Johnna Capitano, Vipanchi Mishra, Priyatharsini Selvarathinam, Amy Collins and Andrew Crossett
This study aims to examine the effects of occupational characteristics on the length of time required to socialize newcomers. The authors examine task mastery, role clarity and…
Abstract
Purpose
This study aims to examine the effects of occupational characteristics on the length of time required to socialize newcomers. The authors examine task mastery, role clarity and social acceptance as indicators of socialization.
Design/methodology/approach
To test the hypotheses, the authors used occupational data from the Bureau of Labor Statistics and survey data of subject matter experts in 35 occupations.
Findings
Findings show that occupational differences account for a significant variance in the time needed to socialize newcomers. Across occupations, it takes longer to achieve task mastery than role clarity or social acceptance. Occupational complexity increases the time it takes for newcomers to attain task mastery, role clarity and social acceptance. Additionally, unstructured work and decision-making freedom increase the time it takes for newcomers to attain role clarity.
Originality/value
This study provides both theoretical and empirical guidance on the duration of the organizational socialization period. The study also provides empirical support for prior propositions that different types of newcomer learning occur at different rates.
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This paper aims to provide a snapshot of student and staff attitudes towards e‐books, collected through a web‐based survey, as well as an analysis of use data for a specific…
Abstract
Purpose
This paper aims to provide a snapshot of student and staff attitudes towards e‐books, collected through a web‐based survey, as well as an analysis of use data for a specific universe of e‐books provided via a patron‐driven purchasing model and accessed during the survey timeframe.
Design/methodology/approach
This research analyzed survey responses collected from May 2010 to December 2010 and use data for the universe of e‐books made accessible via PDA, and used by library patrons, during this period.
Findings
E‐books are no longer a new phenomenon and the CSU Libraries have provided access to e‐books for many years, yet users' prior experience with e‐books, perspectives on desirable and undesirable e‐book characteristics, and preferences for print versus e‐books as provided by the libraries continue to vary. During the libraries' initial entry into PDA, e‐books made accessible to users via this model received more use through browsing than sustained use or download, but relatively little use overall. The study provides a starting point for the continued analysis of this library's PDA program, now the primary mechanism used to provide its academic user community with book access.
Practical implications
The authors present a review of the literature and research findings about academic users' interactions with, and preferences for, e‐books. They provide a point‐in‐time analysis of user interactions with e‐book titles made accessible via the libraries' PDA program and a subject‐level study of the use of these titles.
Originality/value
This paper presents point‐of‐use feedback regarding e‐books, from academic users, and detailed information about e‐book titles accessed via a PDA model.
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The purpose of this paper is to chronicle the participation of the Colorado State University Libraries in a campus‐wide teaching program sponsored by the campus center for…
Abstract
Purpose
The purpose of this paper is to chronicle the participation of the Colorado State University Libraries in a campus‐wide teaching program sponsored by the campus center for teaching and learning, and discusses the opportunities provided by such participation for academic librarians in general.
Design/methodology/approach
The author uses a case study approach to explore one academic library's participation in a campus‐wide teaching program sponsored by the institution's center for teaching and learning. The aim of the article is to demonstrate how the program works, and to discuss the potential for similar programs at other libraries.
Findings
The library's participation in a campus‐wide teaching program has strengthened ties with the campus center for teaching and learning; improved the instructional skills and knowledge of faculty and professional staff; and highlighted the importance of teaching and learning within the library.
Practical implications
The author presents a blueprint for instructional collaboration with the campus center for teaching and learning, and suggests that such programs will greatly benefit reference and instruction librarians.
Originality/value
This article will benefit reference and instruction librarians who seek to improve their teaching skills. Relatively few articles have investigated collaborative relationships between libraries and centers for teaching and learning in which librarians participate as students.
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Ginger G. Collins and Amy M. Glaspey
Dynamic assessment in the educational setting has been shown to offer many benefits for students with speech and language disorders. This chapter highlights the benefits of…
Abstract
Dynamic assessment in the educational setting has been shown to offer many benefits for students with speech and language disorders. This chapter highlights the benefits of dynamic assessment and describes the limitations of static assessments. Because dynamic assessment can be implemented in many ways, three scenarios have been designed to provide an overview of some of these variations. Scenario 1 includes a graduated prompt approach for assessing abilities in the production of speech sounds using a standardized dynamic assessment. Scenario 2 includes a graduated prompt approach for assessing the linguistic skills underlying spelling errors. Scenario 3 includes a test-teach-retest approach for determining the presence of language impairment in students who speak a nonmainstream dialect of English. Suggestions for goal setting and increasing dynamic assessment applications for students with speech and language disorders are presented.
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Sandra A. Lawrence, Ashlea C. Troth, Peter J. Jordan and Amy L. Collins
Research in industrial and organizational psychology demonstrates that the regulation of negative emotions in response to both organizational stressors and interpersonal workplace…
Abstract
Research in industrial and organizational psychology demonstrates that the regulation of negative emotions in response to both organizational stressors and interpersonal workplace interactions can result in functional and dysfunctional outcomes (Côté, 2005; Diefendorff, Richard, & Yang, 2008). Research on the regulation of negative emotions has additionally been conducted in social psychology, developmental psychology, neuropsychology, health psychology, and clinical psychology. A close reading of this broader literature, however, reveals that the conceptualization and use of the term “emotion regulation” varies within each research field as well as across these fields. The main focus of our chapter is to make sense of the term “emotion regulation” in the workplace by considering its use across a broad range of psychology disciplines. We then develop an overarching theoretical framework using disambiguating terminology to highlight what we argue are the important constructs involved in the process of intrapersonal emotion generation, emotional experience regulation, and emotional expression regulation in the workplace (e.g., emotional intelligence, emotion regulation strategies, emotion expression displays). We anticipate this chapter will enable researchers and industrial and organizational psychologists to identify the conditions under which functional regulation outcomes are more likely to occur and then build interventions around these findings.
Neal M. Ashkanasy, Ashlea C. Troth, Sandra A. Lawrence and Peter J. Jordan
Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has…
Abstract
Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.
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Samantha K. Baard holds a University Distinguished Fellowship in Michigan State University's Ph.D. program in organizational psychology. Her research interests include individual…
Abstract
Samantha K. Baard holds a University Distinguished Fellowship in Michigan State University's Ph.D. program in organizational psychology. Her research interests include individual and team adaptability, leadership, motivation, cross-cultural differences, and stress. She is also examining, from a statistical and methodological perspective, the dynamic processes of motivation, feedback, and performance. As a University Scholar at George Mason University, she investigated the interactive effects of leadership and motivation on individual performance. She spent three years working as a research fellow at the Consortium of Research Fellows Program where she worked with the U. S. Army Research Institute for the Behavioral and Social Sciences studying team effectiveness, cross-cultural competence, leadership, and motivation. She has served as a guest lecturer at several colleges, and has presented her research at the Society for Industrial and Organizational Psychology's Annual Conference.