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Different Antecedents (different + antecedent)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	50%

Selected Abstracts

EXPLAINING THE UTILIZATION OF RELATIVE PERFORMANCE EVALUATION IN LOCAL GOVERNMENT: A MULTI-THEORETICAL STUDY USING DATA FROM SWEDEN

FINANCIAL ACCOUNTABILITY & MANAGEMENT, Issue 2 2009
Tobias Johansson
One of the more lasting imprints that New Public Management (NPM) has made in the public sector is an increase in the popularity of performance measurement. In Sweden, performance measurement has gained popularity in the public sector, not least at the local government level with the use of relative performance evaluation (RPE). Because utilization of RPE is a decentralized and optional mode of governance, a somewhat heterogeneous practice has evolved. The aim of this paper is to examine the causes of this differentiated practice. We jointly examine economic, political and institutional/cultural explanations in order to account for the utilization of RPE. The empirical material consists of archival data and a questionnaire sent to all Swedish municipalities in late 2005. We show that RPE adoption and use partly has different antecedents and that the institutional/cultural perspective appears to have greater explanatory power than economic and political, not least as a consequence of the potential to explain decoupling and the importance of change facilitating capabilities. The investigation contributes specifically to the literature on the utilization of RPE in local governments and more generally to the literature on why and to what extent management accounting practices are utilized. [source]

Commitment to Company and Union: Evidence from Hong Kong

INDUSTRIAL RELATIONS, Issue 3 2000
Ed Snape
This article examines the pattern and antecedents of employee commitment to company and union in the Hong Kong context. Findings are consistent with those from the United States. In general, company and union commitment have different antecedents, although the perceived industrial relations climate is a common predictor. Dual commitment is in evidence. Union membership is a function of union commitment. The findings caution against attempts to explain the pattern of Hong Kong industrial relations purely in terms of culture. [source]

Quality of life among long-term survivors of breast cancer: different types of antecedents predict different classes of outcomes

PSYCHO-ONCOLOGY, Issue 9 2006
Charles S. Carver
Abstract Quality of life (QOL) has many aspects, both in the short-term and in the long-term. Different aspects of QOL may have different types of precursors: demographic, medical, and psychosocial. We examined this possibility in a group of long-term breast cancer survivors. Early-stage breast cancer patients (N=163) who had provided information about medical, demographic, and psychosocial variables during the year after surgery completed a multidimensional measure of QOL 5,13 years later. Initial chemotherapy and higher stage predicted greater financial problems and greater worry about appearance at follow-up. Being partnered at diagnosis predicted many psychosocial benefits at follow-up. Hispanic women reported greater distress and social avoidance at follow-up. Initial trait optimism predicted diverse aspects of better psychosocial QOL at follow-up, but not other aspects of QOL. Thus, different aspects of QOL at long-term follow-up had different antecedents. Overall, psychological outcomes were predicted by psychosocial variables, presence of a partner at diagnosis, and ethnicity. Financial outcomes, in contrast, were predicted by medical variables, which otherwise predicted little about long-term QOL. This divergence among aspects of QOL should receive closer attention in future work. Copyright © 2005 John Wiley & Sons, Ltd. [source]

The Influence of Cultural Values on Antecedents of Organisational Commitment: An Individual-Level Analysis

APPLIED PSYCHOLOGY, Issue 4 2003
S. Arzu Wasti
On s'est demandé dans cette recherche si les valeurs culturelles que sont l'individualisme et le collectivisme évaluées au niveau individuel avaient un impact sur le poids des différents facteurs de l'implication organisationnelle. Il est apparu que la satisfaction due au travail et à l'avancement était le déterminant primaire de l'implication affective et normative des salariés qui adhèrent à l'individualisme. Pour ceux qui s'orientent ver des valeurs collectivistes, être satisfait du supérieur était le facteur essentiel de l'implication, devant la satisfaction relative au travail et à la promotion. Des résultats analogues ont été obtenus pour l'implication à long terme. Bien que certains des antécédents de l'implication organisationnelle soient commun aux deux groupes, l'orientation vers la tâche ou vers les relations varie avec les individus relevant d'orientations culturelles différentes. This study investigated whether cultural values of individualism and collectivism measured at the individual level influence the salience of different antecedents of organisational commitment. The findings indicated that satisfaction with work and promotion are the primary determinants of affective and normative commitment for employees who endorse individualist values. For employees with collectivist values, satisfaction with supervisor was found to be an important commitment antecedent over and above satisfaction with work and promotion. Similar results were obtained for continuance commitment. The results indicate that although some antecedents of organisational commitment are common across the two groups, the emphasis placed on task versus relationships differs across individuals with varying cultural orientations. [source]