Resilience in developing systems: Progress and promise as the fourth wave rises

2007 ◽  
Vol 19 (3) ◽  
pp. 921-930 ◽  
Author(s):  
Ann S. Masten
Keyword(s):  
Dynamic Systems ◽  
Hot Spots ◽  
Adaptive Systems ◽  
Levels Of Analysis ◽  
Future Research ◽  
Systems Perspective ◽  
Gene Environment ◽  
Multiple Levels ◽  
Levels Of Functioning ◽  
Fourth Wave

Perspectives based on the first three waves of resilience research are discussed with the goal of informing the fourth wave of work, which is characterized by a focus on multilevel analysis and the dynamics of adaptation and change. Resilience is defined as a broad systems construct, referring to the capacity of dynamic systems to withstand or recover from significant disturbances. As the systems perspective on resilience builds strength and technologies of measuring and analyzing multiple levels of functioning and their interactions improve, it is becoming feasible to study gene–environment interactions, the development of adaptive systems and their role in resilience, and to conduct experiments to foster resilience or reprogram the fundamental adaptive systems that protect development in the context of adversity. Hot spots for future research to study and integrate multiple levels of analysis are delineated on the basis of evidence gleaned from the first waves of resilience research.

Emotion Generation, Regulation, and Dysregulation as Multilevel Transdiagnostic Constructs

2019 ◽  
pp. 84-97
Author(s):  
Sheila E. Crowell ◽  
Robert D. Vlisides-Henry ◽  
Parisa R. Kaliush
Keyword(s):  
Emotion Dysregulation ◽  
Developmental Perspective ◽  
Levels Of Analysis ◽  
Future Research ◽  
Emotion Regulation Strategies ◽  
Top Down ◽  
Regulation Strategies ◽  
Emotion Generation ◽  
Multiple Levels ◽  
Points Of View

Emotion generation, regulation, and dysregulation are complex constructs that are challenging to define and measure. This chapter reviews prevailing definitions and theories of these constructs and examines the literature across multiple levels of analysis. It adopts a developmental perspective, which guides interpretation of the literature and helps clarify discrepant points of view. The extent to which emotion generation and regulation are separable represents a significant controversy in the field. When viewed as cognitive constructs, it is virtually impossible to disentangle emotion generation and regulation. However, at the biological level, there are important differences in neural structures involved in bottom-up emotion generation processes versus those associated with top-down regulation of emotions. From a developmental perspective, emotions and emotion dysregulation emerge early in life, whereas emotion regulation strategies develop more gradually as a function of maturation and socialization. Future research should continue to reconcile different perspectives on emotion generation, regulation, and dysregulation.

Succession in Family Business: A Review of the Research

1994 ◽  
Vol 7 (2) ◽  
pp. 133-157 ◽  
Author(s):  
Wendy C. Handler
Keyword(s):  
Family Business ◽  
Business Management ◽  
Levels Of Analysis ◽  
Future Research ◽  
Next Generation ◽  
Research Directions ◽  
Future Research Directions ◽  
Multiple Levels ◽  
Succession In Family Business

This paper reviews the research to date on succession in the field of family business management. Five streams of research are highlighted: (1) succession as a process, (2) the role of the founder, (3) the perspective of the next generation, (4) multiple levels of analysis, and (5) characteristics of effective successions. Gaps in the literature and future research directions are also presented.

Personality Psychology: Current Status and Prospects For the Future

2008 ◽  
Vol 39 (4) ◽  
pp. 171-177
Author(s):  
Lawrence Pervin
Keyword(s):  
Dynamic Systems ◽  
Social Cognitive ◽  
Levels Of Analysis ◽  
Current Status ◽  
Personality Psychology ◽  
Systems Perspective ◽  
The Future ◽  
Research Questions ◽  
Interpersonal Environment ◽  
The Mind

Personality Psychology: Current Status and Prospects For the Future I want to consider the current status and future of the field of personality psychology, often basing my observations on my own research and theoretical interests. Let me begin by summarizing what I have to say in terms of three points of emphasis: First, the field of personality can be viewed in terms of three disciplines—trait, social cognitive, and psychodynamic—each associated with its own empirical procedures and observations. That is, each is associated with its own form of personality data but all represent relevant data. Second, there is a need in the field for a dynamic systems perspective, one that emphasizes the interplay among the parts of the personality system in the course of the person's ongoing transactions with the physical and interpersonal environment. Third, in the future personality psychologists increasingly will have to integrate findings from biopsychology and neuroscience into their theories and research questions. This raises the question of how they can create bridges across levels of analysis and avoid the problem of reductionism. In other words, there is the issue of how personality psychologists will address the mind-body problem.

Despite Leaders’ Good Intentions?

2012 ◽  
Vol 220 (4) ◽  
pp. 241-250 ◽  
Author(s):  
Claudia Peus ◽  
Susanne Braun ◽  
Dieter Frey
Keyword(s):  
Levels Of Analysis ◽  
Future Research ◽  
Leadership Theories ◽  
Implicit Leadership ◽  
Implicit Leadership Theories ◽  
Positive Effects ◽  
Stable Conditions ◽  
Multiple Levels ◽  
Negative Leadership

This article introduces the concept of adverse leadership. Adverse leadership arises when followers (1) perceive their leader to violate leadership prototypes or to concur with antiprototypes, and (2) attribute this violation to internal stable conditions within the leader (i.e., actor-observer bias), even though (3) the leader had no intention to cause harm. Adverse leadership goes above and beyond earlier leadership concepts because it focuses on (a) the role of followers’ implicit leadership theories and attributions in negative leadership, and on (b) leader behavior that is not intended to be harmful by the leader; it is conceptualized on (c) multiple levels of analysis, and posited to have (d) differential negative and positive effects on outcomes in organizations. Implications for future research and practice are discussed.

