Asymmetry in Leader Image Effects and the Implications for Leadership Positioning in the 2010 British General Election

Using national survey data on voters' perceptions of party leaders during the 2010 British general election campaign, we use logistic regression analysis to explore the association between specific image attributes and overall satisfaction for each leader. We find attribute-satisfaction relationships differ in some respects between the three main party leaders, demonstrating that leader image effects are not symmetrical across leaders. We find evidence that negative perceptions have more powerful effects on satisfaction than positive ones, implying that parties should seek to determine a leader's image attribute perceptions measured against the public's expectations of them on the same dimensions. The positions that campaigners ought then to choose are those that will have the most beneficial effect in encouraging voting behaviour for each particular leader or discouraging voting behaviour for an opponent

The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance

This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally supported the hypotheses. Job satisfaction had the strongest relationship, but both affective and continuance commitment showed an incremental effect even in the presence of job satisfaction. We also hypothesized that job satisfaction and affective commitment would positively and continuance commitment would negatively associate with general performance and leadership. As predicted, job satisfaction associated positively with performance, though not with leadership. Continuance commitment negatively associated with both performance and leadership

Exploring the Trust Gap: Dimensions and Predictors of Trust Among Labor and Management Representatives

Existing literature on interpersonal trust in work relationships has largely focused on trust as an independent variable. This study examined trust as a dependent variable by investigating its dimensions and predictors. Four dimensions of trust were hypothesized: open communication, informal agreement, task reliance, and surveillance. A survey measure of willingness to trust was developed. Confirmatory factor analysis using data from 305 management representatives and 293 labor representatives showed the convergent and discriminant validity of the measure. Fishbein and Ajzen\u27s theory of reasoned action served as the theoretical basis for a model of the predictors of trust. Regression analyses found that the past trustworthiness of the focal person and the attitude toward trusting the focal person were the most important predictors. Implications for research and practice are discussed

Housework and couple satisfaction: Satisfaction with housework division and gender ideology among Italian dual-earner couples

This article reports on a study that examined the division of housework in 105 Italian dual-earner couples and the relationships between this division, the participants\u2019 satisfaction with it, gender ideology, and couple satisfaction. The findings show that women devoted much more time to housework than men, performed a greater number of routine female tasks, and reported lower levels of satisfaction with housework arrangements. However, women and men did not differ in levels of couple satisfaction. Satisfaction with housework distribution was found to mediate the relationship between actual housework performance and couple satisfaction in different ways for women and men: Women\u2019s couple satisfaction was explained by satisfaction with the distribution of traditionally female (routine) tasks and men\u2019s couple satisfaction was linked to satisfaction with the distribution of hours devoted to housework. Gender ideology directly influenced couple satisfaction: Women and men with less traditional gender ideologies were more satisfied with their relationships

A Test of Ghiselli\u27s Hobo Syndrome

Ghiselli (1974) observed that some workers possess internal impulses to migrate from one job to another irrespective of better alternatives or other apparently rational motives. Ghiselli labeled this tendency the hobo syndrome. The present study tested the validity of the hobo syndrome using a national longitudinal sample of young workers. Results of event history analyses indicated support for the hypothesis that turnover depends on the number of times an individual has left his or her job in the past. Implications of the results are discussed

Attachment Styles Within the Coach-Athlete Dyad: Preliminary Investigation and Assessment Development

The present preliminary study aimed to develop and examine the psychometric properties of a new sport-specific self-report instrument designed to assess athletes’ and coaches’ attachment styles. The development and initial validation comprised three main phases. In Phase 1, a pool of items was generated based on pre-existing self-report attachment instruments, modified to reflect a coach and an athlete’s style of attachment. In Phase 2, the content validity of the items was assessed by a panel of experts. A final scale was developed and administered to 405 coaches and 298 athletes (N = 703 participants). In Phase 3, confirmatory factor analysis of the obtained data was conducted to determine the final items of the Coach-Athlete Attachment Scale (CAAS). Confirmatory factor analysis revealed acceptable goodness of fit indexes for a 3-first order factor model as well as a 2-first order factor model for both the athlete and the coach data, respectively. A secure attachment style positively predicted relationship satisfaction, while an insecure attachment style was a negative predictor of relationship satisfaction. The CAAS revealed initial psychometric properties of content, factorial, and predictive validity, as well as reliability

MER Model of Integral Management: Culture as Enterprise’s Key Success Factor

Enterprise culture is judged by many acknowledged scientists and researchers now as a major determinant of any enterprise’s success. The present article shows the research cognitions on the impact of enterprise culture to the success of the enterprises observed.

The Relationship Between Employee Perceptions of the Employment Game and Their Perceptions of Cooperative Knowledge Behavior in High Tech Firms

The relationship between knowledge sharing and organizational performance for high technology start-up companies is not well understood. Using game theory and the concept of competitive advantage through human resource management, I examine employee perceptions of the employment game relating to cooperative knowledge behavior and firm performance as an entry point into researching organizational knowledge utilization. I draw upon classical game theory to develop four measures of perceptions critical to game playing and apply these to organizational situations via a survey instrument. I propose that perceptions of the employment game held by organization members are determinants of cooperative knowledge sharing and subsequently firm performance. I analyze survey data gathered from high-tech workers using both regression and path analysis techniques. The results from this study offer new insights into methods for measuring both the connections between knowledge work and firm performance and the perceptions critical for fostering collaborative knowledge work in high tech firms. Results of the study show a significant relationship between the game theory construct of reciprocity, knowledge building behavior and firm performance. The mediation model was weakly supported but shows potential usefulness for further research in the field of strategic human resource management