Does it fit? The relationships between personality,decision autonomy fit,work engagement,and emotional exhaustion in self-managing organizations

The novel organizational form of self-managing organizations decentralizes decision authority, thus promising higher adaptability and sustainability. However, recent practical experiences showed that such organizations struggle with employee turnover and lack of engagement, and thus, levers to improve personnel selection are required. This work investigated the relationship between person-environment fit regarding perceived and ideal decision autonomy and the employee outcomes of work engagement and emotional exhaustion in self-managing organizations. Furthermore, the associations with personality traits were examined. The study relied on cross-sectional survey data from two subsamples of employees working in self-managing and traditional organizations. Group comparison was used to test the elevated level of decision autonomy in self-managing organizations, polynomial regression with response surface analysis was used to investigate the effect of (mis-)fit, and multiple regression analyses evaluated the relationship with personality traits. The findings showed that employees in self-managing organizations experienced higher decision autonomy than those in traditional organizations. Additionally, the fit between ideal and perceived decision autonomy predicted higher work engagement, while extraversion, openness to experience, and low neuroticism predicted higher ideal decision autonomy. As a result, individual person-environment fit regarding decision autonomy and personality requires attention in self-managing organizations to engage employees. The findings imply that the effect of decision autonomy on engagement is not positive per se but depends on the intraindividual characteristics, which must be of concern when decentralizing decision authority organization-wide. Therefore, personnel selection and recruitment processes in self-managing organizations should consider ideal decision autonomy and personality traits as assessment criteria.     

Selecting University Lecturers: What is and Should be Done

This paper presents a survey designed to identify the procedures used by British university departments when selecting academic staff and compare them with typical practice in other UK organizations. The results indicate that, compared with other large organizations, university departments make much less use of psychometric tests or assessment centres, relying heavily on the application form, a single interview and a presentation. There were no differences between academic departments of English, Biology or Psychology and the level of academic appointment only affected the composition of the interview panel. Possible reasons for the failure to use modern objective methods of selection are considered. It is argued that universities should apply more objective selection methods based on a full analysis of the competencies required of the higher education lecturer.     

“But Many of These Problems are About Funds…”: The Challenges Immigrant Settlement Agencies (ISAs) Encounter in a Suburban Setting in Ontario,Canada

A large number of studies have focused on the neoliberal political and economic restructuring of non-profit immigrant settlement agencies (ISAs) through a policy analysis framework. While policy analysis is key to determining how resources are distributed among non-profit organizations, the challenges that ISAs encounter in planning and delivering services extend beyond limited financial resources in the sector. This research focuses on the system-level challenges ISAs encounter in planning and delivering services to newcomers in the suburban municipality of the Peel Region, Ontario, Canada. Twenty-one semi-structured interviews were conducted with frontline staff and executive directors in settlement organizations in Peel Region, Ontario, Canada, to understand the complex challenges they face within a highly federalized and neoliberal policy environment. The results indicate that although funding dollars are a large concern for ISAs, the conditions attached to funding, such as the types of programs settlement providers are able to offer, mandatory quotas, and restrictive eligibility criteria, hinder ISAs from being able to plan and implement programs that better respond to the needs of immigrants in Peel Region. The results also demonstrate that restrictive funding criteria contribute to competition with other ISAs for limited resources and challenge the structure and continuity of programs. Many of these challenges are exacerbated by the transportation system unique to suburban settings.     

Community Gender Norms Change as a Part of a Multilevel Approach to Sexual Health Among Married Women in Mumbai,India

Inequitable gender norms in societies and communities negatively contribute to women’s sexual and reproductive health. While the need for change in gender norms is well recognized, the task is highly challenging in terms of intervention design, implementation and assessment of impact. This paper describes a methodology for identification of gender norms, the design of community level intervention, community participation and the assessment of intervention impact in a low income, predominately Muslim community of 600,000 people in Mumbai, India. Formative research focused on in‐depth interviews with women, men and couples yielding gender normative statements and assessment of community resources to facilitate change. A Gender Equity Scale (GES) based on this formative research was developed and administered annually for a three‐year period to random, cross‐sectional samples in the intervention and control communities, and to community based, non‐governmental organizations (NGO) staff and Imams (religious leaders) in the intervention community. NGO staff disseminated gender oriented messages to their female constituency through their regular outreach activities and through special events and festivals in the community. Imams disseminated gender messages through lectures on social issues for men attending Friday prayers. The results showed that the NGO staff and Imams, assumed more gender equitable attitudes across time. The intervention was associated with a significant improvement in attitudes towards gender equity in the intervention relative to the control community. Men showed a dramatic change in more positive gender attitudes, while women lagged behind in their GES scores. The meaning of these results are explored and the implications assessed for the generalizability of the methodology for other countries, cultures and communities.     

