bluuebunny/crossref_metadata_2025_split huggingface dataset:
Economic growth, inequality and poverty: An analysis of policy in a two period framework
Authors: McGregor Pat 
Published: July 2007

AbstractThis paper analyses policies designed to counter poverty and income inequality within a two period overlapping generations model. The baseline is provided by a laissez‐faire regime where income in the second period is determined by the human capital of the agent together with the investment in education in the first period. Within the framework of a balanced budget, two policies are examined; the provision of income support alone and then when this is supplemented by additional education for the poor. The latter policy can lead to greater mean income and less poverty and income inequality compared to laissez‐faire when income is responsive to educational outlay.
Aid policy in transition: A preliminary analysis of post'‐conflict rehabilitation of the health sector
Authors: Macrae Joanna , Zwi Anthony , Forsythe Vivienne 
Published: July 2007

AbstractA global tendency towards increasing instability presents a challenge to the aid system. This paper examines international responses to one sub‐group of unstable situations: countries entering a period of post'‐conflict recovery. Focusing on the health sector, it argues that while the objectives of rehabilitation are framed with respect to macro‐level issues of political and economic stabilization, interventions comprise largely of uncoordinated micro‐level initiatives. This policy‐implementation gap is explained in relation to the context of weak states in transitional societies and the organization of international aid itself. It is suggested that a fundamental reappraisal of the objectives and instruments of relief and development is required in unstable situations.
Development economics and the underdevelopment of sub‐Saharan Africa
Authors: Mosley Paul 
Published: July 2007

AbstractFor the last fifteen years most countries in sub‐Saharan Africa—already the poorest region of the developing world—have experienced further declines in living standards, and in some cases, starvation. It is argued that this represents a test case for development economics, which has been a particularly controversial branch of the discipline in recent years. Two insights from the early ‘development economies’ of the 1950s—rural capital market imperfections and early ‘strategic trade policy’ arguments for protection—are shown to have continuing relevance in explaining African under‐development. The argument is developed by reference to two large Asian countries—India and Indonesia—which lagged behind Africa in the 1980s, but which have now overtaken it, and whose experience, we argue, can suggest valuable ways forward for Africa in the 1990s.
In‐house technological effort, imports of technology and enterprise characteristics in a newly industrializing country: The Indian experience
Authors: Katrak Homi 
Published: July 2007

AbstractThis paper uses data of Indian enterprises to examine two questions about their technological efforts and their imports of technology. Do the technology‐importing enterprises have sufficient in‐house capabilities to be able to assimilate and make effective use of their imports, and is the level of an enterprise's technological effort influenced by its size and age. Empirical tests, using a probit probability model and partial correlation analysis, showed that the number of enterprises that went in for an import of technology was significantly higher than could be predicted on the basis of their in‐house technological expenditures (and achievements) and that the latter two variables themselves were negatively influenced by the size and age of the enterprise. These results seem consistent with the hypotheses that in the Indian economic environment enterprises use their imported technologies mainly to start a new product line as quickly as possible, and so do not prepare themselves with much technological effort, and that larger enterprises, having an advantage in negotiating technology‐import agreements, have relatively little incentive for in‐house technological effort.
Mobilization of finance for rural housing development in Nigeria
Authors: Agbola Tunde 
Published: July 2007

AbstractThere is a potential for mobilizing rural savings in Nigeria to improve housing, a neglected sector of social development in the countryside. Housing finance, as banking more generally, has been characterized by urban bias. Several proposals for developing rural housing finance are put forward, including adapting models of successful barefoot banking in other countries to the rural environment of Nigeria.
The Manchester years, 1947‐58: A tribute to the work of Arthur Lewis
Authors: Ingham Barbara 
Published: July 2007

AbstractNobel Laureate Sir W. Arthur Lewis died in June of this year. His most celebrated works in development economics were published whilst he was at the University of Manchester between 1947 and 1958 where, from 1949, he occupied the Stanley Jevons Chair of Political Economy. This brief review is intended as a modest tribute to the exciting work of that period.
The interdependence of work and family roles
Authors: Gutek Barbara A. , Nakamura Charles Y. , Nieva Veronica F. 
Published: July 2007

AbstractThe circumstances of the lack of attention to the interdependence of family functions and external employment in the research to date are considered. Major problems and barriers to progress are noted. One problem is the conceptual‐theoretical barrier of viewing work as masculine and family responsibility as feminine. A second problem is a differential focus in the research to date in which either the family is studied with inadequate attention given to work, or the work setting is studied with insufficient consideration of family responsibilities. Research strategies are reviewed and discussed, including the need to identify combinations of types of occupations and family situations. Five work‐family groups are identified. One of the five groups, single parent is used to illustrate policies pertaining to the interdependence of work and family roles. The relevance of research on role interdependence for both governmental policy and organizational policy is considered in a discussion of the effects of policy on effective integration of work and family roles.
Determinants of organizational commitment in working women: Some implications for organizational integration
Authors: Bhagat Rabi S. , Chassie Marilyn B. 
Published: July 2007

