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Grounded in Strategic Leadership Theory (SLT), the exploratory study examined the effects of appraisal frequency on various work-related factors (job satisfaction, perceived board support, and organizational commitment) on executive director's current appraisal experiences. One hundred and sixty-two executive-level professionals in local park and recreation agencies completed an online survey that was used to measure the variables of interest. Results indicated differences in executive directors' job satisfaction, perceived board support, and organizational commitment based on the frequency in which the formal appraisal was administered. Complete and implications for organizations are discussed. [ABSTRACT FROM AUTHOR]

We provide here a general mathematical framework to model attitudes towards ambiguity which uses the formalism of quantum theory as a "purely mathematical formalism, detached from any physical interpretation". We show that the quantum-theoretic framework enables modelling of the Ellsberg paradox, but it also successfully applies to more concrete human decision-making tests involving financial, managerial and medical decisions. In particular, we elaborate a mathematical representation of various empirical studies which reveal that attitudes of managers towards uncertainty shift from ambiguity seeking to ambiguity aversion, and viceversa, thus exhibiting hope effects and fear effects. The present framework provides a promising direction towards the development of a unified theory of decisions in the presence of uncertainty. [ABSTRACT FROM AUTHOR]

The rising cost of higher education has driven researchers and practitioners alike to identify areas of waste and search for practices associated with increasing efficiency. One area commonly targeted is human resources, where the dominant narrative focuses on the role of downsizing as a way to decrease cost. In contrast to workforce reduction, institutions could reduce inefficiencies by finding effective ways to avoid premature departure and strengthen the current workforce in higher education. In this study, we analyze employees' perception of their work conditions and sense of empowerment, in relation to job satisfaction, which has been found to increase productivity and reduce turnover. To illustrate and model key variables, we utilize structural equation modeling to analyze the relationship between our key latent constructs. We find empowerment is positively related to job satisfaction, while working conditions are not. [ABSTRACT FROM AUTHOR]

A review of interference effects in concurrent temporal/nontemporal dual-task studies suggests that prospective timing may be related to executive cognitive functions. Executive processes play a supervisory role in behavior by controlling attention, coordinating information, and scheduling actions. In the present research, a timing task was paired with an established executive task in a dual-task paradigm. The timing task required subjects to generate a series of 5-sec temporal productions, and the executive task was random number generation. These tasks were performed both separately and concurrently. Comparisons of single-task and dual-task conditions showed that (1) the randomization task interfered with timing by making temporal productions more variable and longer and (2) concurrent timing disrupted randomization performance by making responses less random. This pattern of bidirectional interference supports the idea that timing relies on the same attentional resources used by other executive-level tasks. [ABSTRACT FROM AUTHOR]

Presents a study that examined the intergender difference of morning passages to work among managers in Israel. Core roles of men and women; Methodology; Results of the study.

The attitudes of twenty-nine managers toward performance appraisal and toward their organization were used to predict differences in mean ratings and measures of discrimination among ratees and performance dimensions. Substantial multiple correlations were obtained for all three dependent variables (between 32 and 46% of the variance in each measure was explained), and several individual correlations were statistically significant. Raters who showed low levels of confidence in the appraisal system, high levels of discomfort, or high levels of instrumental commitment were more likely to provide ratings that were unusually high or that did not discriminate well among ratees and/or dimensions. Raters who showed higher levels of attitudinal commitment or who perceived more risks associated with distorting ratings tended to provide lower ratings and to discriminate among ratees and/or dimensions. [ABSTRACT FROM AUTHOR]

Human Resource (HR) executives were surveyed with regard to their perceptions of academic HR research information. In general, the results suggest that HR practitioners' attitudes related to relevance, skepticism, and accessibility are not as negative as was commonly assumed. Still, some specific areas of practitioner concern were identified in the study. The executives' attitudes were also found to be significantly related to specific demographic and organizational variables. Interestingly, HR executives with Ph.D.'s had significantly more negative attitudes toward academic research than those without Ph.D.s. Male HR executives also viewed academic research as more irrelevant than their female counterparts. Attitudes also differed significantly as a function of organizational size and type of industry. [ABSTRACT FROM AUTHOR]

Investigates the role that experience with working women play in determining men managers' views of women managers. Attribution of causes for a woman manager's poor performance; Choices of response to such poor performance; Effects of experience with women managers as colleagues and with employed wives on the stability of men managers' casual attributions.

This paper demonstrates that the positiveness and negativeness of letters of acceptance and rejection from companies have an impact on company image, self-concept of recipient, and reported future intentions of potential recruits. The implication for employers writing letters of acceptance and rejection is that they should communicate with prospective recruits in a positive manner no matter what the letter's message. Positive rejection letters can mitigate effects of rejection and negative acceptance letters can impair the positiveness of acceptance. [ABSTRACT FROM AUTHOR]

The article discusses the relevance of Principle Nine of the Code of Professional Ethics by the Association for Educational Communications and Technology (AECT). It cites a scenario involving a manager commanding an intern to do a task without considering the intern's existing obligations. The AECT Code states that a member shall abstain from behaviors which could be seen as discriminatory, harassing or offensive. It says that the scene shows that multitasking may lead to disorientation.

The article discusses the status of business negotiations in the drug industry based on the 2006-2010 data. It tackles the conflicting perceptions of business development executives (BDEs) from biotechnology companies and those from pharmaceutical firms on the status of business negotiations. It says that other than financial pressures, deal-making is affected by the pharmaceutical firms' failure to develop late-stage assets.