bluuebunny/crossref_metadata_2025_split huggingface dataset:
Effects on agricultural supply of producer price level and stability with and without goods scarcity: The case of coffee supply in Madagascar
Authors: Guillaumont Patrick , Bonjean Catherine 
Published: July 2007

AbstractThis article examines several hypotheses related to influences on the supply of agricultural export products in developing countries. First, it considers the hypothesis that a scarcity of consumer incentive goods so reduces the elasticity of supply to real prices that it becomes negative. Next, it analyses various effects of real price instability on supply, effects that vary according to the availability of consumer goods. Finally, it considers the indirect influence of stabilization schemes on supply, through their effect on the average level of producer prices. The various hypotheses are then tested for the case of coffee supply in Madagascar during the period 1965‐84.
The beginning of the end for GSP, or just the end of the beginning?
Authors: Hewitt Adrian P. 
Published: July 2007

AbstractGSP schemes are subject to review every decade. The European Community's scheme, one of the earliest and now covering trade worth ECU 16 billion, is now overdue for review, although bogged down in the 1992 process. The Commission's reform proposals are still inchoate but seem less ambitious than those proposed by OD1 a decade ago, even though so much in world trade has changed meanwhile. Principles underlying the new EC Guidelines are examined and contrasted with updated OD1 proposals. The case is made for a trade assistance package for the poorer developing countries as the new raison d'être for GSP. New guidelines for GSP beneficiaries based on graduation and differentiation are proposed. in contrast, the protectionist and product‐linked sentiments behind the EC proposals, and its use of GSP already as an instrument of political reward in drug economies and in reforming Eastern Europe, are seen as indications that there are pressures to disband GSP altogether. This would mark a return to selective preferences and intra‐bloc trading.
A longitudinal field study of group work redesig
Authors: Wall Toby D. , Clegg Chris. W. 
Published: July 2007

AbstractThe paper describes an action research project on group work redesign which involved blue‐collar employees in a confectionery company. A theoretical framework, derived from previous research on semi‐autonomous work groups and the Job Characteristics Model modified to apply to group working (Hackman, 1977), was used as a guide to diagnosis, redesign and evaluation. Hie findings, based on a short term evaluation after six months and a longer term evaluation after eighteen months, reveal that substantial increases in group autonomy and group work identity were achieved, and were followed, as predicted, by increased work motivation, performance, job satisfaction and mental health, as well as reduced labour turnover. Of particular interest to subsequent theoretical development is the sensitivity of mental health as an outcome variable, and the existence of differential rates of change in the dependent variables.
Role stress—a methodological trap?
Authors: Fineman Stephen , Payne Roy 
Published: July 2007

AbstractThis study explores the notion that many existing studies which show moderate relationships between role variables and stress symptoms are doing so because of the operational similarity of independent and dependent variables. It was predicted that the removal of such an artefact by clearly separating the two sets of variables would result in a nil relationship. Matched ‘cases’ and ‘controls’ were compared in two different organizations. The independent judgments of occupational health specialists were used to measure stress on a number of agreed dimensions, and role measurements were taken by the researchers in three different ways. On all comparisons made there was a strong trend suggesting no role/stress associations. The implications of the results for role stress studies are discussed.
Predicting employee satisfaction from congruency among individual need, job design, and system structure
Authors: Vecchio Robert P. , Keon Thomas L. 
Published: July 2007

AbstractTheoretical models designed to predict employee affective reactions from congruency among individual growth need strength, job attributes, and organizational structure have suffered from imprecision in predictions (Porter et al., 1975; Nemiroff and Ford, 1976) or inconsistency in the application of integration rules (Pierce et al., 1979). The present study competitively tested predictions generated by a congruency‐weighted model with predictions generated by previous congruency models. For two data‐sets which manifested evidence of congruency interactions, the results indicated that a congruency‐weighted model was a superior predictor of job satisfaction relative to previous congruency models.
Stress among air traffic controllers: Occupational sources of coronary heart disease risk
Authors: Crump John H. , Cooper Cary L. , Maxwell Victor B. 
Published: July 2007

AbstractThis study attempts to assess the sources of occupational stress on air traffic controllers. It is based on data collected from a majority of air traffic controllers at a large U.K. airport. There are two unique methodological features described in this article. First, the use of the repertory grid technique as a method of generating work stressor variables, and second, the use of the multiple logistic equation as a coronary heart disease risk index.
Organizational commitment, career factors and career/life stage
Authors: Jans N. A. 
Published: July 2007

