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Organizational Level (organizational + level)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	50%
Medical Sciences	21%
Psychology	9%
Humanities and Social Sciences	9%
Life Sciences	4%
2 Other Domains	7%

Selected Abstracts

Defining Systems Expertise: Effective Simulation at the Organizational Level,Implications for Patient Safety, Disaster Surge Capacity, and Facilitating the Systems Interface

ACADEMIC EMERGENCY MEDICINE, Issue 11 2008
Amy H. Kaji MD
Abstract The Institute of Medicine's report "To Err is Human" identified simulation as a means to enhance safety in the medical field, just as flight simulation is used to improve the aviation industry. Yet, while there is evidence that simulation may improve task performance, there is little evidence that simulation actually improves patient outcome. Similarly, simulation is currently used to model teamwork-communication skills for disaster management and critical events, but little research or evidence exists to show that simulation improves disaster response or facilitates intersystem or interagency communication. Simulation ranges from the use of standardized patient encounters to robot-mannequins to computerized virtual environments. As such, the field of simulation covers a broad range of interactions, from patient,physician encounters to that of the interfaces between larger systems and agencies. As part of the 2008 Academic Emergency Medicine Consensus Conference on the Science of Simulation, our group sought to identify key research questions that would inform our understanding of simulation's impact at the organizational level. We combined an online discussion group of emergency physicians, an extensive review of the literature, and a "public hearing" of the questions at the Consensus Conference to establish recommendations. The authors identified the following six research questions: 1) what objective methods and measures may be used to demonstrate that simulator training actually improves patient safety? 2) How can we effectively feedback information from error reporting systems into simulation training and thereby improve patient safety? 3) How can simulator training be used to identify disaster risk and improve disaster response? 4) How can simulation be used to assess and enhance hospital surge capacity? 5) What methods and outcome measures should be used to demonstrate that teamwork simulation training improves disaster response? and 6) How can the interface of systems be simulated? We believe that exploring these key research questions will improve our understanding of how simulation affects patient safety, disaster surge capacity, and intersystem and interagency communication. [source]

An Empirical Study of the Effect of Knowledge Management Processes at Individual, Group, and Organizational Levels,

DECISION SCIENCES, Issue 2 2003
Rajiv Sabherwal
ABSTRACT To enhance our understanding of knowledge management, this paper focuses on a specific question: How do knowledge management processes influence perceived knowledge management effectiveness? Prior literature is used to develop the research model, including hypotheses about the effects of four knowledge management processes (internalization, externalization, socialization, and combination) on perceived individual-level, group-level, and organizational-level knowledge management effectiveness. The study was conducted at the John F. Kennedy Space Center of the National Aeronautics and Space Administration using a survey of 159 individuals and two rounds of personal interviews. Structural equation modeling was performed to test measurement and structural models using the survey data. The emergent model suggests that internalization and externalization impact perceived effectiveness of individual-level knowledge management. Socialization and combination influence perceived effectiveness of knowledge management at group and organizational levels, respectively. The results also support the expected upward impact in perceived effectiveness of knowledge management, from individual to group level, as well as from group level to organizational level. The study's limitations and implications for practice and future research are described. [source]

Organizational level as a moderator of the relationship between justice perceptions and work-related reactions

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2006
Thomas M. Begley
In this study, we examined the role of organizational level as a moderator of the relationships of procedural and distributive justice with seven employee attitudes and behaviors. Based on social identity and resource allocation theories, we suggested an allocational model of authority in organizations. We posited that lower rank encourages a more process-oriented perspective that emphasizes procedural concerns while higher rank imbues a more result-oriented perspective that emphasizes distributive outcomes. We considered the cultural context that characterized work relationships in our sample of respondents from a Chinese state-owned enterprise. Significant sets of interactions supported the predicted relationships of procedural justice with three outcomes at lower levels and distributive justice with four outcomes at higher levels. Implications and extensions of these findings are considered. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Economic sustainability and the cost of poor quality

