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DEFINITION of 'VEB (Venezuelan Bolivar)'
The currency abbreviation for the Venezuelan bolivar (VEB), the currency for Venezuela from 1879 to January 2008. The Venezuelan bolivar was made up of 100 céntimos and was presented with the symbol Bs. The Venezuelan bolivar was replaced with the bolivar fuerte (VEF) at a rate of 1000:1 because the bolivar was so devalued due to inflation. Bolivar fuerte is translated in English as "strong bolivar."
INVESTOPEDIA EXPLAINS 'VEB (Venezuelan Bolivar)'
Initially based on the silver standard (1 bolivar = 4.5 grams (0.1575 ounces) of fine silver) until 1910 when the gold standard came into operation. In 1934, the bolivar became fixed to the U.S. dollar at a rate of 3.914 bolivar to 1 U.S. dollar. The currency remained very stable (when compared to others in the region) until the 1970s, when rampant inflation began to erode its value.
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The effects of work environment on the personality-performance relationship: an exploratory study.
"When in Rome, live as the Romans do: when elsewhere, live as they live elsewhere."~St. Ambrose (c. 339-97)
The advice, given by the Bishop of Milan to St. Augustine in the 4th Century, may seem an esoteric tangent to the issue of employee performance in organizations. However, as we try to refine our approach to understanding the relationships between individuals and their performance outcomes in organizations, the context of such interactions should not be underestimated. Although examination of direct linkages between employee personality dimensions and performance outcomes is receiving increasing support (Hurtz and Donovan, 2000; Motowidlo and Van Scotter, 1994; Van Scotter and Motowidlo, 1996), what remains less clear is the interaction and influence of the context or place on this relationship. Are dimensions of personality directly responsible for employee success in organizations, or do preferences employees have for factors in their work environment play a more significant role in the relationship? Although selecting employees on the basis of individual dispositions may have a positive impact on employee attitudes and performance, personality-based employee selection processes are notoriously inaccurate (Arthur et al., 2001). And considering the increasingly large spans of control and reduced contact between employees and managers in work situations (De Meuse et al., 2001; Henricks, 2001), an over-reliance on employee selection processes as a means of improving performance and commitment may be a less effective approach than effectively managing work environments. In addition, many managers do not have much flexibility in their staffing patterns in the short-term, and managers must "deal with the hand they are dealt." In such situations, controlling the work environment is often the most feasible short-term option, beyond skill training, for improving outcomes.
The purpose of this study is to examine the relationship between personality, work environment preferences, and the outcome variables, performance and commitment. We develop hypotheses for and test the model presented in Figure I. In developing our model, we begin with a discussion of the relationship between personality and performance, followed by a literature review of the relationships between Big Five personality factors, work environment, and employee performance and commitment. We then develop and test hypotheses suggesting that the personality-employee outcome relationship is mediated by work environment preferences.
Personality, Work Environment, and Performance
According to Schneider (1987), "the people make the place," and people are differentially attracted to, differentially selected, and differentially leave organizations. Costa, McCrae, and Holland (1984) assert that people begin this process by selecting into vocations that match their personalities. Similarity between a job applicant's values and the values of recruiters and employees within organizations has been shown to result in improved work attitudes and increased performance after organizational entry (Judge and Cable, 1997; Chatman, 1991). Research by Cable and Judge (1994) and Judge and Cable (1997) provides evidence that applicants pro-actively choose such organizational environments based on individual preferences, as they found that job candidates seek organizations with reward systems and cultures that fit their personalities. Of even greater significance is the possibility that the relationship between personality characteristics and specific work environments may influence performance (Hurtz and Donovan, 2000).
The general trend in the research has been towards increased optimism regarding the utility of personality tests in personnel selection with the goal of ultimately enhancing job performance (Behling, 1998; Hogan et al., 1996; Hurtz and Donovan, 2000; Mount and Barrick, 1995). The general consensus has been that personality holds utility as a predictor of job performance, specifically the conscientiousness dimension (Behling, 1998). Research has also provided evidence of linkages between personality dimensions with narrower facets of performance. Research by Motowidlo and Van Scotter (1994; Van Scotter and Motowidlo, 1996) suggests that personality has a larger impact on contextual (as opposed to task-oriented) dimensions of performance; specifically, extraversion and agreeableness were more strongly related to interpersonal facilitation. Hurtz and Donovan (2000) found that emotional stability and agreeableness were also significant predictors of interpersonal facilitation, and emotional stability was a predictor of task performance.
However, a number of different studies have begun to illustrate that the effects of personality on performance may be more indirect than bivariate. Recent research indicates the intervening effects of performance expectancies, self-efficacy, and goal-setting on the relationship between conscientiousness and performance (Barrick et al., 1993; Gellatly, 1996; Martocchio and Judge, 1997). These studies illuminate a significant gap in the literature--that the research to date has disproportionately focused on the direct linkage between personality and performance, and "... if we are to truly understand the relationship between personality and job performance, we must move beyond this bivariate relationship and toward specifying the intervening variables that link these domains" (Hurtz and Donovan, 2000: 877). Although specific personality traits like conscientiousness (Behling, 1998) have been linked to a variety of employee outcomes, what remains unclear is the nature of the relationship between personality, work environment preferences, and such outcomes. It is possible that personality is primarily expressed in individual preferences for work environments, and that the direct effects of personality on workplace outcomes are fully or partially mediated by such preferences. Thus, we may find that specific work environment preferences may be more substantial predictors of employee outcomes in organizations than Big Five personality factors.
This study utilizes Barrick and Mount's (1991) Big Five factors of personality, and Moos' (1994) conceptualization of work environments as the theoretical bases for the constructs of personality and work environments. Barrick and Mount's (1991) Big Five factors represent a widely accepted approach to conceptualizing personality, as meta-analyses consistently support the construct validity of this approach (Mount and Barrick, 1995; Salgado, 1997; Tett et al., 1991). The Big Five factors consist of an individual's openness to experience (proactive seeking, toleration for and exploration of the unfamiliar), conscientiousness (thorough approach, hard-working, organized), extraversion (the need for stimulation, desire for activity levels with interpersonal interaction), agreeableness (cooperative nature, likeability), and emotional stability, (calm and secure, low in anxiety).
According to Moos (1981), work environment preferences can be measured using three dimensions of work environment settings: system maintenance, goal orientation, and relationship dimensions. System maintenance refers to how orderly and organized the work setting is, how clear it is in its expectations, and how much control it maintains. Goal orientation assesses the degree to which an environment encourages or stifles growth through providing for participation in decision making and autonomy, maintaining a task orientation, and providing job challenge and expectations for success and accomplishment. The relationship dimension measures the degree of interpersonal interaction in a work environment, such as the social communication exchanges and cohesion among workers, and the friendship and support provided by co-workers and management. These work environment preferences have been shown to affect individuals' personal functioning at work (Billings and Moos, 1982). Examination of work environment preferences can help identify organizational factors that may be problematic, and can guide interventions aimed at reducing employee stress in a variety of work settings.
For the reasons which follow, we believe that the personality factors--conscientiousness, agreeableness, and extraversion--will work specifically through goal orientation and relationship work environment preferences on their way to influencing job performance and commitment. The personality factors openness to experience and emotional stability will manifest themselves in relationship and system maintenance work environment preferences, and through their influence on such preferences will affect job performance and commitment.
