214 research outputs found
Molecular characterization of Borrelia burgdorferi sensu lato strains isolated in the area of Belgrade, Serbia
Mentoring Impact on Leader Efficacy Development: A Field Experiment
While practitioners and scholars tout the importance of mentorship in leader development, few studies have empirically determined whether mentoring actually positively impacts a leaderâs development, and if so, in what ways. In a longitudinal field experiment, we examined how a targeted mentorship program that unfolded over 6 months enhanced the development of protĂ©gĂ©sâ leader efficacy and performance. Results showed that the targeted mentorship intervention increased protĂ©gĂ©sâ level of leader efficacy more than a comparison intervention that was based on a more eclectic leadership education program delivered in a group setting. Leader efficacy then predicted rated leader performance. Both protĂ©gĂ©sâ preferences for feedback and trust in the mentor served as important moderators in contributing to the development of leader efficacy. Findings from this longitudinal field experiment could be used by educational institutions and other organizations to enhance their mentorship programs in content, focus, and evaluation of impact
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort
This study investigated relations between pay-for-performance incentives designed to vary in instrumentality (annual pay-for-performance, quarterly pay-for-performance, and base pay level) and employee outcomes (self-reported work effort and turnover intention) in a longitudinal study spanning more than 2Â years. After controlling for perceived instrumentality, merit pay increase, and the initial values of the dependent variables, the amount of base pay was positively related to work effort and negatively related to turnover intention, where both relationships were mediated by autonomous motivation. The amounts of quarterly and annual pay-for-performance were both positively related to controlled motivation, but were differently related to the dependent variables due to different relations with autonomous motivation
Developing Graduate Employability: The CareerEDGE Model and the Importance of Emotional Intelligence
This chapter discusses a model of graduate employability development, the CareerEDGE model (Dacre Pool and Sewell 2007) which includes Emotional Intelligence (EI) as a key component. Although previous models and theories of employability (e.g. Fugate et al. 2004; Knight and Yorke 2004) have alluded to adaptive emotional functioning as an aspect of employability, CareerEDGE was the first to give EI such prominence. There is scope for EI to have a direct impact on graduate employability but also an indirect impact via other aspects of employability development
Reexamining the Pay Differentials-Organizational Outcomes Relationship in Korea : The Role of Organizational Identification
This research examines the effects of pay differentials on financial performance and employee turnover in Korea by considering a critical employee-based factor: organizational identification. Incorporating tournament theory and social identity theory, authors theorize that pay differentials increase financial performance and employee turnover without considering employees organizational identification. If considered, however, whereas the positive effects of pay differentials on financial performance will be weaker, the effects on turnover will be stronger. Using a sample of Korean cross-industry firms, results show pay differentials have a positive influence on only financial performance. Also, as predicted, while the positive relationship between pay differentials and financial performance became weaker, the relationship with turnover became stronger when employees organizational identification is high. Theoretical and practical implications for strategic pay structures are discussed
Being Successful in a Creative Profession: The Role of Innovative Cognitive Style, Self-Regulation, and Self-Efficacy
Toward a Model of Cross-Cultural Business Ethics: The Impact of Individualism and Collectivism on the Ethical Decision-Making Process
Team Dynamics Theory: Nomological network among cohesion, team mental models, coordination, and collective efficacy
I put forth a theoretical framework, namely Team Dynamics Theory (TDT), to address the need for a parsimonious yet integrated, explanatory and systemic view of team dynamics. In TDT, I integrate team processes and outputs and explain their relationships within a systemic view of team dynamics. Specifically, I propose a generative nomological network linking cohesion, team mental models, coordination, collective efficacy, and team outcomes. From this nomological conceptualization, I illustrate how myriad alternative models can be derived to account for variance in different working teams, each comprised of unique members, and embedded in singular contexts. I outline TDTâs applied implications for team development, the enhancement of team functioning, and the profiling of team resilience. I conclude by discussing how TDTâs ontological and nomological propositions can be tested through various theoretical inquiries, methodological approaches, and intervention-based studies
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