Better than brainstorming? Potential contextual boundary conditions to brainwriting for idea generation in organizations

Organizations and societies all need good, useful ideas to survive and prosper. People often enjoy brainstorming, though it is not as productive as they tend to believe. Groups can potentially generate more and better ideas when ‘brainwriting’; that is, silently sharing written ideas in a time‐ and sequence‐structured group format. This conceptual paper identifies likely boundary conditions to the promising findings from brainwriting laboratory research generalizing to real‐world organizational contexts. Important dimensions of organizational context may be revealed by drawing on the journalistic principle to examine what, who, when, where, and why certain outcomes result from particular organizational practices (Johns, 2006). Multiple potential contextual moderators are suggested in each of these five areas. Subsequent field research will inform the idea‐generation literature as well as those concerned with eliciting high‐quality, useful ideas to address particular organizational and societal challenges.     

Motivation and self‐regulation: The role of want‐to motivation in the processes underlying self‐regulation and self‐control

Research on self‐regulation has largely focused on the idea of effortful self‐control, which assumes that exerting willpower will lead to greater success. However, in recent years, research has challenged this perspective and instead proposes that effortless self‐regulation is more adaptive for long‐term goal pursuit. Taking into consideration the burgeoning literature on effortless self‐regulation, here we propose that motivation—or the reasons why we pursue our goals—plays an integral role in this process. The objective of the present paper is to highlight how motivation can play a role in how self‐regulation unfolds. Specifically, we propose that pursuing goals because you want‐to (vs. have‐to) is associated with better goal attainment as a function of experiencing less temptations and obstacles. While the reason why want‐to motivation relates to experiencing fewer obstacles has yet to be thoroughly explored, here we propose some potential mechanisms drawing from recent research on self‐regulation. We also provide recommendations for future research, highlighting the importance of considering motivation in the study of self‐regulatory processes.     

Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme

Little is known about how employees might respond to their company's socially responsible business practices. Hypotheses derived from organizational identification and social exchange theories were tested to explain why employees (N=162) may respond positively to their company's volunteerism programme, a programme through which employees could spend time volunteering during their paid work hours. Support was found for mediated effects suggesting that employees' attitude towards the volunteerism programme ultimately predicted outcomes (e.g., intentions to stay) through its effect on organizational identification. Results also showed that exchange ideology moderated the effects of volunteer‐programme attitudes on supervisor‐reported organizational citizenship behaviour measured 6 months later, suggesting that some employees reciprocate the benefits they receive from a volunteerism programme. The implications of these findings are discussed for theory and research, and for leveraging volunteerism programmes and other socially responsible business practices to benefit companies and their employees.     

A meta‐analysis of the predictors and consequences of organization‐based self‐esteem

Organization‐based self‐esteem (OBSE), which represents employees' beliefs about their own value and competence as organizational members, has attracted much recent research attention. In the current paper, we identified several theoretically based predictors and consequences of OBSE. We then conducted a meta‐analysis examining the relationships between OBSE and these variables. Results indicated that several hypothesized predictors, including the work environment and employee dispositions, were related to OBSE. Furthermore, OBSE was related to several hypothesized outcome variables including job satisfaction, organizational commitment, employee health, job performance, and organizational citizenship behaviour. As expected, OBSE generally yielded stronger relationships with work‐related variables than did general self‐esteem and we found evidence that OBSE mediated the relationships between general self‐esteem and work‐related criteria.     

Managing organizational commitment: Insights from longitudinal research

This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered.     

The Effect of Internal Locus of Control on Career Adaptability: The Mediating Role of Career Decision‐Making Self‐Efficacy and Occupational Engagement

This study examined the mediating roles of career decision‐making self‐efficacy (a domain‐specific motivational variable) and occupational engagement (a behavioral variable) on the relationship between internal locus of control (a general motivational variable) and career adaptability among college students in South Korea (N = 310). The findings extend past research on career adaptability by identifying a relationship among the variables.     