Conscientiousness, Agreeableness, Extraversion and Employee Performance
Conscientiousness is the personality trait most strongly linked to performance outcomes. Two recent meta-analyses provide strong linkages between conscientiousness and employee outcomes. Salgado (2003) found that, of the Big Five dimensions, conscientiousness was the strongest predictor of job performance. Judge and Ilies (2002) also found that conscientiousness was a strong and consistent predictor of performance motivation. Conscientious individuals are more likely to be orderly and decisive, be autonomous in goal-setting behavior, show greater ability to cope with time management issues and stress, and generally strive for continuous performance improvement (Judge and Ilies, 2002; Thoreson et al., 2004). Conscientiousness has been shown in individual studies to predict performance in such diverse settings as student GPA (Nguyen et al., 2005), sales outcomes (Thoresen et al., 2004), and performance in manufacturing teams (Morgeson et al., 2005).
However, the potential influence of the mediating effects of work environments on the conscientiousness-performance relationship has been hinted at in several recent empirical studies. Research by Witt, Burke, Barrick, and Mount (2002) and Witt and Ferris (2003) found that low levels of social skill on the part of conscientious employees removed the significant relationship with performance. This result indicates the potential importance of the interpersonal interaction-oriented relationship dimension of work environments as a mediator in the conscientiousness-performance relationship.
The importance of the goal achievement dimension and maintaining a task orientation in work environments on the conscientiousness-performance relationship has been indicated in research by Stewart, Fulmer, Barrick, and Hollenbeck (2005), whereby conscientious employees were shown to focus on task role behavior in their pursuit of team performance outcomes. The relationship between conscientiousness and increased commitment also seems to have a goal achievement mediator, as Moon (2001) found that conscientiousness operationalized through achievement-striving was associated with an escalation of commitment.
The relationship between the personality dimension of agreeableness and performance has also received some recent support. Agreeableness may lead to enhanced customer contact and interactions, and improved relationships and communication with managers. Agreeable employees may be viewed as more trustworthy, and as possessing higher levels of integrity, which can aid them in customer relationships and in access to valued information (Costa and McCrae, 1995; Sackett and DeVote, 2001). Hogan and Holland (2003) report the meta-analytic validity of agreeableness to specific job criteria performance outcomes to be significant (.34).
An employees' agreeableness represents an interpersonal orientation of likeability and cooperativeness that would likely prefer environments with an emphasis on relationships. Nikolaou's (2003) study of 227 employees indicated that agreeableness was related to performance in occupations that had high levels of interpersonal interaction in the work environment, and Stevens and Ash (2001) found that agreeableness was related to an employee's preference for participative styles of management. The importance of relationship-oriented work environments has also been demonstrated by LePine and Van Dyne's (2001) research, whereby agreeableness was more strongly related to cooperative behavior than to task performance, and by Witt, Kacmar, Carlson, and Zivnuska (2002) whose results showed that the interaction between agreeableness and politics explained a significant amount of variance in contextual performance. Agreeableness has also been positively associated with employee commitment, predicting expatriates' termination decisions (Caligiuri, 2000).
Extraversion, characterized by personalities with a need for stimulation and high externally-oriented activity levels, was found to be the most important correlate of predicted job performance of all the Big Five personality dimensions in a study of managers from both the United States and Japan (Robie et al., 2005). The levels of assertiveness, positive emotionality, activity and sociability among extraverted employees can be beneficial in terms of performance outcomes. Further, extraverts are often motivated by external rewards and recognition in the form of status and rewards at work that can lead to improved performance outcomes (Barrick et al., 2002). Hogan and Holland's (2003) meta-analysis supported a relationship between extraversion and performance on specific job criteria of .35.
The work environment dimension of goal achievement may play a significant mediating role in the relationship between extraversion and employee outcomes. In examining the ratings of performance in a sales job, Barrick et al. (2002) found that an individual's striving for status and accomplishment mediated the extraversion-performance relationship. And Barry and Stewart (1997) noted that extraverts induce perceptions of their contributions to group outcomes by focusing on providing task-related inputs. Such task- and accomplishment-oriented efforts indicate the importance to extraverts of goal achievement-oriented work environments.
Extraverts also may seek out work environments with high levels of relationship orientation as a result of their craving for interpersonal interactions. Research by Van Vianen and De Dreu (2001) demonstrated that high levels of extraversion contributed positively to social cohesion, and did not directly affect team performance. Similarly, LePine and Van Dyne's (2001) results indicated a stronger relationship between extraversion and cooperative behavior than task performance. And the relationship between extraversion and employee commitment and intention to remain was indicated by Caligiuri (2000).
In summary, our review of the literature suggests that the personality factors conscientiousness, agreeableness, and extraversion manifest themselves in preferences for goal- and relationship-oriented work environments, which in turn affect employee performance and commitment. As a result, we propose the following hypothesis:
H1: The significant, positive relationship between conscientiousness, agreeableness, and extraversion with employee performance and commitment will be partially mediated by work environment preferences for relationship and goal orientation.
Openness to Experience and Employee Performance
Openness to experience has been described as an employee's desire to be intellectually curious, imaginative, and open to possibilities. We often hear of business coveting employees who can "think outside the box" or can adapt and change to solve complex problems in a continuously evolving work environment (Burke and Witt, 2002). It appears that the research on the openness to experience-performance relationship has reinforced the idea that dynamic work environments in which learning and adaptation are required tend to enhance the openness-performance link. Bing and Lounsbury (2000) found that openness predicted variance in job performance above and beyond all of the other dimensions of the Big Five. However, the sample consisted of employees in U.S.-based Japanese manufacturing firms, of whom a large amount of employee training, adaptability, and change were required. Generally, "the research indicates strong linkages between openness to experience and enhanced performance in such learning and adaptation-oriented environments as decision making (LePine et al., 2000; Colquitt et al., 2002) and training proficiency (Salgado, 1997). This may indicate a negative relationship with the mediating work environment dimension of system maintenance, which emphasizes control, order, and organization. An impatience with highly structured systems among highly open employees was indirectly indicated in research by Kickul and Neuman (2000) who found that openness to experience was not directly related to performance, but was predictive of emergent leadership behaviors in teams.
Employees with high levels of openness to experience may also benefit from highly relationship-oriented work environments, as Nikolaou (2003) found that openness to experience was related to performance only for occupations involving higher levels of social interaction. The relationship between openness to experience and employee commitment may also be mediated by relationship dimensions of work environments. In a three-wave longitudinal study of employees, openness was associated with higher levels of proactive socialization behavior and relationship building, which were related to employee commitment outcomes of turnover intentions and actual turnover (Wanberg and Kammeyer-Mueller, 2000).
H2: The significant relationship between openness to experience and employee performance and commitment will be partially mediated by work environment preferences for higher levels of relationship, and lower levels of system maintenance.
Emotional Stability and Employee Performance
People with high levels of neuroticism (representing the negative pole of emotional stability) have been described as depressed, insecure, and anxious. These are traits which would not facilitate effective job performance, and Barrick and Mount (1991) have argued that such individuals are often selected out of the labor pool altogether. It should not be surprising that in the Judge and Ilies (2002) meta-analysis, emotional stability was the strongest and most consistent correlate of performance motivation. A similar result was obtained in a meta-analysis of European data (Salgado, 1997). Emotional stability has also been shown to positively and significantly predict academic performance (Nguyen et al., 2005) and turnover intentions (Caligiuri, 2000). Further, a meta-analysis conducted by Frye (2001) suggests that neuroticism is the latent construct underlying lower levels of self-esteem, lower self-efficacy, an external locus of control, and lower job satisfaction.
