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Homophily, the tendency to associate with similar others, is a fundamental pattern underlying human relationships. Although scholars largely agree on the definition of homophily, their empirical me...

In this study, we seek to understand the consequences of demographic faultlines at the organizational level. Drawing from the faultline and cross-categorization literature, we suggest that organizational demographic faultlines (based on age and gender) have the potential to either reduce or enhance employees’ collective organizational identification and, thereby, indirectly influence firm performance and innovation. Whether organizational demographic faultlines have detrimental or beneficial effects depends on the functional heterogeneity within faultline-based demographic subgroups, where heterogeneity is defined as the extent to which subgroup members belong to different functional departments. We theorize that this functional heterogeneity alters the degree of social integration between demographic subgroups. Results from a multisource field study of demographic faultlines among 5,495 employees in 82 small and medium-sized firms (< 250 employees) support our model. We demonstrate that organizational demographic faultlines have important consequences, and we show that functional heterogeneity changes whether these consequences are negative or positive.

Research Summary: This multicompany qualitative field study combines strategy process and strategy‐as‐practice perspectives to show how innovators successfully gain adoption for their autonomous innovations by reframing the meaning and potential of the associated internal resources to create fit with their organization's strategy. Mapping the five steps involved in the resource reframing process onto the different parts of the Bower‐Burgelman process model of strategic change shows that innovators can shape the strategic context for their autonomous innovations before external market validation is available. These findings confirm the unique potential and importance of different forms of discourse in shaping the strategic innovation process. Managerial Summary: How do innovators from lower levels of an organization gain approval for their innovations especially when their ideas do not readily fit their organization's strategy? To explore this question, we conducted 138 interviews with innovators and their decision makers in 14 firms based in Silicon Valley. We find that successful innovators shape a story supporting their innovation by rethinking their firm's current and potential resources. They then use this story to convince decision makers that their innovation creates unique competitive advantage. Contrary to conventional wisdom, decision makers approved such innovations even without external validation, solely based on the innovators' success in depicting their reorganization of the firm's resources.

An analysis of more than 50 collaborations shows the secrets of success, write Joel Cutcher-Gershenfeld and colleagues from the Stakeholder Alignment Collaborative.

This chapter examines sustainable careers within an historical context. We begin with a group of 1970s scholars who believed that studying careers required sensitivity to both psychological experiences and social context over time. Their approach provided a foundation for the interdisciplinary perspective reflected in our Handbook of Career Theory (1989), an explicit recognition that career theory’s home involves many disciplines, at many levels of analysis. Much has changed since then. Sustainable careers require that individuals recognize responsibility for their work within, across and outside organizations. They also require that organizations find innovative solutions for helping individuals reach their full potential while maximizing their institutions’ performance. However, much of the earlier work on careers can still inform the sustainable careers’ dialogue: we have a durable definition of career, everyone has a career, careers are interdependent with people’s lives, and an interdisciplinary approach is more important than ever. We see the sustainable career as an ‘ideal type’. It may never be fully realized, but it should be a goal in future careers research and responsible human resource management. Van der Heijden and de Vos’ (2015) four elements of sustainable careers – time, social space, agency and meaning – represent important components in framing this research agenda.

A 1H NMR spectroscopy-based laboratory experiment explores mono- and disaccharide structural chemistry, and the enzyme-substrate specificity of glycosidic bond cleavage by β-glucosidase towards cellobiose (β-linked gluco-disaccharide) and maltose (α-linked gluco-disaccharide). Structural differences between cellobiose, maltose, and the glycolytic product glucose are established in terms of chemical shift changes and J-coupling constants of the anomeric proton peaks. The distinct anomeric proton signals observed in the 4.0–5.5 ppm range of glucose, cellobiose, and maltose spectra serve as a signature NMR feature to monitor the substrate specificity of β-glucosidase towards cellobiose as a substrate. This experiment consolidates carbohydrate structural chemistry and NMR spectroscopy as applied to investigate enzyme specificity in the context of a biochemistry laboratory experiment with hands-on NMR experience for upper-division undergraduates.

