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The purpose of this paper is to examine the relationships between leadership development level (LDL) and leadership effectiveness utilizing 360‐degree feedback scores. Researchers examine raters' ability to recognize effective leadership practices using a constructive developmental framework.

This approach is quantitative and involved data gathered from subject‐object CD interviews and 360‐degree feedback scores collected from individuals enrolled in an executive leadership development program.

The analysis revealed that LDL predicted leadership effectiveness using the 360‐degree feedback measure across a number of sources including superiors, subordinates, and peers. In addition, researchers reveal that individuals that lead from higher levels are more effective in a number of leadership competencies (e.g. Leading Change, Managing Performance, Creating a Compelling Vision, etc.). Finally, the research demonstrates that superiors and peers can predict leader effectiveness better than subordinates or oneself.

Implications for integrating constructive developmental theory in both the research and practice of leader selection and development is discussed.

This study is one of the first studies to empirically demonstrate the link between leadership development level and leadership effectiveness using the constructive developmental framework.

Using “districts” nested within “regions”, this multi‐level analysis research aims to examine whether a climate of supervisory‐support at a “district”‐level (as measured by perceived supervisor support (PSS)), and “region”‐level unemployment rates were related to “district”‐level retention rates of blue‐collar part‐time employees (PTEs).

Blue‐collar PTE retention rates (from company records) and PSS levels (from a company‐wide survey) of a large global service provider were gathered. “Regional” unemployment rates were collected via publicly‐accessible government statistics.

The study finds that PSS levels of blue‐collar PTEs were related to retention rates. Additionally, through the nested relationship of the study, the “region”‐level unemployment rate was also related to PTE retention levels.

Limitations of the study included generalization to other companies, inability to collect demographic data, sample size and sampling issues, and concerns about the measurement of retention.

This study revealed that supervisory‐support climate was important in PTE retention. This paper gives mechanisms that managers can use to improve PSS levels of employees. Additionally, since organizations exist in environments, results show that the external environment may affect organizational outcomes, no matter what occurs internally in the organization.

This study is unique since it focused specifically on blue‐collar PTEs, a much‐needed group of people to research. The paper gave ways for managers to enhance their relationship with PTEs, thereby having special value for managers and those who study managerial development. Additionally, the study gave evidence that organizations exist in environments, and factors outside the organization may affect retention within organizations.

This study aims to adopt the institutional theory perspective to understand how institutional inconsistencies experienced by individuals translate into meaninglessness. Moreover, using the constructive development theory, it provides a plausible explanation to the enigma – why do some organizational members develop meaninglessness, while others do not?

This conceptual paper is based on a critical evaluation of extant literature that helped to develop the empirically testable propositions.

Grounded in the three types of mindsets as proposed in the constructive development theory, this paper suggests that, for socialized knowers, the degree of meaninglessness is directly related to the extent to which valued others perceive meaninglessness with respect to the institutional prescription creating a certain degree of inconsistency. The self-authoring knowers experience a higher degree of meaninglessness, if the alternative institutional prescriptions challenge the ones attached to their desired identity. While, the self-transforming knowers feel a higher level of meaninglessness, when they realize that the institutional inconsistency is strongly related to the experiences of others impacted by it.

This study adds a significant value to the streams of institutional and constructive development theories literature. It theorizes the variations in organizational members’ feeling of meaninglessness in the face of institutional inconsistencies while considering the shaping effects of field pressure and disposition. These propositions integrate the institutional theory and constructive development theory and present more socially acceptable justifications of the organizational members’ reaction of meaninglessness to institutional inconsistencies.

Examines the relationship between the presence of financial incentives and their effect on physician behaviour in health maintenance organizations (HMOs). By reviewing the scope and dimensions of both HMOs and financial incentives, a foundation is laid for the review of the current empirical evidence. Further analysis and conceptual development is given to this topic by stating the limitations of existing research – in the confounding variables, in the complexity of incentives, and in the unanswered questions of quality of care – and by proposing innovative ways of studying the “other aspects of physician behaviour” not previously considered. Questions and implications are raised for future research and practice.

The purpose of this paper is to examine people’s understanding and evaluation of uncertainty intervals produced by experts as part of a quality assurance procedure of large public projects.

Three samples of educated participants (employees in a large construction company, students attending courses in project management and judgment and decision making, and judges of district and appeal courts) answered questionnaires about cost estimates of a highway construction project, presented as a probability distribution.

The studies demonstrated additivity neglect of probabilities that are graphically displayed. People’s evaluations of the accuracy of interval estimates revealed a boundary (a “cliff”) effect, with a sharp drop in accuracy ratings for outcomes above an arbitrary maximum. Several common verbal phrases (what “can” happen, is “entirely possible” and “not surprising”) which might seem to indicate expected outcomes were regularly used to describe unlikely values near or at the top of the distribution (an extremity effect).

