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Organizational development and change may be initiated from two different starting points. A diagnostic approach begins with an examination of problems to assess and correct dysfunction. In contrast, the Appreciative Inquiry approach begins by identifying an organization’s strengths as resources for change. An experimental study was conducted to compare the processes and outcomes that arise during the first phase of each approach. Results show that both approaches lead to different but favorable and complementary outcomes. Both participant gender and the gender construction of the dyads in which individuals participated moderate these effects in unexpected ways. The implications for understanding the processes by which both methods work, and the potential for combining them, are discussed

This paper aims to present an analytical insight into the effect known as lift offset. This effect may be of advantage in terms of power consumption when configurations that consists of two main rotors (coaxial, tandem, etc.) are operated at high speed forward flight. Fundamentally, each of the main rotors is producing a roll moment in opposite direction that is overall canceled to allow trim. The first-order phenomena of lift offset are therefore related to the load distribution over each rotor and may be analyzed independently of the interaction between the rotors.

Using simple analytical model, this paper analytically and explicitly evaluates the lift offset effect. It also demonstrates in a closed analytical form the various phenomena involved, including the optimal values obtained.

The paper shows that the main effect of lift offset is its influence on the lift coefficient distribution over the disk. It is also demonstrated that lift offset substantially reduces both the average and the azimuthal variation of the lift coefficient.

Comparison with numerical predictions shows adequate correlation. Overall, the insight provided may be use as a guideline for advance design of rotorcraft configurations of coaxial/tandem rotor systems.

This article provides a critical review of four constructs-organizational identification, organizational commitment, occupational identification, and occupational commitment-to advance our understanding about how public sector employees from different occupations may become psychologically attached to their organizations. This review is intended to clarify previous inconsistencies as well as spark new interest among public administration researchers to examine sources and consequences of public employees’ organizational identification and commitment. This article also elucidates about how public sector employees’ attachment to their occupations may influence their attachment to their organizations. In that effort, this article reviews interrelationships among the four constructs. Finally, based on the patterns of connections observed, a future research program including seven testable research propositions is proposed.

This study looks at the development of critical literacy for three pre-service teacher participants, relevant support systems, and pedagogies. It considers how pre-service teacher participants construct knowledge on critical literacy within the methods course. The participants started with their own literacy histories in order to began developing internalization and critical consciousness within the methods and field experience course. Throughout the course, the participants took social action by using some of the critical literacy approaches that were presented as instructional strategies in the methods course. However, the participants were still internalizing two essential components of critical pedagogy in their own teaching: problem posing and dialogue. They acknowledged the value of problem posing and dialogue in their own learning but had some difficulty using these methods in their own teaching. The implications from this study suggest that teacher educators and future teachers take a stance on critical education and push for structural changes in common teaching practices and school curriculum mandates.

EVEN if rates and rents tend to equal one another nowadays the general impression we receive is that libraries have fared not badly in the annual estimates this year of library authorities. In fairly large towns average library rates are about sixpence in the pound although some are more or less. That in itself does not give the actual amount spent by individual towns as in not a few cases towns which appear to be very highly rated have very low assessments. Some have increased their book funds and if, as is inevitable, few of us have got all we want, indeed need to realize an adequate service as we see it, there has been little sign of the panic about rates which was common only a few years ago, except at Stepney where, as recorded by Mr. Enser in his columns last month, the book fund was halved.

This paper presents the case for personnel systems based on maximizing the differential information gathered about individual abilities and their match to jobs. In the context of assignment to multiple jobs, such systems are shown to be more effective than those based on the currently dominant paradigm of maximizing predictive validity. The latter paradigm favours the measurement of general cognitive ability over multiple specific aptitudes. Recent differential approaches use computer simulation modelling of alternative hypothetical systems to evaluate potential efficiency. The paper reviews the theoretical background on the structure of human abilities which has led to these contrasting approaches to personnel system design, and presents evidence, based on the US Army selection and classification system, in support of the alternative approach. Individual test/aptitude profiles improve the efficiency of personnel selection and classification as well as academic, vocational and career counselling. They also provide a broader, potentially fairer definition of talent than a unidimensional indicator of cognitive ability, and a foundation for the design of learning and decision environments around learner and user profiles.

