bluuebunny/crossref_metadata_2025_split huggingface dataset:
Effectiveness of Therapy Ball Chairs on Classroom Participation in Children With Autism Spectrum Disorders
Authors: Bagatell Nancy , Mirigliani Gina , Patterson Chrissa , Reyes Yadira , Test Lisa 
Published: November 2010

Abstract
A single-subject design was used to assess the effectiveness of therapy ball chairs on classroom participation in 6 boys with autism spectrum disorder (ASD). The sensory processing pattern of each participant was assessed using the Sensory Processing Measure. Data on in-seat behavior and engagement were collected using digital video recordings during Circle Time. During baseline, participants sat on chairs. During intervention, participants sat on therapy ball chairs. Social validity was assessed by means of a questionnaire completed by the teacher. Each child demonstrated a unique response. The ball chair appeared to have a positive effect on in-seat behavior for the child who had the most extreme vestibular–proprioceptive-seeking behaviors. Children with poor postural stability were less engaged when sitting on the therapy ball chair. The results illuminate the complex nature of children with ASD and the importance of using sound clinical reasoning skills when recommending sensory strategies for the classroom.
Effects of a Tailored Activity Pacing Intervention on Pain and Fatigue for Adults With Osteoarthritis
Authors: Murphy Susan L. , Lyden Angela K. , Smith Dylan M. , Dong Qian , Koliba Jessica F. 
Published: November 2010

Abstract
OBJECTIVE. We examined whether tailored activity pacing intervention was more effective at reducing pain and fatigue than general activity pacing intervention.
METHOD. Adults with knee or hip osteoarthritis (N = 32) stratified by age and gender were randomized to receive either tailored or general pacing intervention. Participants wore an accelerometer for 5 days that measured physical activity and allowed for repeated symptom assessment. Physical activity and symptom data were used to tailor activity pacing instruction. Outcomes at 10-week follow-up were pain (Western Ontario and McMaster Universities Osteoarthritis Index) and fatigue (Brief Fatigue Inventory).
RESULTS. Compared with general intervention, the tailored group had less fatigue interference (p = .02) and trended toward decreased fatigue severity (p = .09) at 10-wk follow-up. No group differences were found in pain reduction.
CONCLUSION. Tailoring instruction on the basis of recent symptoms and physical activity may be a more effective symptom management approach than general instruction given the positive effects on fatigue.
Trade associations: Exploring the Trans Tasman environment for business associability
Authors: Perry Martin 
Published: November 2010

AbstractTrade associations are a form of business network distinguished by third party coordination and representation of sector-affiliated organisations. In New Zealand, a recent review found that trade associations have made increasing contributions to industry and business development. The possibility that New Zealand's associations benefit from a small country advantage in supporting collective activity is explored. This follows suggestions in the New Zealand survey and Nordic claims that small economies benefit from shared trust that facilitates business cooperation. A matched sample of 13 Australian and New Zealand trade associations reveals that New Zealand's associations tend to have higher levels of membership and are less troubled by ‘free riders’ than their Australian counterparts. There is weak evidence that support for trade associations reduces with increases in enterprise diversity (size and activity specialization) within an industry and that the organisation of industry value chains influences trade association activity. Any advantage in maintaining participation is reduced by the greater resource strength of Australian associations. Further investigations of Trans Tasman differences in business associability are justified.
Organisational and group antecedents of work group service innovativeness
Authors: Nsenduluka Evaristo , Shee Himanshu Kumar 
Published: November 2010

AbstractThis study examined the individual and combined effects of the organisational-level variables of climate and task design, and the group-level variables of group citizenship behaviour (GCB), market orientation, group self-efficacy (GSE), and group climate for innovation (GCI) on work group service innovativeness. Specifically, this study theorised that work group service innovativeness is a product of both organisational (organisational climate and task design) and work group (GCB, market orientation, and GSE) contexts. Drawing upon the theories and literature, six hypotheses were derived. Data were collected through a 64-item questionnaire using a 7-point Likert scale from four hotels in Melbourne, Australia. Results indicated that organisational climate, task design, GCB, group self-efficacy, and group climate for innovation were significant predictors of work group service innovativeness, while market orientation was not. Limitations, future directions, managerial and research implications are explored.
Emotional intelligence in teams: Development and initial validation of the short version of the Workgroup Emotional Intelligence Profile (WEIP-S)
Authors: Jordan Peter J , Lawrence Sandra A 
Published: November 2010