Amines are known to catalyse silica surface reactions with alkoxy functional organosilanes. In this work, a substoichiometric amount of an aminofunctional silane is bound to the silica surface by reaction with available silanols. This surface bound amine is used to catalyse the reaction of nearby silanols in its vicinity. The result is a bifunctional modified silica surface with two different functional groups intimately mixed at the molecular level. Three types of silicas were modified with a substoichiometric amount of different aminofunctional silanes possessing various structures. These amino-modified silica surfaces were then exposed to a relatively unreactive alkylsilane that requires the presence of an amine for catalysis of the surface reaction. Select materials were characterized by FTIR, TGA, as well as 29Si and 13C solid state NMR. Elemental analysis data was obtained for all materials after aminosilane reactions and after alkylsilane reaction, with and without the presence of surface bound aminosilane present, for quantitative analysis. Each surface bound aminosilane catalyses the reaction of approximately one alkylsilane. An aminosilane that is bound with one bond to the surface catalyses a greater number of alklylsilanes per aminosilane. Surface modified aminosilanes on nanoparticulate fumed silica on average catalyse a greater number of alkylsilanes compared to silica gels. This is the first report demonstrating the feasibility of using a surface bound aminosilane as a catalyst to synthesize intimately mixed bifunctional silica surfaces.

Although the question of who pays for open data is important (“Who will pay for public access to research data?”, F. Berman and V. Cerf, Policy Forum, 9 August, p. [616][1]), a greater challenge lies in implementing the institutional and cultural changes required before data from government-sponsored research can be openly shared. The Office of Science and Technology Policy (OSTP) has ordered U.S. federal agencies to formulate plans to share federally funded science data ([ 1 ][2]). This reflects a fundamental shift in the social contract between scientists and society. While seeking to strengthen science, the order also seeks better use of data to promote economic innovation, improve cross-disciplinary efforts, and address “grand challenge” societal problems such as global climate change and urban violence. The OSTP memo correctly notes that public availability of atmospheric data enabled commercial weather services and severe weather prediction. Yet many data, tools, and models in the geosciences are held by a mix of individual investigators, national data centers, university-based initiatives, and commercial labs, embedded in institutional arrangements that actively reward holding onto data and maximizing individual outcomes in a competitive environment. NSF's EarthCube project, a long-term strategic initiative to build the cyber infrastructure for integrating data, tools, and models in the geosciences, illustrates the challenges and benefits of community engagement and institutional alignment ([ 2 ][3]). The push for open data goes beyond the question of who pays. It challenges science to create a more cooperative culture that aligns credit and rewards with sharing data, tools, and models. 1. [↵][4] OSTP, Expanding Public Access to the Results of Federally Funded Research ([www.whitehouse.gov/blog/2013/02/22/expanding-public-access-results-federally-funded-research][5]). 2. [↵][6] EarthCube ([www.earthcube.org][7]). [1]: /lookup/doi/10.1126/science.1241625 [2]: #ref-1 [3]: #ref-2 [4]: #xref-ref-1-1 "View reference 1 in text" [5]: http://www.whitehouse.gov/blog/2013/02/22/expanding-public-access-results-federally-funded-research [6]: #xref-ref-2-1 "View reference 2 in text" [7]: http://www.earthcube.org

Understanding the earth as a system requires integrating many forms of data from multiple fields. Builders and funders of the cyberinfrastructure designed to enable open data sharing in the geosciences risk a key failure mode: What if geoscientists do not use the cyberinfrastructure to share, discover and reuse data? In this study, we report a baseline assessment of engagement with the NSF EarthCube initiative, an open cyberinfrastructure effort for the geosciences. We find scientists perceive the need for cross-disciplinary engagement and engage where there is organizational or institutional support. However, we also find a possibly imbalanced involvement between cyber and geoscience communities at the outset, with the former showing more interest than the latter. This analysis highlights the importance of examining fields and disciplines as stakeholders to investments in the cyberinfrastructure supporting science.

