This study investigates whether the processes associated with the use of business simulations can be structured to improve transfer of learning from the classroom environment to the workplace.The answer to this question is explored by investigating teaching methods used to introduce the simulation, the amount of time students spend on decisions, team decision-making characteristics, and student performance levels in the course. The results indicate that students have higher perceived transfer of learning when they learn the simulation by reading the student manual and from peers rather than from the instructor or from hands-on experience. Also, the results indicate that perceptions of time spent on strategic decisions, financial decisions, and student expectations of their final grade were related to perceived transfer of learning.

This paper investigates the lessons learned and preparedness behaviours of businesses in the southeast Texas region affected by Hurricane Rita. The data were collected through an e-mail survey sent to businesses in the southeast Texas region affected by Hurricane Rita. Findings from the study indicate that the majority of businesses took only 'few' or 'some' preparedness measures before the hurricane. However, those businesses that experienced impacts and losses due to Hurricane Rita report that they are now taking greater preparedness measures. This study identifies specific areas that should be addressed in a disaster preparedness plan based on information gathered from organizations that went through a major disaster first-hand.

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Thus, consideration of group characteristics in organizations is an important issue (Druckman & Bjork, 1991). In this study, the interactive influence of group cognitive complexity, task complexity, and group structure with satisfaction was analyzed. The findings suggest that when a task is complex, a decentralized structure leads to greater satisfaction than a centralized structure. Furthermore, groups lower in cognitive complexity were influenced more than complex groups by a mismatch between task complexity and group structure.

This study examined the congruence of values between 96 supervisor and subordinate dyads in a manufacturing organization, as well as the effect that value congruence has on the perceived role stress of the employee. The Comparative Emphasis Scale (CES) was used to measure value congruence on four work values: achievement, honesty, concern, and fairness. The results of the regression analysis found significant support for a negative relationship between value congruence and role stress for the achievement value. In addition, the control variables of years in current position (in current position for ten or more years) of the employee, and the leadership styles of consideration and initiating structure of the supervisors all had significant effects. Results and directions for future research are discussed.