The impact of emotional stability/ neuroticism seems to be related to the ability to form and maintain positive relationships in one's work environment. Van Vianen and De Dreu (2001) found that high levels of emotional stability contributed to social cohesion in teams, and high levels of neuroticism predict anger and neglect in relationships (Barta and Kiene, 2005). We hypothesize that the relationship between emotional stability and employee performance and commitment is mediated by the relationship work environment dimension.
H3: The significant, positive relationship between emotional stability and employee performance and commitment will be partially mediated by work environment preferences for relationship dimensions.
Subjects consisted of employees of eight different organizations, representing financial analysts, direct-sales representatives, telemarketers, information systems specialists, customer service personnel, and stock clerks. The subjects were chosen using quota sampling, as every employee in the position analyzed within each organization was included as a subject. All subjects were located in the western United States. A total of 115 subjects participated in the study, and a response rate of 92% yielded 106 usable responses. Of the subjects who responded to the study, 56% were male, 86% Caucasian, 40% were married, and they possessed an average tenure of 2.88 years with the organization. A wide range of organizations and positions were chosen by the authors to provide greater heterogeneity in both job context preferences and personalities in the sample. All of the surveys were administered under the supervision of the authors and completed by subjects while they were at work, which improved the response rate. Managers were provided a summary of the results of employee perceptions of the work environment to encourage participation in the research.
Data Collection and Measures
The data collection procedure consisted of two surveys. The first survey was administered to the direct supervisor or manager of the employee to collect ratings of each subject employee's performance. The performance measure used was the Minnesota Satisfactoriness Survey (MSS) (Gibson et al., 1977). The strength of the MSS is its broad definition of performance, including assessments of the quality and quantity of an employee's work, and their overall dependability and promotability. The twenty-eight item instrument asks managers to rate each employee's efforts and outcomes in comparison to the rest of the work group. Studies indicate that the reliability coefficients for the MSS range from .69 to .95, with a median of .87, and the MSS has demonstrated validity in longitudinal examinations of tenure and promotions across a variety of occupations (Gibson et al., 1977).
The second survey, administered to the employees, included three instruments. The first was the Work Environment Scale (WES) (Moos, 1994), which was used to measure subjects' perceptions of their ideal work environment. The WES was chosen to measure work environment preferences as it utilizes a broad approach to defining work environments in three distinct dimensions: system maintenance (referring to how orderly and organized the work setting is), goal orientation (the degree of job challenge and task orientation), and relationship dimensions (desired levels of social interaction, support and cohesion among workers). The WES has shown validity in predicting outcomes with employees in health care, military, and correctional facility environments (Moos, 1994). The WES consists of ninety statements such as "The work is really challenging" and "People take an interest in each other," which subjects rate as either true or false in representing their work environment preferences. Reliabilities of the WES (using Cronbach's Alpha) have varied from .69 to .83 on the various subscales (Moos, 1994).
The second instrument in the employee survey, the NEO-FFI Form S, represents the Big Five personality measure (Costa and McCrae, 1991). Validity of the NEO-FFI's five factors has been indicated across a large number of studies (Costa and McCrae, 1995; McCrae and Costa, 1987). The third measure in the employee survey examined employee commitment. O'Reilly and Chatman's (1986) psychological attachment instrument was used, as it provides a parsimonious measure of overall commitment that has been effectively used in research linking individual preferences with organizational attitudinal outcomes.
The results of the data analyses provide support for the importance of goal-orientation on the personality-performance relationship. Table 1 provides the means, standard deviations, and correlation matrix for the study variables. SPSS hierarchical/ stepwise multiple regression was used to test the hypotheses. The process for detecting mediated relationships in hierarchical regression recommended by Baron and Kenny (1986) was used to test the hypothesized relationships, including the role of mediators, as specified in Figure I. As a result, our analytical approach proceeded under an assumption of linearity of the relationships between the variables. Table 2 includes the results of the three regression models that examined each of the three hypotheses. The first model examined the relationship between the independent variables, the Big Five personality dimensions, and the mediators (the work environment preference dimensions of relationship, goal orientation, and system maintenance). A separate regression equation was used for each work environment dimension. The second regression model looked at the relationships between the independent variables (the Big Five factors) and the outcome variables of employee performance and commitment. The third regression model examined the relationship between the Big Five independent variables and the outcome variables of performance and commitment in the presence of the work environment mediating variables.
The results of the first model regressions indicated that three of the Big Five factors were significant predictors of work environment preferences (see Table 2). Extraversion, conscientiousness, and emotional stability were all significant predictors of a goal orientation preference, and agreeableness was a significant predictor of a preference for system maintenance. The second model regressions indicated significant and positive relationships between two of the Big Five personality factors and the outcome variables. Conscientiousness was a significant predictor of employee performance, and extraversion indicated a significant relationship with employee commitment. In the third model, where both the personality and work environment dimensions were included to assess mediating effects, the work environment dimension of goal orientation was the only variable that maintained a significant relationship with employee performance and commitment. All of the personality dimensions were nonsignificant for both outcome variables when the work environment measures were included in the equation.
The results of these analyses provide partial support for hypotheses 1-3. Although the system maintenance and relationship dimensions of work environments were not significant factors mediating the personality and performance/commitment relationships, goal orientation was a significant outcome of all three hypothesized personality dimensions (extraversion, agreeableness, and conscientiousness). Goal orientation was also the only significant predictor of performance in the full (third) model, and fully mediated the effects of conscientiousness on performance. In addition, the effects of extraversion on commitment were non-significant when the goal orientation dimension of work environments was included in the analysis.
To more fully understand the degree to which the "people make the place," this study examined the relationship between individual personality, work environment preferences, and performance and commitment in organizations. The results suggest that a specific "place" variable--an employee's work environment preference for goal orientation--plays a predominant role in performance and commitment outcomes. Goal orientation fully mediated the significant direct relationship between conscientiousness and performance, and the significant direct relationship between extraversion and commitment was removed when preferences for goal-oriented work environments were included in the analyses. Agreeableness was significantly related to both goal orientation and system maintenance, but these relationships did not translate into either performance or commitment. Neither the personality characteristics openness and emotional stability, nor the work environment preference for relationships had a significant effect on performance and commitment.
The results suggest that agreeableness, extraversion, and conscientiousness may combine to form a preference for work environments that offer high levels of goal orientation. Thus, the effect of personality on performance and commitment has a situational context; it does not occur in a vacuum. Challenging goals may communicate high levels of confidence in the abilities of employees and increase self-efficacy (and performance), and these positive feelings may also manifest themselves in enhanced employee commitment (Whittington et al., 2004). If managers provide goal-oriented work environments to individuals with these desirable personality characteristics, they should reap the benefits of enhanced performance and commitment.