Behavioral integrity (BI) is the alignment pattern between an actor’s words and deeds as perceived by another person. Employees’ perception that their leader’s actions and words are consistent leads to desirable workplace outcomes. Although BI is a powerful concept, the role of leader referents, the relationship between perceived BI of different referents, and the process by which BI affects outcomes are unclear. Our purpose is to elaborate upon this process and clarify the role of different leader referents in determining various outcomes. To understand the impact of referents, we explicitly compared the BIs of two leader referents: senior management and supervisor. In contrast to previous research findings where supervisory BI was found to have a stronger relationship with outcomes than senior management, we find that both referents are important. However, their impact varies based upon the outcome studied. Only senior management BI predicted organizational commitment, while senior management BI, supervisory BI and supervisory trust predicted organizational cynicism. Only trust in supervisor, and not supervisory BI, impacted organizational citizenship behaviors. When senior management is the referent, trust and not BI might play an important role for outcomes that require extensive employee investments, such as organizational commitment. In contrast, when the outcome measured does not require employee investments, BI might have a direct impact on the outcome. We also uncovered that trust in supervisor substantially influences the trust employees have in their senior management.

When people are asked about their career decisions, they often invoke the influence of they. They may include family or teachers, but it repeatedly includes some amorphous group of generalized others. This article describes my inquiries into the question: Who is they? Initial studies examined individuals’ perceptions of career timetables within organizations. The results suggested that individuals experience their social context as an intricate territory informed by self-perceptions, shared perceptions, and actual distributions. However, these studies assumed they equalled the employee population. Later work showed that in large organizations this assumption is unwarranted. Each individual acquires his or her own non-random version of social context: an organizational reference group. These individual-level reference groups and the neighborhoods in which they cluster are distinctive because they include distant associations defined only by awareness. Both concepts offer opportunities for exploring the social structure that emerges between individuals’ informal social networks and the organization.

How do innovators acquire formal organizational support for their early stage ideas? Innovations rarely fit well with an organization’s strategy, structure, resources or institutionalized patterns ...

Faultline theory proposes that when the distributions of individuals’ attributes in groups are aligned, they create homogeneous subgroups, characterized by within-group similarities and between-group differences. As homogeneity increases, these differences are increasingly likely to acquire meaning to subgroup members and thus to influence behavior. Although the face validity of faultlines is appealing, empirical methods have been difficult. The most commonly used, Fau and FLS, have several limitations, for instance difficulty with integrating nominal, categorical, and continuous variables. This article proposes latent class cluster analysis (LCCA) as an additional analytical tool. After reviewing the literature involving interdependent attributes, the most common faultline measures are described and compared with LCCA. A study of faultlines in a large organization is presented. LCCA induces a five-class model of organizational faultlines. A comparison of work-related communication contacts indicates that subjects have more within-subgroup than between-subgroup contacts, supporting the criterion-related validity of the faultline solution.

This review of literature about gifted rural education reveals not only important information but the need for further work. The concepts presented have applicability that is not exclusively rural, but they derive from studies done with rural students and take rural culture, history, and circumstances into account. Understanding the context of gifted rural students is essential if educators are to identify and teach them effectively. The author notes that doing so is critical for the sustainability of rural communities. These communities need gifted and talented students who understand and love them to invest their own lives in caring for such places. The author groups the studies reviewed into sections about rural values and culture, being gifted, identifying gifted rural students, options for educating gifted rural students, and teaching teachers to teach gifted rural children.

In the United States, one of the Standards for Mathematical Practice of the Common Core Curriculum (Common Core State Standards Initiative, 2010) is Model with mathematics . This standard requires that students be taught in a manner that will enable them to “apply the mathematics they know to solve problems arising in everyday life, society, and the workplace” (p. 7). However many prospective and practicing teachers acquire a pedagogical style that does not support this standard. To promote higher levels of student thinking associated with mathematical modeling, teachers must thus be taught not only what mathematical modeling is, but how it can be effectively incorporated in their lessons and presented to their classes. Teacher training should also include how to develop rubrics for assessment, among which are rubrics that enable students to demonstrate mathematical modeling proficiency in different ways. In this research, the topics addressed include ways professional development can help in-service teachers appreciate the importance of mathematical modeling tasks; concerns about teacher backgrounds in mathematical modeling; and the most effective ways for improving in-service teachers’ knowledge of mathematical modeling and their teaching of mathematical modeling. While the primary focus of this research is on teacher education and training in the United States, the findings from both domestic and international research are clearly significant for those who are responsible for various aspects of teacher preparation worldwide. Common Core State Standards Initiative. (2010). Common Core State Standards for Mathematics (CCSSM). Washington, DC: National Governors Association Center for Best Practices and the Council of Chief State School Officers.

