Cognitive Mentorship: Mediating Protégé Performance,
2013
Air Force Institute of Technology
Cognitive Mentorship: Mediating Protégé Performance, Brian R. Mauntel
Theses and Dissertations
The role of cognitive apprenticeship has been emphasized in facilitating individual performance in the classroom, but there is limited quantitative research directly linking cognitive behaviors to mentoring relationships and workplace performance. This study investigates the characteristics of mentoring behavior that influence group performance using archival data from 52 different organizations. A mediation model is developed and the results indicate that the group-level of mentors' cognitive behavior plays a central role in the mentor-protege relationship. The findings suggest that the mentors' collective articulation of problem solving processes fully mediate the unit's performance, while reflection and exploration partially mediate the relationship. The …
Student Affairs: An Apologia,
2013
Western Kentucky University
Student Affairs: An Apologia, Aaron W. Hughey
Counseling & Student Affairs Faculty Publications
No abstract provided.
Staff Council Meeting Minutes,
2013
Georgia Southern University
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Agenda and Minutes
No abstract provided.
Invisible No More: The Role Of Training And Education In Increasing Union Activism Of Chinese Home Care Workers In Local 1199seiu United Healthcare Workers East (Uhe),
2013
Cornell University
Invisible No More: The Role Of Training And Education In Increasing Union Activism Of Chinese Home Care Workers In Local 1199seiu United Healthcare Workers East (Uhe), Ken Margolies
Ken Margolies
[Excerpt] In 2002 only a small number of Chinese home care workers represented by 1199SEIU United Healthcare Workers East (UHE) were involved in their union. Language, unfamiliarity with unions in the United States, and, in some cases, undocumented immigration status inhibited participation in the life of the union by the growing number of Chinese home care workers. Despite these obstacles in 2007 perhaps the most active segment of the 60,000 home care workers in 1199SEIU now comes from the approximately 10,000 Chinese home care workers. Today, Chinese home care workers are consistently overrepresented at union (not just home care) rallies …
Securing Access To Lower-Cost Talent Globally: The Dynamics Of Active Embedding And Field Structuration,
2013
University of Massachusetts Boston
Securing Access To Lower-Cost Talent Globally: The Dynamics Of Active Embedding And Field Structuration, Stephan Manning, Joerg Sydow, Arnold Windeler
Stephan Manning
This article examines how multinational corporations (MNCs) shape institutional conditions in emerging economies to secure access to high-skilled, yet lower-cost science and engineering talent. Based on two in-depth case studies of engineering offshoring projects of German automotive suppliers in Romania and China we analyze how MNCs engage in ‘active embedding’ by aligning local institutional conditions with global offshoring strategies and operational needs. MNCs thereby contribute to the structuration of field relations and practices of sourcing knowledge-intensive work from globally dispersed locations.Our findings stress the importance of institutional processes across geographic boundaries that regulate and get shaped by MNC activities.
New Silicon Valleys Or A New Species? Commoditization Of Knowledge Work And The Rise Of Knowledge Services Clusters,
2013
University of Massachusetts Boston
New Silicon Valleys Or A New Species? Commoditization Of Knowledge Work And The Rise Of Knowledge Services Clusters, Stephan Manning
Stephan Manning
This paper explores knowledge services clusters (KSCs) as a distinct and increasingly important form of geographic cluster, in particular in emerging economies: KSCs are defined as geographic concentrations of lower-cost skills serving global demand for increasingly commoditized knowledge services. Based on prior research on clusters and services offshoring, and data from the Offshoring Research Network (ORN), major properties and contingencies of KSC growth are discussed and compared with both high-tech clusters and low-cost manufacturing clusters. Special emphasis is put on the ambivalent effect of commoditization of knowledge work on KSC growth: It is proposed that KSCs attract most projects if …
A Closer Look At The Assistant
(To The) Regional Manager:
Personality Differences Between
First And Second In Command
Leaders In Organizations,
2013
University of Nebraska-Lincoln
A Closer Look At The Assistant (To The) Regional Manager: Personality Differences Between First And Second In Command Leaders In Organizations, Ross Benes
McNair Scholars Research Journal
Although a great deal of research has established personality differences between leaders and their followers (Lord, de Vader, & Alliger, 1986) there has been little research on how leaders at different levels of organizations may differ from one another. In particular, no research to date has examined whether or not there are personality differences between those who are first in command of their organizations and those second in command. The present study attempts to explore whether or not these differences exist in terms of both lay perceptions and in reality. The researchers in this study asked 401 individuals to contrast …
Influence Of Organizational Formal Control On Workplace Deviance: A Pilot Study,
2013
Universiti Utara Malaysia
Influence Of Organizational Formal Control On Workplace Deviance: A Pilot Study, Kabiru Maitama Kura, Faridah M. Shamsudin, Ajay Chauhan
Dr. Kabiru Maitama Kura
This pilot study investigated the Influence of organizational formal control on workplace deviance among 81 teaching staff from various higher education institutions in Nigeria, including universities, polytechnics and colleges of education. A web-based survey was used to collect data. The data collected was analysed using Partial Least Squares (PLS) path modeling. As predicted, the path coefficient results showed that perceived behaviour control was negatively related to interpersonal deviance. The results also demonstrated a significant negative relationship between perceived behaviour control and organisational deviance. On the contrary, the finding of this study revealed that perceptions of outcomes controls were not found …