AbstractA model of organizational commitment was developed using, as independent variables, factors associated with self, with family and with career. Australian military officers (males only) were used as the research population (N=13OO). All these factors were influential in explaining the variance in organizational commitment. Examination of the interplay of the independent variables across career/life stages gives insight into the dynamics of organizational commitment.
Methods of coping with stress at work: A conceptual analysis and empirical study of measurement issues
Authors: Dewe Philip J. , Guest David E. 
Published: July 2007

AbstractThe study of coping has assumed an increasingly central role in studies of work‐related stress. However the measurement of coping is poorly developed and is dominated by very general conceptual frameworks. The case for a descriptive classification of coping methods based on careful empirical work rather than pre‐determined conceptual frameworks is presented. The results of four studies of supervisors and administrators, nurses, teachers and church ministers are presented and compared. Principal components analysis of check‐lists developed specifically for each population revealed five forms of coping which emerged consistently across the studies. These components are rational task‐oriented behavior, emotional release, distraction, passive rationalization and social support. The limitations of existing conceptualizations and in particular the need to recognize the range and variety of palliative techniques are emphasized.
Threat perception and the readiness to participate in safety programs
Authors: Goldberg Albert I. , Dar‐El Ezey M. , Rubin Ami‐Hai E. 
Published: July 2007

AbstractReacting to a perception of threat, workers can become fatalistic or increase their readiness to participate in plant safety programs. A field study of 396 production workers at eight factories tested key relationships derivable from this assumption. Workers were found to be particularly sensitive to presumed personal jeopardy from existing safety hazards. These threat perceptions were tied to previous encounters with accidents and to training for a specific task. In contrast, occupational climates seen as supportive to safety efforts did not effect personal threat evaluations. Safety instruction and co‐worker support were established as complementary factors that moved workers toward an activist path of participation rather than a fatalistic acceptance of an existing situation. While relationships were primarily investigated on an individual level, special conditions at certain enterprises were found to influence worker willingness to become involved in safety endeavors.
From individual incentives to an organization‐wide gainsharing plan: Effects on teamwork and product quality
Authors: Hatcher Larry , Ross Timothy L. 
Published: July 2007

AbstractDespite the widespread use of incentive systems in manufacturing organizations, few studies have used a standard, quasi‐experimental research design to directly compare the effects of different plans on employee perceptions and work outcomes. In this study, multiple methods were used to assess changes at a company which ended an individually‐oriented piecework plan and subsequently began a high‐involvement gainsharing plan. This piecework‐to‐gainsharing transition involved (a) terminating individual incentives, (b) paying plant‐wide bonuses for performance improvements, and (c) developing a highly structured ‘idea’ system which allowed employees limited participation in work decisions. Survey responses obtained two months before the transition and again 15 months later revealed improvements in perceptions of teamwork and concern for performance. Interrupted time series analysis of over four years of objective data showed a significant decrease in grievances and a significant increase in product quality occurring at the time of the intervention. Concerning the latter, defective products per 1000 shipped decreased from 20.93 under piecework to 2.31 under gainsharing. The results are discussed within the framework of Deutsch's (1949a) theory of cooperation and competition.
Effectiveness of creativity training and its relation to selected personality factors
Authors: Kabanoff Boris , Bottger Preston 
Published: July 2007

AbstractThis exploratory study assesses the effectiveness of the Creative Problem Solving Program (Parnes, Noller and Biondi, 1977) for increasing the ideational fluency, flexibility and originality of trainees in a Master of Business Administration program. Pre‐ and post‐training performances of trainees (N = 32) on the Torrance Tests of Creative Thinking (verbal) are compared with a control group of MBA students (N = 44). Compared to the control group, trainees demonstrate significant gains in originality. While both groups show an improvement in fluency. Trainees with high preferences for achievement and dominance but low preference for deference are less likely than average to self‐select for creativity training. Performance in a creativity project is positively related to preference for autonomy and creative ability, and negatively related to preference for achievement. Implications of these findings for the effectiveness of creativity training and the attitudes and performance of high need achievers are discussed. Finally, we discuss issues in the generalization and transfer of training to non‐training domains.
Fairness and implied contract obligations in job terminations: The role of contributions, promises, and performance
Authors: Rousseau Denise M. , Anton Ronald J. 
Published: July 2007

