- Fellow, Society for Industrial and Organizational Psychology (SIOP) http://www.siop.org/edit
Despite its importance, workplace stress is not well understood in terms of its impact on employees. Workers experience stressful circumstances all the time-including working conditions, work expectations, and interpersonal interactions.... more
Despite its importance, workplace stress is not well understood in terms of its impact on employees. Workers experience stressful circumstances all the time-including working conditions, work expectations, and interpersonal interactions. People experience stress both psychologically and physically-as a stimulus, a reaction, and as a cognitive/affective/ physiological state. We review three distinct concepts that influence stress at work: stressors, stress response, and stress-related outcomes. Stress-related outcomes are described as either eustress-a healthy, positive outcome of stress, and distress-outcomes associated with negative stress. A case study presents two organizations and how managers differentially experienced stress, providing a resource to better understand the key role of HRM in workplace stress.
Research Interests:
Building on existing conceptualizations of stress, we present a model which provides an alternate explanation of the efficacy of human resource development (HRD) interventions. Unlike most stress research which emphasizes the negative... more
Building on existing conceptualizations of stress, we present a model which provides an alternate explanation of the efficacy of human resource development (HRD) interventions. Unlike most stress research which emphasizes the negative side of stress, we view eustress – good stress – as a positive individual and organizational outcome. The HRD Eustress Model extends theory from the positive psychology and positive organizational behavior literature and positions a role for HRD in creating positive stress as a means to improve performance. We describe how HRD professionals can help challenge employees as a means of attaining individual goals and personal development.
Research Interests:
Staff rides—planned learning events that recreate a significant historical incident while engaging participants in open reflection and dialogue—offer many advantages for developing managers, yet they are relatively underutilized in... more
Staff rides—planned learning events that recreate a significant historical incident while engaging participants in open reflection and dialogue—offer many advantages for developing managers, yet they are relatively underutilized in management learning and education. Developed over a century ago, military staff rides develop leadership and decision-making skills and are an early example of psychological empowerment in that officers participate in planning battle strategy, yet are also trusted with making individual operational adjustments in the heat of the battle. Grounded in experiential learning theory, the case study, and critical incident methodology, staff rides involve a preliminary study of the historical event, a visit to the field, and an integration phase. Popular today for wildland, fire, and public health in addition to military instruction, staff rides are unique in engaging participants in active exchange of information, reflective thought, and collective analysis of the event under study. In an effort to guide and encourage use of the staff ride for management education, we provide a review, a developmental guide with examples for implementation, and a discussion of the strengths and limitations of the method.
Research Interests:
This situation-based exercise explores the concept of workplace bullying -- abusive verbal or non-verbal behavior or sabotaging tactics which prevent workers from performing satisfactorily (Namie & Namie, 2004). Workplace bullying is... more
This situation-based exercise explores the concept of workplace bullying -- abusive verbal or non-verbal behavior or sabotaging tactics which prevent workers from performing satisfactorily (Namie & Namie, 2004). Workplace bullying is costly as it distupts productivity and negatively impacts employee retention and recruitment (Becker, Bailey, & Catanio, 2014). Bullying often results from a power imbalance between victim and perpetrator; as such, human resource management can champion a strong organizational culture in which employees feel free to speak openly, question authority figures, and report workplace incivility concerns (Crothers, Lipinski, & Minutolo, 2009). A focus on identifying and creating resources to help victims creates a workplace environment that promotes civility and does not tolerate bullying. Training employees can help increase awareness of the issues involved. A case involving supervisory favoritism that accelerated a workplace bully is presented.
Research Interests:
This situation-based exercise introduces the concept of an ethical dilemma – a situation in which two or more values are in conflict. Ethical dilemmas in business concern four major areas: human resources, customer confidence, conflicts... more
This situation-based exercise introduces the concept of an ethical dilemma – a situation in which two or more values are in conflict. Ethical dilemmas in business concern four major areas: human resources, customer confidence, conflicts of interest, and the use of corporate resources (Treviňo & Nelson, 2010). Ethical dilemmas are most difficult to identify when they combine several different areas. New employees are especially vulnerable because they are often overwhelmed with information and have not yet been socialized into the company’s organizational and ethical culture. Human Resource Management can play a critical rolefostering an ethical culture by providing orientation and training for all employees. The following case challenges students by placing them in the midst of a realistic business ethics situation.
