bluuebunny/crossref_metadata_2025 huggingface dataset:
Dynamics of the Intertropical Convergence Zone of the East Pacific
Authors: Raymond David J. , Bretherton Christopher S. , Molinari John
Published: March 2006

The dynamical factors controlling the mean state and variability of the east Pacific intertropical convergence zone (ITCZ) and the associated cross-equatorial boundary layer flow are investigated using observations from the East Pacific Investigation of Climate (EPIC2001) project. The tropical east Pacific exhibits a southerly boundary layer flow that terminates in the ITCZ. This flow is induced by the strong meridional sea surface temperature (SST) gradient in the region. Away from the equator and from deep convection, it is reasonably well described on a day-to-day basis by an extended Ekman balance model. Variability in the strength and northward extent of this flow is caused by variations in free-tropospheric pressure gradients that either reinforce or oppose the pressure gradient associated with the SST gradient. These free-tropospheric gradients are caused by easterly waves, tropical cyclones, and the Madden–Julian oscillation.

Convergence in the boundary layer flow is often assumed to be responsible for destabilizing the atmosphere to deep convection. An alternative hypothesis is that enhanced total surface heat fluxes associated with high SSTs and strong winds act to produce the necessary destabilization. Analysis of the moist entropy budget of the planetary boundary layer shows that, on average, surface fluxes generate over twice the destabilization produced by boundary layer convergence in the east Pacific ITCZ.
Dynamics of Singular Vectors in the Semi-Infinite Eady Model: Nonzero β but Zero Mean PV Gradient
Authors: de Vries H. , Opsteegh J. D.
Published: March 2006

A nonmodal approach based on the potential vorticity (PV) perspective is used to compute the singular vector (SV) that optimizes the growth of kinetic energy at the surface for the β-plane Eady model without an upper rigid lid. The basic-state buoyancy frequency and zonal wind profile are chosen such that the basic-state PV gradient is zero.

If the f-plane approximation is made, the SV growth at the surface is dominated by resonance, resulting from the advection of basic-state potential temperature (PT) by the interior PV anomalies. This resonance generates a PT anomaly at the surface. The PV unshielding and PV–PT unshielding contribute less to the final kinetic energy at the surface.

The general conclusion of the present paper is that surface cyclogenesis (of the 48-h SV) is stronger if β is included. Three cases have been considered. In the first case, the vertical shear of the basic state is modified in order to retain the zero basic-state PV gradient. The increased shear enhances SV growth significantly first because of a lowering of the resonant level (enhanced resonance), and second because of a more rapid PV unshielding process. Resonance is the most important contribution at optimization time. In the second case, the buoyancy frequency of the basic state is modified. The surface cyclogenesis is stronger than in the absence of β but less strong than if the shear is modified. It is shown that the effect of the modified buoyancy frequency profile is that PV unshielding occurs more efficiently. The contribution from resonance to the SV growth remains almost the same. Finally, the SV is calculated for a more realistic buoyancy frequency profile based on observations. In this experiment the increased value of the surface buoyancy frequency reduces the SV growth significantly as compared to the case in which the surface buoyancy frequency takes a standard value. All growth mechanisms are affected by this change in the surface buoyancy frequency.
Explicit Simulation of Aerosol Physics in a Cloud-Resolving Model: Aerosol Transport and Processing in the Free Troposphere
Authors: Ekman Annica M. L. , Wang Chien , Ström Johan , Krejci Radovan
Published: March 2006

Large concentrations of small aerosols have been previously observed in the vicinity of anvils of convective clouds. A 3D cloud-resolving model (CRM) including an explicit size-resolving aerosol module has been used to examine the origin of these aerosols. Five different types of aerosols are considered: nucleation mode sulfate aerosols (here defined by 0 ≤ d ≤5.84 nm), Aitken mode sulfate aerosols (here defined by 5.84 nm ≤ d ≤ 31.0 nm), accumulation mode sulfate aerosols (here defined by d ≥ 31.0 nm), mixed aerosols, and black carbon aerosols.

The model results suggest that approximately 10% of the initial boundary layer number concentration of Aitken mode aerosols and black carbon aerosols are present at the top of the convective cloud as the cloud reaches its decaying state. The simulated average number concentration of Aitken mode aerosols in the cloud anvil (∼1.6 × 104 cm−3) is in the same order of magnitude as observations. Thus, the model results strongly suggest that vertical convective transport, particularly during the active period of the convection, is responsible for a major part of the appearance of high concentrations of small aerosols (corresponding to the Aitken mode in the model) observed in the vicinity of cloud anvils.

There is some formation of new aerosols within the cloud, but the formation is small. Nucleation mode aerosols are also efficiently scavenged through impaction scavenging by precipitation. Accumulation mode and mixed mode aerosols are efficiently scavenged through nucleation scavenging and their concentrations in the cloud anvil are either very low (mixed mode) or practically zero (accumulation mode).

