The Experts below are selected from a list of 5637 Experts worldwide ranked by ideXlab platform
Michael G. Lipsett - One of the best experts on this subject based on the ideXlab platform.
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Surveying employee attitudes on corporate social responsibility at the frontline level of an energy transportation company
Corporate Social Responsibility and Environmental Management, 2013Co-Authors: Theophilos P. Michailides, Michael G. LipsettAbstract:As large companies embrace and integrate the principles of corporate social responsibility (CSR) into their business practices, company personnel are expected to show actions that are connected to communicated corporate values and related policies. To enhance the likelihood that employees at the frontline level will accept these principles and become engaged with these values, it is in the firm's best interests to quantify and understand employee attitudes toward the social responsibility construct itself. The present work considers whether the variables of work climate perception, education level, and age directly influence one's social responsibility perspective at work, extending the Marz model to understand what may impact frontline CSR attitudes. A case study is presented, based on a Survey of frontline personnel employed by a North American energy transportation company. This investigation uses an updated Survey tool and method for polling a sample population. Survey Development is described, analysis methods are explained, and results are presented with statistical measures to verify hypotheses related to employee engagement in CSR. Some potential implications of the results for corporate strategy are discussed. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.
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Surveying employee attitudes on corporate social responsibility at the frontline level of an energy transportation company
Corporate Social Responsibility and Environmental Management, 2013Co-Authors: Theophilos P. Michailides, Michael G. LipsettAbstract:As large companies embrace and integrate the principles of corporate social responsibility (CSR) into their business practices, company personnel are expected to show actions that are connected to communicated corporate values and related policies. To enhance the likelihood that employees at the frontline level will accept these principles and become engaged with these values, it is in the firm's best interests to quantify and understand employee attitudes toward the social responsibility construct itself. The present work considers whether the variables of work climate perception, education level, and age directly influence one's social responsibility perspective at work, extending the Marz model to understand what may impact frontline CSR attitudes. A case study is presented, based on a Survey of frontline personnel employed by a North American energy transportation company. This investigation uses an updated Survey tool and method for polling a sample population. Survey Development is described, analysis methods are explained, and results are presented with statistical measures to verify hypotheses related to employee engagement in CSR. Some potential implications of the results for corporate strategy are discussed. [PUBLICATION ABSTRACT]
Theophilos P. Michailides - One of the best experts on this subject based on the ideXlab platform.
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Surveying employee attitudes on corporate social responsibility at the frontline level of an energy transportation company
Corporate Social Responsibility and Environmental Management, 2013Co-Authors: Theophilos P. Michailides, Michael G. LipsettAbstract:As large companies embrace and integrate the principles of corporate social responsibility (CSR) into their business practices, company personnel are expected to show actions that are connected to communicated corporate values and related policies. To enhance the likelihood that employees at the frontline level will accept these principles and become engaged with these values, it is in the firm's best interests to quantify and understand employee attitudes toward the social responsibility construct itself. The present work considers whether the variables of work climate perception, education level, and age directly influence one's social responsibility perspective at work, extending the Marz model to understand what may impact frontline CSR attitudes. A case study is presented, based on a Survey of frontline personnel employed by a North American energy transportation company. This investigation uses an updated Survey tool and method for polling a sample population. Survey Development is described, analysis methods are explained, and results are presented with statistical measures to verify hypotheses related to employee engagement in CSR. Some potential implications of the results for corporate strategy are discussed. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.
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Surveying employee attitudes on corporate social responsibility at the frontline level of an energy transportation company
Corporate Social Responsibility and Environmental Management, 2013Co-Authors: Theophilos P. Michailides, Michael G. LipsettAbstract:As large companies embrace and integrate the principles of corporate social responsibility (CSR) into their business practices, company personnel are expected to show actions that are connected to communicated corporate values and related policies. To enhance the likelihood that employees at the frontline level will accept these principles and become engaged with these values, it is in the firm's best interests to quantify and understand employee attitudes toward the social responsibility construct itself. The present work considers whether the variables of work climate perception, education level, and age directly influence one's social responsibility perspective at work, extending the Marz model to understand what may impact frontline CSR attitudes. A case study is presented, based on a Survey of frontline personnel employed by a North American energy transportation company. This investigation uses an updated Survey tool and method for polling a sample population. Survey Development is described, analysis methods are explained, and results are presented with statistical measures to verify hypotheses related to employee engagement in CSR. Some potential implications of the results for corporate strategy are discussed. [PUBLICATION ABSTRACT]
Marcus D Atlas - One of the best experts on this subject based on the ideXlab platform.
