Implicit Leadership Theories in Applied Settings: Factor Structure, Generalizability, and Stability Over Time.

The present empirical investigation had a 3-fold purpose: (a) to cross-validate L. R. Offermann, J. K. Kennedy, and P. W. Wirtz's (1994) scale of Implicit Leadership Theories (ILTs) in several organizational settings and to further provide a shorter scale of ILTs in organizations; (b) to assess the generalizability of ILTs across different employee groups, and (c) to evaluate ILTs' change over time. Two independent samples were used for the scale validation (N1 = 500 and N2 = 439). A 6-factor structure (Sensitivity, Intelligence, Dedication, Dynamism, Tyranny, and Masculinity) was found to most accurately represent ELTs in organizational settings. Regarding the generalizability of ILTs, although the 6-factor structure was consistent across different employee groups, there was only partial support for total factorial invariance. Finally, evaluation of gamma, beta, and alpha change provided support for ILTs' stability over time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mobilizing Company Members' Full Innovative Potential

Most of the literature on innovation management highlights the fundamental role played by people in the innovation process and the need to fully develop the creative and innovative potential of organizations' members. This article offers the result of extensive research carried out among some of the most innovative companies in the Basque Country, a highly innovative region located in the north of Spain. It draws interesting conclusions about how these innovative companies combine strong leadership, human resource practices, and an organizational culture that enhances innovation capabilities among the company's employees. More specifically, it answers questions such as the following: Are human resources policies, leadership, and innovation culture implemented equally in Basque innovative companies? Do companies make the same effort in deploying these elements or routines and practices related to them? Can we see a pattern in the use of these elements among innovative firms? © 2012 Wiley Periodicals, Inc.     

Leadership and justice: Increasing non participating users’ assessment of an IT through passive participation

Allowing users to actively participate in the development and implementation of a new IS is supposed to increase their satisfaction with it. This type of participation, representing aspects relating to distributive and procedural justice, is increasingly impractical in current organizational settings, because many IS are used by thousands of employees and having them involved is impossible. Nonetheless, there are still benefits to be gained in other ways. Extrapolating from interactional justice, we proposed a passive participation method of engaging users. Its effect was tested in a large company in the USA and proved effective. Interactional justice, the perception of fairness in the way that people were treated at an interpersonal level, was found to increase user assessment of the value of their IS. Implications and expansions to interactional justice theory and how this antecedent affects IS implementation are discussed.     

The motivation of information technology consultants: The struggle with social dimensions and identity

Increasingly, customer companies hire external information technology (IT) consultants, often on a special project basis. These consultants are employees of professional service firms, although they receive their assignments from the hiring companies, report to them, and are supervised by them. Using semistructured interviews with 12 IT consultants in Sweden, we examine the factors that influence their work motivation, including the effect of this dual allegiance—to the service firm and to the customer company. The data indicate that the primary motivators are the variety in tasks and the opportunity to influence and/or manage an entire project. Neither monetary incentives nor the consultancy firm norms are strong motivators. A factor that affects work behavior and motivation is the subordinate identity that IT consultants must assume with their powerful clients. The article concludes with practical suggestions for managers who seek to understand what motivates employees who work at a distance, under external control. © 2011 Wiley Periodicals, Inc.     

加强国有企业领导班子建设 推进企业科学发展

国有企业是中国共产党执政的重要基础,是全面建设小康社会的重要力量,是中国特色社会主义的重要支柱。国有企业当前正处于推进科学发展、跨越发展、转型发展的关键时期。国有企业的这三个“重要”的地位和作用、三个“发展”的目标和任务,决定着国有企业领导班子建设越来越关键,越来越需要不断地提高科学化水平。在当前新的形势下,进一步推进国企领导班子建设科学化,对于增强领导班子的领导能力,对于加快企业的发展进程,对于构建和谐企业,具有十分重要的意义。     

对石油钻井队正职干部的考核工作初探

科学考核和评价干部,是激励干部创先争优,推进企业绩效持续提升、不断跨越的有效途径,是加强干部队伍建设的基础性工作。胜利油田渤海钻井一公司党委对井队正职的分类量化考核进行大胆探索,制定了《钻井队正职干部综合考评规定(暂行)》,建立健全了井队正职干部能上能下的岗位管理机制,形成创先争优的良好氛围,推进"人才强企"战略实现跨越式发展。     

The Story of Collective Action: The Emergence of Ideological Leaders,Collective Action Network Leaders,and Cross-Sector Network Partners in Civil Society

Collective action and community ecology theories frame this study of longitudinal interorganizational networks in Croatia during the country's political transition. As time progresses toward political stability, grass-roots organizing activities shift through participation in new networks. Although engaged cross-sector communication was important in early stages of the transformation, homophilous partnering emerged as the system stabilized. System stability left room for organizations to exit the collective action network but with costs associated with centralized organizing. Over time, organizations embodied roles as ideological leaders, collective action network leaders, and within-sector network partners. We offer a unique contribution to community ecology and collective action theories with a communication-centered framework that emphasizes the nature of communication in interorganizational networks over a 4-year period.     

