bluuebunny/crossref_metadata_2025_split huggingface dataset:
Perspectives on Training and Development
Authors: Kraiger Kurt 
Published: November 2003

AbstractThis chapter covers theory and practice relative to the nature and role of training and development in work organizations. After stressing the importance of training within a brief historical treatment of the forces and pressures facing modem work organizations, three themes are developed: training as instruction, as learning, and as embedded in planned organizational change. Several key areas that continue to present challenges to those involved in research or practice are examined in detail, including training needs assessment, training design, transfer of training, and training evaluation.
Strategic Industrial and Organizational Psychology and the Role of Utility Analysis Models
Authors: Boudreau John W. , Ramstad Peter M. 
Published: November 2003

AbstractThe beginning of the twenty‐first century poses an interesting paradox for I/O psychology and strategic human resource management. Leading I/O psychology journals, especially in the United States, have reduced attention to utility analysis at a time when the quantitative measurement of human capital is receiving unprecedented attention. This chapter admonishes scholars and practitioners in I/O psychology and human resource management to integrate their disciplines, and create a more strategic approach. We show how the logic and methods of utility analysis provides a framework for I/O psychology to be more strategic, and for strategic human resource management to be more operationally rigorous. We review developments in utility analysis research since 1991, but propose a new perspective based on decision support. We address the “criterion problem” inSDyresearch with this decision‐based perspective, as an alternative to the traditional I/O focus on measurement and psychometrics, to show how the decision‐based perspective reveals opportunities to link human capital and organizational success. We present a model, HC Bridge™, that links human capital and organizational performance, and use it to describe new directions for research on utility analysis estimation, acceptance, and decision making. Finally, we addressSDymeasurement from a strategic perspective, to show howSDyaddresses a fundamental gap in human resource strategy.
Motivation
Authors: Mitchell Terence R. , Daniels Denise 
Published: November 2003

AbstractThis chapter reviews the topic of motivation. We start with a definition of this construct and how it fits with other constructs like effort, persistence, and performance. The underlying organizing idea for the chapter is various tensions in our field. We then proceed to review different motivational approaches that represent the different perspectives represented by the tensions.We start with a review of theories that highlight motivational mechanisms that are internal to the person. The rational theories like expectance theory, self‐efficacy, and goal setting are contrasted with the nonrational approaches that focus on personality and emotions. We then discuss theories that focus more on social or external factors that motivate individuals. Included here are justice and reinforcement theories.We close with a discussion of the ways that these motivational approaches could be organized using different perspectives than the tension idea. Included here are discussions of the extent to which theories have a future, past, or present time perspective; the extent to which the motivational process is seen as malleable; and the ease with which the approaches can be implemented in organizations.
Job Attitudes
Authors: Hulin Charles L. , Judge Timothy A. 
Published: November 2003

AbstractThis chapter discusses the theoretical and empirical literatures on job attitudes instantiated as job satisfaction. Job satisfaction, generally defined as a set of affective responses to job characteristics, is assessed as judgment‐based, cognitive evaluations of characteristics or dimensions of jobs. Several theoretical models of antecedents and consequences are reviewed; relations involving constructs representing antecedents and consequences of job attitudes are emphasized. These models emphasize job and environmental antecedents that influence relevant frames of reference, job characteristics, models derived from social information processing, and models emphasizing personality and self‐evaluations as antecedents of job satisfactions. There is much overlap between social and job attitudes but conceptual similarities mask many differences. Empirical relations between job satisfaction and many job behaviors and estimated behavioral constructs demonstrate differences between job and social attitudes. The importance of broad measures of constructs, the strength and generality of relations between job attitudes and behavioral constructs, and new directions for research are explored. It is argued that reintegrating affect in addition to cognitive evaluations into an overall construct of job attitudes would expand understanding and usefulness of the job attitude construct and increase the range of behaviors likely to be related to expanded assessments of job attitudes.
Leadership Models, Methods, and Applications
Authors: Avolio Bruce J. , Sosik John J. , Jung Dong I. , Berson Yair 
Published: November 2003

