bluuebunny/crossref_metadata_2025 huggingface dataset:
A Taxonomy of Bargaining Models
Authors: Oliva Terence A. , Leap Terry L.
Published: August 2005

This paper presents a classification scheme to be used as a starting point for comparing and integrating the multitude of bargaining models that have been developed. Additionally, in tabularform the strengths, limitation, and selected examples for each model type are presented. Unlike most taxon-omies, the categories are presented in pictorial form. This unique mode of presentation helps the reader more easily undserstand the given classifica-tion scheme as well as point to areas for possible future research and integration.
Quasiexperimental Research in Organizations: A Critique and Proposed Typology
Authors: Duncan W. Jack
Published: August 2005

The experiment has been the hallmark of empirical science. In recent years, the impracticality and sometimes impossibility of conducting ex-periments in real organizations has led to the increased use of quasiex-perimental research designs. This paper begins with a review of the ad-vantages and disadvantages of traditional experiments. Two major categories of quasiexperimental designs are then presented. Constructive techniques are evolutionary and make improvements on the basis of prior experience. Accommodative techniques adjust to the demands of the research situation. The paper is concluded with a method of classifying and selecting quasiexperimental designs on the basis of the purpose of the research.
Job Change: A Naturally Occurring Field Experiment
Authors: Keller Robert T. , Holland Winford E.
Published: August 2005

A naturally occurring field experiment of job change was conducted over a one-year period in three applied research and development organizations. The experimental group (n = 42) were those employees who had been promoted or assigned to a different job. Employees who had maintained the same job made up the nonequivalent control group (n = 166). Standardized change score analysis showed the job change group to have greater increases in performance, innovativeness, and job satisfaction, as well as a greater reduction in role ambiguity when compared to the nonequivalent control group. In addition, the job change group reported greater increases in the job characteristics of variety and task autonomy, as well as in the role requirements of integration and boundary-spanning activities. The importance of the results and the role of field experimentation are discussed.
Inter-Relationships Between Organizational Commitment and Job Characteristics, Job Satisfaction, Professional Behavior, and Organizational Climate
Authors: Welsch Harold P. , LaVan Helen
Published: August 2005

Commitment to the organization is an important behavioral dimension which can be utilized to evaluate employees' strength of attachment. Keeping employees highly committed is important, especially in not-forprofit firms whose salary scales may not be as competitive as industrial firms. Management is concerned with identifying those variables that are related to organizational commitment in order that they may design organizational strategies to maximize commitment levels. Results in a healthcare institution indicate that role conflict and role ambiguity are detrimental to commitment, while a participative climate, power, teamwork, reading professional journals, satisfaction with work and promotion opportunities, age, GS level, tenure, and length of professional employment are positively related to organizational commitment.
The Impact of Task-Related Information on Performance Variability
Authors: McKenna Jack F. , Dubin Robert
Published: August 2005

The focus of this study was regulation/control. One hundred and fifty subjects participated in a laboratory experiment in which they were given varying amounts of task-related information, in the form of instructions, on how to complete an assembly procedure. This resulted in the subjects completing the experimental task with a low, moderate, or high degree of task information prescribed for them. Generally, the findings of the study demonstrated that subjects in the less-controlled experimental groups have considerably greater variability of performance times, while participants given maximum task information had only a minimum degree of variability in completion times. The findings suggest that as the amount and appropriate timing of task information is optimized, variability among individuals completing the task decreases.
Communication-Conflict Predisposition: Development of a Theory and an Instrument
Authors: Brown Charles T. , Yelsma Paul , Keller Paul W.
Published: August 2005

This paper has two objectives. First, it presents a brief informal statement of a theory of the dynamic constructs of personality bearing upon conflicts within and between people. The six dynamics (range of feelings, task energy, respect for community, respect for others, desire for control, and concern for one's own self-uniqueness) are based on the concept-free research of Osgood et al. and Bales. Second, it reports the reliability and validity of an instrument which, using scales for the six dynamics, is designed to measure the degree to which one is predisposed to handle conflict constructively (win-win) or destructively (win-lose). Internal and test-retest reliability of the instrument are acceptable for basic research. Several field studies suggest criterion validity. Construct validity was examined by comparison with three other instruments, which were supportive.
Participation in Decision-Making: An Examination of Style and Structure and Their Effects on Member Outcomes
Authors: Nightingale Donald V.
Published: August 2005

