Organizational Images And Member Identification

We develop a model to explain how images of one's work organization shape the strength of his or her identification with the organization. We focus on two key organizational images: one based on what a member believes is distinctive, central, and enduring about his or her organization and one based on a member's beliefs about what outsiders think about the organization. According to the model, members assess the attractiveness of these images by how well the image preserves the continuity of their self-concept, provides distinctiveness, and enhances self-esteem. The model leads to a number of propositions about how organizational identification affects members' patterns of social interaction.Managemen

The relationship between polychronicity and social networks: A mixed-methods study of research and development professionals

How do knowledge workers interact with their colleagues when organizations increasingly ask them to work on multiple activities, projects and working spheres simultaneously? Given the importance of social networks for individual and organizational success, in this study we explore the relationship between individual preferences for engaging in multiple tasks simultaneously (individual polychronicity), the perception of the organization’s demands in terms of engaging in multiple tasks simultaneously (organizational polychronicity), and centrality in instrumental networks. Adopting a mixed-methods approach, we collected data from knowledge professionals in a research and development (R&D) unit. Our results show that both individual and organizational polychronicity were related to network centrality. However, the effect of individual polychronicity on instrumental network centrality was stronger, especially for advice-related interactions, suggesting that individual preferences matter more when it comes to knowledge-related interactions. Not only do we link polychronicity to a previously unexplored context, that is, social networks, but we also propose the use of a cultural toolkit perspective to explain how individuals differentially make sense of organizational temporal demands. Finally, we advance research on the antecedents of network centrality and contribute to the ongoing debate on the delicate balance between structure and individual characteristics

Francisella tularensis in the United States

Subpopulations A.I and A.II. of Francisella tularensis subsp. tularensis are associated with unique biotic and abiotic factors that maintain disease foci

Bacillus anthracis in China and its relationship to worldwide lineages

<p>Abstract</p> <p>Background</p> <p>The global pattern of distribution of 1033 <it>B. anthracis </it>isolates has previously been defined by a set of 12 conserved canonical single nucleotide polymorphisms (canSNP). These studies reinforced the presence of three major lineages and 12 sub-lineages and sub-groups of this anthrax-causing pathogen. Isolates that form the A lineage (unlike the B and C lineages) have become widely dispersed throughout the world and form the basis for the geographical disposition of "modern" anthrax. An archival collection of 191 different <it>B. anthracis </it>isolates from China provides a glimpse into the possible role of Chinese trade and commerce in the spread of certain sub-lineages of this pathogen. Canonical single nucleotide polymorphism (canSNP) and multiple locus VNTR analysis (MLVA) typing has been used to examine this archival collection of isolates.</p> <p>Results</p> <p>The canSNP study indicates that there are 5 different sub-lineages/sub-groups in China out of 12 previously described world-wide canSNP genotypes. Three of these canSNP genotypes were only found in the western-most province of China, Xinjiang. These genotypes were A.Br.008/009, a sub-group that is spread across most of Europe and Asia; A.Br.Aust 94, a sub-lineage that is present in Europe and India, and A.Br.Vollum, a lineage that is also present in Europe. The remaining two canSNP genotypes are spread across the whole of China and belong to sub-group A.Br.001/002 and the A.Br.Ames sub-lineage, two closely related genotypes. MLVA typing adds resolution to the isolates in each canSNP genotype and diversity indices for the A.Br.008/009 and A.Br.001/002 sub-groups suggest that these represent older and established clades in China.</p> <p>Conclusion</p> <p><it>B. anthracis </it>isolates were recovered from three canSNP sub-groups (A.Br.008/009, A.Br.Aust94, and A.Br.Vollum) in the western most portion of the large Chinese province of Xinjiang. The city of Kashi in this province appears to have served as a crossroads for not only trade but the movement of diseases such as anthrax along the ancient "silk road". Phylogenetic inference also suggests that the A.Br.Ames sub-lineage, first identified in the original Ames strain isolated from Jim Hogg County, TX, is descended from the A.Br.001/002 sub-group that has a major presence in most of China. These results suggest a genetic discontinuity between the younger Ames sub-lineage in Texas and the large Western North American sub-lineage spread across central Canada and the Dakotas.</p

