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There is extensive evidence that decision-makers, faced with increasing information load, may simplify their choice by reducing the amount of information to process. One simplification, commonly referred to as attribute non-attendance (ANA), is a reduction of the number of attributes of the choice alternatives. Several previous studies have identified relationships between varying information load and ANA using self-reported measures of ANA. This chapter revisits this link, motivated by recognition in the literature that such self-reported measures are vulnerable to reporting error.

This chapter employs a recently developed modelling approach that has been shown to effectively infer ANA, the random parameters attribute non-attendance (RPANA) model. The empirical setting systematically varies the information load across respondents, on a number of dimensions.

Confirming earlier findings, ANA is accentuated by an increase in the number of attribute levels, and a decrease in the number of alternatives. Additionally, specific attributes are more likely to not be attended to as the total number of attributes increases. Willingness to pay (WTP) under inferred ANA differs notably from when ANA is self-reported. Additionally accounting for varying information load, when inferring ANA, has little impact on the WTP distribution of those that do attend. However, due to varying rates of non-attendance, the overall WTP distribution varies to a large extent.

This is the first examination of the impact of varying information load on inferred ANA that is identified with the RPANA model. The value lies in the confirmation of earlier findings despite the evolution of methodologies in the interim.

This chapter combines quantitative studies of the connections between stressors and performance in accounting settings and identifies the mediators and moderators of stressors–performance relationships. Using meta-analyses and path analyses, this research compiles 72 studies to investigate the relationships of stressors with accountant and auditor performance. As hypothesized, bivariate meta-analyses results indicate that work-related stressors negatively affect performance, and burnout and stress are negatively related to performance, whereas motivation is positively related to performance. Moreover, a meta-analytical structural equation modeling indicates that role stressors have significant direct and indirect effects (through burnout and stress) on job performance. Accumulation of multiple samples through meta-analysis bolsters statistical power compared to single-sample studies and thus reveals the sign of residual direct effects of role stressors on job performance in accounting settings.

For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there appears to be a hierarchy of leadership concepts with Liking of the leader as the primary dimension or general factor foundation. There are then secondary dimensions or specific sub-factors of liking of Relationship Leadership and Task Leadership; and subsequently, tertiary dimensions or actual sub-sub-factors that comprise the numerous leadership views as well as their operationalizations (e.g., via surveys). There are, however, some leadership views that go beyond simply liking of the leader and liking of relationship leadership and task leadership. For these, which involve explicit levels of analysis formulations, often beyond the leader, or are multi-level in nature, the answer to the title question is “yes.” We clarify and discuss these various “no” and “yes” leadership views and implications of our work for future research and personnel and human resources management practice.

To date, the validity of the empirical tests that employ the mean‐variance approach for testing the risk‐return relationship in the research stream named Bowman’s paradox is inherently unverifiable, and the results cannot be generalized. However, this problem can be solved by developing an econometric model with two fundamental characteristics: first, the use of a time‐series model for each firm, avoiding the traditional cross‐sectional analysis; and, second, the estimation of a model with a single variable (firm’s rate of return), whose expectation and variance are mathematically related according to behavioral theories, forming a heteroskedastic model similar to GARCH (generalized autoregressive conditional heteroskedasticity). The application of this methodology for Bowman’s paradox is new, and its main advantage is that it solves the previous criticism of the lack of identification. With this model, we achieve results that agree with behavioral theories and show that these theories can also be carried out with market measures.

Job performance in the US Army is a complex construct, in part because of the stressors that soldiers face, both day-to-day and during deployment. This chapter critically reviews job performance, and the connections between performance and stress and health, discussing how findings may also be relevant within the specific context of the Army. We review established conceptualizations and metrics of job performance within the Army as well as the civilian sector. Then, we discuss the existing research on the associations between performance and stress, physical health, health behaviors, and mental health. Considering these findings, we discuss lessons learned for Army performance metrics, recommending that stress- and health-related issues be incorporated into unit and leader performance metrics, with two critical caveats: (1) data are aggregated at a company level and (2) non-reactive measures are used. Finally, we discuss how existing data repositories can facilitate future research and note potential constraints of using secondary data.

