When fit matters more: The effect of regulatory fit on adaptation to change

Regulatory fit theory predicts that motivation and performance are enhanced when individuals pursue goals framed in a way that fits their regulatory orientation (promotion vs. prevention focus). Our aim was to test the predictions of the theory when individuals deal with change. We expected and found in three studies that regulatory fit is beneficial only when a prevention focus is involved. In Study 1, an experiment among students, prevention- but not promotion-focused participants performed better in a changed task when it was framed in fit with their regulatory orientation. In Study 2, a survey among employees experiencing organizational changes, only the fit between individual prevention (and not promotion) focus and prevention framing of the changes by the manager was associated with higher employee adaptation to changes. In Study 3, a weekly survey among employees undergoing organizational change, again only prevention regulatory fit was associated with lower employee exhaustion and higher employee work engagement. Theoretical and practical implications of applying regulatory focus theory to organizational change are discussed.     

Entrepreneurial orientation: A psychological model of success among southern African small business owners

This study examines the relationship of the psychological construct Entrepreneurial Orientation (EO) with business success in a sample of N?=?248 southern African business owners. We reintroduce the individual in EO research and show the importance of the person of the entrepreneur for business performance: Hierarchical regression analyses revealed significant relationships between EO components (personal initiative, achievement-, and risk-taking orientation) as well as overall EO and business performance. In addition, confirmatory factor analysis supported a single factor construct of EO that consists of learning, achievement, and autonomy orientation, competitive aggressiveness, innovative and risk-taking orientation, and of personal initiative.

In this study, we develop an individual-based psychological concept of Entrepreneurial Orientation (EO) and investigate the relationship between business owners' EO and business performance in southern Africa. EO has primarily been discussed from a firm-level perspective (e.g., ; ). It characterized businesses in their early years and was found to be important for firm success. In contrast, we apply a psychological approach with EO as an interindividual difference variable. Thus, our focus is the business owner and the general relationship between individual EO and performance of southern African small business owners.     

The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

Politics and emotion: Working with disadvantaged children in South Africa

This paper discusses the experience of consulting to organizations involved in the provision of care to disadvantaged groups of children in South Africa. It draws particular attention to the impact of South Africa's painful political history on the emotional life of these organizations. This has created an additional burden for organizational staff who often work under difficult conditions with very troubled groups of children. The paper highlights the common experiences of deprivation and loss, fears around the abuse of power and problems with acknowledging differences between people, which are a part of South Africa's political legacy. These kinds of issues were found to have a powerful impact on the functioning of organizations and also on the quality of the consultancy relationship itself. We argue that it is important to recognize the emotional demands of child-care work generally, but also that it is equally necessary work, through our political experiences, to achieve some kind of understanding of these. Lack of containment for these experiences will impact on the quality of care organizations are able to offer to children in our context.     

Crime problems of the future

Group process methods for problem solving and planning are now widely used in organizations in the United States. Such methods, which involve active participation by employees, are not often used in Russia. We believe these methods would help Russia move from a centrally planned, authoritarian style of management to a more participatory, information-sharing style of management. Accordingly, two training sessions were held with faculty members at universities in Irkutsk and Novosibirsk. This article describes how these meetings were arranged, the results of the planning activities, and the implications of participatory methods of decision making for organizations in Russia and in other transitional economies.     

Don't Predict the Future–Direct it! Comments on the intellectual history,the Logical and Applicative Visibility,and the Underlying Assumptions of Directed Evolution (DE)

The best way to predict the future is to invent it.

—Alan Kay ¹ 1. Alan Kay is one of the inventors of the Smalltalk programming language and one of the originators of the idea of Object Oriented Programming. He is the conceiver of the laptop computer and the architect of the modern windowing GUI.

It is obvious that there are patterns of cultural change—evolution in the neutral sense—and any theory of cultural change worth more than a moment's consideration will have to be Darwinian in the minimal sense of being consistent with the theory of evolution by natural selection of Homo sapiens.

