bluuebunny/crossref_metadata_2025_split huggingface dataset:
Personnel department expenditures and labor productivity
Authors: Eastwood Karen , Rudin Joel P. , Lee Ten Pao 
Published: July 2007

AbstractEmpirical evidence relating personnel department budgets to desired organizational outcomes remains sketchy and inconclusive. An analysis was conducted of the relationship between previous year's personnel department expenditures and total annual output, for 11 large railroads over a six‐year period. There was a significant partial correlation between these two variables. However, after controlling for total assets and workforce size, a regression analysis indicated that individual railroads were unable to adjust their personnel department expenditures over time to maximize productivity. Implications for research and practice are discussed.
Critical comments on applying covariance structure modeling
Authors: Brannick Michael T. 
Published: July 2007

AbstractCovariance structure modeling, also known as structural equation modeling or causal modeling, appears increasingly popular. Such techniques can be used to conduct tests of complex theory on empirical data. To conduct such tests, researchers need measures of known factor structure and the knowledge of structural relations among the constructs of interest. Researchers typically have neither the required measures nor the knowledge of structural relations. Instead of conducting tests of theory, researchers use covariance structure models to develop measurements and theoretical models. This paper discusses why such use of covariance structure models is unlikely to produce scientific progress and proposes some alternative procedures thought to be more fruitful.
Family Support Inventory for Workers: A new measure of perceived social support from family members
Authors: King Lynda A. , Mattimore Laura K. , King Daniel W. , Adams Gary A. 
Published: July 2007

AbstractA measure of family social support for workers was developed, and initial investigations of its psychometric characteristics were conducted. Data from several samples endorse the internal consistency of the support dimensions of emotional sustenance and instrumental assistance, and confirmatory factor analysis findings reinforce the bidimensional structure of the instrument. Lack of a relationship with social desirability, correlations with life and job satisfactions, and gender differences in perceived instrumental assistance afford preliminary validity evidence. Exploratory multiple regression analyses revealed significant three‐way interactions suggesting that the level of emotional sustenance from family members may be important to job satisfaction for employed women. Furthermore, empirical evidence was generated to assess the viability of the instrument relative to other existing measures of social support. Results supported convergent, discriminant, and nomological validity.
Predictors of intentions to leave the ward, the hospital, and the nursing profession: A longitudinal study
Authors: Krausz Moshe , Koslowsky Meni , Shalom Nirra , Elyakim Nirra 
Published: July 2007

AbstractThe stages preceding and following the intention to withdraw from an organization have not been adequately examined. Data were collected at two time periods from a sample of 146 nurses working in a general hospital located in a large metropolitan area in Israel. Essentially, intention to withdraw from three levels — ward, hospital and profession — were examined. LISREL was used to test alternative longitudinal models for the best fitting set of linkages among variables. The findings supported a progression model of withdrawal intention. According to this conceptualization, a nurse first decides to leave the ward, then the hospital, and, finally, the profession. Theoretical and practical implications of the results were presented.
Goal setting and competition as determinants of task performance
Authors: Campbell Donald J. , Furrer David M. 
Published: July 2007

AbstractAlthough research has demonstrated that difficult, specific goals produce higher performance than easy or non‐specific goals, little research has examined goal setting in relation to competition. In such circumstances, at least four potential outcomes are logically possible (i.e. complete or partial performance enhancement with competition versus complete or partial performance reduction). Thus, this investigation manipulated goal level and competition in a 3 × 2 factorial design. Participants (N = 109) solved routine arithmetic problems. Results demonstrated that competition had a significant dysfunctional effect on task performance within goal setting conditions.
The relationship of race and gender to managers' ratings of promotion potential
Authors: Landau Jacqueline 
Published: July 2007

AbstractThe purpose of this paper was to examine the relationship of race and gender to managers' ratings of promotion potential for a sample of 1268 managerial and professional employees. Hierarchial regression analysis showed that controlling for age, education, tenure, salary grade, functional area, and satisfaction with career support, both race and gender were significantly related to promotion potential. Females were rated lower than males, and Blacks and Asians were rated lower than Whites. There were no interaction effects between race and gender.
Further evidence on some new measures of job control, cognitive demand and production responsibility
Authors: Wall Toby D. , Jackson Paul R. , Mullarkey Sean 
Published: July 2007