In addition to the 3D CRM, a box model, including important features of the aerosol module of the 3D model, has been used to study the formation of new aerosols after the cloud has evaporated. The possibility of these aerosols to grow to suitable cloud condensation or ice nuclei size is also examined. Concentrations of nucleation mode aerosols up to 3 × 104 cm−3 are obtained. The box model simulations thus suggest that new particle formation is a substantial source of small aerosols in the upper troposphere during and after the dissipation of the convective cloud. Nucleation mode and Aitken mode aerosols grow due to coagulation and condensation of H2SO4 on the aerosols, but the growth rate is low. Provided that there is enough OH available to oxidize SO2, parts of the aerosol population (∼400 cm−3) can reach the accumulation mode size bin of the box model after 46 h of simulation.
Cirrus Mammatus Properties Derived from an Extended Remote Sensing Dataset
Authors: Wang Likun , Sassen Kenneth
Published: March 2006

The first quantitative and statistical evaluation of cirrus mammatus clouds based on wavelet analysis of remote sensing data is made by analyzing the University of Utah Facility for Atmospheric Remote Sensing (FARS) 10-yr high-cloud dataset. First, a case study of cirrus mammata combining a high-resolution lidar system and a W-band Doppler radar is presented, yielding an assessment of the thermodynamic environment and dynamic mechanisms. Then, 25 cirrus mammatus cases selected from the FARS lidar dataset are used to disclose their characteristic environmental conditions, and vertical and length scales. The results show that cirrus mammata occur in the transition zone from moist (cloudy) to dry air layers with weak wind shear, which suggests that cloud-induced thermal structures play a key role in their formation. Their maximum vertical and horizontal length scales vary from 0.3 to 1.1 km and 0.5 to 8.0 km, respectively. It is also found that small-scale structures develop between the large-scale protuberances. The spectral slopes of the lidar-returned power and mean radar Doppler velocity data extracted from the cirrus cloud-base region further indicate the presence of developed three-dimensional, locally isotropic, homogeneous turbulence generated by buoyancy. Finally, comparisons of anvil and cirrus mammata are made. Although both are generated in a similar environment, cirrus mammata generally do not form fallout fronts like their anvil counterparts, and so do not have their smooth and beautiful outlines.
Arctic Mixed-Phase Cloud Properties Derived from Surface-Based Sensors at SHEBA
Authors: Shupe Matthew D. , Matrosov Sergey Y. , Uttal Taneil
Published: March 2006

Arctic mixed-phase cloud macro- and microphysical properties are derived from a year of radar, lidar, microwave radiometer, and radiosonde observations made as part of the Surface Heat Budget of the Arctic Ocean (SHEBA) Program in the Beaufort Sea in 1997–98. Mixed-phase clouds occurred 41% of the time and were most frequent in the spring and fall transition seasons. These clouds often consisted of a shallow, cloud-top liquid layer from which ice particles formed and fell, although deep, multilayered mixed-phase cloud scenes were also observed. On average, individual cloud layers persisted for 12 h, while some mixed-phase cloud systems lasted for many days. Ninety percent of the observed mixed-phase clouds were 0.5–3 km thick, had a cloud base of 0–2 km, and resided at a temperature of −25° to −5°C. Under the assumption that the relatively large ice crystals dominate the radar signal, ice properties were retrieved from these clouds using radar reflectivity measurements. The annual average ice particle mean diameter, ice water content, and ice water path were 93 μm, 0.027 g m−3, and 42 g m−2, respectively. These values are all larger than those found in single-phase ice clouds at SHEBA. Vertically resolved cloud liquid properties were not retrieved; however, the annual average, microwave radiometer–derived liquid water path (LWP) in mixed-phase clouds was 61 g m−2. This value is larger than the average LWP observed in single-phase liquid clouds because the liquid water layers in the mixed-phase clouds tended to be thicker than those in all-liquid clouds. Although mixed-phase clouds were observed down to temperatures of about −40°C, the liquid fraction (ratio of LWP to total condensed water path) increased on average from zero at −24°C to one at −14°C. The observations show a range of ∼25°C at any given liquid fraction and a phase transition relationship that may change moderately with season.
Space and Meaning of the City-Center Cognition: An Interactional-Transactional Approach
Authors: Bonnes-Dobrowolny Mirilia , Secchiaroli Gianfranco
Published: March 2006

We studied the characteristics of space and meaning in the cognition of the city-center shown by the inhabitants of a large city, in relation to their socio-physical positions in the urban environment. We found that the spatial attributes of the city-center cognition become more stereotyped when the “subjective marginality” and the “objective marginality” of the inhabitants increase.
Developmental Patterns of Organizational Task Groups: A Preliminary Study
Authors: Obert Steven L.
Published: March 2006