The Global Context and People at Work: Special Issue Introduction

Although considerable research has been conducted on a variety of cross‐cultural management topics, we still know very little about how organizations can effectively manage people involved in global work or how cross‐cultural differences impact individuals and groups at work. To address this gap, we edited a special issue of Personnel Psychology that presents scholarly research contributing to understanding how global experiences and contexts impact people at work. We identified 3 research themes: cross‐cultural comparisons, the different types of global workers, and theoretical perspectives that underlie the accepted articles’ contributions to this special issue. We conclude with specific theoretical and methodological recommendations for research on human resource management and organizational behavior topics incorporating the global context.     

Organizational learning and climate as predictors of self-efficacy

This study broadens organizational contextual considerations by examining organizational learning, participation in organizational learning activities and organizational climate as possible predictors of self-efficacy. As schools have been studied as organizations (Handy, 1986, Understanding schools as organizations, Harmondsworth: Penguin; Ostroff, 1993, Organization Behavior and Human Decision Process, 56, 56–90; Ostroff & Schmitt, 1993, Acadamy of Management Journal, 36(6), 1345–1361), this study provides regression results from n = 679 teachers and indicated that organizational climate and organizational learning were significant predictors of teacher self efficacy, controlling for several individual level variables (i.e., participation in organizational learning, personal self-efficacy, and teaching efficacy). Differences between results from the sample of teachers and n = 734 non-teachers (e.g., principals, assistant principals, administrators, counselors, paraprofessional, custodial, food service, and transportation staff) were examined with regard to predictor variables for teaching efficacy. For teachers, both organizational learning and personal self-efficacy were significant predictors of teaching efficacy, whereas for the group of non-teachers, they were not. In both groups, however, participation in organizational learning was a significant predictor, while organizational climate was not (contrary to Taylor & Tashakkori, 1995, Journal of Experimental Education, 63(3), 217–230). Overall, findings provide evidence for extending the research beyond schools and including organizational learning as a potentially important variable in further studying individual outcomes and organizational effectiveness. Dr. Timothy J. Tobin is Director of Training and Development at Beers & Cutler PLLC. He is responsible for designing, implementing, and evaluating the firm’s organizational climate and learning organization initiatives. He is also an adjunct professor at Trinity University and The George Washington University where he teaches organizational behavior, human resource management, and training courses among others. He is the recipient of Human Capital Magazine’s Future Human Capital Leader Award. His current research interests include the interplay between organizational culture, identity, and learning. Dr. Ralph O. Mueller is professor of educational research and of public policy and public administration at The George Washington University, Washington, DC, and former Chair of its Department of Educational Leadership. His scholarly interests include proper applications of and reliability assessment in structural equation modeling (SEM). He is the author/co-editor of two SEM textbooks, among other writings. Ralph is past chair of the American Educational Research Association’s special interest group on SEM, serves on the editorial boards of several methodological and applied research journals, and conducts regular SEM training sessions for national and international audiences. Dr. Lauren M. Turner is senior lecturer at Northeastern University in the College of Arts and Sciences and the School of Professional and Continuing Studies. Current teaching focuses on leadership studies. Lauren also facilitates in the Vogt Leadership Program with The Boston Consortium for Higher Education. Work-based learning, including action learning and facilitation, is at the core of her efforts to combine classroom and workplace learning. Research interests include self-directed learning and meaningful work, specifically the intersection of these two disciplines as they relate to a construct for meaningful work.     

Does an iPod make you happy? An exploration of the effects of iPod ownership on life satisfaction

The Apple iPod is currently the undisputed leading product in the global MP3 player market. This competitive advantage is due to the design, high functionality, and perhaps most importantly, the ‘cool factor’ which Apple has managed to obtain with its products. This study explores if owning an iPod (as opposed to another brand of MP3 player) makes a difference in the perception of general life satisfaction. Using Diener et al.'s generic satisfaction with life scale (SWLS) to measure the dependent variable life satisfaction, a model with the key concepts usage, benefits, peer influence, design, iPod phenomenon, and iPod bubble has been developed and tested in a variety of ways, including regression analysis. The sample consisted of a multinational sample of 240+ young adults, aged 18–35 years. The demographic profiles of iPod and non‐iPod owners were very similar, but for iPod owners, 23 per cent of the variance in overall life satisfaction is explained by the key concepts used in this research. Key influencing variables for iPod owners are peer influence and design. For non‐iPod owners, the amount of variance explained by the independent variables was negligible. iPod owners also considered their MP3 players to be much ‘cooler’ than did non‐iPod owners. This article considers the managerial implications of these findings for Apple and for competing brands. The social implications of these findings and their significance are also discussed, and several potential areas for further research are highlighted. Copyright © 2012 John Wiley & Sons, Ltd.     