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Self-reported cochlear implant management skills: Development and validation of the self-administered Cochlear Implant Management Skills (CIMS-self) Survey
Clinical Otolaryngology, 2017Co-Authors: R. J. Bennett, D. M.p. Jayakody, Robert H. Eikelboom, Marcus D AtlasAbstract:OBJECTIVE: A self-administered device management Survey was developed and validated to investigate the ability of cochlear implant recipients to self-report physical handling and care for their hearing implant device(s) and to identify factors that may influence self-reported management skills. DESIGN: Survey Development and validation. A prospective convenience cohort design study. SETTING: Specialist hearing implant clinic. PARTICIPANTS: Forty-nine post-lingually hearing impaired, adult cochlear implant recipients, at least 12 months postoperative. MAIN OUTCOME MEASURES: Survey test-retest reliability, responsiveness, criterion validity and sensitivity and specificity compared to clinician evaluation of device management skills. Correlations between self-reported management skills and participant demographic, audiometric, cognitive function, clinical outcomes and device factors. RESULTS: The self-administered Cochlear Implant Management Skills Survey was developed, demonstrating high test-retest reliability (ICC = 0.884, P < 0.001; CI 95%: 0.721-0.952), responsiveness to intervention (management skills training) [t(20) = -3.245, P = 0.004], criterion validity (ICC = 0.765, P < 0.001; CI 95%: 0.584-0.868) and sensitivity (0.89). No associations were found between self-reported management skills and participant factors. CONCLUSIONS: This study demonstrated that a self-report Survey is an effective method for the evaluation of skills required for cochlear implant device management.
Inge Nuijten - One of the best experts on this subject based on the ideXlab platform.
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the servant leadership Survey Development and validation of a multidimensional measure
Journal of Business and Psychology, 2011Co-Authors: Dirk Van Dierendonck, Inge NuijtenAbstract:Purpose The purpose of this paper is to describe the Development and validation of a multi-dimensional instrument to measure servant leadership.
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The Servant Leadership Survey: Development and Validation of a Multidimensional Measure
Journal of Business and Psychology, 2011Co-Authors: Dirk Van Dierendonck, Inge NuijtenAbstract:Purpose The purpose of this paper is to describe the Development and validation of a multi-dimensional instrument to measure servant leadership. Design/Methodology/Approach Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. Findings The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. Implications With this Survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. Originality/Value The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership Development.
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The Servant Leadership Survey: Development and Validation of a Multidimensional Measure
2011Co-Authors: D. Vandierendonck, Inge NuijtenAbstract:textabstractPurpose: The purpose of this paper is to describe the Development and validation of a multi-dimensional instrument to measure servant leadership. Design/Methodology/Approach Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. Findings: The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. Implications: With this Survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. Originality/Value The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership Development.
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The Servant Leadership Survey: Development and Validation of a Multidimensional Measure
Journal of Business and Psychology, 2011Co-Authors: Dirk Van Dierendonck, Inge NuijtenAbstract:PURPOSE: The purpose of this paper is to describe the Development and validation of a multi-dimensional instrument to measure servant leadership. DESIGN/METHODOLOGY/APPROACH: Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. FINDINGS: The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. IMPLICATIONS: With this Survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. ORIGINALITY/VALUE: The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership Development.
R. J. Bennett - One of the best experts on this subject based on the ideXlab platform.
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Self-reported cochlear implant management skills: Development and validation of the self-administered Cochlear Implant Management Skills (CIMS-self) Survey
Clinical Otolaryngology, 2017Co-Authors: R. J. Bennett, D. M.p. Jayakody, Robert H. Eikelboom, Marcus D AtlasAbstract:OBJECTIVE: A self-administered device management Survey was developed and validated to investigate the ability of cochlear implant recipients to self-report physical handling and care for their hearing implant device(s) and to identify factors that may influence self-reported management skills. DESIGN: Survey Development and validation. A prospective convenience cohort design study. SETTING: Specialist hearing implant clinic. PARTICIPANTS: Forty-nine post-lingually hearing impaired, adult cochlear implant recipients, at least 12 months postoperative. MAIN OUTCOME MEASURES: Survey test-retest reliability, responsiveness, criterion validity and sensitivity and specificity compared to clinician evaluation of device management skills. Correlations between self-reported management skills and participant demographic, audiometric, cognitive function, clinical outcomes and device factors. RESULTS: The self-administered Cochlear Implant Management Skills Survey was developed, demonstrating high test-retest reliability (ICC = 0.884, P < 0.001; CI 95%: 0.721-0.952), responsiveness to intervention (management skills training) [t(20) = -3.245, P = 0.004], criterion validity (ICC = 0.765, P < 0.001; CI 95%: 0.584-0.868) and sensitivity (0.89). No associations were found between self-reported management skills and participant factors. CONCLUSIONS: This study demonstrated that a self-report Survey is an effective method for the evaluation of skills required for cochlear implant device management.
