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Age-related differences in construal level theory: implications for product concept testingKim, Young Kyu 01 August 2018 (has links)
This research seeks to advance our understanding about potential sources of error arising from key decisions when conducting new product concept tests. My particular focus is on research design decisions including respondent selection (younger vs. older), information type (attribute vs. benefit) and presentation format (verbal vs. visual) and how their decisions influence respondents’ evaluations of new product concepts during concept tests. Importantly, I draw on construal level theory (CLT) to demonstrate that decisions in these three areas influence respondents’ reactions to new product concepts in an interactive rather than independent manner.
A key implication is that design decisions in concept testing lead to acceptance and rejection of product concepts independent of the inherent characteristics of the concepts themselves. Therefore, this research identifies potential sources of error not yet identified in the marketing literature. Furthermore, I provide prescriptions for overcoming the identified limitations. For example, I draw on CLT to explain challenges older respondents face when evaluating “attribute only” concept statements. The findings in this research suggest thst when product managers conduct “attribute only” product concept tests with older adults, they should consider the inclusion of design factors such as images and instructions that promote a more concrete processing style.
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The effects of strategic issues and environmental turbulence on ethical decision-makingUnknown Date (has links)
Managers are constantly making ethical decisions whether consciously or tacitly. The primary purpose of this study was to determine if certain organizational and personal strategic decisions would cause decision makers to act more or less ethically. Additionally, this study was to ascertain if changes or turbulence in the organizational environment would cause managers to act less ethically. Finally, this study sought to reveal if any demographic characteristics of the decision maker would be pertinent in predicting decision making patterns of managers. Using a questionnaire which consisted of four vignettes which depicted actual business situations, data was collected from 171 managers. The results definitely confirmed that managers will vary their level of ethical response when the strategic issues change and/or environmental turbulence increases. The reasons for these changes were primarily issues of organizational survival, personal job enhancement, and personal economic survival. Thus, some degree of ethical elasticity was confirmed. While statistically significant supporting evidence was not revealed for the influence of demographic variable, the results did indicate that gender and age could be factors. No significant interactions were revealed. / Source: Dissertation Abstracts International, Volume: 53-03, Section: A, page: 0876. / Major Professor: Tim Matherly. / Thesis (Ph.D.)--The Florida State University, 1992.
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The use of choice strategies in decision support system design: An empirical investigation of decision maker performance and perceptionsUnknown Date (has links)
Decision support systems are interactive information systems which incorporate both data and modeling capabilities in an effort to support and improve human decision making. The goal of a decision support system is to support the entire decision making process. In order to do this, an understanding of each phase of the decision making process is necessary. This study focuses on the choice phase of decision making in order to provide useful information to more comprehensive decision support systems. Specifically, the effects of embedding choice strategies into the design of decision aids on decision maker performance and perceptions were examined. Three decision aids were used in a laboratory experiment for a consumer selection task. The first imposed a compensatory choice strategy, another imposed a noncompensatory strategy, and the third allowed the decision maker flexibility to use one or both of those strategies. / The experiment resulted in the following findings. First, performance effectiveness was highest with the noncompensatory decision aid, however, the evaluation method had a tendency to bias those results. This finding indicates that several evaluation methods are necessary for a complete understanding of effectiveness. As for efficiency, both imposed strategy decision aids were more efficient than the flexible aid. For this particular task, a structured approach is preferred for both effectiveness and efficiency. Finally, the perceptions were not significantly different for subjects using any of the three decision aids. This finding is particularly useful so that the most appropriate strategy can be employed without fear of negative impressions which could lead to lack of system use. / Source: Dissertation Abstracts International, Volume: 53-03, Section: A, page: 0880. / Major Professor: Thomas D. Clark, Jr. / Thesis (Ph.D.)--The Florida State University, 1992.
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THE RELATIONSHIP BETWEEN UPWARD INFLUENCE AND JOB SATISFACTION AMONG SPORTS MANAGEMENT PERSONNEL OF THE GENERAL PRESIDENCY OF YOUTH WELFARE IN SAUDI ARABIAUnknown Date (has links)
The primary purpose of this investigation was to determine the relationship between the degree of use of upward influence strategies and job satisfaction of sports management personnel of the General Presidency of Youth Welfare (GPYW) in Saudi Arabia. In additon, the study investigated the differences between first-line sports managers of the GPYW and their subordinates in their use of these strategies and job satisfaction, as well as the differences between sports management personnel in the headquarters of the GPYW and those in its branches in the degree of use of upward influence strategies and their job satisfaction. / The data were obtained from 186 sports management personnel who were employed in the headquarters of the GPYW and its branches. / Five instruments were used in the investigation: the Personal Data Sheet, the Evaluation of Superior, the Goals of Influence, the Minnesota Satisfaction Questionnaire (MSQ)-Short Form, and the Kipnis-Schmidt Profiles of Organizational Influence Strategies (POIS)-Form M. The Pearson product moment correlation was used to test the first hypothesis, the partial correlation coefficient was used to test the second and third hypotheses, and the Student t-test was used to test the fourth and fifth hypotheses. The.05 alpha level was used as the criterion for rejection of the hypotheses. / The following conclusions were drawn: (a) when the degree of use of Assertiveness, Bargaining, Coalition, and Friendliness increased, the job satisfaction of the influence agent decreased; and (b) the personal goals, the organizational goals, and the evaluation of superiors have a significant effect on the relationship between the degree of use of the Reason strategy and job satisfaction. / The following recommendations are made: (a) similar studies should be conducted to determine the relationship betweeen successful and unsuccessful attempts to use upward influence strategies and job facet satisfaction among sports management personnel; and (b) it is recommended that additional research be conducted utilizing such variables as participative decison making with degree of use of upward influence strategies and level of job satisfaction. / Source: Dissertation Abstracts International, Volume: 48-07, Section: A, page: 1826. / Thesis (Ph.D.)--The Florida State University, 1987.
