The Lick AGN Monitoring Project 2011: Dynamical Modeling of the Broad Line Region in Mrk 50

We present dynamical modeling of the broad line region (BLR) in the Seyfert 1 galaxy Mrk 50 using reverberation mapping data taken as part of the Lick AGN Monitoring Project (LAMP) 2011. We model the reverberation mapping data directly, constraining the geometry and kinematics of the BLR, as well as deriving a black hole mass estimate that does not depend on a normalizing factor or virial coefficient. We find that the geometry of the BLR in Mrk 50 is a nearly face-on thick disk, with a mean radius of 9.6(+1.2,-0.9) light days, a width of the BLR of 6.9(+1.2,-1.1) light days, and a disk opening angle of 25\pm10 degrees above the plane. We also constrain the inclination angle to be 9(+7,-5) degrees, close to face-on. Finally, the black hole mass of Mrk 50 is inferred to be log10(M(BH)/Msun) = 7.57(+0.44,-0.27). By comparison to the virial black hole mass estimate from traditional reverberation mapping analysis, we find the normalizing constant (virial coefficient) to be log10(f) = 0.78(+0.44,-0.27), consistent with the commonly adopted mean value of 0.74 based on aligning the M(BH)-{\sigma}* relation for AGN and quiescent galaxies. While our dynamical model includes the possibility of a net inflow or outflow in the BLR, we cannot distinguish between these two scenarios.Comment: Accepted for publication in ApJ. 8 pages, 6 figure

The impact of formal education on managerial career attainment.

This study explored the role of formal education in career attainment and how this role has changed over time. The study encompassed years of education, subject of degree, timing of degree conferral, and quality of educational institution. The personnel records of an internal labor market large US based company were examined. Two cohorts of managers were studied in the firm. One cohort contained 540 managers, and the second cohort contained 968 managers. These managers all entered the firm in the same year and have stayed with the same firm. Education was found to have a positive effect on career attainment for both cohorts. While the selectivity of the university was related to career attainment for the cohort that entered the firm first, it was not significant for the cohort that entered the firm most recently. Results indicated that possessing a master\u27s degree and majoring in business were positively related to managerial career attainment in an internal labor market

The changing role of education on managerial career attainment.

Purpose- This study aims to explore the role of formal education in managerial career attainment and how this role has changed over time. Design/methodology/approach-The personnel records of two cohorts of managers who entered the firm at different times in a large internal labor market company were examined. The study encompassed years of education, subject of degree, timing of degree conferral, and quality of educational institution. Career attainment was regressed on the control variables and the hypothesized predictor variables using hierarchical multiple regression analysis. Findings-The research suggests that the importance of having an undergraduate degree seems to be increasing, while the importance of the selectivity of the university seems to be decreasing with respect to career attainment. Also, majoring in business continues to be an important factor related to career attainment. Research limitations/implications- Future research focusing specifically on the differences in managerial career attainment of individuals who stay with their initial firm versus those who change employers would be beneficial. It would also be interesting to focus on the different reasons why people go back to school to obtain a degree. Practical implications - Obtaining a degree after entering the firm was not related to career attainment. Universities have advocated the benefits of obtaining a degree to students who are already in the workforce. These results must be investigated further. Originality/value-The data for this study were obtained from occupational records and allowed a more detailed analysis of an actual internal labor market organization and a longitudinal look at the changing role of education in relationship to career attainment

Relational Ties That Bind: Leader–Follower Relationship Dimensions and Charismatic Attribution

Recent research on charismatic leadership has focused on the relationship between the leader and follower. Thus far though, researchers have simply assumed the existence of the relationship or distinguished between strong and weak relationships between the leader and the followers. What have been overlooked are the underlying dimensions of the relationship that may influence a charismatic attribution. The current study identifies two relational qualities and tests the relationship of these dimensions with the perception of charisma in a sample of Chief Executive Officers (CEOs) and their top management team (TMT) members. Results indicate that a constructive relationship is positively related to the attribution of charisma, while a competitive relationship has a negative relationship with the charismatic attribution. Implications and future directions for the study of charismatic leadership from a relational perspective are discussed

An examination of the effects of early and late entry on career attainment : The clean slate effect?

Literature on tournament mobility in internal labor markets (ILMs) is reviewed revealing a paucity of studies examining the promotion patterns of late entrants into internal promotion systems. An investigation of 502 managers in a large corporation indicated that late entry into the ILM organization was significantly and positively related to career attainment, supporting the clean slate effect . In addition, experience in the corporate office was positively related to managerial career attainment, while being female was negatively related to career attainment. In contrast to the tournament model theory, the number of years to reach middle management was positively related to career success. While no effect for race was found, this may be due to the relatively low representation of minorities in the firm studied. Moderating effects of late entry on gender, race or corporate experience were also not found

Value Congruence and Charismatic Leadership in CEO-Top Manager Relationships: An Empirical Investigation

Although charismatic leadership theorists have long argued that leader-follower value congruence plays a central role in the development