The role of organizational leaders in employee emotion management: A theoretical model

The actions of organizational leaders are important determinants of the emergence, management, and consequences of employee emotional experience. However, the nature and dimensionality of leader emotion management and the behaviors that constitute such management are largely unknown. The authors present a comprehensive, theoretically-derived model of leader emotion management which clarifies the nature of emotion management and its role in leadership. This model also delineates the knowledge and skill-based antecedents of emotion management and the consequences of such management. Specifically, we propose linkages between particular KSAOs and specific emotion management dimensions and between those dimensions and particular individual and organizational outcomes. The model is meant to serve as a framework to guide empirical efforts in investigating the nature and correlates of leader emotion management.     

The relation of psychological,social, and economic variables to fertility-related decisions

To test a recent model of social behavior, a questionnaire was designed and administered to 270 married women in a midwestern city. A stratified random sample was obtained, comprising a 2 × 3 factorial design (Catholic vs. Protestant and high vs. middle vs. low socioeconomic status). It was hypothesized that an individual’s intention to engage in a fertility-related behavior would be highly correlated with (a) her beliefs about the consequences of performing that behavior weighted by the value of those consequences, and/or (b) her beliefs about what relevant others think she should do and her motivation to comply with those others. The data strongly supported this hypothesis for each of three different behaviors. Analysis of variance revealed a significant religious differential for intentions to have a two-child family (Catholics were less likely to intend to have a two-child family than Protestants). This differential was further examined in terms of the proposed model of behavior.     

Opposition‐Defiance in the Second Year of Life: A Population‐Based Cohort Study

Recent epidemiological evidence suggests that even in the midst of the “terrible twos,” frequent/severe oppositional‐defiant behaviors (ODBs) are not common among toddlers and hence may be indicative of a significant opposition‐defiance problem. The main objective of this study was to obtain a maximum likelihood estimate of the proportion of toddlers in the general population who are reported to exhibit ODBs on a frequent basis, and to test for gender differences therein. Data came from The Québec Longitudinal Study of Child Development, a survey of a representative birth cohort of children from the Canadian province of Québec. Multigroup latent class analysis was used to distinguish between toddlers who exhibit ODBs on a frequent basis and those who do so only occasionally or not at all. The results show that 12.4% of 17‐month‐old boys and girls exhibit ODBs on a frequent basis. Further, the results show a strong positive association between opposition‐defiance and physical aggression early in life, with a great majority of physically aggressive toddlers exhibiting ODBs on a frequent basis. In contrast, the results show that only a minority of toddlers who may be experiencing a significant opposition‐defiance problem exhibit physically aggressive behaviors on a frequent basis.     

CEO successor compensation: outside versus inside successions

We propose that outside CEO candidates will have greater bargaining power than insiders. As a result, outside CEO successors will likely receive greater total compensation than inside CEO successors. Outside successors, meantime, pose more risk to the hiring firm than inside successors due to higher information asymmetry. As a result, outside successor compensation packages are tilted towards more performance-related pay-at-risk, while inside successor packages have a higher percentage in salary. In addition, outside successors may want to utilize the structure of their compensation at their previous firm in their new contracts. Using a sample of 99 firms with outside successors who were not CEO in their prior firms, matched by industry and size to firms that hired inside candidates, we find evidence supporting these hypotheses.     

Zelda Foster and her contributions to social work in end-of-life care

This article is both a memoir of one social worker's professional collaboration with Zelda Foster and a tribute to Zelda's legacy in the form of an educational resource on end-of-life care. It reviews achievements of Zelda Foster in social work practice and teaching related to death and dying. Resources presented in this article were supported by the Soros Foundation's Project on Death in America, a funded grant project to which Zelda contributed. The end-of-life care education, training and informational tools discussed in this article are examples of ongoing efforts in the social work profession to improve the lives of the dying and bereaved.     

Who Is Hispanic? Hispanic Identity among African Americans,Asian Americans,Others, and Whites*

Hispanics are now the largest minority group in the United States and their presence is likely to continue to expand. Little is known, however, about the correlates of Hispanic identity or the processes that are involved in its maintenance. We investigate these issues by ascertaining and then seeking to understand the various associations between reported racial identities and Hispanic ethnicity using data from the Current Population Surveys. Restricting the sample to individuals who are known to have demographic origins in Latin America, our results indicate that persons with African or Asian racial identifications are substantially less likely than whites or Others to also identify as Hispanic. Relative to the first generation, Hispanic identification declines and the racial differences increase in the second generation. The exceptions in this regard are Others for whom racial and Hispanic identifications are the most highly associated for both the first and second generations. These findings are interpreted as reflecting various social processes that are involved in the development and maintenance of racial and ethnic identities. Our results provide insight into the complex, social nature of Hispanic identification in modern America.     

Participation and young people involved in prostitution

This paper discusses a campaign which involves young people with experience of prostitution in influencing policy and practice which affects this group: the National Youth Campaign on Sexual Exploitation (the Youth Campaign). It is argued that participation is critical to improving outcomes for young people involved in prostitution, yet is often overlooked. Through participation, young people with experience of prostitution can build their self‐esteem whilst also helping agencies and policy makers develop more effective strategies on youth prostitution. The paper examines in detail one piece of work undertaken by the Youth Campaign: a workshop run by two young women at a national conference on sexual exploitation. In addition, it gives an overview of current research, policy and practice on participation and young people involved in prostitution and makes recommendations for how practice in this area could be improved. Copyright © 2006 John Wiley & Sons, Ltd.     

Critical success factors for merger in the UK voluntary sector

This paper reports on research into mergers in the voluntary sector in the UK from 1988 to 1993. It compares empirically derived critical success factors with success factors derived from previous work on mergers in both the voluntary and private sectors. The study concludes that merger can be an extremely effective strategy for voluntary organisations. For it to be so, it has to be undertaken willingly, with a shared vision between the partners of what the merger will achieve. Cultural differences need to be recognised and handled within a trusting context in which mutual respect is backed by an equitable process. Finally; sensitive handling of individuals caught up in the merger process is essential—but something which the voluntary sector ought to be well capable of doing.