Suchergebnisse

Intro -- CONTENTS -- RECEIVED WISDOM, KERNELS OF TRUTH, AND BOUNDARY CONDITIONS IN ORGANIZATIONAL STUDIES -- FEAR AND LOATHING AT WORK -- THE CASE OF THE MONDAYS -- DO MANAGEMENT SCHOLARS MISTAKENLY BELIEVE IN THE CAPACITY OF SELF-EFFICACY? -- ABUSIVE SUPERVISION AND THE HIGH-IMPACT EMPLOYEE -- SUPERVISOR POWER X SUBORDINATE POLITICAL SKILL INTERACTION ON WORK RELATIONSHIP QUALITY -- MANAGING ORGANIZATIONAL DEVIANCE -- AGAINST ALL EVIDENCE -- THE CONCEPTUAL VERSUS EMPIRICAL DISTINCTIVENESS OF WORK PERFORMANCE CONSTRUCTS -- KEEPING WOMEN IN THEIR PLACE? -- FROM ROLE CONFLICT TO EVALUATION DISCORDANCE -- RETHINKING THE VALIDITY OF INTERVIEWS FOR EMPLOYMENT DECISION MAKING -- META-ANALYSIS AS RECEIVED WISDOM IN THE ORGANIZATIONAL SCIENCES -- THE COMMONALITY OF PERCEPTUAL ERROR IN THE EVALUATION OF INTERUNIT TASK INTERDEPENDENCE -- RECEIVED WISDOM, GROUPTHINK, AND ORGANIZATIONAL ETHICAL CULTURE -- ABOUT THE AUTHORS.

This paper provides an introductory discussion of Bayesian statistics and their applicability to OD evaluation. Bayesian statistics provide an alternative to traditional statistics in the evaluation of OD interventions. Bayesian statistics allow for the explicit quantification of prior probabilities and give management and consultants control over the determination of the practical significance of an intervention. This makes Bayesian evaluation methods a more flexible tool for investigating dynamic interventions in systems. A discussion of the role of subjectivity in Bayesian statistical analysis and examples of how Bayesian evaluation strategies may be used in OD settings are provided.