The lack of research on organizational task group development is considered in the light of methodological difficulties, including group availability, threats to internal and external validity, and limitations of the existing research technology. Possible benefits from such research are compared to the difficulties. From this discussion a design for preliminary research more closely approaching the conditions of the organizational task group is developed and executed. This research tests and confirms a previously published model of task group development through the use of a Developmental Rating Scale. Clinical observations of the groups are used to supplement the conclusion of the study. The need for continued research in successive approximations of organizational task groups is suggested.
Attitudes Toward the Unemployed Receiving Social Security Benefits
Authors: Furnham Adrian
Published: March 2006

Though there appear to have been a number of psychological studies done in the 1930s and 1970s on the consequence of unemployment, there seem to be very few studies on attitudes toward the unemployed receiving social security benefits or attitudes toward welfare in general. This study examined the effect of sex, education, and voting pattern of over 170 subjects on their attitudes toward people receiving social security benefits. Both education and vote appeared to be important factors in predicting people's attitudes, though there were few sex or interaction effects. A factor analysis of the attitude items revealed three factors indicating that the attitudes centered around the difficulty of coping with the amount of benefit provided; beliefs about people being dishonest about their needs and abusing benefit payments; and the loss of self-esteem and stigma associated with being on social security. Results are discussed in terms of the psychology of explanations, and the implications for social change were noted.
Role Perception-Outcome Relationships: Moderating Effects of Situational Variables
Authors: Bedeian Arthur G. , Mossholder Kevin W. , Armenakis Achilles A.
Published: March 2006

Supervisory interaction, peer-group interaction, and organizational work facilitation were examined as moderators of relationships among facets of role ambiguity and role conflict and the outcomes, job performance, job satisfaction, and propensity to leave for 193 respondents at 5 levels in the nursing service of a large medical center. Supervisory interaction was found to moderate the relationships between (i) intersender-role conflict and job performance, (ii) person-role conflict and job satisfaction, and (iii) ambiguity concerning behavioral outcomes and propensity to leave. Moderator effects for peer-group interaction involved the relationships of (i) intersender-role conflict with job performance and (ii) ambiguity regarding behavioral consequences with propensity to leave. Finally, organizational work facilitation was found to moderate the relationships among intersender-role conflict and the outcome variables, job performance, and propensity to leave, as well as the relationships between person-role conflict and job satisfaction and between predictability of behavioral outcomes and propensity to leave. The direction of the above interactive effects was examined using subgroup analyses. Based on these results, other situational variables deserving investigation are identified, and it is suggested that future researchers would be wise to consider situationally relevant contextual factors that may influence the effects of role stress.
The Role of Personal Risk-Taking in Effective Leadership
Authors: Frost Dean E. , Fiedler Fred E. , Anderson Jeff W.
Published: March 2006

Three studies address the role of personal risk-taking in effective leadership. The first study analyzed questionnaire data which detailed behavior of both effective and ineffective military combat leaders. This study indicates that effective combat leaders were judged to demonstrate more personally endangering acts than were ineffective combat leaders. The second study investigated personal risk-taking in leadership within a large urban fire department. Using interview techniques similar to those used in the first study, results obtained indicate that-effective leaders in fire combat were judged to show more personal bravery (i.e., physical risk-taking) than ineffective leaders. Thus, results for fire combat leaders were nearly identical to the results for military combat leaders. The third study included a separate set of data for current fire service leaders' judged fire combat leadership performance and their rated personal risk-taking. Results obtained in this study indicate that leaders judged by their superiors as personally accepting physical risks were also judged as more effective combat leaders. The personal risk-taking factor made a significant contribution towards explaining the variance in leadership effectiveness even when other leadership factors were controlled for statistically. A second analysis, using data collected from the leaders themselves, indicates that time in the role and job satisfaction are significant predictors of personal risk-taking behavior in fire service leaders. It was concluded that the willingness to expose onself to danger is associated with effective leadership in potentially life-threatening situations and that factors found in studies of motivation in organizations may account for such acts of personal bravery by leaders.
Systemic-Netfields: The Systems' Paradigm Crisis. Part I
Authors: Carvajal Raul
Published: March 2006

A methodology for the detection of emerging paradigms is developed through the analysis of implicit and explicit criticisms. The search for the systems' paradigm reveals a set of systems frames at different stages of development. Four basic assumptions that underlie most systems frames and limit their use in the research, design, planning, and management of social systems are identified. A set of frames that may advance the systems movement are proposed. They are enclosed under the name of systemic-netfields and provide a link between systems and networks, aggregates, and fields.
Strategy and the Tactics of Mediation
Authors: Kolb Deborah M.
Published: March 2006