The ability to attract, keep, and motivate high-performers is becoming increasingly important in today's competitive organizational environments. The results of this study indicate that an over-reliance on employee selection processes may be misguided, and the development of goal-oriented work environments may be a more effective means of improving employee performance and commitment. This may be particularly relevant in work environments where managers have very large spans of control which restrict them from frequent and direct contact with employees. Strickland and Galimba (2001) found that goals provide structure to ambiguous situations, reducing the effects of cognitive interference on task performance. Work environments can provide social cues to organizational members on how to act appropriately, and employees tend to conform to such expectations to receive social approval from their peers (Salancik and Pfeffer, 1978; Schneider, 1975). Thus, if a work environment develops a strong goal orientation, employees are more likely to align their individual goal orientations with the norms of the work environment to maintain harmony with their surroundings (Neal et al., 2000). As climate scholars generally identify managers as the primary architects of group member climate perceptions (e.g., Naumann and Bennett, 2000), the results of our research indicate the potential importance of leaders in focusing on the development of goal-oriented work environments to achieve enhanced performance and commitment. Whittington et al. (2004) found that goal setting enhanced the direct relationship between transformational leadership and employee commitment and performance, and concluded that goal-oriented environments provide clarification, direction, focus, and longer-term perspective needed to translate transformational leadership effectively into performance. Future research could examine the specific influence of leaders in the form of behavioral modeling and leader-member exchange on the personality--work environment--performance relationship.
The results of this study also have implications for managing employee attitudes. Given the consistency of employees' job attitudes, the significant relationship between goal-oriented work environments and commitment enhances the argument that employers should do more to try to structure work environments in a positive way so that work is a more satisfying and rewarding experience. Although selecting employees on the basis of favorable and relatively stable individual dispositions may have a favorable impact on employee attitudes and performance, work situations are within the control of most managers. Our research suggests that unfavorable work situations can directly impact employee performance regardless of personality predispositions, whereas the development of supportive work environments can have a direct and positive affect on employees. Following the recommendations of research by Luthans and Sommer (2005) and Tata and Prasad (2004), future studies should examine the effectiveness of human resource departments functioning as strategic partners in creating performance-oriented work climates and team self-management contexts to aid in the adaptation towards increasing worker autonomy and larger spans of control in contemporary work environments. Future research could also provide useful information regarding the role of personality and goal-setting work environments on a more comprehensive set of dependent variables that have been linked to personality, such as organizational citizenship behaviors (Neuman and Kickul, 1998), satisfaction (Staw and Cohen-Charash, 2005), and turnover (Jenkins, 1993). It would be helpful to determine if the omission of potential mediators or moderators of the relationships between personality variables and employee performance outcomes in past research has served to enhance the importance of personality relative to contextually-oriented variables.
Potential limitations of this study include the relatively small sample size and the cross-sectional nature of the data in this exploratory study. As a result, generalizeability of the results may be limited. This research also relied on self-report surveys to measure employees' perceptions of their personality, commitment, and work environment preferences, which raises the potential for common method variance. Although the performance outcome measure was collected from managers, future research could utilize multiple rating sources for many of the variables, such as using friends or co-workers to rate personality.
In summary, the primary contribution of this research was the examination of the unique variance contributed by personality and work environment preferences in determining employee performance. The results of this study indicate that the relationship between personality, work environment, and employee outcomes is interrelated and in need of further examination. The significance of employee goal-orientation preferences in fully mediating the relationship between personality and workplace outcomes provides further evidence to support the contention that the relationship between personality and performance may not be bivariate, and that intervening variables play a substantial role. Future research should examine the dimensionality of both personality and outcomes in the workplace to understand the complexities of the relationship.
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Cable, D. M. and T. A. Judge. 1994. "Pay Preferences and Job Search Decisions: A Person-Organization Fit Perspective." Personnel Psychology 47: 317-348.
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Chatman, J. A. 1991. "Matching People and Organizations: Selection and Socialization in Public Accounting Firms." Administrative Science Quarterly 36: 459-484.
Colquitt, J., J. LePine, J. Hollenbeck, D. Ilgen and L. Sheppard. 2002. "Computer-assisted Communication and Team Decision-making Performance: The Moderating Effect of Openness to Experience." Journal of Applied Psychology 87 (2): 402-410.
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Luthans, K. W. and S. M. Sommer. 2005. "The Impact of High Performance Work on Industry Level Outcomes." Journal of Managerial Issues 17 (3): 327-345.
Martocchio, J. J. and T. A. Judge. 1997. "Relationship between Conscientiousness and Learning in Employee Training: Mediating Influences of Self-deception and Self-efficacy." Journal of Applied Psychology 82: 764-773.
McCrae, R. R. and P. T. Costa. 1987. "Validation of the Five-factor Model of Personality Across Instruments and Observers." Journal of Personality and Social Psychology 52: 81-90.
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Morgeson, F., M. Reider and M. Campion. 2005. "Selecting Individuals in Team Settings: The Importance of Social Skills, Personality Characteristics, and Teamwork Knowledge." Personnel Psychology 58 (3) : 583-611.
Motowidlo, S. J. and J. R. Van Scotter. 1994. "Evidence that Task Performance Should Be Distinguished from Contextual Performance." Journal of Applied Psychology 79: 475-480.
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Naumann, S. and N. Bennett. 2000. "A Case for Procedural Justice Climate: Development and Test of a Multilevel Model." Academy of Management Journal 43: 881-889.
Neal, A., M. Griffin and P. Hart. 2000. "The Impact of Organizational Climate on Safety Climate and Individual Behavior." Safety Science 34: 99-109.
Neuman, G. and J. Kickul. 1998. "Organizational Citizenship Behaviors: Achievement Orientation and Personality." Journal of Business and Psychology 13 (2): 263-280.
Nguyen, N. T., L. C. Allen and K. Fraccastoro. 2005. "Personality Predicts Academic Performance: Exploring the Moderating Role of Gender." Journal of Higher Education Policy and Management 27 (1) : 105-116.
Nikolaou, I. 2003. "Fitting the Person to the Organization: Examining the Personality-Job Performance Relationship from a New Perspective." Journal of Managerial Psychology 18 (7): 639-648.
O'Reilly, C. A. and J. Chatman. 1986. "Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification, and Internalization on Pro-social Behavior." Journal of Applied Psychology 20: 241-254.
Robie, C., D. Brown and P. Bly. 2005. "The Big Five in the USA and Japan." Journal of Management Development 24 (8): 720-737.
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Stevens, C. and R. Ash. 2001. "Selecting Employees for Fit: Personality and Preferred Managerial Style." Journal of Managerial Issues 13 (4): 500-517.
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--, K. Kacmar, D. Carlson and S. Zivnuska. 2002. "Interactive Effects of Personality and Organizational Politics on Contextual Performance." Journal of Organizational Behavior 23 (8): 911-927.
