Katherine J. Klein

• University of Pennsylvania

In the organizational literature, when scholars consider collaborative arrangements– at the organization, group, or individual level – they seldom simultaneously consider the competitive dynamics that are also at play. Further, while competition is at the foundation of much of the macro/strategy literature, it gets scant attention in more micro are...

Leader successions are powerful events that can create disruptions in the flow of vertical communication. In this study, we examine two types of behaviors that allow new leaders to gain access to key organizational information—upward voice behaviors by employees and proactive initiation of network ties by the new leader. Drawing upon theory and res...

Explores the levels of interorganizational relationships (IORs) theory and research. In the 1st section, the authors outline numerous levels of analysis that are potentially relevant to the conceptualization and the study of interorganizational relationships. In the 2nd and 3rd sections, the authors highlight, respectively, the 2 levels that have r...

Illuminates the interdependence of organizational behavior patterns and integrates the discipline for future study. The contributors examine top-down and bottom-up processes and effects; identify central issues; provide examples of integrated, multilevel models; and evaluate the dominant most accepted techniques for the analysis of multilevel data....

Examines the commonalities, differences, and continuing questions in multilevel analytical techniques. The chapter is organized into 4 sections. The 1st section describes a number of dimensions that differentiate the indices often used to justify aggregation of lower-level data to a higher level of analysis. In the 2nd section, the authors describe...

Notes that the roots of the multilevel perspective are spread across different disciplines and literatures, obscured by the barriers of jargon, and confused by competing theoretical frameworks and analytic systems. This chapter helps resolve this confusion by synthesizing and extending prior work on the development of multilevel theory and research...

Which comes first—team social networks or emergent team states (e.g., team climate)? We argue that team members' social network ties and team members' climate perceptions coevolve over time as a function of six reciprocal and co-occurring processes. We test our conceptual framework in a 10-month longitudinal study of perceptions of team psychologic...

To perform complex. interdependent, and urgent tasks in uncertain, unfamiliar, and often treacherous environments, the U.S. Army must be responsive, agile, versatile, and sustainable. These are the hallmarks of adaptive team performance -- the ability of team members to individually and cooperatively apply their knowledge and skills to the resoluti...

The article is a response to the article “Making the Difference: Applying a Logic of Diversity,” by Scott Page in this issue of the journal. The authors focus their critique on the simplicity of Page's arguments and frameworks, contending that the reality of the workplace is not so simply organized. The authors also critique Page for a too narrow c...

Research on organizational diversity, heterogeneity, and related concepts has prolif- erated in the past decade, but few consistent findings have emerged. We argue that the construct of diversity requires closer examination. We describe three distinctive types of diversity: separation, variety, and disparity. Failure to recognize the meaning, maxim...

This paper examines the leadership of extreme action teams—teams whose highly skilled members cooperate to perform urgent, unpredictable, interdependent, and highly consequential tasks while simultaneously coping with frequent changes in team composition and training their teams’ novice members. Our qualitative investigation of the leadership of ex...

We conducted a field study of 71 action teams to examine the relationship between team mental model similarity and accuracy and the performance of real-world teams. We used Pathfinder to operationalize team members' taskwork mental models (describing team procedures, tasks, and equipment) and teamwork mental models (describing team interaction proc...

The Journal of Applied Psychology's call for theoretical models and conceptual analyses brought a terrific response. The first set of articles accepted in response to the call appeared in the December 2004 issue. This installment contains the second set of articles.

In changing work environments, innovation is imperative. Yet, many teams and organizations fail to realize the expected benefits of innovations that they adopt. A key reason is not innovation failure but implementation failure—the failure to gain targeted employees' skilled, consistent, and committed use of the innovation in question. We review res...

Drawing on social exchange and similarity-attraction theories, we hypothesized that individuals' demographic characteristics, values, and personality influence their acquisition of central positions in their teams' social networks. Education and neuroticism predicted centrality five months later; individuals who were highly educated and low in neur...