Labor mediators see the achievement of a settlement as their objective. From this point of convergence, mediators will differ on the strategy to be used to achieve this end. Tactics refer to the specific actions mediators take in the service of these strategic ends. Based on a participant observation of 10 mediators on 16 cases, the strategies and tactics of mediators from a state agency are contrasted with those used by mediators from a federal agency. The state mediators use a building strategy and emphasize directive tactics to gather information, assess priorities, and encourage parties to move the parties on discrete issues. In contrast, the federal mediators favor a narrowing strategy and emphasize tactics to encourage the parties to continue to meet and progressively refine their proposals in order for an acceptable package to emerge. Mediators from both agencies see their strategic approach as responsive to the parties they serve.
Referent Organizations and the Development of Inter-Organizational Domains
Authors: Trist Eric
Published: March 2006

Complex societies in fast-changing environments give rise to sets or systems of problems (meta-problems) rather than discrete problems. These are beyond the capacity of single organizations to meet. Inter-organizational collaboration is required by groups of organizations at what is called the “domain” level. The required capability at this level is mediated by “referent organizations. ” Key aspects of domain formation are discussed in relation to the functions and types of referent organization, of which there are several varieties. Four processes of domain development are identified which compose a sequence.
Ethnic Preferences in Young Children and in Their Adolescence in Three London Districts
Authors: Pushkin Isidore , Norburn Veronica
Published: March 2006

Two Black/White doll-choice tests and a houses distance test using line drawings and photographs, designed to allow assessment of preference intensities, were administered to White children, aged 3-7, in schools in three London districts, two equal in White/West Indian contact, but one tense, the other relatively harmonious in race relations, the third district with few Black residents. Mothers were also interviewed. Significant inter-test correlation and associations were found. Own-race preference, rising in an age trend to peak with significant increase around age 6, was not influenced by sex, father's status, or mother's child-control attitude, however, hostility in a mother's ethnic attitude was significantly associated with houses test distance for Blacks and (when strong) with consistent own-race doll preference. Resemblance of ethnic attitude pattern of children and mothers generally in each district indicated extra family influences and significant district differences in both reflected the qualities of contact. An eight-year follow-up with the children now aged between 11 and 15 years (using only new line drawings and the photographs) found increased own-race preference only in the previously harmonious contact district. Children with consistent own-race doll preferences did not now differ from those not so rated. Sex, status, and child-control attitude were still without influence, but that of mother's ethnic attitude, stronger in one respect, weaker in another, was moderated by attitude differentiation and apparently developing autonomy in the young adolescent. Ethnic attitudes of mothers and children had shifted towards the moderate and neutral center of the scales, except in the harmonious contact district, where attitude hardening was related to social changes in the period.
Gathering Data in a Changing Organization
Authors: Cunningham J. Barton
Published: March 2006

A common feature in the assessment of on-going programs is the use of intuition and common sense in selecting and analyzing evidence. Although intuition nay provide rich insights into a specific situation, there is no way to ascertain whether the intuition represents good judgment or good politics. This article describes one means of selecting and analyzing evidence for assessing changing situations, and offers a procedure that light improve research on action-related problems.
Periods in the Adult Development of the Faculty Member
Authors: Newton Peter M.
Published: March 2006

A life-span developmental theory of the evolution of the individual life structure through age-linked eras and periods2 is applied to the lives of faculty members. Two fictional cases of professors who do not wish to do academic work of any kind- one at the beginning of his career, the other near the end-are analyzed. It is argued that the meaning of the professor's work-his or her teaching, research, administration, and relations with students, younger faculty, peers, and superordinates- is a function of the developmental period the faculty member is in, as well as of the cumulative effects of previous -developmental success and failure in adulthood. To understand the demise of the motivation to work requires us to understand the professor's original career dream, his or her experiences, or lack of them, with mentors, as well as the current developmental tasks with which the professor struggles.
Comparison of Group and Family Dynamics
Authors: Sorrels J. Paul , Myers Bettye
Published: March 2006

In an attempt to apply the concept of group dynamics to family dynamics, entire families performed a quality solution type task. The process utilized by these families was evaluated by a jury trained in group dynamics on the criteria used to evaluate nonfamily group functioning. A panel of family experts ranked the family solutions on the task. This ranking was correlated with group process ranking on 11 group dynamics characteristics derived from the literature. Analysis indicated four summary characteristics are unimportant or unobservable, two influenced families and groups oppositely, and the remaining characteristics were detrimental to both. The characteristics are examined by virtue of the literature supporting them in both family and group functioning. Explanations compatible with current family thought are offered for the results. Suggestions for future research are included.
General Systems Precursor Theory as a Supplement to Wren's Framework for Studying Management History: The Case of Human Resource/Personnel Management
Authors: Leap Terry , Oliva Terence A.
Published: March 2006