The relationship between "formal" decision-making structure and "informal" supervisory style and their joint effects on organization member outcomes is examined in a sample of 1000 organization members in a matched sample of ten formally participative organizations and ten matched counterparts of conventional hierarchical design. Both style and structure are found to have significant effects on member outcomes. Style has a more powerful effect on member outcomes than structure. The relationship between supervisory style and decision-making structure is discussed and the implications for organizational development are examined.
The Application of Team Building
Authors: Liebowitz S. Jay , de Meuse Kenneth P.
Published: August 2005

This paper reviews the literature on the organization development strategy known as team building. Included are a definition and conceptualization of team building, a comparison of team building with laboratory training, a series of assumptions underlying the strategy, the major purposes of team building, and a description of several models of team building. In addition, the process of team building is presented; the steps in the team building process are outlined, a variety of techniques for problem diagnosis and solution generation are listed, and the roles played by the team building consultant are reviewed. Further, several important prerequisites to enhance the probability of success of team building interventions are considered. Finally, the utility of team building is discussed.
Notes on the Psychology of Writing
Authors: Green D. W. , Wason P. C.
Published: August 2005

Most psychological research on expository writing is conducted within a purely cognitive paradigm. Writing provides a test case of its generality because the claims which writers make about their experience are incompatible with any purely cognitive model. We maintain that the fundamental problem of writing is affective, concerned specifically with the attitudes of openness and trust. A method of writing is presented which we conjecture induces such attitudes. Its efficacy may be tested on individuals suffering from writing difficulties.
Human Migration and the Acculturation of Minorities
Authors: Smither Robert
Published: August 2005

Majority-minority relations have historically taken the forms of elimination, segregation, fusion, assimilation, or pluralism. Cultural pluralism, which is the dominant ideology in the world today, is based upon the assumptions of tolerance on the part of the majority and a willingness to learn on the part of the minority. This process of learning is called acculturation. Modern theories of acculturation have tended to neglect the importance of individual differences in the process of adaptation. The socioanalytic model, based upon psychological role theory and studies of natural language, offers a model of acculturation which accounts for individual differences as well as situational factors which affect acculturation.
An Approach to Quantifying the Needs of Dual-Career Families
Authors: Pendleton Brian F. , Poloma Margaret M. , Garland T. Neal
Published: August 2005

Research on the dual-career family is identifying strains and costs particular to women who are attempting to balance the two roles of career and family. Counseling and associated research have not, as yet, provided knowledge that would lead to the more effective counseling of women in dual career families. Using wives in the second phase of a longitudinal study of 53 dual career couples, this study inductively derives a set of dual-career scales useful for counseling: family and career interface, personal satisfaction with trend setting, career support of the traditional wife-mother role, trend breaking, trend maintenance, and compensatory factors. All met stringent reliability analyses and S form Guttman scales that allow for the internal ordering of subareas from least difficult to most difficult. These subareas in the Guttman scales provide a quantitative base for identifying in detail areas to counsel and which areas must be counseled first before other diagnosed problem areas can be coped with.
Concerns of the Israeli: Change and Stability from 1962 to 1975
Authors: Kats Rachel
Published: August 2005

Change and stability in human concerns over time was studied, using questions developed by Hadley Cantril and based on data from two Israeli surveys, conducted, respectively, in 1961 and 1975. The questionnaire contained open-ended questions, to which the respondent described either his personal or his country 's future in a positive (hopes) or negative (fears) response and a Self-Anchoring Rating Scale, by which the respondent ranked himself and his nation in various time perspectives against a future described in his own terms. A basic hypothesis was that in the more than 10-year interval between surveys, concerns and their salience would have changed in response to major social changes (primarily, two wars) which occurred in Israeli society during this period. Nevertheless, basic concerns were expected to remain stable. Shifts in concerns were found, both on the personal and the national level. There was a drop in the general mood, and topics related to war and economy changed in salience. Issues directly concerning war and its consequences were mentioned more frequently in the later survey; and new, related issues became relevant (fear of terrorism, prolonged army reserve service, fear of destruction of the State). Economic issues, formerly concerned with productivity, now centered on inflation and standard of living. Yet basic concerns with health, children, and the family remained, overarched by the wish for peace and fear of war, the most important concerns of the 1970s.
Background, Personality, Job Characteristics, and Satisfaction with Work in a National Sample
Authors: King Michael , Murray Michael A. , Atkinson Tom
Published: August 2005

The impact on job satisfaction of job attributes, biographic characteristics, and personality is examined. Data from a 1977 national survey of 3288 adult Canadians revealed that personality and job characteristics have strong, independent associations with a multidimensional job satisfaction index. Personal alienation and internal-external control had sizable correlations with the index when job characteristics and personal background were controlled. All variables considered together account for 30% of the variance in job satisfaction. The reciprocal nature of cause and effect in the association between personality and job satisfaction is discussed in light of other recent analyses of panel data on response to work.
Climate: A Reconceptualization and Proposed Model
Authors: Field R. H. George , Abelson Michael A.
Published: August 2005