The Journal of Applied Psychology's call for theoretical models and conceptual analyses brought a terrific response. The editors introduce the special section and comment on lessons learned, or perhaps re-learned, about developing and writing theory in applied psychology. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

The detailed analysis of team interactions can be a source of insight into team processes and how teams interact with technology. Video recordings afford an exciting medium for such analysis. We describe a study of team leadership in the highly dynamic, high-stakes environment of trauma resuscitation. The study was conducted through video recording...

Inter-member team communication is a rich yet challenging data source for understanding team processes. In this paper, we present a quantitative analysis of team communication based on videotaped real-life trauma patient resuscitation. Team communication patterns were compared under varying conditions: (a) when the team's task ? patient treatment ?...

We analyzed the debriefing sessions of real-life trauma resuscitation teams during the most intensive period of resuscitation: the first 30 minutes of patient admission to a trauma center. The debriefing sessions were from participants reviewing their performance in videotaped trauma resuscitation. Nineteen videotaped cases were reviewed in 37 debr...

Despite public concern about time pressures experienced by working parents, few scholars have explicitly examined the effects of work time on work-family conflict. The authors developed and tested a model of the predictors of work time and the relationships between time, work interference with family (WIF). and psychological distress. Survey data c...

Why do some organizations succeed and others fail in implementing the innovations they adopt? To begin to answer this question, the authors studied the implementation of manufacturing resource planning, an advanced computerized manufacturing technology, in 39 manufacturing plants (number of individual respondents = 1,219). The results of the plant-...

Why do some organizations succeed and others fail in implementing the innovations they adopt? To begin to answer this question, the authors studied the implementation of manufacturing resource planning, an advanced computerized manufacturing technology, in 39 manufacturing plants (number of individual respondents = 1,219). The results of the plant-...

Objective: To examine the effects of applicant disability, gender, and job level on ratings of job applicants. Design and Participants: Full-time workers ( n = 88) and undergraduates ( n = 98) provided ratings of hypothetical job applicants who differed on the 3 factors of interest. Measures: Job applicants were evaluated on the basis of competence...

Objective: To examine the effects of applicant disability, gender, and job level on ratings of job applicants. Design and Participants: Full-time workers (n = 88) and undergraduates (n = 98) provided ratings of hypothetical job applicants who differed on the 3 factors of interest. Measures: Job applicants were evaluated on the basis of competence,...

Existing research on charismatic leadership focuses primarily on the traits and behaviors of charismatic leaders and the effects of charismatic leaders on their followers. One issue that has been neglected, and others, is the disposition of the followers who form charismatic relationships with their leaders. To investigate this topic, we conducted...

Multilevel researchers often gather individual-level data to measure group-level constructs. Within-group agreement is a key consideration in the measurement of such constructs, yet antecedents of within-group agreement have been little studied. The authors found that group member social interaction and work interdependence were significantly posit...

Multilevel researchers often gather individual-level data to measure group-level constructs. Within-group agreement is a key consideration in the measurement of such constructs, yet antecedents of within-group agreement have been little studied. The authors found that group member social interaction and work interdependence were significantly posit...

Increasing numbers of professional and managerial employees are requesting a shift from full-time to part-time work. In a policy-capturing study, 200 attorneys (including both partners and associates) rated how likely their firms would be to accept different hypothetical attorneys' requests for part-time work. Supporting predictions based on depend...

Among the public and in the popular media, there is a growing concern about the time pressures experienced by workers -- particularly by working parents (Shapiro, 1997). In the academic community, however, surprisingly few scholars have explicitly examined the effects of work time -- that is, the number of hours than an employee works during a typi...

Although interest in multilevel organizational theory, research, and methods has been on the rise in recent years, vigorous debates in the literature regarding appropriate ways to conceptualize and measure multilevel constructs, justify aggregation, and analyze multilevel models have contributed to confusion. New investigators interested in testing...

Illuminates the interdependence of organizational behavior patterns and integrates the discipline for future study. The contributors examine top-down and bottom-up processes and effects; identify central issues; provide examples of integrated, multilevel models; and evaluate the dominant most accepted techniques for the analysis of multilevel data....

In the 1980s and 1990s, empowerment emerged as a central focus of research and a practical goal among community psychologists. Rappaport brought prominence to the term with his 1981 article on the subject, where he defined empowerment as the process of enhancing “the possibilities for people to control their own lives” (p. 15). Several authors have...

