Forgotten but not gone: an examination of fit between leader consideration and initiating structure needed and received.

We examined the effects of fit between leader consideration and initiating structure needed and received on employees' work-related attitudes (i.e., trust in the supervisor, job satisfaction, and affective commitment to the organization). Consistent with predictions that derive from the person-environment fit research tradition, results from Study 1 suggested that deficient amounts of both leadership behaviors were associated with unfavorable attitudinal outcomes. However, while excess levels of consideration were associated with favorable attitudinal outcomes, excess levels of initiating structure were associated with unfavorable attitudes, and for both forms of leadership, higher levels of absolute fit were associated with more favorable outcomes. Results from Study 2 suggested that attitudes generated by the fit between leadership needed and received influence employees' organizational citizenship behavior as reported by their supervisors. The relationship between consideration needed and received and subordinates' organizational citizenship behavior relating to individuals (OCBI) and organizational citizenship behavior relating to the organization itself (OCBO) was partially mediated by employees' trust in the supervisor, while the relationship between initiating structure needed and received and OCBI was fully mediated by trust in the supervisor, and for OCBO was partially mediated.

Are you ready? How health professionals can comprehensively conceptualize readiness for change.

One important factor influencing the successful implementation of system-wide change is initial readiness. Readiness is defined as the degree to which those involved are individually and collectively primed, motivated, and technically capable of executing the change. We present a conceptual framework that highlights three broad areas to be considered if health-care professionals are to comprehensively evaluate readiness that includes psychological factors (i.e., characteristics of those being asked to change), structural factors (i.e., circumstances under which the change is occurring) as well as the level of analysis (i.e., individual and organizational levels). We also describe more specific dimensions within each of these broad categories that have both empirical and theoretical support, presenting several valid and reliable survey instruments that measure key dimensions of readiness quantitatively.

Development of a Korean version of a core self-evaluations scale.

The present study tested a scale which measures core self-evaluation and was applied to two samples of Korean military members (Sample 1 N=181; Sample 2 N=280). Analysis indicated that seven items of the original 12-item scale developed by Judge, Erez, Bono, and Thoresen loaded on one factor and were internally consistent. Moreover, scores were correlated, as expected, with the four core traits which have been used as indirect measures of core self-evaluations (viz., self-esteem, generalized self-efficacy, neuroticism, and locus of control), as well as affect and job satisfaction. In sum, results suggest that core self-evaluation can be measured validly in an Eastern culture, and the results should serve as a basis for extending this research in an international setting.

Examination of the new environmental paradigm scale in a military sample.

The factor structure of the 12-item New Environmental Paradigm Scale was examined. A random sample of 900 active duty military members participated by completing a 35-item questionnaire measuring demographics and environmental attitudes. Using structural equation modeling techniques, three models consistent with the previous empirical work on which the scale's factor was based were compared. A correlated three-factor model was the most appropriate model for the data.

Understanding Air Force members' intentions to participate in pro-environmental behaviors: an application of the theory of planned behavior.

At a single installation, a cross section of 307 active duty Air Force members completed questionnaires to assess whether the theory of planned behavior was useful in explaining the service members' intentions to participate in three environmentally protective behaviors-recycling, carpooling, and energy conservation. While the individual tenets of the theory of planned behavior, i.e., attitude toward the behavior, subjective norms, and perceived control, accounted for differing amounts of variance in intentions, the results indicated that the intentions of these Air Force members to recycle, conserve energy, and carpool were moderately explained by the tenets of the theory of planned behavior collectively when the results of a multiple regression were analyzed.