The Politics Of The Education Reform Movement: Some Implications For The Future Of Teacher Bargaining,
2013
Cornell University
The Politics Of The Education Reform Movement: Some Implications For The Future Of Teacher Bargaining, David B. Lipsky
David B Lipsky
[Excerpt] In summary, the ongoing battle over education reform and emerging demographic trends do not bode well for the success of reform efforts in this country and probably mean tougher, if nonetheless more interesting, days at the bargaining table. In recent years taxpayers have been willing to support increased expenditures for public education. But sooner or later taxpayers will want to see results. Both liberal and conservative politicians have been staunch supporters of the school reform movement, but politicians are a notoriously fickle group. To improve the quality of education, we need a sustained effort over an indefinite period of …
The Education Reform Movement And The Realities Of Collective Bargaining,
2013
Cornell University
The Education Reform Movement And The Realities Of Collective Bargaining, Robert E. Doherty, David B. Lipsky
David B Lipsky
[Excerpt] The response to what many believe to be a serious decline in educational achievement and standards has been, so far, a spate of studies, commissions, and reports, all aiming toward reform of the education system. Most of the recommendations that have been implemented to date have come about through state-level legislation and mandates (Darling-Hammond and Berry, 1988). Education reformers disagree on the role of teacher bargaining in achieving their objectives. One wing of the reform movement believes collective bargaining is an obstacle to change and maintains collective bargaining is one reason the schools are in bad shape. But another …
How Union Leaders View Job Training Programs,
2013
University of Wisconsin
How Union Leaders View Job Training Programs, John E. Drotning, David B. Lipsky
David B Lipsky
How do local union leaders view manpower training programs for hard-core-disadvantaged blacks? How do they perceive their members' attitudes towards these training programs? Do unions block the implementation of job training, or do they support it? What are the union leaders' views on special treatment and double work standards for the hard-core-disadvantaged black trainees? How difficult do union leaders think it will be for these trainees to achieve the educational standards set by the firms? We, along with Myron D. Fottler, explored some aspects of these questions in fairly intensive interviews with 51 local and regional union leaders in western …
Linkedin As An Information Source For Human Resources, Competitive Intelligence,
2013
University of Nevada, Las Vegas
Linkedin As An Information Source For Human Resources, Competitive Intelligence, Nancy E. Fawley
Library Faculty Publications
LinkedIn, the online professional network, provides people with the opportunity to interact with other professionals in their fields, locate potential employers through company pages and employees, and participate in forums relevant to their professions.
Valuing Employee Stock Options,
2013
University of Richmond
Valuing Employee Stock Options, Kevin F. Hallock
Economics Faculty Publications
It helps to remember that employee options and market-traded options are quite different. The difference between them makes valuing employee options more complicated, but it also offers a lesson about how the employer's cost for a given piece of the total rewards package may not be the same as its value to a given employee. Organizations too often miss this and, as a result, can find themselves leaving money on the table. A stock option is the right to buy a share of stock at a specific price (called the strike or exercise price) at some point in the future. …
Background Check Policy,
2013
The University of Maine
Background Check Policy, University Of Maine System
General University of Maine Publications
University of Maine System Background Check Policy
Learn To Interview More Effectively,
2013
Minnesota State University - Mankato
Learn To Interview More Effectively, Kristie L. Campana
Psychology Department Publications
No abstract provided.
What's Legal In An Interview?,
2013
Minnesota State University - Mankato
What's Legal In An Interview?, Kristie L. Campana
Psychology Department Publications
No abstract provided.
Ky. Voices: In Disasters, Shared Responsibility Is Government's Role,
2013
Western Kentucky University
Ky. Voices: In Disasters, Shared Responsibility Is Government's Role, Aaron W. Hughey
Counseling & Student Affairs Faculty Publications
No abstract provided.
Staff Council Meeting Minutes,
2013
Georgia Southern University
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Agenda and Minutes
No abstract provided.
Help Revising The Undergraduate Business Programs,
2013
Loyola University Chicago
Help Revising The Undergraduate Business Programs, Dow Scott
Dow Scott
Loyola’s Institute of Human Resources and Employment Relations (HRER) and the Quinlan School of Business are seeking input on revitalizing our undergraduate business major. We need to learn what technical, analytic and interpersonal skills you seek from undergraduate students that you hire and how we can prepare them to be more effective once they are on the job. Please RSVP to Jenny Fernandes at Loyola University (jfernandes1@luc.edu or 312.915.6119) as to which events you will attend. We very much appreciate your help with this effort. Sincerely, Dow Scott, Ph.D. Professor of Human Resources dscott@luc.edu; 312.915.6597
Help Us Build A Better Relationship With The Business Community,
2013
Loyola University Chicago
Help Us Build A Better Relationship With The Business Community, Dow Scott
Dow Scott
Loyola’s Institute of Human Resources and Employment Relations (HRER) and the Quinlan School of Business are seeking input on how we can best support the Chicago business community. We need your help articulating how a long-term mutually beneficial relationship can be established and maintained.