AbstractOver the last decade, the leadership field has grown in a number of new directions. The models of leadership being developed and intensively studied today focus more on what constitutes charismatic or transformational leadership, as opposed to the transactional models of leadership. More of the literature is being generated from overseas as the discipline of leadership globalizes. Methodologies used to study leadership are expanding and include quantitative and qualitative strategies. Leadership is now being modeled and investigated across levels of analysis, including individual, dyadic, collective or shared, and strategic. And more attention is being directed towards examining leadership in the ‘new’ organizational forms.We've attempted to capture the pace of change in the leadership field and to highlight areas where future research discoveries are needed. Our goal was not to simply review the literature on leadership published since last handbook. Instead, we began by outlining areas that clearly require further exploration like the emerging area of virtual team leadership. We've also highlighted the need to study the complex process of leadership development, given the vast amount of attention and resources being dedicated to this area, as well as the opportunity to have ubiquitous leadership development with support from advanced information technology.We've attempted to cover where leaders come from, who they are, what they do, who follows them, and how the context affects what they are able to accomplish. We've included followers in our discussion of leadership, since without followers the field of leadership would be a glass half full.
Theories and Practices of Organizational Development
Authors: Austin John R. , Bartunek Jean M. 
Published: November 2003

AbstractWe review research on and the practice of Organization Development. Organization development has been an active area for research during the past decade, and current research benefits from well‐developed theoretical frameworks of organization change. Organization Development has also been a fertile ground for the development of change practice methodologies during this time. To organize this chapter, we distinguish between change process and implementation theories. Change process theories, which typically guide research on change, are sorted using Van de Ven and Poole's (1995) typology of teleologic, life‐cycle, dialectic, and evolutionary motors for change. Likewise, we categorize implementation theories, which typically guide the practice of change, by their underlying motors of participation, self‐reflection, action research, and narrative/rhetorical intervention. We identify some contemporary organization development interventions in terms of their implementation motors and indicate ways implementation and change process motors may complement each other. Despite their common interest in change, and complementary theoretical motors, we find that change process research and implementation research occupy relatively separate intellectual spheres. This divide is hindering further theory development regarding change. We outline some possible causes of the divide and propose strategies to bridge it.
Changes in Workers, Work, and Organizations
Authors: Cascio Wayne F. 
Published: November 2003

AbstractDemographic changes and increasing cultural diversity in the workforce, globalization, the rapid advance of technological improvements, and the Internet are three broad changes that have combined to alter dramatically the characteristics, beliefs, and attitudes of workers over the past several decades. In addition, seamless webs of communications media enable virtual teams and various forms of telework arrangements to function effectively. Work anytime, anyplace is now a reality, as work and organizations have become global, with an emphasis on speed. This has led progressive organizations to develop new strategies for attracting and retaining talent. The chapter reviews a number of such strategies, and concludes that to be beneficiaries, rather than victims of such changes, organizations need to reexamine their human resource management systems—recruitment, staffing, performance management, training and development, compensation and reward systems—to ensure that they are attracting the kind of talent and encouraging the kinds of behavior that are consistent with their overall strategy. Likewise, individuals need to reexamine their assumptions and skill sets in order to retain their marketability. This implies commitment to lifelong learning and skill development, viewing diversity as an opportunity, and maintaining networks of contacts to tap for job leads as the need arises.
Stress in Organizations
Authors: Sonnentag Sabine , Frese Michael 
Published: November 2003

AbstractThis chapter summarizes research on stress in organizations. We give an introduction into the concepts of stress, stressors, and stress reactions. We present theories on organizational stress and review evidence from empirical research. Particularly, we focus on observational and longitudinal studies that show that stressors at work have a detrimental effect on health and well‐being. We discuss resources such as control at work, social support, coping styles, and self‐esteem as potential moderators in the stress process. We describe findings from laboratory and field studies on stress and its effect on performance. We address the question whether stress is related to other organizational variables, including organizational commitment, absenteeism, and turnover. We review research findings on stress interventions and discuss stressor reduction, increase of resource, strain reduction, and life‐style change as major stress intervention approaches. We suggest directions for future research for increasing knowledge about stress in organizations.
Organizational Culture and Climate
Authors: Ostroff Cheri , Kinicki Angelo J. , Tamkins Melinda M. 
Published: November 2003

AbstractOur focus is on organizational culture and climate and the role that these constructs play in understanding individual as well as collective attitudes, behavior, and performance. We begin with the assumption that both constructs rest upon the notion of shared meanings or a shared understanding of aspects of the organizational context. Climate is defined as a perceptually based description of the what the organization is like in terms of practices, policies, procedures, and routines while culture helps define the underlying reasons and mechanisms for why these things occur in an organization based on fundamental ideologies, assumptions, values, and artifacts. The first half of the chapter provides a comprehensive review of the culture and climate literatures. The second half is framed around a multilevel model that integrates culture and climate through the linking mechanism of organizational structure, practices, and policies. This discussion elucidates a set of mechanisms that foster the emergence of organizational culture and climate and highlights the impact of weak emergent processes on individual and organizational outcomes. We then discuss the topic of culture and climate change and conclude by reviewing directions for future research.
Diversity in Organizations
Authors: Alderfer Clayton P. , Sims Adrienne D. 
Published: November 2003