CORPORATE SOCIAL RESPONSIBILITY AND ENVIRONMENTAL MANAGEMENT, Issue 4 2005
Raine Isaksson
Abstract Sustainable development (SD) on the organizational level is often measured using the triple bottom line, which divides performance reporting into the economic, environmental and social dimensions. Since total quality management (TQM) over the years has proven to contribute to good economic performance, it is interesting to review synergies of the two concepts TQM and SD. Indicators commonly used in the triple bottom line are compared with quality related measurements and a synthesis is proposed. Focus is on the economic dimension and indicators in the form of cost of poor quality (CPQ). The CPQ as a sustainability indicator is discussed and exemplified. The results indicate that existing economic sustainability performance measurements based on distribution of surplus should be complemented with indicators for internal losses. A sound profit is in most cases necessary, but it is not the sole condition for economic sustainability. Copyright © 2005 John Wiley & Sons, Ltd and ERP Environment. [source]

An Empirical Study of the Effect of Knowledge Management Processes at Individual, Group, and Organizational Levels,

Anatomy of Failure: Bush's Decision-Making Process and the Iraq War

FOREIGN POLICY ANALYSIS, Issue 3 2009
David Mitchell
The Bush administration's decision-making process leading to the invasion of Iraq in 2003 has been singled out for its many shortcomings: failure of intelligence; lack of debate concerning options; an insufficient invading force; and poor postwar planning. Contrary to the administration's claim that no one foresaw the difficulties of waging a war in Iraq, many concerns about the challenges the United States would face were raised inside and outside of government. Yet, none of this information had a significant effect on the decision-making process. This paper develops a decision-making model that integrates elements from the individual to the organizational level and explains how important information was marginalized, leading to a poor policy outcome. The model illustrates how the combined effects of the president's formal management style, anticipatory compliance on the part of key players, bureaucratic politics, and the intervening variable of the 9/11 terrorist attacks contributed to a defective decision-making process. [source]

Hospital care of people living in residential care facilities: Profile, utilization patterns and factors impacting on quality and safety of care

GERIATRICS & GERONTOLOGY INTERNATIONAL, Issue 3 2007
Sanjay Jayasinghe
Background: Residents in residential care facilities (RCF) are frequent users of acute hospital services. However, the interface between the two sectors remains relatively unexplored. Our objective was to determine the patterns of utilization, characteristics and experiences of RCF residents accessing a tertiary referral center (TRC). Methods: An observational study of RCF residents presenting to the TRC emergency department (ED). The experiences of acute care services were explored for more than one-quarter of this group 2,3 days postdischarge. The carer within the RCF acted as the proxy respondent. Results: During the study period, RCF residents accounted for 2.3% of all ED presentations. These presentations involved 526 residents. The dimension "continuity of care" for the Picker Patient Experience questionnaire had the highest proportion (53.1%) reporting a problem. The likelihood of reporting a problem for "continuity of care" (odds ratio [OR], 3.58; confidence interval [CI], 1.72,7.45) and "information and education" (OR, 2.62; CI, 1.14,3.01) were higher if the resident was admitted to a ward compared to ED only. If the resident had a low level care status the likelihood of reporting a problem for "continuity of care" (OR, 2.8; CI, 1.02,7.72) also increased. The odds of RCF staff reporting a problem for "ambulance service" were significantly higher if the resident's presentation was related to a fall. (OR, 3.35; CI, 1.28,8.8). Conclusion: The utilization rates for acute hospital care in our study were similar to the two previous Australian studies. Factors at the patient and organizational level impacted significantly on problems relating to the quality and safety of care being reported. [source]

The development and resulting performance impact of positive psychological capital

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2010
Fred Luthans
Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such PsyCap development has a causal impact on participants' performance. To fill these gaps we first conducted a pilot test of the PsyCap intervention (PCI) model with a randomized control group design. Next, we conducted a follow-up study with a cross section of practicing managers to determine if following the training guidelines of the PCI caused the participants' performance to improve. Results provide beginning empirical evidence that short training interventions such as PCI not only may be used to develop participants' psychological capital, but can also lead to an improvement in their on-the-job performance. The implications these findings have for human resource development and performance management conclude the article. [source]