Climate is presented as a perceptual attribute on an organizational, group, and individual level. The climate construct is defined and key issues concerning climate, which have been identified by past research, are addressed. These issues are level of analysis, measurement, validity, redundancy and usefulness. A model which represents the traditional conceptualization of climate is given. This model is later revised by integrating aspects from the discussion of the key issues. The paper concludes with recommendations for future climate research.
The Relative Contribution of Perceived Skill-Utilization and Other Perceived Job Attributes to the Prediction of Job Satisfaction: A Cross-Validation Study
Authors: O'Brien Gordon E.
Published: August 2005

With a representative sample of 1383 Adelaide employees it was found, using simple multiple regression, that job satisfaction was significantly predicted by the perceived job attributes of skill-utilization, influence, variety, pressure, and interaction. For the total sample, skill-utilization was the strongest predictor of job satisfaction. In order to measure the degree of over-estimation of R2, a double cross-validation of the data was conducted. The R2 varied from .47 to .51 and the beta coefficient for skill-utilization remained the highest and varied from .48 to .50. The effects of multi-collinearity were measured using principle components analysis and measures of the variance inflation factor for each beta coefficient. It was concluded that multicollinearity was not a significant problem for these data. The degree to which the observed association between job satisfaction and skill-utilization was due to content similarity of the scale was assessed by deleting ability items from the job-satisfaction scale. There was only a slight reduction in the magnitude of the skill-utilization beta coefficient. Skill-utilization remained the strongest predictor of job satisfaction when the JDI (work itself) was used as the criterion with a separate sample. There was a small reduction in R2 and beta coefficients but not sufficient to suggest that the original associations were due to content similarity. Finally, the generality of the regression results was examined by repeating the regression within occupational groupings.
Work Group Flexibility: Development and Construct Validation of a Measure
Authors: Kozan Kamil
Published: August 2005

This paper develops and tests a measure of flexibility of work groups in steady-state functioning. The measure incorporates two different problems of adjustment in work groups, namely rigidity and disorganization, within aflexibility-inflexibility continuumn. The measure was aplied to three areas of work group activity in which environmental variations call for adjustment: allocation of tasks to members, use of rules and procedures, and communication patterns. The composite flexibility scale and the component rigidity and disorganization scales were found to have satisfactory internal consistency. Construct validity was investigated by relating the flexibility measure and its components to selected group variables which were theoretically expected to predict flexibility. Partial support was obtained for the hypothesized relationships in the present sample of groups. The integration of rigidity and disorganization within a composite flexibility scale is justified on the basis of thesefindings. Suggestions forfurther construct validity investigations for the flexibility measure are pointed out.
Sociotechnical Theory: Managing Boundaries to Enhance Student Learning
Authors: Davis Robert H.
Published: August 2005

This article examines some of the implications of sociotechnical theory for instructors and administrators in higher education. Concepts that have been used in the past primarily to describe and explain behavior in business, hospitals, and similar organizations, are applied to educational settings and problems. Among the concepts developed and applied in this analysis are those of boundary maintenance and control, defense against anxiety, the effects of uncertainty on instructional design, and "quality of life" issues in the classroom. The function of instructors is described as defining boundaries and regulating transactions across them. The major responsibility of students is posited to be learning, a responsibility which they must accept if the system is to accomplish its primary task.
Burnout: Summary and Future Research
Authors: Perlman Baron , Hartman E. Alan
Published: August 2005

The burnout literature is reviewed, compared, and summarized. Based on this process a definition of burnout is proposed encompassing three components: emotional and/or physical exhaustion, lowered work productivity, and overdepersonalization. A model to aid researchers is presented accompanied by research questions in need of answer if burnout is to be more fully understood.
The Management Science of the Management Sciences
Authors: Tinker Tony , Lowe Tony
Published: August 2005

This paper questions the present allocation of research effort in management science: the extensive concern with "technical" and computational intricacies and the relative neglect of the subject's overall intellectual structure. We argue that management science is in danger of stagnating in a technical morass and we illustrate this point by using the current editorial practices of the journal Management Science and the college structure of The Institute of Management Science (TIMS). The reluctance to challenge and question the "departments" of knowledge underlying management science ensures that certain issues are precluded from academic discussion. These include the nature of the subject's social role; the kinds of social conflicts in which the management scientist participates; the identity of the subject's patrons and their impact on the subject's direction and contents; the interest groups who are best served by the way the subject is currently conceived, and the (inevitably) partisan role played by theories, theoreticians, and practitioners. The paper illustrates how these issues might be investigated using an approach to general systems theory. This analysis results in a reclassification of Management Science departments and TIMS colleges: one that highlights those areas that are neglected by the current conceptualization of the subject.
Predictors of Faculty Intent to Exit the Organization: Potential Turnover in a Large University
Authors: Zey-Ferrell Mary
Published: August 2005