Common Threats and Managing Reputation in Executive Search Firms

A free video abstract to accompany this article can be found online at: https://www.youtube.com/watch?v=IziwDorbeGU This paper provides important insights into how executive search firms can successfully manage their reputations to overcome major threats to their organizations. The paper focuses on three threats faced by executive search firms: the global financial crisis; questions around the sector's professional status; and the proliferation of social media for recruitment. Our data show that there was not a single coherent response from firms, but a piecemeal approach that focused on three forms of reputation management. First, diversifying service offerings; second, highlighting their symbolic capital; and third, connecting their firms to clients and candidates through partners. Building on our data and the theoretical literature, we provide a framework for understanding how professional service firms can manage their reputations in response to common threats, based on three categories from the English idiom ‘keep up with the Joneses’. First, moving away from the Joneses; second, fencing out the Joneses; third, networking more than the Joneses. We provide theoretical and practical insights around how organizations can manage their reputations in response to threats which are common across sectors

Predicting organizational identification at the CEO level

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/112192/1/smj2283.pd

Use of Care Management Practices in Small‐ and Medium‐Sized Physician Groups: Do Public Reporting of Physician Quality and Financial Incentives Matter?

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/97188/1/hesr1454-sup-0001-Authormatrix.pdfhttp://deepblue.lib.umich.edu/bitstream/2027.42/97188/2/hesr1454.pd

Teachers' ideas versus experts' descriptions of 'the good teacher' in postgraduate medical education: implications for implementation. A qualitative study

Contains fulltext : 96394.pdf (publisher's version ) (Open Access)BACKGROUND: When innovations are introduced in medical education, teachers often have to adapt to a new concept of what being a good teacher includes. These new concepts do not necessarily match medical teachers' own, often strong beliefs about what it means to be a good teacher.Recently, a new competency-based description of the good teacher was developed and introduced in all the Departments of Postgraduate Medical Education for Family Physicians in the Netherlands. We compared the views reflected in the new description with the views of teachers who were required to adopt the new framework. METHODS: Qualitative study. We interviewed teachers in two Departments of Postgraduate Medical Education for Family Physicians in the Netherlands. The transcripts of the interviews were analysed independently by two researchers, who coded and categorised relevant fragments until consensus was reached on six themes. We investigated to what extent these themes matched the new description. RESULTS: Comparing the teachers' views with the concepts described in the new competency-based framework is like looking into two mirrors that reflect clearly dissimilar images. At least two of the themes we found are important in relation to the implementation of new educational methods: the teachers' identification and organisational culture. The latter plays an important role in the development of teachers' ideas about good teaching. CONCLUSIONS: The main finding of this study is the key role played by the teachers' feelings regarding their professional identity and by the local teaching culture in shaping teachers' views and expectations regarding their work. This suggests that in implementing a new teaching framework and in faculty development programmes, careful attention should be paid to teachers' existing identification model and the culture that fostered it

Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees

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The Role of Identification in Giving Sense to Unethical Organizational Behavior: Defending the Organization

This language production experiment investigates communication’s role in defending, and therefore giving sense to, organizational wrongdoing. The study suggests identification may possibly reduce organizations’ moral learning capacity by encouraging highly identified members to engage in ethical sensegiving of their organizations’ wrongdoing in defensive ways. Working adults (N = 318) responded to an organizational outsider regarding a gender discrimination lawsuit filed against their organization in one of two scenarios, which presented the organization’s guilt as either ambiguous or certain. Highly identified members used more linguistic defense mechanisms and reported more intense feelings. Additionally, participants in the ambiguous condition used more linguistic defense mechanisms than those in the certain condition. Veteran members reported higher levels of organizational identification and used more linguistic defense mechanisms than newcomers.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline