John L. Cotton, Dean B. McFarlin and Paul D. Sweeney
Three manufacturing facilities of an international consumerproducts company were studied to determine cross‐cultural differences inhow managers address employee participation…
Abstract
Three manufacturing facilities of an international consumer products company were studied to determine cross‐cultural differences in how managers address employee participation. Despite nearly identical products, a common company culture, and other similarities, European managers demonstrated a very different perspective on employee participation than American managers. Implications for American managers are developed from these contrasts.
Details
Keywords
Dean B. McFarlin, Edward A. Coster and Connie Mogale‐Pretorius
Discusses the challenges of management development in post‐apartheid South Africa. The main issue is how to compensate for apartheid’s negative legacy and bring large numbers of…
Abstract
Discusses the challenges of management development in post‐apartheid South Africa. The main issue is how to compensate for apartheid’s negative legacy and bring large numbers of the previously disfranchised black majority into the corporate mainstream. Achieving this goal will require South African firms to develop aggressive affirmative action programs and to embrace leadership and training approaches that better reflect African values. Clearly, this will not be easy. Examples of South African companies that have taken these steps are presented as well as a conceptual framework that can help companies develop more Africanized approaches to management development.
Details
Keywords
Abstract
Details
Keywords
Race and ethnicity continue to divide us. Accurate data on those divisions, their effects, and their causes are vital to understanding them and, where it is possible and desired…
Abstract
Race and ethnicity continue to divide us. Accurate data on those divisions, their effects, and their causes are vital to understanding them and, where it is possible and desired, healing them. The articles by Clyde Tucker and Brian Kojetin and by Ruth McKay and Manuel de la Puente describe the joint BLS‐Census efforts to develop questions on these issues for the Current Population Survey that will increase the accuracy of the counts and reduce negative emotional responses to the survey itself.
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to…
Abstract
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
Details
Keywords
Heather M. Hermanson, Mary C. Hill and Susan H. Ivancevich
Prior research has found that staff accountants may be disappointed when their initial work expectations do not match their early work experiences and this disappointment can lead…
Abstract
Prior research has found that staff accountants may be disappointed when their initial work expectations do not match their early work experiences and this disappointment can lead to negative job outcomes (AAA, 1993; Dean, Ferris, & Konstans, 1988; Carcello, Copeland, Hermanson, & Turner, 1991; Padget, Paulson, Hughes, Hughes, & Ernst and Young LLP, 2005). This paper reports information obtained from the staff auditors about their initial expectations on a variety of work factors, early work experiences related to those factors, and subsequent perceptions of the factors. Similar to prior research, the results show the new accountants had high initial expectations about the public accounting work environment and that their subsequent job perceptions were lower than their initial expectations. Explanations for the declines were not obvious, as many of the changes in perceptions were not significantly related to relevant work experiences. Given the decrease in job perceptions over time on a variety of factors, the results indicate that a gap exists between the initial work expectations of the new accountants and the work environment that they encounter during their first 18 months of employment. This gap is important because prior research indicates when employees have unmet expectations they have less positive job attitudes and behaviors (Padget et al., 2005; Dean et al., 1988). Further, this gap exists in spite of firms' efforts to increase communication with students via web sites, internships, and visits to college campuses, and efforts to improve the work environment (e.g., flexible work schedules, compressed workweeks, telecommuting, etc.).
