Perceived correlates of illegal behavior in organizations

A survey was conducted of the perceived correlates of illegal abuses in the electronics industry. Human resource directors of thirty-one firms responded to a questionnaire which assessed their perceptions of the degree to which illegal behavior was caused by (1) deficiencies in the moral character of employees (2) the clarity of expectations and standards describing illegal behavior and (3) the presence of reinforcements and punishments contingent on these behaviors. All three variables were related to the frequency of abuses in three areas of organizational crime (e.g. administrative, labor, environment) and three areas of personal crime (theft, falsifying records kickbacks) as reported by the directors and/or indicated by archival records. The implications of these findings are discussed in terms of how organizations may reduce illegal activity. Mitchell, Terence R., Edward E. Carlson Professor of Business Administration and Professor of Psychology, University of Washington. Professor Mitchell's interests are decision making, leadership, and social responsibility. He has recently published articles on these topics in Organizational Behavior and Human Decision Processes, The Academy of Management Review, The Journal of the Academy of Management, and the Journal of Applied Psychology. He is co-author (with J. Larson) of People in Organizations, and a joint author of Birnbaum, Scott and Mitchell, Organization Theory: A Structural and Behavioral Analysis. Mitchell is a fellow of the American Psychological Association, and the American Academy of Management. He is also a member of the Society for Organizational Behavior. Daniels, Denise is a graduate student in organizational behavior and human resources management. Denise's interests are motivation, self-efficacy, and groups. She has recently published in the Journal of Applied Psychology and has presented papers at the Academy of Management national meeting. Hopper, Heidi is a graduate student in organizational behavior and human resources management. Heidi's interests are accountability, attributions, and motivation. She has recently published in the Journal of Applied Psychology and has presented papers at the Academy of Management national meeting. Jane George-Falvy is a Ph.D. Candidate in Organizational Behavior. She received a B.A. degree in psychology. Her primary research interests include the areas of learning and motivation. She has recently co-authored articles which have appeared in the Journal of Applied Psychology, the Academy of Management Best Paper Proceedings, and Group and Organization Management. Her dissertation explores the moderating effects of task complexity and learning stage on the relationship between participation in goal setting and task performance. Gerald R. Ferris is Professor of Labor and Industrial Relations, of Business Administration, and of Psychology, and Caterpillar Foundation University Scholar at the University of Illinois at Urbana-Champaign. He also is the Director of the Center for Human Resource Management at the University of Illinois. He received a Ph.D. in Business Administration from the University of Illinois at Urbana-Champaign, and subsequently served on the Department of Management faculty at Texas A&M University. Ferris is the author of numerous articles published in such journals as the Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, Academy of Management Journal, and Academy of Management Review, and he serves as editor of the annual series, Research in Personnel and Human Resources Management.     

The Wal-Mart Innovation Network: An Experiment in Stimulating American Innovation

The Wal-Mart Innovation Network (WIN) is a cooperative experiment designed to test an infrastructure for stimulating American innovations—new products invented and manufactured in the U.S.A. The WIN venture focuses on independent and small business inventors because it is here that WIN is likely to have the greatest impact. Contrary to the opinions of many, inventors continue to be a major source of new products, processes and services. Unlike their corporate and institutional counterparts, noncorporate inventors suffer from the lack of viable channels for getting their creative efforts to the marketplace and often are lacking in some essential resource or expertise. Rather than attempt to stimulate invention, the WIN strategy is simply to make it easier for existing ideas and inventions to reach the marketplace. In addition to other resources, WIN draws on the expertise of some 160 volunteer Wal-Mart executives, buyers and marketing specialists who provide an assessment of marketability. Although innovation is the primary focus of the WIN venture, the bottom line objective is the creation of new, domestic manufacturing jobs.     

Are expectations of inflation rational? or Is variation of the expected real interest rate unpredictable?

The joint hypothesis developed and tested in this paper is that the nominal interest rate is a rational expectation of the real interest rate plus the inflation rate and that variation of the expected real interest rate is unpredictable on the basis of information used in the test. This test is applied to quarterly data on three-month United States Treasury bills of 1954 to 1973. The information used in the tests includes, besides past interest rates and inflation rates, past growth rates of the source base, the money supply, and real GNP. Some of the tests allow for a positive marginal tax rate, which changes the results little. The hypothesis is generally consistent with the data, which provides support for the proposition that predictable changes of the money supply do not affect expected real interest rates over periods as short as a quarter.