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CHANGE IN WORK RELATED ATTITUDES AMONG ALCOHOLICS IN AN EMPLOYEE ASSISTANCE PROGRAM: AN EMPIRICAL INVESTIGATIONUnknown Date (has links)
A field research project involving subjects undergoing alcoholism treatment in an employee assistance program (EAP) was conducted in order to answer the following research question: Do EAP's improve work related attitudes? A sample of 76 active duty military personnel participating in a six-week inpatient program at a Naval Alcohol Rehabilitation Center were compared with a nonequivalent control group of 76 military subjects not know to be alcoholics. / The following instruments were administered to both groups at the beginning and end of a six-week period: Locus of Control scale, Multidimensional Locus of Control scale, Organizational Commitment Questionnaire, Central Life Interest Questionnaire, Desirability of Control scale, and the Work Involvement scale. Kelman's (1980) model was used as a theoretical framework for the attitude change process. A one-way ANCOVA was conducted in which the two groups were compared on the basis of posttest scores, with the pretest scores being used as covariates. Additionally, demographic variables were used as covariates in order to statistically control for differences between the two groups. Significant main effect changes were found for two attitude variables. / In a secondary analysis two stepwise discriminant analyses were run, in which the counselor's rating of prognosis for success was used as a dependent variable. The pretest and posttest attitude scores were used, respectively, as independent variables in two separate runs. Marginally significant discriminant functions were achieved using pretest attitude scores, but not using the posttest scores. For the former, a classification analysis was run, but it did not yield any more information than could be expected by chance. / The research is considered to be a preliminary investigation into changes that occur within subjects participating in an EAP that allow them to become more productive upon completion. / Source: Dissertation Abstracts International, Volume: 48-07, Section: A, page: 1829. / Thesis (Ph.D.)--The Florida State University, 1987.
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ASSIGNED VERSUS PARTICIPATIVE GOAL SETTING: AN ATTRIBUTIONAL ANALYSISUnknown Date (has links)
An attributional model of goal setting was developed and tested in an attempt to explain the inconsistencies in the literature regarding the effects of participation on satisfaction and performance. A 2 x 2 factorial design was employed. Subjects (102 undergraduate business students) were randomly assigned to formal goal-setting (participative or assigned) and knowledge of results (KR) (success or failure) conditions. The experimental task consisted of validating numerical data and entering corrections on a computer terminal. The dependent variables observed included subjects': (1) causal attributions for their performance outcomes; (2) affective reactions; (3) future performance expectancies; (4) future performance intentions; (5) effort; (6) task performance; and (7) goal acceptance. The moderating effects of locus of control, need for achievement and self-esteem were also investigated. / The results indicated that the formal method of goal setting employed and KR received influenced subjects' causal attributions for their performance outcomes which, in turn, were related to their feelings of satisfaction, future performance expectancies, intentions and task performance. Positive feedback led to greater internal attributions than negative feedback and this was augmented under assigned goal setting. Subjects in the positive feedback condition also tended to express lower satisfaction when allowed to participate in goal setting than when assigned a goal. Subjects' attributions to stable factors (i.e. ability and task difficulty) were found to be related to typical shifts in expectancy and intentions under assigned goal setting. Under participative goal setting, typical shifts of expectancy and intentions were expressed only when subjects' made greater ability rather than task difficulty attributions. Intentions were positively correlated with task performance. However, effort, performance and goal acceptance did not vary significantly between the two goal-setting conditions. Finally, need for achievement and locus of control were found to moderate the effects of goal-setting method and KR on subjects' causal attributions. / These findings contradict the accepted notion that participation in goal setting has a positive impact on subordinates' satisfaction. They also point out the role played by causal attributions in delineating the conditions under which individuals will vary their goal intentions. / Source: Dissertation Abstracts International, Volume: 47-12, Section: A, page: 4446. / Thesis (Ph.D.)--The Florida State University, 1986.
