Meni Koslowsky

tDCS polarity effects in motor and cognitive domains: a meta-analytical review.

In vivo effects of transcranial direct current stimulation (tDCS) have attracted much attention nowadays as this area of research spreads to both the motor and cognitive domains. The common assumption is that the anode electrode causes an enhancement of cortical excitability during stimulation, which then lasts for a few minutes thereafter, while the cathode electrode generates the opposite effect, i.e., anodal-excitation and cathodal-inhibition effects (AeCi). Yet, this dual-polarity effect has not been observed in all tDCS studies. Here, we conducted a meta-analytical review aimed to investigate the homogeneity/heterogeneity of the effect sizes of the AeCi dichotomy in both motor and cognitive functions. The AeCi effect was found to occur quite commonly with motor investigations and rarely in cognitive studies. When the anode electrode is applied over a non-motor area, in most cases, it will cause an excitation as measured by a relevant cognitive or perceptual task; however, the cathode electrode rarely causes an inhibition. We found homogeneity in motor studies and heterogeneity in cognitive studies with the electrode’s polarity serving as a moderator that can explain the source of heterogeneity in cognitive studies. The lack of inhibitory cathodal effects might reflect compensation processes as cognitive functions are typically supported by rich brain networks. Further insights as to the polarity and domain interaction are offered, including subdivision to different classes of cognitive functions according to their likelihood of being affected by stimulation.

Correlates of employee lateness : Some theoretical considerations

Using hypothesis-driven meta-analytic procedures on 30 samples containing 118 correlations, researchers examined competing models of the relationship between lateness and assorted work-related variables. Consistent with a progression withdrawal model, the mean corrected lateness-absence correlation, .40, was found to be higher than the lateness-turnover correlation, .27. Hypotheses regarding the relationships between lateness and attitudes, performance, and demographics were generally supported. Methodological issues, including the need for longitudinal designs in the field and the inclusion of other moderators such as organizational and personality variables, were discussed.

Values and organizational commitment

The main objective of the present study was to examine the relationship between work values, gender, and organizational commitment. Research on the relationship between work values, in general, and commitment, in particular, has not identified clear trends. As recent work has shown that gender may be a moderator in predicting outcomes from work values, a model combining these variables was examined. The 24‐item Work Values Questionnaire, constructed by Elizur in previous research and an abbreviated version of the Porter et al., nine‐item organizational commitment questionnaire were used in the study. Data were collected from 204 students, all of whom work outside school. A moderated regression analysis showed that work values, especially cognitive ones, are positively related with commitment and the interaction of values with gender was also found to be a significant predictor of commitment. Some implications of the results were discussed.

On the Relationship between Subordinates’ Compliance to Power Sources and Organisational Attitudes

Social power involves the potential to influence others and is important in explaining organisational outcomes. Based on the assumptions posited in Raven’s (1992, 1993) power interaction model, we examined a set of potential antecedents and correlates of power sources. Participating in the study were 232 nurses and 32 supervisors from two municipal hospitals. Nurses and supervisors were asked to complete a battery of questionnaires including demographic items, the Interpersonal Power Inventory, job satisfaction, and organisational commitment. Convergent and discriminate validity of the power inventory yielded satisfactory results. Principal component analyses of the power inventory revealed a two-factor solution (harsh/soft sources) which was then used for comparison with predictors and outcome data. Among the major findings were the fact that compliance to power sources appears to be contingent on objective and subjective indices of professional distance between supervisors and subordinates, supervisor seniority in the department, and the type of promotion (from without or within department). Job satisfaction was found to be positively related to compliance with soft sources and negatively with harsh sources whereas commitment was positively associated with both.

Effect of Participation in Strategic and Tactical Decisions on Acceptance of Planned Change.

Participation of workers or clients in decision-making has been suggested as a critical method for achieving acceptance and effectiveness of planned change (Blumberg, 1976). The literature does not provide full support for this suggestion (Locke & Schweiger, 1979; Wagner & Gooding, 1987). The present study investigated the type of change decision and change certainty, which may moderate the effect of participation on change acceptance. A battery of psychological ability tests was administered to 222 Israeli subjects participating in a laboratory experiment. Subjects in three experimental groups were offered an opportunity to participate in strategic and/or tactical decisions regarding a change in type of test. The fourth group was not given any chance for participation. The effect of participation upon acceptance of change was consistent with the proposed hypotheses.

On the Relationship between Commuting, Stress Symptoms, and Attitudinal Measures: A LISREL Application

The relationship between commuting time and attitudinal measures of organizational outcomes has not been clearly identified. The present field study tested a model with an index of stress symptoms as a mediator between the two sets of variables. More than 600 nurses participated in a large personnel study that included questions on commuting time, stress, and several attitudinal measures. Results based on the use of the LISREL computer program indicated that, for nurses driving their own cars, stress acted as a mediator between commuting and attitudinal outcomes. Issues for further investigation and practical implications of the model are suggested.

Determinants of employee punctuality.

Abstract Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employees youngest child also distinguished between the groups.

Decision type, participative decision making (PDM), and organizational behavior: An experimental simulation

The present study tested hypotheses derived from the path‐goal theory of leadership concerning attitudes and behavior in an organizational change situation. Using an experimental simulation, the method of payment for 199 coding workers was changed from hourly to piece‐rate, either by participation or initiating structure (i.e., direction). Results supported the influence of the type of change decision on change acceptance. Initiating structure in the strategic change decision (whether or not to implement a planned change) and participation in tactical decisions (how to implement the change) both increased change acceptance. An interaction effect was also observed with subjects in the directive strategy with participation tactics combination showing the largest change acceptance mean. However, initiating structure or participation in both decision types had minimal effect on performance. Theoretical and practical implications of the results were discussed.

Stressor and personal variables in the commuting experience

The past few years have seen an increase in studies on the effects of commuting stress on various measures of strain. In particular, commuting impedance, a combination of time and distance between home and work, has been suggested as the independent variable that best describes the commuting experience. As demographic characteristics have been hypothesized as affecting strain, data were collected on personal variables and mode of transportation. Presents results from subjects in the present study consisting of 200 employees of a service organization near Tel Aviv, Israel. Whereas results verified the impact of commuting impedance on strain measures related to the commuting experience, the association between personal variables and strain was found to be inconsistent. Although the subjects were drawn from one organization only, they manifested many of the commuting patterns observed in other western nations. Proposes several suggestions for investigating the relationship among commuting stress and strain variables in future studies.

Misbehaviour and dysfunctional attitudes in organizations

Introduction A.Sagie, S.Stashevsky & M.Koslowsky PART 1: THE MANY FACES OF WORK MISBEHAVIOR Workplace Aggression K.Dupre & J.Barling Comparing Sexual Harrassment To Workplace Aggression L.Bowers-Sperry, J.Tata & H.Luthar Covering Up Behavior In Organizations S.Stashevsky & J.Weisberg Social Loafing Y.Hamburger Job Burnout and Dysfunctional Work Attitudes T.Kalliath The Benefits of Better Times: Increasing Work Schedule Flexibility L.Golden When Bad Email Happens To Good People D.Schwartz Can Workplace Deviance Be Constructive? B.Galperin PART 2: THE DYNAMICS OF ORGANIZATIONAL MISBEHAVIOR Personal and Positional Antecedents Of Organizational Misbehavior E.Vardi Stress, Personality, and Counterproductive Work Behavior L.Penney & P.Spector The Big-5 personality Dimensions And Counterproductive Behaviors D.Oniz & C.Viswesvaran Type-A Behavior Pattern And Misbehavior M.Jamal & V.Baba