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During the past 5 years, we have reexamined what we teach in management education, placing a much stronger emphasis on interpersonal skills than in the past. We must now reexamine how we teach these skills and demonstrate their value quantitatively. This article presents one method of quantifying the "softer side" of management education. It provides instruction and resources for educators and organizational professionals to administer, analyze, score, and provide quality feedback on virtually any competency area. The method is developmental in that it identifies individual, group, and organizational strengths and developmental opportunities. It is also an effective method of demonstrating the value of "soft skills" to students.

Most of the research on the relationship between organizational citizenship behavior (OCB) and performance has been conducted at the individual level. During the past 10 years, however, group-level research on that relationship has begun to appear. This article meta-analytically reviews 38 independent samples ( N = 3,097) in which the relationship between OCB and performance was studied at the group level. The analyses in this study suggest a positive overall relationship between OCB and performance (ρ = .29), as well as the presence of several moderating variables. The theoretical implications of these findings are discussed, and some suggestions for future research are offered.

A theoretical model integrating Schneider's Attraction-Selection-Attrition (ASA) framework, group personality composition, and group performance is presented. The proposed model focuses on three operationalizations of group composition based on the Big Five personality traits. This model suggests that for certain types of teams group minimum scores vary more than group mean scores, resulting in more robust predictors of group effectiveness. Results indicate that group minimum Agreeableness and Conscientiousness correlate positively with supervisor ratings of performance, group average scores correlate positively with performance, and variance of Conscientiousness correlate inversely with group performance. Minimum scores for both Agreeableness and Conscientiousness vary more than mean scores, and teams with increased levels of both Agreeableness and Conscientiousness receive higher performance ratings than other types of teams. Initial support for the proposed model is presented, practical and research implications are discussed, and future directions for research are suggested.

AbstractThis article examines a little‐studied component of public administration existing in most countries around the world and particularly important for developing countries: national investment promotion agencies (IPAs). Diasporas are an increasingly important and relatively untapped resource for development and many homeland governments view diaspora foreign investment as key to their economic development. In addition to being generally under‐resourced, many IPAs struggle to identify ways to effectively target, cultivate and facilitate diaspora homeland investment (DHI). To accomplish these goals, these public‐sector entities are beginning to identify and leverage key partnerships in the NGO sector. We describe the services IPAs offer and enumerate the challenges they face associated with DHI. Drawing on three illustrations of IPA–NGO partnerships, we develop preliminary tools for identifying and designing partnerships for the purpose of promoting DHI based on their scope, function and degree of formality. Copyright © 2007 John Wiley & Sons, Ltd.

This review examines relationships between group personality composition (GPC) and group effectiveness, focusing on four questions: (a) How have researchers operationalized GPC? (b) What criteria have been used as measures of group effectiveness? (c) Is GPC related to group effectiveness? (d) Under what conditions is GPC associated with group effectiveness? A review of 31 studies yielding 334 unique relationships distinguished task and relationship predictors and criteria. Findings indicate operational definitions of GPC are varied, variance scores correlate negatively with group effectiveness, and minimum scores predict as well as mean scores. GPC is related to group effectiveness, and the effect is stronger in field studies than lab studies. Implications are discussed.