AbstractThis study proposed and examined determinants of organizational commitment in working women. Among the selected determinants of role stress, personal characteristics, and satisfaction with various aspects of the organization, satisfaction with promotional opportunities was die best predictor of commitment. Experienced role stress was the second best determinant, although the observed relationship was inverse. Other variables such as age, education, and need for achievement, found to be antecedents of organizational commitment in earlier empirical studies, failed to predict commitment in this heterogeneous sample of working women. Findings were discussed in terms of the implications for further research and theory development in the area of organizational commitment as well as for the integration of women into modern work organizations.
The effects of appraisal instrument, feedback and goal‐setting on worker satisfaction and commitment
Authors: Tziner Aharon , Latham Gary P. 
Published: July 2007

AbstractTwenty managers and 125 subordinates participated in a field experiment performed in the Israel Airport Authority. The managers received intensive training in giving performance feedback and setting specific goals when conducting appraisals of their subordinates. Following training, the managers were assigned randomly to one of four conditions: feedback and goals using BOS‐based appraisal; feedback using BOS‐based appraisal with no goals; feedback and goals using GRS‐based appraisal; feedback alone using GRS‐based appraisal. Work satisfaction and organizational commitment were measured before and after the performance appraisals were conducted. A two‐way analysis of variance followed by univariate analyses by means of a studentized range test revealed that (1) the use of BOS‐based appraisal increased work satisfaction significantly more than the use of GRS‐based appraisal, (2) feedback followed by goal‐setting resulted in significantly higher work satisfaction and organizational commitment than feedback alone, regardless of the appraisal scale that was used, and (3) the combination of BOS‐based appraisal, feedback and goal‐setting led to significantly higher work satisfaction than was the case in the other experimental conditions.
Incentive compensation as an injurious condition of work: A study of labelling
Authors: George Jennifer M. , Brief Arthur P. , Webster Jane , Burke Michael J. 
Published: July 2007

AbstractA recursive causal model is presented in which individual and work factors are hypothesized to be predictive of workers' labelling an incentive compensation program as potentially injurious to their well‐being. The individual factors include the dispositional variable, negative affectivity, and financial needs and resources. The work factors consist of prior incentive compensation, experienced job insecurity, and experienced control. The model was tested using questionnaire responses of 165 managers and professionals. While it was found that the overall model did not fit the data that well, negative affectivity was found to be positively associated and experienced control negatively associated with the incentive compensation program being labelled negatively. The somewhat surprising finding that financial needs and resources were not found to be significantly associated with labelling is discussed. The importance of disposition and experienced control for the labelling of potentially threatening or harmful job conditions as well as some hypothesized antecedents of control also are discussed.
A compressed shift schedule: Dealing with some of the problems of shift‐work
Authors: Cunningham J. Barton 
Published: July 2007

AbstractThis study examines some of the psychological and behavioral effects of a 12‐hour compressed shift schedule on coal miners in two organizations in Western Canada. It suggests that young, married compressed shift workers are more satisfied with their family relationship. They spend less of their leisure time with spouses when working shifts, and do not spend any more time with them on their days off. They have less time available for many leisure activities on their workdays. The extra time on days off is not reallocated to the leisure activities they were unable to do on their workdays. Some extra leisure time on days off may be spent on personal hobbies. There is no suggestion that the compressed shift schedule has any negative effect on the individual's health.
Some consequences of labor–management negotiations: Laboratory and field studies
Authors: Bluen Stephen D. , Jubiler‐Lurie Vanessa G. 
Published: July 2007

AbstractThe stress associated with labor‐management negotiations is investigated in two longitudinal studies. In Study 1, changes in anxiety and blood pressure following a simulated negotiation exercise are assessed. The sample consisted of 49 advanced undergraduate Industrial Psychology students, divided into experimental (n = 24) and control (n = 25) groups. The experimental group engaged in a simulated labor–management negotiation, whereas the control group participated in a class discussion session. Anxiety and blood pressure levels of both groups were tested before and after the manipulation. Statistically controlling for pretest differences, the experimental group yielded more negative changes in anxiety and blood pressure levels than the control group from pretesting at posttesting. In Study 2, moderators and psychological consequences of participation during in vivo labor–management negotiations were studied. Data were collected from 96 industrial relations (IR) practitioners immediately before negotiations and three months later. Using moderated multiple regression, negatively perceived IR stress predicted negative changes in psychological well‐being. Family support moderated the relationship, while personality hardiness yielded a negative buffering effect on this relationship. Explanations of the findings are discussed and implications for future research are suggested.
How working is defined: National contexts and demographic and organizational role influences
Authors: England George W. , Harpaz Itzhak 
Published: July 2007