The interplay between leadership and organizational culture in the Turkish construction sector

Organizational culture and leadership are purported to be deeply integrated and intertwined within an organization. Although there is a substantial amount of research demonstrating the importance of the interplay of culture and leadership, there exist few empirical examinations of the nature of this link. To examine this link, based on Cameron and Quinn's Organizational Culture Assessment Instrument and Hofstede's Values Survey Module, a questionnaire survey was conducted. The sample consists of 499 managerial personnel out of 107 contracting firms. With the aim of achieving a better understanding of how leadership style is influenced by organizational culture, Multinomial Logistic Regression was used. The findings demonstrate that managers in the contracting companies with different cultural characteristics tend to adopt different leadership styles to lead their employees to succeed in their business. Information contained in this paper will feed into country-specific understanding of leadership and organizational culture within the construction industry.     

Do ‘green’ buildings have better indoor environments? New evidence

A post-occupancy evaluation (POE) of 12 green and 12 conventional office buildings across Canada and the northern United States was conducted. Occupants (N = 2545) completed an online questionnaire related to environmental satisfaction, job satisfaction and organizational commitment, health and well-being, environmental attitudes, and commuting. In each building on-site physical measurements at a sample of workstations (N= 974) were taken, including: thermal conditions, air quality, acoustics, lighting, workstation size, ceiling height, window access and shading, and surface finishes. Green buildings exhibited superior performance compared with similar conventional buildings. Better outcomes included: environmental satisfaction, satisfaction with thermal conditions, satisfaction with the view to the outside, aesthetic appearance, less disturbance from heating, ventilation and air-conditioning (HVAC) noise, workplace image, night-time sleep quality, mood, physical symptoms, and reduced number of airborne particulates. A variety of physical features led to improved occupant outcomes across all buildings, including: conditions associated with speech privacy, lower background noise levels, higher light levels, greater access to windows, conditions associated with thermal comfort, and fewer airborne particulates. Green building rating systems might benefit from further attention in several areas, including: credits related to acoustic performance, a greater focus on reducing airborne particulates, enhanced support for the interdisciplinary design process and development of POE protocols.

Il a été mené une évaluation après occupation (POE) de 12 immeubles de bureaux verts et 12 immeubles de bureaux classiques répartis à travers le Canada et le nord des Etats-Unis. Les occupants (N?=?2545) ont rempli un questionnaire en ligne portant sur la satisfaction environnementale, la satisfaction au travail et l'implication organisationnelle, la santé et le bien-être, les attitudes environnementales, et les trajets réguliers. Dans chaque immeuble, des mesures physiques in situ sur un échantillon de postes de travail (N?=?974) ont été effectuées, comprenant : les conditions thermiques, la qualité de l'air, l'acoustique, l'éclairage, la taille des postes de travail, la hauteur de plafond, l'accès aux fenêtres et leur occultation, et les finitions de surface. Les bâtiments verts ont affiché des performances supérieures par rapport aux bâtiments classiques similaires. De meilleurs résultats ont été obtenus concernant la satisfaction environnementale, la satisfaction à l'égard des conditions thermiques, la satisfaction à l'égard de la vue sur l'extérieur, l'aspect esthétique, la diminution des perturbations liées aux bruits provenant du chauffage, de la ventilation et de la climatisation (CVC), l'image du lieu de travail, la qualité du sommeil nocturne, l'humeur, les symptômes physiques, et la réduction du nombre de particules en suspension dans l'air. Différentes caractéristiques physiques ont conduit à une amélioration des résultats pour les occupants dans tous les immeubles, concernant notamment les conditions liées à la confidentialité des conversations, les niveaux inférieurs de bruit de fond, les niveaux de luminosité plus élevés, l'accès accru aux fenêtres, les conditions associées au confort thermique, et le nombre moindre de particules en suspension dans l'air. Les systèmes de notation des bâtiments verts pourraient bénéficier d'une plus grande attention apportée à plusieurs domaines, s'agissant en particulier des crédits relatifs aux performances acoustiques, d'un accent accru sur la réduction des particules en suspension dans l'air, d'un soutien renforcé en faveur du processus de conception interdisciplinaire et du développement de protocoles POE.

Mots clés: performances des bâtiments, bilan environnemental, bâtiments verts, environnement intérieur, Leadership in Energy and Environmental Design (LEED), satisfaction des occupants, évaluation après occupation