Mark H. Jordan

The Relationship of Group Process Variables and Team Performance A Team-Level Analysis in a Field Setting

The efficacy of three group process variables—group potency, social cohesion, and team-member exchange—in explaining team performance was examined for 648 military officers working in 50 self-managed teams over a 5-week period. Team performance was assessed on two objective criteria (mental task performance and physical task performance) and one subjective criterion (commander team performance ratings). Each of the group process variables was related to at least one aspect of team performance. Of the three group process variables, group potency exhibited the greatest predictive efficacy as it explained unique variance in team performance over that accounted for by both social cohesion and team-member exchange.

Organizational Citizenship Behavior, Job Attitudes, and the Psychological Contract

Previous research has shown a positive relationship between job satisfaction and various dimensions of organizational citizenship behavior. These studies, however, have focused almost exclusively on civilian sector organizations. While insight gained from these studies is instructive, it remains to be seen if these relationships also exist in the context of military organizations. The relationships between job satisfaction as well as cynicism (as moderated by psychological contracts) with organizational citizenship behavior (OCB) are explored. Data were collected from military officers (n = 151) attending a 10-month professional military education school. As an improvement over other similar studies, control measures were incorporated to address potential confounds associated with self-reported attitudes. Results showed job satisfaction was a strong predictor of OCB, cynicism was negatively related to the altruism dimension of OCB, and the relationship between cynicism and the altruism dimension of organizational citizenship behavior was moderated such that the relationship was stronger when there were high levels of perceived psychological contract support than when there were low levels of support.

An integrative approach to identifying factors related to long-term career commitments

Purpose – The purpose of this paper is to examine an initial set of characteristics and traits that may reduce officer recruitment turnover by increasing a cadet’s decision to contract vs those that do not contract (contracting represents a written commitment to commission into an US Armed Services Organization after graduation). This paper is the first of a larger, long-term project. The factors of particular interest in this initial study are generalized self-efficacy, grit, and perceived organizational support (POS). Design/methodology/approach – Computer-based surveys containing variables of interest were administered to a random sample of freshmen, sophomore, junior, and senior cadets over a period of three years. Data for 517 cadets responding to the survey were analyzed using logistical regression to test hypotheses examining whether or not self-efficacy, grit, and POS were positively related to cadets’ decisions to contract. Findings – Logistical regression results indicated that self-efficacy and...

An Examination of Salient, Non-Monetary, Factors Influencing Performance in Public Sector Organizations: A Conceptual Model

Public sector organizations are experiencing incredible pressures to become more efficient, while simultaneously maintaining a high level of responsiveness to public constituents. These pressures are translated into intense demands placed on public sector employees and their collective performance. The purpose of this article is to examine important perceptions about key organizational phenomena and related employee attitudes in the context of performance in public sector organizations. Specifically, the implications of perceived organizational support (POS) and perceived psychological contract support (PSCS) are explored, leading to the development of a conceptual model which embodies non-task behaviors of organizational citizenship behaviors and counterproductive work behaviors, as well as cynicism and embeddedness as salient attitudes that should be considered in conjunction with POS and PSCS as antecedents of job performance in public sector organizations.

Executive Selection in a Government Agency: An Analysis of the Department of the Navy's Senior Executive Service Selection Process:

Selection processes are critical to identifying and employing those individuals who will perform well on the job. Selection of senior management is equally as significant, requiring the selection process to be effective and robust. The Senior Executive Service (SES) selection process for the Department of the Navy (DON) is analyzed. Some practical insights and recommendations generated by this analysis are offered.

Unlearning cynicism: A supplemental approach in addressing a serious organizational malady

Purpose “Unlearning” is discussed as an additional perspective or supplemental strategy for managers/leaders to consider when addressing cynicism in organizations. The article is not intended to be definitive. The aim of this paper is to generate ideas and encourage further exploration amongst practitioners and scholars regarding the feasibility of this perspective. There are a number of plausible explanations for the origin of cynicism, including the notion that cynicism is learned. As anything that is learned can also be unlearned, “unlearning” seemed to be a compelling perspective worthy of further exploration. Design/methodology/approach A targeted literature review of cynicism (with a specific focus on some of the more salient and well-respected research) was utilized to develop a conceptual overview of cynicism, a discussion of key causes/antecedents of cynicism, and common symptoms of cynicism. Select literature was also reviewed relative to the concept of “unlearning”. These varied sources were then synthesized into a framework that outlined the premise of “unlearning” applied to cynicism in organizations. Findings This article focuses on the attitudinal dimension of cynicism, discussing “unlearning” as a possible method for addressing cynicism that can be used to supplement, but not necessarily replace, other methods that have proven effective. Originality/value Cynicism in organizations has received notable research attention. This article contributes to this important topic by exploring “unlearning” as a supplemental approach or perspective for addressing cynicism with the intent of generating ideas and encouraging further exploration of the feasibility of this approach.

Enhancing education through service learning: a project overview

Purpose – This paper intendsto provide a summary of a service learning project that was used as a form of work‐based learning to facilitate leadership training and education for undergraduate business students.Design/methodology/approach – Details regarding the service learning project are provided, including objectives and a general overview of the methodology. This specific project required undergraduate business students in a leadership course to function in simulated roles as consultants for a fictional consulting company charged with developing and delivering a leadership training seminar for practicing managers/employees of non‐profit organizations located near the university.Findings – Benefits or advantages to using this project are described. One of the most significant benefits associated with the project included the opportunity for students, as fictional employees, to become subject matter experts, while also becoming actively engaged or immersed in the content of leadership.Practical implicat...