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Talking to My Daughter About Her Friend's Transgender Parent
Sharrona Pearl for Kveller
Will she go by Ms. Lynne or Mrs. Lynne?
That was my oldest daughter's first question when I told her that her friend's parent was transitioning from a man to a woman, and transitioning from being called Max to being called Lynne. Ms. or Mrs. She wanted to get the naming right. And the pronouns weren't the confusing part.
Raise Game: Jewish and LGBTQ Heroes
By Jay Stanton for MyJewishLearning.com
"Raise game." When I began rabbinical school, a friend of mine who was already ordained offered me these two words of wisdom when I asked for advice about how to handle the instantaneous increased authority that comes even from studying to be a rabbi. The point is clear: when more is expected, more must be delivered. Grow into the shoes you're being given.
A rabbi is our quintessential token Jew. Unlike other forms of tokenization, this one is voluntary. Those of us who pursue a rabbinic path do so by choice. We're signing up to be tokenized and scrutinized. We volunteer to be knowledgeable representatives of our religious culture. The title "Rabbi" is a giant "ask me" button.
The Secret Life of the Gay Jewish Immigrant Whose Company Sells Your Medical Information
Adam Tanner for The Forward
We may think that what happens in our doctor's office is confidential, but, in reality, our medical secrets fuel a multi-billion-dollar trade in patient information.
The leading firm in this opaque data trade is QuintilesIMS, a company founded as IMS in 1954 by an enigmatic German immigrant named Ludwig Wolfgang Frohlich. Today, the company that Frohlich founded is a titan in its field, worth nearly $20 billion.
Meet the Lesbian Jewish Mom & Rabbi Who's Leading a Congregation in Rural Maine
Courtney Naliboff for Kveller
Not every small, rural Jewish congregation is lucky enough to have a rabbi. Temple Beth Israel, in Waterville, Maine—also home to Colby College—is lucky to have not just any rabbi, but Rav Rachel Isaacs, a community organizer, academic, mother, and deliverer of the White House Hanukkah celebration benediction in 2016. She's also the executive director of the Center for Small Town Jewish Life, which fosters collaboration between small synagogues and colleges to provide Jewish programming and strengthen the Jewish community. I talked with her about being gay and Jewish in a small town, the differences between New Jersey and Maine, and the menschiness of President Obama.
LGBT Inclusion: A Quest For Dignity
BY JEREMY NOVICH for The Jewish Week
I had the honor and privilege to staff the recent fourth annual Eshel Parent Retreat. Eshel is a community and support organization for LGBT Jews and their families in the Orthodox community. I spent Shabbat with more than 50 Orthodox Jewish parents of LGBT children, all of whom attended the retreat with tremendous courage and out of incredible love for their children.
There was a wide range of comfort levels; one set of parents were happy parents-in-law of their daughter's wife, and also proud grandparents. Another mother, whose child recently came out as gay, sat in pain wondering how she might have contributed to her child's sexual orientation.


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Jenni and Chiquis made history as the first mother and daughter duo to grace a Latina cover in May 2011. In the issue, the regional Mexican singer commented on being a single mother of five children. "I draw strength from that. If I didn't have these kids, I wouldn't be who I am. I have to show them how to fight, how to love and how to make it in life. I'm going to leave them set," she said.
In exchange, Chiquis also reflected on her relationship with her mother and how much she loves her. "My mom is my ride-or-die bitch, and I'm hers, 'cause no matter what happens, we're there for each other," revealed Chiquis.
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In the context of a wider trend to individualize human resource management, this article examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, this article also examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyzes whether these relationships vary according to whether the arrangement was set up through a formal process or negotiated informally between the employee and his or her line manager. Extant research has tended to focus on formal arrangements, however, informal arrangements are widespread and may better accommodate work-life preferences, thereby potentially fostering more positive attitudes from employees. Survey data from 2,617 employees in four large organizations with well-established flexible working policies are analyzed. Results from structural equation models show average positive indirect effects from informal flexible working, but also negative direct effects from formal flexible working. When two forms of flexible working amenable to being set up by both formal and informal means are examined separately, formal arrangements for flexibility over working hours are found to be negatively associated with performance, but also a source of greater job satisfaction; informal remote working arrangements have positive indirect effects via organizational commitment and job satisfaction on worker performance. © 2016 Wiley Periodicals, Inc.
Organizational citizenship behavior (OCB) has been associated with positive organizational outcomes and with higher managerial ratings of employee performance. However, concerns have been raised about the possible personal costs of performing such activities. This paper examines the relationship between OCB and emotional exhaustion and work-family conflict and explores the moderating role of job performance in shaping those relationships. In a time-lagged field study of customer-contact center employees the research found that one particular dimension of OCB—conscientiousness—was associated with higher emotional exhaustion and with work-family conflict. The study also revealed that conscientious employees who performed their in-role job responsibilities at a high level experienced greater emotional exhaustion and work-family conflict than conscientious employees who performed their in-role job responsibilities at a low level. Our findings suggest that organizational pressures to increase the level at which both discretionary and formal role obligations are performed can carry negative consequences for employees. © 2016 Wiley Periodicals, Inc.
A multiphase study involving 1,285 respondents was conducted to answer an important yet overlooked question: for a job requiring frequent informal communication with superiors, should an organization focus more on selecting employees with higher trait-like willingness to communicate or on providing an environment where the flow of communication is easy and aided? We found support for the latter. Further, we observed that subordinates alter their communication behaviors based on the perception of superior's power, politics in the organization, and their own political skills. The study contributes to a better understanding of how situational variables affect subordinate-superior upward communication. Implications of the study are also discussed. © 2016 Wiley Periodicals, Inc.
In this study, we examine the effect of organizational-level and individual-level signals on sex discrimination experiences, job satisfaction, and turnover intentions in a sample of South Korean female employees and organizations. Results indicate that the percentage of women employed in organizations was negatively associated with sex discrimination experienced by women. The number of family-friendly policies was also negatively associated with sex discrimination in a panel design but not in a cross-sectional design. We also found that the relationship between individual participation in development activities (e.g., leadership development course, academic degree) and sex discrimination experiences was moderated by organizational-level participation in development activities. Specifically, the negative impact of participation in development activities on sex discrimination is stronger for individuals in organizations with lower compared to higher levels of overall participation. The same was true for the individual educational level. The negative impact of individual educational level on sex discrimination is stronger for individuals in organizations with high educational level than for those in low organizational educational level. Further, experienced sex discrimination influences individual turnover intention via job satisfaction. © 2016 Wiley Periodicals, Inc.
This study examines whether and how perceived overqualification affects the relationships between perceived age discrimination from one's supervisor and two outcome variables: job withdrawal and somatic symptoms. Using a paired sample (of employees and a paired participant who knew them well, N = 235 pairs), results show that employees who feel overqualified, compared to those who do not feel overqualified, react more negatively to perceived age discrimination by engaging in greater withdrawal behaviors and experiencing higher somatic symptoms. Findings extend both relative deprivation theory and the age discrimination literature by indicating that perceived overqualification is not only a trigger for relative deprivation, but also a factor that seems to lower an employee's threshold for tolerating discriminatory treatment. We conclude with a discussion on practical implications that incorporate strategies for reducing perceptions of age discrimination and overqualification. © 2016 Wiley Periodicals, Inc.
Affective tones abound in work teams. Drawing on the affect infusion model and social identity theory, this study proposes that team affective tone is related to team performance indirectly through team identification and team cooperation. Data from 141 hybrid-virtual teams drawn from high-tech companies in Taiwan generally supported our model. Specifically, positive affective tone is positively associated—while negative affective tone is negatively associated—with both team identification and team cooperation; team identification is positively associated with team cooperation; and team cooperation is positively associated with team performance. Managerial implications and limitations are discussed. © 2016 Wiley Periodicals, Inc.]]>
Developing employee engagement has been one of the major areas of interest in the field of human resource management (HRM), and research identifies the positive effect that engagement has on both employee and organizational performance. However, while research on engagement has been substantial, there have been limited studies on key variables such as supervisor support, voice, and trust. We examined the role of supervisor support and direct voice on engagement experienced by nurses and the mediating role trust plays in those relationships. Data were collected though an online survey of 1,039 Australian nurses and analyzed using structural equation modeling. As hypothesized, results showed that both supervisor support and direct voice are positively associated with employee engagement, and these relationships are mediated by supervisory and senior management trust, respectively. The implications of the results for human resource (HR) practitioners are discussed and include the challenge of resourcing effective direct voice systems and enlisting the support of supervisors in order to impact on the engagement of nurses who are the "front line" of the health sector. © 2016 Wiley Periodicals, Inc.