Research Interests:
Psychological empowerment is the perception that workers can help determine their own work roles, accomplish meaningful work, and influence important decisions. Empowerment has been studied from different perspectives, including... more
Psychological empowerment is the perception that workers can help determine their own work roles, accomplish
meaningful work, and influence important decisions. Empowerment has been studied from different
perspectives, including employee perceptions, leadership behaviors, and management programs. Despite
positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive
and seemingly contradictory outcomes stem from the fact that few companies give employees significant
control and access to management information. A half century of research suggests that empowerment
strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including
characteristics of organizations, leaders, employees, and the work itself.
meaningful work, and influence important decisions. Empowerment has been studied from different
perspectives, including employee perceptions, leadership behaviors, and management programs. Despite
positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive
and seemingly contradictory outcomes stem from the fact that few companies give employees significant
control and access to management information. A half century of research suggests that empowerment
strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including
characteristics of organizations, leaders, employees, and the work itself.
Research Interests:
Research Interests:
Research Interests:
The authors present and illustrate the research staff ride—the re-creation of a historical event for the purpose of understanding organizational phenomena through observation, reflection, and discussion. Staff rides make unique... more
The authors present and illustrate the research staff ride—the re-creation of a historical event for the purpose of understanding organizational phenomena through observation, reflection, and discussion. Staff rides make unique contributions to research through the independent analysis of events outside organizations by content experts who collectively and concurrently reflect on retrospective data while experiencing context. Staff rides involve the examination of ordered sequences of contextually bound events and, thus, promote participants' understanding of the dependence between past and future observations. In this article, the authors elaborate on the types of data, data collection procedures, and data analyses for research staff rides. Importantly, they discuss potential strengths and challenges associated with staff rides in qualitative research, along with ways to address these challenges.
Research Interests:
Research Interests:
Abstract: Socially responsible employment practices help organizations attract, develop, and manage employees while valuing them as investments. Environmental social responsibility considers people, planet and profit issues that lead to... more
Abstract: Socially responsible employment practices help organizations attract, develop, and manage employees while valuing them as investments. Environmental social responsibility considers people, planet and profit issues that lead to sustained competitive advantage. Creating socially responsible and sustainable employment practices help organizations meet current needs without compromising the ability to meet future needs.
Abstract: Despite increased recognition of the importance of knowledge creation, understanding how organizations transfer knowledge is limited. Organizations use greenfields to experiment with and expand the implementation of new work... more
Abstract: Despite increased recognition of the importance of knowledge creation, understanding how organizations transfer knowledge is limited. Organizations use greenfields to experiment with and expand the implementation of new work practices. Greenfields are new plants, typically but not exclusively manufacturing, that belong to an existing organization.
Abstract: Self-directed work teams (SDWTs) are groups of employees who manage themselves and their work. They are unique in that they perform all of the tasks necessary to produce a product or service and they govern themselves. Team... more
Abstract: Self-directed work teams (SDWTs) are groups of employees who manage themselves and their work. They are unique in that they perform all of the tasks necessary to produce a product or service and they govern themselves. Team members–not supervisors–decide how best to perform the work. For example, team members determine work schedules and assign work roles–tasks more typically performed by a supervisor. However, SDWTs do have limits to their decision-making.
