EFFECTS OF ROTATED LEADERSHIP AND PEER EVALUATION ON THE FUNCTIONING AND EFFECTIVENESS OF SELF-MANAGED TEAMS: A QUASI-EXPERIMENT

In a quasi-experiment of 38 self-managed undergraduate teams, we examined the effects of team designs that differed with respect to the form of member evaluation and team leadership. Relative to teams that relied on external evaluations, teams with peer evaluations had higher levels of workload sharing, voice, cooperation, performance, and member satisfaction. Relative to teams that relied on leader emergence, teams that rotated leadership among members had higher levels of voice, cooperation, and performance. Overall, results of the study demonstrate the potential importance of team-design decisions in self-managed teams.     

A Prospective Validation Study of Inclination,Belief, and Context Predictors of Family-Focused Prevention Involvement

Prior research by the authors tested a model of factors influencing parent inclination to participate in parenting interventions. Family context, belief, attitude, and inclination to participate variables from this model were used to predict the actual participation of 1,121 families in assessment and intervention activities of a family-focused preventive intervention research project. Invitations to the project assessment and intervention components were, respectively, about 6 months and 10 months following the initiation of a telephone survey collecting predictor variable data. Logistic regression analyses examining each predictor individually showed that a number of family context, belief, attitude, and inclination variables were predictive of project participation. Subsequently, multiple logistic regressions were conducted, entering variables by blocks corresponding to theoretical model components. These analyses showed that prospectively stated inclination to participate in a parenting intervention and level of education were consistently significant predictors of both assessment participation and intervention enrollment. Implications for both research and practice are discussed.     

REVISITING MET EXPECTATIONS AS A REASON WHY REALISTIC JOB PREVIEWS WORK

This study reanalyzed data from an examination by Hom, Griffeth, Palich, and Bracker (1998) of the mechanisms by which posthire realistic job previews reduce turnover. Irving and Meyer (1999) argued that Hom et al. overstated support for their mediation theory by calculating residual difference scores (errors derived from predicting experienced attainment of job outcomes from initial expectations of outcomes) to operationalize met expectations. Rather, Irving and Meyer showed that methodological weaknesses associated with difference scores also plague residual difference scores. Prompted by their demonstration, this research applied partial correlations (partialing out experienced outcomes from residual differences) and Edwards' (1994) polynomial regression approach to verify whether met expectations underlie realistic previews' effectiveness. These reanalyses disputed met expectations. As a result, this inquiry revised the formulation advocated by Hom et al. (1998), positing that coping strategies and perceptions of employer concern account for how posthire previews work.     

Perceived Influence of Male Sex Role Identity on Female Partner's Life Choices

The relationship between a man's sex role identity and his and his female partner's perceptions of his influence on her life choices was investigated in this study. Sex role identity was measured by the Bem Sex Role Inventory (BSRI), and perception of influence was measured by the Interpersonal Influence Survey (IIS). The BSRI and IIS were administered by mail to 131 pairs of female graduate students and their male partners. Male and female perceptions of the man's influence were found to be related to the man's BSRI scores. Masculine men were not found to differ in their perceptions of influence from feminine or un-differentiated men, but they were found to have significantly lower perceptions of their influence than androgynous men. Feminine men were not found to differ in their perceptions of influence from masculine or undifferentiated men, but they were found to be lower in their perceptions of influence than androgynous men. Women with androgynous or feminine male partners perceived the man as being more influential than did female partners of masculine men, but they did not differ in their perceptions of male partner influence from women with undifferentiated male partners. Women with masculine or undifferentiated male partners did not differ in their perceptions of the male partner's influence.     

A Peer Advisory Consumer Program for the Elderly

A demonstration project using a volunteer peer advisory approach to consumer education for the elderly was developed. The authors describe program successes and failures, with emphasis on personnel selection, timetable for development, publicity, acceptance, and value of a peer advisory approach. Enthusiastic involvement by individuals trained indicates the possibility of using a peer advisory system for employing lifetime consumer experiences of the elderly, of providing avenues for continued societal involvement, and of extending needed consumer information to other elderly individuals.