The role of group bonding (friendship ties among group members) and the relationships between group members and the formal leader in the prediction of effectiveness was studied. A theoretical ...mediated-moderation process model was tested. The model was examined through a longitudinal research with 91 natural groups, that included social network analysis to capture the relationship between group members and a leadership differentiation measure to revel their relationship with the leader. As hypothesized, group bonding predicted group effectiveness, group cohesion mediated only one dimension of group effectiveness, and leadership differentiation moderated this process.
Privacy and security by design are policy measures that guide software developers to engineer privacy and security solutions inherently into the software systems they develop. However, although these ...policy measures have been widely discussed and promoted over the years, recent studies still show a consistent underperformance of privacy and security practices in industry. This research follows previous findings that indicate the role the organizational work environments of developers play in forming their mindsets and behavior. Specifically, we aimed to explore the potential of using organizational climate theory for attaining a better understanding of developers’ perceptions and behaviors and the underlying forces affecting them, and to unveil the constructs that compose organizational privacy and security climates. To this end, we conducted interviews with 27 practitioners involved in developing software systems from 14 companies and qualitatively analyzed the collected data. Our findings indicate that software developers are faced with inconsistent and confusing cues conveyed by management and other parties in their work environment, many of which indicate that these facets are of relatively low priority, leading to perceptions and behaviors that are not in line with those expected and recommended by policy makers. Further, we show how these perceptions and behaviors can be explained by constructs of the organizational climate theory and how, based on our findings, organizational climate mechanisms can be used to go beyond understanding developers’ current privacy and security mindsets toward improving them, thereby leading to an effective implementation of privacy and security by design.
Summary
Climate is a group‐level phenomenon that should be measured and studied at the group level. The group level has theoretical and methodological advantages over the individual level. In this ...paper, I theoretically review the assumptions in measuring climate at the individual and group levels and demonstrate that the group‐level assumptions are more adequate for climate research because of their influences in exposure to events, interpretation of events, and preservation of perceptions. Methodologically, I discuss advantages in group‐level climate measurement accuracy that are based on multiple evaluators of climate and I suggest group aggregation is an organizational form of “wisdom of the crowds.” Finally, I point to three topics that remain to be investigated to understand climate at the group level better. The first is use of variability measures to compensate for information that is lost in aggregation. The second is challenging the assumption that formal organizational structure defines the group boundaries. I suggest that other levels of analysis apply to group‐level climate measurement and demonstrate the use of informal, more natural groups as an additional level. Third, I point to recently developed statistical procedures that can aid the study of climate perception emergence over time.
This study aimed to understand how leadership effectiveness of the trainer in a leadership development program can influence emerging leaders’ development and effectiveness. We hypothesized that the ...trainer’s leadership effectiveness would be a boundary condition. In this two year longitudinal field study, military cadets’ leadership effectiveness from their emergence as informal peer leaders during basic training through the officer training course (OTC) to their formal leadership roles as active duty officers was followed. The sample included 854 cadets and their 72 trainers. We found that cadets’ effectiveness during OTC mediated the relationship between informal leadership emergence during basic training and their subsequent effectiveness as formal leaders. Furthermore, trainers’ effectiveness moderated the relationship between cadets’ informal leadership emergence and effectiveness in OTC. Results indicate that informal emerging leaders are more likely to develop into highly effective formal leaders when supervised by effective trainers. Theoretical and applied implications are discussed.
The COVID-19 pandemic highlighted the need for potent community-based tools to improve preparedness. We developed a community health-safety climate (HSC) measure to assess readiness to adopt health ...behaviors during a pandemic. We conducted a mixed-methods study incorporating qualitative methods (e.g., focus groups) to generate items for the measure and quantitative data from a February 2021 national survey to test reliability, multilevel construct, and predictive and nomologic validities. The 20-item HSC measure is unidimensional (Cronbach α = 0.87). All communities had strong health-safety climates but with significant differences between communities (F = 10.65; p<0.001), and HSC levels predicted readiness to adopt health-safety behaviors. HSC strength moderated relationships between HSC level and behavioral indicators; higher climate homogeneity demonstrated stronger correlations. The HSC measure can predict community readiness to adopt health-safety behaviors in communities to inform interventions before diseases spread, providing a valuable tool for public health authorities and policymakers during a pandemic.The COVID-19 pandemic highlighted the need for potent community-based tools to improve preparedness. We developed a community health-safety climate (HSC) measure to assess readiness to adopt health behaviors during a pandemic. We conducted a mixed-methods study incorporating qualitative methods (e.g., focus groups) to generate items for the measure and quantitative data from a February 2021 national survey to test reliability, multilevel construct, and predictive and nomologic validities. The 20-item HSC measure is unidimensional (Cronbach α = 0.87). All communities had strong health-safety climates but with significant differences between communities (F = 10.65; p<0.001), and HSC levels predicted readiness to adopt health-safety behaviors. HSC strength moderated relationships between HSC level and behavioral indicators; higher climate homogeneity demonstrated stronger correlations. The HSC measure can predict community readiness to adopt health-safety behaviors in communities to inform interventions before diseases spread, providing a valuable tool for public health authorities and policymakers during a pandemic.