Developmental language learning impairments

2002 ◽  
Vol 14 (3) ◽  
pp. 559-579 ◽  
Author(s):  
PAULA TALLAL ◽  
APRIL A. BENASICH
Keyword(s):  
Language Learning ◽  
Language Impairment ◽  
Unknown Origin ◽  
Written Language ◽  
Levels Of Analysis ◽  
Future Research ◽  
Social Emotional ◽  
Learning Impairments ◽  
Multiple Levels ◽  
Level Of Analysis

Developmental language learning impairments (LLI) are one of the most prevalent of all developmental disabilities, can occur in children for a wide variety of reasons, and have been shown to co-occur frequently with other developmental social, emotional and behavioral disorders, as well as with academic achievement problems. Research pertaining to developmental LLI of unknown origin, with an emphasis on the continuum between oral and written language impairment, is the focus of this review. Given the complexity of language learning, research has focused on multiple levels of analysis, including linguistic, neuropsychological, genetic, neurobiological, and remediation studies. To date, the vast majority of data on LLI derive from studies focused on a single level of analysis. Although attempts have been made to integrate data across studies and multiple levels of analysis, this has proven to be problematic, given the heterogeneity of the subject populations used to study LLI, as well as the differences in ages, degree of impairment, and types of impairment included in each study. Given that LLI is a complex developmental disability, it is suggested that future research would benefit from taking a multiple levels of analysis approach with the same individuals, incorporating mathematical models designed to analyze dynamically changing complex systems, and studying individual differences in language learning, prospectively and longitudinally, throughout the most dynamic stages of the process.

scholarly journals Organizational working time regimes: Drivers, consequences and attempts to change patterns of excessive working hours

2018 ◽  
Vol 32 (3-4) ◽  
pp. 155-167 ◽  
Author(s):  
Blagoy Blagoev ◽  
Sara Louise Muhr ◽  
Renate Ortlieb ◽  
Georg Schreyögg
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
German Journal ◽  
Working Hours ◽  
Working Time ◽  
Levels Of Analysis ◽  
Future Research ◽  
Special Issue ◽  
Multiple Levels

A 40-hour working week is the norm in Europe, yet some organizations require 60 or more working hours and in investment banks an alarming 120-hour weeks are known to be worked. What is more, these organizations often require workers to be permanently on call and demonstrate high production rates. Consequences of such practices include frazzled employees, with their families’ and their own health under pressure. This article introduces our special issue of the German Journal of Human Resource Management. It tackles the many reasons behind excessive work hours and failed attempts to change working time arrangements in organizations. It first identifies three core ideas in previous research, namely the dispersed nature of regimes of excessive working hours, their high levels of persistence and their constitution at multiple levels of analysis. It then summarizes the contributions in this special issue. Finally, it proposes avenues for future research, such as focusing on the genesis and the historicity of organizational working time regimes, studying the interrelation of factors across multiple levels of analysis, and probing new theories to explain the extreme persistence of excessive working hours. The overarching aim of our special issue in this core area of human resource management is to contribute to an understanding of organizational working time regimes and the tenacity of excessive working hours in an effort to deepen our knowledge of how to change them.

Responsibility and Organization Science: Integrating Micro and Macro Perspectives

2021 ◽  
Author(s):  
Ruth Aguilera ◽  
David Waldman ◽  
Donald Siegel
Keyword(s):  
Levels Of Analysis ◽  
Future Research ◽  
Special Issue ◽  
Organization Science ◽  
Multiple Levels

Responsibility is an important issue in organizations and society. Employees, managers, and owners can behave responsibly in the workplace and beyond. In addition, these individuals can be influenced by the propensity of the organization to behave responsibly. Organizations can pursue strategies that take into account responsibility at the product, firm, industry, and societal levels. This virtual special issue examines 19 articles published in Organization Science that consider responsibility at multiple levels of analysis. An important theme that emerges is that although some studies have crossed levels of analysis, future research would benefit from cross-level or more meso-based approaches.

Organizational Identity and Innovation

2016 ◽  
Author(s):  
Callen Anthony ◽  
Mary Tripsas
Keyword(s):  
Technological Change ◽  
Organizational Identity ◽  
Levels Of Analysis ◽  
Future Research ◽  
Management Of Innovation ◽  
Multiple Levels ◽  
Fundamental Tension ◽  
The Relationship

Though much work has studied organizational identity and the management of innovation, very little work explores the connection between them. Yet we argue that these separate conversations yield implications for one another and offer a rich area for future research. By its nature, innovation is about novelty and change, while identity is rooted in stability and endurance. This contrast creates a fundamental tension, which we explore. We propose that innovative activities like technological change fall on a spectrum from identity-enhancing to identity-stretching to identity-challenging. Both identity-enhancing and identity-stretching innovations result in a mutually constitutive dynamic in which identity and innovation reinforce each other. Identity-challenging innovations, however, create organizational discord and dysfunctional dynamics unless realigned with identity. We discuss the implications of these varying states and call for future research that builds upon and extends our understanding of the relationship between identity and innovation across multiple levels of analysis.

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