the Journal of Behavioral and Applied Management
Spring 2003 Vol. 4 No. 3
Article Abstracts
An Empirical Study of Organizational Commitment: A Multi-Level Approach
Byung Hee Lee
California State University, Fullerton
Maqbul Jamil
Novartis Pharmaceuticals
Since many organizations tend to be hierarchically structured, data obtained from these organizations can be delineated better by multilevel analysis. An empirical multilevel investigation was conducted to identify the determinants of organizational commitment using a statistical technique, hierarchical linear modeling. Hierarchical linear modeling analyses revealed that organizational commitment was positively related to satisfaction and trust at the individual-level. At the group-level, the relationships between organizational commitment and role states variables (role clarity and role conflict) were found to be significant. Further, the positive relationship between organizational commitment and the level of trust was stronger in the more cohesive groups. In contrast, the relationship between commitment and satisfaction was not influenced by the cohesiveness of the groups. Go To Article
The Emperor's Challenge: Getting People To Share What They Know
Robert F. Dennehy
Pace University
Sandra Morgan
University of Hartford
Laura Winston
The story of "The Emperor's New Clothes" illustrates the clear distinction between what we know and what we share. The story has prompted this paper in which we review significant literature and present a model of a culture that enables and encourages information sharing. Using examples from current business practice, the model illustrates three structural levels – providing motivational incentives, allocating and allowing time, and staffing appropriately for information sharing. Additionally, the model's three key behavioral norms that encourage information sharing include using fair process to build trust, being open to disclosing and capitalizing on mistakes, and fostering a sense of joint ownership of work products. The paper provides the practicing manager with specific examples and suggestions for implementing information sharing. Go To Article
Encouraging Creativity and Intellectual Stimulation:
An Exercise that Forces Students to Think Outside the Box
John E. Barbuto, Jr.
University of Nebraska-Lincoln
Marilyn J. Bugenhagen
Marquette University
Jill M. Stohs
University of North Carolina-Chapel Hill
Gina S. Matkin
University of Nebraska-Lincoln
This exercise involves a hands-on approach to generating innovation and creativity in the workplace. It is feasible as a follow-up, special-topic activity in intellectual stimulation in full-range or transformational leadership training. Participants are presented with the seemingly impossible task of integrating diverse products or services into a single business plan, forcing them to think outside the box. This exercise features lateral and innovative thinking in a highly interactive session, producing innovative and creative solutions from participants. After successfully completing this exercise, participants will be more confident in their ability to creatively solve many challenges that at first glance seem impossible. The paper provides theoretical background, objectives, complete instructions, processing information, and some suggestions for advancing the concepts. Go To Article
Influence of Managerial Trust on Survivors' Perceptions of Job Insecurity
and Organizational Commitment in a Post Restructuring and Downsizing Environment
Isaiah O. Ugboro
North Carolina A&T State University
This study examined the impact of organizational restructuring and downsizing on survivors’ perceptions of job insecurity, managerial trust and organizational commitment in public transit organizations. It studied, in addition, the relationship between managerial trust, perceptions of job insecurity and the organizational commitment environment. Job insecurity is assessed with measures of perceived threats to the total job, threats to job features, and the feeling of powerlessness or inability to control or prevent events that threaten the total job, job features and work situation. Using data from public transit organizations which have undergone restructuring and downsizing in the past decade, the study established relationships between perceived job insecurity, organizational commitment, and managerial trust. The results show that the impacts of an organizational restructuring and downsizing on perceptions of job insecurity and organizational commitment depended upon the type of organizational commitment and the source of job insecurity. The finding is that an organizational restructuring and downsizing increase continuance organizational commitment, reduce affective organizational commitment, and increase job insecurity. The results also show significant relationships between measures of managerial trust, perceptions of job insecurity and organizational commitment. Managerial and organizational implications of these findings are discussed. Go To Article
Planning for Distance Learning: Issues and Strategies
Margaret E. Madden
State University of New York at Potsdam
Trends and issues in distance learning are reviewed, including current definitions and modes of distance education, compatibility between the mission and administrative vision for new programs, adjustments in faculty and student roles, characteristics of students who benefit from and find distance instruction attractive, pedagogical and assessment issues, faculty development, and technical and student support services. The complex interaction among these factors demands solid strategic planning focusing on developing a consensus among potential participants in all arenas of the university. A planning model emphasizing institutional outcomes, learner outcomes, and implementation processes is proposed. Go To Article
Organizational Learning and Knowledge Based Resources:
Antecedents to New Entry
William Burpitt
Elon University
This study describes linkages between an organization’s learning orientation, learning behaviors, the capabilities associated with those activities, and new entry. Using a multiple case based methodology the study reveals how firms seeking flexibility and regular entry into new markets pursue more active and more varied learning experiences than do firms seeking efficiency and targeting a stable segment of the market. The results of the study are consistent with the view of the firm as a collection of resources, finding that knowledge based resources provide the flexibility and adaptability that enables the firm to anticipate and meet the needs of a changing market. Go To Article
Undelivered Promises From the HR Profession: A Plea to Return
to a More Defensible Motivation for Embracing Diversity
Ernest. E. Stark
Bellevue University
This paper argues that HR professionals stand to ultimately injure their credibility by making continued unsubstantiated claims regarding return on investment from initiatives to increase workforce diversity. Building on Williams and O’Reilly’s 1998 original review of over 80 empirical studies concerned with various manifestations of diversity, this paper focuses on studies examining outcomes of gender and racial/ethnic diversity and includes studies omitted by Williams and O’Reilly and studies published since 1997 but before 2002. More significantly, the paper reviews the existing studies reporting the impact of gender and racial/ethnic diversity at the firm and group level of analysis. Finding little evidence of the ability of gender or racial/ethnic diversity to make measurable contributions beyond random chance at the firm or group level, this paper advocates that HR professionals reposition the drive for workplace diversity to proceed from a motivation for social justice and adapt concepts inherent in institutional theory. Go To Article
Ó the Journal of Behavioral and Applied Management – Winter, 2003 – Vol. 4(3) Page 175