bluuebunny/crossref_metadata_2025 huggingface dataset:
You Can't Take Fingerprints Off Water: Police Officers' Views Toward "Cop" Television Shows
Authors: Arcuril Alan F.
Published: August 2005

Given the disclaimers of the tentative and suggestive nature of the data, a majority of the 816 police officers in this study indicated that they viewed police shows that stressed professionalism. Police professionalism, which seemed to explain the popularity of some shows and the disdain for others, was discussed in terms of three overlapping factors: reality of the episode, believability of cops, crooks, and dialogue, and correctness of investigatory and other procedures. Of the 13 police shows surveyed, Adam 12 achieved the highest scores from policemen on both the realism and frequency dimensions. Interesting dialogue, humor, and correct police procedure were cited time and again by respondents who watched this show. Yet the key to the explanation of Adam 12's apparent popularity-along with F.B.I., Dragnet, and Streets of San Francisco-seems to be the high level of professional conduct. In all these shows, police are portrayed as competent, well-trained, dedicated-and professional. If the plots are occasionally melodramatic, the police are steady in their performance. The police television show has replaced the modern western. Excitement and violence are as common in arrests as the Wyatt Earp shootout was in days of yore-and just as false. Yet the political awakening of various repressed groups makes cowboy-and-Indian themes as passe as Amos 'n Andy. Too many "un American" episodes dealing with Indians punctuate American history. Police shows, however, capture the drama and action of these Western precursors while having legitimate villains-criminals. A major conclusion of this study is that television shows may help the policemen's image and, ironically, lead the public to expect too much.
Patterns of Alienation in Inner City Ghettos
Authors: Philliber William W.
Published: August 2005

Although high rates of alienation are known to exist in inner city ghettos, it is not known whether that alienation is directed toward society as a whole or if individuals make distinctions between different sectors of the social system. Relationships between the levels of alienation directed toward four aspects of society are analyzed to determine if they are the result of a single underlying response to society or if they are the product of separate orientations. The findings show that individuals in low-income areas develop a generalized response to the bureaucratic aspects of urban society. They do not view society in terms of its component subsystems but instead treat each sector as a part of the whole. However, the orientation of a person to his neighborhood is independent of his orientation toward other aspects of society.
Organizational Activism and Its Relation to "Reality" and Mental Imagery
Authors: Evered Roger D.
Published: August 2005

The paper explores some of the attributes of organizational activists, in terms of their personality types, their characteristic behaviors, and their imaging styles when personally confronting their own futures. It was found that activists prefer intangible imagery to the tangible sensible world; are intuitives rather than sensers; are internally rather than externally oriented; are somewhat compulsive; are self-generative in terms of their identity; and are diversity generators rather than diversity regulators. The study provides a significant bridge between (a) Lewin 's little-recognized formulation of the life-space notion in terms of 'degrees of reality/irreality'; (b) the intuitivesensing dimension of Jung's theory of psychological types; and (c) the internal-external dichotomy of Rotter and others. The overall aim of the paper is to contribute to the integration of the conceptual foundations of the social sciences, in order to create an eventual theory of social change. A redefinition of planning and change is presented, in terms of the interaction between the two kinds of reality discussed in the paper: Reality-], the finite sensible material reality, and Reality-2, the limitless world of symbols and imagery.
Job Characteristics and the Attitudes of Female Manual Workers: A Research Note
Authors: Birchall David , Wild Ray
Published: August 2005

This note reports an exploratory investigation of the relationship between certain job characteristics (cycle time, stage in the process, nature of the work, work pacing), workers'perceptions of their jobs, and their attitudes to them. Data were collected by interview and forced-choice questionnaire in respect of the jobs of 428 full-time female workers employed on 21 manual semiskilled jobs. Multiple linear regression was employed in order to control the effects of certain intervening variables. Job satisfaction was found to be positively related to stage in the process and work pacing, and negatively related to cycle time and nature of the work. The validity of some of the normal assumptions of job design is questioned and it is concluded that in some situations it may not be desirable to prescribe job designs that result in the provision of greater variety, responsibility, and worker control.
Indices for Consistency in Qualitative and Quantitative Structures
Authors: Peay Edmund R.
Published: August 2005

