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Articles 1141 - 1160 of 1160

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An Appraisal Of Local Exchange And Trading Systems In The United Kingdom, Colin C. Williams May 1996

An Appraisal Of Local Exchange And Trading Systems In The United Kingdom, Colin C. Williams

Colin C Williams

During the past few years, Local Exchange and Trading Systems (LETS) have emerged through the
United Kingdom and are being widely heralded as a new tool for promoting community development.
Indeed, 64 per cent of local authorities have expressed an intention to develop a LETS in their area (Gibbs et al, 1995). However, there has been little, if any, appraisal of LETS which can inform such policy initiatives. Therefore, the aim of this paper is to report the results of a national survey of the origins, objectives, growth, magnitude, character and impacts of LETS. Arising out of this, several alterations …

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Intuitive Hedonics: Consumer Beliefs About The Dynamics Of Liking, Jackie Snell , Brian J. Gibbs, Carol Varey May 1995

Intuitive Hedonics: Consumer Beliefs About The Dynamics Of Liking, Jackie Snell , Brian J. Gibbs, Carol Varey

Brian J. Gibbs

No abstract provided.

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When Accuracy Is Not Enough: The Moderate Effect Of Perceived Appraisal Use, M J. Vest, Dow Scott, K Tarnoff Dec 1994

When Accuracy Is Not Enough: The Moderate Effect Of Perceived Appraisal Use, M J. Vest, Dow Scott, K Tarnoff

Dow Scott

It is hypothesized that perceived appraisal use in making pay related decisions will moderate the relationship between instrumentality beliefs and appraisal accuracy related variables. Perceived appraisal use was found to moderate the relationship between instrumentality beliefs and perceived appraisal accuracy, supervisor appraisal behavior, and supervisor knowledge of performance.

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Effects Of Supervisor's Gender On American Women's Trust Mar 1994

Effects Of Supervisor's Gender On American Women's Trust

Sandy Miles

The article looks at whether female employees trust their male supervisors more than their female supervisors and investigates the predictors of trust and whether these predictors vary significantly for women reporting to men and for women reporting to women. In vertical dyadic relationships, trust is a prerequisite for facilitating authentic communication, for building mentor-mentee connections, for increasing productivity, and for experiencing a good quality of life. Trust implies the unquestioning belief in or reliance upon someone or something so as to achieve a desired objective in a risky situation. The literature on trust and gender indicate three variables that are …

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Self-Rated Performance And Pay Satisfaction, Merit Increase Satisfaction, And Instrumentality Beliefs In A Merit Pay Environment, M J. Vest, Dow Scott, S E. Markham Dec 1993

Self-Rated Performance And Pay Satisfaction, Merit Increase Satisfaction, And Instrumentality Beliefs In A Merit Pay Environment, M J. Vest, Dow Scott, S E. Markham

Dow Scott

The relationship of self-rated performance to pay level satisfaction, merit increase satisfaction, and instrumentality beliefs in a merit pay environment is investigated. Self-rated performance exhibited a significant negative relationship with all three variables beyond that accounted for by control variables. Implications and suggestions for future research are discussed.

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Having Friends In High Places: The Effects Of Structural Characteristics Of Mentoring Dyads On Protégé Career Outcomes, Terri A. Scandura Phd, Chester A. Schriesheim Dec 1991

Having Friends In High Places: The Effects Of Structural Characteristics Of Mentoring Dyads On Protégé Career Outcomes, Terri A. Scandura Phd, Chester A. Schriesheim

Terri A. Scandura

Three structural characteristics of mentoring dyads (the mentor’s hierarchical level, duration of the mentoring relationship, and how long the protégé has been without a mentor) were proposed as having main and possibly interactive effects with three mentoring functions (social support, career coaching, and role modeling) on five protégé outcome variables (career expectations, commitment to the firm, number of hours worked during peak season, number of direct reports supervised, and current annual salary). Data from a sample of Certified Public Accountants (CPAs; N=786) were employed to first assess the distinctiveness of the proposed three mentoring functions by maximum likelihood confirmatory factor …

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Learning From Feedback: Exactingness And Incentives, Robin M. Hogarth, Brian J. Gibbs, Craig R. M. Mckenzie, Margaret A. Marquis Jun 1991

Learning From Feedback: Exactingness And Incentives, Robin M. Hogarth, Brian J. Gibbs, Craig R. M. Mckenzie, Margaret A. Marquis

Brian J. Gibbs

No abstract provided.

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The Impact Of Gender And Other Characteristics On Perceived Effects Of Job Loss Among Unemployed Individuals, James Brodzinski, C. Christensen, R. Tudor, D. Sabbarese, D. Roebuck Dec 1990

The Impact Of Gender And Other Characteristics On Perceived Effects Of Job Loss Among Unemployed Individuals, James Brodzinski, C. Christensen, R. Tudor, D. Sabbarese, D. Roebuck

James D Brodzinski

No abstract provided.

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Shaping The Desire To Become An Entrepreneur: Parent And Gender Influences, James Brodzinski, R. Scherer, F. Wiebe, K. Goyer Dec 1990

Shaping The Desire To Become An Entrepreneur: Parent And Gender Influences, James Brodzinski, R. Scherer, F. Wiebe, K. Goyer

James D Brodzinski

No abstract provided.