Research Interests:
Research Interests:
The developing field of Islamic Chaplaincy consists of an emergent group of religious authorities in the American Muslim community engaging in a dynamic, sometimes ambiguous, professional field. We demonstrate how prison chaplains... more
The developing field of Islamic Chaplaincy consists of an emergent group of religious authorities in the American Muslim community engaging in a dynamic, sometimes ambiguous, professional field. We demonstrate how prison chaplains provide religious accommodation, advocacy for civil rights, and potentially rehabilitative services to incarcerated Muslims; Muslim hospital chaplains provide service to hospitalized patients regardless of faith tradition, though the lack of adequately CPE-trained Muslims inhibits expansion; Muslim military chaplains struggle with suspicion from homeland security agencies, while their endorsing bodies are inadequately developed for training and support; and Muslim college chaplains nurture students in a variety of settings, though often without adequate funding models. This research brings disparate streams of scholarship together to provide a benchmark for the future development of Islamic Chaplaincy in the United States.
Abstract: The Civil Rights Act of 1991 (“CRA of 1991”) amends the laws enforced by the Equal Employment Opportunity Commission (EEOC) to provide additional deterrents to and protections from unlawful harassment and discrimination in the... more
Abstract: The Civil Rights Act of 1991 (“CRA of 1991”) amends the laws enforced by the Equal Employment Opportunity Commission (EEOC) to provide additional deterrents to and protections from unlawful harassment and discrimination in the workplace. The changes made by the CRA of 1991 provide additional rights to employees that have been victims of discrimination and additional recourse to seek damages from an employer.
The field of organization development (OD) has a rich history replete with triumph and innovation. Yet recently the field appears to be undergoing an identity crisis—what is the best way forward? Many scholars are revisiting dialogical... more
The field of organization development (OD) has a rich history replete with triumph and innovation. Yet recently the field appears to be undergoing an identity crisis—what is the best way forward? Many scholars are revisiting dialogical and social constructionist approaches as offering promise in OD theory and research (Bushe & Marshak, 2009; McLean, 2005; Rothwell, Stavros, Sullivan, & Sullivan, 2010; Van Nistelrooij & Sminia, 2010).
Abstract: The development of a Likert-type questionnaire for measuring motivational style is discussed. A heterogeneous group consisting of 276 people from various occupations participated in this research. The factor structure of the... more
Abstract: The development of a Likert-type questionnaire for measuring motivational style is discussed. A heterogeneous group consisting of 276 people from various occupations participated in this research. The factor structure of the motivational style questionnaire is examined through a principal components factor analysis. Nine factors are discussed with respect to the reliability and validity of the factors. In addition, the factors are examined according to demographic characteristics of the respondents.(Author)
Abstract: Social and environmental responsibility is increasingly important to psychological research and practice. Society increasingly expects companies to assume greater public responsibility. Moreover, investing in sustainability and... more
Abstract: Social and environmental responsibility is increasingly important to psychological research and practice. Society increasingly expects companies to assume greater public responsibility. Moreover, investing in sustainability and green initiatives is proposed to offer such benefits as increases in public opinion, customer relations, and the ability to attract and retain talent.
An academic directory and search engine.
Research Interests:
Social responsibility and sustainability are hot topics in business today. More than 75 percent of executives in a recent survey report that they plan to invest in sustainability because of benefits such as improved public opinion,... more
Social responsibility and sustainability are hot topics in business today. More than 75 percent of executives in a recent survey report that they plan to invest in sustainability because of benefits such as improved public opinion, customer relations, and the ability to attract and retain talent (Fox, 2008). What do these practices look like when adopted by the human resource function? First, we must agree on terms.
Socially responsible human resource management helps the business acquire, develop, and manage employees while valuing them as investments. Socially responsible HRM extends the management imperative to balance the triple bottom line of people, planet, and profit (Hart, 2005). Sustainability is broadly defined as “development that meets the needs of the present without compromising the ability of future generations to meet their own needs” (WCED, 1987, p. 8). For human resource management this means championing the integration of social, environmental, and economic goals for the organization over the long-term.
Socially responsible human resource management helps the business acquire, develop, and manage employees while valuing them as investments. Socially responsible HRM extends the management imperative to balance the triple bottom line of people, planet, and profit (Hart, 2005). Sustainability is broadly defined as “development that meets the needs of the present without compromising the ability of future generations to meet their own needs” (WCED, 1987, p. 8). For human resource management this means championing the integration of social, environmental, and economic goals for the organization over the long-term.
