Showing papers in "Journal of Managerial Psychology in 1997"
TL;DR: The authors discuss the value, workings and effectiveness of international project teams and propose a model to enable the creation of an effective team and process and point out the need to manage diversity, intercultural differences and different nationalities.
Abstract: Discusses the value, workings and effectiveness of international project teams. Proposes a model to enable the creation of an effective team and process. Points out the need to manage diversity, intercultural differences and different nationalities. Uses a case study from Raleigh International to illustrate.
128 citations
TL;DR: In this article, the effects of rank on the job satisfaction of UK academics were investigated, and the results indicated that rank has a direct, positive and significant effect on job satisfaction, but not age or gender.
Abstract: Investigates the effects of rank on the job satisfaction of UK academics. A questionnaire was designed including several demographic questions such as rank, gender and age. This was administered to 1,102 university teachers. A total of 554 responses were received, giving a response rate of 50.3 per cent. The results indicate that rank has a direct, positive and significant effect on the job satisfaction of university teachers, but not age or gender. Lecturers are least satisfied with their jobs followed by senior lecturers, readers and professors in that order. In addition, the interaction effect between rank and gender on job satisfaction is statistically significant. This means that although gender by itself is not significantly related to job satisfaction, it is significant when compared together with the rank of university teachers. Female academics at higher ranks, namely, senior lecturers, readers and professors, are more satisfied with their jobs than male academics of comparable ranks. Further analyses show that rank by itself and the interaction effect between rank and gender are significantly related to satisfaction with pay, promotions and the physical conditions/working facilities which pertain to UK universities.
105 citations
TL;DR: In this paper, the authors used a cluster analytical procedure to classify university teachers into three groups: happy workers, satisfied workers and unhappy workers, based on the satisfaction levels which they enjoy on various aspects of their jobs.
Abstract: Workers, managers and academics had previously been classified on the basis of characteristics of their jobs, especially how they spend their time. Enquires whether university teachers can be meaningfully grouped on the basis of the satisfaction levels which they enjoy on various aspects of their jobs. Using a cluster analytical procedure, groups university teachers in the UK into three: happy workers, satisfied workers and unhappy workers. While the happy workers (67 per cent) and the satisfied workers (14 per cent) form a majority of the workforce, offers suggestions on how to reduce the percentage of unhappy workers (19 per cent) in higher education. In particular, focuses attention on this newer, and possibly very useful, approach of classifying workers, instead of the traditional method based on the criterion of rank alone. Discusses the implications of this new approach for grouping workers.
104 citations
TL;DR: The importance of corporate wellness programs has been recognized by many countries as mentioned in this paper, however, it is only in recent years that organizations in Singapore have begun to implement wellness programmes on an organizationwide scale.
Abstract: The importance of corporate wellness programmes has been recognized by many countries. It is only in recent years that organizations in Singapore have begun to implement wellness programmes on an organization‐wide scale. This is also in line with the Singapore Government’s recent emphasis on healthy lifestyle and health campaigns for the public. Thus, there is a growing trend for organizations in Singapore to offer wellness programmes. Attempts to establish the benefits which may be reaped from such investment. Describes how findings from the study indicate that employees in organizations with wellness programmes generally have a more positive attitude towards their organizations, express higher job satisfaction and satisfaction with the fringe benefits provided for them. However, no significant differences were found between employees in organizations with and without wellness programmes in terms of level of work stress, self‐reported absenteeism rates, satisfaction with working conditions, co‐worker rel...
90 citations
TL;DR: This article explored the occurrence of culture shock in the population of expatriate managers working in the joint venture hotels in Beijing, China and proposed a model which envisages culture shock as determined by situational factors and by the level of inter-cultural sensitivity of an expat.