AbstractCurrent approaches to job design and job stress, and their application in the context of new manufacturing technologies and practices, call for new widely applicable measures of job properties. In response to this need, Jackson, Wall, Martin and Davids (1993) described the development of new scales of timing control, method control, monitoring demand, problem‐solving demand and production responsibility. This article provides further evidence concerning these measures, based on the responses of nearly 1700 employees from five separate samples. The evidence includes: investigation through confirmatory factor analysis of the applicability of the underlying five‐factor measurement model on two new samples; improvement of the problem‐solving demand scale; a test of the replicability of the measurement model by formal factorial invariance tests across four samples; additional information on scale reliability and construct validity; and normative data for a wide range of shopfloor and related jobs.
An examination of beliefs about older workers: Do stereotypes still exist?
Authors: Hassell Barbara L. , Perrewe Pamela L. 
Published: July 2007

AbstractThis study examined individuals' beliefs about older workers. Of particular interest was the relationship between those beliefs and individuals' (a) interactions with older workers, (b) supervisory status, and (c) demographic variables. Findings indicated that although older workers hold more positive beliefs about older workers than younger workers hold, even younger workers tended to have generally positive beliefs. Chronological age was found to moderate two relationships. First, the number of younger workers' interactions with older workers significantly, positively affected younger workers' beliefs about older workers. Second, an examination of the interaction between supervisory status and age found that older supervisors hold more negative beliefs about older workers than younger supervisors.
Operationalizing the outcomes of union commitment: The dimensionality of participation
Authors: Parks Judi Mclean , Gallagher Daniel G. , Fullagar Clive J. A. 
Published: July 2007

AbstractIn contrast to the past and current reliance upon a unidimensional or additive index of union participation, our research presents evidence of the multidimensional nature of the construct of union participation, a behavioral manifestation of union commitment. In this study, we examined a more diverse set of items than typically used in studies of union commitment and participation, ranging from holding union office to voting and to the more mundane, day‐to‐day activities which may take place in the workplace. Our results suggest three distinct dimensions to union participation, each representing potentially varying strengths of union commitment: an administrative factor reflecting office holding duties; an intermittent factor, reflecting participation in activities scheduled or available at particular times; and a supportive factor, reflecting on‐going participative activities in support of other members of the union. Our findings further suggest these dimensions are relatively stable across time periods in two diverse samples: a retail worker sample and a nursing sample. Implications of the results are discussed.
Developing and maintaining union commitment: A theoretical framework
Authors: Tetrick Lois E. 
Published: July 2007

AbstractThis article presents a dynamic model of the process in which union commitment is developed and maintained. Central to the model is the fact that commitment occurs in a context of organizational rights which are provided by the union as well as organizational responsibilities or citizenship behaviors on the part of union members. Based on an integration of the literature on organizational citizenship behaviors, psychological contracts, and organizational socialization, specific hypotheses are proposed.
The Medicago truncatula DMI1 Protein Modulates Cytosolic Calcium Signaling
Authors: Peiter Edgar , Sun Jongho , Heckmann Anne B. , Venkateshwaran Muthusubramanian , Riely Brendan K. , Otegui Marisa S. , Edwards Anne , Freshour Glenn , Hahn Michael G. , Cook Douglas R. , Sanders Dale , Oldroyd Giles E.D. , Downie J. Allan , Ané Jean-Michel 
Published: July 2007

Abstract
In addition to establishing symbiotic relationships with arbuscular mycorrhizal fungi, legumes also enter into a nitrogen-fixing symbiosis with rhizobial bacteria that results in the formation of root nodules. Several genes involved in the development of both arbuscular mycorrhiza and legume nodulation have been cloned in model legumes. Among them, Medicago truncatula DMI1 (DOESN'T MAKE INFECTIONS1) is required for the generation of nucleus-associated calcium spikes in response to the rhizobial signaling molecule Nod factor. DMI1 encodes a membrane protein with striking similarities to the Methanobacterium thermoautotrophicum potassium channel (MthK). The cytosolic C terminus of DMI1 contains a RCK (regulator of the conductance of K+) domain that in MthK acts as a calcium-regulated gating ring controlling the activity of the channel. Here we show that a dmi1 mutant lacking the entire C terminus acts as a dominant-negative allele interfering with the formation of nitrogen-fixing nodules and abolishing the induction of calcium spikes by the G-protein agonist Mastoparan. Using both the full-length DMI1 and this dominant-negative mutant protein we show that DMI1 increases the sensitivity of a sodium- and lithium-hypersensitive yeast (Saccharomyces cerevisiae) mutant toward those ions and that the C-terminal domain plays a central role in regulating this response. We also show that DMI1 greatly reduces the release of calcium from internal stores in yeast, while the dominant-negative allele appears to have the opposite effect. This work suggests that DMI1 is not directly responsible for Nod factor-induced calcium changes, but does have the capacity to regulate calcium channels in both yeast and plants.
Phosphate Homeostasis and Root Development in Arabidopsis Are Synchronized by the Zinc Finger Transcription Factor ZAT6
Authors: Devaiah Ballachanda N. , Nagarajan Vinay K. , Raghothama Kashchandra G. 
Published: July 2007

