R. Stephen Cantrell

A behavioral decision theory approach to modeling dyadic trust in superiors and subordinates

The relative importances of five determinants of dyadic trust (integrity, competence, consistency, loyalty, and openness) were investigated from two perspectives: trust in superiors and trust in subordinates. Two experiments were designed from research on behavioral decision theory. The participants, 78 undergraduate management students, responded to cues that described hypothetical superiors (Exp. 1) and subordinates (Exp. 2). Responses indicated the amount of trust held in each of 32 superiors and 32 subordinates. Integrity, competence, and consistency were stronger than loyalty or openness as determinants of trust in ones superiors and in ones subordinates. There were no differences in the importance of any of the determinants of trust in ones subordinates versus ones superiors. Method considerations are discussed.

The Effects of Transformational and Transactional Leadership on Quality Improvement

This article furthers the integration of leadership theory with quality management theory by testing the influence of both transformational and transactional leadership on a firms quality improvement. A survey of quality managers in the United States was conducted to measure the leadership characteristics of the firm and the firms quality improvement. This article examines the relationship of infrastructure and core quality management practices to the levels of transformational and transactional leadership in the firm. The authors found that transformational leadership significantly affects both infrastructure and core quality management practices, while transactional leadership does not significantly affect either set of practices. However, there were significantly higher levels of both transformational and transactional leadership behavior exhibited in the successful firms compared to the unsuccessful firms. The implications of these finding for quality management theory are discussed.

Leadership and quality management practices in Thailand

Purpose – This study aims to examine the effects of leadership behaviors on quality management (QM) practices and their effects on quality performance of manufacturing companies in Thailand. The hypotheses were that leadership leads to infrastructure practices, which in turn support quality practices. These quality practices improve quality performance. This was tested using a structural equation model. In general, the model was supported although all of the individual practices examined here were not statistically significant.Design/methodology/approach – A survey of quality managers of firms located within Thailand was conducted and analyzed using structural equation modeling (SEM) to determine how leadership affected quality practices which in turn affected quality performance. The interactions of leadership with infrastructure and core variables were tested and found to be insignificant.Findings – The SEM established that leadership behaviors supported one infrastructure practice – human resource mana...

Effect of social support on the stress-burnout relationship

Business organizations have become interested in recent years in the role of social support in reducing the negative effect of stress. The purpose of this research is to examine the effects of two types of social support (i.e., job and life support) on the relationships between job and life stress and burnout. Participants consisted of 270 males and 254 females. For both males and females job stress and life stress correlate positively with burnout, while job and life support were negatively correlated with burnout. The hypothesis that social support would moderate stress-burnout relationships was not supported. Neither job support nor life support moderated job stress or life stress-burnout relationships. Females exhibited significantly higher levels of burnout, job stress, and life stress than males; however, there was no difference between males and females in the amount of social support received.

Extrinsic Reward Valences and Productivity of Business Faculty: A within-and between-Subjects Decision Modeling Experiment

The valences of six extrinsic rewards that can accrue to business faculty members were investigated. A decision modeling experiment was designed with 16 different hypothetical reward situations to elicit effort decisions from 52 respondents. Using instrumentality theory, valences were represented by within-subject regression coefficients, obtained by regressing effort decisions on a set of orthogonal cues. Exploratory analyses yielded significant effects of reward type for the valences within all rank and tenure categories and for the valences of tenure and recognition across rank and tenure categories. Significant correlations were found between research productivity and the valences of mobility and promotion. Interactions with rank were found for the correlations of research productivity with the valences of money and mobility. The findings were consistent with need theories and support conceptual connections between valences and needs.

Interpretation and Use of Generalized Chow Tests

The authors examine tests of structural change in m linear models of arbitrary rank. They find that the null hypothesis implicit in these tests is broader than the hypothesis of coefficient equality and that it depends on the ranks of the design matrices constituting the models. As a consequence, these tests have no power against a region of the parameter space that includes nonequality of coefficient vectors. However, these tests possess a UMP property and imposing those restrictions implicit when the null hypothesis is not rejected does produce the conventional pooled estimator. The authors also provide various interpretations of the tests. Copyright 1991 by Economics Department of the University of Pennsylvania and the Osaka University Institute of Social and Economic Research Association.

MALE NEGOTIATORS: CHIVALRY OR MACHISMO OR BOTH? '

This study investigated the behavior of male negotiators as a function of the sex of their opponents and observers having no stake in the outcomes. Participants were 409 graduate and undergraduate students who engaged in role played negotiation. Analyses were conducted for only the all-male dyads. These males were rated as more dominating and offered to pay more when observed by women (n = 29) than by men (n = 64). Previously, dominating behavior had been interpreted as “chivalry” when male negotiators had stake-holding constituents. Since our observers were disinterested, our results (stated above) suggest that “machismo” might be a better interpretation than “chivalry” for such behavior. Although we found no evidence of obliging behavior by men with female opponents (which could be defined as chivalry), we did find dominating behavior by men with female constituents (which could also be defined as chivalry), but only when these men had female opponents.

Specification errors and the Chow test: An alternative view

Abstract Predictive forms of the Chow test are used in investigating structural change when the number of predictors exceeds the number of observations. This test has been argued to be more powerful than the more widely used analysis of covariance test even when the number of predictors does not exceed the number of observations. In that circumstance we show that either the hypothesis claimed is not testable or the test is not uniformly most powerful excepting a fortuitous coincidence between the number of predictors and the number of observations. We suggest an alternative test for structural change conditional on a prior specification test adapted from McAleer and Tse (1988).

Personnel policies and the age structure of an occupation: the case of the academic labor market

Population projection techniques are used to project the size and age structure of the academic labor force. Age specific coverage data from Teachers Insurance and Annuity Association are used to proxy academic employment. Hiring, quit, retirement and death rates are calculated for 1981 and 1982. Projections of the future academic labor force are made holding these rates constant. The results show the importance of these entry and exit rates and also indicate how these rates can fluctuate from year to year.Estimates of the future demand for teachers are used to determine a target rate of growth of the academic labor force. Alternative personnel policies are incorporated into the projections. This analysis indicates that the personnel policies chosen to meet the desired labor force size have substantially different effects on the age structure of the labor force.

The demand for risky assets under uncertain inflation: An examination of some widely used assumptions

Abstract This paper examines the effect of the following commonly used methods of incorporating random inflation into discrete-time models of the demand for risky assets: 1) the use of a multivariate normal probability distribution for nominal asset returns and the random inflation rate, and 2) the approximation of real asset returns by the difference between nominal returns and the rate of inflation. The combination of these assumptions results in a deceptively simple version of the inflationary capital asset pricing model (CAPM). However, in an approximation-free version of this model the expected value of real wealth does not exist. While it is obvious that mean-variance analysis is not applicable in such models, we also find that the model does not satisfy Ohlsons weakened conditions for a quadratic approximation to the portfolio selection problem. Furthermore, this model is neither a member of the generalized Pareto-Levy nor log-stable class of portfolio models analyzed by Fama, Samuelson, Ohlson, and Struck.