Postfeedback development perceptions: Applying the theory of planned behavior

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 3 2006
Alma McCarthy
The primary purpose of management development programs is performance improvement at an individual and organizational level. Performance improvement results from knowledge, skill, or ability enhancement. An important intervention in management development is the use of 360-degree or multisource feedback (MSF), which leads to more effective career development activity resulting from enhanced self-awareness. The research model used to investigate self-reported postfeedback management development behavior is derived using the theory of planned behavior. The findings reveal that perceptions of the accuracy of MSF, cynicism, perceived organizational support, and age are significant predictors of postfeedback development behavior. The implications for research and practice are set out. [source]

Prospering in a transition economy through information technology-supported organizational learning

INFORMATION SYSTEMS JOURNAL, Issue 1 2007
Marius Janson
Abstract., This paper presents the findings of a longitudinal study of the Slovenian company Sava during its 1995,2004 transition period when it adapted to and prospered in a free market economy. The company is particularly interesting because of its successful transition from a socialist company operating in a protected market to a privatized company operating in a capitalist global market, as well as the pivotal role of information technology (IT)-supported organizational learning that brought about radical change and successful transition. Our investigation of Sava's experiences demonstrates how the company's increasing attention to organizational learning, integration of working and learning, and its constant innovation of products and processes created new needs for IT support that motivated the adoption of new IT systems (such as Lotus Notes, document management systems, SAP), which in turn increased Sava's capacity to learn. Furthermore, our study reveals how the role of IT systems in organizational learning depends on the nature of learning (single-loop, double-loop or triple-loop learning) and the organizational level at which learning takes place (individual, group/department or organization). By providing insight into the emergence of distinct types of IT-supported learning and their vital role in Sava's successful transition, the paper contributes to a deeper understanding of the relationship between IT and organizational learning that is relevant and inspiring to other companies, especially those operating in transition economies. [source]

Firm- and Individual-Level Determinants of Balanced Scorecard Usage,/DÉTERMINANTS DE L'USAGE DU TABLEAU DE BORD ÉQUILIBRÉ AU DOUBLE ÉCHELON ORGANISATIONNEL ET INDIVIDUEL

ACCOUNTING PERSPECTIVES, Issue 2 2006
MAJIDUL ISLAM
ABSTRACT The factors influencing the organizational as well as the individual decision to utilize the balanced scorecard (BSC) approach have not been widely researched. In the first part of this paper, we study BSC adoption at the organizational level while utilizing a multifaceted perspective of socio-psychological, economic, and resource-based influences; specifically, we investigate the perceptions of desirability, urgency, and feasibility of BSC adoption. Our findings show that customer norms, competitor norms, and organizational resources are significant predictors of BSC adoption. In the second part of the paper, we discuss individual-level aspects of utilization decisions. Here, we explore the impact of perceived ease of use, perceived usefulness, and awareness on the intentions to use the BSC approach. Our findings show that both awareness of BSC capabilities and perceived ease of use are significantly related to perceived usefulness. However, only perceived usefulness is significantly related to intentions to use the BSC. Implications for research and practice are discussed. [source]

Measurement Equivalence of 360°-Assessment Data: Are different raters rating the same constructs?

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2007
Kelly M. Hannum
This study uses data collected using a 360°-assessment instrument to investigate the structural equivalence of 360°-assessment ratings, according to rater type, controlling for organizational level. Data from 533 managers and their raters were employed in the study, which used multi-group structural equations modeling. Issues central to the implementation and use of 360°-assessment data are also considered within the context of current research and practice. [source]

A Compositional Analysis of the Organizational Climate-Performance Relation: Public Schools as Organizations