Although endorsers are thought to be highly effective when they match-up with a product, the current understanding of endorser match-up offers little insight for distinctions between equally attractive and trustworthy endorsers who have equivalent expertise in the product category, yet still diverge in their performance. Therefore, the main purpose of this research is to understand how a match between social judgments (i.e. warmth vs competence) of a celebrity endorser and specific advertising appeals (i.e. symbolic vs utilitarian) can improve consumer responses to an endorsement.

A preliminary study empirically distinguishes perceptions of warmth and competence from prevailing celebrity endorser evaluative criteria. Then, the authors conduct multiple 2 (warmth vs competence) × 2 (symbolic vs utilitarian) between-subjects experiments to demonstrate the effect of matching social judgments and advertising messaging, across celebrity genders (i.e. male and female), forms of marketing communications (i.e. print ads and interactive online ads) and types of brands (i.e. well-established and new/unknown).

The findings demonstrate that matching celebrity endorser social judgments with the appropriate type of advertising messaging positively influences consumer response to the brand for both male and female endorsers. Additionally, despite a commonly held belief that celebrity endorsements are more effective at changing attitudes than actual behaviors, for interactive online ads, the authors find that the match strategy can motivate consumer response through two different pathways. For well-established brands, the match improves overall brand response predominately through cognitive and behavioral mechanisms. Alternatively, for new or unknown brands, the match initially impacts affective responses, which are subsequently related to consumers shopping a brand’s product category, rating a brand higher in customer recommendations, choosing a brand’s products over top competitors and paying more for the brand’s offerings.

The main contribution of this research is the demonstrated support for an alternative and effective application of the match-up hypothesis, based on a fit between the endorser and the advertising messaging itself.

This article provides a review and conceptual comparison between self‐report and performance‐based measures of emotional intelligence. Analyses of reliability, psychometric properties, and various forms of validity lead to the conclusion that self‐report techniques measure a dispositional construct, that may have some predictive validity, but which is highly correlated with personality and independent of intelligence. Although seemingly more valid, performance‐based measures have certain limitations, especially when scored with reference to consensual norms, which leads to problems of skew and restriction of range. Scaling procedures may partially ameliorate these scoring weaknesses. Alternative approaches to scoring, such as expert judgement, also suffer problems since the nature of the requisite expertise is unclear. Use of experimental paradigms for studying individual differences in information‐processing may, however, inform expertise. Other difficulties for performance‐based measures include limited predictive and operational validity, restricting practical utility in organizational settings. Further research appears necessary before tests of E1 are suitable for making real‐life decisions about individuals.

This exploratory study examined the leadership education potential of sexual assault prevention training via a prevention approach that expressly constructs bystander education as a leadership issue. Evaluation of the Mentors in Violence Prevention (MVP) program offers a practical application of a leadership education approach through a feminist lens, a framework recently advocated by Iverson, McKenzie, and Halman (2019) to better prepare student leaders for active engagement with the central social issues of their time. After undergoing one-day MVP leadership trainings, student leaders (n = 239) evidenced positive gains in such areas as leadership readiness in gender violence prevention, confidence as bystanders, and a willingness to help others. Results also suggest that participants’ prior knowledge, leadership background, and peer group membership shaped their engagement with the program. As a feminist method, MVP worked well for both women and men and across students’ varying racial/ethnic identities, but differences by peer group reveal areas in which additional research and intervention programming may be needed.

We propose a comprehensive model of skeletal muscular contraction which connects the nervous control to the force generated by a given muscle during motion. We introduce a contractile proteins activation probability into A. F. Huxley's sliding filament theory, and we deduce this probability from the calcium turnover study described in part I. This modelization implies a discussion of the experimental determination and the published values of some constants concerning the calcium turnover (calcium concentration at rest, affinity constant for the specific sites of troponin C, rate constant for the release of calcium from the non‐specific sites of troponin C). We show that the troponin C non‐specific cationic sites are unambigously related to the calcium‐magnesium antagonism. We conclude with a numerical simulation for the medial gastrocnemius muscle of the cat.