Predictors of Participation in Performance Appraisal: A Voluntary System in a Blue-Collar Work Environment

Organisations have long acknowledged the value of performance appraisal in both administration decisions and in motivating employees. However, it would appear that most empirical research has focused on compulsory systems designed for use with executives and managers (Bannister and Balkin 1990; Ilgen, Fisher and Taylor 1979; Klein 1989). The reluctance to implement appraisal systems with lower level and base-grade employees may be due to several factors, including employee and union resistance to compulsory systems of appraisal (Nankervis 1990). Faced with this problem, appraisal can be viewed by appraisees and appraisers as an `innovation'. In a climate with growing emphasis on participative management styles, self-regulated or voluntary systems of performance appraisal may become increasingly prevalent and important. Thus, 476 base-grade (shop floor) employees of an Australian government business enterprise completed a survey regarding issues such as attitude to performance appraisal, source credibility, system satisfaction, anticipated feedback, perceived consequences of participation and intention to enter the system. Roger's (1983) innovation-decision model was utilised in the structure and analysis of the data and provided useful insights regarding the factors which are related to participation in a voluntary system of performance appraisal. Findings indicated that attitude towards, and support of, performance appraisal in general, perception of consequences of performance appraisal, satisfaction with the supervisor, anticipated feedback, and awareness and knowledge of the system in place in the organisation, were important in predicting the decision to adopt or reject the performance appraisal scheme.     

Surviving Abuse: Shame,Anger, Forgiveness

The issue of forgiveness affects everyone at some time or another; whether young or old, male or female, Christian or not. For the survivor of abuse, the issue of forgiveness journeys with them profoundly influencing their life, their recovery, and even their faith. Surviving Abuse: Shame, Anger, Forgiveness is an attempt to develop a theology of forgiveness from the perspective of a survivor of abuse.     

Pausing phenomena: Influence on the quality of instruction

This report summarizes work of 7 years on the influence of a variable called “wait-time” on the development of language and logic of children taking part in elementary science programs. Analysis of over 300 classroom tape recordings showed mean pauses to be on the order of 1 sec; that is, after a teacher asked a question, students had to begin a response within an average time of 1 sec. If they did not, the teacher typically repeated, rephrased or asked a different question, or called on others. A second wait-time is involved: when a student makes a response, the teacher normally reacts or asks another question within an average time of 0.9 sec. This study investigates the consequences of manipulating both species of wait-time. When mean wait-time of 3–5 sec is achieved through training, analysis of more than 900 tapes shows changed values on eight student variables: (1) the length of response (number of words) increases, (2) the number of unsolicited but appropriate responses increases, (3) failures to respond decrease, (4) incidence of speculative responses increases, (5) incidence of student-student comparisons of data increases, (6) incidence of evidence-inference statements increases, (7) frequency of student-initiated questions increases, and (8) the variety in type of verbal moves made by students increases. Servochart plots of recordings show that students discussing science phenomena tend to speak in bursts, with intervals of as much as 3–5 sec between bursts being fairly common provided they are not interrupted. The average post-student-response wait-time of 0.9 sec apparently intervenes between bursts to prevent completion of a thought. The classroom is conceptualized as a two-player game in which the quality of inquiry will tend to improve when there is a better equity in the distribution of moves between the players. The teacher is treated as one player and the collection of students as the second player. Changes in wait-time shift the game toward a more equitable state. Over time, a classroom or instructional group on the prolonged wait-time schedule undergoes certain spontaneous changes. Two teacher variables change: (1) response flexibility scores increase, and (2) teacher questioning patterns becomes more variable. There is some indication that teacher expectations for performance of students rated as relatively slow improves.     

Wellbeing as a Wicked Problem: Navigating the Arguments for the Role of Government

Governments in a number of countries have shown increasing interest in seeking to elevate happiness or wellbeing as an explicit policy goal. This interest has led to fierce debates both within and, increasingly, beyond academe about the appropriate role for government in this area. It is difficult to adjudicate between the various arguments surrounding the issue as they often take very different starting points, either metatheoretical or disciplinary. In seeking to steer a course through these arguments we take the distinction between ‘wicked’ and ‘tame’ problems as a reference point, arguing that wellbeing should be categorised as the former. The seminal discussion of this distinction (Rittel and Webber in Policy Sci 4:155–169, 1973) resonates sharply with current debates on wellbeing and indeed is located within similar debates in the past. We argue that understanding wellbeing as a wicked problem steers us towards deliberation and scrutiny as central to the agenda and cautions us against expecting to find a panacea. However, this understanding can take us beyond irresolvable disputes by pointing to the need for pragmatic and legitimate government action. In developing our arguments we ground them mainly in relation to empirical research on developments in the UK, where the connection between wellbeing and public policy is seen as relatively advanced. However, we suggest these arguments apply to other contexts where wellbeing is gaining increasing traction as a potential goal of government policy.     