Araneoid spiders use specialized abdominal glands to manufacture up to seven different protein-based silks/glues that have diverse physical properties. The fibroin sequences that encode egg case fibers (cover silk for the egg case sac) and the secondary structure of these threads have not been previously determined. In this study, MALDI tandem TOF mass spectrometry (MS/MS) and reverse genetics were used to isolate the first egg case fibroin, named tubuliform spidroin 1 (TuSp1), from the black widow spider, Latrodectus hesperus. Real-time quantitative PCR analysis demonstrates TuSp1 is selectively expressed in the tubuliform gland. Analysis of the amino acid composition of raw egg case silk closely aligns with the predicted amino acid composition from the primary sequence of TuSp1, which supports the assertion that TuSp1 represents a major component of egg case fibers. TuSp1 is composed of highly homogeneous repeats that are 184 amino acids in length. The long stretches of polyalanine and glycine-alanine subrepeats, which account for the crystalline regions of minor ampullate and major ampullate fibers, are very poorly represented in TuSp1. However, polyserine blocks and short polyalanine stretches were highly iterated within the primary sequence, and (13)C NMR spectroscopy demonstrated that the majority of alanine was found in a beta-sheet structure in post-spun egg case silk. The TuSp1 repeat unit does not display substantial sequence similarity to any previously described fibroin genes or proteins, suggesting that TuSp1 is a highly divergent member of the spider silk gene family.

• Premise of the study: An efficient and inexpensive system was developed to produce smoke solutions from plant material to research the influence of water-soluble compounds from smoke on seed germination. • Methods and Results: Smoke solutions (300 mL per batch) were produced by burning small quantities (100–200 g) of dried plant material from a range of species in a bee smoker attached by a heater hose to a side-arm flask. The flask was attached to a vacuum water aspirator, to pull the smoke through the water. The entire apparatus was operated in a laboratory fume hood. • Conclusions: Compared with other smoke solution preparation systems, the system described is easy to assemble and operate, inexpensive to build, and effective at producing smoke solutions from desired species in a small indoor space. Quantitative measurements can be made when using this system, allowing for replication of the process.

The article discusses the issue of time as it pertains to organizational research. The author believes that looking at research in terms of time is a powerful tool in assessing organizational phenomena. According to the author, temporal research allows researchers to gain more perspective when looking at organizational issues such as decision making, group performance and organizational transformation. The author notes that the field of temporal research is translated into concepts including pacing, timing and sequencing.

Since its definition in the early 1980s, organizational demography has become an influential research area. Scholars map the relationship between demographic variables and organizational outcomes, examining such questions as whether increasing work group diversity leads to greater turnover and whether decreasing tenure similarity within a top management team leads to more numerous strategic reorientations. Asking such questions requires only a demographic predictor and an outcome, but answering them often requires additional theoretical constructs. For example, the relationship between work group diversity and turnover might be explained by communication and conflict. As work group diversity increases, communication within the group may become more difficult, resulting in greater conflict and thus increasing turnover. Despite the important, sometimes critical, role of such additional theoretical concepts, researchers often leave them loosely specified and unmeasured, creating a “black box” filled with vague, untested theories. This article presents a critical analysis of this approach. The results show that simple demographic explanations may generate multiple, mutually exclusive, often implicit theories involving numerous additional concepts. An evaluation of these more complex theories against previous research shows that they receive only weak support. Hence, the black box approach to organizational demography presents serious theoretical problems. Examples are provided to illuminate these problems. Four directions are suggested for research in organizational demography: deepening current variance explanations, creating dynamic models, exploring factors that produce demographic distributions, and moving beyond the variance model.