Interest in the employee engagement construct has gained increasing attention in recent years. Measurement tools focused on nuanced areas of engagement (i.e., job engagement and organizational engagement) have been offered; however, no measure of employee engagement has been advanced despite persistent calls in the research. We present the development, method, and results of a three-dimensional employee engagement measurement tool developed for use in the human resource and management fields of study. Across four independent studies, the employee engagement scale (EES) was found to consist of three subfactors (cognitive, emotional, and behavioral) and a higher-order factor (employee engagement). Across a series of four studies, we explored the factor structure and reliability of the EES (Study 1), then refined the scale, confirmed the factor structure, and examined reliability and both convergent and nomological validity evidence (Study 2). Next (Study 3), we completed a final reduction in scale items and examined additional evidence of reliability and nomological validity as well as evidence of discriminant validity. Finally (Study 4), we tested for evidence of incremental validity. In the implications for theory and practice section, we discuss the importance of an employee engagement measure aligned alongside an agreed-upon definition and framework. Limitations and future directions for research—such as the need for further psychometric testing and exploring issues of measurement invariance—are discussed. © 2016 Wiley Periodicals, Inc.]]>
Previous research demonstrates that high-involvement work practices (HIWPs) may be associated with burnout (emotional exhaustion and depersonalization); however, to date, the process through which HIWPs influence burnout is not clear. This article examined the impact of HIWPs on long-term burnout (emotional exhaustion and depersonalization) by considering the mediating role of person-organization fit (P-O fit) in this relationship. The study used a time-lagged design and was conducted in a Canadian general hospital among health care personnel. Findings from structural equation modeling (N = 185) revealed that perceived HIWPs were positively associated with P-O fit. There was no direct effect of HIWPs on burnout; rather, P-O fit fully mediated the relationship between employee perceptions of HIWPs and burnout. This study fills a void in the HR and burnout literature by demonstrating the role that P-O fit has in explaining how HIWPs alleviate emotional exhaustion and depersonalization. © 2016 Wiley Periodicals, Inc.
Although corporate philanthropy is often viewed as a vehicle for fostering employee commitment, research suggests that it does not always accomplish this goal. Drawing on theories on prosocial sensemaking and on social identity theory, I propose that involving employees in corporate philanthropy encourages more benevolent attributions for philanthropy, thereby promoting higher attitudinal and behavioral commitment. In Study 1, a field study with employees and supervisors in a chemical-pharmaceutical firm, employee involvement in corporate philanthropy predicted higher attitudinal and behavioral commitment to the firm. In Study 2, a laboratory experiment, participants reported higher attitudinal and behavioral commitment to a company when it was described as involving employees in philanthropy. In both studies, benevolent attributions mediated the associations of employee involvement in philanthropy with both attitudinal and behavioral commitment. My research provides new insights for understanding the impact of corporate philanthropy on a particularly important group of stakeholders—employees—and shows how employee involvement may encourage insiders to act to improve the organization's external image. © 2016 Wiley Periodicals, Inc.
Informal learning is an important source of employee adaptability and expertise, yet it is unclear how it may be encouraged through human resource management (HRM) practices. In this study, we investigate how opportunities for formal learning may be used to stimulate short- and long-term participation in informal learning. In addition, we examine whether HRM system strength intensifies the relationship between opportunities for formal learning and informal learning. Using a sample of 430 respondents in 52 teams within six Dutch vocational and educational training schools, we adopt a longitudinal design to examine two types of autonomous informal learning activities (reflection and keeping up to date), and three collaborative activities (asking for feedback, knowledge sharing and innovative behavior) over two years. Opportunity for formal learning was positively related to short- and long-term participation in informal learning activities, with the exception of long-term innovation. Moreover, HRM system strength intensified these relationships. Managerial implications of these findings for encouraging informal learning activities at work are discussed. © 2016 Wiley Periodicals, Inc.
Job crafting offers several beneficial organizational outcomes, yet little is known about what makes employees engage in it. In particular, the role of leaders in influencing their subordinates to engage in job crafting has been insufficiently studied. Drawing on role theory, we suggest that the congruence of leader-subordinate autonomy expectations nurtures subordinates' experiences of having their competences adequately utilized in their jobs. This experience, which involves the competence mobilization of their work roles, subsequently fosters subordinates' engagement in job-crafting behavior. A two-stage field study of 145 leader-subordinate dyads using cross-level polynomial regression and response surface analysis supported the (in)congruence hypotheses. The results also demonstrated that subordinates' perceived competence mobilization mediates the relationship between autonomy expectation (in)congruence and job crafting. In addition, leader coalition as a moderator strengthens the effect of perceived competence mobilization as a psychological condition for job crafting. Implications for practice and future research are discussed. © 2016 Wiley Periodicals, Inc.
We examined whether a supervisor's coaching leadership style predicts the perception of organizational politics in performance appraisal (OPPA) reported by the collaborators. Additionally, we drew on social cognition and motivational life-span development theories to hypothesize age-related differences in perceived OPPA and its link with the coaching leadership style. Using hierarchical linear modeling (HLM) on a sample of 576 employees and 112 leaders, we found that coaching leaders are perceived as less manipulative in their performance ratings, especially by older employees. This article includes a discussion of the implications these results have for performance management of an age-diverse workforce. © 2016 Wiley Periodicals, Inc.
Knowledge sharing is an employee behavior, critical to organizational success in knowledge-intensive work environments. This study set out to empirically test the model of knowledge-sharing motivation designed and presented in this journal by Gagné (2009). The model combines two established behavioral theories, the theory of planned behavior and self-determination theory, and connects various human resource practices to it. This prospective survey study ( n = 200) in a large expert organization employed structural equation modeling. The results mainly supported the proposed model, with attitudes, autonomous motivation, and sharing norms predicting knowledge-sharing intentions ( R2 = .69), which predicted knowledge-sharing behavior ( R2 = .42). We also identified potential ways to modify the model to better suit typical knowledge-sharing contexts. Implications for practice, with the emphasis on how our findings can benefit and be used by human resource management, are discussed. © 2016 Wiley Periodicals, Inc.
This article examines the methodological choices of researchers studying the HR practices–outcome relationship via a content analysis of 281 studies published across the past 20 years. The prevalence and trajectory of change over time are reported for a wide range of methodological choices relevant to internal, external, construct, and statistical conclusion validity. While the results indicate a high incidence of potentially problematic cross-sectional, single-informant, and single-level designs, they also reveal significant improvements over time across many validity relevant methodological choices. This broad-based improvement in the methodological underpinnings of HR research suggests that researchers and practitioners can view the findings reported in the HR literature with increasing confidence. Directions for future research are provided. © 2016 Wiley Periodicals, Inc.
Drawing on conservation of resources theory, this study examined the link between negative mentoring experiences (i.e., interpersonal problems) perceived by mentors and their work-family conflict (WFC) by focusing on the mediating role of emotional exhaustion and the moderating role of revenge. The results of a field survey of 187 mentors in China supported all of our hypotheses, indicating that interpersonal problems perceived by mentors were positively related to their WFC. This relationship was also found to be mediated by the mentors' emotional exhaustion. In addition, revenge against protégés was found to moderate the main effect of interpersonal problems on emotional exhaustion and the indirect effect of interpersonal problems on WFC. Specifically, revenge exacerbated the positive relationship between interpersonal problems and emotional exhaustion. Further, emotional exhaustion mediated the indirect effect of interpersonal problems on WFC when the level of revenge was high, but not when it was low. The findings of this study provide insightful theoretical contributions and managerial implications that indicate new directions for research related to mentoring and work-family relationships. © 2016 Wiley Periodicals, Inc.
Drawing on agency theory and the resource-based view, this study examines the moderating effect of hotel ownership structure on the relationship between high-performance work systems for service quality (HPWS-SQs) and service performance as well as the curvilinear relationship between hotel service performance and hotel profitability. Results from surveys and archival data of 126 hotels showed that when hotels were owned and operated by brands, HPWS-SQs had a positive effect on service performance. Moderated mediation analyses showed that service performance as a mediator accounted for the moderating effect of ownership and management structure on the relationship between HPWS-SQs and hotel profitability. In addition, service performance demonstrated an inverted U-shaped relationship with hotel profitability. These findings advanced the understanding of the boundary conditions and influence processes of HPWS-SQs on financial performance in service settings. © 2016 Wiley Periodicals, Inc.]]>
In the era of a graying workforce, individuals and their employers are concerned with the impact of the graying workforce on the level of engagement at work. Contrary to the myths about older workers being less engaged, statistics have shown that the level of engagement is higher as people age. Within the broad framework of conservation of resources theory in the area of work engagement, the current study aims to clarify how older workers are more engaged at work than younger workers. Building upon socioemotional selectivity theory and continuity theory from a life-span perspective, we explain how individuals gain more resources as they age, including the abilities to regulate emotion and to maintain a career identity. We argue that this positive relationship between age and resources explains why older people have high levels of work engagement. We tested our predictions with a sample of 613 workers in the United States. The study demonstrates that well-regulated emotion and strong commitment to career mediate the positive relationship between age and work engagement simultaneously. These findings contribute to the understanding of an aging workforce's engagement in the workplace. © 2016 Wiley Periodicals, Inc.
