Rollins College

About: Rollins College is a education organization based out in Winter Park, Florida, United States. It is known for research contribution in the topics: Ionization & Electron ionization. The organization has 642 authors who have published 1417 publications receiving 32149 citations. The organization is also known as: Rollins.

Approximate relativistic corrections to atomic radial wave functions

Abstract: The mass-velocity and Darwin terms of the one-electron-atom Pauli equation have been added to the Hartree-Fock differential equations by using the HX formula to calculate a local central field potential for use in these terms. Introduction of the quantum number j is avoided by omitting the spin-orbit term of the Pauli equation. The major relativistic effects, both direct and indirect, are thereby incorporated into the wave functions, while allowing retention of the commonly used nonrelativistic formulation of energy level calculations. The improvement afforded in calculated total binding energies, excitation energies, spin-orbit parameters, and expectation values of rm is comparable with that provided by fully relativistic Dirac-Hartree-Fock calculations.

The bright and dark sides of leader traits: A review and theoretical extension of the leader trait paradigm

Abstract: The leader trait perspective is perhaps the most venerable intellectual tradition in leadership research. Despite its early prominence in leadership research, it quickly fell out of favor among leadership scholars. Thus, despite recent empirical support for the perspective, conceptual work in the area lags behind other theoretical perspectives. Accordingly, the present review attempts to place the leader trait perspective in the context of supporting intellectual traditions, including evolutionary psychology and behavioral genetics. We present a conceptual model that considers the source of leader traits, mediators and moderators of their effects on leader emergence and leadership effectiveness, and distinguish between perceived and actual leadership effectiveness. We consider both the positive and negative effects of specific “bright side” personality traits: the Big Five traits, core self-evaluations, intelligence, and charisma. We also consider the positive and negative effects of “dark side” leader traits: Narcissism, hubris, dominance, and Machiavellianism.

Cross-cultural competence in international business: toward a definition and a model

Abstract: Many international business failures have been ascribed to a lack of cross-cultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments to the effective application of the requisite skills, knowledge and attributes that have been identified as necessary for CC, resulting in a gap between ‘knowing’ and ‘doing’. We conclude by discussing the implications of the model for practitioners, and by suggesting appropriate directions for further research.

The relationship between ethical leadership and core job characteristics.

Abstract: Summary In the current study, we draw on the original job characteristics model (JCM) and on an elaborated model of work design to examine relationships between ethical leadership, task significance, job autonomy, effort, and job performance. We suggest that leaders with strong ethical commitments who regularly demonstrate ethically normative behavior can have an impacton the JCM elementsof tasksignificance and autonomy, thereby affecting anemployee’s motivation (willingness to exert effort), which in turn will be evidenced by indications of enhanced task performance and organizational citizenship behavior. We conducted a field study by surveying pairs of co-workers in a diverse set of organizations. Results provide support for a fully mediated model whereby task significance and effort fully mediate relationships between ethical leadership and subordinates’ job performance. Implications for future research on job design are discussed. Copyright # 2010 John Wiley & Sons, Ltd. At the heart of the job characteristics model (JCM, Hackman & Oldham, 1976) is the premise that leaders canshape intrinsic motivation bytheway inwhich theystructuretheobjectivecharacteristics of the work itself. 1 The theoretical model of job design was rooted in an examination of the ‘‘basic conditions that promote high performance motivation and satisfaction at work,’’ in order ‘‘to determine how those conditions can be created’’ (Hackman & Oldham, 1976; p. 71). We argue that the conceptual and empirical developments of the JCM to date can be expanded to encompass a broader role for leaders. In particular, we suggest that leaders with strong ethical commitments who regularly demonstrate ethically normative behavior can have an impact on the JCM elements of task significance and autonomy, thereby affecting an employee’s motivation (willingness to exert effort), which in turn will be evidenced by indications of enhanced task performance and organizational citizenship behaviors.