Georgia State University

About: Georgia State University is a education organization based out in Atlanta, Georgia, United States. It is known for research contribution in the topics: Population & Poison control. The organization has 13988 authors who have published 35895 publications receiving 1164332 citations. The organization is also known as: GSU & Georgia State.

Impact of Recess on Classroom Behavior: Group Effects and Individual Differences

Abstract: The purpose of this research was to determine the effect of a recess break on classroom behavior, specifically working, fidgeting, and listlessness. A southern urban school district with a policy against recess granted permission for 2 Grade 4 classes to have recess once a week so that subsequent behavior on recess and nonrecess days could be compared. A multivariate analysis of variance with repeated measures and subsequent analyses of variance indicated that the 43 children, who were used as their own controls, differed on recess and nonrecess days, becoming more on task and less fidgety when they had recess. Sixty percent of the children, including all 5 of those with attention deficit disorder, and a balance of boys and girls benefited considerably. They worked more or fidgeted less (or both) on recess days.

Why Do Part-Time Workers Earn Less? The Role of Worker and Job Skills

Abstract: The wages of part-time workers are considerably lower than are those of full-time workers. Measurable worker and job characteristics, including occupational skill requirements, account for much of the part-time penalty. Longitudinal analysis indicates that much of the remaining gap reflects worker heterogeneity, evidenced by small wage gains and losses among workers switching between part-time and full-time jobs. The lower skills of part-time than fulltime workers result primarily from limited work experience and accumulation of human capital. Little evidence can be found of a large wage gap between part-time and full-time women. A part-time wage penalty is found for men, but men account for a small proportion of total part-time employment.

An Investigation into the Inter-Relationships of Work-Family Conflict, Family-Work Conflict and Work Satisfaction

Abstract: Conflict between work and family responsibilities and its effects on employees is an issue of increasing importance in both popular and academic publications. Recently, Business Week (Hammonds, 1997) rated firms not on the basis of their economic standing, but on the basis of how they dealt with issues involving the intersection of work and family-life domains. Likewise, academic research has examined this issue in a variety of settings including education (Netemeyer et al., 1996), accounting (Bedeian et al., 1988), and police work (Burke, 1994). This conflict between work and family domains has been given two labels: work-family conflict and family-work conflict (Netemeyer et al., 1996). Work-family conflict can be defined as a type of inter-role conflict wherein some responsibilities from the work and family domains are not compatible and have a negative influence on an employee's work situation (Greenhaus and Beutell, 1985). Results from previous research indicate that work-family conflict is related to a number of negative job attitudes and consequences including lower overall job satisfaction (Boles and Babin, 1996) and greater propensity to leave a position (Good et al., 1988). Family-work conflict also is a type of inter-role conflict in which family and work responsibilities are not compatible (Greenhaus and Beutell, 1985). Previous research suggests that family-work conflict is more likely to exert its negative influences in the home domain, resulting in lower life satisfaction and greater internal conflict within the family unit. However, family-work conflict also is related to attitudes about the job and/or workplace (Netemeyer et al., 1996). Both work-family conflict and family-work conflict basically result from an individual trying to meet an overabundance of conflicting demands from the different domains in which he! she is operating. While some previous research indicates that work-family conflict is related to overall job satisfaction (Boles and Babin, 1996), not all studies have reported a significant link between work-family conflict and job satisfaction (Bedeian et al, 1988). Furthermore, research has focused on general job satisfaction (Kossek and Ozeki, 1998). Because there are a number of facets of a job which can cause satisfaction/dissatisfaction, measuring each of these as well as overall job satisfaction is important. Summing individual scores of subscales is not sufficient to assess overall satisfaction since one aspect of the job may not be of equal importance as another to the employee and each employee may have different priorities. Thus, even though two employees have equal overall scores, they may not be equally satisfied. To our knowledge, there is no previous research that has examined the effects of family-work conflict and work-family conflict on multiple facets of job satisfaction. One reason for this lack of attention is that, unlike research examining role conflict and role ambiguity, research concerning inter-relations between work-family conflict, family-work conflict and job related constructs is relatively limited. The research is still in the process of investigating more general relationships among work-related attitudes, rather than focusing exclusively on job satisfaction issues (e.g., Bedeian et al., 1988; Netmeyer et al., 1996). This study seeks to extend the literature on the work-family interface. It will do this by examining the relationship of family-work conflict and work-family conflict and different facets of job satisfaction. These include: 1) satisfaction with pay, 2) satisfaction with the work itself, 3) satisfaction with co-workers, and 4) satisfaction with supervision, as well as re-examining the linkage of work-family conflict and family-work conflict with 5) general job satisfaction. A sample of probation and parole personnel was used in this study. These employees were selected for several reasons. It appears individuals filling boundary-spanning positions, wherein an employee's work places him/her in frequent, direct contact with the public or with customers/clients, may be more susceptible to negative effects from stress (Burke, 1994; Sager, 1994) which is associated with work-family conflict (Boles et al. …

Framing, Motivated Reasoning, and Opinions About Emergent Technologies

Abstract: How do individuals form opinions about new technologies? What role does factual information play? We address these questions by incorporating 2 dynamics, typically ignored in extant work: information competition and over-time processes. We present results from experiments on 2 technologies: carbon-nanotubes and genetically modified foods. We find that factual information is of limited utility—it does not have a greater impact than other background factors (e.g., values), it adds little power to newly provided arguments/frames (e.g., compared to arguments lacking facts), and it is perceived in biased ways once individuals form clear initial opinions (e.g., motivated reasoning). Our results provide insight into how individuals form opinions over time, and bring together literatures on information, framing, and motivated reasoning.

Beyond Rigor and Relevance: Producing Consumable Research about Information Systems

Abstract: Since the field Information Systems IS originated, researchers have faced apparently contradictory pressures. On the one hand, we are exhorted to generate scholarly articles that are academically rigorous; on the other, we are urged to make our research more relevant to practice. In this paper, we argue that there is no inherent conflict between these two pressures; it is not only possible, but also desirable, for IS research to fulfill both directives. We present four major strategies for conducting research that is both rigorous and relevant: cultivating practitioner sponsorship, adopting new research models, producing consumable research reports, and supporting nontraditional research outlets.