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 8 2006
James Griffith
The present study examined specific aspects of organizational climate related to job satisfaction, employee turnover, and organizational performance in public elementary schools. Survey data were obtained from school staff and students and from school district archives. Hypotheses tested included: (1) Employee perceptions of organizational climate and job satisfaction, when aggregated to an organizational level, would represent group-level constructs; (2) Employee perceptions of positive organizational climate would be associated with higher levels of job satisfaction and organizational performance and with lower levels of employee turnover; (3) Relations of organizational climate to organizational performance and to employee turnover would be mediated by employee job satisfaction; and (4) Employee perceptions of positive organizational climate and job satisfaction would be associated with less achievement disparity between minority and non-minority students. Study results supported all but one hypothesis. There was no evidence for the mediating effects of job satisfaction on relations of organizational climate to organizational performance and to employee turnover. Results were consistent with the broader organizational literature, which has shown the importance of orderly work environments, collegial relations, and supportive leaders for effectively functioning groups and organizations. [source]

Does the organization of care processes affect outcomes in patients undergoing total joint replacement?

JOURNAL OF EVALUATION IN CLINICAL PRACTICE, Issue 1 2010
Kris Vanhaecht RN MSc PhD
Abstract Background, Surgeons realize that safe and efficient care processes for total joint replacement requires more than just well-performed operations. Orthopaedic teams are reorganizing care process to improve efficacy and shorten length of stay. Little is known on the impact of organizational changes on patient outcome. This paper studies the relation between the organization of care processes and patient outcomes in hip and knee. Clinical pathways are used as one of the methods to structure the care process. Although evidence is available on the effect of pathways in total joint replacement, their impact with the organization of the care process has not been studied previously. Methods, A cross-sectional multicentre study was performed on 39 care processes and 737 consecutive patients. Regression models were used to analyse the relation between the organization of the care process and risk-adjusted patient outcomes. The use of pathways and the organization of the care process, measured by the Care Process Self Evaluation Tool (CPSET), were measured at organizational level. Length of stay, pain, mobility and elapsed time to discharge were measured at patient level. Results, The use of pathways had a positive effect on four out of five subscales and the overall CPSET score. Using pathways decreased length of stay (P = 0.014), pain (P = 0.052) and elapsed time to discharge (P = 0.003). The CPSET subscale communication was related with three risk adjusted outcomes. Multivariate analysis demonstrated a significant effect by three different variables on the length of stay; (1) use of pathways; (2) coordination of care processes; and (3) communication with patients and family. Both the use of pathways and coordination of the care process were determinants for the elapsed time to discharge. A significant interaction effect was found between use of pathways and coordination of the care process. Conclusion, This large multicentre study revealed the relation between the use of pathways, organization of the care process and patient outcomes. This information is important for both clinicians and managers to understand and further improve the organization of orthopaedic care. Level of evidence, Level I prognostic study. [source]

Manifested Attitudes: Intricacies of Inter-Partner Learning in Collaboration

JOURNAL OF MANAGEMENT STUDIES, Issue 3 2008
Chris Huxham
abstract This article is concerned with attitudes to learning in inter-organizational collaboration. Basic attitudes to learning evident in extant research ,selfish, sharing and sidelined, are compared with those observed through research-oriented action research. A conceptualization based on a characterization of the attitudes observed in the research situations is produced. It models attitudes to learning in collaboration as bundles of varied stances relating to taking and giving knowledge from or to a partner, or excluding learning from the agenda altogether. The observations suggest that actual attitudes , which are evident at individual, community or organizational level , are much more varied than the basic attitudes and that they often include elements of all three ,sidelined, selfish and sharing, motivations. The model acknowledges differences in perceptions of attitudes, differences of attitudes within partner organizations as well as between them, and differences in partners' attitudes to each other over time. [source]

Organizational level as a moderator of the relationship between justice perceptions and work-related reactions

Description and Prescription: How Gender Stereotypes Prevent Women's Ascent Up the Organizational Ladder

