DISENTANGLING THE MEANING OF MULTISOURCE PERFORMANCE RATING SOURCE AND DIMENSION FACTORS

We extend multisource performance rating (MSPR) construct validity research by examining the pattern of relationships between factor analytically derived MSPR rating source and performance dimension factors and externally measured constructs (e.g., assessment center dimensions, personality constructs, and intelligence). The pattern of relationships among MSPR dimensions and external constructs provides modest construct validity evidence for the MSPR dimensions. In addition, MSPR source factors were differentially correlated with externally measured constructs, suggesting that MSPR source effects represent substantively meaningful source specific variance, as opposed to bias. These findings are discussed in the context of managerial skill diagnosis and the efficacy of collecting performance data from multiple sources.     

THE INTEGRITY OF DISCOURSE IN THE ANGLICAN EUCHARISTIC TRADITION: A CONSIDERATION OF PHILOSOPHICAL ASSUMPTIONS

This article explores the integrity of the discourse in the Anglican eucharistic tradition by considering the philosophical assumptions that underlie eucharistic theology. It argues that where the conversation of the Anglican eucharistic tradition is open and unfinished then the integrity of the discourse is facilitated as opposed to the conversations of party positions and particular interests which suggest exclusive versions of truth. The conversation or dialogue of Anglican eucharistic theology is seen to be enhanced through the consideration of the philosophical assumptions of realism and nominalism to both the moderate and immoderate degrees that underpin eucharistic theology as a state of affairs. The insights of contemporary philosophers are used as a way of conceptualising the discourse of the Anglican eucharistic tradition and a model of Anglican eucharistic theology is suggested as a means of facilitating the integrity of the discourse through the recognition of multiformity in the tradition and by distancing the discourse from the hermeneutic idealism of particular interest.     

KNOWLEDGE WORKER TEAM EFFECTIVENESS: THE ROLE OF AUTONOMY, INTERDEPENDENCE, TEAM DEVELOPMENT, AND CONTEXTUAL SUPPORT VARIABLES

This study investigated how autonomy, interdependence, and team development, along with process and contextual support variables, were related to the effectiveness of teams of "knowledge workers." The sample included 231 knowledge workers from 27 work teams. Team members completed surveys measuring the design, process, and contextual factors. Effectiveness measures included multiple key stakeholder evaluations of team performance and self-report measures of attitudinal outcomes. The results suggest that interactions among design, process, and contextual support factors have important implications for team effectiveness. In particular, the positive relationship between team autonomy and team job motivation was reduced as teams worked under more interdependent conditions. This interaction effect also varied across the types of autonomy (e.g., planning-related, product-related, and people-related) the team was given. Results also demonstrated that the relationship between job motivation and team process behaviors (helping, sharing, and innovating) was more positive in teams who were developmental mature. Process behaviors were positively related to effectiveness, but those relationships became more positive in the presence of certain contextual factors (high-quality goals and efficient information transmission), and less positive in the presence of others (feedback and time pressure). Future research needs and practical implications of these results are discussed.     

MANAGERIAL USE OF DISMISSAL: ORGANIZATIONAL-LEVEL DETERMINANTS

Although much variation exists across organizations in the use of dismissal, little is known about the source of this variation. This study examines organizational-level determinants of the willingness of managers to attempt dismissal. Using survey data from HR managers, we measured organizational-level factors likely to be associated with the expected costs and benefits of dismissal. We then examined how these factors affect the willingness of line managers from corresponding organizations to attempt dismissal. As hypothesized, the results indicate that in most cases where threats to just cause were present, informal norms, disciplinary procedure restrictiveness, and appeal system characteristics all affected dismissal. Also, as was expected, where just cause for dismissal could unquestionably be established, dismissal was significantly influenced by informal norms but not by disciplinary procedure restrictiveness or appeal system characteristics. Finally, little consistent support was found for the hypothesized relationships between dismissal and human capital investment, performance pressures, monitoring costs, and labor market conditions.     

Teaching Job Interview Skills to Alcoholics: Implications for Future Employment Rates

Twenty-three inpatient alcoholics participated in a job-finding skills workshop. They demonstrated better job interview skills and a higher employment rate compared with a control group.     

AN INVESTIGATION OF THE FACTORS INFLUENCING EMPLOYEES' WILLINGNESS TO ACCEPT MOBILITY OPPORTUNITIES

This study investigated the influence of 1,076 state employees' career stage, family characteristics, job tenure and specialization, and perceptions of job favorability, movement, and career development opportunities on willingness to accept upward, lateral, and downward mobility opportunities. Results indicated that employees in early career stages with little community tenure who perceived a lack of congruence between their current jobs and their "ideal" jobs and expressed little desire to remain in their current jobs were more willing to accept mobility opportunities. Few differences were noted in regression models across different mobility opportunities. Implications for future research regarding employee mobility are discussed.     

AN EXPLORATION OF CLIMATES FOR TECHNICAL UPDATING AND PERFORMANCE

Rapid technological innovation has made updating the knowledge and skills of technical professionals, such as engineers, a key concern for many organizations. The facilitation of performance and updating activities to prevent obsolescence is thought to require the development of a congruent organizational climate. To date, this issue has received some theoretical but little research attention. This study assessed the efficacy of the concept of updating climate. It was hypothesized that the technical updating climate construct would (1) be able to distinguish among organizations under different pressures for technological innovation, (2) evidence interobserver consensus within organizations, and (3) be associated with relevant organizational context features and affective, performance, and updating responses. Data gathered from 447 engineers and their 218 supervisors drawn from 10 diverse organizations provided support for the hypotheses. It was concluded that the concept of updating climate provides a useful framework for understanding factors that facilitate technical competence and performance.