AbstractPhosphorus availability is limited in many natural ecosystems. Plants adapt to phosphate (Pi) deficiency by complex molecular processes. There is growing evidence suggesting that transcription factors are key components in the regulation of these processes. In this study, we characterized the function of ZAT6 (zinc finger of Arabidopsis 6), a cysteine-2/histidine-2 zinc finger transcription factor that is responsive to Pi stress. ZAT6 is induced during Pi starvation and localizes to the nucleus. While the RNAi suppression of ZAT6 appeared to be lethal, its overexpression affects root development and retards seedling growth as a result of decreased Pi acquisition. The ZAT6 overexpression also resulted in altered root architecture of older plants, with consequent changes in Pi acquisition. These results indicate that ZAT6 regulates root development independent of the Pi status of the plant, thereby influencing Pi acquisition and homeostasis. In addition, the expression of several Pi starvation-responsive genes was decreased in ZAT6 overexpressing plants, thereby confirming the role of ZAT6 in regulating Pi homeostasis. This study thus indicates that ZAT6 is a repressor of primary root growth and regulates Pi homeostasis through the control of root architecture. To our knowledge, ZAT6 is the first cysteine-2/histidine-2 zinc finger transcription factor reported to regulate root development and nutrient stress responses.
Differential Expression of Genes Important for Adaptation inCapsella bursa-pastoris(Brassicaceae)
Authors: Slotte Tanja , Holm Karl , McIntyre Lauren M. , Lagercrantz Ulf , Lascoux Martin 
Published: July 2007

AbstractUnderstanding the genetic basis of natural variation is of primary interest for evolutionary studies of adaptation. In Capsella bursa-pastoris, a close relative of Arabidopsis (Arabidopsis thaliana), variation in flowering time is correlated with latitude, suggestive of an adaptation to photoperiod. To identify pathways regulating natural flowering time variation in C. bursa-pastoris, we have studied gene expression differences between two pairs of early- and late-flowering C. bursa-pastoris accessions and compared their response to vernalization. Using Arabidopsis microarrays, we found a large number of significant differences in gene expression between flowering ecotypes. The key flowering time gene FLOWERING LOCUS C (FLC) was not differentially expressed prior to vernalization. This result is in contrast to those in Arabidopsis, where most natural flowering time variation acts through FLC. However, the gibberellin and photoperiodic flowering pathways were significantly enriched for gene expression differences between early- and late-flowering C. bursa-pastoris. Gibberellin biosynthesis genes were down-regulated in late-flowering accessions, whereas circadian core genes in the photoperiodic pathway were differentially expressed between early- and late-flowering accessions. Detailed time-series experiments clearly demonstrated that the diurnal rhythm of CIRCADIAN CLOCK-ASSOCIATED1 (CCA1) and TIMING OF CAB EXPRESSION1 (TOC1) expression differed between flowering ecotypes, both under constant light and long-day conditions. Differential expression of flowering time genes was biologically validated in an independent pair of flowering ecotypes, suggesting a shared genetic basis or parallel evolution of similar regulatory differences. We conclude that genes involved in regulation of the circadian clock, such as CCA1 and TOC1, are strong candidates for the evolution of adaptive flowering time variation in C. bursa-pastoris.
Enhancing coaching skills and emotional intelligence through training
Authors: Grant Anthony M. 
Published: July 2007

