Sujin K Horwitz

University of St. Thomas Houston, Houston, Texas, United States

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Publications (14)16.76 Total impact

  • Sujin K Horwitz, Cecilia Santillan
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    ABSTRACT: Although a global virtual team (GVT) can provide organizations with increased competitive advantages and greater flexibility due to its unique ability to transcend traditional boundaries of time, locations, and organizational constraints, knowledge sharing in globally dispersed and culturally diverse members also poses unique challenges to organizations wishing to capitalize on diverse knowledge of GVTs. This work, therefore, examines extant literature on collaboration engineering (CE) and thinkLets and further proposes that CE and thinkLets can help organizations develop predictable patterns of knowledge-sharing behaviour and a sense of structure in GVT collaboration. Implications of using CE and thinkLets for organizational practice and research are also discussed in the virtual collaboration context.
    Knowledge Management Research & Practice 12/2012; 10(4). · 0.41 Impact Factor
  • Sujin K. Horwitz, Irwin B. Horwitz
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    ABSTRACT: The development of optimal human resource practices is often contingent on the accurate statistical testing of potential interventions. Testing the efficacy of HR interventions can be enhanced by taking additional measures to improve statistical power, but the traditional means of increasing power through sample size are often beyond the cost and ability of HR professionals to pursue. This article, therefore, focuses on measurement procedures as an alternative way to increase statistical power for detecting HR intervention effects. Selection of reliable and appropriate measures and subsequent instrumentation are examined as efficacious and cost-beneficial techniques that can be employed during the planning and designing stage of a study for augmenting statistical power to optimize business decision making. © 2012 Wiley Periodicals, Inc.
    Human Resource Management 01/2012; 51(1). · 1.52 Impact Factor
  • Irwin B Horwitz, Sonilal Marilyn, Sujin K Horwitz
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    ABSTRACT: Irwin B Horwitz1, Marilyn Sonilal2, Sujin K Horwitz31Cameron School of Business, University of St. Thomas, Houston, TX, USA; 2School of Public Health, University of Texas, Houston, TX, USAAbstract: The growing diversity of the population has resulted in substantial challenges for the US health care system. A substantial body of evidence has identified significant disparities in health care among culturally and ethnically diverse patients, irrespective of income, that negatively affects such factors as diagnostic precision, quality of care, adherence to healing protocols, and overall treatment outcomes. Diversity has also been shown to compromise the functionality of health care teams that are increasingly comprised of members with culturally different backgrounds, in which diversity produces misunderstanding and conflict. Many of the problems stem from a lack of cultural competence among both physicians and teams under their supervision. To reduce the numerous problems resulting from inadequate cultural competence among health care professionals, this article examines ways in which the issues of diversity can be effectively addressed in health care institutions. It is advocated that physicians adopt a proactive transformational leadership style to manage diversity because of its emphasis on understanding and aligning follower values which lie at the heart of diversity-related misunderstandings. It is also held that for leadership training among physicians to be fully effective, it should be integrated with organizational-wide diversity programs. By doing so, the complimentary effect could result in comprehensive change, resulting in substantial improvements in the quality of health care for all patients.Keywords: leadership, diversity, health care, disparities, medical education
    Journal of Healthcare Leadership. 01/2011;
  • Sujin K Horwitz, Irwin B Horwitz, Neal R Barshes
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    ABSTRACT: Previous research has demonstrated that communication failure and interpersonal conflicts are significant impediments among health-care teams to assess complex information and engage in the meaningful collaboration necessary for optimizing patient care. Despite the prolific research on the role of effective teamwork in accomplishing complex tasks, such findings have been traditionally applied to business organizations and not medical contexts. This chapter, therefore, reviews and applies four theories from the fields of organizational behavior (OB) and organization development (OD) as potential means for improving team interaction in health-care contexts. This study is unique in its approach as it addresses the long-standing problems that exist in team communication and cooperation in health-care teams by applying well-established theories from the organizational literature. The utilization and application of the theoretical constructs discussed in this work offer valuable means by which the efficacy of team work can be greatly improved in health-care organizations.
