Satish P. Deshpande

Task Characteristics and the Experience of Optimal Flow in Human—Computer Interaction

Abstract This article builds on job characteristics and optimal flow theory to describe the experience of individuals using computers in the workplace. A model was developed and tested with linear structural relationship modeling (LISREL) with data from 149 professionals employed in a variety of organizations. Flow, which is characterized by intense concentration and enjoyment, was found to be significantly linked with exploratory use behavior, which in turn was linked to extent of computer use. Flow was itself determined by the individuals sense of being in control and the level of challenge perceived in using computers. Perceived control was more important for individuals with high task-scope jobs, that is, jobs with high variety, identity, autonomy, and feedback. Challenge played a greater role for low task-scope individuals. Practical and theoretical implications of the model are discussed, and suggestions for further research are offered.

Is cross-cultural training of expatriate managers effective: A meta analysis☆

Abstract Conflicting views exist among corporate leaders and academicians on the effectiveness of cross-cultural training. The studies examining this effect have produced conflicting results, and reviews of such studies have failed to quantify the true effect of cross-cultural training. This study uses the Hunter-Schmidt meta-analytical framework to examine the effects of cross-cultural training on the effectiveness of expatriate managers on five criteria (self-development, perception, relationship, adjustment, and performance). This study provides the support academicians need to show corporate leaders the usefulness and necessity of such training by deciphering the true effects of these programs. This study also shows how utility analysis can be used to assess the dollar value of these programs to organizations. Potential problems in current cross-cultural training research are also discussed.

The impact of ethical climate types on facets of job satisfaction: An empirical investigation

This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction.

Managers' Perception of Proper Ethical Conduct: The Effect of Sex, Age, and Level of Education

This study examined the impact of sex, age, and level of education on the perception of various business practices by managers of a large non-profit organization. Female managers perceived the acceptance of gifts and favors in exchange for preferential treatment significantly more unethical than male managers. Older managers (40 plus) perceived five practices significantly more unethical than younger managers (giving gifts/favors in exchange for preferential treatment, divulging confidential information, concealing ones error, falsifying reports, and calling in sick to take a day off). The practice of padding expense account by over 10% was reported to be significantly more unethical by managers with a graduate degree.

Ethical climate and the link between success and ethical behavior: An empirical investigation of a non-profit organization

This study examines the ethical climate and ethical practices of successful managers (n=206 managers) of a large non-profit organization. The influence of different dimensions of ethical climate on perceived ethical practices of successful managers were also investigated. Results show that a majority of the respondents perceive successful managers as ethical. Compared to previous research, managers in our sample were less optimistic about the relationship between success and ethical behavior. Those who believed that their organization had a “caring” climate perceived a strong positive link between success and ethical behavior. Those who believed that their organization had an “instrumental” climate perceived a strong negative link between success and ethical behavior.

The Impact of Ethical Climate on Job Satisfaction of Nurses

This article examines the impact of ethical climate types (shared perception of how ethical issues should be addressed and what is ethically correct behavior) on various facets of job satisfaction of nurses in a large nonprofit private hospital. The results of the study indicate that hospitals may be able to enhance job satisfaction of nurses by influencing the organizations ethical climate.

Impression management, overclaiming, and perceived unethical conduct: The role of male and female managers

This study examines the impact of impression management and overclaiming on self-reported ethical conduct of 174 managers (67 male, 107 female) who worked for a large not-for-profit organization. As anticipated, impression management and overclaiming positively influenced perceived unethical conduct of managers. Female managers were more prone to impression management than male managers. There was no significant difference in perceived unethical conduct or level of overclaiming of male and female managers.

Perceptions of proper ethical conduct of male and female Russian managers

This study examined the impact of gender on perceptions of various business practices by male and female Russian managers. Female managers considered various activities such as doing personal business on company time, falsifying time/quality/quantity reports, padding an expense account more than 10 percent, calling in sick to take a day off, and pilfering organization materials and supplies more unethical than male managers. Female managers also perceived the acceptance of gifts and favors in exchange for preferential treatment more unethical than male managers.

An Empirical Investigation of Factors Influencing Career Satisfaction of Primary Care Physicians

Background: The purpose of this study was to examine factors that influence career satisfaction of 3 types of primary care physicians (PCPs): internal medicine (IM) physicians, family/general medicine (FGM) physicians, and pediatricians. Methods: This was a secondary analysis of the Center for Studying Health System Changes 2008 Health Tracking Physician Survey. Regression analysis was done to examine the impact of environmental-, practice quality–, compensation-, and demographic-related factors on career satisfaction of IM physicians (n = 504), FGM physicians (n = 693), and pediatricians (n = 363). Results: Nineteen percent of PCPs have been practicing for ≥30 years. Pediatricians had the highest career satisfaction. Although the threat of malpractice lawsuits significantly lowered career satisfaction (β = −0.177, −0.153, and −0.146), patient interaction (β = 0.242, 0.321, and 0.346) and income (β = 0.132, 0.151, and 0.170) significantly increased career satisfaction of IM physicians, FGM physicians, and pediatricians, respectively. Ownership significantly lowered career satisfaction of IM physicians and pediatricians (β = −0.168 and −0.114, respectively). Inadequate quality care significantly lowered career satisfaction of pediatricians (β = −0.102). The 3 regression models accounted for only 16% (IM physicians), 17% (FGM physicians), and 21% (pediatricians) of the variance in career satisfaction. Conclusions: Steps like giving adequate time for interaction with patients, reducing potential threats of malpractice lawsuits, and improving income may increase PCPs’ career satisfaction.

The effect of corporate social responsibility on employee counterproductive behavior

Surveys 200 Malaysian students at a US midwestern university to investigate attitudes towards corporate social responsibility. Refers to previous studies exploring the link between corporate social responsibility and financial performance but asserts that there is little empirical evidence on corporate social responsibility and employee attitudes – hence this study. Describes how the survey was carried out (a questionnaire measured on a four‐point Likert scale). Uses t‐tests to evaluate the data. Aims particularly to establish whether or not individuals who value corporate social responsibility exhibit less tolerance of 17 identified counter productive behaviours (such as using organizational services for personal use, padding expense accounts and pilfering organizational supplies). Finds support for the notion that individuals who value corporate social responsibility rate the 17 behaviours as more unethical than individuals who do not especially value corporate social responsibility. Indicates, therefore, that these (more ethical) individuals are less likely to indulge in counter productive behaviour. Recommends ways to back up and extend this research.