JOURNAL OF SOCIAL ISSUES, Issue 4 2001
Madeline E. Heilman
This review article posits that the scarcity of women at the upper levels of organizations is a consequence of gender bias in evaluations. It is proposed that gender stereotypes and the expectations they produce about both what women are like (descriptive) and how they should behave (prescriptive) can result in devaluation of their performance, denial of credit to them for their successes, or their penalization for being competent. The processes giving rise to these outcomes are explored, and the procedures that are likely to encourage them are identified. Because of gender bias and the way in which it influences evaluations in work settings, it is argued that being competent does not ensure that a woman will advance to the same organizational level as an equivalently performing man. [source]

Extending the task,artifact framework with organizational learning

KNOWLEDGE AND PROCESS MANAGEMENT: THE JOURNAL OF CORPORATE TRANSFORMATION, Issue 1 2010
Jiang Hao
Over the past decade there has been an increased focus on the importance of contextual factors in all IT disciplines. At the same time, scholars have heeded the call for investigating the creation of more effective synergies between science and design. For example, the task,artifact (TA) framework was developed to support better utilization of behavioral, cognitive, and social science in Human,Computer Interaction (HCI) design. This framework is based on the general developmental pattern of human activities and technologiesteamed with two analytical tools for design. In this paper, we extend this framework from its original focus on individual and small group HCI to the organizational level utilizing organizational learning theory. This extension will (1) integrate relevant concepts and analysis drawn from the social sciences in order to guide design more effectively; (2) incorporate organizational level analysis, when we study information artifact design and appropriation; and (3) help organizations complete their learning circle. Copyright © 2010 John Wiley & Sons, Ltd. [source]

The assessment of communities of practice

KNOWLEDGE AND PROCESS MANAGEMENT: THE JOURNAL OF CORPORATE TRANSFORMATION, Issue 1 2006
Robert M. Verburg
This paper introduces the Community Assessment Toolkit (CAT) as a method for the assessment of Communities of Practice (CoPs) and provides an overview of its construction and applicability. It shows that the methodology is based on current theories with regard to CoPs and group dynamics. The method was also tested in practice through a pilot and a study among members of 7 communities of practice (N=271) in order to enable reliability tests and scale analysis. The method is unique in the sense that it provides feedback on the overall performance of CoPs on the individual, group and organizational level. The systematic nature of the CAT questionnaire enables comparisons between communities both within and between organizations. The CAT may be used for further scientific research into CoPs as well as for the analysis of community effectiveness for companies. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Kinetics of TmHU binding to DNA as observed by optical tweezers

MICROSCOPY RESEARCH AND TECHNIQUE, Issue 11 2007
Mathias Salomo
Abstract The kinetics of binding for the histone-like protein TmHU (from Thermotoga maritima) to DNA is analyzed on a single molecule level by use of optical tweezers. For the reaction rate a pronounced concentration-dependence is found with an "all or nothing"-limit which suggests the cooperative nature of the binding-reaction. By analyzing the statistics of mechanically induced dissociation-events of TmHU from DNA multiple reaction sites are observed to become more likely with increasing TmHU concentration. This is interpreted as a hint for a secondary organizational level of the TmHU/DNA complex. The reaction rate of TmHU binding to DNA is remarkably higher than that of the HU protein from Escherichia coli which will be discussed. Microsc. Res. Tech., 2007. © 2007 Wiley-Liss, Inc. [source]

Biodiversity in microbial communities: system scale patterns and mechanisms

MOLECULAR ECOLOGY, Issue 7 2009
J. JACOB PARNELL
Abstract The relationship between anthropogenic impact and the maintenance of biodiversity is a fundamental question in ecology. The emphasis on the organizational level of biodiversity responsible for ecosystem processes is shifting from a species-centred focus to include genotypic diversity. The relationship between biodiversity measures at these two scales remains largely unknown. By stratifying anthropogenic effects between scales of biodiversity of bacterial communities, we show a statistically significant difference in diversity based on taxonomic scale. Communities with intermediate species richness show high genotypic diversity while speciose and species-poor communities do not. We propose that in species-poor communities, generally comprising stable yet harsh conditions, physiological tolerance and competitive trade-offs limit both the number of species that occur and the loss of genotypes due to decreases in already constrained fitness. In species-rich communities, natural environmental conditions result in well-defined community structure and resource partitioning. Disturbance of these communities disrupts niche space, resulting in lower genotypic diversity despite the maintenance of species diversity. Our work provides a model to inform future research about relationships between species and genotypic biodiversity based on determining the biodiversity consequences of changing environmental context. [source]