James W. Westerman
Associate Professor of Management
Appalachian State University
Bret L. Simmons
Assistant Professor of Management
University of Nevada, Reno
Table 1 Means, Standard Deviations, and Correlations M SD 1 2 3 4 1. Extraversion 45.98 6.37 2. Openness 41.32 6.86 .34 * 3. Agreeableness 45.91 7.22 .34 * .16 4. Conscientiousness 46.39 6.76 .29 * .06 .43 * 5. Emotional Stability 34.52 7.73 .40 * .07 .41 * .38 * 6. Relationship 23.80 3.32 .29 * .16 .27 * .27 * 7. Goal Orientation 19.32 3.20 .23 * .05 .21 * .20 * 8. System Maintenance 27.05 3.43 .21 * .04 .34 * .22 * 9. Performance 63.34 11.99 .08 .03 .12 .40 * 10. Commitment 51.93 11.73 .23 * .18 .13 .12 5 6 7 8 9 1. Extraversion 2. Openness 3. Agreeableness 4. Conscientiousness 5. Emotional Stability 6. Relationship .24 * 7. Goal Orientation .14 .46 * 8. System Maintenance .17 .55 * .47 * 9. Performance .14 .14 .31 * .16 10. Commitment .01 .07 .36 * .11 .08 * p < 0.05 Table 2 Regression Analyses: The Mediating Effects of Work Environment Preferences on Personality and Employee Performance (a) Model 1: DV = Mediators Goal System Relationship Orientation Maintenance Beta Sig. Beta Sig. Beta Sig. Extraversion .140 .214 .228 .043# .094 .409 Openness .101 .327 .039 .702 .037 .723 Agreeableness .114 .310 .345 .002# .281 .015# Conscientiousness .157 .158 .250 .025# .073 .516 Emotional Stability .073 .512 .087 .433 .005 .967 Goal Orientation System Maintenance Relationship Adj. R-sq. .103 .114 .081 F 3.32 .008# 3.59 .005# 2.79 .021# Model 2 Performance Commitment Beta Sig. Beta Sig. Extraversion .119 .264 .208 .050# Openness Agreeableness .078 .489 .041 .713 Conscientiousness .209 .048# .047 .667 Emotional Stability Goal Orientation System Maintenance Relationship Adj. R-sq. .016 .031 F 1.562 .203 2.07 .110 Model 3 Performance Commitment Beta Sig. Beta Sig. Extraversion .174 .116 .178 .110 Openness Agreeableness .226 .085 .110 .403 Conscientiousness .122 .284 .016 .892 Emotional Stability Goal Orientation .307 .021# .295 .029# System Maintenance .139 .292 .015 .911 Relationship .080 .523 .107 .400 Adj. R-sq. .081 .077 .030 F 2.49 .028# 2.44 .030# (a) Numbers in bold indicate p < .05. Note: Numbers in bold indicated with #.
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Author: | Westerman, James W.; Simmons, Bret L. |
Publication: | Journal of Managerial Issues |
Date: | Jun 22, 2007 |
Words: | 6735 |
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text:
Pictures From MOCA's Artist's Museum Happening
Fashionable Favorites Step Out For MOCA's Artist's Museum Happening — Who's Most Fab?
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Fashionable Favorites Step Out For MOCA's Artist's Museum Happening — Who's Most Fab?
Over the weekend, our favorite fashion faces gathered to walk the red carpet in style for a night at MOCA's Artist's Museum Happening. Rachel Bilson, Kate Bosworth, Kirsten Dunst, Gwen Stefani, Mila Kunis, Chloë Sevigny, and Ginnifer Goodwin made Chanel a popular choice for the evening, while Rachel Zoe, Malin Akerman, Rose McGowan, and Devon Aoki brought the drama in longer lengths, and Kristin Davis and Jennifer Love Hewitt wowed in shorter, brighter hemlines. As always we're fashion fixated, but it's up to you to pick a style standout — click through to see all the gorgeous looks, then cast a vote for your favorite!
Read More Malin AkermanMost FabDevon AokiRed CarpetRachel ZoeKristin DavisCelebrityRose McGowanJennifer Love HewittKate BosworthRachel BilsonKirsten Dunst
Link Love
- Our TV worlds are totally colliding — Lucky
- These birthday gifts are perfect for your Aries BFF — Who What Wear
- Whoa — Cara Delevingne is really into the whole acting thing, huh? — The Cut
- Emma Roberts can't get enough of this leopard coat — InStyle
- What to wear if you aren't digging the whole '70s trend — Racked
- So Bloomingdale's just got its very own . . . dance? — HuffPost Style
- This practical trick will help you stop impulse buying — SheFinds
- This Etsy collaboration is definitely different — Style.com
- All those "new" trends might not be so new after all — Man Repeller
Latest Fashion


text:
Want to play classic arcade games in your pocket?
Want to hit your best high score, more coins, more power or mana?
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★★★337 Game Master turbo charges your game★★★
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Want to hit your best high score, more coins, more power or mana?
Want to play classic arcade games in your pocket?
★★★337 Game Master turbo charges your game★★★
337 Game Master boost gaming speed in an all-in-one toolkit, the pack also contains the ultimate cheat tool- Golden Finger which change your score and coin, power mana within a second! 337 Game Master gives you a better gaming experiences. Download for FREE now!
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*Game Speed Turbo Boost
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*Bundle of Arcade Games
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What is Root?
"Rooting" your device means obtaining "superuser" rights and permissions to your Android's software. With these elevated user privileges, you gain the ability to load custom software (ROM's), install custom themes, increase performance, increase battery life, and the ability to install software that would otherwise cost extra money (ex: WiFi tethering). Rooting is essentially "hacking" your Android device. In the iPhone world, this would be the equivalent to "Jailbreak" your phone.
How to root your device?
You can turn to Google looking for the step by step tutorial, and we will not take any responsibility for and legal complications.
337 Game Master -- Gaming with masters!
Disclaimer: The game resources are from the Internet. 337 Game Master will not take any responsibility if the content violates any copyright rules.
337 Game Master is provided "as is" and 337 makes no representations or warranties. 337 expressly disclaims any implied warranties or conditions of any kind, including, without limitation, any warranty or condition of quality, performance, merchant ability, fitness for a particular purpose or non-infringement. 337 does not warrant, guarantee, or make any representations regarding the use, or the results of the use, of 337 Game Master or any other materials in terms of correctness, accuracy, reliability, or otherwise.
You must install this app before submitting a review.
Google Play reviews now use Google+ so it's easier to see opinions from people you care about. New reviews will be publicly linked to your Google+ profile. Your name on previous reviews now appears as "A Google User".
Google Play reviews now use Google+ so it's easier to see opinions from people you care about. New reviews will be publicly linked to your Google+ profile. Your name on previous reviews now appears as "A Google User".
Write a review
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All Versions
Latest Version
26,527 total
5 17,865
4 3,740
3 1,835
2 763
1 2,324
Ivan Tancioco
i cant play! Last month i can play with the arcade now when i click the search its item not found if you can fix this i will give you 5 stars
Chris Cantu
missing a button the mortal kombat game is missing the low kick button. please fix it and then i'll rate it 5 stars
Stuart Merchant
Used to b fantastic!! :-( Game's r great,but since updating app a few days ago - it crashes every time I try to open it,only Works if u r online.used to work fine without net access!!v disappointing!!sort it out please,then it's worthy of 5stars.! Stu-m74
Tyson Buckley
Awesome app I love how easy it is to download these awesome arcade games, brings back so many memories!
Joe Gomez
This is a great app to play better games than anything else are never played again on my new Samsung, sorry! bad ever found controller for that one Don't understand what's the problem
Taylor Timko
Crap Love this all my old favorites. Update. I use to love it now the games wont load anymore I don't know what happened but you guys need to fix it I tried uninstalling and reinstalling 5 times it's a great game it just doesn't work anymore
User reviews
Note 3 What happend? This used to be good. Now it wont sync your downloaded games, some times it works and some times same rom wont work.
Junk This is crap. Cleaner says same % needs cleaning every time. That's impossible since you have different things running at any given time, each collecting its own amount of cache and junk files. Gold finger doesn't work. Retro games won't download to app. Nothing works..and yes...I'm rooted. I see from the lack of answers to rating comments that there is no support. Don't install
Mind blowing!(again dwnload i am) GøøD app ever seen ....!! Must download ...!! M so addict of this!!