Scholars believe that age norms, defined here as widely shared judgments of the standard or typical ages of individuals holding a role or status within a given context, circumscribe behavior in all human societies. Admonitions such as "act your age" indicate that we expect older people to conduct themselves differently from younger people. Laws codify society's judgments of when people are old enough to vote and purchase alcoholic beverages. Work organizations have informal rules about typical ages for promotion. Yet, despite the centrality of age norms to human interaction, we know very little about them. Age norms seem easy to observe, but they have proved difficult to define and measure. Moreover, although many scholars consider age norms in a societal context, few examine them in other structured settings, such as communities or work organizations. This article explores theoretical and measurement issues that have impeded age norm studies, and presents one approach to their resolution using data from three work organizations.

Absolute rate constants for rotational and rovibrational energy transfer in the system Ne-Li2(A1Sigmau+) were measured by a dispersed fluorescence technique following excitation of the (v = 0,j = 18) initial level of Li2(A1Sigmau+). The rate coefficients for Deltav = 0 processes decline monotonically with increasing |Deltaj|. The Deltav = 1 rate coefficients are also peaked near Deltaj = 0 but show a broad shoulder extending to approximately Deltaj = 30. Classical trajectory calculations and accurate quantum mechanical close-coupled calculations were used to compute theoretical rate constants from an ab initio potential surface. The agreement between the classical and quantum calculations is very good. The calculations slightly overestimate the measured rate constants for Deltav = 0, Deltajor= 6 processes but underestimate those for Deltav = 0, Deltajor= 20, implying that the anisotropy of the ab initio surface is too small at short range and too large at long range. For Deltav = 1 collisions, the calculations agree well with experiment for Deltajor= 0 and show the correct qualitative behavior for positive Deltaj, including both the peaking at Deltaj = 0 and the shoulder extending to positive Deltaj. However, they underestimate rate constants for Deltav = 1, Deltaj0 collisions, disagreeing with experiment by a factor of 2 for Deltaj approximately 20 but agreeing better at higher and lower Deltaj. Analysis of classical trajectories indicates that the vibrationally inelastic collisions fall into two groups corresponding to equatorial and near-end impacts; the former generally produce small Deltaj while the latter produce large Deltaj. Studies of a simple model potential show that this dual mechanism may be a general phenomenon not limited to the particular potential surface employed here. Criteria controlling the relative importance of the two vibrational excitation routes are enumerated.

Individual attainment within organizational careers, or career mobility, has been explained by individual attributes and by demographic processes. These seemingly unrelated views can be reconciled by suggesting that employees develop a shared perception of their organizations's career hierarchy, and that this shared perception produces systematic managerial selection preferences that influence individual attainment. A study that examines the first part of this process is presented. The results, based on questionnaire data from an electric utility, suggest that managers do develop a shared perception of their organization's career hierarchy. However, managers' perceptions are not unanimous, and the analysis examines two explanations for perceptual variation. The implications of the proposed connection for further development of a multiple-level explanation of individual attainment are discussed.

Organizational demography research tends to invoke multi-level concepts that require multi-level theories and analysis. Scholars originally paid little attention to this multi-level work. However, the complex issues involved in studying multi-level demographic phenomena are receiving increasing scrutiny. Three historical oppositions in social science have contributed to current limitations: the disciplinary differences between psychology and sociology; the analytical antagonism between quantitative and qualitative analysis; and the rhetorical distinctions between deductive and inductive discussion. These oppositions suggest that a more qualitative, inductive approach may uncover new directions for multi-level demographic theory. Two possibilities are discussed. One is to refocus on the phenomena themselves instead of their outcomes. Another is to explore how demographic misperceptions influence individual behavior.

