Behavioral Determinants of Nonprofit Board Performance

There is an increased awareness that the performance of boards (good governance) is not only determined by structural determinants but by behavioral determinants as well. These behavioral determinants might be particularly important for public and nonprofit governance, where the role of the board is more diffuse and heterogeneous than in corporate governance. Here we investigate how social dynamics within boards in secondary education influence their performance. We follow a concise model that includes cognitive conflict, the use of expertise, effort norms, and social cohesion as determinants of board task performance. A survey among all secondary schools in the Netherlands serves as the empirical underpinning for this process‐oriented model of good governance. We show that the behavioral determinants have different effects on the control task and advice task of boards. Also, we find that cognitive conflicts in supervisory boards do not lead to less but rather to more social cohesion within boards. Building on these findings, we suggest a revised model of the behavioral determinants of nonprofit board performance.     

EMPIRICAL FEATURES OF THE SECOND-GENERATION TARGET ZONE MODELS: MEAN-REVERTING FUNDAMENTALS AND ENDOGENOUS DEVALUATION RISK

We show that within Bertola and Svensson's second-generation target zone model, mean-reverting interventions and endogenous devaluation risk are closely interrelated. Over the period 1983–93 we analyze the degree of mean reversion in the underlying fundamental process as well as the term structure of interest rate differentials vis-à-vis Germany for six Exchange Rate Mechanism currencies. For Austria, Denmark and the Netherlands, and for Belgium after 1990 our estimates are broadly in line with the first-generation target zone model, whereas those for France and Italy are in accordance with the model that allows for endogenous devaluation risk. ( JEL F3 1, E43)     

Conflict in the boardroom: a participant observation study of supervisory board dynamics

We develop a conflict-oriented model of board task performance and argue that a common framework, that is, a shared understanding of its role, helps boards to perform well. Conflict is the mediating effect through which this plays out. We posit that a common framework increases board task performance because it reduces intragroup relationship conflicts, increases task conflicts within the board, and reduces conflicts in the relationship between board and CEO. We explore the model through a comparative participant observation study of 11 supervisory boards in action. The results show that while low levels of relationship conflict are typically considered a sign of a well-functioning board, the avoidance of relationship conflict negatively impacts board task performance and may lead to ‘cognitive blindness’. Boards of directors should manage—rather than avoid—relationship conflict. Based on our findings, we suggest an extended model of conflict in boards that takes into account the negative effect of conflict avoidance.     

Income sufficiency v. poverty Results from the United States and The Netherlands

The purpose of this paper is to further the understanding of subjective measures used to assess poverty and to add to the literature on poverty measurement methodology. In particular, the paper focuses on the minimum income question (MIQ) first proposed by Goedhart and colleagues (1977). Data from the U.S. Consumer Expenditure Survey and from a Dutch newspaper survey are used. The primary contribution of the paper is the inclusion of household expenditures as additional explanatory variables of minimally necessary income. Significant differences between the coefficients of several categories of expenditures, particularly for leisure, appear to reveal differences in the interpretation of the minimum income question by respondents. Thus, we question the underlying assumption of the MIQ that everyone adheres the same welfare meaning to the phrase “minimally necessary income,” and conclude that the resulting thresholds should not be used as to measure poverty before further research has been carried out to explore what respondents are thinking when they answer questions such as the MIQ.     

Epidemiology of premenstrual symptoms and disorders

The aim of this paper is to review published literature on the types and prevalences of premenstrual disorders and symptoms, and effects of these on activities of daily life and other parameters of burden of illness. The method involved review of the pertinent published literature. Premenstrual disorders vary in prevalence according to the definition or categorization. The most severe disorder being premenstrual dysphoric disorder (PMDD) affects 3-8% of women of reproductive age. This disorder focuses on psychological symptoms whereas global studies show that the most prevalent premenstrual symptoms are physical. Both psychological and physical symptoms affect women's activities of daily life. A considerable burden of illness has been shown to be associated with moderate to severe premenstrual disorders. In conclusion, premenstrual symptoms are a frequent source of concern to women during their reproductive lives and moderate to severe symptoms impact on their quality of lives.     