Abstract: Explores the occurrence of culture shock in the population of expatriate managers working in the joint venture hotels in Beijing, China. In particular, seeks to gauge the importance of a variety of factors that might influence the level of culture shock. Proposes a model which envisages culture shock as determined by situational factors and by the level of inter‐cultural sensitivity of an expatriate. In turn, the level of inter‐cultural sensitivity is seen as a function of biographical factors and cross cultural training. The findings demonstrate a strong inverse relationship between inter‐cultural sensitivity and culture shock. Training before and/or after arrival in China is received by only a small minority of expatriates but is associated with a higher level of inter‐cultural sensitivity. Among situational factors, a managerial emphasis on motivating employees is associated with lower culture shock. A surprising finding is the tendency for Asian expatriates to experience greater culture shock for a given level of inter‐cultural sensitivity. Outlines implications for personnel policy in selecting expatriate managers.
89 citations
TL;DR: In this paper, a survey of part-time MBA students found that both teams and groups were best described by separate one factor solutions, such as "affective", "effective," "effective", "energetic", "flexible", "creative", "innovative", and "well rounded".
Abstract: States that organizations are using teams and groups to an increasing extent yet current researchers often use the terms interchangeably, despite literature indicating both that their processes and outputs may be very different, and that these differences may have important consequences. Examines how, in order to differentiate between management teams and groups based on the descriptions of managers’ experience in the workplace, 319 part‐time MBA students completed a checklist comprising 149 adjectives. Analyses showed that both teams and groups were best described by separate one factor solutions. Discusses how teams and groups were described equally as “affective”, “effective”, “energetic” and “flexible”; teams were described as “creative”, “innovative”, and “well rounded”, groups were described as “negotiating”, “networking”, “persuasive”, and “the sum of individual goals”. Posits that such characterizations were taken as suggesting that teams create resources and add to their environments while groups manage and redistribute their resources, and further, that teams have stable, valued interpersonal relations but groups do not.
80 citations
TL;DR: In this paper, the authors discuss basic rules together with preparation and training for crisis management, including a crisis checklist, phone lines, spokespersons, conveying the message and training support staff.
Abstract: Considers management of information and effective communication at times of crisis. Examines recent crises to illustrate how and why poor management of information and communication has had disastrous effects. Discusses basic rules together with preparation and training for crisis management, including a crisis checklist, phone lines, spokespersons, conveying the message and training support staff. Comments on the need for the establishment of house rules to avoid problems. Discusses interpretations of “off the record” and how problems can arise from differing interpretations. Establishes the value of simultaneous communication to all audiences.
61 citations
TL;DR: In this article, the authors examine the expectations of those graduates recruited by organizations for their high-flyer programs and evaluate the adjustment and change processes that graduates experience during their training and recruitment.
Abstract: Examines the expectations of those graduates recruited by organizations for their “high‐flyer” programmes. Looks at the socialization process that such graduates are exposed to once recruited and evaluates the adjustment and change processes that graduates experience.
60 citations
TL;DR: The authors examines the concept of discretionary leadership with the view that the phenomenon of downsized, delayered organizations will demand even greater discretionary choices and behaviour from the executives and thereby testing the togetherness concept of co-operation, sharing and working together.
Abstract: Following an overview of the leadership arena, examines completely the lesser explored concept of discretionary leadership with the view that the phenomenon of downsized, delayered organizations will demand even greater discretionary choices and behaviour from the executives and thereby testing the togetherness concept of co‐operation, sharing and working together. A benchmarking survey of the Australian Public Service (benchmarked against a private sector and health management sector database) emphasizes the point of creeping fragmentation in organizations and highlights that the capabilities of cohesion, quality dialogue and cabinet responsibility will be demanded even more from the leadership of today’s organization. Gives attention to understanding, practising and developing today’s private and public sector leaders in the capabilities of discretionary leadership.
47 citations
TL;DR: In this article, the effects of risk propensity and problem framing are jointly evaluated in a model of risk behavior in which managers from 58 oil industry organizations were presented with hypothetical business decisions involving significant gains and losses, and asked to choose between action alternatives resulting in certain outcomes or probabilistic outcomes.
