Kathryn J. Ready

Effect of employee background on perceived organizational justice: managerial implications

The study examines the effect employee background (gender, education level and affiliation to the government) on organizational justice perceptions using the three-factor model (distributive, procedural and interactional justice). Selected demographic and attitudinal data were collected from a sample of 313 employees representing 10 public organizations. The findings of this study show that gender had a significant effect on distributive and interactional justice but not procedural justice; education level had a significant effect on distributive and procedural justice but not interactional justice; and affiliation to the government had a significant effect on all the three dimensions of justice. Managerial implications of these findings and future research directions are also discussed. Points for practitioners Gaining a better insight into the effects of demographic factors (gender, education level and affiliation to the government) on the three dimensions of organizational justice indicates to policymakers and public managers where improvements can be made, and helps them to develop strategies and policies that could improve the perceived justice. Another important implication of this study for countries emerging from a civil war, liberation struggle or other similar conflict (for example, South Sudan, Libya, Afghanistan) is regarding converting former fighters into civil servants and their management afterwards. It is crucial to provide them employment opportunities in a civil service provided that they are placed based on the principle of the right persons on the right positions and then treat them as equal as their counterparts: non-ex-fighter civil servants. They only need to be given some (special) kind of training (at the beginning) that expedites their socialization and integration into the main stream way of thinking and doing things.

Perceptions and Strategies in the Negotiation Process: A Cross Cultural Examination of U.S. and Malaysia

This article examines empirical findings of American (n=457) and Malaysian (n=347) college students regarding their perceptions and strategies utilized in the negotiation process. Several hypotheses comparing differences in cross-cultural negotiation styles, perceptions and strategies in negotiation are analyzed. The findings indicate that Malaysian students (from a collectivist culture) tend to have different negotiation perceptions, strategies and styles from those of their American counterparts (from an individualist culture). Specific differences are found in negotiation perceptions, risk taking, individual vs. group orientation, support of family culture, skill comfort level and gender differences. The importance of maintaining relationships with the other party during the negotiation was important in both groups, and both groups felt that they were effective negotiators. The findings extend previous research on cross-cultural negotiation styles with a discussion of specific process and strategy differences. Managerial implications of these findings and future research directions are also discussed.

How to Manage Multiple Faculty Identifications during Change.

Purpose – The purpose of this conceptual paper is to examine multiple‐faculty identifications to propose a differentiated management system that can be effective in todays changing educational environment.Design/methodology/approach – The paper examines multiple‐faculty identifications that faculty members have with their institution from an identity theory perspective with the objective of developing an appropriate typology of faculty members.Findings – After assessing key faculty needs underlying each form of faculty identification within their institution, the authors develop a differentiated management model that can be used by administrators when pursuing change initiatives in their institutions.Originality/value – The practical implementation of the proposed model can yield coherent change in institutions of higher education through the administrative efforts of building collective competency.

Perceptions and strategies in the negotiation process: a cross-cultural examination of USA, Vietnam and Malaysia

As part of a cross-national study (using survey data), this paper analyses the perceptions of college students regarding negotiation skills, styles and strategies across three countries: USA (n = 457), Vietnam (n = 391) and Malaysia (n = 347). This study presents and examines a number of hypotheses related to the negotiation process. The findings indicate that US students (from the West with an individualist culture) were found to have different negotiation perceptions from those of Malaysian and Vietnamese students (from Asian with a collectivist culture). The findings of this study support previous studies on cross-cultural negotiations. Managerial implications of the findings and an agenda for future research are discussed.

Achieving National Preparedness Goals: Practices in the Motorcoach Industry Post-9/11

The events of 9/11 instilled a need to increase preparedness throughout many industries and sectors in the United States. As terrorism threats have increased, the media has reported attacks on mass transport around the world. The Department of Homeland Security (DHS) indicates that mass transport and public venues are prime targets for terrorists, given the impact that disruption of transport could have on the economy and major destinations.