    Advances in Health Care Management 01/2011; 10:173-97.
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    ABSTRACT: This study uses the NEO-Five Factor Personality Inventory (NEO) to assess its value in identifying resident educational needs. A cohort of surgical residents (n = 65) were administered the NEO. Statistical analysis compared the results between previously determined national norms and between varying resident demographics. The resident scores of Extroversion, Openness, and Conscientiousness were significantly higher than those of the US population and Agreeableness was significantly lower. By gender, only Agreeableness was statistically higher for female residents. The mean Extroversion score for residents who were postgraduate years (PGYs) 3 to 5 was significantly higher than that of PGYs 1 to 2. Further subanalyses were conducted on each primary component. The NEO was valuable for identifying areas where training could be especially useful to augment Accreditation Council for Graduate Medical Education (ACGME) core competencies. The use of this test on resident populations could be of significant value for tailoring comprehensive surgical leadership education programs.
    American journal of surgery 09/2010; 201(6):828-34. · 2.36 Impact Factor
  • Journal of Surgical Research - J SURG RES. 01/2009; 151(2):241-241.
  • Journal of Surgical Research - J SURG RES. 01/2009; 151(2):242-243.
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    ABSTRACT: The need for leadership training has become recognized as being highly important to improving medical care, and should be included in surgical resident education curriculums. Surgical residents (n = 65) completed the 5x-short version of the Multifactor Leadership Questionnaire as a means of identifying leadership areas most in need of training among medical residents. The leadership styles of the residents were measured on 12 leadership scales. Comparisons between gender and postgraduate year (PGY) and comparisons to national norms were conducted. Of 12 leadership scales, the residents as a whole had significantly higher management by exception active and passive scores than those of the national norm (t = 6.6, P < 0.01, t = 2.8, P < 0.01, respectively), and significantly lower individualized consideration scores than the norm (t = 2.7, P < 0.01). Only one score, management by exception active was statistically different and higher among males than females (t = 2.12, P < 0.05). PGY3-5 had significantly lower laissez-faire scores than PGY1-2 (t = 2.20, P < 0.05). Principal component analysis revealed two leadership factors with eigenvalues over 1.0. Hierarchical regression found evidence of an augmentation effect for transformational leadership. Areas of resident leadership strengths and weaknesses were identified. The Multifactor Leadership Questionnaire was demonstrated to be a valuable tool for identifying specific areas where leadership training would be most beneficial in the educational curriculum. The future use of this instrument could prove valuable to surgical education training programs.
    Journal of Surgical Research 08/2008; 148(1):49-59. · 2.02 Impact Factor
  • Journal of Surgical Research - J SURG RES. 01/2008; 144(2):182-183.
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    ABSTRACT: Interpersonal and communication skills are 1 of the 6 core competencies articulated as essential to resident education by the Accreditation Council for Graduate Medical Education. The current study assessed verbal and nonverbal communication skills among surgical residents. The communication skills of surgical residents (n = 64) were assessed using the Social Skills Inventory. The majority of surgical residents demonstrated strong verbal and nonverbal skills, although the equilibrium index scores demonstrated an imbalance in the social skill profile for a minority (17.2%) of residents. Post graduate year was positively related to social expressivity (r = .31, P < .01) and social control (r = .27, P < .01) skills. In some cases, being proficient in one social skill was actually negatively related to another. The Social Skills Inventory was found to be a useful instrument for the multidimensional assessment of resident communication skills. Areas of strengths and weaknesses were identified and could be used for targeting areas for future educational interventions.
    American journal of surgery 09/2007; 194(3):401-5. · 2.36 Impact Factor
  • Source
    Sujin K Horwitz, Irwin B Horwitz