Human resources/personnel management, a subdiscipline of business administration, is examined as a metadiscipline. Support for the metadisciplinary treatment is found in an evolutionary analysis of the field, drawing from system precursors theory. Extensions of this viewpoint are made and indications of likely future developments in the HR/PM area are discussed. An analysis of the advantages of the treatment of academic sub-disciplines as metadisciplines over traditional “phase-oriented” approach is presented and directions for future research are suggested.
Power Equalization, Participative Decision-Making, and Individual Differences
Authors: Abdel-Halim Ahmed A.
Published: March 2006

This study examines the hypotheses that (a) subordinates' perceptions of participation in decision-making (PDM) is positively related to their perceived and desired power equalization (PE), in terms of hierarchical power differentials (HPD) between subordinates and superiors; (b) low-level participants' perceptions of the distribution of power within the organizational hierarchy reflect a zero-sum notion of power; and (c) subordinates' desire for participation and ability (in terms of education) moderate the relationship between PE and PDM. A sample of three hierarchical groups was selected from 40 stores of a large, retail drug company in the midwest: 40 store managers, 59 assistant managers, and 153 nonmanagerial employees. The results provide support for all three hypotheses. Implications of the findings for the exercise of power and effective management styles are discussed.
Toward a Theory of Organization Development Interventions in Unionized Work Settings
Authors: Shirom Arie
Published: March 2006

In unionized work settings, any organization development (OD) work which does not limit itself before its inception to interpersonal relations among top executives must necessarily include union-management relations in its “client system, ” at least for the phases of entrance and diagnosis. Nonetheless, since Kochan and Dyer's pioneering conceptualization in 1976, the theory of OD intervention in unionized work settings has not been significantly advanced. We contribute toward this theory by (i) developing a system-theory-based conceptual framework of union-management relations -a prerequisite for a diagnosis of, and an intervention in, these relations; and (ii) describing and discussing an entry model of OD consultants. The relevance of each of the proposed theoretical models for OD work is illustrated. Finally, on the basis of the two models, potentially fruitful theoretical paths are delineated for prospective theory builders.
Organizational Change in the Shipping Industry: Issues in the Transformation of Basic Assumptions
Authors: Roggema J. , Smith M. H.
Published: March 2006

The shipping industries of Northern Europe have undergone major technical, economic, and social changes in their environment since the mid 1960's. The organizational structures in shipping have strong historical traditions and extensive institutional protection. There have been many experiments in new forms of organization and the four main directions of these changes are analyzed in relation to the underlying “basic assumptions” of the traditional forms of organization. The evolution of change strategy from sheltered field experiments to participative design strategies and the linking of innovating centers is discussed in relation to resistances to change at occupational, corporate, and institutional levels. Sufficient diffusion of these changes to offset the major threats in the shipping environment is viewed as unlikely because of the inertia and opposition to change of institutional bodies.
Stages in the Development of Economic Concepts
Authors: Burris Val
Published: March 2006

This paper examines the development of economic concepts from a Piagetian cognitive-developmental perspective. Clinical interviews are used to investigate the economic concepts of children between the ages of 4 and 12. The main objective of the research is to determine the extent to which conceptual development in this area is compatible with the Piagetian hypothesis of discrete stages in the formation of social consciousness. The findings of the study are generally consistent with the Piagetian view that knowledge develops through a sequence of qualitative cognitive stages. The existence of these stages suggests that the development of social knowledge must be viewed as a process in which the child is actively engaged in the construction of social meanings, rather than being the passive recipient of meanings presented through immediate experience or the instruction of adults.
Japanese-Style American Management: Primary Relations and Social Organization
Authors: Durlabhji Subhash
Published: March 2006

Management methods that are said to make American companies “Japanese in style” are examined. The notion that Japanese organizational performance can be duplicated by adopting Japanese management methods is disputed. It is suggested that management methods operate through their influence on the nature of the employee-organization relationship. Since this relationship is influenced by many factors other than management methods, it is suggested that a more productive approach to enhance organizational effectiveness would focus on the employee-organization relationship. An empirical investigation reveals that employee emotional well-being and the employee-organization relationship are associated; no relationship between management methods and employee emotional well-being was found.
Job Longevity and Growth Need Strength as Joint Moderators of the Task Design-Job Satisfaction Relationship
Authors: Kemp Nigel J. , Cook John D.
Published: March 2006

