Managerial Practices and Organizational Conditions That Encourage Employee Growth and Development

This paper focuses on seven major managerial practices and three negative conditions that must be managed to enhance employee growth and development. These managerial practices and conditions have significant potential for human resource development practitioners and performance improvement technologists by providing new perspectives to improve employee performance through employee growth and development activities. Surveys measuring employee perceptions of manager behaviors were administered to 503 MBA and PhD students from the United States, resulting in 463 useable responses. The hypotheses were tested using linear regression and structural equation modeling. Based on the analysis, the researchers found that involving employees in decision making, motivating employees, treating employees as unique individuals, and making certain that managers are effective have the highest influence on employee growth and development.     

Relational efficacy beliefs in athlete dyads: an investigation using actor-partner interdependence models

The first purpose of this study was to examine the interrelationships among three forms of relational efficacy within performing dyads, namely, self-efficacy, other-efficacy, and relation-inferred self-efficacy. The second objective was to examine the relationships between these efficacy beliefs and athletes' perceptions of their commitment to and satisfaction with their current partnership. Participants were 120 junior tennis players (age, M = 14.30 years, SD = 1.21) performing within 60 intact pairs (i.e., doubles). Results revealed that self-efficacy and other-efficacy were predictive of athlete commitment and satisfaction, respectively. In addition, by utilizing actor-partner interdependence models, partner as well as actor effects were evident. The findings illustrate that relational efficacy beliefs may not only have implications for the individual holding such beliefs, but also for his or her relational partner. Implications for the future study of efficacy beliefs within dyadic contexts are discussed.     

Predictive validity of the K-ABC for exceptional preschoolers

This 5-year follow-up study examined the predictive validity of the Kaufman Assessment Battery for Children (K-ABC) for 39 children identified during preschool as exhibiting language impairment (n = 10), behavior control deficits (n = 13), or normal language and behavioral development (n = 16). Mean age at follow-up was 9.75 years. The results generally supported the predictive validity of the K-ABC (p<.001). However, analyses by group indicated that the relationship between baseline K-ABC and follow-up K-ABC, language, and achievement measures for the language-impaired subjects was weak (p>.05). Although these results must be interpreted cautiously because of the small sample size, they suggest that for young children likely to be referred as at risk for future learning problems, the K-ABC may not be useful for prediction of later cognitive skills. Implications for practitioners are discussed.