For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This article contributes to the discussion on HRM system strength by empirically analyzing the links between HRM system strength and HRM target achievement. We differentiate between single components of strength and their partial effects on two HRM target groups: the targets focusing on employee attitudes and the targets focusing on availability and effectiveness of human resources. Findings from a German data set with more than 1,000 observations indicate that HRM system strength has a positive influence on average HRM target achievement. Expectations regarding the differentiated effects of single components of HRM system strength are only partially supported. Nevertheless, our analyses give reason to consider a broader conception of HRM system strength than what has been explored to date. © 2016 Wiley Periodicals, Inc.
The field of career studies is increasing in prominence and relevance for modern life in general and working life in particular. CEOs' careers, especially, have received growing attention because their impact goes far beyond their personal sphere. Not surprisingly, this topic has been at the intersection of multiple literatures. In this introduction for the special issue on CEOs' careers, we first review the different perspectives in studying CEOs' careers, and then offer several directions to integrate those multiple perspectives. The articles in this special issue not only provide us with comprehensive new knowledge on CEOs' careers, but also represent valuable examples of how to integrate different perspectives on this topic. © 2016 Wiley Periodicals, Inc.
High-performance work systems (HPWS) are important conceptual instruments in the human resource management literature. Yet our current understanding of the complementarities within HPWS remains limited for two reasons: First, the dominant theoretical perspectives on HPWS provide a landscape of theoretical possibilities rather than an understanding of different possibilities through which HPWS generate positive effects on performance; and second, the literature on HPWS merely proposes several seemingly equally important HR practices. This article explores the internal nature of HPWS by integrating a configurational perspective of core, peripheral, and nonessential HR practices with a typology of complementarities. Analyzing 530 UK-based firms using fuzzy set qualitative comparative analysis (fsQCA), I identify four frequently implemented HPWS consistently associated with high labor productivity. The complementarities within all HPWS combine pairs of core HR practices with sets of peripheral HR practices. Moreover, the complementarities within three of the four HPWS rely on firms' avoidance of implementing certain HR practices. The results suggest that the synergies of HPWS arise from efficient complementarities and virtuous overlaps, and reveal the significance of achieving high performance by not implementing HR practices. This article thus advances a new perspective on HPWSs, highlighting the challenges involved in successfully designing HPWS. © 2016 Wiley Periodicals, Inc.]]>
Based on theoretical frameworks of resource-based theory, dynamic capabilities, and behavioral perspective on human resource management, we developed a multidimensional construct of human resource (HR) capabilities and tested its relationship with quality of patient care using a national sample of U.S. hospitals. The data on HR capabilities were collected from senior managers (421 individuals nested in 279 hospitals) representing both the administrative and clinical sides of the hospitals. The data on quality of patient care were gathered from two unique sources—patients of 207 hospitals who reported the data via the hospital Consumer Assessment of Healthcare Providers and Systems Survey, and 421 senior managers of 279 hospitals. Our analyses using structural equation modeling suggests that the positive relationship of HR capabilities with quality of patient care is mediated by proactive behaviors of health care workers. Implications of the study findings for research and practice are discussed. © 2016 Wiley Periodicals, Inc.
To address the complex effect of perceived reward for creativity on creative performance, we examined the role of cognitive appraisal as an individual difference variable. An individual's appraisal of reward for creativity, including challenge appraisal (perceived potential for recognition, growth, or mastery) and threat appraisal (perceived potential for revealing incompetence and damaging self-respect), is hypothesized to shape the effects of perceived reward for creativity. We further expect creativity-related intrinsic motivation to play a mediating role in the perceived reward-creativity relationship. The results of a three-wave field study showed that when challenge appraisal was high, perceived reward was positively related to creative performance through creativity-related intrinsic motivation, whereas when threat appraisal was high, perceived reward was negatively related to creative performance through creativity-related intrinsic motivation. A similar analysis showed that intrinsic task motivation was not able to channel the moderating effect of perceived reward and individual appraisal on creative performance. © 2016 Wiley Periodicals, Inc.
As an emerging concept, green human resource management (green HRM) has been conceptualized to influence employee workplace green behavior. This research empirically tested this link. We first developed measures for green HRM, and then drew on the behavioral HRM and psychological climate literature along with the supplies-values fit theory, to test a conceptual model integrating the effects of psychological green climate and individual green values. Results revealed that green HRM both directly and indirectly influenced in-role green behavior, but only indirectly influenced extra-role green behavior, through the mediation of psychological green climate. Individual green values moderated the effect of psychological green climate on extra-role green behavior, but it did not moderate the effect of either green HRM or psychological green climate on in-role green behavior. These findings indicate that green HRM affects both employee in-role and extra-role workplace green behavior; however, this occurs through different social and psychological processes. © 2016 Wiley Periodicals, Inc.
Drawing upon the conservation of resources theory, we developed and tested a moderated mediation model linking domestic intimate partner aggression (IPA) to job performance and career advancement. Our model posits that the indirect relationship between IPA and career advancement via in-role performance and organizational citizenship behaviors (OCBs) is moderated by perceived organizational support (POS). Overall, multisource and multiwave data obtained from two independent samples of employed women from the Philippines supported our predictions. Specifically, results suggest that: (1) IPA was negatively associated with supervisor-rated in-role performance and OCBs; (2) there was a stronger negative relationship between IPA and in-role performance and OCBs for employees with low as opposed to those with high levels of POS; and (3) the conditional indirect effects of IPA in predicting supervisor-rated promotability and actual promotion via in-role performance and OCBs were stronger under conditions of low as opposed to high POS. Implications for theory and practice are discussed. © 2016 Wiley Periodicals, Inc.
Drawing from person-organization (P-O) fit theory, we explain how the provision of work-life benefits (WLBs) increases job seeker attraction to organizations during the early recruitment stage because of a perceived value fit between job seekers and the organization. Our results from an experimental study using a sample of 189 MBA students who belonged to two generational groups (Millennials and Gen Xers) and were seeking employment during a period of economic recession support our expectations. We found that job seekers develop higher P-O fit perceptions for organizations that supplement standard pay with WLBs in their recruitment materials compared with organizations that supplement standard pay with health care benefits or offer only standard pay. In turn, such organizations are assessed as more attractive prospective employers. We also found that generational group moderated the path between P-O fit and job seeker attraction such that Millennial job seekers were more likely to be attracted toward organizations with which they had strong fit perceptions than their Gen X counterparts. Theoretical and practical implications of our findings are discussed. © 2016 Wiley Periodicals, Inc.
We conducted and analyzed interviews with 20 executives from the for-profit sector who had transitioned into second careers in the nonprofit sector. Our qualitative study provides an in-depth analysis of the critical events that triggered career agency and stimulated the change process. At each stage of transition, the executives revisited their personal brands, deciding how to best position their skills, knowledge, and values within the context of their new nonprofit organizations. This research contributes to academic and practitioner knowledge of new career paths open to mid- and late-career executives and insights for nonprofit leadership, as many nonprofits can anticipate major shortages of qualified executives. Each stage in the career transition process provides opportunities for human resource professionals to contribute to successful nonprofit leadership change: first, by creating opportunities for "chance events" motivating transition, followed by career coaching opportunities before and throughout the transition. © 2016 Wiley Periodicals, Inc.]]>
The expatriate literature needs to move beyond maladjustment as a primary reason for expatriate failure. This article draws on the psychological contract as a valuable lens to observe changes in expatriate behavior that may determine expatriate success or failure on international assignments. Prior research on the expatriate psychological contract has focused solely on an expatriate's social exchange relationship with the assigning parent company. This article offers a dual-foci perspective of the expatriate psychological contract and suggests that expatriates' perceptions of psychological contract breach arise from two sources—the assigning parent company and the receiving host company. The conceptualization of breach with dual foci forms the basis for the proposed model of expatriate failure. The model proposes that differences in expatriates' contexts will influence their likelihood of perceiving breach and that breach, once perceived, will affect expatriate behavior through its influence on sense-making, affect, conation, and attitudes. The propositions developed in this article provide a foundation for future theorizing and empirical work on expatriate cognitions of psychological contract breach. © 2016 Wiley Periodicals, Inc.
