Stained Steel: ESOPs,Meta‐Power,and the Ironies of Corporate Democracy

This case study examines the situated interactions between management and workers during a proposed sale of stock by a U.S. steel manufacturer. Our focus permits a fine‐grained analysis of how varieties of meta‐power both condition and are contested in situated interactions. In our setting, the workers owned the company through an employee stock ownership plan, thereby confounding the traditional hierarchical relation between management and workers. While the contrast between these forms of social organization framed the boundaries for subsequent social interactions, it also served to animate conflicts between workers and management. We found that though the worker‐owned company proclaimed values of “corporate democracy” and “employee participation,” executive management acted as a relay to transmit the disciplining effects of “market forces.” Accordingly, the latter served as an “invisible proxy” reinforcing traditional hierarchical social relations that problematized worker participation. The ironies of corporate democracy abound when worker‐owners find themselves shadow boxing anonymous capital.     

Changing Employment Relations and Governance in the International Auto Industry

Journal of Management and Governance -     

DIRECT SUPERVISION: ADDING COMPUTER-ASSISTED FEEDBACK AND DATA CAPTURE TO LIVE SUPERVISION

This is a critical review of live supervision with emphasis on technical innovations such as earphones or bug-in-the-ear, Teleprompters, and computers. A computer-assisted approach is described that overcomes many criticisms of live supervision. Direct supervision uses a computer monitor to unobtrusively provide information to the therapist about the supervisor's perceptions of the clients' and therapist's behavior, the expected therapeutic behaviors, and the therapist's "on target" behavior. Direct supervision has the advantage over other forms of supervision by providing an immediate, continuous, and permanent record for postsession supervision and for research into the supervisor-therapist-client process. The paper provides several suggestions for research.     

Does the mandate make a difference? reporting decisions in emotional abuse

Mandated (N = 57) and non‐mandated (N = 94) reporters were questioned as to their perceptions of the seriousness of 20 vignettes related to child emotional abuse, as well as their willingness to report the actions contained in the vignettes to child protective services. No difference was observed between mandated and non‐mandated reporters on the mean number of vignettes considered reportable. In addition, several psychosocial variables, including perceptions of teasing, political viewpoint, tendencies towards diffuse responsibility, perceptions of child protective services (CPS) and attitude towards helping others, were measured. Separate regression equations for mandated and non‐mandated reporters showed two different models in predicting reporting tendencies. Mandated reporters were most affected by the seriousness of the situation and their willingness to engage in prosocial behaviour, whereas non‐mandated reporters were most motivated by judgements of the seriousness of the abusive situation and their faith in child protective services. Being a male was also observed to be more predictive of reporting for non‐mandated reporters. Copyright © 2006 John Wiley & Sons, Ltd.     

Effects of mandatory notification training on the tendency to report hypothetical cases of child abuse and neglect

The objective of this study was to examine the effect of mandated notification training upon the tendency of individuals to report hypothetical cases of abuse and neglect. A second objective was to investigate the factors that influence the decision to report and to determine whether mandated notification training had an effect on these factors. Comparisons were drawn between a no training and a recent training group (with random allocation). An additional group of participants who had received training some time ago was included. Five hypothetical vignettes were responded to by 41 teachers and school personnel who had recently completed training, 31 people who had not completed training and 73 people who had completed training some years previously. Where the quality of evidence of abuse and thus suspicion of abuse was relatively high, there were no differences in the likelihood of reporting between trained and untrained participants, all of whom were very likely to report. Ambiguous evidence of abuse had a strong negative influence on reporting likelihood, although mandatory reporting training reduced this inhibition. Copyright © 2001 John Wiley & Sons, Ltd.     

Nature of the Interactions among Organizational Commitments: Complementary,Competitive or Synergistic?*

Although organizational commitment is a multidimensional construct, researchers have tended to examine the independent effects of its different forms. However, doing so creates potential problems of model misspecification and under‐prediction if interactions exist among different commitments. In this paper we discuss theoretically plausible interactions among different commitments, the patterns of which are expected to vary depending on the nature of the criterion and the foci of commitment. We then test these predictions via empirical data. Results revealed a ‘synergistic’ pattern of effects for discretionary outcomes, such that levels of organizational citizenship behaviour and strain were most favourable when employees reported high levels on multiple commitments. Importantly, no evidence was found for competitive effects between commitments, such that high levels on multiple commitments are detrimental. We discuss the implications of our findings for research and practice.