AbstractResearch reveals that emotional intelligence is an important factor in predicting performance in teams. In this article, we initially outline a theoretical model for examining emotional intelligence in teams. Using this model, we test a short version (16 items) of the self-report Workgroup Emotional Intelligence Profile (WEIP). Evidence from three studies supports this model. Two samples of 620 and 217 employees support the hypothesized structure of the WEIP-S. Four distinct constructs were derived: Awareness of own emotions; Management of own emotions; Awareness of others' emotions; and Management of others' emotions. The WEIP-Short Version (WEIP-S) scale, therefore, is based on abilities that are vital during the interaction of team members. Data from 99 employees provide evidence of test–retest stability for the WEIP-S across three time periods. Limitations and potential uses in management research for this short-version scale are discussed.
Exploring the antecedents of perceived diversity
Authors: Shrivastava Samir , Gregory Janet 
Published: November 2010

AbstractWe explore whether differences in perceptions of diversity might emanate from the characteristics of perceivers themselves rather than from the characteristics of those observed. Grounding our arguments in self- and social-identity theory, we hypothesize that individuals respond differently to the same diversity stimuli because they differ in their ‘propensity to stereotype’ and ‘diversity experience.’ Since individuals tend to gravitate towards similar others, we also hypothesize that perceived diversity can predict an individual's ‘desire to group’ with others. Over 200 individuals – staff and students – from a university were exposed to diverse stimuli in an online experiment in a bid to test the hypotheses. Structural Equation Modeling of the data generally supported the hypothesized relationships.
Walking the tightrope: Constructing gender and professional identities in account management
Authors: Gremmen Inne , Benschop Yvonne 
Published: November 2010

AbstractThis paper contributes to the growing stream of organization research that explores the relationship between professional identities and gender. Our central question pertains to how account managers ‘do gender’ in constructing their professional identities. While account management has been considered a sales occupation with a strong masculine connotation, some indications towards ‘feminization’ have also been observed. Our analysis of 39 interviews with white women and men working as account managers in the Netherlands suggests that these account managers construct a ‘tough salesman’ identity and a ‘co-operative communicator’ identity. These identities have different gender connotations. The ‘co-operative communicator’ identity facilitates a critical dialogue with the – often implicit – masculinity in the ‘tough salesman’ identity norm. We reflect on the effects of these gender connotations both for account managers and for our practice as organization researchers who intend to deconstruct rather than reproduce gender stereotypes in our study of professional identities.
Queer theory and diversity management: Reading codes of conduct from a queer perspective
Authors: Bendl Regine , Fleischmann Alexander , Hofmann Roswitha 
Published: November 2010

AbstractQueer theory is a relatively new theoretical approach in organizational discourse that we think can uncover power relations and normative and hierarchical processes in diversity management discourse. ‘Heteronormativity’ and ‘performativity’, core concepts of queer theory, critique categorization and fixed identities and thereby problematize and broaden perspectives on current diversity management discourse, especially those associated with organizational constructions of diversity dimensions. In this article, we focus on the discursive and intersectional construction of subject positions and identities within organizations by drawing upon a queer theoretical framework to analyze three companies' codes of conduct that claim to create an inclusive work environment. The deconstructive analysis of these discursive artifacts emphasizes the intersectional power dynamics of and between the categories of sex, gender and sexuality, and can be taken as a point of departure for questioning the heteronormative arrangements of diversity management practices.
Organisational Myths and Storytelling as Communication Management: A Conceptual Framework for Learning an Organisation's Culture
Authors: Kaye Michael 
Published: November 2010

