Researchers have linked tacit knowledge to improved organizational performance, but research on h... more Researchers have linked tacit knowledge to improved organizational performance, but research on how to measure tacit knowledge is scarce. In the present study, the authors proposed and empirically tested a model of tacit knowledge and an accompanying measurement scale of academic tacit knowledge. They present 6 hypotheses that support the proposed tacit knowledge model regarding the role of cognitive (self-motivation,
The current study sheds additional light on how and when firms improve their performance after ha... more The current study sheds additional light on how and when firms improve their performance after having filed for Chapter 11 reorganization protection. Based on the work of Hrebiniak and Joyce [Administrative Science Quarterly 30 (1985) 336] and Marlin, Lamont and Hoffman [Strategic Management Journal 15 (1994) 229], a framework is developed that identifies which distressed firms have the best chances
Journal of Business Valuation and Economic Loss Analysis, 2008
This study investigates the impact of privatization on value creation in State Owned Enterprises ... more This study investigates the impact of privatization on value creation in State Owned Enterprises (SOEs) in the Middle East and North Africa (MENA) region. A multi-case study approach, using quantitative and qualitative data, is used to rectify the findings of prior SOE privatization research by taking a finer-grained analysis into the conditions that determine postprivatization performance. This study addresses the research question, "What is the effect of privatization in terms of value creation for State Owned Enterprises in the Middle East and North Africa (MENA) region?" Value creation is measured in terms of profitability, operating efficiency, capital expenditures, and leverage. Using quantitative performance metrics to assess value creation, we also use qualitative data to show that post-privatization value creation depends on specific strategic initiatives as well as government policy toward competition. Our overall conclusion is that privatizing SOEs can be beneficial in the MENA region but must coincide with strong government reform policies, and certain financial and managerial strategies.
Leadership & Organization Development Journal, 2004
Leader succession is a traumatic event in any organization and unfortunately the list of successo... more Leader succession is a traumatic event in any organization and unfortunately the list of successor candidates rarely includes women. In order to extend current knowledge regarding leader succession, this study examines the effect of leader successor gender on post-succession ...
Leadership & Organization Development Journal, 2008
Purpose The purpose of this paper is to provide an examination of the relative impact of mentor... more Purpose The purpose of this paper is to provide an examination of the relative impact of mentoring, supervisor support, and perceived organizational support on organizational commitment and job search behavior. ... Supervisor support. ...
Past researches have observed a shift in Organizational Commitment dimensions. This study takes a... more Past researches have observed a shift in Organizational Commitment dimensions. This study takes a step further by validating the dimensionality of organizational commitment to change (OCC). Data was gathered through a survey using a structured questionnaire to public ...
This study examines the mediating role of job fit on the relationship between perceived superviso... more This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.
This article examines the role of 3 types of perceived support for creativity in moderating the r... more This article examines the role of 3 types of perceived support for creativity in moderating the relation between creative self-efficacy and self-perceived creativity. The findings suggest significant interaction effects for perceived work-group support and supervisor support, but not for perceived organizational support. This study is among the first to (a) examine the importance of perceived support for creativity in unlocking creative potential and increasing creativity in organizations and (b) use interaction terms in structural equation modeling (SEM) to investigate moderator effects in an applied research setting. These results imply that organizational interventions focused on training supervisors and work-group members to support creativity in the workplace may be more effective than broader and less focused interventions at the organizational level.
Researchers have linked tacit knowledge to improved organizational performance, but research on h... more Researchers have linked tacit knowledge to improved organizational performance, but research on how to measure tacit knowledge is scarce. In the present study, the authors proposed and empirically tested a model of tacit knowledge and an accompanying measurement scale of academic tacit knowledge. They present 6 hypotheses that support the proposed tacit knowledge model regarding the role of cognitive (self-motivation, self-organization); technical (individual task, institutional task); and social (task-related, general) skills. The authors tested these hypotheses with 542 responses to the Academic Tacit Knowledge Scale, which included the respondents' grade point average-the performance variable. All 6 hypotheses were supported.
Social capital can have a positive impact on medical group performance. We forward our theory bas... more Social capital can have a positive impact on medical group performance. We forward our theory based on the integration of theories in social capital, resource advantage, and the resource-based view of the firm. Further, we suggest specific ways in which medical groups can increase their levels of social capital. First, medical groups should design or redesign the workplace so that there is ample interaction among employees. Second, employee participation within the community should be encouraged. Third, medical groups should recognize that social capital becomes ingrained in organizational culture. Therefore, medical groups should take steps to ensure a culture that supports its social capital. Fourth, hiring procedures should be designed (or redesigned) to ensure that new employees add social capital to the organization. Finally, trust must be fostered at the employee level.