Assortative mating and couple similarity: Patterns,mechanisms, and consequences

Assortative mating refers to the tendency of two partners' characteristics to be matched in a systematic manner, usually in the form of similarity. Mating with a similar partner has profound implications at the species, societal, and individual levels. This article provides a comprehensive review of research on couple similarity since 1980s. The review begins with the general patterns and trends observed in couple similarity on a range of domains including demographic variables, physical/physiological characteristics, abilities, mental well‐being, habitual behaviors, attitudes, values, and personality. Next the bulk of the review focuses on analyses of 4 mechanisms leading to similarity: initial active choice, mating market operation, social homogamy, and convergence. Specific future research avenues are outlined to improve understanding of these mechanisms. Finally, the review discusses genetic, social, and psychological consequences of couple similarity.     

Research Artifacts and the Social Psychology of Psychological Experiments

In psychological research with human subjects, experimenters need to anticipate potential artifacts that may be attributable to the social context of such research. Called research artifacts in this review, they are essentially uncontrolled, systematic errors (or biases) that threaten the degree of validity of statements made about whether changes in one variable result in changes in another variable. This discussion focuses on a proposed Markov‐like model emphasizing three mediating variables that operate in a theoretical chain of events. One variable refers to the likelihood of the subject's receptivity to task‐orienting cues (called demand characteristics), or incidental hints about the experimenter's expectations. A second variable refers to the likelihood of the subject's motivation (or willingness) to comply with those cues or hints. A third variable refers to the likelihood of the subject's capability of responding in accordance with the cues or hints. These three variables are discussed along with strategies that researchers can use to break the chain of events.     

Assessing the Influence of Psychosocial and Career Mentoring on Organizational Attractiveness

Past research on mentoring in organizational settings has focused on psychosocial and career mentoring functions more senior employees provide to new hires. In this study, we examined whether the perceived quality of psychosocial and career functions of pre‐hire mentoring and realistic job previews (RJPs) provided to students through mentoring impact organizational attraction and potential applicants' intentions to pursue or accept jobs at their mentors' organization, and ultimately their acceptance of positions with their mentors' organization. We compared face‐to‐face mentoring with online mentoring. A field study was conducted (n=194 European graduate students). Findings indicate that the quality of psychosocial mentoring plays a larger role in organizational attraction and intentions to pursue jobs than the perceived level/quality of career mentoring functions, with RJPs functioning as a suppressor variable. Obtaining a job with the mentors' organization was related to career, but not to psychosocial mentoring functions or RJPs.     

Memory distortion in eyewitnesses: a meta‐analysis of the post‐identification feedback effect

Feedback administered to eyewitnesses after they make a line‐up identification dramatically distorts a wide range of retrospective judgements (e.g. G. L. Wells & A. L. Bradfield, 1998 Journal of Applied Psychology, 83(3), 360–376.). This paper presents a meta‐analysis of extant research on post‐identification feedback, including 20 experimental tests with over 2400 participant‐witnesses. The effect of confirming feedback (i.e. ‘Good, you identified the suspect’) was robust. Large effect sizes were obtained for most dependent measures, including the key measures of retrospective certainty, view and attention. Smaller effect sizes were obtained for so‐called objective measures (e.g. length of time the culprit was in view) and comparisons between disconfirming feedback and control conditions. This meta‐analysis demonstrates the reliability and robustness of the post‐identification feedback effect. It reinforces recommendations for double‐blind testing, recording of eyewitness reports immediately after an identification is made, and reconsideration by court systems of variables currently recommended for consideration in eyewitness evaluations. Copyright © 2006 John Wiley & Sons, Ltd.     