AbstractUsing the methodology of policy capturing, this research identifies the role that performance, time on the job, commitment of long‐term employment and employability play in judgment of termination fairness and employer obligations. Previous research (Rousseau and Anton, 1988) found that seniority and past commitments of long‐term employment contributed significantly to judgments of termination fairness and obligation. The present study considered these variables along with performance (past, present and future potential) using 116 participants in human resource management courses. Results indicated that present performance, time on the job, and commitments affect judgments regarding termination fairness and obligation. Past and future performance, however, had no impact on these judgments. Implications of the findings for understanding employer and employee obligations are discussed.
Correlates of career‐oriented mentoring for early career managers and professionals
Authors: Whitely William , Dougherty Thomas W. , Dreher George F. 
Published: July 2007

AbstractThis study examines several different kinds of correlates of career‐oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work‐involved respondents from higher socioeconomic origins received more career‐oriented mentoring. In addition, managers received more mentoring than professionals, as did those who were higher in the organization hierarchy. While gender of the protégé was unrelated to the amount of career mentoring received, reasons are offered for this result. Various boundary conditions likely to affect mentoring processes are discussed and several directions are recommended for future research on mentoring.
Performance dimension accessibility: Implications for rating accuracy
Authors: Woehr David J. 
Published: July 2007

AbstractRecent models of evaluative information processing suggest that individuals will form differentiated dimensional judgments only if a differentiated set of categories or dimensions is accessible as behavior is observed. If, however, a differentiated set of dimensions is not accessible, individuals will form a more general global evaluation. Subsequent dimensional evaluations will be driven by this ‘overall ’evaluation. The present study supports this and indicates that dimensional performance evaluations will be more accurate if the performance appraisal dimensions are accessible to individual raters. This study demonstrates the importance of the accessibility of dimensions for accurate dimensional performance evaluations.
Disentangling the relationship between the achievement striving and impatience—irritability dimensions of type A behavior, performance and health
Authors: Barling Julian , Charbonneau Danielle 
Published: July 2007

AbstractThis study was conducted to replicate and extend previous findings that two independent dimensions of type A behavior, namely Impatience—Irritability (II) and Achievement Striving (AS), differentially predict health and performance. One hundred and thirteen university students provided their grade point average and completed questionnaires to measure II, AS and several health measures. They also performed a five‐minute proof‐reading task which yielded a behavioral measure of attention and concentration. As predicted, after partialling out the effects of II, AS predicted GPA and proof‐reading performance, but not health. After controlling for age and AS, II predicted headaches and sleep habits, but neither respiratory infections nor digestive problems. Implications for the differential prediction of health and performance by AS and II, and interventions designed to decrease risk from type A behavior by reducing II but not AS, are discussed.
The dimensions of organizational commitment
Authors: Bar‐Hayim Aviad , Berman Gerald S. 
Published: July 2007

AbstractThe dimensionality of the concept organizational commitment, formulated by Porter, Steers, Mowday and Boulian in 1974 and later by Cook and Wall in 1980, is explored by metric and non‐metric methods among industrial workers in Israel. A distinction is established between loyalty to the employing organization and identification with and readiness to exert effort on its behalf. This is a distinction between passive and active organizational commitment, hidden in the original additive scales, that could prove useful in understanding the behavior of different populations of industrial workers.
Efficacy beliefs and work stress: An exploratory study
Authors: Jex Steve M. , Gudanowski David M. 
Published: July 2007

AbstractThis study investigated the possible role of self‐efficacy in the stress process by examining relations between stressors (role ambiguity, situational constraints, and hours), strains (job dissatisfaction, anxiety, frustration, and turnover intent), and efficacy beliefs (both individual and collective). Individual efficacy was related to only two of the four strains and had no mediating or moderating effects. Collective efficacy, however, was strongly related to both stressors and strains. Collective efficacy also moderated the effect of work hours and mediated the relation between situational constraints and two of the strain measures. It was concluded that the theory of individual self‐efficacy (Bandura, 1977) may not adequately explain collective efficacy. Future research on the self‐efficacy construct as well as its role in the stress process was suggested.
Dual earner couples: Attitudes and actions in restructuring work for family
Authors: Karambayya Rekha , Reilly Anne H. 
Published: July 2007