AbstractSix major ways in which individuals define the activity of working are empirically identified among national samples of employed labor force members in Belgium, Federal Republic of Germany, Israel, Japan, the Netherlands and the U.S.A. Several types of exchanges being made between working individuals and their working environments are suggested. Primary emphasis is placed upon national similarities and differences in work definition pattern distributions in the six nations. Secondary emphasis is placed upon the influence of demographic context and organizational role context on work definition patterns. Finally, an argument is made for different levels of appropriateness for two specific work definition patterns in work forces of the future.
The person‐environment fit approach to stress: Recurring problems and some suggested solutions
Authors: Edwards Jeffrey R. , Cooper Cary L. 
Published: July 2007

AbstractThe person–environment (P‐E) fit approach to stress has gained widespread acceptance in the organizational stress literature. However, current research into the P‐E fit approach to stress is repeatedly plagued with serious theoretical and methodological problems. Taken together, these problems severely threaten the conclusivness of available empirical evidence and suggest that the current widespread acceptance of the P‐E fit approach may be unwarranted. This article highlights theoretical and methodological problems characteristic of much P‐E fit research and offers some solutions to these problems.
The consequences of organizational commitment: Methodological investigation
Authors: Randall Donna M. 
Published: July 2007

AbstractExtensive research on the consequences of organizational commitment (OC) has been conducted over the past decade. The purpose of this paper is to summarize empirical evidence about the relationship between OC and work outcomes and to examine the effect of methodological decisions on the OC–work outcome relationship. A meta‐analysis of 35 studies of the OC–work outcome linkage reveals that the overall empirical relationship between OC and outcome variables is generally weak, but positive. While subgroup analyses reveal that conceptualization, research design, sampling, operationalization and observation technique decisions have a definite impact on the OC–work outcome correlation, the relationship remains essentially weak. Multiple regression analysis reveals that the type of work outcome and methodological decisions explain only 19 per cent of the variance in the OC–work outcome relationship, with conceptualization decisions having the largest impact.
Integrating race and adult psychosocial development
Authors: Herbert James I. 
Published: July 2007

AbstractThe biographical interview method was used to study the lives of 10 black male entrepreneurs. The findings of this investigation supported Levinson's theory of developmental periods. The concept of evolving life structure was found to be vibrant and viable. Because of the impact of racial dynamics and racism, on the men's lives, two new developmental tasks of adult psychosocial development are proposed: (1) to form an individual racial identity that both acknowledges and frees the individual of their own racism and prejudices, and (2) to form an individual self‐concept dedicated to the eradication of racial discrimination and racial prejudice from society.
Bonding and supportive relationships among black professional women: Rituals of restoration
Authors: Denton Toni C. 
Published: July 2007

AbstractIn two‐day assessment workshops 71 black professional women explored the kinds of supportive relationships they have formed with significant black women friends and the consequences of these supportive relationships for their growth and development.Findings show two major types of supportive relationships: (1) other‐oriented relationships, in which participants' bonds with other black women emphasize the provision of support to the other, and (2) self‐enhancing relationships, in which participants' bonds with other black women are reciprocal in nature or are oriented toward self. Within these two types of relationships, three main functions of support were found: (1) social companionship, (2) task help, and (3) supportiveness. Of these three functions, the receipt of supportiveness consisting of emotional support, high commitment to one another, and encouragement to tackle life's obstacles resulted in the highest levels of growth and development among the participants, thus most effectively validating and addressing their experience of bicultural stress.
Work‐home conflict among nurses and engineers: Mediating the impact of role stress on burnout and satisfaction at work
Authors: Bacharach Samuel B. , Bamberger Peter , Conley Sharon 
Published: July 2007

