This research compares two contrasting perspectives of social contagion processes associated with the organizational outcome variables of commitment and role ambiguity in organizations. The two perspectives are structural equivalence (which focuses on the positions of individuals in social networks) and cohesion (which focuses on an individual's direct communication contacts). It was hypothesized that structural equivalence would be more associated with role ambiguity and that commitment would be more associated with cohesion. The relationship between these variables and multiplex content networks was also studied. It was hypothesized that commitment was a much more broadly based concept in the sense that a number offunctionalcontent networks systematically relate to it. On the other hand, role ambiguity was hypothesized to be more closely associated with uniplex networks, especially those related to job duties and organizational goals. While there were exceptions, generally the research results supported the hypotheses relating to multiplexity. The hypotheses that structural equivalence was more associated with role ambiguity and that commitment was more associated with cohesion also were supported in this research.

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Purpose While women perform as well as their male counterparts at work, women are drastically underrepresented in the onboarding process to senior leadership. The link between occupational self-efficacy and the role it may play in how men and women make decisions about work has not been done. The purpose of this study is to examine potential differences of occupational self-efficacy, career aspirations and work engagement between women and men. Design/methodology/approach Online surveys were created and sent out as emails and on social network sites including Facebook, Twitter and LinkedIn. Findings Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace. Further, there was no statistically significant difference between occupational self-efficacy and work engagement between men and women. However, men were found to have statistically significantly higher career aspirations than women do. Research limitations/implications While men and women do not differ in occupational self-efficacy or work engagement, men do have higher career aspirations than women do. Although women may believe they can accomplish challenging tasks in the workplace, it does not mean this belief is acted upon. Practical implications The study highlights the importance of occupational self-efficacy and its relation to career aspirations. Individuals who are high in occupational self-efficacy may set their own path in advancing within their career. However, individuals who are low or moderate in occupational self-efficacy may require further encouragement and development using additional resources as a catalyst for advancement guidance. While no differences were found between men and women in occupational self-efficacy, human resource practitioners should develop those individuals who are low or moderate in occupational self-efficacy with coaching, training and/or mentoring to build leadership capacity, increase self-efficacy and career-planning acumen. Social implications Men and women behave differently when seeking career advancement and in their career aspirations. For men, advancement is linked to performance whereas women use a multi-pronged approach focusing on preparing for career success and building role competency. Differences in strategy for advancement mean men will actively engage in behaviors to advance even when they do not have the knowledge or experience to perform in the new role. Conversely, women seek to feel competent in a work role prior to seeking it out. Finding ways to mentor women toward higher self-efficacy for their next career advancement will benefit organizations overall. Originality/value Research examining the role of occupational self-efficacy and its relation to career aspirations does not exist in comparing men and women.

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The importance of establishing a strong brand identity has been the focus for consumer brand managers for decades. Organizations develop and communicate a distinctive brand personality as a means of attracting consumers and cultivating long‐term relationships. While the concept of branding has gained recent attention as an important strategy for nonprofit practitioners, little empirical data exist on the role a charity's brand personality might play in attracting donors. A few recent studies of large national charitable organizations provide support that charities exhibit distinctive personalities. This study explores whether smaller, local scope charitable organizations, without the benefit of national brand recognition, also exhibit distinctive brand personalities and whether such brand personalities influence donors. Results from five charitable organizations, from four distinct categories of cause, find that brand personality traits that are both differentiating and relevant to donors influence charitable giving. The findings provide nonprofit practitioners with valuable insights for leveraging their brand's personality to turn donor awareness into commitment and establish a stronger market position. Copyright © 2013 John Wiley & Sons, Ltd.

Interdisciplinary health care teams are pivotal in creating and organizing the comprehensive care and treatment of patients. Health care teams providing comprehensive services create an integrative approach that focuses on open communication among members. One challenge when communicating in teams is recognizing and understanding the potential for conflict. Awareness of conflict and an understanding of communication behaviors leading to more competent conflict management will create higher quality team performance. Increasing communication competence leads to more cooperative sharing of information and provides the opportunity for practiced decision-making. Understanding the team process can be strengthened by educating future health care workers, especially nursing students. In doing so, nursing students will learn and practice how to manage team conflict. To create an educational curriculum in conflict processes and management, it is necessary to understand conceptions about the conflict process. As a result, curriculum design is based on needs identified from the research. Therefore, the purpose of this study is to examine individual perceptions that current nursing students have about conflict, strategies individuals use for conflict resolution, and what communication strategies are perceived as being competent for health care team conflict resolution. Based in social learning theory, the final outcome is to understand expectations about team conflict behaviors to create a framework to design educational programs in conflict management for nursing programs.

Abstract:We report results of a survey assessing patients' knowledge about and attitudes towards depression in Parkinson's disease (PD). 345 patients from 8 tertiary care centers responded (43% response rate). Overall, patients were relatively knowledgeable about depression and its occurrence in PD. However, many patients believed that depression is a normal reaction to the illness. While many respondents would be reluctant to initiate a discussion of depression during a clinical evaluation, most would feel comfortable talking about depression with their physician if he or she asked them questions about their mood. Based on the results of this survey, we recommend the following approach for physicians: (1) inform PD patients that, although a frequent occurrence, depression need not be accepted as a "normal reaction" to PD; and (2) routinely inquire about depressive symptoms rather than waiting for the patient to spontaneously report them.