Simulation and multi‐attribute utility modelling of life cycle profit

Investments on capital goods are assessed with respect to the life cycle profit as well as the economic lifetime of the investment. The outcome of an investment with respect to these economic criteria is generally non‐deterministic. An assessment of different investment options thus requires probabilistic modelling to explicitly account for the uncertainties. A process for the assessment of life cycle profit and the evaluation of the adequacy of the assessment is developed. The primary goal of the assessment process is to aid the decision‐maker in structuring and quantifying investment decision problems characterized by multiple criteria and uncertainty. The adequacy of the assessment process can be evaluated by probabilistic criteria indicating the degree of uncertainty in the assessment. Bayesian inference is used to re‐evaluate the initial assessment, as evidence of the system performance becomes available. Thus authentication of contracts of guarantee is supported. Numerical examples are given to demonstrate features of the described life cycle profit assessment process. Copyright © 2001 John Wiley & Sons, Ltd.     

Decision Accuracy in Computer-Mediated versus Face-to-Face Decision-Making Teams

Changes in the way organizations are structured and advances in communication technologies are two factors that have altered the conditions under which group decisions are made. Decisions are increasingly made by teams that have a hierarchical structure and whose members have different areas of expertise. In addition, many decisions are no longer made via strictly face-to-face interaction. The present study examines the effects of two modes of communication (face-to-face or computer-mediated) on the accuracy of teams' decisions. The teams are characterized by a hierarchical structure and their members differ in expertise consistent with the framework outlined in the Multilevel Theory of team decision making presented by Hollenbeck, Ilgen, Sego, Hedlund, Major, and Phillips (1995). Sixty-four four-person teams worked for 3 h on a computer simulation interacting either face-to-face (FtF) or over a computer network. The communication mode had mixed effects on team processes in that members of FtF teams were better informed and made recommendations that were more predictive of the correct team decision, but leaders of CM teams were better able to differentiate staff members on the quality of their decisions. Controlling for the negative impact of FtF communication on staff member differentiation increased the beneficial effect of the FtF mode on overall decision making accuracy.     

INTERPLAY OF VALUES IN THE FUNCTIONING OF INDIAN ORGANIZATIONS

Indian work organizations display a mixed set of values, characteristic of both western and non-western societies. A belief in Detachment is found to coexist with Materialistic Orientation, Collectivism with Individualism and Humanism with Power Orientation. To substantiate this, results from two studies on member integration, carried out in four public sector organizations (Prakash 1982) and a multinational organization (Katju 1986) are discussed. Personal values and organizational values in the two types of organizations were analysed. Factor analysis of these values in public sector organizations yielded factors based on indigenous as well as universal values. The value clusters in the case of the multinational organization were largely based on universal values. Member integration in the public sector organizations was found associated with certain background variables, such as the level of professional education, the family's exposure to work organizations, prior work experience, etc. Nurturance of subordinates by supervisors, organizational expectation of universalism and peer leadership enhanced member integration. In the multinational organization, the length of service and the level of professional education, among the background variables, and participation in decision making, support from the boss, team-work and control, among the organizational variables, were associated with member integration. It is argued that indigenous values, such as familism, need to be synthesized with the values of industrial democracy to make Indian organizations more effective.     

The predictive validity and practical utility of structured schemes used to assess risk for aggression in psychiatric inpatient settings

There has been increased interest in structured schemes for the assessment of risk for aggression within inpatient psychiatric settings. The most commonly utilized schemes are those previously developed to assess risk for prisoners being considered for release on parole and for forensic psychiatric patients being considered for discharge from the hospital to the community. Few structured schemes have been developed with the explicit aim of assessing risk for aggression in the inpatient setting. Recent research utilising a variety of risk assessment schemes has revealed reasonable predictive validity. This narrative review summarizes and appraises this expanding literature within the context of risk assessment decision making tasks typically undertaken by psychiatric unit staff. It is concluded that a number of structured risk assessments schemes do have acceptable predictive validity. Unfortunately, many of the schemes tested are compromised by a lack of practical utility, and only a few are capable of contributing to the entire range of risk assessment decision making tasks required. Options for the application of structured risk assessment schemes are raised.     