Indices for clusterability, a generalization of balance, are developed as measures of the tendency toward consistency in structures represented by signed graphs. The effects of path length are taken into account as well as the importance of algorithmic methods for analyzing complex structures. Strength of relationship is incorporated as the approach is extended to quantitative structures, where values are assigned to the interpoint relationships. Certain crucial advantages of analyzing quantitative rather than the usual qualitative structures receive attention, including the possibility of distinguishing different forms or levels of the consistency criterion. Relationships with existing indices are discussed.
Escalation: The Determinants of Commitment to a Chosen Course of Action
Authors: Staw Barry M. , Fox Frederick V.
Published: August 2005

Previous research has shown that individuals are most likely to escalate the amount of resources committed to a course of action when they have been personally responsible for negative consequences. The present study examined the process of escalation over three points in time and under four experimental conditions. A 2 X 2 X 3 factorial experiment was conducted in which personal responsibility, efficacy of resources, and time were the independent variables, and commitment of resources to a course of action was the dependent variable. The results replicated the escalation effect over an immediate time period, but showed that investment of resources in a course of action was not stable over time. Although there were immediate effects of personal responsibility and efficacy of resources upon escalation behavior, these two variables interacted with the time factor.
How Individuals Conceptualize Conflict: Identification of Steps in the Process and the Role of Personal/Developmental Factors
Authors: Louis Meryl Reis
Published: August 2005

Organizational conflict management has tended to emphasize the effects of another party's behavior and of background conditions upon an individual's conflict behavior, implicitly treating conflict parties mechanistically as interchangeable responders to conflict stimuli. In contrast, this paper highlights individual differences as significant factors in conflict management. Drawing upon the more humanistic and clinical psychological literatures, the present paper develops a conceptual framework of the process through which an individual conceptualizes conflict and the impact of personal/developmental variables upon conceptualization. The model was developed using methods of grounded theory generation. Stages in the conceptualization process were found to be: experience symbolization, causal attribution, intentional attribution, context analysis, content analysis, and choice assessment. Individual differences act as perceptual screens and can trigger distortional defenses at each stage in the processing of a conflict stimulus. The model offers a method of analyzing the effect of individual differences during conflict. Implications for intervention strategies and training of third parties are examined, and future research directions are suggested.
Protestantism and Retrospective Labeling: A Cross-Cultural Study in Person Perception
Authors: Goitein Bernard , Rotenberg Mordechai
Published: August 2005

Person perception was studied experimentally to test certain predictions following from Rotenberg's theory concerning the effects of the Calvinist conception of Man on Western culture. Americans scored significantly higher than Israelis on a Protestant ethic scale. When American and Israeli subjects were asked to rate, on the basis of past information, the probabilities of a person being at present a mental patient ("damned') or a successful businessman ("elect'", Americans were consistently more deterministic in their interpersonal perceptions than Israelis. The hypothesis that in retrospective labeling increases in probability ratings of the outcomes, once a label has been assigned, will be greater among Americans than Israelis was not confirmed. Implications for future research are briefly discussed.
Autonomy and Participation at Work
Authors: Gardell Bertil
Published: August 2005

The interrelationships of job content, job involvement, and worker participation are investigatedforprocess workers, massproduction workers, and batch workers, on the basis of a hypothesis that demandsfor workerparticipation are generally favored by autonomy and high skill characteristics in one's own job. As to demands for increased personal participation the hypothesis is supported in the process industry, but not in metalworking industry, where high skill demands are found in craft-based batch production. This difference is discussed in terms of integration and continuity in the production process. In both industries it is found that high involvement in repetitive and unskilled tasks is not accompanied by increased demands for participation. As to demands for worker participation through the system of representative democracy these are generally high and tend to increase with increasing autonomy in one's own job. Perceived success for the system of representative democracy leads to increasing demands for direct personalparticipation. Perceived worker influence is followed by increased job satisfaction.
What Future for the Female Subject? Some Implications of the Women's Movement for Psychological Research
Authors: Weinreich Helen
Published: August 2005

The scientific effects of the recent changes in perspectives on female role are reviewed, in terms of the rapid rise of research in the area of sex-role development, attribution of sex differences, and the attention paid to the biases consequent upon scientific as well as popular sex-role stereotyping. It is argued that not only more, but new, questions are being asked as a consequence of this change of perspective. A number of studies are examined that indicate the effects on female self-definition and self-evaluation of the cultural stereotypes. Studies of women's movement participants are reviewed that illustrate something of the processes and prerequisites involved in the rejection of sex-role stereotypes and the redefinition of the self. The interaction of political and scientific thought that is particularly manifest in this area of psychological investigation is commented upon.
User Influence and the Success of MIS Projects: A Contingency Approach
Authors: Edstrom Anders
Published: August 2005