This paper introduces an outcome-based theory of work motivation. This theory focuses on the individual's expected consequences of his or her action. We identify four different types of expected consequences, or motives. These motives lead to four types of motivation: extrinsic, intrinsic, contributive, and relational. We categorize these outcomes using two criteria: the perceived locus of causality, which defines the origin of the motivation, and the perceived locus of consequence, which defines who receives the consequences of the action. Individuals generally act based on a combination of extrinsic, intrinsic, contributive, and relational motivations, each one having a particular weight. We use the term motivational profile to refer to the particular combination of an individual's motivations in a certain context. Individuals may experience conflict when different alternatives convey different expected consequences (or motives). Resolution of conflicts among motives results in motivational learning. Specifically, the resolution of conflicts among motives of the same type results in calculative learning. On the other hand, the resolution of conflicts among motives of different types results in evaluative learning. Evaluative learning implies a change in the individual's motivational profile.

Previous studies explain situational antecedents of OCB using social exchange theory. However, the effects of factors such as perceptions of job characteristics on OCB seem to require a different explanatory mechanism. We propose that these effects can be explained through a new exchange relationship that we call work exchange. We develop a theory for the situational antecedents of OCB that includes economic, work, and social exchange relationships. The theory is tested using structural equations.

The identity of a number of phosphorus-containing metabolites present in Synechocystis sp. PCC 6308 has been confirmed by 31P NMR spectroscopy. The presence of D-ribulose 1,5-bisphosphate (RuBP); DL-glyceraldehyde 3-phosphate (GlyP); D(-)3-phosphoglyceric acid (3PGA); D-ribulose 5-phosphate (Ru5P);6-phosphogluconic acid (6PGA); phosphoenolpyruvate (PEP); inorganic phosphate (Pi); uridine diphosphoglucose (UDPG); ADP and ATP were demonstrated by the pH dependence of their 31P NMR chemical shifts in spectra of perchloric acid cell extracts. Intracellular pH of cells was determined to be 7.5-7.7.

A 2001 special issue of the Academy of Management Review called for a temporal lens to shed light on complex organizational phenomena. A decade later, we take stock of key developments that have sh...

Careers unfold within and are bound by multiple social systems, most obviously organizations, but also occupational groups, family, and society at large, as expressed, for instance, in the relation...

This symposium explores the notion of age in work settings in an attempt to improve our understanding of the effects that age has on work-related outcomes. Specifically, we examine what makes age d...

This study was designed to examine the relationship of participation in the Chapter I Parent Center to four of the variables often associated with academic achievement namely: (1) the child's home environment; (2) parental attitude towards education; (3) the child's self-concept; and (4) the child's motivation to learn. In addition, the study examines the relationship between participation in the Chapter I Parent Center program and reading achievement. The basic objective of the parent involvement program was to refine parenting skills in order that parents become more effective as motivators in the academic development of their child. The subjects utilized for this study were three groups of 12 mothers each and their children who were enrolled in the Chapter I program. Data for the study were obtained from instruments administered to the children and from questionnaires given to their mothers. Reading achievement scores were obtained from the children's post SRA test results. The post test-only control group design was employed. The control group received no treatment. A one-way analysis of variance (ANOVA) was used to compare groups in terms of their mean scores. It was hypothesized that following the treatment, parents in the experimental group and their children would score higher than control parents and their children on the instruments designed to measure the five variables. Administrators as well as teachers would benefit greatly from the findings to assist them in areas of concern regarding parent conferences, examining school policies, planning school spending, fostering improved home/school relationships through heightened parental awareness of school expectations, and ultimately improved student achievement. Experimental subjects scored significantly higher than the control subjects on only one of the five variables. Experimental parents scored significantly higher than control parents on the home environment measure. No significant differences were observed on the other variables. A further purpose of the study was to determine the relationship of participation in the Parent Center program to reading achievement. No significant difference was observed between participants and non-participants on the reading achievement measures. Ed. D.

This article describes a simple, inexpensive, and rapid method for generating a mixture of DCl and HCl. We include infrared vibrational-rotational spectroscopy of gaseous hydrogen chloride and its deuterium counterpart in our physical chemisrty laboratory.

Although previous researchers have proposed organizational demography as an important determinant of communication, no one has tested this relationship directly. Further, distinctions between the i...