Reducing workplace bias toward people with disabilities with the use of imagined contact

In this research we test the effectiveness of imagined intergroup contact as an intervention that improves attitudes toward people with disabilities in organizational settings. We conducted two experimental studies with the aim of examining the bias‐reduction effects of imagined contact on attitudes toward people with disabilities. Furthermore, we examined how imagined contact can be most effective in improving attitudes in work situations. Both studies yielded evidence that the imagined contact intervention significantly impacted on two dependent variables: expected work‐related outcomes and support for the rights of people with disabilities, via enhancing the belief in performance level. We discuss the results in the context of developing effective and accessible intervention tools, which can be used in workplace trainings, and can promote anti‐discriminatory policies in organizations.     

Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects?

A dominant theme within the human resource management (HRM) literature concerns the identification of "best practices" that will enhance both organizational performance and employee commitment. Although research exploring the impact of these practices at the level of the individual is considerably limited, it is implied that they may be applied both across and within organizations, yielding favourable outcomes such as higher organizational performance and enhanced employee commitment. This is despite claims that commitment is multidimensional and that certain organizational and individual variables are related to different forms of commitment. It is possible that organizations seeking to promote commitment might need to tailor HR practices to suit employees' needs, thus challenging the best practice perspective at the employee level. This article extends on the literature by examining whether the relationship between attitudes towards HR practices and commitment is moderated by career stage. The empirical research is based on an employee attitude survey within three financial service organizations in Ireland (N?=?288). Using hierarchical regression analysis, the findings show that interaction effects are evident regarding attitudes towards HR practices and affective, continuance, and normative commitment. The implications of these findings for the management of commitment are discussed.     

Culture or anonymity? Differences in proposer behaviour in Korea and Germany

This study explores the proposer behaviour in an ultimatum game (UG) frame under anonymous and non‐anonymous conditions among a Korean and German subject pool (n = 590) in comparison. Whereas the anonymous condition is represented by the standard UG, the non‐anonymous condition integrates an aggregate of the Korean cultural context variables university affiliation, regional origin and seniority. The latter, a classic Confucian context variable, is measured by age differentials. The former two are impactful components of so‐called Yongo networks, a unique Korean informal institution identical to Chinese Guanxi ties. Yongo networks, yet underrepresented in research, are said to be a central context variable to explain Korean social ties and decision‐making behaviour. We observe significant differences between the offer behaviours of Korean and German subjects when exposing selected cultural variables. We argue that the behavioural differences observed are in fact due to culture not anonymity.     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

Report of the Working Group on Governance and Administration

Prepared by the Working Group on Governance and Administration from the November 1995 Georgetown conference sponsored by the Association of Medical School Psychologists, this paper delineates the various trends in health care that may impact upon organizational structures for psychologists within academic medical centers. Ten variables that describe various functional issues within academic medical centers or health science centers are defined. Finally, seven organizational guidelines and recommendations pertaining to governance of psychological services are detailed.     

Two Studies Examining the Error Theory Underlying the Measurement Model of the Verbal Aggressiveness Scale

Meta‐analysis indicates moderate correlations between the Verbal Aggressiveness Scale (VAS) and other self‐report measures but near‐zero correlations with behavioral measures. Accurately interpreting correlations between the VAS and other variables, however, requires an examination of the untested error theory underlying the measurement model for the VAS. In two separate studies, the results of single‐factor correlated uniqueness confirmatory factor analytic models revealed a pattern of significant error covariances indicating that VAS item scores are confounded by systematic error attributable to multiple unspecified latent effects. After pruning the item sets, we identified 4 items that were free of latent variable influences other than trait verbal aggressiveness. Implications for interpreting the verbal aggressiveness literature are discussed along with recommendations for revising the VAS.     

PREDICTING ORGANIZATIONAL EFFECTIVENESS FROM COMMUNICATION ACTIVITIES: A MULTIPLE INDICATOR MODEL

This study examines the effects of certain communication variables (member integration, boundary communication, environmental uncertainty, and system autonomy) on organizational effectiveness. While often discussed in the literature, these variables have not been precisely defined. As a result, a multiple indicator model using maximum likelihood estimates for each variable was created. Interviews with managers from 82 different organizations from a variety of industries are used to test the model. The results suggest that member integration and environmental uncertainty, when the latter is mediated by boundary communication, provide an excellent predictor of organizational effectiveness (R= .64). The results are discussed in light of the proposed theory along with implications for future research using intertypical sampling methods and LISREL analysis.