In the present study we investigate alternative specifications of the relation-ship between user influence and the success of the management information system (MIS) project. The aim is to learn if success varies with the influence of different types of users, the phase of the development process during which influence is exerted, the effectiveness of the communication process, the characteristics of the task that the system is designed to support (task environment) and the characteristics of existing computer-based systems (system environment). Data are collected by structured interviews of key actors in the development process. The results indicate that the factors specified above are important contingencies for the relationship between user influence and the success of MIS projects. Tentative causal models are proposed to relate the important variables.
Administrator Effectiveness: The Effects of Advocacy and Information on Achieving Outcomes in an Organizational Context
Authors: Pfeffer Jeffrey , Salancik Gerald R.
Published: August 2005

The effects of (J) information about the distribution of subunit influence, (2) information about the subunit's standing on various dimensions, and (3) the effects of advocating that allocations be based on dimensions favoring the subunit were examined for a sample of academic departments in a large state university. Advocating the use of criteria favorable to the subunit was positively related to allocations, particularly for more powerful subunits and less critical and scarce resources. Knowledge about the organization's political structure primarily benefitted the allocations of less powerful de-partments. These results heldfor resources allocated through committees of department representatives. However, for general fund allocations, made through an administrative decision process, advocacy tended to decrease re-source allocations, with this effect observed more for high power depart-ments. The results are discussed in terms of the liaison role of the administrator, employing the conceptualization of the organization as a political economy.
Status Equilibration: Fueled by Uncertainty, Frustration, or Anxiety?
Authors: Trow Donald B.
Published: August 2005

Status incongruence in groups is thought to produce tension and to give rise to attempts at equilibration of the incongruence by one means or another. Status incongruence is inevitably confounded with its constituent status differences, however, and it is possible that they by themselves produce part or all of both the tension and the equilibration. Attitudes toward status and toward incongruence are here employed to disentangle these main and interactive effects. Results suggest that anxiety concerning status per se has more to do with both the tension and the equilibration of status incongruent encounters than does either sensitivity to the imbalance of incongruence or frustration engendered by its injustice.
Sex Roles and Personality Correlates
Authors: Nevill Dorothy D.
Published: August 2005

A list of 1, 000 names, stratified by sex and socioeconomic status, was randomly chosen from the population of a university community. A questionnaire packet consisting of the Bem Sex-Role Inventory, the Tennessee Self Concept Scale, and the Personal Orientation Inventory was mailed to those people who indicated a willingness to participate in the study. Analysis of the data revealed a strong positive relationship between androgyny as measured by the BSRI and the two measures of psychological health. The Results were taken to support the hypothesis that the availability of multiple soles to an individual was related to that person's skill in social behavior and to the larger context of healthy personality.
Group Size and Societal Conflict
Authors: Stavig Gordon R. , Barnett Larry D.
Published: August 2005

A number of studies dealing with subunits and total organizations have confirmed the relationship between large group size and increase in conflict and disputes together with decrease in morale, cohesiveness, and consensus. The question arises: Are the theoretical implications, empirical findings, and hypotheses for subgroups and total organizations generalizable to larger social systems? The size-conflict hypothesis is examined in relationship to the population size of nations and the magnitude of intranation and internation conflict. The results of the study show that the propositions formed at one level of analysis can be employed successfully at another level.
Toward an Adequate Theory of Stress Resolution in Work Groups
Authors: Pridham Karen F.
Published: August 2005

The theoreticalformulations of stress in small, face-to-faceproblem-solving or work groups that are available in the literature are characterized by conceptual problems which limit usefulness. In particular, the study of mechanisms which members use and the moves which the group as a whole makes to resolve a state of stress that is related to its functioning is precluded. This paper proposes a theoreticalformulation that is grounded in the work of W. R. Bion and that incorporates a concept of stress intended to permit analysis of group moves and individual mechanisms to resolve stress. Two extant theoreticalformulations of work group behavior that include a concept of stress related to group processes are reviewed in light of three metatheoretical criteria. These criteria are: (1) stress that is specified as a state of the group, (2) stress responses that are characterized by alloplastic adaptation (i.e., processes that modify circumstances or shape the environment), and (3) stress that is transactionally formulated (ie., the action of individual members is viewed as of and by the group in which the individual is integrally a part). Contributions of the proposed theoretical formulation for the study of group moves and individual mechanisms to resolve stress are discussed in terms of the three metatheoretical issues as well as the test-ability of the formulation.
Attitudes and Behavior: An Analysis of Specificity of Attitudinal Predictors
Authors: Jaccard James , King G. William , Pomazal Richard
Published: August 2005