A comprehensive model of intent to exit (leave) the employing organization was developed to include personal traits, early childhood socialization, higher education socialization, occupational status, personal values, general attitudes, professionalism, dissatisfaction, and support for collective bargaining variables. A representative stratified random sample yielded a 69.7% return rate of university faculty of a major state university in the midwest. The findings of the regression analysis of all variables in the model demonstrated that attitudinal support for collective bargaining, job dissatisfaction variables, personal traits of age and sex, and selected measures of professionalism were the major predictors of intent to exit the organization. This analysis further demonstrated the need for a more comprehensive model of intent to exit which includes not only the more often used psychological variables but also structural variables and alternative methods of modifying the employing organization which may be available to employees, in this case collective bargaining.
Toward a Better Understanding of the Delivery of Primary Care: The Patient, the Provider, and Their Interaction
Authors: Weinberger Morris , Greene James Y. , Mamlin Joseph J.
Published: August 2005

A holistic theoretical model is presented which attempts to integrate various perspectives and findings in order to research questions related to the provision of high-quality, patient-sensitive, primary care. The model is divided into three broad components: the patient world, the provider world, and their interaction. "World" refers to the background, attitudes, and social support systems of each group. Following a detailed description of the paradigm and its underlying rationale, specific methodologies to better understand patient and provider satisfaction, patient compliance, and medical outcome are described. Hypotheses are proposed which are currently under investigation at a university-based municipal hospital. Initial findings and proposed strategies for later investigation are discussed, along with broader, nonmedical implications of this research.
Job Difficulty as Interpreted by Incumbents: A Study of Nurses and Engineers
Authors: Ivancevich John M. , Smith Samuel V.
Published: August 2005

Job difficulty is a concept that can play a prominent role in the application of management implemented job redesign, training, performance appraisal, and goal setting programs in organizations. Interviews, card sorting, and categorization procedures were used with randomly selected nurses and engineers to develop occupation specific job difficulty scales. The scales were then administered to 130 nurses and 159 engineers. Separate factor analyses revealed three job difficulty dimensions for nurses and three for engineers. ANOVA and stepwise multiple regression were used to examine the relationships between the dimensions and such outcomes as satisfaction, job tension, summated performance ratings, and objective performance measures. It was determined that the various job difficulty dimensions were differentially related to the outcome measures in both groups.
Participation in Organizational Change: A Longitudinal Field Study
Authors: Nurick Aaron J.
Published: August 2005

This study was carried out as part of a long-term Quality of Work Life experiment in one division of a utility. The experiment is part of a national effort to examine collaborative union-management problem-solving and change implementation. The purpose of the study was to determine the impact of a formal participative process of implementing change established as part of the experiment. Participation occurred in two levels or intensities: (1) direct via membership on either a joint committee or on one of several task forces, and (2) indirect or nonmembership. Subjects were measured at three points in time on a variety of perceptual and attitudinal measures. An analysis of covariance revealed that when job level and pretest scores were held constant, direct participants increased in their perceptions of influence in decision-making and in organizational attitudes in comparison to indirect participants. A second analysis indicated that the changes persisted during an additional time interval. It was concluded that the participative process was a major intervention in the experiment. Recommendations for enhancing formal modes of participation were provided.
Personality Determinants of Leadership and Participation in a Sociotherapy Program
Authors: Smith Bruce L. , Fromm M. Gerard
Published: August 2005

The present study explores the relationship between personality and the differing modes of participation in a sociotherapy program set in an open, voluntary, long-term psychiatric hospital, in order to further our understanding of the relationship between sociotherapy and psychotherapy. Three groups of patients were defined from the recent population of the hospital: leaders, workers, and nonworkers, and clinical and psychometric data were compared across the groups. Mode of participation, as expected, was found to be unrelated to diagnosis or severity of disturbance. TAT stories were rated for power and affiliation motivation and power motivation was found to be positively correlated with leadership for female subjects, and strongly negatively correlated with leadership for males. Affiliation needs were found to be slightly negatively correlated with the adoption of a worker role. These findings were interpreted both in terms of the psychodynamics of the individual patient and in terms of the group and institutionalforces that influence individual roles. The interaction between group and institutional dynamics and individual psychodynamics in determining behavior of hospitalpatients was stressed.
Perceptions of the Policy-Making Environment: Cognitive Differences Among Administrators in Five Federal Agencies
Authors: Linder Stephen H.
Published: August 2005