The aim of this study is to investigate the elements of organizational career management (OCM) that can lead to strong organizational performance. The growing unpredictability of careers requires a different organizational approach of careers. Yet, new career models all focus on the individual as the central actor, leaving the role of the organization rather underdeveloped. Based on a combined perspective integrating insights from the literature on careers, high performance work systems, and idiosyncratic deals (I-deals), we address four dimensions of OCM: supportive and developmental practices, development I-deals, individual responsibility, and consensus. We study their relationships with company performance, thereby including the firm's human capital composition. Surveys were administered to the HR directors of 293 organizations. We apply a relatively new method, fsQCA (fuzzy-set qualitative comparative analysis), and complement this with more conventional structural equation modeling (SEM). The SEM analyses suggest that only supportive and developmental practices are positively associated with high performance. However, based on the fsQCA, three configurations are identified in which OCM is associated with high performance. The most prevalent configuration combined supportive and developmental practices with I-deals and individual responsibility for career management. We conclude with a discussion of the implications of our findings, and address the utility of adopting a configurational approach in career research. © 2016 Wiley Periodicals, Inc.
In the present study, we investigated the relationship between perceived constructiveness and perceived immediacy and frequency of supervisor performance feedback and work performance. In two pilot studies, we obtained support for the two-dimensionality of our measure of supervisor performance feedback. In the main study, perceived constructiveness of supervisor performance feedback and work performance was positively related when perceived immediacy and frequency of supervisor performance feedback was high. We discuss theoretical and practical implications and directions for future research. © 2016 Wiley Periodicals, Inc.
This study investigates the role of intellectual capital (i.e., human, social, and organization capital)–enhancing human resource (HR) practices in the development of a firm's absorptive capacity, as well as the mediating role of absorptive capacity in its relationship to the firm's innovation performance. Results show that while human capital–enhancing HR (acquisition and developmental HR) is positively related to absorptive capacity, social capital–enhancing HR affects absorptive capacity through egalitarian HR practices. Organization capital–enhancing HR practices contribute to absorptive capacity through effective information systems. Finally, our findings confirm that the various intellectual capital–enhancing HR practices affect innovation performance through their impact on the firm's absorptive capacity. © 2016 Wiley Periodicals, Inc.
We use self-determination theory (SDT) as a framework for investigating how perceived autonomy-supportive supervision positively influences conditions that motivate newcomer subordinates to engage in feedback seeking. Based on data collected from MBA interns at two time periods, perceived autonomy support predicted task autonomy, informal supervisor feedback, and subordinate relationship building, and the latter two mediated the relationship between autonomy support and feedback seeking. Our study provides an SDT perspective on newcomer socialization by highlighting the important role supervisor support for autonomy can play in motivating feedback seeking as a proactive socialization tactic. Organizations and human resources management professionals should consider including training around autonomy support in supervisory training programs. © 2016 Wiley Periodicals, Inc.
In this article, we identify employees' change history in an organization as a key antecedent of their appraisals about organizational change (i.e., threat, harm, and challenge). We argue that these change appraisals are associated with psychological contract violation, which in turn is associated with intentions to leave the organization, and, ultimately, with voluntary employee turnover. In 2009, we collected data over three measurement periods from 252 full-time, permanent employees from a manufacturing organization in the Philippines that was just about to undergo an organizational-wide restructuring. At Time 1 (T1, the change announcement), employees completed a survey assessing their change history in the organization and change appraisals. At Time 2 (T2, six months after the announcement), employees completed a survey assessing psychological contract violation and turnover intentions. Two years later (Time 3, T3), we collected data on voluntary employee turnover. Results suggest that a poor change history in an organization was negatively associated with challenge appraisals and was positively associated with threat and harm appraisals. Challenge and harm appraisals were significantly associated with psychological contract violation. These appraisals, in turn, were associated with turnover intentions and, ultimately, with voluntary employee turnover. In addition, T1 threat appraisals were directly positively associated with T3 voluntary turnover. Theoretical and practical implications are discussed. © 2016 Wiley Periodicals, Inc.
This article investigates the question of where the responsibility for promoting gender equality resides in the Chinese employment context. Utilizing Acker's (2006) inequality regimes framework, the study explores women's underrepresentation in management roles in China and explains the persistence of gender inequalities in managerial echelons of Chinese organizations. Based on 30 interviews with female managers, the findings demonstrate the marketization and individualization of gender equality in organizational activity. The existing gender inequality, and the lack of responsibility for tackling it, has been either legitimized by eluding to the commercial-only focus of organizations or rendered invisible through a belief in individual choice as the determining factor of career progression for women. Gender inequality in management is also maintained through the compliance of female managers themselves with the presumed legitimacy of gender-based differential access to managerial roles. References to culture and tradition, market forces, competitive pressures, and individual choices by female managers are often made in explaining the unequal career paths and outcomes for men and women in their organizations. Our findings contribute to the human resource management (HRM) literature by framing macrosocietal context as a dynamic and endogenous aspect of management of human resources in organizations and provide novel insights into the interplay between HRM and societal context. © 2016 Wiley Periodicals, Inc.
This qualitative study examines the patterns in human resource (HR) approaches to retirement across 24 organizations to explore innovative practices as well as gain understanding of the differences in how firms are dealing with major changes surrounding retirement and workforce demographics. Using organizational adaptation theory and carrying out a thorough analysis of in-depth interviews with HR managers, we identify three dimensions that differentiate organizations' approaches to retirement: (1) actions and interactions of key stakeholders in the retirement process; (2) HR information gathering focus regarding workforce issues; and (3) HR posture around changes needed in retirement policies and practices. Based on organizational profiles on these dimensions, four distinct approaches to retirement emerge and are described in some detail: gatekeeping, improvising, orchestrating, and partnering. These different approaches also provide insight into how organizations differ in their adaptation to change. © 2016 Wiley Periodicals, Inc.
Professional service firms (PSFs) play an important role in the knowledge-based economy. Their success is highly dependent on their people, the knowledge resources they possess, and how they use these resources. However, how to systematically manage human resources to attain high performance is not fully understood. This study addresses this issue by investigating the linkage mechanisms through which high-performance work systems (HPWS) influence the performance of PSFs. We integrate resource-based and dynamic capability theories in order to identify and investigate two intervening mechanisms that link HR practices to firm performance. The first mechanism is the intellectual capital resources comprising the human, social, and organizational capital that HPWS create. The second mechanism is the uses to which both HPWS and resources can be applied, operationalized as organizational ambidexterity, the simultaneous exploitation of existing knowledge and exploration of new knowledge. These mechanisms are hypothesized to link HPWS to firm performance in the form of a practices-resources-uses-performance linkage model. Results from a longitudinal study of 93 accounting firms support this linkage model. © 2015 Wiley Periodicals, Inc.
How have the CEOs of Fortune 100 companies worked their way to the top position? Are there several paths to the top, or have most present-day CEOs moved up the ranks in a similar fashion? We examine the employment trajectories of all of the current Fortune 100 CEOs across their entire working careers to answer these questions. The analysis developed in this article is carried out in two steps. We first use sequence analysis to find the patterns that are characteristic of the career paths of these CEOs. We then apply clustering techniques to identify distinct groups of career paths that have led individuals to the uppermost management level. Our results show that the careers of the Fortune 100 CEOs have largely followed traditional career paths that are symbolized by steady progression toward more responsibility, little mobility between firms and industries, and a strong focus on general management functions. © 2015 Wiley Periodicals, Inc.
Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non-CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non-CEO executive's responsibilities, we first categorize non-CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc.
Contemporary work environments are growing increasingly competitive. However, some employees may "fit" with such environments better than others. This study examined how the relationship between employees' goal orientations (learning, proving, and avoidance) and engagement is influenced by the competitive environment of their workplace. By investigating the interactive effect of goal orientation and competitive work environment, this research expands our understanding of factors leading to engagement. We tested our model using a sample of 345 working adults from a variety of organizations across several different industries. Results indicate that learning goal orientation was positively related to engagement while avoidance goal orientation was negatively related to engagement. Competitive work environment (CWE) interacted with learning orientation and proving orientation to predict engagement. We conclude with a discussion of the implications of our results for human resource management. © 2015 Wiley Periodicals, Inc.
We have developed an information processing theory of board effectiveness to examine board-chief executive officers (CEOs) pay relations. We theorize that CEO pay reflects the information processing context of boards. Boards have limited information processing capacity and therefore prefer to use outcome-based CEO pay when they have difficulty in processing information for monitoring their CEOs. Using a longitudinal sample of Standard and Poor's (S&P's) large-, medium-, and small-cap manufacturing firms in the United States from 1998 through 2005, we found support for our theory. Large boards and boards in less complex monitoring contexts tend to link CEO pay less tightly to firm performance by providing less stock-based incentives, and the tendency of large boards to decrease outcome-based CEO pay is even greater when boards are not busy or when boards are in less complex monitoring contexts. © 2015 Wiley Periodicals, Inc.