Le jugement clinique en contexte d’évaluation du potentiel et des compétences au travail : Quelle est sa valeur prédictive et peut-il être formalisé ?

This study intends (1) to investigate the predictive validity of clinical (integrative) judgement based on personality data collected in psychological assessment and (2) to verify the capacity of assessors to formalize their judgment in a standardised algorithm. Three psychologists had the task to predict results of 78 managers on multisource assessment measuring two performance criteria (results orientation and relationship building). Results show that the psychologists’ integrative judgement predicts one of performance criteria up to .39. However, it appears that the standardisation of their judgment in mechanic decision rules was less predictive of performance criteria than their global clinical judgement. Overall, this research suggests there is still much to understand in the interpretative process.     

Optimal selection of E‐learning websites using multiattribute decision‐making approaches

A computational quantitative model based on weighted Euclidean distance‐based approximation and complex proportional assessment has been developed for the evaluation, selection, and ranking of various E‐learning websites in ascending or descending order based on their Euclidean distance value from the optimal website. The E‐learning website with rank 1 is considered the optimal selection on the particular dataset under consideration. The problem of the E‐learning website Selection, Evaluation and Ranking is modeled as a multiattribute decision‐making problem in which various interrelated attributes collectively termed as ranking criteria are identified to make the evaluation of available alternatives. In this research, 5 most popular E‐learning websites related to the C programming language for the software development have been considered to show the utility of developed model. Further, the concept of methodology validation strengthens this research by comparing the obtained results with the existing multiattribute decision‐making approach as analytical hierarchy process method.     

Toward quality criteria for collective judgments

While most organizational and social decision making is done in a group or collective mode, there are few guides or evaluative criteria for judging when a high-quality outcome has been reached. Most past studies of group decision making have been conducted in laboratories using student subjects and factual problems with correct answers as means for judging outcome quality. Such proxies are rough approximations at best of real-world conditions where value differences can be intense and problems have no correct or best answer. Drawing upon the existing literature, evaluative criteria are proposed including process, content, and outcome concerns. An instrument based upon these criteria is then applied retrospectively to six cases of ad hoc collective decision making. Using dimensional analyses, a set of more detailed evaluative factors is derived from actual participant responses. The results provide some insights into the nature of high-quality collective judgments as well as the most effective procedures for their achievement.     

The effects of interactive staff training on staff programing and patient aggression in a psychiatric inpatient ward

Interactive staff training (IST) uses principles of organizational psychology to help line-level staff members design and implement social learning programs for severely mentally ill inpatients. IST is a training package that includes assessment of staff perceptions regarding programatic needs, selection of appropriate social learning strategies to meet these needs, appointment of a program committee from within the ward to champion development of the social learning strategy, and participative decision making about aspects of the social learning strategy. Staff on an extended care ward at a state hospital participated in IST for 15 months as part of a pilot study of its effects. Ongoing examination of ward programing showed that IST significantly increased staff and patient participation in rehabilitation programing and decreased the rate of physical restraints and aggression-related. Changes in staff attitudes about rehabilitation programing were noted on a subsample of IST participants. Implications for more controlled research into IST are discussed.     

Assessing Person-Organization Fit in Personnel Selection: Guidelines for Future Research

In response to theory and research suggesting that positive individual and organizational outcomes are associated with person-organization fit, there is growing interest in the use of personnel selection practices to achieve fit between individuals and organizations. Research is needed to confirm the value of assessing applicant-organization fit in the selection process and to test alternative approaches for measuring the match between applicants and organizations. This article provides guidance for future research on the assessment of applicant-organization fit. Criteria for assessing applicant-organization fit are indentified and four techniques for assessing fit are then evaluated in the light of these criteria. In addition, the article identifies issues that should be addressed in future research on applicant-organization fit.     