The bureaucratic environment is widely recognized as an important influence on administrative behavior. Nonetheless, few studies of public agencies have attempted to measure the significance of administrators' perceptions of this environment; perception shapes the understanding and interpretation of the information that premises policy decisions. This study examines the nature of the subjective environment, based on perceptions and beliefs about the influential actors who occupy the objective one. The purpose of this work is to extend the efforts of the cognitive process theorists by developing an empirical representation of the subjective environment that accommodates individual differences, assessing its relation to other beliefs and to organization activitities, and evaluating its impact on the initiation of policy changes. Evidence supporting suspected impact calls for an extension of bureaucratic theory to account for the contribution of perceptual biases to administrative behavior.
Fear of Success and Women Employees
Authors: Popp Gary E. , Muhs William F.
Published: August 2005

Fear of success in 214 male and female employees was tested utilizing an objective, self-report measure. Higher fear of success in females was not supported. However, significant differences were found in terms of age, ethnic background, pay levels, and years with the organization. Results indicate that the focus of future research should be on important workrelated variables which may provide more illumination than simplistic sex stereotyping in terms of "fear of success." Suggesting that women as a group suffer higher fear of success than men, given research evidence to date, is unwarranted. It seems likely and logical that success, a difficult term to define and one which is probably unique to each of us, is affected by a host of areas in our work environment, not just a fear of success. Past studies have identified many of the relevant variables, some of which were used in this study. Fear of success, while highly popular, is unable at its present stage of development to contribute much to the understanding of the complex process of motivation, achievement, and success.
Perceived Feminine Role Orientation and Self-Concept
Authors: Nielsen Elwin C. , Edwards Jeanne
Published: August 2005

This study was designed to explore the relationships between perceived feminine role orientation and positive self-concept, as measured by scores attained on the Inventory of Feminine Values (IFV) and the Total Positive Scale of the Tennessee Self Concept Scale (TSCS). Analysis of variance computation on a sample of 87 women indicated that there was no difference in positive self-concept for women who perceived their feminine roles as liberal, those who saw their roles as traditional, and those who had a neutral orientation. All three groups had Total Positive Self scores, of the TSCS, above the norm mean. Marital status and religious background were correlated with role orientation. The authors interpreted the results as providing a basis for questioning previous writers' assumptions that a neutral or androgynous role orientation is the most helpful one for women to assume, and suggest that primary effort be directed at encouraging and helping women to make their own role choice.
Conflict and Dominance in Television-Mediated Interactions
Authors: Barefoot John C. , Strickland Lloyd H.
Published: August 2005

A simulation of a supervisor-worker conflict was performed with fourperson groups in either a face-to-face or a television-mediated communication setting. Face-to-face groups were more likely to reach solutions indicative of high intragroup conflict. Although mean values did not differ, there was more variability among face-to-face groups in discussion time and measures of supervisor dominance. These results were interpreted as suggesting that electronic mediation serves to weaken the forces of emergent leadership.
Role-Set Configuration and Opportunity as Predictors of Unethical Behavior in Organizations
Authors: Zey-Ferrell Mary , Ferrell O. C.
Published: August 2005

Role-set configuration is examined as a predictor of ethical/unethical behavior among two random samples of advertisers [corporate clients and ad agency account executives]. The specific reported behaviors analyzed are intraorganizational behaviors available to most employees. The conceptual framework is based on differential association theory and role set configuration analysis. The three dimensions of role-set configuration used to predict ethical/unethical behavior are organizational location, relative authority and referent others' beliefs and behaviors as perceived by the focal person. The focal person's opportunity to participate in unethical behavior is also a predictor variable. Eighty-nine corporate clients and 136 agency advertisers responded to a questionnaire [a 33% return rate] consisting of a slightly revised version of Newstrom and Ruch's ethics scale. Seven types of predictors of ethical/unethical behavior, "What I do," are developed through principal component factor analysis. These seven variables include the beliefs and behaviors of referent others in various locations and authority positions which affect the focal person: [1] the focal person's beliefs, "What I believe"; 12] what the focal person thinks his/her peers believe, "Peer beliefs"; [31 what the focal person thinks his/her top management believes, "What top management believes"; [4] what the focal person thinks his/her peers do, "What my peers do"; [5] the opportunity the focal person thinks he/she has to become involved in ethical/unethical behavior, 'My opportunity"; [6] and [7] what the corporate client thinks the advertising agency believes, "What the agency believes" and what the ad agency thinks the corporate client believes, "What the corporate client believes. " Focal persons were asked to respond to either variable [6] or [7] depending on which was a referent. This research demonstrates the influence of role-set proximity in predicting the ethical/unethical behaviors of both the corporate clients and the ad agency account executives with intraorganizational relationships being more important than interorganizational relationships. Interorganizational role-set of corporate clients for ad agency account executives and vice versa is not a predictor of ethical/unethical behavior. Opportunity is a predictor of ethical/unethical behavior for both respondent types. The relative authority and attitude/behavior dimensions influence ethical/unethical behavior of both respondent types, although corporate advertiser's ethical/unethical behavior is predicted by top management's beliefs and the ad agency account executives' ethical/unethical behavior is predicted by the behaviors of peers.
Improving the Quality of Field Research Training
Authors: Smith H. W.
Published: August 2005