Human resource (HR) managers' commitment to their occupation (HR) leads to the proper delivery and implementation of HR practices and, therefore, is deemed as a critical factor for the success of HR practices. Based on sociocognitive, human capital, and signaling theories, this study examines: (a) HR managers' own and their chief HR officer's (CHRO) HR-specific human capital as antecedents of their commitment to HR, and (b) the mediating mechanism through which the CHRO's HR-specific human capital positively influences HR managers' commitment to HR. Based on 146 HR managers from 146 organizations in South Korea, the findings of the current study suggest that HR managers with higher levels of HR-specific human capital and those working with CHROs with higher levels of HR-specific human capital tend to have higher levels of commitment to HR. In addition, CHROs with higher levels of HR-specific human capital positively influence HR managers' commitment to HR by signaling to them that HR and its function are valued and cared about by their organizations. Theoretical and practical implications of this study are discussed along with study limitations and further research directions. © 2015 Wiley Periodicals, Inc.
In connection with the literature on strategic reward and agency theory, this study investigates the effects of incentive pay on employee outcomes and firm performance. We identify employee outcomes, such as commitment and competence, as mediating processes that explain the effects of incentive pay on firm performance. We further propose procedural justice climate and environmental turbulence as boundary conditions that determine the strength of the effects of incentive pay on employee outcomes. The research model is tested using multisource data collected at three time points over a five-year period from 227 Korean companies. Our analysis confirmed that incentive pay enhanced employee commitment and competence, which, in turn, improved the operational and financial performances of firms. The effect of incentive pay on employee commitment was negative for firms with a low procedural justice climate, but positive for firms operated under a highly turbulent environment. By contrast, the effect of incentive pay on employee competence was positive only for firms operated under a stable environment. This study enriches the literature by presenting and validating plausible underlying mechanisms and boundary conditions under which strategic performance–contingent incentive pay affects firm performance. © 2015 Wiley Periodicals, Inc.]]>
This study examines the value that prior CEO experience has for the companies that hire such CEOs—as reflected in the firms' subsequent market-based performance—as well as its value for the CEO that possesses this experience—as reflected in his or her initial compensation. While we suggest that shareholders tend not to benefit from firms hiring experienced CEOs, we also argue that particular firm and industry contextual factors that shaped the prior CEO experience help ameliorate this detrimental effect. Regardless, we also suggest that prior CEO experience generally stands to benefit the CEOs, in that it brings them a compensation premium over those CEOs without such prior experience. We tested our hypotheses on a sample of 654 US CEO succession events that occurred between 2001 and 2004 and found broad support for our hypotheses. We close with a discussion of the implications of our findings for future research as well as what they mean for firms hiring experienced CEOs and for CEO careers more generally. © 2015 Wiley Periodicals, Inc.]]>
Decreasing research and development (R&D) can impair the ability of firms to remain innovative in the long run. CEOs have been accused of curtailing R&D investments as they approach expected retirement, yet received findings on R&D investment behaviors of late-career CEOs are mixed. We argue that one reason for these inconsistent findings could be that traditional approaches overlook the fact that CEOs are not isolated agents in making R&D decisions. We build on the premise that CEOs interact with their top management team (TMT) when shaping R&D strategy and advance a contextualized view of CEO dispositions in their late career stages as being constrained or enabled by their TMT. We hypothesize that some TMT attributes (e.g., tenure and age) may amplify, whereas others (e.g., functional experience and education) may mitigate inclinations to reduce R&D. Our findings, based on a longitudinal sample of 100 US manufacturing firms from 1998 to 2008, provide nuanced insights into how different TMT characteristics influence CEO-TMT dynamics, with TMT age and TMT tenure playing particularly pronounced roles. We discuss implications of our CEO-TMT interface approach for theory and practice. © 2015 Wiley Periodicals, Inc.]]>
It is a common belief that CEOs must delegate to be successful. We hesitate to support this generalization and investigate how the distribution of responsibility within top management teams (TMTs) can influence the likelihood of a CEO's dismissal. Consistent with an agency theory perspective, our results indicate that CEOs may choose not to delegate their responsibilities to other executive TMT members, so as to benefit from an increased information asymmetry vis-à-vis the board of directors. Taking the resource-based view as a complementary theoretical perspective, we find that non-delegating CEOs benefit from their greater firm-specific knowledge, which the board of directors considers as a valuable resource that should be retained. Our work also demonstrates that a more intense CEO–TMT interaction weakens the relation between non-delegation and the likelihood of CEO dismissal. In sum, our research shows that the CEO's delegation decision does not necessarily lead to a competence distribution that is in the firm's best interest; rather, it reflects a complex interplay between the potentially opportunistic career interests of the CEO, the involvement of other TMT members and the board of directors. © 2015 Wiley Periodicals, Inc.]]>
Employee change cynicism is an unintended consequence of organizational change, which can undermine the effectiveness of change initiatives. Based on social information processing theory, we examine the impact of two human resource roles (administrative expert and strategic change agent) on the relationship between the quantity of organizational change and employee change cynicism. Using multilevel data from 1,831 employees in 70 organizations, we find employees who are exposed to more organizational change report higher levels of change cynicism. However, the strength of the organizational change–cynicism relationship is affected by the role of HR in the employees' organizations. When HR undertakes an administrative expert role, change is more likely to generate change cynicism. When HR undertakes a strategic change agent role, change is less likely to generate change cynicism. Our results suggest that organizations need to think carefully about the role of HR during organizational change and encourage HR to adopt a strategic change agent role. © 2015 Wiley Periodicals, Inc.]]>
"Worthless," "money burning," or "black holes" is how media and professionals describe compliance practices today. Practitioners are unenthusiastic about control systems, codes of conducts, and systems for compliance management that are increasing in volume but not in effectiveness. In order to help practitioners clarify what actually makes employees comply with their compliance program, this study examines intrinsic and extrinsic motivators of 119 employees from procurement and sales. We contribute to the existing motivation literature, testing the self-determination theory in low and high hierarchical levels. Our findings show that intrinsic motivators are more strongly and positively related to compliance intention on higher hierarchical levels than the lower ones. However, employees from higher hierarchies show overall less compliance intention than employees from lower hierarchies. © 2015 Wiley Periodicals, Inc.
This study examined the impact of organizational interventions on work engagement and performance. Based on the job demands–resources model, we hypothesized that a personal resources intervention and a job crafting intervention would have a positive impact on work engagement and performance. We used a quasi-experimental design with a control group. Primary school teachers participated in the study at two time points with six weeks between the measurements ( N = 102). The results showed that the personal resources intervention had a positive causal effect on work engagement. Additionally, the joint personal resources and job crafting intervention had a positive impact on self-ratings of job performance. We discuss the implications of these findings for theory and practice. © 2015 Wiley Periodicals, Inc.
Strategic HRM researchers have increasingly adopted an employee perspective to understand the influence of HR practices on employee outcomes and have called for studies to explain variability in employees' perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual influence of managers and coworkers on employees' perceptions of HR practices and explore demographic dissimilarities as boundary conditions of the contextual influence. Conducting research in two organizational settings, we found that both manager-perceived and coworker-perceived HR practices were positively related to employees' perceptions of HR practices. The results also revealed that employee demographic dissimilarity to coworkers in terms of age and organizational tenure weakened the positive relationship between coworker-perceived and employee-perceived HR practices. However, the relationship between manager-perceived and employee-perceived HR practices was not influenced by demographic dissimilarities. © 2015 Wiley Periodicals, Inc.]]>
We add to human resource literature by investigating how the contribution of task conflict to employee creativity depends on employees' learning orientation and their goal congruence with organizational peers. We postulate a positive relationship between task conflict and employee creativity and predict that this relationship is augmented by learning orientation but attenuated by goal congruence. We also argue that the mitigating effect of goal congruence is more salient among employees who exhibit a low learning orientation. Our results, captured from employees and their supervisors in a large, Mexican-based organization, confirm these hypotheses. The findings have important implications for human resource managers who seek to foster creativity among employees. © 2015 Wiley Periodicals, Inc.]]>
According to various studies, employee participation in the development of performance measures can increase job performance. This study focuses on how this job performance elevation occurs. We hypothesize that when employees have participated in the development of performance measures, they perceive these measures to be of higher quality, which in turn elevates their attitudes toward, perceived social norms for, and perceived control over performing well in their jobs. Based on the theory of planned behavior, the latter three factors are hypothesized to increase job performance. Survey data from 95 employees as well as 88 of their managers were analyzed using structural equation modeling. Employee participation in developing performance measures is found to be related to job performance, via perceived measurement quality and employees' perceived control over performing well. We discuss the practical and theoretical implications of these findings, including the limitations of this study's design, and sketch a number of future research paths in this area. © 2015 Wiley Periodicals, Inc.
Using mixed design analysis of variance, this paper examines the effect of body art on job applicant hireability ratings. It employs the literatures on the social psychologies of stigma and prejudice, as well as aesthetic labor, to frame the argument. The results indicate that photos of tattooed and pierced job applicants result in lower hireability ratings compared to the control faces. The negative effect of body art on employment chances is, however, reduced for job applicants seeking non-customer-facing roles. In customer-facing roles, the tattoo is associated with lower hireability ratings than the piercing. The results suggest that visible body art can potentially be a real impediment to employment. © 2015 Wiley Periodicals, Inc.