AbstractIn a matched data set consisting of survey responses from both members of 39 dual earner couples, work and family involvement was used to predict job satisfaction, marital satisfaction, stress and work restructuring of both members of the couple. In general, the wives were found to be restructuring their work activities more than their husbands. Couples whose members had high levels of family involvement were experiencing high levels of marital satisfaction and low levels of stress. In addition, the coded responses to seven open ended questions provided qualitative data reflecting what specific types of work restructuring arrangements were most popular and the reasons for work restructuring.
Pulling up roots in the 1990s: Who's willing to relocate?
Authors: Brett Jeanne M. , Stroh Linda K. , Reilly Anne H. 
Published: July 2007

AbstractThe purpose of this study was to develop a profile of employees in Fortune 500 companies who are willing to relocate. The profile was developed on a demographically diverse random sample of 827 employees from 20 Fortune 500 corporations, all of whom had moved at least once for their current employer. Employees who were most willing to relocate were younger, their incomes were lower, their career ambitions higher, and their spouses more willing than those who were less willing to relocate. These employees could be found in sales/marketing and production functions. Their attitudes toward moving were also favorable. The single most important predictor of willingness to relocate was spouse willingness to relocate. This result suggests strongly that in the 1990s, corporations are going to have to address the concerns of spouses, if married employees are going to remain mobile. The study also cautions corporations about the shortsightedness of thinking of spouse and dual career issues as ’women's issues‘ and assuming that females and minorities are unwilling to relocate.
Assessing diversity climate: A field study of reactions to employer efforts to promote diversity
Authors: Kossek Ellen Ernst , Zonia Susan C. 
Published: July 2007

AbstractBased on intergroup theory, this study examined relationships among group characteristics (racioethnicity, gender, and level), contextual organizational unit characteristics (gender and racioethnic heterogeneity, resource support for women and racioethnic minorities) and perceptions of diversity climate by faculty at a large university. Compared to white men, white women and racioethnic minorities placed greater value on employer efforts to promote diversity, and held more favorable attitudes about the qualifications of women and racioethnic minorities. The study found that group rather than contextual organizational unit characteristics were more strongly related to diversity climate. However, the organizational unit characteristic, gender heterogeneity, was significantly related to valuing diversity. The greater the ratio of women in a unit, regardless of the respondents' gender, racioethnicity or level, the more favorable diversity activities were viewed. In addition, units whose allocation of resources to racioethnic minorities were perceived as insufficient by respondents were more likely to have members who valued diversity and held favorable perceptions toward the qualifications of racioethnic minorities. Implications for organizations and future research are offered.
Self‐appraisal and perceptions of the appraisal discussion: A field experiment
Authors: Roberson Loriann , Torkel Steven , Korsgaard Audrey , Klein Doug , Diddams Margaret , Cayer Maurice 
Published: July 2007

AbstractPerformance evaluation based on self‐appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both‐rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty‐one ratees and 81 raters randomly assigned to self‐appraisal and control groups participated in the study. Results indicated that the self‐appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self‐appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non‐self appraisers. However, informal self‐appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self‐appraisal which warrant future research.
A refutation of Karasek's demand – discretion model of occupational stress with a range of dependent measures
Authors: Fletcher Ben (C.) , Jones Fiona 
Published: July 2007

AbstractKarasek's (1979) demand–discretion model of occupational stress has been highly influential but has been criticized as confounding social class variables (Payne and Fletcher, 1983), ignoring the curvilinearity of relationships (Warr, 1991), and because it has inconsistently predicted heart disease (Ganster and Fusilier, 1989). The present study examines the ability of the model to predict raised blood pressure (a risk factor in the development of CHD), anxiety, depression, job and life satisfaction, in a large heterogeneous sample of over 3000 people. It examines the predictability of the model for men and women, taking occupational classification (manual and non‐manual workers) into account, to allow some control over social class confounding. It also examines nonlinear relationships in the data.The study showed that demands and discretion do separately predict psychological strain, job and life satisfaction, though they account for a very small percentage of the variance. There was no evidence of interactive effects which are central to the model. Where the model was able to predict blood pressure, relationships were consistently in the opposite direction to that hypothesized. There was also little evidence of curvilinear relationships. Interpersonal support was found to add significantly to the predictability of the dependent variables. The findings cast doubt on Karasek's model and suggest that emphasis should be shifted to those models which are more encompassing of support factors.