Can apprentice field workers be trained to be sensitive to their individual observational biases? Can these observational biases be altered to result in significantly higher data quality, reliability and validity? Results of an apprentice field worker training program using pre-training and post-training measures of field worker observational skills measured by responses to ethnographic documentary films indicates encouraging improvements in ethnographic reliability and validity skills of student trainees.
Cooperative and Competitive Styles-the Construct and Its Relevance
Authors: Cohen Jiska
Published: August 2005

The implications of cooperative and competitive styles of individuals have been studied. One hundred thirty-two undergraduate students participated in the experiment. In the first part of the experiment they were asked about their preference to study competitively or cooperatively. In the second part they were randomly assigned to competitive, cooperative, or tutorial learning situations. It was hypothesized that interpersonal relations of cooperative individuals would be superior to those of subjects who preferred competition. It was also hypothesized that interpersonal attitudes would be more positive in the cooperative and tutorial situations than in the competitive one. Both hypotheses were confirmed by the results. The construct of cooperative and competitive personal styles is discussed as well as some implications of the findings.
Social Exchange and Moral Development: Dimensions of Self, Self-Image, and Identity
Authors: McDonagh Eileen L.
Published: August 2005

This paper argues that the exchange theories of sociological utilitarianism should be combined with ethical theories premised on the intrinsic value of human life in order to understand more completely the components of human interaction. This is necessary because each theory relies on a distinct social-psychological dimension of human behavior: ethical theories explicate the concept of the "self," which psychologically functions as evidence that the individual "exists," whereas social exchange theories explicate the narcissistic concept of "self-image," defined as the pleasure and/or pain of existence. It is further argued that a particularized combination of self and self-image produces an individual's concept of "identity." The value of integrating these concepts into an analysis of human interaction is most easily seen when applied to traumatic human interaction. Here the resulting psychological damage can be effectively analyzed and better understood by reference to these three dimensions: self, based on a principle of ethics; self-image, based on a principle of utility; and identity, based on a particularized combination of self and self-image. This treatment of traumatic human interaction synthesizes literature on social exchange (especially the work of George Homans), ethical theories of human value (especially the work of Lawrence Kohlberg), literature on trauma (especially that of Robert Jay Lifton), as well as psychological theories of self, self-image, and identity (especially the work of Kernberg, Kohut, and Erikson), thereby contributing a new perspective to our understanding of the bases of human interaction.
Human Needs and Job Satisfaction: A Multidimensional Approach
Authors: Cawsey Thomas F. , Reed Philip L. , Reddon John R.
Published: August 2005

Francophone (n = 90) and Anglophone (n = 106) managers for a national consumer lending company in Canada responded to measures of human needs (Personality Research Form) and Job Satisfaction (Job Descriptive Index). Needs are transformed to remove multicollinearity and a multivariate model developed to account for variation in job satisfaction. A considerable amount of the variance in job satisfaction is accounted for by human needs that are highly independent of social desirability responding. There are differences in the explanatory variables of the two samples. Implications regarding job redesign are discussed. In particular, the normative orientation in the literature regarding appropriate needs for organizational research is questioned, and the importance of considering the multidimensional nature of need structure is stressed.
Social Identity and the Readiness for Social Relations Between Jews and Arabs in Israel
Authors: Hofman John E.
Published: August 2005