Forensic Science Policy & Management: An International Journal, 2011
ABSTRACT The project FORESIGHT stated objectives begin with the development of metrics applicable... more ABSTRACT The project FORESIGHT stated objectives begin with the development of metrics applicable to the activity of forensic science laboratories. These metrics enable a laboratory to assess how they fit within the forensic science industry and offer a glance at the levels of performance that they might be able to achieve. FORESIGHT's mission goes on to state the intent for laboratories to use those measurements to “preserve what works, and change what does not” (Houck et al. 2009, p. 85). This paper addresses the strategic implications of those additional aspects of the FORESIGHT mandate with a view of the strategic planning process for a forensic science laboratory. The keys to the development of an ongoing strategic planning and execution process are outlined, and then the actions of one laboratory, Ontario's Centre of Forensic Sciences, are examined to demonstrate the move from metrics to action. While there cannot yet be made a claim of “best practices,” this Canadian example offers some guidance to “better practices” in the quest for continual improvement in the provision of forensic science services.
... Martha C. Andrews, Cameron School of Business, University of North Carolina Wilmington, Wilmi... more ... Martha C. Andrews, Cameron School of Business, University of North Carolina Wilmington, Wilmington, North Carolina, USA. ... voluntary turnover has generally focused on identifying predictors so that organizations can develop practical methods of reducing it (Griffeth et al., 2000 ...
Journal of Leadership & Organizational Studies, 2012
ABSTRACT This study examined the relationship between two forms of embeddedness and turnover inte... more ABSTRACT This study examined the relationship between two forms of embeddedness and turnover intentions using a sample of 1,189 employees of a government agency and an additional sample of 346 nurses at a hospital. The authors propose that while both on-the-job and off-the-job embeddedness factors are negatively related to turnover intentions, on-the-job embeddedness is more strongly related to turnover intentions. More important, off-the-job factors moderate the relationship between on-the-job embeddedness and turnover intentions such that this relationship is weaker when off-the-job embeddedness is higher. These results highlight the mitigating role of off-the-job factors in helping to retain employees. Implications for researchers and practitioners are discussed.
Researchers have linked tacit knowledge to improved organizational performance, but research on h... more Researchers have linked tacit knowledge to improved organizational performance, but research on how to measure tacit knowledge is scarce. In the present study, the authors proposed and empirically tested a model of tacit knowledge and an accompanying measurement scale of academic tacit knowledge. They present 6 hypotheses that support the proposed tacit knowledge model regarding the role of cognitive (self-motivation,
The current study sheds additional light on how and when firms improve their performance after ha... more The current study sheds additional light on how and when firms improve their performance after having filed for Chapter 11 reorganization protection. Based on the work of Hrebiniak and Joyce [Administrative Science Quarterly 30 (1985) 336] and Marlin, Lamont and Hoffman [Strategic Management Journal 15 (1994) 229], a framework is developed that identifies which distressed firms have the best chances
Journal of Business Valuation and Economic Loss Analysis, 2008
This study investigates the impact of privatization on value creation in State Owned Enterprises ... more This study investigates the impact of privatization on value creation in State Owned Enterprises (SOEs) in the Middle East and North Africa (MENA) region. A multi-case study approach, using quantitative and qualitative data, is used to rectify the findings of prior SOE privatization research by taking a finer-grained analysis into the conditions that determine postprivatization performance. This study addresses the research question, "What is the effect of privatization in terms of value creation for State Owned Enterprises in the Middle East and North Africa (MENA) region?" Value creation is measured in terms of profitability, operating efficiency, capital expenditures, and leverage. Using quantitative performance metrics to assess value creation, we also use qualitative data to show that post-privatization value creation depends on specific strategic initiatives as well as government policy toward competition. Our overall conclusion is that privatizing SOEs can be beneficial in the MENA region but must coincide with strong government reform policies, and certain financial and managerial strategies.
Leadership & Organization Development Journal, 2004
Leader succession is a traumatic event in any organization and unfortunately the list of successo... more Leader succession is a traumatic event in any organization and unfortunately the list of successor candidates rarely includes women. In order to extend current knowledge regarding leader succession, this study examines the effect of leader successor gender on post-succession ...
Leadership & Organization Development Journal, 2008
Purpose The purpose of this paper is to provide an examination of the relative impact of mentor... more Purpose The purpose of this paper is to provide an examination of the relative impact of mentoring, supervisor support, and perceived organizational support on organizational commitment and job search behavior. ... Supervisor support. ...
