-Specific OD Theories
Authors: Perlaki Ivan
Published: March 2006

This study consists of three parts. The first part analyzes major differences between organization development values and national culture in the United States and in Eastern Europe. The second part of the study describes the social development-or social planning-in Eastern Europe. The third part presents three basic strategies for successful organization development applications in Esteem Europe and describes a culture-sensitive general framework for organization development and change developed by the author
The Discard of Study Evidence by Literature Reviewers
Authors: Rodgers Robert , Hunter John E.
Published: March 2006

Literature reviewers have drawn dramatically different conclusions about the effectiveness of management by objectives (MBO). Some reviewers drew quite optimistic conclusions about the value of MBO; others drew pessimistic and/or highly qualified conclusions. Reviewers who drew pessimistic conclusions discarded studies that had "low quality" for one reason or another, whereas reviewers who drew optimistic conclusions were more comprehensive in approach. The studies that were discarded by reviewers were found to be run in contexts in which MBO was much more likely to succeed. The discard of study evidence because reviewers believed it had "low quality" was in this case a prescription for error Indeed, in most research domains, hypotheses about which study features constitute "low quality" should probably be regarded as false.
Social Support, Home/Work Stress, and Burnout: Who can Help?
Authors: Ray Eileen Berlin , Miller Katherine I.
Published: March 2006

This study considered the nature of home/work stress and investigated the role of social support from both intra- and extraorganizational sources in reducing that stress and buffering its impact on burnout. Specifically, demographic factors affecting perceptions of home/work stress and the impact of various sources of social support were examined. Data were collected from nursing-home nurses and analyzed using regression techniques. Results suggested that participants with children and those cohabiting with their partners were particularly vulnerable to home/work stress. Results also indicated that different sources of social support worked in unique ways to relieve the strain of home/work stress. Implications of this research for theory on social support are considered, along with the pragmatic suggestions for using study results in dealing with home/work stress.
Human Resources or Politics: Framing the Problem of Appointing Managers in an Organizational Democracy
Authors: Friedman Victor Jay , Lipshitz Raanan
Published: March 2006

Problem framing is the setting of a problem within a cognitive context that delineates its components and imposes upon them a particular organization and meaning. Although organizational effectiveness has been attributed to the ability of people to skillfully frame and reframe situations, little empirical research has been done on the ways in which organizational members actually frame real organizational problems. This study tests two hypotheses about how members of the Israeli kibbutz frame the problem of appointing managers: (a) kibbutz members tend to perceive the problem's causes, its implications, and the desired solutions either through a human resource frame or through a political frame, and (b) a member's particular way of framing the problem is related to social status groupings within the kibbutz. These hypotheses were tested through a questionnaire administered to 114 kibbutz members from four status levels. The hypothesis that there are two distinct frames was confirmed. The hypothesis that framing is related to social status was only partially confirmed because subjects from all status levels preferred the political framing of solutions. The study concludes that the framing of causes may be loosely connected with the framing of desired solutions. The implications of framing for addressing the problem of appointing managers in an organizational democracy are also discussed.
The Use of an Overall F Test to Control Type I Error Rates in Factorial Analyses of Variance: Limitations and Better Strategies
Authors: Kromrey Jeffrey D. , Dickinson Wendy B.
Published: March 2006

The inflation of Type I error rates caused by the testing of multiple null hypotheses in factorial analyses of variance (ANOVAs) is a problem that is often not recognized in the behavioral sciences. Fletcher, Daw, and Young (1989) described the problem and conducted a limited simulation study to investigate the effectiveness of two strategies to correct the problem: use of an overall F test and use of a Bonferroni adjustment. Unfortunately, two limitations in the design of their simulation led these authors to conclusions about the overall F test that do not hold under all conditions. The present study was designed to overcome these limitations and to provide a more complete evaluation of such strategies. Our results indicated that the overall F test is effective only when all effects in the ANOVA are null. In contrast, the Bonferroni adjustment and recent modifications of the procedure control the Type I error rate regardless of the number of true null hypotheses in the ANOVA.
Rhetoric and Policy Realities in Developing Countries: Community Councils in Jamaica, 1972-1980
Authors: Boxill Lan , Unnithan N. Prabha
Published: March 2006