All judgments concerned a single case and were made by participants who were not stakeholders in this specific project. Further studies should compare judgments aided by a graph with conditions where the graph is changed or absent.

Experts and project managers cannot assume that readers of cost estimates understand a well-defined uncertainty interval as intended. They should also be aware of effects created by describing uncertain estimates in words.

The studies show how inconsistencies in judgment affect the understanding and evaluation of uncertainty intervals by well-informed and educated samples tested in a maximally transparent situation. Readers of cost estimates seem to believe that precise estimates are feasible and yet that costs are usually underestimated.

Social exchange theory and social learning theory are widely employed in many disciplines but there is little application on the intention to leave and job performance among academic staff. Therefore, this study intends to examine the relationships among supervisor support, intention to leave and job performance along with mediating role of self-confidence in a developing context.

Data were collected through questionnaires from the academic staff of private Pakistani universities. The model was tested using data collected from 295 respondents by using structural equation modeling (SEM) technique.

The results revealed that supervisor support influenced job performance positively through the mediating role of self-confidence. Conversely, supervisor support influenced intention to leave negatively through the mediating role of self-confidence. In addition, the results also showed the direct effect of supervisor support on employees' job performance and intention to leave.

The results of this study suggest that the supervisor must provide adequate support to the academic staff, which helps them to develop their self-confidence. In addition, self-confidence is helpful for the employees to improve their job performance and reduce their intention to leave.

The study contributes to theory building in the area of supervisor support by enriching the understanding of the processes carrying the effect of supervisor support on desirable workplace outcomes. In addition, the study also explicates the less understood nature of relationship between supervisor support, job performance, and intention to leave through the mediating role of self-confidence in the Pakistani context.

This paper aims to quantify the impact of environmental contamination on farmland valuation. It applies data fusion and hedonic pricing approaches to quantify the contribution of nitrogen and phosphorus loading on farmland sales transactions. It further suggests approaches to improve internalization of environmental cost in valuation approaches using shadow pricing. The work informs the field of environmental, social and governance (ESG) investing by fusing environmental data with financial transactions.

This paper is an empirical study implementing hedonic pricing of farmland in the Lake Huron major drainage area. Data sources and fusion were derived from AcreValue, the United States Department of Agriculture's Gridded Soil Survey Geographic database (gSSURGO) and the United States Geological Survey's Spatially Referenced Regression on Watershed Attributes database (SPARROW).

The results suggest that environmental contamination has statistically significant positive determination power on farmland prices such that prices increase with contamination. Conventional metrics such as percentage of cultivated land in the parcel, root zone depth, whether the parcel is designated by the Natural Resource Conservation Service as prime farmland, and the size of the farmland parcel contribution to farmland value as well. The results indicate that environmental impacts are not accurately accounted for in farmland transactions.

This paper points to inaccurate valuation of environmental contamination in farmland value. While geocoding allowed for positioning of farmland sales transactions relative to modeled areas of contaminant loading in the Lake Huron drainage area, the interpretation indicates that value is driven by cultivation. Hence, generalization to other areas needs a cautious approach. Empirical testing across locations and drainage areas with diverse farmland features will serve to verify the modeled data used in this study.

The lack of integration of externalities in land valuation has implications on lending and disclosure practices, as financial service providers increasingly seek to account for ESG risk on their loan books and broader investment portfolios. The impact of farmland accounting practices for contamination such as shadow pricing may impact land valuation based on future cash flows, and may serve to inform sustainability-linked lending practices to farm operations.

This is the first paper to fuse data from AcreValue, gSSURGO and SPARROW to discover the explanatory power of nutrient contamination in farmland value in the Lake Huron major drainage area.

The purpose of this paper is to clarify whether the dark side of personality adds information beyond the bright side when predicting career success.

In total, 287 participants (150♀, M_age=37.74 and SD_age=10.38) completed questionnaires on the Dark Triad (narcissism, Machiavellianism and psychopathy) and the Big Five (emotional stability, extraversion, openness, agreeableness and conscientiousness). They also provided information on their objective (salary and leadership position) and subjective (job satisfaction and satisfaction with income) career success. Regression analyses were used to estimate the Dark Triad’s incremental predictive value.

The results show that the Dark Triad only provides incremental information beyond the Big Five when predicting salary (ΔR²=0.02*) and leadership position (ΔR²=0.04*). In contrast, the Dark Triad does not explain unique variance when predicting job satisfaction or satisfaction with income.

The exclusive use of self-rated success criteria may increase the risk of same-source biases. Thus, future studies should include ratings derived from multiple perspectives.

Considering the Dark Triad in employee selection and development seems particularly promising in the context of competitive behaviour.

The results are discussed in light of the socioanalytic theory. This may help to better understand behaviour in organisational contexts.

This study is the first that simultaneously investigates all three traits of the Dark Triad and the Big Five in combination with objective and subjective career success. In addition, it extends previous findings by answering the question of whether the Dark Triad offers incremental or redundant information to the Big Five when predicting success.