Past researches have observed a shift in Organizational Commitment dimensions. This study takes a... more Past researches have observed a shift in Organizational Commitment dimensions. This study takes a step further by validating the dimensionality of organizational commitment to change (OCC). Data was gathered through a survey using a structured questionnaire to public ...
This study examines the mediating role of job fit on the relationship between perceived superviso... more This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.
This article examines the role of 3 types of perceived support for creativity in moderating the r... more This article examines the role of 3 types of perceived support for creativity in moderating the relation between creative self-efficacy and self-perceived creativity. The findings suggest significant interaction effects for perceived work-group support and supervisor support, but not for perceived organizational support. This study is among the first to (a) examine the importance of perceived support for creativity in unlocking creative potential and increasing creativity in organizations and (b) use interaction terms in structural equation modeling (SEM) to investigate moderator effects in an applied research setting. These results imply that organizational interventions focused on training supervisors and work-group members to support creativity in the workplace may be more effective than broader and less focused interventions at the organizational level.
Researchers have linked tacit knowledge to improved organizational performance, but research on h... more Researchers have linked tacit knowledge to improved organizational performance, but research on how to measure tacit knowledge is scarce. In the present study, the authors proposed and empirically tested a model of tacit knowledge and an accompanying measurement scale of academic tacit knowledge. They present 6 hypotheses that support the proposed tacit knowledge model regarding the role of cognitive (self-motivation, self-organization); technical (individual task, institutional task); and social (task-related, general) skills. The authors tested these hypotheses with 542 responses to the Academic Tacit Knowledge Scale, which included the respondents' grade point average-the performance variable. All 6 hypotheses were supported.
Social capital can have a positive impact on medical group performance. We forward our theory bas... more Social capital can have a positive impact on medical group performance. We forward our theory based on the integration of theories in social capital, resource advantage, and the resource-based view of the firm. Further, we suggest specific ways in which medical groups can increase their levels of social capital. First, medical groups should design or redesign the workplace so that there is ample interaction among employees. Second, employee participation within the community should be encouraged. Third, medical groups should recognize that social capital becomes ingrained in organizational culture. Therefore, medical groups should take steps to ensure a culture that supports its social capital. Fourth, hiring procedures should be designed (or redesigned) to ensure that new employees add social capital to the organization. Finally, trust must be fostered at the employee level.
Forensic Science Policy & Management: An International Journal, 2011
ABSTRACT The project FORESIGHT stated objectives begin with the development of metrics applicable... more ABSTRACT The project FORESIGHT stated objectives begin with the development of metrics applicable to the activity of forensic science laboratories. These metrics enable a laboratory to assess how they fit within the forensic science industry and offer a glance at the levels of performance that they might be able to achieve. FORESIGHT's mission goes on to state the intent for laboratories to use those measurements to “preserve what works, and change what does not” (Houck et al. 2009, p. 85). This paper addresses the strategic implications of those additional aspects of the FORESIGHT mandate with a view of the strategic planning process for a forensic science laboratory. The keys to the development of an ongoing strategic planning and execution process are outlined, and then the actions of one laboratory, Ontario's Centre of Forensic Sciences, are examined to demonstrate the move from metrics to action. While there cannot yet be made a claim of “best practices,” this Canadian example offers some guidance to “better practices” in the quest for continual improvement in the provision of forensic science services.
... Martha C. Andrews, Cameron School of Business, University of North Carolina Wilmington, Wilmi... more ... Martha C. Andrews, Cameron School of Business, University of North Carolina Wilmington, Wilmington, North Carolina, USA. ... voluntary turnover has generally focused on identifying predictors so that organizations can develop practical methods of reducing it (Griffeth et al., 2000 ...
Journal of Leadership & Organizational Studies, 2012
ABSTRACT This study examined the relationship between two forms of embeddedness and turnover inte... more ABSTRACT This study examined the relationship between two forms of embeddedness and turnover intentions using a sample of 1,189 employees of a government agency and an additional sample of 346 nurses at a hospital. The authors propose that while both on-the-job and off-the-job embeddedness factors are negatively related to turnover intentions, on-the-job embeddedness is more strongly related to turnover intentions. More important, off-the-job factors moderate the relationship between on-the-job embeddedness and turnover intentions such that this relationship is weaker when off-the-job embeddedness is higher. These results highlight the mitigating role of off-the-job factors in helping to retain employees. Implications for researchers and practitioners are discussed.
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Papers by David Dawley