Gregory Southey

Evaluating organizational behavior teaching innovations: More rigorous designs, more relevant criteria, and an example

Evaluations of new methods of teaching Organizational Behavior (OB) usually rely on course ratings collected at the end of the semester. This article discusses the need for more rigorous designs for assessing teaching innovations, and proposes evaluating OB courses on the basis of change in self-ratings of managerial competencies. Selfratings of managerial competencies and a more sophisticated evaluation design are used to compare the Practical Organizational Behavior Education (PROBE) method to the lecture/tutorial method of delivering of OB material. PROBE produces greater perceived managerial skill learning than lecture/tutorial delivery for females, younger students, students with little work experience, and students from Western cultures. The discussion points out how incorrect conclusions might have been reached about the relative effectiveness of the two methods had a less sophisticated evaluation design been used.

An Exploratory Study of the Jones and James Organisational Climate Scales

This paper considers the relationship between corporate cultures and measures of organisational climate. It suggests that the Jones and James (1979) climate questionnaire is a useful instrument which provides insights at the individual, sub unit and organisational levels of analysis A factor analysis of a modified version administered to 147 public sector employees confirmed stable dimensions of leader facilitation and support, workgroup cooperation, organisational esprit, and job characteristics. The approach presents the potential to map changes in corporate cultures in further research applications.

Teaching HRM and Managerial Skills with the ‘Living Case’

Bond University was established by ActofParliament in 1987 as an independent, private University.The first student intake occurred in May 1989. The School of Business offers degrees in theundergraduate (BCom, BHospMgtand Diploma) and the graduate (MBA, MAce, MCom, MTM andPhD) levels.TheSchool teaches and sponsorsresearch in accounting,economics,econometrics, finance, marketing,management, organisational behaviour and related disciplines in hospitality and real estate fields.The Discussion Paper series is intended to foster research and comments are invited. The viewsexpressed in the papers are the opinion ofthe authors and do not necessarily reflect the views oftheSchool or the University.ListsofavailableDiscussionPapersand copies ofthe papers(which arefree ofcharge) maybe obtainedfrom:TheSeniorSchool AdministratorSchool ofBusinessBond UniversityGOLD COAST QLD 4229Telephone: (07) 55952244Fax: (07) 5595 1160

International human resource management in the introductory HRM course

This paper explores the extent to which students in the introductory HRM course in US institutions are likely to be exposed to information on international and cross-cultural aspects of HRM. Two methods are used: (1) an analysis of international content in fifteen popular introductory HRM textbooks and (2) a survey of professors teaching introductory HRM. The vast majority of responding instructors said their classes got some exposure to international issues in HRM, and most introductory texts included some relevant content. Critiques of international boxed features and dedicated IHRM chapters are provided, and suggestions for improving the quality and depth of IHRM content in introductory textbooks are made.