Abstract: Reports on a study that examines a model of risk behaviour in which the effects of risk propensity and problem framing are jointly evaluated. Managers from 58 oil industry organizations were presented with hypothetical business decisions involving significant gains and losses, and asked to choose between action alternatives resulting in certain outcomes or probabilistic outcomes. Also evaluates the notion that tendencies towards risk taking are complex, reflecting personality traits, habits and experience. There was support for a historical basis for risk propensity, but risk preferences were not found to be influential. Further, although both risk propensity and problem framing were found to be significant predictors of risk behaviour, there was no support for prospect theory predictions. For researchers, suggests the need to incorporate individual differences into models of risk behaviour. For organizations, suggests the need for management attention to members’ risk experiences.
44 citations
TL;DR: In this article, the authors discuss the nature of diversity in the work environment and its impact on performance and propose an alternative form of training to help all employees cope with the challenges of a diverse workplace.
Abstract: Discusses the nature of diversity in the work environment and its impact on performance. Examines how organizations have attempted to create an atmosphere in which diverse groups can flourish. Proposes an alternative form of training to help all employees cope with the challenges of a diverse workplace. Suggests that thought self‐leadership is a process which can assist employees in accomplishing goals of wellbeing and high performance. This self‐regulatory form of leadership is built on the premiss that one’s mind has a powerful influence over not just thoughts, but feelings and actions as well. Concludes that thought self‐leadership can be used as a tool to help all employees cope with an ever‐changing work environment and to focus on the positive aspects of a diverse workforce.
TL;DR: In this article, the authors introduce the concept of information audit as a fundamental management tool to identify what information resources exist and the problems arising from gaps, bottlenecks and the duplication in its provision.
Abstract: Identifies the role of information in a business environment and highlights the problems which may arise from failures in the management of corporate information resources. Introduces the concept of the information audit as a fundamental management tool to identify what information resources exist and the problems arising from gaps, bottlenecks and the duplication in its provision. Discusses the problems such a survey may encounter and the potential benefits arising from a successful implementation. Emphasizes the critical issues of senior management support for the project and the need to align the investigation and the results to strategic objectives. Concludes that the primary purpose of the information audit is to act as a catalyst for organizational change and improvements in the use of information as a corporate asset.
TL;DR: This paper investigated how personality traits relate to self-reported distress and job satisfaction of employees in the public sector in Hong Kong, nurses and teachers, and the results expanded the knowledge on the interactions observed between personality traits and distress.
Abstract: Numerous studies have been conducted in the West to examine relationships between personality and stress, while other studies have focused on the relationship between dispositional traits and job satisfaction. However, few empirical studies have investigated how these three variables interact among one another in a Chinese context. The focus of this study was to investigate how personality traits relate to self‐reported distress and job satisfaction of employees in the public sector in Hong Kong, nurses and teachers. The results expanded the knowledge on the interactions observed between personality traits and distress and job satisfaction perceived by employees in a Chinese context.
TL;DR: In this paper, the authors analyzed the data collected from 284 Qatari men and women college students and found that the mean scores of the three Protestant work ethic scales were relatively higher than those generally reported in developed countries.
Abstract: Discusses the data analysed in the present study which was collected from 284 Qatari men and women college students. Examines the internal reliability estimates, construct and concurrent validity of the Protestant ethic scale. Internal consistency estimates of reliability and the pattern of relationships among the scales yielded similar results to those reported in the Western culture. Shows that, the factor analysis yielded four interpretable factors for the Protestant ethic scale, two factors for the work ethic scale, two factors for the Protestant ethic attitudes and five factors for the total items of the three Protestant work ethic scales and the leisure ethic scale. Posits that, these results are generally consistent with previous research findings, and, similar to previous research findings, the mean scores of the three Protestant ethic scales were relatively higher than those generally reported in developed countries. Suggests that, the results show that the three Protestant work ethic scales are moderately valid and reliable instruments to use for studying Arabian Gulf students.
TL;DR: The authors described the technique of multi-dimensional scaling (MDS) analysis and showed how it might be applied to these questions and applied it to occupational/organizational psychologists in their work.
Abstract: How do individuals structure their knowledge? How does this structure vary as a function of training? What are individuals’ implicit theories of personality? How do individuals perceive their organizational culture? These are all important questions facing occupational/organizational psychologists. Describes the technique of multi‐dimensional scaling (MDS) analysis and shows how it might be applied to these questions.
TL;DR: In this article, the authors proposed that managers' team role preferences are influenced by the immediate social context, i.e., the organizational task environment, and found significant support for the hypotheses that the task environmental dimensions differentiate the clusters of the preferences.
Abstract: Based on Belbin’s model of management team role behaviour and the theories on organizational environment, proposes that managers’ team role preferences are influenced by the immediate social context, that is, the organizational task environment. Analysing the task environments of five organizations and the team role preferences of 100 managers, finds significant support for the hypotheses that the task environmental dimensions differentiate the clusters of the preferences.
TL;DR: The Critical Decision Method (CDM) as mentioned in this paper is a technique for obtaining data on real decision making in natural settings and has been applied in a number of civilian and military settings, and generates data that are rich in content (what happened?), context (when and where did it happen?) and process (why did it happened?).
Abstract: The critical decision method (CDM) is a technique for obtaining data on real decision making in natural settings. It has been applied in a number of civilian and military settings, and generates data that are rich in content (what happened?), context (when and where did it happen?) and process (why did it happen?). The application described is part of a larger research and development project concerned with developing and maintaining the competence of London Fire Brigade officers. Uses a case study of one recent incident to provide an example of the data generated by CDM, and discusses further steps in exploiting this data for the purpose of simulation‐based assessment.
TL;DR: It is concluded that maintaining the balance between technology and individual needs is the key to success.
Abstract: Considers the changes taking place in the information and library sector ‐ changes which are due, in the main, to fast developing technologies and the resulting information explosion. Traditional skills and methods of working are coming under increasing pressure and are no longer sufficient. Assesses the impact of these information technology changes on information staff, who are having to extend their traditional skills and develop new expertise. Considers staff management issues, especially resistance to change, and the effect of training and communication programmes. Concludes that maintaining the balance between technology and individual needs is the key to success.
TL;DR: In this article, the authors put together the managerial grid framework from the West with an ancient Chinese strategic treatise written by Zhuge Liang 1,600 years ago, and found that there are many similarities between the manager grid and the Art of Management when used for leadership development in construction project management.
Abstract: Much existing literature was written entirely from a Western perspective without any reference to practices in the East. In the booming east Asian market, project managers from the West would need to pay special attention to eastern beliefs, cultures and philosophies. Attempts to put together the managerial grid framework from the West with an ancient Chinese strategic treatise written by Zhuge Liang 1,600 years ago. Suggests that there are many similarities between the managerial grid and Zhuge Liang’s Art of Management when used for leadership development in construction project management.
TL;DR: Using a sample of 103 first year business students at the Waikato Polytechnic in New Zealand, this paper examined hypotheses that students' performance is related to personality style; and that scores achieved in multiple choice assessments are a useful predictor of the likely outcomes for other types of assessments Cognitive style of students in this research was assessed according to their field dependence-independence personality construct.
Abstract: Using a sample of 103 first year business students at the Waikato Polytechnic in New Zealand, examines hypotheses that students’ performance is related to personality style; and that scores achieved in multiple choice assessments are a useful predictor of the likely outcomes for other types of assessments Cognitive style of students in this research was assessed according to their field dependence‐independence personality construct Shows how two psychological tests, namely, ambiguity tolerance test, and group embedded figures test, were used to determine the personality construct of students Regression analyses revealed that both psychological tests appeared to be good indicators of students across various assessment techniques States that, in addition, there was a high correlation between the performance of students among various assessment techniques These results raise several important questions to business educators, including the fairness of traditional assessment methods, when students with a particular psychological predisposition tend to outperform their peers
TL;DR: In this article, the authors examined whether an objective test, Cezarec-Marks personal scheme (CMPS), can be used as a replacement measure for TAT, and concluded that the hypothesis of TAT cannot be replaced by CMPS.
Abstract: In entrepreneurship research, self‐reporting using questionnaires is often used as a replacement for the projective test, the thematic apperception test (TAT). Posits that this study is to examine whether an objective test, Cezarec‐Marks personal scheme (CMPS) can be used as a replacement measure for TAT. States that the subjects in the investigation are people in higher education; two measures of the same individuals, over a period of seven months, were carried out, the average age at the first test was 21.3 years, and an analysis of correlation shows no correlation (r(t1) = 0.0556, n = 89, r(t)2 = 0.0733, n = 71) between need for achievement with TAT and need for achievement with CMPS. Confirms the findings of the study that the hypothesis of TAT cannot be replaced by CMPS.
TL;DR: In this article, the authors provide snapshots of several research and development actions aimed at addressing the question of what characterizes competent command of a fire ground incident and what qualities should be looked for in prospective fire ground commanders.
Abstract: Provides snapshots of several research and development actions aimed at addressing the question of what characterizes competent command of a fire ground incident. Looks at two aspects of this question: how to describe fire ground command (what is it that fire ground commanders do?) and what qualities should be looked for in prospective fire ground commanders (what are the underlying aptitudes or competences required for effective fire ground command?). Brings together data drawn from cognitive task analysis, teamwork analysis, a recent model of incident command developed for the London Fire Brigade (LFB), job analysis focusing on aptitude requirements for fire ground commanders, and assessment centres designed for selecting fire crew commanders and senior LFB officers.
TL;DR: In this article, an in-depth study of depression and its effect on the workforce is presented. And the authors point out the responsibility in management recognizing when the problem arises and taking appropriate steps to alleviate it.
Abstract: Analyses and gives an in‐depth study of depression and its effect in particular on the workforce. Points out the responsibility in management recognizing when the problem arises and taking appropriate steps to alleviate it. Depression at work takes many guises, for example, decreased productivity, accidents, low morale, etc., creating problems for both management and workers in lost time and financial loss. Concludes that with correct diagnosis and treatment, 80‐90 per cent of sufferers can be helped.
TL;DR: In this paper, the authors present an alternative interpretation of management development, which emphasizes the match between personal growth and organizational learning, and links career, organizational development and the competitive advantage of the organization.
Abstract: Gives an overview and a critical analysis of the concept of high‐flyer programmes in management development. Based on a discussion of the need for management development in modern knowledge‐ and service‐based organizations, discusses the strengths and weaknesses of traditional management development programmes. In particular, presents the so‐called fast‐track programmes for high‐potential employees. Shows that although management development is supposed to be a vital contributor to organizational competence, learning and change, high‐flyer programmes are still mainly an instrument for individual and personal career development. Presents an alternative interpretation of management development, which emphasizes the match between personal growth and organizational learning, and which links career, organizational development and the competitive advantage of the organization. In conclusion, discusses the implications for practice and research.
TL;DR: In this article, the authors examined the construct validity of the Miner Sentence Completion Scale form•H (MSCS•H for hierarchic) as a measure of managerial role motivation theory in Hong Kong.
Abstract: Examines the construct validity of the Miner Sentence Completion Scale form‐H (MSCS‐H for hierarchic) as a measure of managerial role motivation theory in Hong Kong. Managerial motivation or motivation to manage has been shown to be a major cause of managerial effectiveness and success in large bureaucratic organizations in the USA and elsewhere. Data were collected from a sample of Hong Kong business students. A three‐part questionnaire containing the MSCS‐H, demographic and educational background information, and objective measures relating to the MSCS‐H and its subscales was used as the research instrument. No significant influence of demographics and educational variables on levels of managerial motivation were detected. As hypothesized, the objective measures including the preference for managerial jobs and employment with a large company positively correlated with levels of motivation to manage. In addition, relevant questionnaire measures positively correlated with the underlying constructs of MSCS‐H. Overall, analyses provide further support for the construct validity of the theory’s main construct (MSCS‐H) in Hong Kong.
