Christopher J. Meyer

Multiple professional identities: examining differences in identification across work-related targets.

Although there is a growing literature on organizational identification, relatively little research has investigated other possible targets of identification. In a sample of veterinarians working in a wide range of organizations, the authors compared their identification with the veterinary profession, their organization, and their workgroup. The authors found different patterns of identification across these targets depending on whether the individual (a) worked in a veterinary medicine or nonveterinary medicine organization and (b) was an owner/partner or an associate. Owners of veterinary medicine organizations identified more with the organization than with either the profession or their workgroup. Associates in veterinary medicine organizations identified more with the organization and the workgroup than with the profession. Veterinarians in nonveterinary medicine organizations identified more with the profession and their workgroup than with the organization. Identification with each of the targets provided independent predictive validity of job satisfaction.

Trait Configurations in Self-Managed Teams: A Conceptual Examination of the Use of Seeding for Maximizing and Minimizing Trait Variance in Teams

In this article, the authors argue that there is no one best way to make placement decisions on self-managed teams. Drawing from theories of supplementary and complementary fit, they develop a conceptual model that suggests that (a) maximization principles should be applied to extroversion variance (i.e., complementary fit), (b) minimization principles should be applied to conscientiousness variance (i.e., supplementary fit), and (c) extroversion variance and conscientiousness variance interact to influence team performance. They also argue that previous research has underestimated the effect of extroversion and conscientiousness variance on performance because of suboptimal design. The authors, therefore, present an alternative method for making team placement decisions (i.e., seeding) that can be used to maximize or minimize variance in teams.

Hierarchical team decision making

In this paper, we review the literature on hierarchical team decision making — teams in which a formal leader makes decisions based upon the input from a staff or subordinates or other informed parties. We structure our review around the Multilevel Theory of team decision making (Hollenbeck et al., 1995), integrating the disparate works within this literature. We then provide recommendations to practitioners interested in building, maintaining, and maximizing the effectiveness of hierarchical teams. Finally, we conclude by addressing weaknesses of the literature to date and avenues for future research.

Cloning, expression, and nucleotide sequence of glgC gene from an allosteric mutant of Escherichia coli B

The Escherichia coli B mutant strain CL1136 accumulates glycogen at a 3.4- to 4-fold greater rate than the parent E. coli B strain and contains an ADPglucose synthetase with altered kinetic and allosteric properties. The enzyme from CL1136 is less dependent on the allosteric activator, fructose 1,6-bisphosphate, for activity and less sensitive to inhibition by AMP than the parent strain enzyme. The structural gene, glgC, for the allosteric mutant enzyme was selected by colony hybridization and cloned into the bacterial plasmid pBR322 by insertion of the chromosomal DNA at the PstI site. One recombinant plasmid, designated pKG3, was isolated from the genomic library of CL1136 containing glgC. The cloned ADPglucose synthetase from the mutant CL1136 was expressed and characterized with respect to kinetic and allosteric properties and found to be identical to the enzyme purified from the CL1136 strain. The mutant glgC was then subcloned into pUC118/119 for dideoxy sequencing of both strands. The mutant glgC sequence was found to differ from the wild-type at the deduced amino acid residue 67 where a single point mutation resulted in a change from arginine to cysteine.

Scissors cut paper: purposive and contingent strategies in a conflict situation

Purpose – This paper aims to focus on a little studied but important type of conflict, zero‐sum situations. These conflicts are less likely to take place than those in which participants can come to an integrative agreement, but knowing how to best strategize for zero‐sum conflicts can lead to better outcomes in these situations.Design/methodology/approach – Participants in the study utilized two specific strategies – purposive or contingent – in a rock‐paper‐scissors elimination tournament. The use of the strategy and the outcome were measured in a controlled setting.Findings – Results demonstrate that using a strategy in a win‐lose conflict situation significantly predicts success. Further, competitive individuals are more likely to utilize strategies than other personality types.Originality/value – This paper builds on the theory that individuals in conflict situations have preferences, pursue goals, and behave purposefully. In particular, the paper studies the antecedents to strategies employed in a c...

Third Party Interventions Across Cultures: No “One Best Choice”

In this article, we focus on alternative dispute resolution procedures, in particular third party procedures. We describe eight different procedures and provide examples of how these procedures are used in different cultural contexts. We then evaluate the procedures in terms of how they impact four key criteria that have been noted in the literature related to negotiation: process criteria, settlement criteria, issue-related criteria, and relationship criteria. We subsequently explore the potential impact of culture on evaluations of these criteria. We finish with a discussion of future directions for research and practice, emphasizing that procedural recommendations should be made carefully when the criteria for effectiveness and applicability are derived from US-centric research. In other words, there is not “one best choice” for third party procedures universal to the myriad cultures on our planet.