Papers by Kevin Lopez Cruz
Stroke, 2013
Purpose: This project developed an audit tool for improving documentation post Alteplase infusion... more Purpose: This project developed an audit tool for improving documentation post Alteplase infusion. Background: The American Heart Association and Brain Attack Coalition have set forth guidelines for the monitoring of ischemic stroke patients receiving Alteplase. These guidelines are standards of practice required for Primary Stroke Center certification. Methods: This real-time audit tool allows for entry of the precise start time of the Alteplase infusion and auto populates the subsequent time frames for care within the first 24 hours. The tool facilitates documentation of necessary components related to vital signs and neurological checks and triggers follow-up warnings when a “NO” is entered. The tool creates a very visual snapshot to facilitate concurrent auditing and promote accuracy in documentation. The audit tool can be used as either a hard copy or electronic version. The electronic version automatically calculates compliance percentages. The tool is handed off from shift to...
What Have We Learned? Ten Years On, 2011
Joanne Abbey Asha Bhandarker Cele´ste Brotheridge Ethel Brundin Daniela de Carvalho Wilks Beatriz... more Joanne Abbey Asha Bhandarker Cele´ste Brotheridge Ethel Brundin Daniela de Carvalho Wilks Beatriz Coningham Shane Connelly Kerri Anne Crowne Kevin Cruz Cathy Daus Lorna Doucet Dorthe Eide Donald Gardner Markus Groth Cathy J. Hand Charmine EJ Ha¨rtel Nicole Hartley Paul Harvey David Hatfield Elaine Hollensbe Cara Jonker Peter Jordan Konstantinos Kafetsios Abdul Karim Khan Sofia Kauko-Valli Gail Kinman Christina Kirsch Linda Klonsky Dirk Lindebaum Yongmei Liu Kevin B. Lowe ... Patti Madrill Amanda Martin M. Mattare Donna-Louise ...
International Journal for Numerical Methods in Engineering, 2021
The proposed contribution is dedicated to numerical methods for solving strongly coupled fluid–st... more The proposed contribution is dedicated to numerical methods for solving strongly coupled fluid–structure dynamic problems where the complexity of the structures and the reduced remaining fluid volume do not allow to handle their exact geometry. Porous approaches are preferred instead but it is mandatory to go beyond classical techniques to account for inertial and convective components of the flow, as explicitly required by the application of the methods to the dynamics of a set of pressurized water reactors fuel assemblies under axial flow and seismic‐like loading. A new computational framework is thus introduced with special care given to stability, robustness, and computational efficiency of the coupled solver. Comparisons with well‐chosen experimental results provide some valuable validation of the numerical methods and demonstrate the ability of the model to reproduce the hydraulic coupling between several fuel assemblies.
Revista de Psicología del Trabajo y de las Organizaciones, 2019
In this paper we adopt a cognitive perspective in order to better understand the influence team f... more In this paper we adopt a cognitive perspective in order to better understand the influence team focus (Woolley, 2009a, 2009b) has on discretionary team member behaviors. Prior work on team focus indicates that it can lead to positive task outcomes (cf. Aggarwal & Woolley, 2013; Woolley 2009a, 2009b), but team members have a choice of which types of behaviors they engage in to achieve those positive task outcomes. Team members can choose to engage in organizational citizenship behaviors, which are discretionary behaviors that benefit the organization and its employees (McNeely & Meglino, 1994). Alternatively, team members can choose to engage in deviant behaviors, which are discretionary behaviors that hurt the organization and its employees (Robinson & Bennett, 1995). Knowing whether team members engage in positive or negative discretionary behaviors is important because team members can theoretically achieve positive task outcomes by engaging in either forms of behavior. However, most organizations would like to encourage positive and discourage negative discretionary behaviors. Research investigating the antecedents of citizenship and deviance has identified important individual (e.g., see Hoffman & Dilchert, 2012, for a review) and environmental (e.g., see Rotundo & Spector, 2017, for a review) characteristics that influence the degree to which individuals engage in positive and negative discretionary behaviors. The environment is particularly important given the changes taking place in today's work environment. As workplaces become more h t t p s : / / j o u r n a l s. c o p m a d r i d. o rg / j wo p
Academy of Management Proceedings, 2012
We expand the social capital ledger by examining the organizational liabilities derived from soci... more We expand the social capital ledger by examining the organizational liabilities derived from social capital. Specifically, we draw on 36 teams, comprised of 182 team members, to investigate whether...