The purpose of this paper is to examine the extent that cooperative group members' levels of library anxiety, operationalized as barriers with staff, affective barriers, comfort with the library, knowledge of the library and mechanical barriers, predict: group performance, namely, the quality of an article critique assignment and research proposal assignment; and the degree that heterogeneity (namely, variability of the five library anxiety dimensions) is related to this outcome variable.

Participants were 107 postgraduate students enrolled in a research methodology course at a mid‐southern university in the USA. Groups (n = 1) formed the unit of analysis. An all possible subsets multiple regression analysis was used to identify an optimal combination of library anxiety variables that predicted the group performance score.

It was found that cooperative learning groups attaining the lowest scores on the article critique and research proposal assignments combined tended to report the least variation with respect to barriers with staff and knowledge of the library, and the greatest variation with respect to affective barriers. These variables explained 41.8 per cent of the variance in performance, suggesting that library anxiety plays a role in the cooperative learning group process.

This study is based on a relatively small sample of postgraduate students from one university. Replications of this study with larger samples from different universities are needed to help validate the findings.

The findings may help academic librarians and educators who work with postgraduate or adult students better understand the debilitating effects of library anxiety on these students' academic performance.

To date, no research has investigated levels of library anxiety on the performance of cooperative learning groups.

As the demographics of US schools continues to shift, it is now more important than ever that school-based professionals demonstrate a commitment to serving children and families in a culturally competent manner. The purpose of this chapter is to discuss strategies utilizing technology to teach cultural competence in the context of a school psychology graduate course on diversity. Strategies include the use of journal assignments, using a website to promote anonymous in-class participation, collaborative hot topic presentations, utilizing podcasts as assigned materials, and adapting the Privilege Walk experiential learning activity to reduce potential marginalization. Each of these strategies strategically incorporates technology to remove barriers to participation and self-reflection, which are vital for students to develop their skills in cultural competence. Instructors are encouraged to think critically about how technology may be used to enhance their instruction of content related to cultural competence.

The purpose of this study is to look at what Urban Facilities Management (FM) and Green Leasing have in common and the degree to which they are ultimately reliant on one another. Whilst both are similar in terms of their placement in organizational management, Green Leasing is a building level concept whilst Urban FM is at the community level. The primary purpose of this paper is to show how the commonalities of both can strengthen one another and offer tangible possibilities to improve the sustainable credentials of urban development projects.

This study will be conducted with a mixed-methods approach. Firstly, a literature study will determine the commonalities between both concepts, and the degree to which they rely on one another to work effectively in projects. The second method will be a cross-sectional case study. Using existing cases that use both (either implicitly or explicitly), the study can demonstrate how these commonalities and reliabilities can offer tangible outputs to real work projects. These will then be combined in a case study to demonstrate many of these aspects in a real-world setting.

The finding demonstrates that there are commonalities between Green Leasing and Urban FM at all levels of organizational management and that the success of both requires holistic consideration of each other, as well as other aspects such as FM and citizen participation. The success and failure of projects are depending upon considering these aspects. By not considering the buildings and community levels as separation aspects, but more as different levels of the same project, multi-level considerations can contribute to the success of urban development projects.

The commonalities between Urban FM and Green Leasing are profound and do not just show the value of holistic thinking, but also the inclusion of other considerations such as FM to reduce project failure and long-term project viability. This can add value to the study of not just Urban FM and Green Leasing, but also FM more generally, architectural design and urban planning.

The goal of this chapter is to explore the requirements modern companies expect of HR professionals’ competences.

Departing from the widely acknowledged HR competence studies of Ulrich and associates, we extended them with the continuous learning competence profile and HR professionals’ individual job performance. The empirical study is built on open interviews with HR leaders of ten large Dutch companies.

The study offers a new set of HRM competences. This set includes six HRM profiles: Business Focus, Learning Focus, Strategic Focus, HR Technology, HR Delivery, and Personal Credibility. Several contingency factors are thought to play a role in supporting these HRM competences: company culture, strategy, size, sector, scope, and position of HR professionals.

Based on these contributions, we recommended conducting a quantitative study to gain understanding of the relevance of the individual HRM job performance and to find associations between the HRM competences and the individual HRM job performance.

The focus of this chapter is a combination of HRM competences and the individual job performance of HR professionals.