MULTIPLE IMPUTATION OF INCOMPLETE CATEGORICAL DATA USING LATENT CLASS ANALYSIS

We propose using latent class analysis as an alternative to log-linear analysis for the multiple imputation of incomplete categorical data. Similar to log-linear models, latent class models can be used to describe complex association structures between the variables used in the imputation model. However, unlike log-linear models, latent class models can be used to build large imputation models containing more than a few categorical variables. To obtain imputations reflecting uncertainty about the unknown model parameters, we use a nonparametric bootstrap procedure as an alternative to the more common full Bayesian approach. The proposed multiple imputation method, which is implemented in Latent GOLD software for latent class analysis, is illustrated with two examples. In a simulated data example, we compare the new method to well-established methods such as maximum likelihood estimation with incomplete data and multiple imputation using a saturated log-linear model. This example shows that the proposed method yields unbiased parameter estimates and standard errors. The second example concerns an application using a typical social sciences data set. It contains 79 variables that are all included in the imputation model. The proposed method is especially useful for such large data sets because standard methods for dealing with missing data in categorical variables break down when the number of variables is so large.     

Crossing the line: The determinants of picket line crossing during a faculty strike

This study builds on the strike-militancy literature by examining the determinants of the union member’s decision to cross a picket line during a 29-day university faculty strike. As hypothesized, voting behavior in authorization and ratification elections significantly predicted crossing behavior, suggesting that strike voting may provide information about the level of support for the strike and, in turn, the level of bargaining power. In addition, satisfaction with the administration, union commitment, attitudes toward unions, co-worker social support, and the perceived cost of striking were significantly related to crossing behavior.     

The determinants of organizations’ usage of employee dismissal: Evidence from Australia

Substantial variation exists across organizations in their use of dismissal. While it has been suggested that this variation reflects organizational-level factors relating to disciplinary issues, little evidence exists regarding the effect of these factors. Using data from 1,596 workplaces in the Australian Workplace Industrial Relations Survey, we examine how organizational-level factors that reflect the incidence of disciplinary problems as well as the expected costs and benefits of dismissal are related to dismissal usage. For each organization, data were collected on organizational characteristics and practices in interviews with the employee relations manager and the senior line manager. Data were also collected on whether or not dismissal was used by the firm and on the number of employees dismissed. Using both logistic regression and tobit analysis, our results suggest that dismissal is affected by procedural and institutional restrictions on the use of discipline, interactions among those restrictions, compensation level, labor market factors, workforce human capital, operating capacity, work group influence, the use of incentive pay, workforce size, and industry classification. Copies of the AWIRS Data set are available for purchase from the Australian Government Publishing Service, Commonwealth Department of Industrial Relations, Canaberra, Australia. The authors thank Alan Morris and Lindsay Turner for their assistance in managing the AWIRS data set. Michelle Brown is now at the University of Wisconsin-Milwaukee, WI 53201.     

Ansteckungsprozesse in Gruppen: Die Rolle von geteilten Gefühlen für Gruppenprozesse und -ergebnisse

Feelings are not only a matter of individual group members. Within groups, individuals’ feelings converge resulting in a group affective tone. This paper provides an overview about processes that contribute to group affective tone as well as research findings about related group processes and outcomes. Group affective tone compromises two independent dimensions: positive group affective tone and negative group affective tone. Positive group affective tone is usually related to desired group processes and outcomes. It also promotes cooperation and performance. A negative group affective tone promotes group processes and outcomes only in groups that work together for a short time. In longer lasting groups negative group affective tone is linked to conflicts and reduced performance. Groups should be aware that affect spills over, cultivate a positive group affective tone and regulate an emergent negative group affective tone at an early stage.     

Comparative Dispute Resolution in the Workplace

Workplace dispute resolution procedures vary considerably in structure and design, yet little is known concerning how these differences affect employees. We evaluate the efficacy of the leading dispute resolution procedures to provide employees with voice and workplace justice and then consider how outcomes may differ. Alternative dispute resolution can enhance workplace justice; however, justice can be denied when employers institute mandatory systems and require employees waive their right to pursue claims through the courts. Much of the variation in outcomes between these procedures is attributable to the decision-makers who, across these systems, emphasize different factors when evaluating a case. Critical questions remain however. We offer several recommendations for future research and encourage a more interdisciplinary approach to the many, as of yet, unanswered questions.