This paper examines the social identity of Arabs and Jews in Israel and its relationship to the readiness for establishing and maintaining intergroup contact. Social identity is defined in terms of self-esteem and the national, civic, religious, familial, residential, and vocational subidentities. The structural coherence of the indentity system was demonstrated for both Jews and Arabs, but while subidentities among Jewish subjects tend to be positively interrelated, there is strain within the Arab system, revealed by a negative correlation between the national and civic subidentities, among others. Readiness for relations with members of the other group is higher for Arabs than for Jews and also more clearly related to several subidentities. Jewish readiness for social relations with Arabs is weakly related to the identity system. Identity variables may be promising mediators between situational antecedents and intergroup attitudes, but mainly for members of the minority.
The Work-Leisure Relationship: Evidence for the Compensatory Hypothesis
Authors: Miller Lynn E. , Weiss Richard M.
Published: August 2005

Research has generally found positive relationships between work and leisure, such that people choose leisure activities involving the same psychological, social, and behavioral skills as their work. The present study argues, however, that negative relationships may also occur, with individuals sometimes compensating for work deficiencies through leisure activities. Evidence is presented showing that individuals with low occupational status are more likely to stress the importance of prize winning in leisure than individuals with high status. Since low- and high-status individuals did not differ in their abilities actually to win prizes, the results are attributed to the desire of low-status individuals to compensate for lack of occupational status through leisure achievement.
Psychiatric Versus Social Factors: An Attempt at Integration
Authors: Townsend John Marshall
Published: August 2005

This paper attempts to resolve the controversy between the proponents of clinical psychiatry and their critics who favor sociocultural explanations of mental disorders. The validity and the limitations of both approaches are analyzed. The labeling and societal reaction approaches are differentiated from more general sociological explanations and, depending on which of their tenets is under evaluation, are shown to have varying degrees of validity. Similarly, empirical research in psychiatry suggests that levels of reliability and validity are low compared to other branches of medicine. The problems of validity and reliability are compounded in psychiatry due to the lack of demonstrable organic pathology for the functional mental disorders and the lack of convergent but independent diagnostic indices. The question of whether psychiatry's primary function is medical or one of social control is discussed. Finally, an interactional framework is presented. This framework encompasses major research findings from both sides and attempts to integrate the two approaches.
Limiting Case Models in the Behavioral Sciences: Perfect Competition, Perfect Benevolence, and Perfect Malevolence
Authors: Busching Bruce , Milner Murray
Published: August 2005

By isolating key variables and limiting their value, limiting case models portray processes that are empirically rare or nonexistent. Such models, however, have often been extremely useful in the analysis of events in the real world. The perfect competition model, borrowed from economics, has been useful in analysis of social behavior, but many social phenomena appear rather far removedfrom the limited assumptions of this model. This paper proposes two additional limiting case models-perfect benevolence and perfect malevolence-as alternative ideal descriptions. Insights from the three ideal models are then used to develop a more general model with less restrictive assumptions based on four variables: degree of monopoly, degree of explicitness, identification, and terms of exchange. Several empirical applications are discussed.
Meditation Program and Modern Youth: Dynamics of Initiation
Authors: Ganguli H. C.
Published: August 2005

A group of 230 young men and women from the American continent, members of an organized meditation program group, has been studied. The aim of the study was to analyze the motivational factors that led them to join the group. The method used was the Critical Incident Technique, responses to which have been content analyzed and appropriately coded and scored. Ten broad motivational themes have been isolated-Situational Stress of Diverse Types, Social Isolation and Lack of Meaningful Relationship, Drug Abuse, Disturbance of Affect, Disturbed Life Style, Problems of Identity and Anomie, Cognitive Needs, Conative-Affective Needs, Incidental Motivation, and Friends and Relatives as Motivators. Each of these themes has been further subdivided into subcategories or codes. It was found that the major specific motivational factors were: Curiosity about Occult and Parapsychic Phenomena, 16%; Depression, 15%; Need to Understand Problems of Human Existence, 12%o; Disturbed Life Style, 9%; Drug Abuse, 8%; Anxiety and Tension, 8%; Social Isolation, 7%. Data have been provided for other minor factors. The role of friends and relatives in the decision-making process has been brought out. Further analyses have been made in terms of deficiency and growth needs, of intrinsic and extrinsic motivation, and of initiating and maintenance factors relating to compliance to meditation schedule. On the basis of the present study, it has been suggested that a therapeutic-cum-growth model of meditation is more appropriate than a medical-therapeutic model.
Perceived Task Characteristics and Employee Productivity and Satisfaction
Authors: Griffin Ricky W.
Published: August 2005