Uniciencia, 2018
El manejo incorrecto del aceite residual puede representar afectaciones en la salud de las person... more El manejo incorrecto del aceite residual puede representar afectaciones en la salud de las personas y problemas de contaminación en el ambiente. En Costa Rica, las condiciones aptas sobre calidad e inocuidad en el uso de grasas y aceites se establecen en el Reglamento para los Servicios de Alimentación al Público 37308-S, mediante criterios y buenas prácticas de fritura. Se realiza el siguiente diagnóstico sobre las características organolépticas, físicas, químicas y de gestión de los aceites de cocina residuales en cinco sodas, con la finalidad de llevar a cabo una gestión integral. La elaboración de esta gestión integral se basa en el Decreto 37308-S y el Manual de Buenas Prácticas Ambientales para los Servicios de Alimentación de la Universidad Nacional. Se encontró que en algunas sodas las prácticas de fritura son ejecutadas incorrectamente; además, existe un desconocimiento de los administradores y trabajadores de las sodas sobre las regulaciones. La mayoría de los aceites resi...
European Journal of Work and Organizational Psychology, 2014
Understanding how employees' cultural values are related to their responses to promises broken by... more Understanding how employees' cultural values are related to their responses to promises broken by their organizations (i.e., psychological contract breach) is important given today's global workplace. Although past research has found that psychological contract breach is positively associated with employee exit, voice and neglect and negatively associated with loyalty, we know little about the role that cultural values play in this process. We explore the role that power distance orientation-an employee's acceptance of power differentials in society-plays in employee responses to breach. We argue that employees with high power distance orientations will be more likely to respond passively to breach (loyalty and neglect), whereas employees with low power distance orientations will be more likely to exhibit active responses to psychological contract breach (exit and voice). We tested our notions using a sample of 265 employees from different cultures across two points in time. Employees with high power distance orientations were less likely to respond to psychological contract breach with exit and voice than employees with low power distance orientations. However, power distance orientation did not significantly moderate the relationships between psychological contract breach and neglect or loyalty, respectively. We discuss theoretical and practical implications of our findings.
The paper tries to explain why women in the Philippines, as yet a low middle income country, obta... more The paper tries to explain why women in the Philippines, as yet a low middle income country, obtain higher levels of education than boys. Four empirically based reasons are posited – the substantial expansion of the education system, the growth of job opportunities, the culture that encourages girls to develop better study habits and the high returns to their education.
Journal of Management Studies, 2014
When does social support alleviate or exacerbate the effects of being excluded by colleagues in t... more When does social support alleviate or exacerbate the effects of being excluded by colleagues in the workplace? This study integrates belongingness and social support theories to predict and demonstrate the differential effects of work-related support (i.e., perceived organizational support; POS) and non-work-related support (i.e., family and social support; FSS) on employee reactions to coworker exclusion. Consistent with our predictions, we found that employees reporting high levels of coworker exclusion and high levels of perceived organizational support demonstrate higher levels of performance and increased levels of selfworth than those reporting low levels of POS. Alternatively, support from family or friends intensified the negative relationship between coworker exclusion and self-esteem and the positive relationship between coworker exclusion and job-induced tension. Unexpectedly, FSS did not influence the supervisor-rated task performance of excluded workers, nor did POS mitigate the relationship between coworker exclusion and job-induced tension. Implications for theory, research and practice are discussed.
The 3G Summit sought to bring students together from multiple Universities to create collaboratio... more The 3G Summit sought to bring students together from multiple Universities to create collaboration across diversity groups in the New England area. The I Am U URI group put a call out to new members to work across Universities on collaborative goals.
Journal of Business and Psychology, 2012
Purpose We explore whether Machiavellianism-a personality trait which describes the extent to whi... more Purpose We explore whether Machiavellianism-a personality trait which describes the extent to which individuals ignore values and ethical considerations when the ends justify the means-will influence their responses to their employing organizations' failure to fulfil promised obligations (psychological contracts). Specifically, we draw on psychological contracts theory and the group value model to argue that Machiavellianism will moderate the relationships between psychological contract breach and (1) organizational identification; and (2) organizational disidentification.