Expertise Research Methodology: Identifying Differences and Factors Influencing High and Low Performance

PERFORMANCE IMPROVEMENT QUARTERLY, Issue 4 2001
Michael A. Horst
ABSTRACT Expertise research methodologies have focused upon the identification of differences and factors influencing high and low performance at the individual, process, and organizational level. The goal of this review is to use the results to facilitate performance improvement through the investigation of high and low performing entities. Various approaches are reported in the literature to investigate expertise and quantify factors relating to development of this expertise at the individual, group, and organizational level. This review of research literature focuses upon studies utilizing expertise methodologies outside of the laboratory for identification of differences and factors influencing high and low performance. Studies cited emphasize performance at the individual, process, or organizational level. Statistical methods and techniques for identifying high and low performance are identified. Results have implications for use in performance improvement initiatives in assessing differences or factors influencing performance as well as identification of interventions and outcome measures. [source]

PAY SATISFACTION AND ORGANIZATIONAL OUTCOMES

PERSONNEL PSYCHOLOGY, Issue 3 2005
STEVEN C. CURRALL
Using multi level and multi method data, we investigated the relationship between pay satisfaction and outcomes at the organizational level of analysis. Individual-level survey data on pay satisfaction (including satisfaction with pay level, satisfaction with pay structure, satisfaction with pay raises, and benefits) were collected from 6,394 public school teachers. Organizational-level outcome data, both survey and archival, were collected from the 117 public school districts employing these teachers. With respect to its influence on organizational outcomes, pay satisfaction was positively related to school district-level academic performance and negatively related to average teacher intention to quit. We also explored the relationship between district-level union satisfaction and pay satisfaction, which was found to be positive. We discuss implications of our findings for for-profit companies that are knowledge based and human capital intensive (e.g., the service sector) and address possible future directions for research on pay satisfaction. [source]

UNDERSTANDING SELF-OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES

PERSONNEL PSYCHOLOGY, Issue 2 2004
CHERI OSTROFF
This study investigated (a) the relative importance of a number of biographic (e.g., age, race, gender) and contextual (e.g., span of control, functional area) variables and their interactions on self-other agreement and (b) the relationship between self-other agreement and outcome variables such as performance and compensation. Usable data were collected from 3,217 managers and their multi-source raters in 527 organizations. Multivariate regression procedures (as opposed to categorization procedures) were used to determine the sources of rating disagreement. Results indicated that a significant portion of variance in self-other ratings was accounted for by the set of background/context variables. Self-other agreement was also related to performance, compensation, and organizational level, though rating patterns differed. [source]

Defining Systems Expertise: Effective Simulation at the Organizational Level,Implications for Patient Safety, Disaster Surge Capacity, and Facilitating the Systems Interface

Integration and Differentiation in Institutional Values: An Empirical Investigation in the Field of Canadian National Sport Organizations

CANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 4 2006
Ali Danisman
Abstract Integrating institutional theory's institutional isomorphism with integration and differentiation cultural views, the study examines the sources of variation in institutionally prescribed values in the field of Canadian National Sport Organizations. The results indicate support for the adaptation of institutional based values and norms among individual actors from both integration and differentiation perspectives. Specifically, results demonstrate institutionally prescribed values to be mostly monolithically adapted at the organizational level. However, in spite of uniformity in most organizations as well as institution-wide strength, these values are also prone to be manifested distinctively around functional subgroups across the field. Implications of results for research on both institutional theory and culture are discussed. Résumé La présente étude examine, grâce à une synthèse harmonieuse entre la théorie institutionnelle de l'isomorphisme et les vues culturelles sur la différenciation et l'intégration, les sources de variation dans les valeurs prescrites par les institutions dans le domaine du Canadian National Sport Organizations. Les résultats indiquent la nécessité d'adapter les normes et les valeurs institutionnelles aux acteurs individuels. Plus spécifique, les résultats montrent que les valeurs prescrites par les institutions sont, pour la plupart, adaptées de façon monolithique au niveau organisationnel. Mais en dépit de cette uniformité dans la plupart des organisations, ces valeurs ont tendance à se manifester différemment dans tous les sous-groupes fonctionnels du domaine étudié. L'étude s'achève par un examen des implications des résultats pour la recherche sur la théorie et la culture institutionnelles. [source]