The relationship between rhetoric and policy in developing countries is examined using a case study drawn from the administration of Michael Manley in Jamaica in the 1970s. Particular attention is paid to problem definition, policy formulation, and implementation processes. The policy relating to community councils was based on socialistic political and economic arguments. Despite minor successes, most of the objectives associated with the community councils policy were not realized This failure was due, we suggest, to the Manley government's inability to transcend electoral and economic (national and international) realities and to convince a majority of the public and opposition of the validity of its rhetorical constructions. Parallels to three other developing countries are briefly explored
Racism in Professional Settings: Forms of Address as Clues to Power Relations
Authors: Baker Lee D.
Published: March 2006

Since the Reagan administration, commitments to affirmative action programs have waned precipitously, inner cities have been decimated, high-paying manufacturing jobs have been replaced by high-tech service sector jobs, and a burgeoning Black middle class has developed; yet racial inequality persists. Although great strides have been made, people of color still confront racism in various arenas. One of the most difficult areas in which to identify subtle but pernicious forms of racism is professional office settings. This article explores how power relations are signified by subtle cultural rules. Specifically, it demonstrates how the cultural rules used by co-workers to address each other emerge as a way of articulating interethnic power relations in office settings. The research concludes that even the best efforts to diversify the workforce of an organization often perpetuate racial inequality because members of various ethnic groups are still under-represented in the top management positions.
Thought Self-Leadership as a Framework for Enhancing the Performance of Performance Appraisers
Authors: Neck Christopher P. , Stewart Greg L. , Manz Charles C.
Published: March 2006

A seminal review by Ilgen, Barnes-Farrell, and McKellin (1993) of empirical performance appraisal research during the 1980s suggested that the research during this decade made a number of contributions to the performance appraisal field, but to a limited degree. This article attempts to overcome one of these limits in the 1980s appraisal research suggested by Ilgen et al.-that is, the investigation of the content of cognitive variables. Specifically, this examination is completed through the application of a cognitive process recently introduced in the management literature, thought self-leadership, to the performance appraisal process.
The Health of the Corporate Body: Illness and Organizational Dynamics
Authors: Smith Kenwyn K. , Kaminstein Dana S. , Makadok Richard J.
Published: March 2006

The search for ways to cut health care costs in organizations has rarely considered the direct relationship between organizational variables and health. This article hypothesizes that health and illness within a particular organization may be related to the social dynamics of the work setting. Data was gathered from a survey of a corporation with 13,000 employees who work in 16 organizations. An index of reported health symptoms was correlated with scales developed from questions related to organizational issues. Using stepwise multiple regression, 20% of the variance of the aggregate health symptoms was accounted for by three organizational scales (organization-person balance, managerial treatment, and discrimination) after controlling for demographic variables. A second analysis, which focused on the collective dynamics of the 16 organizations, supported the findings of the first analysis. This study found that issues of support, balance, change, and inequity are crucial factors in fostering a healthy work environment.
Explaining Changes to Employees: The Influence of Justifications and Change Outcomes on Employees' Fairness Judgments
Authors: Daly Joseph P.
Published: March 2006

Major changes are occurring in many organizations on an almost constant basis. Managers motivated by profit and by ethics seek to apply methods that help employees adapt to change. One method is Kotter and Schlesinger's "education, " which includes giving explanations for a change to affected employees. This study looks at the efficacy of giving explanations from the perspective of a growing body of theory on fairness judgments. Employees from seven relocated organizations were surveyed. The study finds that, when employees are evaluating the fairness of change outcomes, they apparently expect explanations only when those outcomes are negative. However, employees apparently expect explanations as a means of evaluating decision procedures even when outcomes are favorable. The latter result is likely due to the long term, system-oriented nature of Thibaut and Walker's "procedural fairness" judgments.
Work, Home, and In-Between: A Longitudinal Study of Spillover
Authors: Leiter Michael P. , Durup Marie Josette
Published: March 2006