Research Interests:
Abstract: In order to meet the human resources needs of forensic laboratories, several strategies are suggested in terms of planning, recruiting, and retention. Strategies for planning are identified as:(1) developing estimates of the... more
Abstract: In order to meet the human resources needs of forensic laboratories, several strategies are suggested in terms of planning, recruiting, and retention. Strategies for planning are identified as:(1) developing estimates of the number of staff the laboratory will need, and (2) developing estimates of the value and/or costs of forensic science services to the community, which can then be used as a common benchmark in resource planning and discussions with legislators. Recruiting strategies include:(1) use realistic job previews;(2) ...
Research Interests:
Abstract: Little attention is devoted to retention issues in forensic organizations despite the vulnerability of technical staff during dynamic employment cycles. This article documents the difficulty that one large state crime laboratory... more
Abstract: Little attention is devoted to retention issues in forensic organizations despite the vulnerability of technical staff during dynamic employment cycles. This article documents the difficulty that one large state crime laboratory system had retaining newly hired forensic scientists. A new staffing model was created to offset a DNA-case backlog; the organization hired technicians to provide technical support for more highly skilled scientists. However, the staffing model proved unsuccessful because there was excessive staff turnover. Salaries ...
Research Interests:
Research Interests:
Research Interests:
RefDoc Refdoc est un service / is powered by. ...
Research Interests:
Intellectual capital is a strategic resource in organizations. This article discusses strategies for increasing the intellectual capacity of the forensic science laboratory. It begins with a definition of intellectual capital using a... more
Intellectual capital is a strategic resource in organizations. This article discusses strategies for increasing the intellectual capacity of the forensic science laboratory. It begins with a definition of intellectual capital using a resource-based model of organizations. Next, it discusses laboratory structure and the measurement of laboratory efficiency. Human resource metrics and the importance of communicating with funding agencies are considered. The article concludes with a discussion of an overall strategy for increasing ...
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Abstract: Forensic science laboratories have experienced increased demand for more, better, quicker, and cheaper forensic science, integrated databases, and emergent technology (Mennell and Shaw 2006). In the United States, increased... more
Abstract: Forensic science laboratories have experienced increased demand for more, better, quicker, and cheaper forensic science, integrated databases, and emergent technology (Mennell and Shaw 2006). In the United States, increased demand has resulted in a national case backlog, leaving many public laboratories with the resources to analyze only the most serious cases (Fisher 2003; Perlman 2004). Because of the case backlog, only one-third of the cases submitted to crime laboratories are actually analyzed (Peterson and ...
Research Interests:
Research Interests:
"The Crime Scene: How Forensic Science Works is an essential part of a well-rounded bookshelf for any lawyer or student of science." —Robert Conflitti, New York Criminal Prosecutor THE... more
"The Crime Scene: How Forensic Science Works is an essential part of a well-rounded bookshelf for any lawyer or student of science." —Robert Conflitti, New York Criminal Prosecutor THE CRIME SCENE: HDW FDRENSIC SCIENCE WDRKS W. Mark Dale, MBA and Wendy S. Becker, Ph.D. Northeast Regional Forensics Institute ... “The Crime Scene: How Forensic Science Works is an essential part of a well-rounded bookshelf for any lawyer or student of science.” —Robert Conflitti, New York Criminal Prosecutor THE CRIME SCENE: HOW FORENSIC SCIENCE ...
Research Interests:
Research Interests:
Abstract: The measurement of motivational style is extended within the framework of Adaptive Motivation Theory. The development of a revised measure using seven paragraph descriptions of motivational style is discussed. Response patterns... more
Abstract: The measurement of motivational style is extended within the framework of Adaptive Motivation Theory. The development of a revised measure using seven paragraph descriptions of motivational style is discussed. Response patterns for the seven styles are examined according to specific variables, such as age, gender, and occupation. The revised format is described as a more sensitive measure of motivational style, than an earlier version.(Author)