Individual-Level Determinants of the Propensity to Shirk

Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to group and organization-level influences. Neglected are individual differences that might explain why individuals in the same organization or work-group might shirk. The present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other individual-level determinants of shirking behavior. Results identified several individual-level determinants of shirking. Implications of the results are discussed

Political Influence Behavior and Career Success

In a recent review of the literature on politics and influence behavior in personnel/human resource management, Ferris and Judge (1991) noted that no studies had directly investigated the relationship between influence behavior and overall career success. In the present study the effect of political influence behavior on career success was investigated. Drawing from past research on influence behavior and relevant theory from social psychology, the effect of political influence behavior on career success was hypothesized to depend on the type of influence tactic employed. Support was found for the effect of political influence behavior in predicting career success, and for the differential effectiveness of influence behaviors. Implications of the results for the study of careers and career management processes are discussed

The Effects of Work Values on Job Choice Decisions

Work values have been receiving increased research attention. Ravlin, Meglino, and associates have recently conceptualized, and provided measurement of, work values. The effects of work values on job satisfaction, commitment, and individual decision making has been studied to date. However, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy capturing design, the influence of work values on job choice was examined in the context of job attributes that have previously been shown to affect this decision process. Work values were found to exhibit significant effects on job choice decisions. Further, individuals were more likely to choose jobs whose value content was similar to their own value orientation. Implications of the results for the study of work values and job choice are discussed

Reports on an Alternative Measure of Affective Disposition

Researchers investigating the dispositional source of job satisfaction have often used negative or positive affectivity as the measure of affective disposition. The present study tested the validity of an alternative measure of affective disposition which consists of an assessment of affective reactions to neutral stimuli common to everyday life. Results indicated that the measure, termed the Neutral Objects Satisfaction Questionnaire (NOSQ), displayed favorable psychometric properties. Furthermore, the NOSQ may be a better assessment of affective disposition than positive or negative affectivity because it had greater stability over time than one of the most common measures of positive and negative affectivity

Job Search Behavior of Employed Managers

Job search typically has been thought of as an antecedent to voluntary turnover or job choice behavior. This study extends the existing literature by proposing a model of the job search process and examining the job search behavior of employed managers. Managers were initially surveyed about their job search activity over the past year. Approximately one year later, the same managers were surveyed to assess whether they had changed jobs since the initial survey, and the circumstances surrounding the job change. This survey data was matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that dissatisfaction with different aspects of the organization and job were more strongly related to job search than were perceptions of greener pastures. Moreover, although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. Implications of managerial job search on organizations are discussed

Job and Life Attitudes of Male Executives

Despite executives\u27 important positions in organizations, their attitute have not received much research attention. In an attempt to remedy this deficiency, the present study tested a hypothesized model of executive attitudes involving job satisfaction, life satisfaction, job stress, and work-family conflict. Using data gathered from a large, representative sample of male executives (due to the small number of female executives in the study, the analyses were confined to males only), LISREL results indicated support for the overall model and the specific relationships within the model. These results are the first to simultaneously consider job and life satisfaction, job stress, and work-family conflict, and also constitute the most comprehensive evidence to date on executive attitudes. The meaning and contributions of the findings are discussed

Rare-gas optics-free stable extreme-ultraviolet photon spectrometer for solar system studies

We have developed a prototype spectrometer for space applications that require long-term stable EUV photon flux measurements. In this recently developed spectrometer, the energy spectrum of the incoming photons is transformed directly into an electron energy spectrum by taking advantage of the photoelectric effect in one of several rare gases at low pressures. Using an electron energy spectrometer operating at a few electron volts, and followed by an electron multiplying detector, pulses due to individual electrons are counted. The overall efficiency of this process is essentially independent of gain drifts in the signal path, and the secular degradation of optical components that is often a problem in other techniques is avoided

Carcass characteristics of cattle differing in Jersey proportion

peer-reviewedComparison of alternative dairy (cross-)breeding programs requires full appraisals of all revenues and costs, including beef merit. Few studies exist on carcass characteristics of crossbred dairy progeny originating from dairy herds as well as their dams. The objective of the present study was to quantify, using a national database, the carcass characteristics of young animals and cows differing in their fraction of Jersey. The data set consisted of 117,593 young animals and 42,799 cows. The associations between a combination of sire and dam breed proportion (just animal breed proportion when the dependent variable was on cows) with age at slaughter (just for young animals), carcass weight, conformation, fat score, price per kilogram, and total carcass value were estimated using mixed models that accounted for covariances among herdmates of the same sex slaughtered in close proximity in time; we also accounted for age at slaughter in young animals (which was substituted with carcass weight and carcass fat score when the dependent variable was age at slaughter), animal sex, parity of the cow or dam (where relevant), and temporal effects represented by a year-by-month 2-way interaction. For young animals, the heaviest of the dairy carcasses were from the mating of a Holstein-Friesian dam and a Holstein-Friesian sire (323.34 kg), whereas the lightest carcasses were from the mating of a purebred Jersey dam to a purebred Jersey sire which were 46.31 kg lighter (standard error of the difference = 1.21 kg). The young animal carcass weight of an F1 Holstein-Friesian × Jersey cross was 20.4 to 27.0 kg less than that of a purebred Holstein-Friesian animal. The carcass conformation of a Holstein-Friesian young animal was 26% superior to that of a purebred Jersey, translating to a difference of 0.78 conformation units on a scale of 1 to 15. Purebred Holstein-Friesians produced carcasses with less fat than their purebred Jersey counterparts. The difference in carcass price per kilogram among the alternative sire-dam breed combinations investigated was minimal, although large differences existed among the different breed types for overall carcass value; the carcass value of a Holstein-Friesian animal was 20% greater than that of a Jersey animal. Purebred Jersey animals required, on average, 21 d longer to reach a given carcass weight and fat score relative to a purebred Holstein-Friesian. The difference in age at slaughter between a purebred Holstein-Friesian animal and the mating between a Holstein-Friesian sire with a Jersey dam, and vice versa, was between 7.0 and 8.9 d. A 75.8-kg difference in carcass weight existed between the carcass of a purebred Jersey cow and that of a Holstein-Friesian cow; a 50% Holstein–Friesian-50% Jersey cow had a carcass 42.0 kg lighter than that of a purebred Holstein-Friesian cow. Carcass conformation was superior in purebred Holstein-Friesian compared with purebred Jersey cows. Results from this study represent useful input parameters to populate simulation models of alternative breeding programs on dairy farms, and to help beef farmers evaluate the cost-benefit of rearing, for slaughter, animals differing in Jersey fraction.This publication arose from research supported in part by a research grant from Science Foundation Ireland (Dublin) and the Department of Agriculture, Food and Marine on behalf of the Government of Ireland under the Grant 16/RC/3835 (VistaMilk; Dublin, Ireland) as well as funding from the Research Stimulus Fund (BreedQuality and GREENBREED; Dublin, Ireland) and Meat Technology Ireland (MTI; Dublin, Ireland), a co-funded industry/Enterprise Ireland project (TC 2016 002)

An Empirical Investigation of the Predictors of Executive Career Success

The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success