TL;DR: In this article, the authors report on in-depth interviews of a representative sample of 20 managers, contractors, trade union officials and industry body representatives to triangulate archival data supplied by the refinery.
Abstract: Aims to determine why, in this “critical case”, a single‐union agreement was implemented in a top‐down manner, affected only contractors and was unique. Reports on in‐depth interviews of a representative sample of 20 managers, contractors, trade union officials and industry body representatives to triangulate archival data supplied by the refinery. Environmental changes were similar for all UK refineries. The implementation of a single‐union agreement is the result of a number of these but, crucially, new appointments in the case study refinery served to break with tradition. Suggests, however, that management does not always perceive itself to be a powerful agency; rather, it seems to need to proceed carefully and rationally in order to establish its own legitimacy to its peer group and within its own executive group to maintain its credibility as professional. States that this was an uncertain and risky venture, especially for a bureaucratic major oil company sensitive to public opinion.
TL;DR: The SMTI was found to be a reliable and a valid tool for assessing management types and may serve to enhance self‐awareness in the individual manager as well as improving organizational effectiveness.
Abstract: The spectral management type inventory (SMTI) is an analytical instrument designed to enable people to identify their personal management style. Examines the reliability and the validity of the SMTI questionnaire and the associations between the different management styles and work‐related variables of managers in various organizations. The SMTI was found to be a reliable and a valid tool for assessing management types. It may serve to enhance self‐awareness in the individual manager as well as improving organizational effectiveness. Discusses future opportunities for research and applications.
TL;DR: A survey among 41 middle managers and 143 front-line workers was conducted in Hong Kong to investigate how far influence tactics affect employees' compliance with quality-improvement policies as mentioned in this paper, finding that managers were more responsive to rational persuasion and consultation tactics and less to assertive and exchange tactics.
Abstract: The results of company‐wide quality‐improvement programmes are usually new company policies. Implementation of these quality‐improvement policies can be extremely difficult, because employees may not comply with them. A survey among 41 middle managers and 143 front‐line workers was conducted in Hong Kong to investigate how far influence tactics affect employees’ compliance with quality‐improvement policies. The results indicate that the companies’ commitment to quality‐improvement policies is very high. Front‐line workers responded best to exchange and upward appeals tactics, assertive tactics receiving the lowest score. Managers were more responsive to rational persuasion and consultation tactics and less to assertive and exchange tactics.
TL;DR: Evidence is provided for the difference in the nature of the process in the proactive and generative NLP approach to change in human systems and suggests that this quality can also be present in the best of librarians’ client work.
Abstract: Describes the librarian’s approach to information gathering by personal example. Illustrates the role of information gathering in neurolinguistic programming (NLP) using the development of a new NLP process which deals with the integration of aspects of identity: the circle of life. Provides evidence for the difference in the nature of the process in the proactive and generative NLP approach to change in human systems. Suggests that this quality can also be present in the best of librarians’ client work.
TL;DR: In this article, a brief history of patents is presented, with an explanation of what can and what cannot be patented under the Patents Act 1977, and arrangements for protection outside the UK through the European Patent Office, and other countries of the world.
Abstract: Discusses the basic concepts of intellectual property, particularly as applied to patents; explains the monopoly granted to inventors in return for disclosing details of their inventions in applications for patent specifications. Expands on the problems such a system presents to the inventor, with comments on decisions the inventor must take on whether to patent his invention, and if so, where, and how the procedures should be approached. Presents a brief history of patents, with an explanation of what can and what cannot be patented under the Patents Act 1977. Notes arrangements for protection outside the UK ‐ through the European Patent Office, and other countries of the world. Discusses the main factors which affect the information value of patents, and comments on the major patent information tools ‐ printed, CD‐ROM and databases. Concludes with a brief discussion on the growing impact of the Internet and the World Wide Web, suggesting that such developments might increase the use of the valuable information contained in patent documentation.