Though increasing numbers of women are entering the workforce, a disproportionate number of women are placed into upper level management positions. Social role and role congruity theory both posit that women in leadership positions are likely to face more negative criticism than men in leadership positions. The purpose of the current study was to examine the influence of gender roles on leader behaviors as well as leaders' self perceived effectiveness. The study also examined third party raters' views of female and male leaders. Videotapes of forty-seven mixed sex groups with randomly appointed male and female leaders were used to examine leader behaviors as well as raters' effectiveness ratings. Leaders' self perceived effectiveness ratings were also used. Gender roles of the leaders were assessed using the Bem Sex Role Inventory (BSRI). Results of a MANOVA indicated that leader gender roles did not lead to differences in leader behaviors exhibited among those in feminine, masculine, and androgynous groups. For female leaders, femininity was not related to feminine behaviors. Unexpectedly, for male leaders, masculinity was inversely related to masculine behaviors. With regard to raters' effectiveness ratings of the leaders, no differences were found in ratings based on leader gender. Further, for female leaders, …

This study investigated the relationship of the Personnel Decisions International Employment Inventory scales to criminal behavior by using 796 offenders with criminal records in the Texas Department of Corrections and a random sample of 893 non-offender job applicants. The hypothesis that offenders would score lower in integrity scores than non-offenders only gained mixed support, but consistent evidence showed that there were no mean differences between property offenders and other offenders. The implications of the results for future study were discussed.

Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation …

This project investigated the relations between recalled job-satisfaction, ability, and task demands in Vietnam era helicopter aviators. It attempted to detect and describe factors present in a dangerous combat environment which may influence some individuals to enjoy and take satisfaction at being exposed to, creating, and participating in the dangerous and life threatening violence involved in helicopter combat. Participants were 30 pilots and crew members retired from the 335th Assault Helicopter Company who were all actively involved in combat in Vietnam from 1968 to 1970. This study found that developing a love of war is correlated with anger during combat. The love of war is not correlated with PTSD processes nor is it correlated with specific personality dimensions. The love of war research is a new area. The questions were used to operationalize the love of war represent a significant limitation. This method of operationalizing the love of war concept does not make fine discriminations has questionable content validity. To facilitate accuracy in discriminating between participants when conducting future research in the area, researchers could benefit from constructing a measure with greater content validity.

What does it take for organizations to support people working together effectively? What does it mean for an organization to be effective? Does successful collaboration lead to more effective organizations? This study explored these questions both theoretically and empirically in an effort to help organizations understand the most important aspects to consider when attempting to achieve collaboration for organization success. The purpose of this study was to fill some of the gaps in the research by taking a broad, holistic approach to exploring the context required to support collaboration at levels of organizations broader than the team and exploring the links between organization support of collaboration and organization effectiveness. In preparation for the current study, the Organization Support of Collaboration model was developed to identify the broad organization design elements that are required to support collaboration. The Organization Effectiveness model was created to provide a holistic view of what it takes for an organization to be considered effective. The present study empirically validated these models and explored the links between them. Data was collected via a web-based questionnaire administered to a broad sample of individuals who work in organizations. Results supported a model of Organization Support of Collaboration with six …

The present study examined the perceptions of teams and managers on team potency levels as a function of stage of team development. Drawing from the power and influence literature, potency was established as a means by which to assess team's internal dynamics. Stage of team development was separated into four categories including pseudo, potential, real and high performance teams. Archival data included 45 teams and managers gathered from the manufacturing and service industries. Results indicated a significant linear relationship between team perceptions of team potency and stage of team development. Additionally, potency perceptions of teams significantly differentiated between the four stages of team development. Manager perceptions of team potency produced non-significant results. Possible explanations of the results as well as implications for practice and future research are provided.

The purpose of this study was to determine whether or not children diagnosed with Attention-Deficit Hyperactivity Disorder (ADHD) or Central Auditory Processing Disorder (CAPD) can be distinguished from one another on the basis of both objective and subjective assessment of attention and behavior. First, children and adolescents diagnosed with ADHD, CAPD, and concomitant ADHD/CAPD were compared to participants with emotional problems on measures of attention/concentration, depression, anxiety, and parental reports of internalzing and externalizing behaviors. Overall, statistical analyses did not reveal significant differences between performances of children diagnosed with ADHD and those diagnosed with CAPD. However, clinical comparisons across groups of children diagnosed with ADHD, CAPD, comorbid ADHD/CAPD and Affective Disorders revealed condition-specific clinical profiles, thus providing some support for CAPD as a distinct clinical entity. Second, exploratory cluster analysis was performed to further investigate the relationship between ADHD and CAPD. This procedure lead to the identification of four distinct clusters. However, analyses of these clusters revealed no distinct pattern of performance for children diagnosed with either ADHD or CAPD. Rather, participants with these diagnoses were evenly distributed throughout the clusters. Additionally, no cluster clearly represented the expected clinical profile for a diagnosis of CAPD- namely, significant auditory attentional/processing problems …

The purpose of this study was to determine if attention-deficit/hyperactivity disorder (ADHD) subtypes (predominantly hyperactive/impulsive, ADHD-HI; predominantly inattentive, ADHD-IA; combined, ADHD-C) exhibit distinct neuropsychological profiles, using the Attention and Executive Function subtests of the Developmental Neuropsychological Assessment, (NEPSY) and the omission and commission scores obtained on the Conners' Continuous Performance Test-II (CPT-II), a test that assesses attention processes. The sample was selected using archival data collected in a neurodevelopmental clinic over the past decade and consisted of 138 children between the ages of 6 and 12 years old. Using the Diagnostic and Statistical Manual of Mental Disorders (4th ed.) (DSM-IV) criteria, the children were placed in either the ADHD-HI (n = 40), ADHD-IA (n = 35), or ADHD-C (n = 36) group, or a symptom free comparison group (n = 27). It was hypothesized that children with elevations on the impulsivity/ hyperactivity (ADHD-HI and ADHD-C) scale would be impaired on measures of inhibition and those with elevations on the inattention scale (ADHD-IA and ADHD-C) would be impaired on tests of attention, vigilance, and other executive functions. A one-way multivariate analyses of variance (MANOVA) was conducted (Group X Task), with significant results for overall main effect for group on the 7 …

In the increasingly competitive world of retail banking, organizations are focusing their attention on customer service as a means of increasing customer loyalty and retention. With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. Data from three separate surveys collected during the same time period in 137 branches of a regional bank are analyzed using multiple regression analysis to determine whether relationships and interactions exist at a banking center level. While results of the analyses did not show a significant relationship between the variables, issues relevant to this determination are discussed and conclusions drawn regarding the nature of these constructs.