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This study examines endorsement and authorization as two social mechanisms that can induce perceptions of legitimacy for individuals who manage work teams. Endorsement is the support of a manager by one's own team members, whereas authorization is the support of a team manager stemming from a higher bureaucratic level. Applying these mechanisms to specific work teams we hypothesize that (1. a team member who observes that other team members endorse a manager and the upper management authorizes the manager will perceive that manager's acts to be more legitimate; (2. in the context of the team environment the effect of endorsement will be greater than that of authorization; and (3. perceived legitimacy will mediate the effects of endorsement and authorization on positive outcomes such as team members' efficacy and commitment. These hypotheses were tested using 320 respondents from 56 Korean work teams. The results provide overall support of these hypotheses. As predicted, endorsement and authorization are key mechanisms significantly enhancing legitimacy. Further, the effect of endorsement on legitimacy is greater than that of authorization, and legitimacy partially mediates the effects of both endorsement and authorization on team efficacy and commitment. The implications of these findings are discussed in the context of prevailing theories of legitimacy. [ABSTRACT FROM PUBLISHER]

The purpose of this article is to identify some the most critical outstanding issues faced by practitioners in undertaking effective talent management. In spite of the global financial crisis, talent management will continue being one of the most important challenges faced by organizations in the coming decade. Workforce demographics and skills shortages are likely to make the 'war for talent' fiercer than ever before making effective talent management a competitive necessity. While talent management is rapidly developing as a research field, there are many areas and questions that need to be explored. These questions are likely to have a particularly important applied benefit as they represent some of the key challenges organizations are grappling with in effectively managing their talent. The article asks researchers in the field to consider the questions proposed in developing future research agendas. [ABSTRACT FROM AUTHOR]

What causes one Human Resource (HR) intervention to thrive while another dies? The purpose of this paper is to explore the characteristics of HR interventions that are not only self-sustaining, but adapt and gain momentum over time. Based on a review of the literature, a case study, and 16 critical incident interviews with senior Industrial-Organizational (I-O) and HR professionals, several characteristics of the organization, the intervention, and the leader consistently emerged as important in creating sustainable HR programs, suggesting several new directions for future research. [ABSTRACT FROM AUTHOR]

This paper explores differences between beliefs endorsed by supervisors and candidates and between their preferred supervisory practices. It builds on previous research which identified a variety of orientations to research higher degree supervision within one electrical engineering faculty. Contrary to traditional thinking, it was found that supervisors and candidates (pairings here referred to as 'dyads'), generally think about and approach supervision in very different ways. This is discussed as a contributory factor to poor supervisory experiences and longer than average completion times. Suggestions for improvement are offered. [ABSTRACT FROM AUTHOR]

The article examines the choice of management and leadership theories of the leading problem in the business organization, that works in the specific external conditions. The specific example of the organization demonstrated that all known management and leadership theories may be appropriate if the leaders create the original organization control system, careful plan the movement or the organization and implement in series over the objective control mechanism, rapidly react to highlighted problems by redirecting all of the organization workers operations towards the goal. [ABSTRACT FROM AUTHOR]

Managing people can be an unanticipated responsibility—suddenly there aren't only collections to care for, but also human beings. Learning what resources and training opportunities are available to hone managerial skills is a task that can't be delayed until a difficult personnel situation develops. Working with supervisors, those we supervise and human resource departments will lead to a better working environment for all members of the archives staff, from administrators to student workers. This article highlights some of the skills and techniques that a manager can utilize to nurture and sustain good working relationships in an archives. [ABSTRACT FROM AUTHOR]

Summary: Much recent work on decentralized natural resource management has focused on the institutional arrangements that shape the balance of powers between central and local governments. It has given comparatively less attention to relationships between local government and community-level institutions. In Mali, decentralization has superimposed modern legal institutions on community institutions. The ambiguous relationships between them can undermine both the authority of nascent local governments and the performance of customary institutions. Legal pluralism—the coexistence and interaction of multiple normative orders with different sources of legitimacy and authority—helps explain the dynamic nature of local institutions under decentralization. This article examines the experiences of three Malian communities with decentralized natural resource management: one maintains autonomy from government, another engaged its local government, and a third negotiated a multi-stakeholder agreement—a local convention. They demonstrate that crafting workable relationships between communities and local government requires a pragmatic approach to negotiating and institutionalizing political space for innovation in self-governance. [Copyright &y& Elsevier]

Abstract  In this paper, we present a new approach for reconstructing low-resolution document images. Unlike other conventional reconstruction methods, the unknown pixel values are not estimated based on their local surrounding neighbourhood, but on the whole image. In particular, we exploit the multiple occurrence of characters in the scanned document. In order to take advantage of this repetitive behaviour, we divide the image into character segments and match similar character segments to filter relevant information before the reconstruction. A great advantage of our proposed approach over conventional approaches is that we have more information at our disposal, which leads to a better reconstruction of the high-resolution (HR) image. Experimental results confirm the effectiveness of our proposed method, which is expressed in a better optical character recognition (OCR) accuracy and visual superiority to other traditional interpolation and restoration methods. [ABSTRACT FROM AUTHOR]