This paper examines job longevity and growth need strength as moderators of the job complexity-job satisfaction relationship. Data from two studies of blue-collar employees (n = 390 and n = 406) were examined using moderated regression analysis and subgroup correlation analytic techniques. The findings show, contrary to previously reported results, that job longevity is not a significant moderator of the job complexity-job satisfaction relationship. Similarly, the direct moderator effect of growth need strength did not replicate across studies. A consistent finding was obtained, however, suggesting that growth need strength moderates the job complexity-job satisfaction relationship only for employees with short job tenure. It is concluded that specifying the conditions within which moderators are important, rather than expecting consistent individual differences across all circumstances, may yet have important implications for both organizational theory and practice.
Beliefs About Work and Rationales for Participation
Authors: Dickson John W.
Published: March 2006

The relation of beliefs about work to rationales for participation were examined in a Scottish and an Arizona sample. Evidence was found for both similarities and differences in cognitive sets. Humanistic beliefs were associated with beneficial outcomes (such as decision quality and acceptance) and an educative process. Marxist beliefs were associated with a moral purpose, beneficial outcomes, and a lack of inhibition of management. Organization beliefs (value of group working) were related to an educative process. Some belief-rationale relations were found only in the Scottish sample and some only in the Arizona sample. These indicate potential differences in the way participation is used as a managerial technique in the two countries. U.S. managers possess a more differentiated cognitive set and an appreciation of participation as a social technology.
Organizational Patterns and Work Satisfaction in a Comprehensive Human Service Agency: An Empirical Test
Authors: McNeely R. L.
Published: March 2006

Specified organizational dimensions hypothesized to bear strongly upon the job satisfaction of human service workers are detailed. A conceptual framework is advanced focusing upon the salience of decision-making modes, performance guides, interpersonal relations, and the division of labor as explanators of both overall and intrinsic work satisfaction. Findings support the proposition that human service workers are affected substantially by these factors.
Some Factors Influencing Attitudes Toward Militancy, Membership, Solidarity, and Sanctions in a Teachers' Union
Authors: Black Alan W.
Published: March 2006

This study shows that some of the factors that influence Queensland Teachers' Union members' attitudes toward union militancy do not necessarily operate in the same way as those that influence commitment to union membership, nor are these factors equally important in shaping attitudes toward union solidarity, or opinions on the use of sanctions against nonunionists. The particular factors whose influence is examined are those of age, gender, tertiary training, promotion, commitment to teaching, and the type of school in which a teacher works. Reasons for the observed differences are discussed.
The Effect of Working Couple Status on the Decision to Offer Geographic Transfer
Authors: Le Louarn Jean-Yves , DeCotiis Thomas A.
Published: March 2006

This study looks at the issue of geographic mobility of working couples from the employer's perspective. As part of a larger study conducted by the first author, a national sample of 425 American managers was asked to make a simulated decision of geographic transfer involving a member of a working couple. In the study, a differentiation was made among a dual-career, a dual-earner, and a single-career couple. It was found that (a) being a member of a dual-career couple had a significant negative effect on the decision, and (b) the effect was moderated by some characteristics of both the decision-maker and the organization. After having noted the limitations of the study, the authors recommend the study of other aspects of organizational life that may be influenced by working couples.
Cooperative and Competitive Relationships Between Leaders and Subordinates
Authors: Tjosvold Dean , Andrews Robert , Jones Hales
Published: March 2006

It has been argued that leadership research questionnaires should be based upon a theoretical position that has considerable experimental support for its causal relationships. This study drew upon the experimentally supported theory of cooperation and competition to develop measures of three different kinds of leader orientation: cooperative, competitive, and individualistic. These measures were used by 310 medical laboratory technicians from 10 different hospitals to describe the specific job behaviors of their immediate supervisor. The leaders' orientation scores derived from these behavior descriptions were then correlated with measures of overall job satisfaction, satisfaction with supervision, the desire to perform well, and the desire to stay on the job. As predicted by theory, the correlations with dependent measures were strongly positive for a cooperative orientation and strongly negative for a competitive orientation. The correlations for an individualistic orientation were negative and larger than expected. These results, and previous experimental research, suggest that leaders can improve subordinate reactions to their leadership by emphasizing areas of overlap between their goals and subordinate goals, by helping subordinates work toward their goals, and by sharing the rewards of mutual effort.
Organizational Crisis. Part I: Definition and Conceptualization
Authors: Milburn Thomas W. , Schuler Randall S. , Watman Kenneth H.
Published: March 2006

Initially, a two part definition of organizational crisis is presented, related to their significance and prevalence and reflecting either (a) opportunities to meet organizational goals or (b) demands or threats that may prevent an organization from attaining its goals or limiting its abilities to meet them and (c) which the organization seeks to resolve because outcome stakes are important and the ideal resolution strategy uncertain. Thus, crises have both objective and subjective aspects. A number of elements of the definition are discussed in terms of their implications for organizations and their subsystems. Finally, three major aspects of our conceptualization are described in terms of empirical examples from our investigations followed by a typology of eight kinds of organizational crisis based upon three dimensions, (1) control, (2) opportunity-threat, and (3) organizational susceptibility and vulnerability to crisis. Part II will deal with strategies and responses to crisis.
Action Learning: A Holographic Metaphor for Guiding Social Change
Authors: Morgan Gareth , Ramirez Rafael
Published: March 2006