A longitudinal study of hospital-based health care professionals (N = 151) examined psychological states as a function of demands and resources in the workplace and at home. It found over the study interval (3 months) evidence of spillover relationships from the work to home environment, and to a lesser extent, evidence of spillover from home to work A structural equation model focused on change, by including only relationships that enhanced the prediction of each measure beyond its inherent consistency across the study interval. Further, it considered relationships across the work and home domains in the context of relationships within each domain, so that spillover relationships were always in addition to domain-specific relationships. The analysis found health care workers' sense of professional efficacy to have the most wide-ranging relationships, with links within the work domain, the home domain, and the boundary between these two domains. The results suggest that in contrast with the lagged relationships of accomplishment with other constructs, the relationship of emotional exhaustion with dysfunctional coping responses occurs within an immediate timeframe. The results are discussed in terms of an integrative model of work and family stress. The discussion makes suggestions for further research in this area.
The Effects of CEO Succession and Tenure on Failure of Rural Community Hospitals
Authors: Alexander Jeffrey A. , Lee Shoou-Yih D.
Published: March 2006

Little research has examined the independent and interactive effects of CEO succession and tenure on organizational failure. In this study, the authors found independent effects of CEO succession and tenure on organizational failure in a group of small rural hospitals. Consistent with the authors' predictions, CEO succession increased risk of organizational failure, whereas tenure affected failure in a U-shaped fashion. Risk of failure first declined with CEO tenure but increased steadily after the sixth year of tenure. No interaction was found between CEO tenure and succession.
An Investigation of Post-Acquisition Satisfaction with the Merger
Authors: Covin Teresa Joyce , Sightler Kevin W. , Kolenko Thomas A. , Tudor R. Keith
Published: March 2006

This article explores post-acquisition attitudes and behaviors and the impact of merger satisfaction on attitudinal and behavioral outcome variables. The sample for the study comprises 2,845 employees in one division of a large manufacturing company. Results show significant differences in merger satisfaction both within and between acquiring firm and acquired firm employees. Level of individual satisfaction with a merger was also found to be strongly associated with several key attitudinal and demographic variables, including satisfaction with supervision, satisfaction with career future and company identification, communication with top management, agreement with the acquiring company's mission statement, turnover intent, and union status.
The Methodological War of the "Hardheads" versus the "Softheads"
Authors: Rodgers Robert , Hunter John E.
Published: March 2006

The methodological war between industrial-organizational (I/O) "hardheads" and organizational development (OD) "softheads " has persisted throughout the 20th century and shows no signs of abatement. This article proposes grounds for a truce in this war by (a) explaining the fundamental trade-offs between "hard-headed" and "soft-headed" research; and (b) showing how an empirical test for bias that has been used by hardheads to criticize the "quality" of OD research is itself flawed. Bias studies test the hypothesis of "positive findings" bias, which predicts that OD studies with "low quality" should have largerstudy outcomes than studies with "high quality. " Methods used by hardheads to test for bias, however, actually operate against finding support for the positive findings hypothesis.
Integrating Single-Case and Group-Comparison Designs for Evaluation Research
Authors: Nugent William R.
Published: March 2006

This article describes and assesses the integration of single-case design and group comparison methods to address limitations inherent in each methodology. First, the use of Hierarchical Linear Models (HLM) for analyzing aggregated single-case design data is described. Next, two examples of research that combines single-case and group-comparison methods are presented, with reanalyses of data from these studies conducted using HLM procedures. One reanalysis produces results contradicting those obtained by the original researchers. The advantages and disadvantages of using such integrated approaches are then discussed.
Cumulative Trauma Disorders: Behavioral Injury Prevention at Work
Authors: McCann Kathleen Blake , Sulzer-Azaroff Beth
Published: March 2006