AbstractDuring the last two decades, industrial and organizational psychology has devoted an increasing proportion of its efforts to understanding the effects of increasing organization and identity group diversity. As the discipline has broadened its scope to address these complex phenomena, investigators have employed a variety of theories and methods for research and practice. While some have favored the search for reproducible empirical generalizations, others have moved in the direction of formulating systematic theoretical positions to define, explain, predict, and control the phenomena of interest. This chapter examines the contributions and limitations of inductive empiricism, individual collectivism theory, social identity theory, relational demography, and embedded intergroup relations theory for understanding and changing diversity in organizations. The present authors identify areas of agreement and of divergence among the several perspectives and, on a comparative basis, indicate the ways in which embedded intergroup relations theory addresses problematic issues unresolved by the other points of view.
Recent Trends in Quantitative Structure‐Activity Relationships
Authors: Tropsha A. 
Published: November 2003

AbstractThe field of quantitative structure‐activity relationships (QSARs) as an integral part of computer‐aided drug design and discovery is experiencing one of the most exciting periods in its history. The most important recent developments in the field concur with a substantial increase in the size of experimental data sets available for the analysis and an increased application of QSAR models as virtual screening tools to discover biologically active molecules in chemical databases and/or virtual chemical libraries. Modern QSAR approaches are characterized by the use of multiple descriptors of chemical structure combined with the application of both linear and nonlinear optimization approaches, and a strong emphasis on rigorous model validation, to afford robust and predictive QSAR models. This chapter reviews recent and developing trends in QSAR and offers practical guidelines for the development of reliable QSAR models.
Drug‐Target Binding Forces: Advances in Force Field Approaches
Authors: Kollman Peter A. , Case David A. 
Published: November 2003

Abstract
This article discusses the basic physical chemical principles that determine the strength of non‐covalent interactions between ligands and receptors. We consider the basic thermodynamic principles involved in association and consider how molecular mechanics force fields can be helpful in understanding such phenomena. Three examples are discussed in some detail: biotin‐avidin, trimethoprim‐dihydrofolate reductase, and intercalator‐DNA interactions.
Combinatorial Library Design, Molecular Similarity, and Diversity Applications
Authors: Mason Jonathan S. , Pickett Stephen D. 
Published: November 2003

AbstractThis chapter discusses molecular similarity and diversity concepts and methods and their main applications to combinatorial library design, the selection of compound subsets, and ligand‐based “virtual screening.” Relevant medicinal chemistry applications discussed include the design of “diverse,” “representative,” and “thematic/focused/biased” libraries and subsets. The latter application is of particular relevance, in that there is a recent trend to approach drug discovery by a “target class” or “gene family” approach, such as 7‐TM G‐protein‐coupled receptors.
Virtual Screening
Authors: Muegge Ingo , Enyedy Istvan 
Published: November 2003

AbstractVirtual screening can be considered as anin silicoanalog to high throughput screening. Its goal is the drastic reduction of compound libraries to a manageable size for synthesis and biological testing. Virtual screening applications are not standardized and packaged in single software products. They rather consist of cascades of diverse filter programs that address different characteristics of putative lead chemical matter. Fast counting schemes for profiling physicochemical properties and machine learning approaches address druglike properties of small molecules related to pharmacology and toxicology. Focused libraries for target classes can be designed, for example, for combinatorial synthesis. Pharmacophores derived from known ligands of a given target can be used in virtual pharmacophore screening. Finally, structure‐based virtual screening employs docking and scoring approaches to find the binding mode of putative protein‐ligand complexes and estimate their binding affinities.
Docking and Scoring Functions/Virtual Screening
Authors: Sotriffer Christoph , Klebe Gerhard , Stahl Martin , Böhm Hans‐Joachim 
Published: November 2003

Abstract
Docking is a computational procedure to investigate the binding between potential ligands and a macromolecular target whose 3D structure is known. Accordingly, it plays an essential role in structure‐based drug design. Any automated docking program relies on a search algorithm to explore potential binding modes, and a scoring method that translates computationally determined protein–ligand interactions into approximate estimates of binding affinity. Accurate scoring is essential for both the determination of the correct binding geometry and the ranking of different ligands with respect to their putative affinity. This chapter provides an overview of the general strategies currently used to address the tasks of searching and scoring for the purpose of docking. In addition, the process of virtual screening is discussed as the major application of fast docking methods. In virtual screening, the goal is to detect active molecules in compound libraries to increase the hit rate in subsequent biological assays. Recent applications have demonstrated that this goal can be successfully met. Virtual screening by docking is thus a valuable tool in the modern drug discovery process, complementary to high‐throughput screening and combinatorial chemistry technologies.
Bioinformatics: Its Role in Drug Discovery
Authors: Parry‐Smith David J. 
Published: November 2003