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    ABSTRACT: Over the past few decades, a great deal of research has been conducted to examine the complex relationship between team diversity and team outcomes. However, the impact of team diversity on team outcomes and moderating variables potentially affecting this relationship are still not fully answered with mixed findings in the literature. These research issues were, therefore, addressed by quantitatively reviewing extant work and provided estimates of the relationship between team diversity and team outcomes. In particular, the effects of task-related and bio-demographic diversity at the group-level were meta-analyzed to test the hypothesis of synergistic performance resulting from diverse employee teams. Support was found for the positive impact of task-related diversity on team performance although bio-demographic diversity was not significantly related to team performance. Similarly, no discernible effect of team diversity was found on social integration. The implications of the review for future research and practices are also discussed.
    Journal of Management 01/2007; 33(6). · 4.59 Impact Factor
  • Irwin B Horwitz, Brian P McCall, Sujin K Horwitz
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    ABSTRACT: To analyze workplace assault by rate, injury severity, and trends using Rhode Island workers' compensation claim data. A total of 6402 workers' compensation assault claims from Rhode Island for the period of 1998 through 2002 was analyzed. Data from the U.S. Department of Labor was used to derive estimates of injury rates. An average rate of 27.7 assaults per 10,000 workers was found and varied only marginally across years. Females filed 75% of all assault claims, though injuries to males resulted in longer periods of indemnification. The total cost of workplace assaults was 7,025,997 dollars, averaging 1097 dollars per claim, and average indemnification duration was 16.8 days per claim. While the assault rate was relatively stable, a notable decline in both cost and indemnification periods over time was discovered. The assault rate found was among the highest reported to date, demonstrating that workplace violence remains a significant threat to employee safety. While a decline in incident severity was discovered over time, many outcomes were still serious. Preventive interventions to reduce incidents of workplace assaults among groups at the highest risk should be given highest priority.
    Preventive Medicine 12/2006; 43(5):429-32. · 3.50 Impact Factor
  • Sujin K. Horwitz
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    ABSTRACT: During the past 2 decades, numerous theories have been postulated to test the compositional effects of member characteristics on group and organizational performance. However, the impact of team composition on performance and moderating variables potentially affecting this relationship is still not clearly understood, and research endeavors have, consequently, produced mixed and inconsistent findings. This review, therefore, synthesizes the current theories and models of team diversity into an integrative theoretical framework by conceptually refining key variables to examine the multidimensional facets of the relationship between team diversity and performance. The implications of this review for future research and organizational practices are also discussed.
    Human Resource Development Review 01/2005; 4(2):219-245.
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    ABSTRACT: The increase in the number of industry-sponsored credential programs raises many questions for career and technical education. This study investigated the perceived influence of industry-sponsored credentials on the recruitment process in the information technology (IT) field. Influence is examined from the perspective of Human Resource (HR) executives and their current IT employees to explore employer and employee differences in the role industry sponsored credentials and traditional education qualifications play in the recruiting process. Surveys were administered to HR executives and IT employees in a sample of large U.S. firms. Results indicated that there were no statistically significant differences between employers and IT employees regarding the perceived influence of industry-sponsored credentials on recruitment. However, significant differences were found in the perceived influence of such credentials on the recruitment process when comparing IT employees with credentials and those without. The results are discussed in terms of their implications for researchers, career and technology education policy makers, and educators.
    21:2005-51.

Publication Stats

140 Citations
16.76 Total Impact Points

Institutions

  • 2011–2012
    • University of St. Thomas Houston
      • Cameron School of Business
      Houston, Texas, United States
  • 2008–2010
    • University of St. Thomas
      Saint Paul, Minnesota, United States
  • 2007–2008
    • University of Texas Health Science Center at Houston
      • Division of Management, Policy and Community Health
      Houston, TX, United States
  • 2006
    • University of Houston
      Houston, Texas, United States
    • Lamar University
      • Department of Management and Marketing
      Beaumont, Texas, United States