This paper develops the concept of action learning in terms of holographic principles. It offers an approach to inquiry, learning, and organizational design in terms of minimum critical conditions which seek to enhance capacities for individual and collective self-organization.
A Process Framework of Organizational Politics
Authors: Vredenburgh Donald J. , Maurer John G.
Published: March 2006

This paper attempts to advance the study of organizational politics by developing a comprehensive process framework for understanding individual and group political activity. Previous concepts are reviewed and a definition is offered. The process framework is developed through antecedent conditions, operating mechanisms, and outcomes, with operating mechanisms including goals, strategies and tactics, and style and political sensitivity acting as a moderating variable. Suggestions for conducting research are offered.
Relationships Between Interview Selection Decisions and Perceptions of Applicant Similarity to an Ideal Employee and Self: A Field Study
Authors: Dalessio Anthony , Imada Andrew S.
Published: March 2006

Previous research has shown that interviewers' final decisions were related to: [a] the degree of similarity between the interviewers' perception of the ideal employee and the applicant, and [b] the degree of similarity between the interviewers' self-perception and the applicant. The purpose of the present field study was to determine which variable (similarity to the ideal or similarity to the self) was more highly related to the interviewers' final decision. Thirty-seven applicants were interviewed by five interviewers in structured board interviews. The results indicated that final decisions were related more to the ideal-applicant match than to the self-applicant match. The implications of these results for interviewer training and future research were discussed.
Group Fantasies and Organizational Functioning
Authors: de Vries Manfred F. R. Kets , Miller Danny
Published: March 2006

Using the framework of Bion, this paper will argue that groups in organizations are often likely to demonstrate one of three predominant shared fantasies or basic assumptions that determine organizational culture. It will postulate how these different cultures may vitally influence organizational climate, decision-making, strategy, and structure. Our theme is that it may sometimes be useful to discover the fantasies of the organization's dominant coalition in order to understand organizational functioning and facilitate organizational change.
Sociotechnical Design in a Third World Country: The Railway Maintenance Depot at Sennar in the Sudan
Authors: Ketchum Lyman
Published: March 2006

A World Bank-sponsored study team was directed to employ sociotechnical methodology in designing a new locomotive repair shop in Sennar, Sudan. The team, comprised of Sudanese and expatriates, found that despite cultural differences, despairing Sudan Railway workers' and managers' feelings and reactions to a bureaucratic enterprise were similar to those of their counterparts in industrialized countries. Because a design along these old principles was certain to yield low commitment and performance now evident throughout the Sudan Railways, a state-of-the-art design was indicated. Overcoming effects of brain and skill drain to nearby oil-rich countries required emphasis on human development equal to that of locomotive repair. This dual emphasis was accomplished in a set of minishops which were self-reliant, semi-autonomous entities coupled with on-site comprehensive formal training resources and facilities. Up-front stakeholder involvement and resource commitment was essential to success. The value of the learning by the World Bank, Sudan, and other developing countries from the application of sociotechnical methodology potentially exceeds the contribution of the new shop to Sudan's transport.
Changing Drivers' Attitudes Through Peer Group Decision
Authors: Clark Alfred W. , Powell Robert J.
Published: March 2006

A peer group discussion and decision method was used to change young drivers' attitudes toward road safety. An experimental group exposed to this experience shifted their attitudes, becoming more favorable toward the road law, the rights of other road-users, and less inclined to take risks induced by peers, than a control group not exposed to the experience. No shifts occurred, however, in drinking patterns.
Integration of Organizational Behavior Within Higher Education: Four Levels of Needed Involvement for Upperclass and Graduate Curricula
Authors: Vance Charles M.
Published: March 2006

There is an increasing amount of evidence, based upon curriculum reevaluation efforts, indicating the practical value of allowing the field of organizational behavior and related disciplines to step beyond their traditional academic boundaries and be integrated into other curricula, particularly in upperclass and graduate study. This paper describes four levels of instruction in organizational behavior which may be, all or in part, extremely valuable to the future professional success of students in programs outside of organizational behavior. This four-level instructional paradigm provides a conceptual framework for prescribing various kinds of learning experiences to enhance student development and professional preparation. General suggestions and guidelines for each level of the paradigm are given with documented cases and examples.
Structures of Organizational Governance
Authors: Fombrun Charles J.
Published: March 2006