A critical challenge for global firms is to implement assessment tools to develop expatriate leaders who can effectively manage role relationships across different directions (upward, laterally, downward) in cross-national contexts. Drawing on social categorization and relational demography theories and a data set of 360-degree ratings of expatriates from 36 countries, we use multilevel modeling to investigate relationships between cultural distance and ratings of leadership effectiveness in task and contextual performance by colleagues with different hierarchical vantage points (subordinates, supervisors, peers). Cultural distance refers to the overall degree of difference in key cultural values identified in the GLOBE study between an expatriate's and coworkers' countries of origin. Unlike supervisors as a rating group, results show that peer and subordinate raters as a group may be more likely to have their ratings negatively influenced by cultural distance, an effect that may be exacerbated for peer ratings from countries higher in power distance and lower in humane orientation. This study contributes to the understanding of multisource feedback systems to assess expatriate leadership effectiveness by identifying likely group ratings tendencies linked to cultural distance and hierarchical perspectives. Organizations should develop strategies to mitigate possible effects of cultural distance on subordinate and peer ratings of expatriates. © 2015 Wiley Periodicals, Inc.]]>
This article investigates the effects of union and nonunion employee representation (ER) on the use of high-performance work systems (HPWSs) in the French context. We use microdata from a nationally representative survey (REPONSE 2010–11) and estimate models dealing with the potential endogeneity of ER. After controlling for endogeneity and for a range of workplace characteristics, regression analyses suggest that neither union nor nonunion representatives are inherently against the use of HPWSs. Moreover, these forms of ER cannot be regarded as substitutes for one another. Results vary, depending on what type of bundle of practices is considered. © 2016 Wiley Periodicals, Inc.


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Have theme park fun by connecting the carriages, ready to take characters (not included) on a unique ride. As kids push them along they can watch the cupcake spin and the dinosaur rock.
Thank you for visiting Peppa Pig Theme Park Train Ride on shoppingfind.co.uk
We bring the products from many websites to one website for you to search, save and compare.


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The Matthew Reclining Living Room Group by Best Home Furnishings from Darvin Furniture. We proudly serve the Orland Park, Chicago, IL area. Product availability may vary. Contact us for the most current availability on this product.
When a family loves its furniture, it gets rid of one more of life's little hassles. Sink-in softness and hassle-free comfort can be yours with the recliners from the Matthew collection. Each piece is cushioned with body-hugging memory foam just like a top of the line mattress. The memory foam redistributes your weight to take the edge off of body pain and pressure points. And you can guarantee its got a classy modern look to match its luxurious feel. Choose from the range of Matthew recliners, loveseats, and sofas available with power or manual recline for your home today.
The Matthew collection is a great option if you are looking for Contemporary furniture in the Orland Park, Chicago, IL area.
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Tropical Fish Keeping - Aquarium fish care and resources (http://www.tropicalfishkeeping.com/forum.php)
- Freshwater Journals (http://www.tropicalfishkeeping.com/freshwater-journals/)
- - New to the site, here are some of my guppy photos. (http://www.tropicalfishkeeping.com/freshwater-journals/new-site-here-some-my-guppy-6821/)
New to the site, here are some of my guppy photos.
You got some nice photos of your guppies!
thank you!
cool pics!
iv got a guppy that looks just like the one in the second pic
once again,cool pictures and nice fish
Lovely clear photos there Jacobkgreen, and welcome to the forum
Kate :)
Lovely photos and lovely wee fishes!
I'm interested as to how much fry you have at one time with that amount of guppies together? It must be like a maternity ward! :)
Very nice pics!
hi have we met lol good to see you have no problems with your pics
nice guppies btw :D
I think we have Saz! thank you for the post's every one! I like guppys but they are tiresome... Pretty though
Great pics,any full tank shots ?
you look like you have loads of them,just like me.
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text: Stephen Colbert Has Gift-Giving IdeasTracie Egan Morrissey12/14/10 7:45pmFiled to: Tweet beatBoy GeorgeStephen ColbertSteve-oTera Patrickpatti stangerSandra BernhardTori SpellingJustin bieberRoger Ebert145EditPromoteShare to KinjaToggle Conversation toolsGo to permalink Today in Tweet Beat, Stephen Colbert gets inventive this holiday season. Plus, celebs react to the breakup of Scarlett and Ryan. Advertisement Scarlett and Ryan...so sad! ☹less than a minute ago via ÜberTwitter Patti Stanger pattistanger Advertisement what is the turning point when two famous people who are dating throw in the towel? do they run out of conversation & stare into the mirror?less than a minute ago via web Sandra Bernhard SandraBernhardStella walked in2 my closet this am & headed to my jewelry drawer and said "Mom. I want jewelry. I need a Chanel necklace!" HA! Genius! #FBless than a minute ago via ÜberTwitter Tori Spelling torianddean Advertisement Sponsored so alot of u r tweeting me wanting to know if i died again. turns out im ok. had to check..but im still living. wasnt sure...but...im ok :)less than a minute ago via web Justin Bieber justinbieber Advertisement Sarah Palin would have been a great star of silent comedy. Seriously. That face.less than a minute ago via SocialOomph Roger Ebert ebertchicagoI dig being a health/environment nerd, but I still love doing dumb shit, too. Peep my Bloods and Crips tattoo: http://twitpic.com/3fwjl1less than a minute ago via Twitpic Poster for iPhone Steve-O mryeahdude Off to get nailed xoxoless than a minute ago via web TERA PATRICK TERA1PATRICK Advertisement Advertisement A fart in a glass is still a fart!less than a minute ago via web boygeorge BoyGeorgeReply145 repliesLeave a reply


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SUNDAY PREVIEW: vs. Thunder (46-17)
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Lakers (40-24) vs. Thunder (46-17)
Time: 12:30 p.m. Pacific
Site: Staples Center
TV/radio: KABC/7, ESPN; KSPN/710, KWKW/1330
How they match up:
Lakers: 97.1 points, 95.5 points allowed, 45.8 FG%, 75.8 FT%
Thunder: 102.8 points, 96.3 points allowed, 47.3 FG%, 80.1 FT%
There's plenty at stake for the Lakers in their regular-season home finale, starting with playoff seedings. The Lakers, who hold a half-game lead over the Clippers, can assure themselves the No. 3 seed in the Western Conference by winning both their final games. Also, Kobe Bryant (27.9 ppg) needs a big game to keep him ahead of Thunder forward Kevin Durant (27.8 ppg) in the race for the NBA scoring title. A victory also would restore momentum after Friday's 21-point loss to San Antonio, which won't be an easy task considering the Lakers lost to OKC, 102-93, on March 29. The Thunder enter today's game tied with the Spurs for most victories (46) in the conference, 21 of those victories coming on the road -- a conference best. Thunder's Eric Maynor is OUT (torn right ACL). The Lakers are healthy.
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This attention-getting Wooden Mental Block Promotional Puzzle focuses people's attention on your logo! Six imprints for the price of one.
These soft puzzle cubes not only are fun to put together but also doubles as a desktop custom calendar and pen holder.
The Tangle Jr. promotional puzzle has become an instant classic!
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This custom jigsaw puzzle is a unique and completely customizable gift idea.
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Perplexia Promotional Master Wooden Pyramid is a brain-bender that requires assembling solid wood blocks into a three-dimensional pyramid.
Trap your company logo in your clients' minds with this Mind Trap Promotional 3D Block Puzzle.


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|Video Logs
Skip to Page: 1 | 2 | 3 | 4 | 5 ... 77 | 78 | 79 | 80 | 81
|Sit and Talk: Suggest Topics!
|by MiniWarGaming | Posted Jul 24, 2015
|I'm looking for general topics to discuss in my Sit and Talk. Leave your suggestions here!
|Sit and Talk: Upcoming Changes, Narrative Campaigns, and more
|by MiniWarGaming | Posted Dec 4, 2015
|Matthew's back to answer even more of your questions.
|Sit and Talk: My trip to the UK
|by MiniWarGaming | Posted Jun 19, 2015
|Matthew talks about his trip to the UK, micromanaging, singing out of tune, and more...
|40k Army From Start to Finish Dave's Vlog 6: Transports
|by MiniWarGaming | Posted Sep 9, 2011
|Dave paints up his razorback and talks about an epic Chinese movie.
|Sit and Talk: With Quirk!
|by MiniWarGaming | Posted Sep 11, 2015
|Quirk answers all of the questions you never thought you wanted to know the answer to.
|Sit and Talk with Dave
|by MiniWarGaming | Posted Jan 22, 2016
|Dave shares his wish list for NEW Chaos, why he took a leave, and future narrative campaigns.
|Sit and Talk with Steve March 11 2016
|by MiniWarGaming | Posted Mar 11, 2016
|Steve answers your questions on this edition of Sit and Talk.