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A comparison of techniques for scheduling non-homogeneous employees in a service environment subject to non-cyclical demand. (Volumes I and II)Unknown Date (has links)
This dissertation has addressed the issue of labor scheduling, focussing primarily on environments in which employees are limited in number and/or not continuously available for work. New modeling procedures have been developed for these environments. / Three shift scheduling procedures were developed: (1) an iterative construction improvement procedure (HO), (2) a combination single-break-position linear programming and heuristic procedure (LP), and (3) a combination break-less linear programming and heuristic procedure (NT). Six tour scheduling procedures--originating from the three shift scheduling procedures crossed with two methods of making days-off determinations--were compared. / LP was found to be the best shift scheduling procedure, while one of the HO-based procedures was best for tour scheduling. The NT and NT-based shift and tour scheduling procedures were the poorest performers, a finding with important implications for scheduling procedures which fail to schedule meal and rest breaks. / Extensive investigations into the determinants of technique performance were conducted. These investigations included examining the effects on technique performance of (1) problem restrictiveness and (2) the ratio of understaffing to overstaffing costs. In addition, 143 demand- and availability-based measures thought to be potential influences on performance were developed and their effect on performance evaluated through the use of stepwise regression. It is likely that some of the findings arising from these investigations will be of interest to labor scheduling practitioners. / An extensive list of interesting and potentially fruitful research avenues has been provided for the benefit of researchers considering the field of labor scheduling. / Source: Dissertation Abstracts International, Volume: 49-06, Section: A, page: 1517. / Major Professor: Michael Jan Showalter. / Thesis (Ph.D.)--The Florida State University, 1988.
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Diversification strategy and top management team fitUnknown Date (has links)
This dissertation examines the diversification strategy and top management fit proposition. Three general research questions guide the investigation: (1) To what extent are different types of managers required to manage different types of diversified firms? (2) What are the performance implications of a diversification strategy (mode and relatedness) and top management team fit? and (3) Do top management team characteristics explain performance differences within different diversification strategy categories? On the basis of a review of relevant literature and the development of new theory, separate hypotheses were developed for each of four diversification strategies: related-internal, unrelated-acquisitive, related-acquisitive, and unrelated-internal diversifiers. These hypotheses were then empirically examined using a sample of 104 firms drawn from the Compustat lines-of-business data base. / The results of the hypotheses tests and additional exploratory analyses suggest that (1) firms with different strategies do have different top management teams that appear to be matched to the task demands posed by their strategy, (2) matching top management teams to strategy is not much more than a necessary but insufficient step toward high performance, (3) specific top management team characteristics are critical to the implementation of each diversification strategy, importantly differentiating between the most and least successful firms with similar strategies, and (4) these specific top management team characteristics vary between strategies. / Source: Dissertation Abstracts International, Volume: 56-03, Section: A, page: 1022. / Major Professor: Bruce T. Lamont. / Thesis (Ph.D.)--The Florida State University, 1995.
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Value/situation incongruence: An alternate perspective of work-nonwork conflictUnknown Date (has links)
Past work-nonwork conflict literature has failed to consider the values of an individual as an important aspect of work-nonwork conflict. This research proposes that work-nonwork issues should be redefined using a value/situation perspective. In essence, this perspective allows work-nonwork conflict to be viewed as a product of the incongruence between the situation in which an individual finds himself or herself and the values he or she holds. To better examine this incongruence, the concept of work-nonwork conflict is broken into two separate elements: work interference with nonwork conflict and nonwork interference with work conflict. These two variables are thought to have a bi-directional relationship as well as, both a direct and indirect impact on the outcome variables of interest. All of these relationships were combined into a model of work-nonwork conflict that was tested in its entirety using LISREL. / The results, based on a sample 510 full-time workers from a variety of organizations, suggested that values and situational factors directly influence the degree of conflict an individual experiences. However, the hypothesized interaction of the situation and values was not supported. The results do support the findings of a reciprocal relationship between the two types of conflict as well as an indirect relationship between the conflict variables and the life satisfaction variables through the domain satisfaction variables. / How this research both replicates and extends past findings is discussed in the conclusion. In addition, the practical implications from this research are discussed. Finally, implications for future research are considered. / Source: Dissertation Abstracts International, Volume: 56-02, Section: A, page: 0621. / Major Professor: K. Michele Kacmar. / Thesis (Ph.D.)--The Florida State University, 1995.
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A multilevel framework of strategic changes: CEO influences, firm conditions, and network embeddedness.Weng, Huangche. Unknown Date (has links)
The importance of strategic changes is widely acknowledged. Yet, prior studies have generally relied on segmented perspectives while treating firms as independent entities driven mainly by economic considerations. In this dissertation, which consists of three standalone yet complementary essays, I propose three frameworks to study strategic changes while considering CEOs and firms as actors embedded in a network setting. Essay One develops an extended resource-based framework in exploring when new CEOs will initiate strategic changes. Essay Two utilizes the social capital perspective to study the performance consequences of strategic changes. Essay Three, informed by the social network and social capital perspectives, investigates the conditions under which outside CEO successors can bring performance improvements. Overall, the three essays have demonstrated that strategic changes, as a complex and multi-dimensional construct, can be better understood by considering not only CEO influences, but also firm conditions, as well as network embeddedness.
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