A “Paired Cases Contrast” Method in the Absence of Reliable Metrics in Organizational Research

2014 ◽  
Vol 58 (3) ◽  
pp. 516-529
Author(s):  
Charles Powers ◽  
Marilyn Fernandez
Keyword(s):  
Organizational Research ◽  
Contrast Method

Video-Enhanced Microscopy--Better Visibility of Plant Cell Structures

1982 ◽  
Vol 40 ◽  
pp. 182-185
Author(s):  
N.S. Allen ◽  
R.D. Allen
Keyword(s):  
Diffraction Pattern ◽  
Theoretical Basis ◽  
Numerical Aperture ◽  
Gain Control ◽  
Control Unit ◽  
Camera Control ◽  
Variable Gain ◽  
Contrast Method ◽  
Fine Detail ◽  
Cell Structures

Various methods of video-enhanced microscopy combine TV cameras with light microscopes creating images with improved resolution, contrast and visibility of fine detail, which can be recorded rapidly and relatively inexpensively. The AVEC (Allen Video-enhanced Contrast) method avoids polarizing rectifiers, since the microscope is operated at retardations of λ/9- λ/4, where no anomaly is seen in the Airy diffraction pattern. The iris diaphram is opened fully to match the numerical aperture of the condenser to that of the objective. Under these conditions, no image can be realized either by eye or photographically. Yet the image becomes visible using the Hamamatsu C-1000-01 binary camera, if the camera control unit is equipped with variable gain control and an offset knob (which sets a clamp voltage of a D.C. restoration circuit). The theoretical basis for these improvements has been described.

Measuring Implicit Processes in Organizational Research

2011 ◽  
Author(s):  
Nathan A. Bowling ◽  
Russell E. Johnson ◽  
Alex Stajkovic
Keyword(s):  
Implicit Processes ◽  
Organizational Research

Section 6.a Introduction

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Rebecca PRICE ◽  
Christine DE LILLE ◽  
Cara WRIGLEY ◽  
Kees DORST
Keyword(s):  
Case Studies ◽  
Organizational Leadership ◽  
Research Community ◽  
Design Management ◽  
Management Research ◽  
Research Methodologies ◽  
Organizational Research ◽  
Research Perspectives ◽  
Rapid Changes

There is an increasing need for organizations to adapt to rapid changes in society. This need requires organizations’ and the leader within them, to explore, recognize, build and exploit new capabilities. Researching such capabilities has drawn attention from the design management research community in recent years. Dominantly, research contributions have focused on perspectives of innovation and the strategic application of design with the researcher distanced from context. Descriptive and evaluative case studies of past organizational leadership have been vital, by building momentum for the design movement. However, there is a need now to progress toward prescriptive and explorative research perspectives that embrace context through practice and the simultaneous research of design.  Therefore, the aim of this track is to lead and progress discussion on research methodologies that support the research community in developing explorative and prescriptive research methodologies for context-orientated organizational research. This track brings together a group of diverse international researchers and practitioners to fuel discussion on design approaches and subsequent outcomes of prescriptive and explorative research methodologies.

scholarly journals The Relational Fit in Organizational Interventions—What Can Organizational Research Learn from Research in Psychotherapy?

2021 ◽  
Vol 18 (15) ◽  
pp. 8104
Author(s):  
Malene Friis Andersen ◽  
Karina Nielsen ◽  
Jeppe Zielinski Nguyen Ajslev
Keyword(s):  
Well Being ◽  
Positive Outcomes ◽  
Organizational Research ◽  
Organizational Interventions ◽  
Therapist Factors ◽  
Positive Results ◽  
The Way

There is a growing interest in organizational interventions (OI) aiming to increase employees’ well-being. An OI involves changes in the way work is designed, organized, and managed. Studies have shown that an OI’s positive results are increased if there is a good fit between context and intervention and between participant and intervention. In this article, we propose that a third fit—the Relational Fit (R-Fit)—also plays an important role in determining an intervention’s outcome. The R-Fit consists of factors related to 1) the employees participating in the OI, 2) the intervention facilitator, and 3) the quality of the relation between participants and the intervention facilitator. The concept of the R-Fit is inspired by research in psychotherapy documenting that participant factors, therapist factors, and the quality of the relations explain 40% of the effect of an intervention. We call attention to the importance of systematically evaluating and improving the R-Fit in OIs. This is important to enhance the positive outcomes in OIs and thereby increase both the well-being and productivity of employees. We introduce concrete measures that can be used to study and evaluate the R-Fit. This article is the first to combine knowledge from research in psychotherapy with research on OIs.

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