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Teacher Absenteeism In Secondary Education, Dow Scott, J C. Wimbush Dec 1990

Teacher Absenteeism In Secondary Education, Dow Scott, J C. Wimbush

Dow Scott

Teacher absenteeism is a serious problem for school systems. Using an existing model of attendance behavior as a guide, attitudinal, demographic and absenteeism data from 265 secondary teachers were examined. Canonical correlation analysis revealed that absenteeism among teachers was significantly related to distance to work, gender, job involvement, and overall job satisfaction.

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Entrepreneur Career Selection And Gender: A Socialization Approach, James Brodzinski, R. Scherer, F. Wiebe Dec 1989

Entrepreneur Career Selection And Gender: A Socialization Approach, James Brodzinski, R. Scherer, F. Wiebe

James D Brodzinski

No abstract provided.

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The Interaction Of Rater And Ratee Gender On Performance Appraisal Outcome, James Brodzinski, R. Scherer Dec 1989

The Interaction Of Rater And Ratee Gender On Performance Appraisal Outcome, James Brodzinski, R. Scherer

James D Brodzinski

No abstract provided.

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Gender Differences In Absenteeism, Dow Scott, E L. Mcclellan Dec 1989

Gender Differences In Absenteeism, Dow Scott, E L. Mcclellan

Dow Scott

Investigated employee characteristics and attitudes of 243 female and 105 male secondary school teachers to determine if men and women had different reasons for being absent. Although women perceived some work related factors differently than men and took substantially more days off than men, their absence occurrences were not significantly different. In addition, an employee's age and attitude toward pay were the only factors that exhibited a gender-related impact on absenteeism. Perceived role conflict and job involvement were significantly related to absenteeism for men and women.

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Prows Plus Hair Growth, Prowsplus Hair May 1989

Prows Plus Hair Growth, Prowsplus Hair

prowsplus hair

Regardless of any gender or age piece, this product resumes your herbal Prows Plushair growth through escalating the follicles. this is the number one ground why it really works day-to-day is applauded everywhere in the planet. To reap an astounding adjustment in your hair every dayp first-class, you need to use this nutritional supplement on a each day basis. within weeks it will regenerate the hair boom every day every day look at a good adjustment and distinction to your looks. So, try this formulation courageously every day regrow your hair inside 90 DAYS just with Prows Plus Hair …

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Impact Of Exchange Variables On Exit, Voice, Loyalty, And Neglect: An Integrative Model Of Responses To Declining Job Satisfaction, Caryl E. Rusbult, Dan Farrell, Glen Rogers, Arch G. Mainous Aug 1988

Impact Of Exchange Variables On Exit, Voice, Loyalty, And Neglect: An Integrative Model Of Responses To Declining Job Satisfaction, Caryl E. Rusbult, Dan Farrell, Glen Rogers, Arch G. Mainous

Glen Rogers

This research offers a new theory predicting the effects of three exchange variables, job satisfaction, investment size, and quality of alternatives, on four general responses to dissatisfaction—exit, voice, loyalty, and neglect. Three studies designed to test model predictions' received good support. High satisfaction and investment encouraged voice and loyalty and discouraged exit and neglect. Satisfaction and investment interacted, with variations in investment most strongly promoting voice given high satisfaction. Better alternatives encouraged exit and voice and discouraged loyalty. However, there was no link between alternatives and neglect.

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Employee Assistance Program Utilization And Client Gender, James Brodzinski, K. Goyer Dec 1986

Employee Assistance Program Utilization And Client Gender, James Brodzinski, K. Goyer

James D Brodzinski

No abstract provided.

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Tracking The Merit Of Merit Pay, F S. Hills, R M. Madigan, Dow Scott, S E. Markham Dec 1986

Tracking The Merit Of Merit Pay, F S. Hills, R M. Madigan, Dow Scott, S E. Markham

Dow Scott

No abstract provided.

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The Job Satisfaction/Absenteeism Relationship: Gender As A Moderating Variable, Dow Scott, D A. Mabes Dec 1983

The Job Satisfaction/Absenteeism Relationship: Gender As A Moderating Variable, Dow Scott, D A. Mabes

Dow Scott

No abstract provided.

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Trust Differences Between Men And Women In Superior And Subordinate Relationships, Dow Scott Dec 1982

Trust Differences Between Men And Women In Superior And Subordinate Relationships, Dow Scott

Dow Scott

Trust perceptions of male and female respondents toward on-site supervisors, area supervisors, and top management were investigated in a large state agency. Although trust differences between men and women toward management were not found, respondents reporting to someone of the same gender had significantly higher trust in their superior than did men or women reporting to a superior of the opposite sex. Perceptions of trust were also found to be significantly related to the respondent's position level in the organization.

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An Analysis Of Absenteeism Cases Taken To Arbitration: 1975-1981, Dow Scott, G S. Taylor Dec 1982

An Analysis Of Absenteeism Cases Taken To Arbitration: 1975-1981, Dow Scott, G S. Taylor

Dow Scott

An analysis of 146 absentee discharge cases taken to arbitration reveals that arbitrators decide such cases in a fairly consistent manner. Content analysis of each case, supplemented with nonparametrical statistical analyses, indicate that eight factors appear to have the greatest influence on the arbitral decision: (1) the reason given by the employer for the discharge; (2) the existence of a formal absence control policy; (3) the consistent application of this policy; (4) employee knowledge of the attendance policies; (5) management adherence to its own policies; (6) the use of progressive discipline; (7) the employee's length of service with the employer; …

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