This study tests the relationships among employee perceptions of task attributes and long-term productivity and job and overall satisfaction. Measures of perceived task attributes, individual growth need strength, and job and overall satisfaction were obtained by questionnaire from 100 randomly selected employees of a manufacturing firm. Productivity was computed as the average daily output (quantity adjustedfor quality) of each employee for a one-year period of time. Strong positive correlations were found between certain task attributes and productivity and job satisfaction. Overall satisfaction was unrelated to task attributes. Further, growth need strength was found to moderate the task attribute-job satisfaction relationships. This moderating effect was demonstrated by both subgroup and moderated regression analyses. No moderating effects were detected for either of the other two relationships. Finally, implications for future task design research are discussed.
Reversal in Preference Responses to Two Types of Injustice Situations: A Methodological Contribution to Equity Theory
Authors: Tornblom Kjell Y.
Published: August 2005

Equity theorists have frequently attempted to rank order situations of injustice in terms of preference, motivation to redress justice, and/or overt behavioral responses. The present paper deals with some difficulties facing those efforts and proposes a basis for more precise predictions. It is shown, through a structural specification of their various component types (socalled minor types), why a situation which is less preferred than others in one case may be more preferred than those in another, i.e., the preferential order reversed. This is demonstrated empirically in the present study. Two major types of injustice situations (Under/Over and Under/Just) were involved, one more unjust than the other. Each one encompassed, and was represented by three structurally different minor types. According to the predictions, subjects' preferences for either one of the two major types of injustice situations varied with the particular minor type presented in the study as representing the underlying major types. The findings have implications for the design offuture equity studies.
The Organizational Dynamics of Service Provision in a Machine and a Reform County Agency
Authors: Tucker Sharon
Published: August 2005

The political environment of a tax-supported agency is a potentially critical variable affecting the organization's structure and processes. Internal organizational dynamics in turn affect the efficiency and innovativeness of service delivery. Machine and reform governments are very different political environments for public agencies. In particular, machines have highly concentrated power over agencies and use the agencies for placement of patronage workers. Reform governments have much more diffuse power and a general policy of noninterference with public agencies. This research examines the organization's response to political control of its budget and to patronage placements. The method was a case study of two county health departments using long-term observation and formal and informal interviewing. Important differences were found between the machine and reform county health departments. Hypotheses are developed that will explain the differences based on the interaction of budget constraints, the level of professionalism, and level of political control over agency staff.
A Participative Design for Dispersed Employees in Turbulent Environments
Authors: Williams Trevor A.
Published: August 2005

Approaches to sociotechnical redesign of work organization have concentrated on developing self-managing teams, using direct task interdependences as the basis for redesign. However, situations exist where it is extremely difficult to redesign work organization in this way. They arise when individuals are linked only indirectly through their separate contributions to organizational performance. Hence, in order to increase organizational effectiveness and employee satisfaction in turbulent environments, new designs for participation and collaboration must be found which do not depend on creating self-managing work teams. The experience reported here suggests that the "core management group" concept is an effective mechanism not only for employee participation in management decision-making, but also for increasing their ability to respond to change and uncertainly affecting their immediate work situations.
Assessing the Quality of Internat Life
Authors: Wozner Yochanan
Published: August 2005

A conceptual framework is presented for defining and assessing the environment in "total institutions" (internats). This conceptual framework based on the Quality of Life Map, includes the systemic components of the internat and its environment.
An Empirical Study Measuring Conflict in Problem-Solving Groups Which are Assigned Different Decision Rules
Authors: Falk Gideon
Published: August 2005

The paper has two goals. First, to find out whether majority rule or a unanimous decision rule would facilitate more task conflict. Second, to develop several operational measures of task conflict. The study used an experimental design using 18 groups. The group discussions were tape recorded and coded using the valence coding system (Hoffman & Maier, 1964, 1967). Eight operational measures of task conflict are presented and used to test the main hypothesis. The results indicate that in unequal power groups an assigned majority rule facilitates more task conflict than an assigned unanimous rule or no assigned decision rule. The eight measures of task conflict are shown to be useful but require additional refinement.
Paradigms for Societal Transition
Authors: Perlmutter Howard , Trist Eric
Published: August 2005

Three world views or paradigms-Industrial (I), De-Industrial (D), and Symbiotic (S) -are compared in their expression in 12 selected key institutions of Advanced Western Industrial Societies at four levels: at the macro level, the nation state, the market economy, the pattern of Advanced country-Lesser developed country relations, the Welfare State and representative political democracy; at the meso or intermediate level, the private corporation and the metropolitan city; at the micro level, the nuclear family and the autonomous individual; at the socio-cultural level, classical science, the pattern of technological choice, and continuous formative education. The "whole-brained"processes associated with Paradigm S are adjusted to be increasingly more suitable for our present and future turbulent society and provide the basis for a paradigm for societal transition.