DISCIPLINED DECISION MAKING IN AN INTERDISCIPLINARY ENVIRONMENT: SOME IMPLICATIONS FOR CLINICAL APPLICATIONS OF STATISTICAL PROCESS CONTROL

This paper explores some of the implications the statistical process control (SPC) methodology described by Pfadt and Wheeler (1995) may have for analyzing more complex performances and contingencies in human services or health care environments at an organizational level. Service delivery usually occurs in an organizational system that is characterized by functional structures, high levels of professionalism, subunit optimization, and organizational suboptimization. By providing a standard set of criteria and decision rules, SPC may provide a common interface for data-based decision making, may bring decision making under the control of the contingencies that are established by these rules rather than the immediate contingencies of data fluctuation, and may attenuate escalation of failing treatments. SPC is culturally consistent with behavior analysis, sharing an emphasis on data-based decisions, measurement over time, and graphic analysis of data, as well as a systemic view of organizations.     

Locating a Waste Treatment Facility by Multicriteria Analysis

We describe an application of multicriteria decision aid to the location of a waste treatment facility in eastern Finland. In Finland, the Act on Environmental Impact Assessment Procedure requires that when the amount of waste to be dealt with in a facility exceeds 20,000 tons per year, the process of environmental impact assessment (EIA) must be performed. In addition, the opinions of citizens and different interest groups need to be heard. Generally, EIA requires many different factors to be dealt with. Therefore the use of some multicriteria decision aid may be helpful to preserve the information obtained through the EIA in the decision-making process. The alternative locations for the facility were considered based on 14 criteria by 28 decision makers. The present paper makes use of the PROMETHEE decision aid, which was found to fit well with certain constraints in this type of problem with multiple criteria and multiple decision makers. © 1997 by John Wiley & Sons, Ltd. J. Multi-Crit. Decis. Anal. 6 : 175–184 (1997) No. of Figures: 2. No. of Tables: 3. No. of References: 18.     

Miami Thrives: Weaving a Poverty Reduction Coalition

In an environment where community based organizations are asked to do increasingly more to alleviate the effects of complex social problems, networks and coalitions are becoming the answer for increasing scale, efficiency, coordination, and most importantly, social impact. This paper highlights the formation of a poverty reduction coalition in south Florida. Our case study approach chronicles a developing coalition in Miami-Dade County and the role of one organization acting as lead to the initiative. Drawing on interviews with lead organization staff, participant observation field notes, network mapping and analysis of documents and artifacts from the initiative, we analyze the local organizational context and illuminate important processes associated with supporting a developing coalition. Findings offer a picture of the interorganizational relationships in the community using social network analysis and identify the organizational capacity factors that contribute to and inhibit the formation of a cohesive and effective coalition in this context. This study also highlights the utility of an action research approach to organizational learning about coalition-building in such a way that informs decision making.     

Factors Associated With Adverse Mental Health Outcomes in Locally Recruited Aid Workers Assisting Iraqi Refugees in Jordan

Nongovernmental organizations (NGOs) serve Iraqis living in Jordan as “guests.” In 2008, 258 Jordanian humanitarian staff and Iraqi volunteers working for NGOs completed a needs assessment survey. Work characteristics, stressors, and support variables were evaluated regarding their influence on depression, anxiety, post-traumatic stress disorder (PTSD), and burnout through multivariate logistic regressions. There was a significant difference in depression, anxiety, and burnout across nationality. Traumatic exposure increased the risk for anxiety, depression, and PTSD. Working longer in the humanitarian sector was associated with less risk of anxiety and depression, and lower social support was a risk for anxiety. Managers were at higher risk for burnout, and low team cohesion was a risk for burnout. Implications for aid organizations are discussed.     

Personality Assessment for Employee Development: Ivory Tower or Real World?

The acceptance and popularity of personality assessments in organizational contexts has grown enormously over the last 40 years. Although these are used across many applications, such as executive coaching, team building, and hiring and promotion decisions, the focus of most published research on the use of personality assessments at work is biased toward assessment for employee selection. Reviews have therefore tended to use criteria that are appropriate for selection, neglecting the additional and different criteria that are important in relation to employee development. An illustration of the often-discussed scientist–practitioner divide is that the Myers–Briggs Type Indicator is the most widely known and used personality assessment in organizations, despite harsh criticism by the academic community. This article reviews this debate, and draws implications for the appropriate choice of personality assessments for use in individual and team development, and a new direction for scientific research.