AbstractUsing structural equation modeling, this paper compares a more traditional, unmediated model of work‐based role stress and its consequences on job satisfaction and burnout to two models in which the role stress‐affective work outcome relationship is mediated (partially and completely) by work‐home conflict across two samples of public sector professionals: engineers and nurses. The findings indicate that a model in which role conflict and overload have both direct and indirect effects—via work‐home conflict—on job burnout and satisfaction (‘Partial Mediation’ model) achieves a better overall ‘fit’ than two alternative models. Furthermore, the findings suggest that while the two groups perceive many aspects of the work‐home relationship differently, for both groups, work‐based role conflict is an important antecedent of work‐home conflict, and increased burnout an important direct consequence of work‐home conflict. Finally, on the basis of the findings, the authors conclude that perspectives which view the work and non‐work realms as independent must be reconsidered, and that the nature of the work‐home relationship may, to a great extent, be contingent upon the way different occupational groups perceive their work situations.
Quantitative methods in cross‐national management research: Trends and equivalence issues
Authors: Peng T. K. , Peterson Mark F. , Shyi Yuh‐Ping 
Published: July 2007

AbstractCross‐national management articles published in 24 major management‐related journals from 1981 to 1987 are reviewed. The methods used in the quantitative articles are categorized according to the characteristics of the research sites, data, and analytical methods. The review indicates increasing methodological sensitivity, complexity, and sophistication as compared to that found in earlier reviews. Improvement in the field could occur through improved understanding of the inherent limitations in cross‐cultural equivalence and through increased attention to qualitative analysis as a means to handle the ‘etic‐emic’ dilemma.
Gender differences in the perception of organizational influence tactics
Authors: Drory Amos , Beaty David 
Published: July 2007

AbstractA short incident describing a political influence attempt was given to 152 management level and professional employees. Subjects were then asked to complete short attitude scales pertaining to the characteristics of the actor and the incident. The experimental factorial design included three factors (1) sex of subject, (2) sex of influencing party, (3) sex of target of influence. The results suggest that males are more tolerant of political behavior than women. Subjects view political manipulators of their own sex more favorably than manipulators of the opposite sex. Subjects of both sexes are more tolerant of political behavior when the victim of the behavior is a member of the opposite sex rather than of their own sex. The results may suggest a growing inclination on the part of both genders to identify with members of their own sex as a meaningful coalition and react to organizational events in view of the implications to members of their own gender. Possible implications for research and intervention are suggested.
From crisis to growth at midlife: Changes in personal paradigm
Authors: O'connor Dennis , Wolfe Donald M. 
Published: July 2007

AbstractAdult development is becoming a critical component of an organization's effectiveness in our rapidly changing world (Torbert, 1987). While transitions in adulthood have been shown to be inevitable and patterned, they do not necessarily result in personal growth. In this exploratory study, data were collected from 64 men and women experiencing midlife transitions. Several factors were identified (scope of transition, progression through a transition sequence, ego development, inner directedness, and commitment to learning) which enabled growth during the midlife transition in the form of a personal paradigm shift. Positive emotional tone as well as enthusiasm for career were found to be consequences of these paradigm shifts. Implications for organizations are discussed.
From expectation to experience: Graduates entering a large corporation
Authors: Nicholson Nigel , Arnold John 
Published: July 2007

AbstractThe paper reports a longitudinal study of new and recently recruited graduates to an oil company, to evaluate how initial expectations compared with experience, and how needs, interests and work activities changed over time post‐entry. Results showed that new entrants had unrealistic expectations, especially of having more managerial job content than they were assigned initially, but this increased with subsequent experience to reach expected levels. Socialization effects were evident, especially by job function, but not by gender. The work orientations and job experiences of commercial and technical graduates developed on divergent paths over time, suggesting more positive personal growth over their early careers for the commercial graduates.
A multivariate test of the job characteristics theory of work motivation
Authors: Champoux Joseph E. 
Published: July 2007

AbstractThis paper reports the results of a multivariate test of the Job Characteristics Theory of Work Motivation using data from employees of a state agency in the United States. A canonical correlation analysis was done first to determine whether there was a statistically significant multivariate relationship among the variables. A hierarchical multiple regression analysis was then done to test main effects and interactions. The results of the study were mostly supportive of predictions from the theory. The interactions with Growth Need Strength were different in form for low and high GNS people. The implications of the results for both the theory and job redesign practice are discussed.
Rational decision processes and sex discrimination: Testing ‘rational’ bias theory
Authors: Szwajkowski Eugene , Larwood Laurie 
Published: July 2007

AbstractThe extent to which sex discrimination is likely to occur as a consequence of manager‐client relationships was examined in this test of rational bias theory. Results were gathered by means of a computerized survey technique. Findings indicated that discrimination is more likely to occur in relationships in which the client is relatively important to the manager, but less likely to occur, or be reversed, in the presence of conditions signaling that the client disapproves of discrimination. The findings partly supported the prediction that managers in relatively weaker positions more readily discriminate. The analysis offers theoretical and policy implications for future consideration.