The purpose of this study was to decrease the risk of carpal tunnel syndrome (CTS) during keyboard entry tasks through a combination of training, self-monitoring, feedback, goal-setting, and reinforcement. Technologies from biomechanics, ergonomics, and behavioral psychology were combined effectively to construct a powerful training package. As the subjects entered text on a keyboard, their postures and hand-wrist positions were recorded. After baseline data were gathered, subjects received training and self-monitored either posture or hand-wrist position. Feedback, goal-setting, and reinforcement were given later on both behaviors in a staggered fashion. The results indicate dramatic increases in the percentages of correctly performed postures and neutral hand-wrist positions, for all subjects. The training components used are reviewed in detail and the impact of these results is discussed.
The Glorious Failure
Authors: Popper Micha
Published: March 2006

This article describes an organizational intervention that was considered highly successful on first sight and in the short term. However, after some time it emerged that the effects of this organizational intervention were surprisingly different from what had been planned and foreseen. A deeper analysis indicates the substantive effects of the basic assumptions (not always conscious) of management, foremen, workers, and the professional team conducting the intervention. The dynamics of influence of these assumptions and the possible overall implications for organizational interventions are discussed. One of the popular models for analysis of organizational cultures, suggested by Schein (1990), distinguishes among three levels of culture: (a) the overt, visible level, which includes the characteristic behaviors of the organization's members (dress style, mannerisms, rituals, ways of speaking); (b) the organization's central values, which form a kind of "codex" or "cognitive map" guiding members' behavior; and (c) the level of "basic assumptions." The last level, which is also the deepest level, is the most abstract and the hardest to describe. To borrow an image from the world of computers, the "basic assumptions" are the operating system, "organizational values" are the application program, and "behaviors" are the actual applications.
Sources of Human Resource Information and the Link to Organizational Profitability
Authors: Terpstra David E. , Rozell Elizabeth J.
Published: March 2006

The human resource (HR) directors of 201 large U.S. organizations responded to a survey concerning the relative use of different sources of new HR information. Academic research-related information sources were used much less frequently than practitioner-related sources. However, analyses suggested that only academic sources were significantly related to organizational profitability. The strength of the relationship between the use of academic information and profitability also varied across industry types.
Psychodynamics of Political Correctness
Authors: Schwartz Howard S.
Published: March 2006

Political correctness represents a regression in university functioning in which paternal influences are repudiated and a biparental model of authority is replaced by one revolving around a primordial conception of the mother. Paternal influences are those that represent the engagement with external reality, and regression to the primordial mother is therefore a rejection of external reality. Aspects of university functioning that are explained by this model include the inversion of valuation, the assault against white males, the subordination of rationality in decision making, the balkanization of the university, the drive to the extreme, and the anomaly of female power.
Motivation to Manage
Authors: Chen Chao C. , Yu K. C. , Miner J. B.
Published: March 2006

This study assessed Chinese women's motivation to manage and its relationship to managerial success in Chinese state-owned enterprises. It was found that overall managerial motivation of Chinese women in this study was as high as that of Chinese men. In addition, overall managerial motivation was positively related to the hierarchical job level. Of the various component motives, the desires to exercise power and to stand out from the group were the significant predictors. Research and practical implications of the study are discussed.
Organization Development in the Entrepreneurial Firm
Authors: Dyer W. Gibb
Published: March 2006

Theories and methods in the field of organization development have historically been based on the experience of researchers and practitioners studying and consulting with large organizations. However, the vast majority of firms in the world today are small, entrepreneurial ventures. Thus the purpose of this article is to articulate an alternative framework for diagnosis and intervention in these kinds of organizations.
The Model Minority Thesis Revisited
Authors: Tang Joyce
Published: March 2006

In this article, the author explores whether Asian Americans in science and engineering fit the image of a successful Model Minority and whether, compared to whites and blacks, Asian Americans have similar chances of moving into management. Drawing from National Science Foundation panel data, this study examines the likelihood of whites, blacks, and Asians moving into management across occupational fields and organizations. Results indicate that only in certain occupations and organizations are Asian American males and females doing as well as their white peers. In contrast, blacks seem to have mobility comparable to whites across fields and organizations. The racial patterns of the career mobility of scientists and engineers provide mixed evidence for the thesis that Asian Americans are a successful Model Minority in professional occupations.
Asian American Attitudes toward Affirmative Action in Employment
Authors: Bell Myrtle P. , Harrison David A. , McLaughlin Mary E.
Published: March 2006