Sandra L. Harris, Sandra Jackson Wright and Clementine Msengi
The history of the African American woman in the United States can be described as a struggle for survival and identity within a tripartite of oppression that includes racism…
Abstract
The history of the African American woman in the United States can be described as a struggle for survival and identity within a tripartite of oppression that includes racism, classism, and sexism [Hudson-Weems, C. (1989). The tripartite plight of African American women as reflected in the novels of Hurston and Walker. Journal of Black Studies, 20, 192–207.]. In spite of these challenges, African American women have always considered education an important investment in the future [Gregory, S. T. (1995). Black women in the academy. New York, NY: University Press of American, Inc.)], and despite gender and racial stereotyping that have limited educational opportunities African American females have been inspired to become educators (McFarlin, Crittenden, & Ebbers, 1999). Although African American women are underrepresented in higher educational leadership roles (Ross & Green, 2000; Waring, 2003), little research exploring the development of women leaders in academia, as well of that of existing university presidents, is available (Madsen, 2007). The purpose of this chapter is to explore the career paths of African American university women presidents. This research has important implications to strengthen opportunities to attain these important leadership roles in higher education institutions.
Although some research shows that positive outcomes occur when workers understand how their pay is determined, little is known about the dynamics of how pay communication affects…
Abstract
Purpose
Although some research shows that positive outcomes occur when workers understand how their pay is determined, little is known about the dynamics of how pay communication affects pay satisfaction. This research proposes that the relationships between pay communication and pay satisfaction exist because justice perceptions mediate them. Pay communication is of particular interest to managers of public sector organizations, where many aspects of the pay system are in the public domain, and without adequate communication, may be easily misunderstood by workers. The purpose of this paper is to discuss these issues.
Design/methodology/approach
The study consists of a sample of 384 employees of a Midwestern public university in the USA who completed two questionnaires. Structural equation modeling is used.
Findings
Pay communication has both direct and mediated relationships with pay satisfaction (satisfaction with pay level, benefits, pay raise, and pay administration). Distributive justice accounts for more variance in all pay satisfaction dimensions than procedural justice. Interpersonal and information justice are essentially unrelated to pay satisfaction.
Research limitations/implications
The sample over‐represents women, non‐minorities, and workers with long‐service records. Results may not be generalizeable to other organizational contexts, particularly to private sector organizations.
Practical implications
Perceived pay communication predicts not only pay satisfaction, but also perceptions of organizational justice. In turn, justice's mediation is critical to enhancing satisfaction with pay. Organizations should carefully design and implement pay communication programs.
Originality/value
First, the relationships between perceived pay communication and pay satisfaction are shown to be, in part, based on justice perceptions. Second, issues of pay communication have rarely been studied in US public sector organizations, which require open pay systems. Third, this paper presents improvements in measures and other methods over past research in pay communication.
Details
Keywords
Holly Hapke, Anita Lee-Post, Tereza Dean and Kun Huang
We propose and test a theoretically grounded structural model of our postulation, providing insights into how students’ COVID experiences affect their general learning…
Abstract
Purpose
We propose and test a theoretically grounded structural model of our postulation, providing insights into how students’ COVID experiences affect their general learning experiences, specific learning experiences and specific class performance post-COVID.
Design/methodology/approach
Numerous studies have reported how COVID-19 has impacted student learning in higher education during the pandemic from Spring 2020 to Fall 2021. Students were found to be disengaged, unmotivated, isolated, anxious, having difficulty with emergency remote teaching (ERT) and dealing with financial, physical and/or mental health issues. Against this backdrop, we conduct our own investigation to ascertain what the lasting impacts of COVID-19 are on student learning using a survey instrument. Specifically, we postulate that the academic and social disruptions of COVID-19 affected students’ social connectedness and mental well-being, which in turn, affected their affective and cognitive learning outcomes. We used structural equation modeling to validate a structural model grounded in self-determination theory that capatures the complex relationships between genaral and specfiic COVID-19 impact factors on student learning as seven hypotheses.
Findings
All seven of our hypotheses are supported suggesting that both class-specific factors and broader general factors beyond the classroom affect student's satisfaction with and learning in the class, as postulated in our structural model.
Originality/value
We advance the work of self-determination theory by conceptualizing and modeling the roles that all three self-determination needs play in investigating COVID-19's impact on learning. Overall, our study confirms the value of considering affective factors such as anxiety and satisfaction in learning research.