337 Game Master Dev May 17, 2013
if u like game mater,please give us a 5 STAR rate, we will be appreciate.
you are so lovely! XD! Reply my massage I massaged you on facebook... Reply me i wipl give 5 star. Golden finger is not working
What's New
Hi, everyone! We have fix most problems you wrote us. Any more? Leave us a message on Facebook --> https://www.facebook.com/337GameMaster "Like" Us!
== 3.2.1 Updated ==
*Brand New amazing UI Interface
*More useful and joyful featured games
*Optimized turbo logic made more efficient
Additional information
November 12, 2013
1,000,000 - 5,000,000
Current Version
Requires Android
2.2 and up
Content Rating
Low Maturity
Flag as inappropriate Offered By
337 Game Master Dev
Google Play Games
Games get more fun with the Google Play Games app. Compete with friends, track your achievements, and pick up wherever you left off, on any of your devices. As you master more games across Google Play, show off your skills in your all-new Game Profile. And whether you love puzzles, racing, sports or action games, you can explore and choose from thousands of great games from right within the app. Play the world, anywhere in the world, all from one place.
• Achievements - Complete challenges, earn awards, and track them all right from the app.
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• Immense selection - Choose from thousands of great games on Google Play -- puzzle, sports, strategy, action and more.
Super Arcade emulator
The most stable, smooth FBA arcade emulator in markets with built-in cheat files, which support for multiple platforms arcade game (more than 3400 arcade game) .
Support Arcade type:CPS1/2/3, PGM, Irem, Neo Geo.
Support ROM version: FBA 0.2.97.29
1. ROM storage path is sdcard/fba folder;
2. pgm/NeoGeo/cps2 base supports fba format (E680 phone fba format);
3. game press MENU key menu: Archive, screenshots, key bursts of combinations of virtual key definitions, machine settings, etc.;
4. game information file (.Htm format) Please insert sdcard/fba/.rominfo folder;
5. Cheating configuration file (.ini format or compressed into cheat.zip) Please insert sdcard/fba /.cheats folder;
6. IPS (patch) file (named by rom folder) Please insert sdcard/fba/.ips folder;
7. key combination settings bursts open, press and hold the virtual keys to bursts.
Take WWE with you wherever you go – any time, day or night – with the official WWE app for your Android device.
Now, in addition to the latest WWE videos, news and thousands of photos, you can use the WWE App as your exclusive portal to WWE Network – a 24/7 streaming service with both scheduled programming and a massive, on-demand library.
Only on WWE Network, you'll see all 12 WWE live pay-per-view events, including WrestleMania, groundbreaking original series, reality shows and documentaries. You'll also be able to explore sports-entertainment's most comprehensive video-on-demand library, featuring every WWE, WCW and ECW pay-per-view ever – uncut and uncensored – plus, classic matches and replays of Raw and SmackDown episodes from 2012 and 2013.
When you watch WWE Network shows on another screen, and Monday Night Raw or Friday Night SmackDown on television, you'll have exclusive access to WWE's second screen companion experience. Only with the WWE App, you'll discover content designed for and synchronized to WWE's programs.
Join your fellow WWE Universe members at the next WWE Live Event near you – for which you can find complete details within the WWE App. Explore our full schedule of events around the globe, find out which Superstars will be in action, set reminders and order your tickets for the experience of a lifetime.
The WWE App provides instant access to your favorite WWE Superstars, Divas and Legends. View Superstar profiles for a quick look at extensive career milestones, biographies, video highlights and Twitter feeds.
If you want to outfit yourself like your favorite Superstar, enjoy the brand-new WWE Shop experience right from your device, where official WWE Shop merchandise is available at the swipe of your fingertip.
The WWE App is your key to unlocking a revolution!
Instant Buttons
Instant Buttons is an original soundboard, it's a unique collection of sounds. This application will offer to you many funny and quickly sounds that you might use anytime.
More than 260 sounds! From the most famous memes of 4chan/internet (as the ComboBreaker, Falcon Punch, Khaan, Rimshot, This is Sparta, Nyan, Chuck Testa, Mudkip or Harlem Shake) to dialogues of your favorites series (as Big Bang Theory, Community, South Park, Lost or Adventure Time), going through mitical videogames sounds (as PacMan, Age Of Empires, Metal Gear, Metal Slug, Star Fox, Unreal, Counter Strike, Skyrim, League Of Legends, Street Fighter, Diablo...) and quotes for epic movies (Harry Potter, Terminator, Saw, Hunger Games, Kill Bill, Batman, Rocky...). Instant Buttons includes all the sounds needed for a fun moment. Besides, we are open for suggestions, only send us an e-mail with the sound that you want.
And if that's not enough, Instant Buttons has the possibility to add any sound as a Widget to your desktop, to keep it handy wherever you want. Besides, you can set any sound as ringtone, notification or alarm, save the sounds as favorites, hide buttons, choose to repeat a sound and share them on WhatsApp, gMail, Bluetooth...
Optimized for tablets.
Explanation of the permissions:
WRITE_EXTERNAL_STORAGE -> SD app install
WRITE_SETTINGS -> To change the ringtones and notifications
INTERNET, ACCESS_NETWORK_STATE -> Ads from AdMob
❣❣❣ WARNING! If you install the app on the SD, Widgets won't work! This is a requisite from Google, we can't do anything. ❣❣❣
Photo Warp
Photo Warp achieved more than 40 million downloads! Thank you, we like you all, hope you like us on Facebook too! ;) http://www.facebook.com/pages/Photo-Warp/168203083270865
This app will melt your face!
Just take a picture then warp, bend and distort it to your heart's content.
Make yourself skinnier, buff yourself up or enlarge any body parts that might need some enlargement ;) Or go crazy and have fun putting several pounds of fat on your friends or giving them the biggest cheese-eating grin you can imagine. With Photo Warp, you too can be an instant, super-cheap plastic surgeon! How hilarious can you be?
- Warp tool (Moves pixels around as you drag the cursor),
- Pinch and Bloat tools (Move pixels towards/away from the center of your brush)
- The unique Reconstruct brush (gradually resets the picture to its original state as you brush over it)
- Twirl clockwise and counterclockwise tools (rotates pixels around the center of brush)
- Set brush size and hardness
- Fast and responsive (real-time) manipulation even on older devices!
- Use any picture to warp whether it's from your camera or any photo from your device
- Save pictures to your device or SD card
- Share your creations online
- The much requested feature: you can now open pictures from the gallery app ;)
- Installing to SD card is supported
- Compatible with Honeycomb (Android 3.x) devices
- More to come soon!
Cleaner Master Antivirus Plus
Cleaner Master Antivirus plus is the new generation 'one tap' fastest smartest cleaner master in android market to fresh up clean and secure your device.
Highlights of Clean Master Antivirus +:
Features of Android Clean Master Antivirus +:
Delete cache and residual files to reclaim memory and improve performance on your device and SD card.
--Boost all games and running apps,
--free up memory (RAM) and
--speed up your device.
Scan the system, pre-installed and user-installed apps to keep your device safe from
adware and
EXTRA FEATURES:(signal management)
✿ Poor cellular coverage causing poor cell reception?
✿ Dropped calls due to not having better cellular coverage?
✿ Have poor cell reception and need to boost signal or improve signal?
Many of us live where cellular coverage is limited and need to improve reception and improve signal in order to have better cellular coverage.
1.improves mobile dBM Strength.
2.increases reception
3.optimize network signals.