An Empirical Study of the Effect of Knowledge Management Processes at Individual, Group, and Organizational Levels,

Extent and Nature of Sexual Harassment in the Fashion Retail Workplace: 10 Years Later

FAMILY & CONSUMER SCIENCES RESEARCH JOURNAL, Issue 1 2005
Catherine Amoroso Leslie
Sexual harassment continues to be a pervasive and costly problem for businesses, government, and educational institutions. In the past 15 years, workplace sexual harassment has become prominent in the public consciousness. In fashion retailing, an industry with a large number of young, unmarried female employees and relatively large power differentials between organizational levels, sexual harassment is an important issue. The purpose of this study was to replicate Workman's 1993 article "Extent and Nature of Sexual Harassment in the Fashion Retail Workplace." The same instrument was administered to 144 female clothing and textile students at a large state university. One hundred six participants (73.6%) had experienced at least one incident of sexual harassing behavior. This was consistent with Workman's finding of 73.5%. In the majority of the variables tested, very little had changed between 1993 and 2003. [source]

Tradeoffs and thresholds in the effects of nitrogen addition on biodiversity and ecosystem functioning: evidence from inner Mongolia Grasslands

GLOBAL CHANGE BIOLOGY, Issue 1 2010
YONGFEI BAI
Abstract Nitrogen (N) deposition is widely considered an environmental problem that leads to biodiversity loss and reduced ecosystem resilience; but, N fertilization has also been used as a management tool for enhancing primary production and ground cover, thereby promoting the restoration of degraded lands. However, empirical evaluation of these contrasting impacts is lacking. We tested the dual effects of N enrichment on biodiversity and ecosystem functioning at different organizational levels (i.e., plant species, functional groups, and community) by adding N at 0, 1.75, 5.25, 10.5, 17.5, and 28.0 g N m,2 yr,1 for four years in two contrasting field sites in Inner Mongolia: an undisturbed mature grassland and a nearby degraded grassland of the same type. N addition had both quantitatively and qualitatively different effects on the two communities. In the mature community, N addition led to a large reduction in species richness, accompanied by increased dominance of early successional annuals and loss of perennial grasses and forbs at all N input rates. In the degraded community, however, N addition increased the productivity and dominance of perennial rhizomatous grasses, with only a slight reduction in species richness and no significant change in annual abundance. The mature grassland was much more sensitive to N-induced changes in community structure, likely as a result of higher soil moisture accentuating limitation by N alone. Our findings suggest that the critical threshold for N-induced species loss to mature Eurasian grasslands is below 1.75 g N m,2 yr,1, and that changes in aboveground biomass, species richness, and plant functional group composition to both mature and degraded ecosystems saturate at N addition rates of approximately 10.5 g N m,2 yr,1. This work highlights the tradeoffs that exist in assessing the total impact of N deposition on ecosystem function. [source]

The power of work experiences: Characteristics critical to developing expertise in strategic thinking

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 3 2008
Ellen F. Goldman
The ability to think strategically is an increasingly important requirement for managers at all organizational levels. HRD professionals have attempted to help develop this ability through work experiences. However, research identifying which work experiences are most beneficial is limited. As a result, HRD efforts may be weakened. This paper presents findings indicating the importance of nine categories of work experiences to developing the ability to think strategically, and specifies their required characteristics. The characteristics vary with the experience but do follow some general themes. [source]