PurposeThe purpose of this paper is to compare the impact of a long‐term (13‐week, spaced learning) with a short‐term (two‐day, block intensive) coaching skills training programme on participants' coaching skills and emotional intelligence.Design/methodology/approachIn the study 23 participants completed a 13‐week coaching skills training course which consisted of weekly 2.5‐hour workshops and action learning. In comparison, 20 participants completed a two‐day “Manager as Coach” training programme, with a three‐week action learning break between day one and day two. Both training programmes used the same coaching frameworks, with the two‐day programme being more condensed.FindingsParticipation in the 13‐week training course was associated with increases in both goal‐focused coaching skills and emotional intelligence, whereas the two‐day block intensive training was associated with increased goal‐focused coaching skills, but not emotional intelligence. Further, the magnitude of the increase in goal‐focused coaching skills was less for the two‐day programme than for the 13‐week programme.Research limitations/implicationsThese studies used a quasi‐experimental pre‐post design, and the long‐term effects were not measured. Future research should use control groups and random assignment to short‐ or long‐term training.Practical implicationsThe main implications of these findings are that, while short, intensive programmes may improve participants' goal‐focused coaching skills, organisations seeking to deepen the impact of “Manager as Coach” training programmes and improve the underlying emotional intelligence of participants should use a spaced learning approach over a number of weeks.Originality/valueThis is the first study to examine the impact of different approaches to coaching skills training and their impact on emotional intelligence.
Connecting human resources management and knowledge management
Authors: Svetlik Ivan , Stavrou‐Costea Eleni 
Published: July 2007

PurposeThe article seeks to demonstrate the benefits of using an integrative approach between human resource management (HRM) and knowledge management (KM), where one reinforces and supports the other in enhancing organisational effectiveness and performance.Design/methodology/approachThis contribution is a collection of research articles that explore how HRM and KM are interrelated and provide empirical support for such connection.FindingsThe authors firmly believe that the articles of this issue will not only provide for interesting and worthwhile reading material, but also set the stage for enlarging and enriching the research base on the relationship between HRM and KM.Research limitations/implicationsIt is not an exhaustive analysis of the connections between HRM and KM; however, it is a very good first step in that direction. Even though HRM and KM have much in common, there are few studies that make such a connection explicit.Practical implicationsThe article provides a very useful source of information and practical advice on how the connection between the two disciplines can enhance organisational functioning.Originality/valueThis special issue fulfils a gap in the existing literature for both academics and practitioners on the merits of using HRM and KM integratively.
Knowledge management and innovation performance
Authors: Lundvall Bengt‐Åke , Nielsen Peter 
Published: July 2007

PurposeThe purpose of this paper is to show why the establishment of “learning organisations” must be a central element of knowledge management – especially in firms operating on markets where product innovation is an important parameter of competition.Design/methodology/approachThe argument straddles and combines insights related to management and organisation theory with an evolutionary economic analysis of the relationship between innovation, learning and knowledge. It is supported by an empirical analysis of survey data on Danish private sector firms. The survey was addressed to all firms in the private urban sector with 25 or more employees, supplemented with a stratified proportional sample of firms with 20‐25 employees.FindingsThe analysis shows that firms that introduce several organisational practices, assumed to characterise the learning organisation, are more innovative than the average firm.Research limitations/implicationsThe empirical findings are limited to the private sector and do not cover public sector organisations.Practical implicationsThe learning organisation characteristics have a positive impact on dynamic performance and there are obviously lessons to be learned from the successful firms operating in turbulent environments that introduce specific organisational characteristics such as job rotation, inter‐divisional teams, delegation of responsibility and reducing the number of levels in the organisational hierarchy.Originality/valueThe paper puts “knowledge management” into the wider concept of “learning economy” and shows how a key element of knowledge management is to enhance the learning capacity of the firm.
Measuring organisational learning capability among the workforce
Authors: Chiva Ricardo , Alegre Joaquin , Lapiedra Rafael 
Published: July 2007

PurposeThe present study sets out to propose and validate a measurement scale that aims to capture the organisational capability to learn, based on a comprehensive analysis of the facilitating factors for learning. The organisational learning capability scale consists of 14 items grouped into five dimensions: experimentation, risk taking, interaction with the external environment, dialogue, and participative decision making.Design/methodology/approachData were collected from eight Spanish ceramic tile manufacturers. The survey was addressed to shop floor workers. A total of 157 valid questionnaires were obtained, representing a response rate of 61 per cent. Using confirmatory factor analysis, the construct measurement model was tested and the scale was validated.FindingsThe results of the study indicate that the operational measure developed here satisfies the criteria for unidimensionality, reliability, and validity.Research limitations/implicationsBecause of the sample features, final results should be considered with caution. Further research is needed to validate the organisational learning capability scale in other contexts and addressed to other kinds of respondents. However, this study contributes to organisational learning research by providing a valid and reliable operational measure that is expected to help researchers in future theory testing.Practical implicationsThe proposed measurement scale for organisational learning capability could be implemented as an audit tool. Thus, managers could unveil which organisational learning issues are strong and which are weak. This would provide guidance for improvement.Originality/valueThis paper provides a new measurement instrument for organisational learning capability.