This signal booster will dramatically
✿ improve reception,
✿ improve cellular coverage and
✿ improve signal for better cellular coverage in most areas where cellular coverage is limited.
Face Changer
Make any photo into a funny one.
CNET: "If you are searching for a great time killer and funny photo app, this one is for you. This app promises many laughs as you twist and edit your friends' faces."
Main Features:
Replace face parts Funny eyes, noses, make them bald.
Smudge and warp Make faces thin or fat, make ears pointy, make them smile.
Packed with features Add text or draw on top of the photo, Share with friends.
Simple to use, easy to learn and share.
Akinator the Genie FREE
Akinator can read your mind and tell you what character you are thinking about, just by asking a few questions. Think of a real or fictional character and Akinator will try to guess who it is. Will you dare challenge the Genie?
NEW: Available in Arabic (only from Android OS 4.0)
Try this free version of the famous Genie! Discover the brand new Akinometer, share your results on Facebook and turn on the child filter to let your children play safely. Version also adapted for your tablet.
NEW: UNLIMITED number of games for even more fun !
+++++ Play more, without any limits! +++++
Akinator welcomes you to his lab to show you the most extraordinary and unusual potions (paid potions).
- The supercharged potion unlocks many new characters. Will you manage to beat Akinator?
- The radiant potion removes all ads from the app.
THE ULTIMATE POTION ! Akinator deserves the best! This potion combines the effects of all the others. It will also allow you to customize your characters so you too can trap your friends.
Become Akinator's fan on Facebook: http://www.facebook.com/Akinator
Follow Akinator on Twitter: http://twitter.com/akinator_team
Please note:
-Akinator requires an Internet connection to use his magic lamp. Turn on Wifi or be sure to have a data plan.
-Available in several languages (French, English, Spanish, Portuguese, German, Japanese, Arabic, Russian, Italian, Chinese, Turkish, Korean, Hebrew, and Dutch)
-To select your language, don't forget to scroll down the list to find it.
-Additional background (Akinator in Japan)
Xbox 360 SmartGlass
Xbox SmartGlass lets your phone work with your Xbox 360 console to bring rich, interactive experiences and unique content about what you're watching or playing, right to the device that's already in your hand. Interact with your favorite TV shows, movies, music, sports, and games, and bring remote control to a whole new level.
You can also connect with your Xbox friends, track and compare your achievements, and change up your 3D avatar.
Xbox SmartGlass lets you:
• Navigate your Xbox 360 with swipe and tap
• Use your phone's keyboard to type to your Xbox 360
• Browse the Internet on your Xbox 360 with full keyboard and zooming
• Play, pause, fast forward, rewind, and stop videos and music on your Xbox 360
• Search the full Xbox catalog of music, video, and games
• Enjoy rich, interactive experiences from select game and entertainment content creators
• Track and compare your achievements with your Xbox friends
• Change up your 3D avatar
• Message your Xbox friends
• Edit your Xbox profile
This app requires an Xbox membership to sign in. Available for most Android 4.0+ smartphones, with WVGA screen resolution or higher.
Reicast - Dreamcast emulator
Play your Dreamcast games on the go & in HD.
Reicast the only Dreamcast emulator for Android. It is not perfect yet, but can already run many games.
No games or bios are included with this download, as this would be illegal. You have to dump the bios and games from your own dreamcast.
- "Photos/Media/Files" -> to read game images and bios
- "Camera/Microphone" -> for dreamcast microphone emulation
- "Device & app history" -> to read emulator crash logs. You can submit the logs via the included menu to help us solve issues.
- Create a folder named "reicast", and then a folder named "data" inside it. Put the bios (dc_boot.bin & dc_flash.bin) inside the data folder. Windows sometimes hides the file extention, so the filename might look like "dc_boot" on the windows explorer.
- Create a folder anywhere you want, and put the Dreamcast games in there. Reicast currently supports .gdi, .chd (v4), and .cdi disc formats, but .cdi is discouraged due to problematic compatibility.
- Open reicast and selet the "reicast" folder you created as system path.
- In order to save your game-play progress you will first need to format the memory cards. In order to do this you need to start the program, select the "boot bios" option, go to the "file" option, select the memory cards and then select the "delete all" option.
- Finally use the game navigator to locate your games. You can also setup a game path if you want to default to a specific folder.
- For further support & general questions, ask in http://forums.reicast.com/index.php?board=1.0
**Recommended specs**
- Cpu: Cortex-A9, Dualcore, 1.2ghz
- Gpu: Adreno, Tegra K1 or Mali400 gpus
- At least 512mb ram
Game Creator
Please note that this is not a professional game creation tool. You cannot create commercial games, and the app DOES NOT EXPORT APK. This is a simple but powerful tool with lots of great features and easy to use functions and a friendly interface. You can enjoy creating your own games, drawing characters, composing music, building your levels, interacting with monsters and enemies, etc. but if you are about to make a commercial quality AAA game, this might not be the app you are looking for. Please try the demo first.
Please note that this is not a professional game creation tool. You cannot create commercial games, and the app DOES NOT EXPORT APK. This is a simple but powerful tool with lots of great features and easy to use functions and a friendly interface. You can enjoy creating your own games, drawing characters, composing music, building your levels, interacting with monsters and enemies, etc. but if you are about to make a commercial quality AAA game, this might not be the app you are looking for. Please try the demo first.
With Game Creator you can create your own games on your android tablet or phone.
It works just out of the box, you do not need to install third party plugins or other software.
NO programming or scripting is required.
There are several predefined genres to choose from:
- Platformer
- Scroller Shooter
- Topview adventure or shooter
- Run and jump
- Tower Defense
- BreakOut
Game Creator has all the tools you need to build your game:
- Sprite Editor - create single or animated graphics items
- Object Editor - define the game objects or actors (enemies, monsters, etc) and set their behavior
- Level Editor - place your objects and craft the playing areas
- Song Maker - compose background music
Please find video tutorials and guides: http://androidgamecreator.com/forum/index.php?topic=8.0
Once your game is ready, publish it on our Game Server, so other Game Creator users can download and play with your creations.
It is NOT possible to export games as a stand alone APK.
When sharing your games, the following policy applies:
Sexually Explicit Material: Apps that contain or promote pornography are prohibited; this includes sexually explicit or erotic content, icons, titles, or descriptions.
Hate Speech: We don't allow content advocating against groups of people based on their race or ethnic origin, religion, disability, gender, age, veteran status, or sexual orientation/gender identity.
Intellectual Property: Don't infringe on the intellectual property rights of others, (including patent, trademark, trade secret, copyright, and other proprietary rights), or encourage or induce infringement of intellectual property rights. We will respond to clear notices of alleged copyright infringement.
Wi-Fi Password Hacker Joke
Play a practical joke on your friends with the help of our app "Wi-Fi Password Hacker Joke".
Tell them that you are a professional hacker and invented a new program that can find and hack the password of
any Wi-Fi network.
How it works:
1) Locate any Wi-Fi network
2) Run our application
3) Select a network from found
4) Turn on the scan
5) After some time the display shows a random password
6) Paste it into the query string for the password.
Of course, this is a joke and an application can only generate random numbers and letters.
But before the end of the application from your friends no doubt that your program really works.
But you look at the faces of your friends....
They delight.....
A realistic application, we guarantee you.
Download the application absolutely free.