Abstract: EMDR combines stimuli that evoke divided attention – e.g. eye movements – with exposure to traumatic memories. Our objective was to investigate psycho-physiological correlates of EMDR during treatment sessions. A total of 55 treatment sessions from 10 patients with PTSD was monitored applying impedance cardiography. Onset of every stimulation/exposure period (n =811) was marked and effects within and across stimulation sets on heart rate (HR), heart rate variability (HRV), pre-ejection period (PEP) and respiration rate were examined. At stimulation onsets a sharp increase of HRV and a significant decrease of HR was noticed indicating de-arousal. During ongoing stimulation, PEP and HRV decreased significantly while respiration rate significantly increased, indicating stress-related arousal. However, across entire sessions a significant decrease of psycho-physiological activity was noticed, evidenced by progressively decreasing HR and increasing HRV. These findings suggest that EMDR is associated with patterns of autonomic activity associated with substantial psycho-physiological de-arousal over time. [Copyright &y& Elsevier]

Abstract: Genetic variation in the major histocompatibility complex (MHC) class IIB was tested in Japanese flounder (Paralichthys olivaceus) for survival after challenge with bacterial infection. The material consisted of 6000 Japanese flounder from 60 families challenged with Vibrio anguillarum, which causes significantly different mortality in flounder families. Five individuals from each of six high-resistance (HR) and six low-resistance (LR) families were screened for their MHC class IIB genotypes using sequence analysis. High polymorphism of MHC IIB gene and at least three loci were discovered in Japanese flounder and the rate of d N occurred at a significantly higher frequency than that of d S in PBR. Among 60 individuals, 76 alleles were discovered and 15 alleles were used to study associations between alleles and resistance to disease. We found highly significant associations between resistance towards infectious disease caused by V. anguillarum and MHC class IIB polymorphism in Japanese flounder. Some alleles appeared in both HR and LR families, while some alleles were only discovered in HR or LR families. One allele, Paol-DAB*4301, was significantly more prevalent in HR families than in LR families (P =0.023). Paol-DAB*0601, Paol-DAB*0801, Paol-DAB*2001, Paol-DAB*3803 were discovered in two HR families with high frequency. One allele, Paol-DAB*1601, was discovered in three LR families. The steady heredity of MHC class IIB alleles was observed, and the family having Paol-DAB*4301 alleles was confirmed with higher resistance to V. anguillarum. This study confirmed the association between alleles of MHC class IIB gene and disease resistance, and also detected some alleles which might be correlated with high bacterial infection resistance. The disease resistance-related MHC markers could be used for molecular marker-assisted selective breeding in the flounder. [Copyright &y& Elsevier]

The main objective of this paper is to highlight the vital role that both state trust (trust in top management, trust in immediate supervisor and trust in co-workers) and trait trust or trust propensity play in the advancement of employee work engagement. This study posits that the relationship between trust and work engagement is mutually reinforcing and leads to an upward spiral effect. That is, high levels of state and trait trust boost work engagement, which in turn augments both forms of trust and so on. Additionally, the current paper also examines the interaction effects of state and trait trust on employees' work engagement. [ABSTRACT FROM AUTHOR]

Title. Nurses’ leaving intentions: antecedents and mediating factors. Aim. This paper is a report of a study to investigate how nurses’ work values, perceptions of environmental characteristics, and organizational commitment are related to their leaving intentions. Background. Nurse leaving is a serious international problem as it contributes to the nursing shortage that threatens the welfare of society. The characteristics of nurses, the work environment and nurses’ feelings towards their jobs (or organizations) have an impact on their leaving intentions. Method. A convenience sample of 849 Registered Nurses was recruited from three public hospitals in the central-west region of Japan during 2006 and 319 completed questionnaires were returned (response rate 39%). Data were analysed using regression analysis. Findings. Nurses’ work values and their perceptions of their workplace environment interacted to influence leaving intentions. When there was a match between the importance nurses placed on being able to challenge current clinical practices and the number of the actual opportunities to do so, leaving intentions were low. When there was a mismatch, intention to quit the job became stronger. In addition, organizational commitment intervened between nurses’ perceptions of the match in clinical challenges and leaving intention. Conclusion. Nurses’ leaving intentions, deserve extensive exploration of their causes. Such exploration should include attending to both nurses’ needs and organizational characteristics, investigating how the match between them could affect nurses’ leaving intention, and exploring factors that intervene between nurses’ perceptions of the match and leaving intention. [ABSTRACT FROM AUTHOR]