AbstractThis paper explains how organisational myths and stories are vehicles of communication management (Kaye 1993; 1994). Contemporary scholars (eg Brown 1992; Boje 1991b) have argued that stories and myths are not only important communicative tools for learning within organisations but also powerful media for bringing about changes in people and in the culture of their workplace. People-associated changes include ways in which professional relationships and interpersonal communication are affected. In turn, the effects of mythologising and storytelling on organisational behaviour and communication are likely to have further-reaching consequences in shaping the culture of human systems.Myth-making in organisations involves the identification of heroic and legendary archetypes. Such archetypes often serve as exemplars or role models for people-in-systems. The telling of stories involving heroic role models can have a marked influence on the shaping of communication between managers and their staff. Often the exploits of heroes become embellished through repeated oral versions. Stories gradually acquire a mythical quality or status. Significantly, the incorporation of stories into an organisation's culture will depend a lot on the credibility of the storyteller. When managers are perceived to have high credibility, they have a powerful means of helping those they supervise to learn, to achieve professional goals, and thus to contribute to the strategic growth of their organisations.In this paper, myth-making and storytelling are considered to be specialised facets of communicative competence and analysed in terms of the Adult Communication Management Model (Kaye 1993; 1994). Attention is given to the effect of myth-making and storytelling on the covert ‘shadow-side’ culture of human systems. It is argued that the understanding and management of shadow-side communication is an integral component of effective organisational behaviour and survival. It is also proposed that such understanding and the ability to manage shadow-side communication is closely related to managers' awareness of prevailing myths and stories within their organisations. Finally, it is argued that managers who are skilled storytellers have the opportunity to help their staff develop communication abilities in a workplace conducive to learning.
Snakes and Ladders: Relocation and the Dual Career Couple
Authors: Pierce Jennifer , Delahaye Brian L. 
Published: November 2010

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.
Alternative Production Regimes: The Challenge to Karpin
Authors: Harding Sandra 
Published: November 2010

AbstractThis paper is born of a deep concern about the premise upon which Enterprising Nation, Report of the Industry Task Force on Leadership and Management Skills (The Karpin Report), was undertaken. I argue that the review, report and recommendations are based on a set of simplifying assumptions that are essentially limiting. By conforming to a view of business embedded in neoclassical economic theory, the Task Force has not explored the implications of current developments worldwide that demonstrate the remarkable capacity of small-scale production to galvanise regions like the Third Italy and the Basque provinces of Spain. These enormously productive regions base their economic activity upon a capacity to cooperate as well as compete and this is anathema to the unmitigated competition that the Task Force takes as given in its recommendations about the development of management/leadership in Australia. Moreover, a reliance on this particular theoretical perspective has limited the Task Force's understanding of, and response to, organisational inequality. Ultimately, I argue that the five challenges articulated by the Task Force are important, but I interpret them differently in the light of a broader and more socially-embedded understanding of the importance and nature of business. In particular, management/leadership of the future will be an integral part of all worker's roles; it will no longer be confined to an organisational or societal elite. Understanding and preparing for the universalism of management in the future is a key challenge for both industry and management education.
The Impact of CEO Role Behaviour on Firm Performance
Authors: Zakliki Mohammad , Christodoulou Chris 
Published: November 2010

AbstractThe impact of executive leadership on organisational performance has been the focus of study for many years. This study, of CEOs of Australian publicly listed companies, used the Competing Values Framework developed by Hart and Quinn (1993) to measure CEO role behaviour. It consists of four competing roles: Vision Setter, Motivator, Analyser, and Task Master. These roles were tested against three dimensions of firm performance: Financial, Business, and Organisational Effectiveness Performance. The results showed that there was little functional connection between executive leadership and firm performance.Further, the organisational effectiveness factor was the domain of firm performance most influenced by CEOs. Task Master role was the only role behaviour which had a positive relationship with any domain of firm performance.Behavioural complexity of leadership behaviour had a positive relationship with organisational effectiveness performance in large firms and for firms following an analyser type of strategy. Behavioural complexity also had a positive relationship with business performance for firms following an analyser type of strategy. However, there was no association between behavioural complexity and financial performance regardless of situational factors.These findings suggest that effective CEOs are required to demonstrate paradoxical skills, and that any approach for developing management skills must involve a heavy dose of practical application.
Home, Work and Management in the Information Age
Authors: Standen Peter 
Published: November 2010