Xbox One SmartGlass
"Xbox One SmartGlass is the perfect companion app for your Xbox One, both in your living room and on the go. Connect and control your Xbox One. Stay connected with the games and gamers you like. Add a new dimension to your console entertainment with the mobile device you already own.
In the living room:
Navigate your Xbox One console using your device's keyboard and touch
Control your media and set top box with the SmartGlass remote control
Browse the web on your TV using your mobile device
Enhance what you are watching or playing with SmartGlass companions
Increase performance with faster connections and reliability
In the living room and on the go:
Search, browse, and pin content to play on your Xbox One console
Track achievements, get game help, message friends, and watch game DVR clips
This app requires an Xbox membership to sign in. Available for most Android 4.0+ smartphones, with WVGA screen resolution or higher, plus 7"" and 10"" Tablets "
Talking Tom Cat 2 Free
The original Talking Tom Cat is back and better than ever.
The original Talking Tom Cat is back and better than ever.
With a No.1 on Google Play in 140 countries and over 450 million downloads, Tom has come a long way!
Talk to Tom: Speak and he repeats what you say in his own hilarious voice.
Play with Tom: Stroke him, poke him, challenge him and earn gold coins in a mini-game.
Customize Tom: New accessories, new clothes, new outfits. How about Cowboy Tom or Pirate Tom?
Cool new location: Tom's moved out of his old alley into a cool new apartment.
Fun new actions: Involving exploding bags, pillow smashes and lots of farts!
Engaging mini-game: Climb your way into space and collect extra gold coins.
Earn achievements: Get special achievements for playing with Tom.
Record Tom: Record videos of what Tom is doing and send it to your friends or upload it on Facebook and YouTube.
Thanks to all of our existing fans. To see what Tom is up to, follow Talking Tom on Facebook: http://www.facebook.com/TalkingTom
This app is PRIVO certified. The PRIVO safe harbor seal indicates Outfit7 has established COPPA compliant privacy practices to protect your child's personal information. Our apps do not allow younger children to share their information.
This app contains:
- Promotion of Outfit7's products and contextual advertising
- Links that direct customers to our websites and other Outfit7 apps
- Personalization of content to entice users to play the app again
- Watching videos of Outfit7's animated characters via YouTube integration
- The option to make in-app purchases
Terms of use: http://outfit7.com/eula-android/
Privacy policy: http://outfit7.com/privacy-policy/


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About Me
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- Developer of SpoofFw - Update to any firmware region in Kies2.0
Developer of Check Fus - Check for firmware updates from anywhere
Developer of Check Fus Downloader - Downloads and decrypts the latest firmware update from Kies2.0
Follow @SamKiesUpdates on twiter to get latest official firmwares
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126 | The only working Firmware Checker, Downloader and Decrypter for Samsung firmwares. Bada and Android. Download links can be found here Usage of non-GUI Usage: -c --- Check latest firmware -dl --- Download latest firmware --- ... | View... |
34 | Hi, I have made a little tool to check if there's any new firmwares on the FUS servers. No more need of starting Kies to check for new firmware! * Automatically checks for new firmware update! (Pro only) * Notifies the user with signal and vibra... | View... |
32 | Jelly Bean 4.1.1 OTA update released. This file patches your stock firmware to Jelly Bean. Apply zip over STOCK T999UVALH2 found here OTA: T999UVDLI7 OTA: T999UVDLI6 OTA: T999UVDLI3 OTA: T999UVDLH3 Stock firmware T999UVALH2 1. Download and ins... | View... |
23 | A new approach! Spoof the firmware version on the device, to trick Kies2.0. But as you might understand, messing with system files is always dangerous and the possibility for a brick is always present. Hopefully this will not occur :) I'm doing ... | View... |
11 | Hi there! I finally got a working GUI version for both Android and Bada. So it's time to make an announcement here too. Sorry for ignoring you @mylove90, it was a great proposal :) I dont know if I should start a new thread or hijack this on... | View... |


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Definition of prejudgments
plural of prejudgment 1
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Front-Ends Software
Evolutility - CRUD framework for ASP.net CRUD framework with a generic Web UI and integrated micro ORM.
104 weekly downloads -
smartData smartData for Microsoft .Net Framework. This project create on sql and ole factory technology and have injection security, typed query...
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Maintaining MPC Benefits for Years: No Myth
MPC software companies and their customers can sustain and increase the benefits from MPC solutions by forming effective maintenance strategies. This can mean maintaining MPC models current and migrating applications with evolving techniques. This paper will show how a well-formed maintenance partnership can provide a platform for customer feedback which can lead to innovations which enhance software functionality, bringing further value to the producer.
Application methodologies continuously evolve and experience demonstrated improved ways to deploy solutions. Examples will be provided from dryer and evaporator solutions that have been online for more than ten years as well as installations on over forty lines for multiple polyolefin customers that show the improved technology that meets the plants' changing needs. Is the biological paradigm appropriate for MPC, "evolve or die"?
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since taking peniccillin ive been getting really hard heart burn and indigestion is this a possible side effect? its keeping me awake its that uncomfortable
Is heartburn and indigestion a side effect of penicillin?
- Posted:
- 26 Aug 2010 by serenity290
- Topics:
- indigestion, penicillin, side effect
Question is Closed | Report Mark as Favorite |
Answers (1)
29 Aug 2010
I once had a similar experience, but with amoxicillan. They were in capsule form and would also cause me to feel heartburn/upset stomach. My stomach seems to be rather sensative to many things, however. On one occasion I had even taken one, and having been in a rush, I forgot to wash them down with a glass of water. About 30 minutes later I started to get the nausea, but even more of burning sensation this time in my lower esophagus and I kept having to burp. Just about the time I felt I was about to throw up, I burped up a little puff of what I assumed were the little balls/powder inside the capsule, which was horrible tasting. Though very odd, my co-workers got a kick out of it. Drank some water, felt a little lump clear my throat, and felt better a few minutes later. Thought I'd share my story with you. I'm assuming you're taking tablets as apposed to capsules? Regardless, I'm sure that it was the AB that caused the nausea for me. Hope I've shed some light whilst attempting to entertain.
thankyou for taking the time to share. was enlightning yet funny (sorry lol) the burning and burping is exactly what i was experiencing but so bad it actually kept me awake. Problem , i stopped taking them and now the problem i was taking them for has returned (dont worry nothing contagious from reading my response) so am gonna have to see my gp again i guess. thanks
Further Information
- Penicillin Information for Consumers
- Penicillin Information for Healthcare Professionals (includes dosage details)
- Side Effects of Penicillin (detailed)
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Searching all of TechTarget| 3,692 results for "android"
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News Jul 28, 2008What is Android?
Chapter 1 of "Android: A Programmer's Guide," discusses the basics of the platform, what Google wants to accomplish, and a developer's initial steps to begin the design process. Continue Reading
Jul 24, 2008What is Android?
Chapter 1 of Android: A Programmer's Guide, discusses the basics of the platform, what Google wants to accomplish, and a developer's initial steps to begin the design process. Continue Reading
Problem Solve Jan 23, 2012Android security settings and controls for Android enterprise security
Can Androids ever be secure enough for corporate use? Learn about Android security controls to enable effective Android enterprise security. Continue Reading
Jun 01, 201213 Android security apps
Keep your Android mobile device secure with our recommendations for Android security apps. Use these must-have 13 Android security apps and sleep easy. Continue Reading
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Android security issues, especially around Android app security, make IT admins weary about enterprise support. But new versions address some risks. Continue Reading
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