Focusing of world-lines in Weyl gravity

We study the evolution of time-like congruences in the vacuum solutions of Weyl conformal theory of gravity. Using the Raycaudhuri equation, we show that for positive values of the coeffcient of the linear term in the solution and in the absence of the cosmological constant, the incoming rays converge. The evolution of the congruence for negative values is investigated for different values of the parameters. The behavior of the congruence under conformal transformations is also studied.Comment: 3 eps figure

Perverse effects of other-referenced performance goals in an information exchange context

A values-centered leadership model comprised of leader stakeholder and economic values, follower values congruence, and responsible leadership outcomes was tested using data from 122 organizational leaders and 458 of their direct reports. Alleviating same-source bias concerns in leadership survey research, follower ratings of leadership style and follower ratings of values congruence and responsible leadership outcomes were collected from separate sources via the split-sample methodology. Results of structural equation modeling analyses demonstrated that leader stakeholder values predicted transformational leadership, whereas leader economic values were associated with transactional leadership. Follower values congruence was strongly associated with transformational leadership, unrelated to transactional leadership, and partially mediated the relationships between transformational leadership and both follower organizational citizenship behaviors and follower beliefs in the stakeholder view of corporate social responsibility. Implications for responsible leadership and transformational leadership theory, practice, and future research are discussed

The Emergence of Leader-Society Value Congruence: A Cross-Cultural Perspective

Previous research on cross-cultural leadership has focused on the outcomes associated with leadership factors consistent with national cultural values without exploring how leaders’ individual cultural orientations become congruent with the societal culture in different national settings. The purpose of this paper is to provide a deeper understanding of how leader-society value congruence is produced and how the degree of such congruency varies across cultures. This paper conceptually clarifies the mechanisms that mediate the influence of cultural context on leader-society value congruence; suggests that the effects of societal context are only distal antecedents of producing congruence between leaders’ individual and societal level cultural values; and concludes that their effects are manifest via their impact on self-construal and communication patterns

Values congruence: more salient to social networking than to fit

This developmental paper looks at the issue of values congruence and the extent to which it evidences fit (for example P-O, P-G, P-P fit) or is more salient when identifying a social network which might be a more relevant construct for employees in the workplace. It takes a brief look at the background to the interaction debate as a foundation for the argument that value congruence is key to building relationships between individuals. The debate is brought up to date with a discussion of Edwards and Cable’s 2009 paper which puts the case for the value in value congruence in determining employee behaviour. This paper, however, seeks to question the extent to which values congruence is more important to individuals at work in terms of their fit (on whatever level) or in terms of their social network (which might underpin a sense of ‘not misfitting’) which might be key for many employees. The paper goes on to consider the implications for fit research in the light of salience of social network theory

Residue Classes Having Tardy Totients

We show, in an effective way, that there exists a sequence of congruence classes $a_k\pmod {m_k}$ such that the minimal solution $n=n_k$ of the congruence $\phi(n)\equiv a_k\pmod {m_k}$ exists and satisfies $\log n_k/\log m_k\to\infty$ as $k\to\infty$. Here, $\phi(n)$ is the Euler function. This answers a question raised in \cite{FS}. We also show that every congruence class containing an even integer contains infinitely many values of the Carmichael function $\lambda(n)$ and the least such $n$ satisfies $n\ll m^{13}$.Comment: 14 page

Complex Structure of Kerr Geometry and Rotating `Photon Rocket' Solutions

In the frame of the Kerr-Schild approach, we obtain a generalization of the Kerr solution to a nonstationary case corresponding to a rotating source moving with arbitrary acceleration. Similar to the Kerr solution, the solutions obtained have the geodesic and shear free principal null congruence. The current parameters of the solutions are determined by a complex retarded-time construction via a given complex worldline of source. The real part of the complex worldline defines the values of the boost and acceleration while the imaginary part controls the rotation. The acceleration of the source is accompanied by a lightlike radiation along the principal null congruence. The solutions obtained generalize to the rotating case the known Kinnersley class of the "photon rocket" solutions.Comment: 12 p., latex v.2, the title and abstract are changed, small extensilon, final version, will be published in CQ

Value Congruence Among Transformative Leaders in the Pharmaceutical Industry

Values have been defined as a generalized enduring organization of beliefs about the personal and social desirability of modes of conduct or “end-states of existence” (Klende, 2005). The congruence of personal values and organizational values represent an important opportunity for positive business results and outcomes (Klende, 2005). Based on the results of this qualitative study among transformative African American women leaders in the pharmaceutical industry, it is possible that value congruence may be a factor in the success experienced by these study participants. Three value themes are reported to describe the leadership values of these study participants. They are: “people,” “think,” and “company.” These value themes are supportive of tenets that comprise the transformative leadership model

The Role of Person-Organization Fit in Organizational Selection Decisions

This paper presents and tests a theoretical model of person-organization fit and organizational selection decisions using data from 35 organizations making hiring decisions. Results suggested that (a) interviewers were able to assess applicants\u27 values with above-chance levels of accuracy, (b) interviewers compare their perceptions of applicants\u27 values with their organizations\u27 values to assess person-organization fit, and (c) it is perceived values congruence and not actual values congruence between applicants and organizations that predicted interviewers\u27 person-organization fit perceptions. Results also suggested that interviewers\u27 person-organization fit assessments had the largest effect on their hiring recommendations even after controlling for competing applicant characteristics (e.g., demographics, human capital), and that interviewers\u27 hiring recommendations had large and significant effects on organizations\u27 hiring decisions (e.g., job offers)