The article focuses on benefits, recent developments, and barriers to multilevel theory building. It states that multilevel theories span levels of organizational behavior and foster synthesis within the organizational sciences. It mentions that multilevel theories help identify characteristics, attitudes, perceptions, and behaviors that help shape...

Implementation is the process of gaining targeted organizational members' appropriate and committed use of an innovation. Our model suggests that implementation effectiveness-the consistency and quality of targeted organizational members' use of an innovation-is a function of (a) the strength of an organization's climate for the implementation of t...

Charisma is a fire that ignites followers' energy, commitment, and performance. Charisma resides not in a leader, nor in a follower, but in the relationship between a leader who has charismatic qualities and a follower who is open to charisma, within a charisma-conducive environment. When a leader shares charismatic relationships with all of his or...

The article presents several letters to the editor in response to previous articles. They include “On the Level: Homogeneity, Independence, Heterogeneity, and Interactions in Organizational Theory,” “Deming was not Opposed to a Transaction Cost Perspective,” and “Total Quality Management.”

De<plt» past entreaties to organizational theorists and reseontchars to address levels issues more carefully, levels issues continue to arouse confusion and controversy within &e organizational literature. We highlight three alternative assumptions that underlie the specification of levels of theory throuj^out mganizational behavior: (a) homo-genei...

Despite past entreaties to organizational theorists and researchers to address levels issues more carefully, levels issues continue to arouse confusion and controversy within the organizational literature. We highlight three alternative assumptions that underlie the specification of levels of theory throughout organizational behavior: (a) homogenei...

In this study, we examined the correlates of individual employee satisfaction with stock ownership in a sample of 37 employee stock ownership plan (ESOP) companies. The results indicated that ESOP satisfaction is a function of five factors: (a) characteristics of the company ESOP, (b) employee status within the ESOP, (c) employee values, (d) intera...

In this study, we examined the correlates of individual employee satisfaction with stock ownership in a sample of 37 employee stock ownership plan (ESOP) companies. The results indicated that ESOP satisfaction is a function of five factors: (a) characteristics of the company ESOP, (b) employee status within the ESOP, (c) employee values, (d) intera...

The effects of computerized office and factory automation are examined. An open systems framework is used to organize this literature. The re view suggests that the benefits of technology are derived from the intermediate ef fects Of the technology on organizational processes (the task structure, personnel system, formal structure, and informal org...

Results of a test of three alternative models of the conditions necessary for employee ownership to positively influence employee attitudes are reported. Based on a study of 37 employee stock ownership plan (ESOP) companies (N of individuals = 2,804), results support hypotheses for the extrinsic and instrumental satisfaction models. Average company...

For working adults, the workplace may be a key referent for the psychological sense of community. Unfortunately, community psychologists have devoted little attention to workers or work organizations. This article provides a preliminary conceptual approach to the referents, determinants, and consequences of a sense of community at work. New directi...

This study describes the U.S. government's role in the development of manufacturing technologies and in the transfer of manufacturing innovations to private industry. The goals, organization, technologies, methods of technology transfer, user groups, and methods of program assessment for 13 government programs in this area are described and their i...

A review and meta-analysis was performed of seventy-five articles concerned with innovation characteristics and their relationship to innovation adoption and implementation. One part of the analysis consisted of constructing a methodological profile of the existing studies, and contrasting this with a hypothetical optimal approach. A second part of...

Employee-owned companies are often more productive, profitable, and successful at creating jobs than other firms. What makes them succeed? And why do some fail? Using the results of over 50 intensive case studies, the authors answer these questions objectively and straightforwardly. The amount of stock that the employees actually receive emerges...

Thesis (Ph. D.)--University of Texas at Austin, 1984. Vita. Includes bibliographical references (leaves 286-292). Photocopy.

Using ratings of hypothetical job applicants with and without a disability obtained from both fulltime workers (n = 88) and undergraduates (n = 98), we examined the effects of disability (paraplegia, epilepsy, clinical depression, or non-disabled), gender, and nature of the job (supervisory or non-supervisory) on five job-relevant dependent measure...