Abstract
Bioinformatics is the science of understanding the organization of information in biological systems and exploiting that understanding in solving biological problems. Such problems typically involve assessment of the function of a gene by comparing its similarity with that of previously characterized genes or gene products. In the context of drug discovery, bioinformatics is used both as a means of enabling identification of novel drug targets and also of organizing data in drug discovery information systems. An understanding of the relationships between data, information, and knowledge in these research processes is crucial to appreciating the impact bioinformatics can make in drug discovery. Aspects of some of the bioinformatics necessary to gain an insight into the use of genomics are presented, along with discussions of transcript expression profiling, functional genomics, and structural genomics as sources of data for bioinformatics.
NMRand Drug Discovery
Authors: Craik David J. , Clark Richard J. 
Published: November 2003

AbstractIn this chapter we give an overview of the two major approaches used in NMR and drug discovery: structure‐based design and NMR‐based screening. Combined with the more traditional uses of NMR in medicinal chemistry, they demonstrate the versatility of NMR as a tool for drug discovery. Structure‐based design is considered in two parts, ligand‐based design and receptor‐based design. In the former, NMR provides information on structure elucidation of drug leads, conformational analysis, charge state, tautomeric equilibria, and molecular dynamics and assists in the development of pharmacophore models. In receptor‐based design NMR allows the structures of macromolecular drug targets to be determined and their interactions with ligands to be elucidated. NMR‐based screening is a newer application of NMR technology in drug discovery but it is showing great promise as a tool for lead generation and optimization. Screening approaches based on chemical‐shift perturbation, magnetization transfer, diffusion, relaxation, NOEs, and spin labels are described. The utility of NMR has been enhanced over the last decade by developments in both instruments and methodology. On the instrumental side, increases in magnetic field strengths and the development of cryoprobes have increased sensitivity. Linkages of NMR to liquid chromatography and/or mass spectrometry have increased versatility. On the methods front there have been a range of new approaches discovered that will enhance the study of larger molecular complexes. Advances in protein expression and labeling have played a major role in stimulating the development of new NMR pulse sequences to extract information from such complexes.
Mass Spectrometry and Drug Discovery
Authors: van Breemen Richard B. 
Published: November 2003

AbstractCombinatorial chemistry and high‐throughput screening have become the primary tools of the medicinal chemist in an effort to accelerate the pace of drug discovery. The goal of this new paradigm is to produce in a short time large numbers of synthetic organic compounds representing a great diversity of chemical structures through a process called combinatorial chemistry, and then quickly screen themin vitroagainst pharmacologically significant targets such as enzymes or receptors. As a result, lead compounds might emerge from such combinatorial chemistry drug discovery programs in a few weeks instead of several years. Although a variety of spectroscopic and chromatographic techniques are being used to support drug discovery in various capacities, only high performance liquid chromotography (HPLC) combined with mass spectrometry (LC‐MS and LC‐MS‐MS) is compatible with virtually all drug‐like molecules. In addition to providing a universal means to characterize and distinguish drugs and drug candidates based on both molecular weight and structural features, mass spectrometry provides high throughput. With the development of routine LC‐MS interfaces and ionization techniques such as electrospray and atmospheric pressure chemical ionization, mass spectrometry has also become an ideal HPLC detector for the analysis of combinatorial libraries. Furthermore, a variety of mass spectrometry–based screening assays have been developed to address the need to screen complex mixtures of combinatorial compounds as well as to screen natural product extracts as a means of expanding the molecular diversity of drug leads. The use of mass spectrometry in support of combinatorial library synthesis and purification is addressed in this chapter, as well as screening applications such as frontal affinity chromatography–mass spectrometry, gel permeation chromatography–LC–MS, Fourier transform ion cyclotron resonance (FTICR) electrospray mass spectrometry of receptor–ligand complexes, affinity chromatography–mass spectrometry, and pulsed ultrafiltration mass spectrometry.
Electron Cryomicroscopy of Biological Macromolecules
Authors: Henderson Richard , Baker Timothy S. 
Published: November 2003

AbstractElectron lenses are greatly superior to X‐ray lenses and can be used to produce a magnified image of an object as easily as a diffraction pattern. This then allows the electron microscope to be switched back and forth instantly between imaging and diffraction modes so that the image of a single molecule at any magnification can be obtained as conveniently as the electron diffraction pattern of a thin crystal. This chapter presents a comprehensive survey of the electron microscopy of biological molecules.