—Daniel Dennett ² 2. Daniel C. Dennett is a Professor of Philosophy and Director of the Center for Cognitive Studies at Tufts University. He is the author of several books, including Consciousness Explained (1991), Darwin's Dangerous Idea (1995), and Kinds of Minds (1996). This quote is taken from his forward to Darwinizing Culture (Aunger 2000 Aunger, R. 2000. Darwinizing culture: The status of memetics as a science, Oxford and New York: Oxford University Press.  [Google Scholar], ix).

The future is here. It's just not widely distributed yet.

—William Gibson ³ 3. In the early 1980s William Gibson wrote Neuromancer, coining the term “cyberspace” to describe computer-generated virtual realities long before we saw the similarities with today's Internet.

It is the magician's wand, by means of which he may summon into life whatever form and mould he pleases.

—Charles Darwin commenting on the power of artificial selection ⁴ 4. Here Darwin is explaining the power of artificial selection and its potential for the directed evolution of biological systems (domestication and commercially oriented breeding) in his Origin of Species (1859, 68).      

Why and when do motives matter? An integrative model of motives,role cognitions,and social support as predictors of OCB

We extend prior thinking about citizenship behavior by integrating employee motives, social support, and role cognitions as predictors of organizational citizenship behavior (OCB). Drawing on trait activation and situated self theories, we provide insights into why and when motives predict OCB using multi-source data from two field samples. In Study 1, we demonstrate that the quality of social support functions as a boundary condition that qualifies relations of motives with OCB. In Study 2, we introduce role cognitions as a proximal motivational factor that mediates the motives by social support interactions with OCB. Our results support the hypothesized moderated mediated model and enhance understanding of OCB by integrating the OCB motive and role cognition literatures, which to date have developed separately. As our results demonstrate, role cognitions, which are domain-specific felt obligations to perform OCB, mediate relations of more distal predispositions to perform OCB with helping and voice citizenship behaviors.     

Social exchange from the supervisor’s perspective: Employee trustworthiness as a predictor of interpersonal and informational justice

Using social exchange theory, we argue that because supervisors tend to value employee trustworthiness, they will be more likely to adhere to interpersonal and informational justice rules with trustworthy employees. Given social exchange theory’s assumption that benefits are voluntary in nature, we propose that the benevolence and integrity facets of trustworthiness will be more likely to engender social exchange relationships than the ability facet. Specifically, we propose that employees seen as having high benevolence and integrity engender feelings of obligation and trust from their direct supervisors, increasing the likelihood that these supervisors will adhere to interpersonal and informational justice rules, which in turn influences employee perceptions of justice. We find partial support for our mediated model using a field sample.     

Conceptualising Decadent Technology: A Case Study of Path Dependence in Radiotherapy

Abstract

Large-scale investments in health technologies often have limited evidence for effectiveness when first introduced. Nevertheless, professional and public discourses often present the advantages of such investments, with unknown risks, as necessary and entailing significant improvement. Such discourses are evident with the introduction of the Linac Adapted Conebeam Imager (LACI), introduced to improve the accuracy of radiotherapy treatments. From one perspective, the introduction of such technologies can be considered to be decadent since there is limited, if any, evidence of improvement of current standards and procedures, yet they are promoted as the latest and best technologies for solving societal problems. Connecting the concepts of decadence to those of path dependence, through the case of the LACI, enables the exploration of the ‘technical interrelatedness’ of technological changes. Building on the concept of path dependence, it is possible to demonstrate how introducing a closely related technology does not only become a low-risk course of action. Rather change is demanded (but not determined) as well as potential alternative systems being obscured. With decadent technologies, any future changes are not only dependent upon past introductions; but also they create a need for future changes. Such a view demonstrates how these technologies may not necessarily offer any improvements, but rather contribute to the creation of ongoing demand for unproven technologies. As a result they may encourage the introduction of increasingly complex technologies.