AbstractAllowing employees to work at home for at least part of the week is a management concept said to be rapidly gaining popularity. There is evidence that employees working at home are more productive, satisfied and committed, and that homeworking allows organisations to reduce office overheads, recruit from a wider pool, and retain valued workers. This paper examines the spread of homeworking and its telecommunications-based variant teleworking in Australia. A survey of human resource managers in Western Australia shows that, while 28 percent of large organisations have homeworkers, they are generally few in number and permitted only on an informal basis. Factors inhibiting use of homeworking include a lack of awareness and support amongst senior and middle managers, concerns over issues such as security and occupational health, and unsupportive organisational cultures. It is concluded that, contrary to media reporting, home-working and teleworking are not likely to become widespread in Australia in the near future.
Determinants of Organisational Size: Bhp and Vertical Integration 1885–1915
Authors: Blackmur Douglas 
Published: November 2010

AbstbactOne of the most important strategic issues for managers involves deciding the size of the organisation. Factors which influence this decision include economic, social and political change. The boundaries of the organisation are thus not fixed, and are in part contingent upon the particular characteristics of the environmental context. Theoretical progress in the discipline of strategic management, as far as it relates to matters of organisational size (and structure), requires that serious consideration be given to the analysis of the dynamics of vertical integration which is available in the New Institutional Economics literature. One of the most interesting strands in this literature is the Transactions Costs Economics developed by R.H. Coase and O.E. Williamson. This paper provides an overview of the Coase-Williamson theory of vertical integration. It then uses this theory as a point of departure in conducting an empirical discussion of decisions to integrate vertically taken by one of the world's largest mining enterprises, The Broken Hill Proprietary Company Limited, during the first 30 years of its existence. The paper seeks to demonstrate that theorising in strategic management is enriched if analytical (albeit critical) attention is paid to advances in the economics of organisation.
Analogies and Organisations: The Debt of Systems Theory to Thermodynamics
Authors: Roos Ian 
Published: November 2010

AbstractOrganisation theory makes extensive use of analogies to encourage diversity in thought and explanation of complex phenomena. Analogies are able to provide insights about the internal and external behaviour of organisations of organisations. This is readily observed in the use of the systems concept in the description of organisations.Systems thinking is often seen as unifying; spanning the physical, biological, and social sciences. The term systems theory is perhaps a misnomer in that in its general form it is neither testable, falsifiable nor predictive. However, most of the theories or laws describing the physical universe use the concept of a system. It can be argued that it fits Kuhn's concept of a paradigm.
Contracting Out Information Technology in Public Sector Contexts: Research and Critique
Authors: Willcocks Leslie R , Currie Wendy L. 
Published: November 2010

AbstractThe growing trend towards IT outsourcing within the United Kingdom (UK) public sector is analysed. Factors influencing the degree of success experienced in a range of IT outsourcing deals are detailed, and then used as a framework for analysing and discussing two case histories — of selective and large-scale IT outsourcing — drawn from different parts of the public sector. Both examples demonstrate how distinctive public sector contexts influence the direction and degree of outsourcing. At the same time, they highlight a range of managerial and organisational issues raised by moves towards contractual, core competence forms of organising. Selective outsourcing is revealed as effective provided key decisions and actions are taken. The large-scale outsourcing case raises a number of critical issues not just for how it can be conducted in public sector contexts, but also about the efficacy of such arrangements in terms of cost savings, possible over-dependence on a few suppliers, and ability to respond flexibly to changing political requirements and legislation.
Technology Policy, Task Uncertainty and Organisational Performance
Authors: Dunk Alan S. , Roohani Saeed J. 
Published: November 2010

AbstractFactors influencing organisational performance have attracted attention, both in the literature and in practice, as a means of responding to increasing market competition. One factor that may enhance performance is a technology policy and a number of organisations have implemented such policies. Technology policy proponents argue that a society's capacity for sustained technological innovation is crucial to its economic well being. The primary purpose of the present paper is to investigate the extent to which organisational performance is influenced by the use of a technology policy. Since the literature suggests that task difficulty and task variability may influence this relationship, the paper also examines these relationships. The results suggest there is an association between technology policy and performance and that this relation is influenced by task difficulty, but not task variability. The relationship between technology policy and performance seems to greater when task difficulty is high than it is when task difficulty is low.
Hong Kong Employees' Organisational Commitment before the 1997 Transition: Its Trend, Dimensionality and Relationships with other Human Resource Variables
Authors: Wong Chi-Sum 
Published: November 2010

AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.