Addressing the cross‐country applicability of the theory of planned behaviour (TPB): A structured review of multi‐country TPB studies

The theories of reasoned action and planned behaviour (TRA/TPB) have received substantial research interest from consumer behaviourists. One important area of interest that has not been adequately researched concerns the impact of national culture on the TRA/TPB components and interrelationships. To date, no systematic assessment of the impact of culture on the TRA/TPB model relationships has been undertaken. In order to understand the potential impact of culture on the TRA/TPB model relationships, a structured review of TRA/TPB studies is undertaken. Studies that have quantitatively applied the TRA/TPB across at least two countries within a consumption domain since 2000 are reviewed. The authors propose that two of Hofstede's cultural dimensions, individualism and power distance, may moderate the TRA/TPB relationships. The review highlights that the impact of subjective norm on intention varies most across countries, with the relationship between intention and both attitude and perceived behavioural control operating more similarly across country samples. Further, a systematic assessment of variation in the TRA/TPB model relationships via multilevel modelling shows that only the subjective norm–intention relationship varies across the countries studied. The relationship between subjective norm and intention is found to be influenced by power distance, with a stronger relationship evident in high power distance cultures. This review is the first of its kind and is of significance in addressing the emic versus etic nature of the TRA/TPB. Importantly, the article outlines relevant avenues and recommendations for future cross‐national research utilizing the TRA/TPB. Copyright © 2015 John Wiley & Sons, Ltd.     

Teenage Offenders' Ability to Detect Deception in Their Peers

This study investigated the deception detection abilities of teenage offenders and teenage non‐offenders who made veracity judgments about 12 videotaped interviewees and also explored the behavioural characteristics of teenage liars and truth tellers. The findings revealed that teenage offenders were significantly more accurate in their credibility judgments than teenage non‐offenders. However, the offenders' impressive accuracy rates were not as a consequence of using valid cues to deceit. The feedback hypothesis helps to explain why the offenders were more accurate in their decisions: Operating within a criminal environment may mean that teenage offenders frequently lie and are lied to. Consequently, they receive more feedback than non‐offenders regarding the effectiveness of their lies as well as how successful they are at detecting lies. As a result, their lie detection ability improves. The current study suggests moving away from individual deceptive cues as predictors of deceit towards a more intuitive and holistic approach to lie detection, such as the Brunswikian Lens Model.Copyright © 2016 John Wiley & Sons, Ltd.     

Distinguishing CEOs from Top Level Management: A Profile Analysis of Individual Differences,Career Paths and Demographics

Purpose

Identifying the characteristics of chief executive officers (CEOs) has been a longstanding goal in leadership and individual differences research. The purpose of this exploratory study was to consider which individual difference and career path variables differentiate CEOs from other senior managers.

Design/Methodology/Approach

Participants (N = 1152) were UK-based senior managers (n = 1040) and CEOs (n = 112) who completed a self-report measure of the Five Factor Model of personality (NEO-PI-R), a measure of cognitive ability (graduate and management aptitude test), and answered a number of additional questions on their career paths as part of development centres. Analyses comprised inter-individual mean difference tests, intra-individual external profile analysis and logistic regression.

Findings

Results indicated that personality facets of impulsiveness, vulnerability, activity and dutifulness showed the largest mean differences. No significant effects were found for the criterion profile pattern, but significant effects were found for profile level. Of the additional predictors, career path variables were the strongest predictors of CEO status.

Implications

The combination of significant effects across domains of individual differences and career path variables emphasizes the importance of a multivariate approach in the study of leadership, top management teams and career progression.

Originality/Value

The current study combines personality, cognitive ability, demographic and career path variables, and applies intra-individual methodologies to explore the characteristics of the very top level of organisational hierarchy.