|Dan's New Tau Army
|by MiniWarGaming | Posted Jul 31, 2012
|Dan is borrowing a Tau army from Dan to make some new fun Batreps. Thoughts?
|Sit and Talk: Tattoos, Fantasy Campaigns, and Necron hate
|by MiniWarGaming | Posted May 15, 2015
|More random kwestauns! Just another week of Sit and Talk...
|Sit and Talk with Quirk
|by MiniWarGaming | Posted Jan 15, 2016
|Quirk is here to answer all your questions and give an insight to his physicy
|Sit and Talk: Facial Hair Detected?
|by MiniWarGaming | Posted May 8, 2015
|Is 40k becoming too imbalanced? Arm wrestling competitions. Putting more quality into our battle reports.
|Sit and Talk with Steve - April 15 2016
|by MiniWarGaming | Posted Apr 15, 2016
|Steve answers your questions this week on many subjects including what type of music he listens to. Do you know what type it is? Tune in and find out a little more bout Steve.
|Sit and Talk: Sean Connery Accent, Warzone Apothis Discussion
|by MiniWarGaming | Posted May 29, 2015
|How old are the employees at MWG? Should you own or rent a house? Will there be Ad Mech and Harlequin battle reports?
|Sit and Talk: With Kris!
|by MiniWarGaming | Posted Oct 2, 2015
|It's Kris' turn to be interviewed. Watch as he answers your questions!
|Holiday Weekend PAINTOCALYPSE!
|by Epic-Duck-Studios | Posted May 21, 2011
|Mike is going to attempt painting over 200 models this weekend... can he do it? Will you cheer him on, laugh at him, or join in?
|If hormagaunts could shoot...
|by MiniWarGaming | Posted Jul 15, 2011
|...then we would all be in trouble, and all sorts of fun stuff.
|Sit and Talk with Matthew: Narrative Campaigns, Vault Changes, and Zombie Apocalypses
|by MiniWarGaming | Posted Feb 12, 2016
|Matthew's back to answer all of your questions, be they about 40k rules, zombie apocalypses, or video games.
|Sit and Talk with Steve November 18 2016
|by MiniWarGaming | Posted Nov 18, 2016
|Steve talks about the hobby of painting and collecting armies. And refuses to be a dancing monkey.
|Sit and Talk: Improvements you want to see us make
|by MiniWarGaming | Posted Aug 28, 2015
|Matthew reads the feedback that you submitted in last week's Sit and Talk in preparation for the new Web Developer starting next week.
|Sit and Talk: With Leland!
|by MiniWarGaming | Posted Sep 4, 2015
|Leland guest stars in this week's Sit and Talk, ready to answer your questions.


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A Historic Breakthrough In Guaranteed NFL Contracts
The team sport with the highest risk of injury and shortest career span, the NFL, has been able to impose an ironclad "no guaranteed contract" policy for most of its history. This hardline stance has started to crack in the years since the signing of a collective bargaining agreement.
This year, the top 20 first-round draft picks read »Leigh Steinberg, Contributor


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|2011-08-29, 10:51
|Link #23981
Senior Member
Join Date: Aug 2011
It's more or less like saying 'We know Santa Claus doesn't exist but let's not shatter the illusion it exists in front of children because it's much more beautiful to let them believe Christmas night is a magic night than telling them the truth'.
In this case you can read the trick or magic ending of Umineko as: let's be honests if you're going to be realistic Ange is going to have a harsh life as well as mental problems that might border on paranoia but if you're a hopeful dreamer, hey, you can think Ange became a writer and a good person and Battler survived the explosion exactly as she wanted and they will have their tearful reunion.
However this feels wrong somehow. Truth doesn't have to be necessarily bad, though illusion might look better. Santa Claus might be something special but it's also nice to think that your relatives went and bought presents for you.
Basically causing the family to argue for the gold she willingly might have caused the premise for a crime to be committed which is generally what a detective should try to avoid.
Also, although is true that a detective has the detective authority usually is presented in such a way it seemed believable.
Ep 5 seemed a parody of the detective gender that ended with having the detective, not only making a mistake but hiding evidence (Erika knew about the red truth 'Kinzo is dead') to accuse further the culprit. This is not merely a case of forgetting the heart or not paying attention to the illusions or whatever, it turns Erika into a third rate detective that might work for scandal magazines only.
|2011-08-29, 11:30
|Link #23982
Senior Member
Join Date: Aug 2011
For Ange, for Maria, having immaginary friends wasn't THE BEST way to live per se, it was merely that, since they believed they had no other options in such environment, they embellished their reality.
The best way for them would have been to go along with their relatives and have real friends but they don't believe this is possible. People might say Ange didn't try hard enough (it's debatable, Ange might have tried but then, after 12 years, she might have been forced to surrender) but Maria tried quite hard to get along with her mother.
Going back to the ending the message might be: when you are presented with a reality that's sad, unhappy or not of your taste you WANT to change it into a happy one, you might even go as far as to embellish it, to cover it with lies... or turn it over believing in magic.
Let's pretend for a moment Umineko original ending should have been Trick.
It's a sad, horrible ending that explain nothing and gives no positive vibes. All Ange has learnt is 'not to believe in others if you don't want them to kill you, actually kill you first'.
It's a sad message but if you consider how Battler wanted to believe in his family and the servants when one of them was the obvious culprit, it fits. If Battler had been more suspicious he might have guessed who was the culprit and stopped/killed him maybe saving his own life and the one of other family members.
However it's 'nice' how Battler wants to believe in his loved ones and protect them especially because as the story progress we grow affectionate to them. We would dislike if Erika had been right and the culprit was really Natsuhi and had killed for such reason.
However people might kill for the motive Erika gave. It doesn't look real in that situation but it's not unrealistic in general. It's just a bad reality.
Presented with all those bad reality we reject them. Come on, those can't be the truth. And so we decide that the magic ending must be the truth merely because it's 'BETTER'.
Ange somehow got rid of her bitterness, she found a way to get rid of the Sumadera, she restarted her life, she became a successful writer, she remained rich, she met again her brother... isn't that nicer? A miracle.
In the end of Umineko it's not Ange who makes the choice about which door to open. It's us.
While Ange, after seeing magic might be doubtful if magic exist or not, we know it doesn't.
Yet, after being presented with the trick ending we assume that the true one is the magic one and Ryukishi wanted us to chose that one but ultimately the choice was ours.
He didn't want to give Umineko a happy ending. Lambda and Bern said there wasn't a happy ending. We want it so we decide to delude ourself with the magic ending, like Maria, Ange and Beato did with their immaginary world.
He let us this possibility.
Though I admit I would have apprecciate more the trick ending if there wasn't Erika in it.
It made it as unbelievable as the good ending... unless it's supposed to mean Ange also got mad and started to see things... talk about BAD ENDING...
|2011-08-29, 12:25
|Link #23983
Dea ex Kakera
Join Date: Jun 2006
Location: Sea of Fragments
In all of Umineko, nobody ever hallucinated anything, not even once.
I think that in the end, the reader is just being given a choice of whether they think something good or bad happened/is going to happen to Ange. It's about whether it's better to continue hoping for a happy truth in the face of overwhelming evidence, or to give up and fall into despair.
|2011-08-29, 12:53
|Link #23984
Senior Member
Join Date: Aug 2011
K That was really interesting right now. From the beginning of the depiction of magical events within the story, there were many scenes were golden butterflies appeared in front of the people. Latching on to Rosa's back, Genji throwing a knife at one, I always thought that this was to show when something illusionary is depicted, but what would you say?
R It's almost that meaning. To just come out and say it, there are no golden butterflies. When somebody starts seeing them, he is starting to go insane.
Since Ryukishi in the interview says that seeing golden butterflies isn't equal to lying about seeing golden butterflies but it's equal to going insane and therefore having hallucinations, people hallucinated in Umineko. Ange might have ended up having an hallucination of Erika instead than of golden butterflies...
|2011-08-29, 13:03
|Link #23985
Dea ex Kakera
Join Date: Jun 2006
Location: Sea of Fragments
The alternative is to think that a bunch of people randomly started going crazy at incredibly convenient times, isn't it?
|2011-08-29, 13:12
|Link #23986
Senior Member
Join Date: Aug 2011
However, if you consider the situation they're in, it's pretty normal to go insane.
Personally if at the end of Ep 1 the cousins really started to hallucinate and see butterflies I would understand it. They've just found the corpses of 3 servants and, on top of it, Natsuhi had just been killed by, apparently, no one.
It's enough to make you insane.
|2011-08-29, 13:20
|Link #23987
Senior Member
Join Date: Dec 2010
Also on that note, I think he was inspired by Greene Murder Case by Van Dine at several points. The family/mansion setting is very similar, and...
I also think maybe he didn't overestimate us so much as underestimated the difference between individuals. He must have thought his mindset was the same as ours. Which...was a bit of a problem.