Organizations are viewed as systems of governance. A distinction is made between formal structure and governance structure, and a network perspective is adopted to investigate the correspondence between them. This paper reports on an exploratory investigation of governance in an R&D laboratory in which decision-making power is found to be concentrated in an elite cadre of managers and experts who are also centrally located in the interaction network. The article discusses the utility of the concept of governance in enriching our perspective on organizational structuring.
Cooperative Orientation, Trust, and Reciprocity
Authors: Meeker Barbara F.
Published: March 2006

Two related processes are hypothesized to mediate the effect of cooperative orientation on cooperative behavior in a conflict situation: development of trust and development of positive reciprocity. Hypotheses derived from assumptions about these processes are tested in two experiments using a two-person game situation with one-way feedback. Independent variables are: orientation (to group vs. to individual outcomes): level of cooperative feedback (high vs. low); gender (male vs. female dyads; and, in one experiment, risk (Prisoner's Dilemma vs. No Risk goal structure); and, in the other experiment, order (behavior occurring early in the experiment vs. behavior occurring later). Dependent variables are choices and guesses about other's next choice. In one experiment, all subjects saw all conditions while in the other, only level of feedback changed for each subject. Results show a significant main effect of orientation, feedback, and risk on choices and correlation between guesses and choices in some but not all conditions. In one experiment, hypotheses about interaction effects derived from the trust model are supported while in the other experiment no interaction effects appear.
Early Integration in Groups: “A Group to Join, and a Group to Create”
Authors: Long Susan
Published: March 2006

This article accounts for the early stages of group integration by drawing parallels between this and the early psychological integration of the infant as outlined by Winnicot and Mahler. An intensive study of the first two hours of a laboratory learning group is presented in order to explore the concepts detailed in the early section of the paper.
Two Models for Conceptualizing the Attitude-Behavior Relationship
Authors: Kleinke Chris L.
Published: March 2006

Two models were outlined for conceptualizing the relationship between attitudes and behaviors. Model I describes the process of influencing attitudes and predicting behaviors. Model II describes the process of influencing behaviors and predicting attitudes. Conclusions from research on the enhancement of the attitude-behavior relationship were integrated into the frameworks of the two models. Researchers interested in influencing attitudes were challenged to complete the link between attitude change -attitude measure - behavior. Researchers interested in influencing behaviors were challenged to complete the link between behavior change -attitude measure - future behavior. A paradigm shift was noted from attribution theories to the use of causal models for elucidating the attitude-behavior relationship.
A Sociobiological Examination of Management Theory Z
Authors: Glassman Robert B.
Published: March 2006

A premise of theory Z is that learning is the only significant source of human socialization, however, the theory's aims of individual worker fulfillment and increased aggregate productivity in a pluralistic society may be enhanced if possible instinctual contributions to behavior patterns are considered. Ideological snares in “genetic determinism” and “cultural determinism”are described and an attempt is made to depolarize these alternatives. Basic ideas about evolution and inheritance are explained briefly, with evidences from familial studies, interspecies studies, and brain research. Because societies as pluralistic as the United States are historically unusual, achieving a dynamic equilibrium of multiethnic integration that spans generations requires an unusually creative and predictive effort. Ouchi's notion of the natural mentoring relationship is a possible seed of such creative evolutionary change, suggesting a need for greater general dissemination of occupational information, to help individual teachers and learners to discover each other.
Searching for the “Unleader”: Organizational Member Views on Leading Self-Managed Groups
Authors: Manz Charles C. , Sims Henry P.
Published: March 2006

The increasing adoption of the self-managed work group approach in organizations has created apuzzling paradox for leadership practice: How does one lead those that are supposed to lead themselves? Employee views at several organizational levels within a production plant that uses a self-managed work system are presented. The data were obtained from direct observation combined with another rather unique methodological approach (a variation of the nominal group technique; see Delbecq, Van de Ven, & Gustafson, 1975). This method of collection enabled each employee participating in the research to identify the specific behaviors he/she felt were important. Furthermore, employees rated, according to importance, a combined list of behaviors identified by a number of participating employees. Implications and conclusions are offered concerning the unique type of leader required in this new type of work system-the “unleader.”
Continuity in Poverty Along Family Lines: A Reexamination of the Intergenerational Cycle of Poverty
Authors: Shlonsky Hagith R.
Published: March 2006

The phrase “cycle of poverty” conveys the idea that the persistence of poverty generation after generation is a consequence of the transmission of poverty from poor parents to their children. This paper challenges this idea and indicates, instead, that intergenerational continuity in poverty occurs selectively, both among and within poor families. It is suggested that there are identifiable principles of selection into poverty along family lines. We present data on the socioeconomic positions of parents and all their adult offspring in a sample of poor and near-poor families in Jerusalem. Inter- and intragenerational continuity in low social positions is examined with respect to the four variables of education, occupation, welfare, and housing. The different patterns of continuity demonstrated in each of the four variables we examine illustrate two principles of selection into low social positions along family lines.