Employee Attitudinal Effects of Perceived Performance Appraisal Use

This research investigates how employee perceptions of performance appraisal use relate to employee satisfaction with the performance appraisal and with the appraiser—the employees’ immediate supervisor. Employee perceptions that appraisals were used for development positively associated with both attitudinal variables, after controlling for justice perceptions, performance, and demographics. Perceptions of PA use for evaluation did not show a significant relationship with either employee attitude. Implications of these findings are discussed

Employee Line of Sight to the Organization’s Strategic Objectives – What it is, How it can be Enhanced, and What it Makes Happen

Employee_Line_of_SightWP01_06.pdf: 13661 downloads, before Oct. 1, 2020

Interface creation and stress dynamics in plasma-deposited silicon dioxide films

The stress in amorphous silicon dioxide filmgrown by plasma-assisted deposition was investigated both during and after film growth for continuously and intermittently depositedfilms. It is shown that an intermittent deposition leads to the creation of interfacial regions during film growth, but also causes dynamical structural change in already-deposited film which results in a significantly different stress-thickness profile measured after deposition.Film growth in the continuously depositedfilm was also monitored using an in situ laser reflection technique, and a strong change in stress was detected at about 145nm which was attributed to the onset of island coalescence

Plasma control by modification of helicon wave propagation in low magnetic fields

By making use of nonuniform magnetic fields, it is shown experimentally that control of helicon wave propagation can be achieved in a low pressure (0.08 Pa) expanding plasma. The m=1 helicon waves are formed during a direct capacitive to wave mode transition that occurs in a low diverging magnetic field(B₀<3 mT). In this initial configuration, waves are prevented from reaching the downstream region, but slight modifications to the magnetic field allows the axial distance over which waves can propagate to be controlled. By changing the effective propagation distance in this way, significant modification of the density and plasma potential profiles can be achieved, showing that the rf power deposition can be spatially controlled as well. Critical to the modification of the wave propagation behavior is the magnetic field strength (and geometry) near the exit of the plasma source region, which gives electron cyclotron frequencies close to the wave frequency of 13.56 MHz

Detailed plasma potential measurements in a radio-frequency expanding plasma obtained from various electrostatic probes

On-axis plasma potential measurements have been made with an emissive probe in a low pressure (0.044 Pa) rf expanding plasma containing an ion beam. The beam is detected with a retarding field energy analyzer (RFEA), and is seen to disappear at high pressure (0.39 Pa). The emissive probe measurements are in very good agreement with corresponding measurements made with two separate RFEAs, and the results indicate that the floating potential of the strongly emitting probe gives an accurate measure of the plasma potential under the present conditions

When Stock Options Fail to Motivate: Attribution and Context Effects on Stock Price Expectancy

This study draws on attribution theory and literature from compensation and strategy to investigate executives’ perceptions about their influence over the firm’s stock price. We define stock price expectancy as the extent to which executives feel that they can influence the firm’s stock price. Results from of a survey of 435 U.S. executives suggest that stock price expectancy is related to both attributional and contextual antecedents. Based on these findings we discuss implications for the extension of expectancy theory and the design and administration of incentive systems

Boron nanobelts grown under intensive ion bombardment

High-quality α-tetragonal crystalline boronnanobelts with [001] growth axis were synthesized using a novel method combining e-beam evaporation and plasma ion bombardment techniques. Intensive ion bombardment of the growingboronnanobelts at a high substrate temperature (∼1200°C) was found to be effective in increasing the atomic density, reducing the crystal disorder, and improving the yield of the nanobelts.This work was supported by the Australian Research Council ARC

Effects of Personality on Executive Career Success in the U.S. and Europe

The present study extended prior career success models by incorporating traits from the five-factor model of personality (often termed the Big Five ) and several dimensions of extrinsic (remuneration, ascendancy, job level, employability) and intrinsic (job, life, and career satisfaction) career success. The model examined both direct effects, and the mediating effects of an array of human capital and motivation variables derived from prior research. Data were collected from two large samples of American and European executives. Some results supported prior research: Extroversion related positively, and neuroticism negatively, to intrinsic career success across both the U.S. and European samples. Some results differed from expectations: (1) Conscientiousness was mostly unrelated to extrinsic success and negatively related to intrinsic success in both samples; (2) Agreeableness was negatively related to extrinsic success in both samples. Differences emerged between the European and American samples, in that: (1) Neuroticism associated with lower levels of extrinsic success for the American executives but not the Europeans; (2) Extroversion associated with higher levels of extrinsic success for the European executives, but not the Americans. For both samples, human capital and motivational variables associated predictably with career success, but seldom mediated the relationship between personality and career success

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

“You’re Nobody ‘til Somebody Loves You”: The Use of Job Search for Bargaining Leverage

The purpose of this research is to investigate a previously overlooked yet important objective for an employee engaging in job search – seeking alternative employment to obtain leverage against the current employer. We focus specifically on how employees conduct job search to obtain leverage, and then turn to the question of what motivates employees to adopt this objective. Using a sample of high-level managers, our results indicate the leverage-seeking job search predicts both preparatory and active search beyond the more traditional reason for engaging in job search (i.e., to change jobs). However, as expected, leverage-seeking search was a weaker predictor of the job search processes compared to searching to leave and was not significantly related to job satisfaction. Hierarchical level, perceived alternatives, financial independence, and the meaning attached to money significantly predicted leverage-seeking search, while compensation level, equity, and career plateau showed little effect. Implications for practice and future research on job search and employee retention more generally are discussed