Journal of Business and Psychology, 2013
ABSTRACT Purpose Leader–member exchange (LMX) theory focuses on the degree of emotional support a... more ABSTRACT Purpose Leader–member exchange (LMX) theory focuses on the degree of emotional support and exchange of valued resources between supervisor and subordinate. LMX research is criticized for failing to consider the role of the social context in the development of subordinates’ perceptions of LMX. We explore whether employees have similar LMX perceptions to those of multiplex social network ties. Design/Methodology/Approach We conducted a social network study of 61 employees working in a computing and information technology company in the southeastern United States. Findings Our results suggest that employees tend to have LMX perceptions similar to those of high-trust advice ties who work for the same supervisor and different from high-trust friendship ties who work for the same supervisor. Employees’ LMX perceptions were unrelated to the LMX perceptions of high-trust friend and advice ties who worked for different supervisors. Implications Our study contributes to research seeking to understand the role that the social context plays in shaping employees’ LMX perceptions by demonstrating that social network ties are important to this process. It also contributes to research exploring social influence and social networks by offering a potential explanation for why friendship and advice ties are socially influential. From a practical perspective, our results will help managers to understand why employees’ may have LMX perceptions which are inconsistent with the favorability of treatment that they receive. Originality/Value We respond to calls for research on the effects of context on organizational phenomena in general and LMX specifically.
Human Relations, 2011
Using a sample of 1708 team members in 292 team-based establishments, we examine the relationship... more Using a sample of 1708 team members in 292 team-based establishments, we examine the relationship between team member stress, and team autonomy in the form of team decision making, team leader appointment, and team responsibility. We also examine the relationship between stress, and intrateam interdependence in the form of team member interdependency and team-based job rotation. We further examine whether the relationships between team design and stress are mediated by team member job demands and job control. We find that an increase in job demands indirectly mediates the positive relationships between team decision making and team responsibility, and stress. We also find that a decrease in job demands indirectly mediates the negative relationship between team-based job rotation and stress. Our results suggest that the optimal design of a team, with respect to stress, is a team that has a low degree of autonomy and a high degree of intrateam interdependence.
Asian Economic Papers, 2010
This paper questions the conventional argument that the existence of a black market provides nega... more This paper questions the conventional argument that the existence of a black market provides negative externalities in the form of foregone tax revenues that could otherwise be used to increase social welfare. It is not enough to estimate the size of the black market, one should also show how much of this can be eradicated, and how much of what is eradicated can be replaced by legitimate (taxable) goods, and how much of what is replaced can generate actual tax revenue. When all these are taken into account, the actual tax loss from piracy may be trivial. We illustrate this point using time-series data on optical media disc piracy in the Philippines.
My dissertation consists of three essays on the "dark side" of teams. My first essay presents a m... more My dissertation consists of three essays on the "dark side" of teams. My first essay presents a model of social capital's influence on team member conformity and deviance. First, I propose that social capital within a team facilitates the creation of team mental models. Second, I propose that the saliency of team mental models, due to the strength of an organization's culture, the level of bureaucracy within an organization, and the level of justice from an organization, influences team members to conform to or deviate from team norms and larger normative standards (e.g. organizational norms). Lastly, I propose that conformity (deviance) increases, maintains, or decreases social capital across organizational levels. Using 209 team members representing 51 teams in 13 organizations, my second essay helps explain the positive associations found in prior research between the level of deviance within a group and the level of deviance of individual group members. I find that individual expectations of deviant team member behavior partially mediate this relationship, while shared expectations of deviant team member behavior within a team partially mediate the relationship between the level of deviance within a team and individual expectations of deviant team member behavior. I also find that one dimension of social capital positively moderates the relationship between shared expectations and individual expectations. Using a sample of 1,708 team members in 292 team-based establishments, my third essay examines the relationship between team member stress, and team autonomy in the form of team v decision making, team leader appointment, and team responsibility. I also examine the relationship between stress, and intrateam interdependence in the form of team member interdependency and team-based job rotation. I further examine whether the relationships between team design and stress are mediated by team member job demands and job control. I find that an increase in job demands indirectly mediates the positive relationships between team decision making and team responsibility, and stress. I also find that a decrease in job demands indirectly mediates the negative relationship between team-based job rotation and stress. vi
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Papers by Kevin Lopez Cruz