The authors applied the Fishbein and Ajzen theory of attitudes to understand Asian Americans' beliefs and attitudes toward affirmative action programs (AAPs) in employment, emphasizing the (dis)similarity of Asians' attitudes to those of Whites, Blacks, and Hispanics. In two studies involving more than 1,000 participants, the authors found evidence of greater attitudinal similarity among Asians, Blacks, and Hispanics than between Asians and Whites. Asian U.S. citizens reported significantly more experience with workplace discrimination than did Whites, about the same as Hispanics, and less than Blacks. These reports of discrimination were significantly and positively correlated with attitude toward AAPs. These results, which are contrary to the Model Minority Myth, are discussed along with implications for further research and for affirmative action practices.
Being Asian American
Authors: Oyserman Daphna , Sakamoto Izumi
Published: March 2006

The interplay between individualist and collectivist orientations, ethnic identity, and beliefs about stereotypes was explored among Asian Americans. The authors proposed four components of Asian American Identity: feelings of interdependence with family, a sense of connectedness to heritage and tradition, a belief that achievement would reflect well on one's family and group generally, and an awareness of structural barriers and racism. A sample of 162 Asian American university students perceived stereotypes about Asian Americans as focusing primarily on school achievement and secondarily on social attributes. Although rarely engaging in strategies to avoid being academically labeled, students engaged in strategies to avoid labeling in other domains. Students varied in their valuation of the model minority label, with those high in Asian American Identity, collectivism, and work ethic more likely to view the label positively.
Gender Identities and Social Action
Authors: Moore Dahlia
Published: March 2006

Gender identity is a salient identity for a fifth of Jewish respondents and a quarter of Arab respondents in a sample of Israeli women. However, it is not as salient as are collectivistic identities (i.e., Jewish/Arab identities, Israeli/Palestinian identities) or even the individualistic identities of family and profession. This study shows that the meaning of gender identity differs for Jewish and Arab women. For Jewish women, a salient gender identity reflects a departure from traditional roles and the weakening of their hold. For Arab women, a salient gender identity seems to be related to the traditional gendered division of labor. The findings seem to indicate that a salient gender identity may have two opposing meanings: a traditional meaning or a nontraditional (or egalitarian) meaning. Women have to move away from (or relinquish) traditional gender identities before they can develop a liberal gender identity.
Understanding Embedded Intergroup Relations
Authors: Alderfer Clayton P.
Published: March 2006

This comment critically examines Yammarino and Jung's article titled "Asian Americans and Leadership: A Levels of Analysis Perspective" from the perspective of embedded intergroup relations theory. These authors address the absence of empirical research on the relationship between leadership and level of analysis and draw on empirical findings about individualism and collectivism to support arguments for leadership by dyads or whole groups, depending on the racial and ethnic makeup of work groups. Their strategy reflects an antitheoretical basis common among industrial and organizational psychologists, shows a lack of historical knowledge of group-level thinking about groups and organizations, demonstrates an exclusively internal focus for task group leadership, provides primarily an external emphasis for racial and ethnic group roles, and omits theoretical consideration of how work groups are embedded in organizations and organizations are embedded in regional cultures. Overall, the conceptual flaws present in the article are substantial and suggest that embedded intergroup relations theory is a preferred alternative to their point of view
Asian Americans, Leadership, and Levels of Analysis
Authors: Yammarino Francis J. , Jung Dong I.
Published: March 2006

In this response and reply to the commentary of Clayton P. Alderfer, the authors clarify issues of apparent misunderstanding and highlight points of disagreement. They address the scope, starting point, levels of analysis issues, and theory-data interplay in their work and Alderfer's commentary to advance theory building and testing propositions about Asian Americans and leadership.