Slightly unrelated, but I remember reading a Stephen King interview some time ago where he admitted wanting to write a detective murder mystery that played with the conventions of the genre. I would very much like to see that.
Rather, the series was only treated like a mystery in episode 7 with Will, who was an actually good conductor. If he had appeared in the series a bit earlier, he could have been very useful in making the series better.
I hope you understand that not all mystery novels are simple logic puzzles. In He Who Whispers for example, you can't simply account for everything using cold logic. You must understand all characters, then you may apply the solution. Deductive reasoning is not all there is to solving a mystery.
Overall, here's my take on the issue:
Ryuukishi created a good plot on his mind. He thought it was a good one, and perhaps it was. Only we never actually saw the mystery the way he wanted us to see, because the mystery lacked an appropriate conductor. So instead what we got was a solution that we arrived at fairly easily, but that didn't quite feel rewarding because we arrived at it in a rather crude manner.
Shkanon was, like someone mentioned earlier, a segway. It's functional but really dude really? And more importantly, like a segway, it doesn't really solve anything. It works, you can fit it in the story, but...it's just sort of there. And it looks really silly. Neither the story nor the streets need a segway.
Aside from that, you can argue whether the story is or isn't solvable but I wont' even get near that point. I'll just say that the main story is unsatisfying. Umineko had a lot of potential, which is probably why it bugs me so much.
A Carr like story that challenges you to solve its impossible crimes and refuses to give an explanation sounds absolutely fun. But...a Carr like story that wants you to solve its impossible crimes, but then offers so many copies of famous stories that you are left not unsure of how the crime was possible, but rather which book he copied, is a bit too disappointing.
Overall, Ryuukishi miscalculated a few things. I think Umineko would have worked much better if he tried to launch a few standalone mystery novels first to gain experience and test fanbase reactions so he wouldn't change plans later because of his fanbase.
|2011-08-29, 13:46
|Link #23988
Join Date: Jul 2006
Location: Gnawing away at Rokkenjima
I guess I should have elaborated.
Anyway, this answer isn't even close to Erika's.
The red truth that Kinzo is dead wasn't used as a part of Erika's deductive argument that Natsuhi was the killer (in fact it was a liability). As a detective her biggest failure wasn't that, but the fact that she never inspected corpses (at least in episode 5).
|2011-08-29, 14:23
|Link #23989
Join Date: May 2009
And then murdered the guy who actually did it.
Then wrote a book about it where he blamed a magical guy.
Damn, Stephen King basically is the culprit of Umineko.
|2011-08-29, 14:49
|Link #23990
Senior Member
Join Date: Aug 2011
Battler and Erika have more the role of the Watson instead than of the detective which makes kind of weird how later Battler solves the mystery, the epitaph, he is revealed to be the reader of tons of mystery books and so on.
I think Umineko might have worked better if it was a height parts mystery instead than 8 alternate versions of a mystery but this might be just me.
|2011-08-29, 15:08
|Link #23991
Join Date: Jan 2011
To give a practical example, the fight between Beatrice and Shannon in Natsuhi room in ep 2 is a great clue toward the truth, dismissing it to look for where the culprit hide the murderer weapon is the wrong way to do it. I don't think Umineko needed a good detective during the questions arc, honestly.
|2011-08-29, 20:59
|Link #23992
Senior Member
Join Date: Apr 2011
Supernatural agencies must not be employed as a detective technique.
Being told on a Meta-plane of existence that someone is dead without your knowledge is supernatural.
Erika did suspect Kinzo was dead, but she couldn't prove it, and as Gaap tried to claim he was dead in red, Dlanor got pissed and said Battler had to prove it, and the only way he could was an asspull of golden text.
|2011-08-29, 21:47
|Link #23993
Senior Member
Join Date: Aug 2011
Also she used red truth to confirm Krauss' death when his status was just missing
The funny thing is that yes, Battler couldn't use the red truth to confirm Kinzo's death but he didn't actually had to prove it, he pulled out a golden truth and solved the matter.
|2011-08-29, 21:56
|Link #23994
Senior Member
Join Date: Apr 2011
Perhaps Erika already knew what Bernkastel said in red on a personal level.
All of the victims were very much alive before I killed them!
AKA, she was there so she could say it in red, and since she's the detective, if she really was challenged with proving it, maybe she could?
|2011-08-29, 22:24
|Link #23995
Senior Member
Join Date: Aug 2011
|2011-08-29, 22:27
|Link #23996
Senior Member
Join Date: Apr 2011
She doesn't have to be the culprit, she obviously snooped in on personal things like Natsuhi's diary, knowing of Krauss's death to make sure not much can go wrong with framing her wouldn't be beyond her. The detectives duty(I suppose don't quote me) is not to beat the shit out of the culprit mid-crime and end the mystery, it's to .....beat the shit out of his alibi at the end of the story.
The only problem is if that's considered fooling the reader, since she didn't tell us, which I would consider it to be, so I guess she still breaks a rule by this.
EDIT: Another action of people using red randomly because they had personal experience with it is Natsuhi, when saying she only ever told Shannon her favorite season.
Red= Able to be used if Ryu feels like he wants his characters to make an honest testimony?
Last edited by cronnoponno; 2011-08-29 at 22:59.
|2011-08-29, 22:38
|Link #23997
Senior Member
Join Date: Aug 2011
|2011-08-30, 02:39
|Link #23998
Senior Member
Now that I think about Blue and Red especially in this connection...isn't her ability to use this red pointing towards a rather simple but gruesome truth?
What we basically learned is that Red can only be used when something is known by the speaker to be unshakably true. This is how it would work if you think about it concerning what we learned in EP5. Natsuhi could speak Red because she knew that she did not tell aybody else...it's the god honest truth. This is why normally only Beato or other witches/demons with insight can use Red, because it needs knowledge of the situation (like Ronove/Genji could prove that Beatrice existed in Kuwadorian in 1968).
And nobody except Beato says "Kinzô is dead" because they either refuse to share that kowledge or just don't have it. Therefore the Golden Truth was necessary...because it is what sparked the whole dilemma in the first place. Everybody decided to believe that Kinzô is dead without the need of any proof!
There were people refusing to believe in Krauss' death so it could never become a Golden Truth...but somebody knew for a fact that he was dead. And this is the same person who beheaded 5 people in EP6 isn't it?
I know it doesn't help with the actual culprit, but it does refer to EP1 and explains Evas strong detective behaviour even though by now we have to assume she was working with the culprit. It would be all a ruse to distract from the fact that she was actually murdering...which is of course best covered by finding a fittig scapegoat.
|2011-08-30, 05:52
|Link #23999
Join Date: Jul 2006
Location: Gnawing away at Rokkenjima
Erika didn't prove Krauss's death and, because of that court's bullshit rules, she didn't need to. It was already after Krauss was removed as a suspect based on Natsuhi's refusal to blame him (which is illogical bullshit, but hey, it's what they did) when Bern red-texted his death to fuck with Natsuhi. So, yeah, technically not used as a detective technique.
But there's also the possibility that Dlanor could just choose not to draw her sword and let Erika violate Knox.
|2011-08-30, 10:34
|Link #24000
Senior Member
Join Date: Sep 2010
Common sense to all observers, but can't be objectively proven for some reason (STRONGER than red truth, like the identity of Kinzo's corpse)
Something all observers just agree to lie about (WEAKER than red truth)
Furthermore, as a small point of order, part of the reason for Red Truth's existence is to provide those Word of God guarantees that the detective normally wouldnt be able to. Otherwise we'd have dozens of available master keys, cleverly hidden in the window sills and the like. Let us not forget that End's Court of Illusion sequence was essentially Erika proposing her solution against the length of the novel, but her only having read, say, the first half of the book, because she's an overconfident bitch.
Last edited by Kealym; 2011-08-30 at 10:59.
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text:
Forget the glory
Forget the pain
Forget the name
The one that made itself a stain
On your heart
Your skin
It's your one major sin
Its regret
It's lost hope
It's everything you have to lose
And nothing to gain
Forget the terror
Forget the nicknames
Pet names
Forget the passion
Rip it out
Something priceless
It's gone forever
And you'll never get it back
Forget the heartbreak
Wreaking havoc through your veins
And forget the blood
The blood, sweat, and tears
Don't let it kill you
Don't let yourself die.
You can't.
© Copyright 2017 SelenaeRubriumVermilliona. All rights reserved.
Status: Finished
Genre: Poetry
This leaves you breathless, good stuff, powerfully written.
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text:
Addicted Shopper
Dress up this young shopping addicted girl with variety of Trendy clothes and fashionable accessories.
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Dazzling Dresses
Make her the star attraction of the event tonight.
Shopping With Mom
Shopping spree is on and they have decided to shop the most they could in this weekend.
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Priscilla is eager to participate in her school's prom party.