Celotno besedilo
Dostopno za:
DOBA, IZUM, KILJ, NUK, ODKLJ, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
The goal of this study was to test the effect of mental workload on handwriting behavior and to identify characteristics of low versus high mental workload in handwriting. We hypothesized differences ...between handwriting under three different load conditions and tried to establish a profile that integrated these indicators. Fifty-six participants wrote three numerical progressions of varying difficulty on a digitizer attached to a computer so that we could evaluate their handwriting behavior. Differences were found in temporal, spatial, and angular velocity handwriting measures, but no significant differences were found for pressure measures. Using data reduction, we identified three clusters of handwriting, two of which differentiated well according to the three mental workload conditions. We concluded that handwriting behavior is affected by mental workload and that each measure provides distinct information, so that they present a comprehensive indicator of mental workload.
Despite the unanimity among researchers about the centrality of workplace analysis based on participatory ergonomics (PE) as a basis for preventive interventions, there is still little agreement ...about the necessary of a theoretical framework for providing practical guidance. In an effort to develop a conceptual PE framework, the authors, focusing on 20 studies, found five primary dimensions for characterising an analytical structure: (1) extent of workforce involvement; (2) analysis duration; (3) diversity of reporter role types; (4) scope of analysis and (5) supportive information system for analysis management. An ergonomics analysis carried out in a chemical manufacturing plant serves as a case study for evaluating the proposed framework. The study simultaneously demonstrates the five dimensions and evaluates their feasibility. The study showed that managerial leadership was fundamental to the successful implementation of the analysis; that all job holders should participate in analysing their own workplace and simplified reporting methods contributed to a desirable outcome.
Practitioner summary: This paper seeks to clarify the scope of workplace ergonomics analysis by offering a theoretical and structured framework for providing practical advice and guidance. Essential to successfully implementing the analytical framework are managerial involvement, participation of all job holders and simplified reporting methods.
We extend Implicit Leadership Theory, which addresses criteria that individuals use to identify leaders, by examining whether the predictors of leadership emergence change over time. Building on ...leader-distance research, we predict that time influences the traits on which individuals base their selection of others as leaders: Initially, before individuals have had many opportunities to interact, and distance between them is high, they select leaders according to easily-noticeable physical and psychological traits; however, with time, as distance decreases, they rely on more covert psychological traits. We carried out a three-day field study in an intensive workshop for individuals entering an executive-MBA program (n = 64). Data were gathered from participants at four points in time. We found that the criteria by which people nominate leaders change over time from easily-noticeable traits (facial attractiveness, gender, extraversion) to more covert personality traits (conscientiousness).
Summary
Using a mixed‐methods approach, this study examines how leaders' everyday sensegiving strategies shape followers' compliance with a paradoxical use‐of‐force policy. Building on performance ...data derived from 41 teams and interviews with their respective team leaders, our findings point to two sensegiving strategies: practical (connecting the policy to larger organizational goals) and internalization (connecting the policy to team members' personal norms, experiences, and values). We also identified a third communication strategy, which did not involve sensegiving: bureaucratic communication (ignoring the paradox and delivering the policy). Findings show that followers deviated less from the paradoxical policy when their leaders used either of the two sensegiving strategies (internalization and practical) compared with the bureaucratic strategy. The findings shed light on the interplay between sensegiving and leadership theories that relate to the dynamics of motivating followers in contexts of paradox, particularly meaning‐based leadership.
Research into leadership emergence typically focuses on the attributes of the emergent leader. By considering also the attributes of perceivers and the passage of time, we develop a more complete ...theory of leadership emergence in short-lived groups. Using expectation states theory as an overarching theoretical framework, and integrating it with the surface- and deep-level diversity literature and with theories of self-serving biases, we examine the predictors of leadership emergence in short timeframes. We conduct a field study in a military assessment boot camp (a pilot study, n = 60; and a main study, n = 89). We use cross-sectional and longitudinal exponential random graph models to analyze data on participants' abilities and on their perceptions of who, in their respective groups, were "leaders." We find that the criteria by which people perceive leadership in others change over time, from easily noticeable attributes to covert leadership-relevant attributes, and that people also rely on leadership-relevant attributes that they possess at high levels to inform their perceptions of leadership in others. The integration of expectation states theory, attribute salience over time and theories of self-serving bias is needed for a full understanding of leadership emergence in groups, because perceivers' own abilities are instrumental in shaping their perceptions of emergent leadership over time. Theoretical and practical implications are discussed.