Three studies are reported that test the hypothesis that the best attitudinal predictor of behavior is one that is specific to the behavioral criterion. In all three studies, an individual's attitude toward performing the behavior was more highly correlated with behavior than the individual's attitude toward the object of the behavior. This was true (a) in predicting both current and future behaviors of individuals, (b) by using either self-reports or "observer" reports of the behavioral criterion, and (c) across three different behaviors.
Work Patterns Associated with Type A Behavior: A Managerial Population
Authors: Howard John H. , Cunningham D. A. , Rechnitzer P. A.
Published: August 2005

Managers (236) from 12 different companies were examined for the prevalence of Type A behavior. In addition, a number of work habits and job related variables (work hours per week, travel habits, job satisfaction, job tension factors, salary) were obtained on each respondent. Overall, 61% of the managers were classified as Type A's, and between companies the percentage varied between 50 and 76%. Type A behavior was also found to be related to recent company growth rates. On work habits, it was found that that extreme Type A 's tend to work more hours per week and travel more days per year. It was also found that the Type A 's tend to be less satisfied with their jobs. Using factor analysis, fivejobfactors were isolated and these were entitled Ambiguity, Locked-In, Stagnation, Isolation, and Contentment. Type A's were found to be different from Type B's on the factors Locked-In and Contentment. The Locked-In factor is interpreted as reflecting greater self-confidence among the Type A's. The Contentment factor reflected job conditions most likely responsible for eliciting Type A behavior. These included: supervisory responsibility for people, a feeling of competition in work, heavy work loads, and conflicting demands. It was also found that Type A's earned higher salaries than Type B's. The results are combined with those of a previous study on the same group of managers, which measured a number of health variables related to Type A behavior and coronary heart disease. A conceptual model is proposed showing the pathways by which susceptible individuals encounter job conditions which elicit Type A behavior and, consequently, higher coronary risk.
Personality Correlates of Conflict Resolution Modes
Authors: Bell Eugene C. , Blakeney Roger N.
Published: August 2005

This article investigates the correlation of personality variables and inter-group conflict resolution modes. In the first of two -research approaches, EPPS scores of 64 college students on aggression, dominance, affiliation, and achievement were correlated with preferences for confronting, forcing, and smoothing. A field study correlated EPPS variables of 19 boundary personnel with ratings on resolution modes by 57 interorganizational correspondents. As hypothesized, achievement was positively correlated with confronting under both research approaches. Only students' aggression scores correlated weakly and positively with preference for forcing. Affiliation and smoothing were also weakly and positively correlated with the students but not in the field.
The Leader, She: Dynamics of a Female-Led Self-Analytic Group
Authors: Elrick Mei-fei
Published: August 2005

The dynamics of self-analytic, or learning groups, are understood in terms of the leader as male. Since males and females are socialized into different roles in our society and these roles are differently valued, it was questioned whether the dynamics of this type of group would change if the leader were female. The data used to explore this question were gathered in a university course, Group Dynamics, in which the nominal leader was female. In the early life of the group there was a certain amount of denial that the leader was female. This was aided by the stereotype of the professor-leader being male. As the group progressed, this effect diminished. One interesting difference in the dynamics of this female-led group was that the males and not the females "killed" the leader, as has been found in male-led groups. Other trends which appeared were lessened competition in the group, a feeling of castration and/or powerlessness on the part of some of the males, and some differences in the hero role.
An Attributional Analysis of Responsibility for a Happy Accident: Effects of Ability, Intention, and Effort
Authors: McMartin James A. , Shaw Jerry I.
Published: August 2005

Two experiments concerned with attribution of responsibility for a happy accident were conducted in order to distinguish defensive attribution theory from an attributional model of achievement evaluation. The principal findings were: (1) In both experiments responsibility judgments decreased as the severity of the happy accident increased (the "happy accident" effect); and (2) this effect was attenuated when the stimulus person (SP) had been described as exerting effort in the situation, but it was not affected by information about SP's ability or his intentions. These data are interpreted as support for the attributional model of achievement evaluation as well as an attributional formulation derived from equity theory. Sex differences were also discussed.
Authority and Democracy in Organizations
Authors: Mohr Lawrence B.
Published: August 2005

Participativeness as a style of supervision is considered as a dependent variable. The data do not directly support the initial hypotheses in any important way, but severalfindings of interest emerge indirectly from a more detailed, multivariate analysis. First, supervisory behavior in these terms is probably influenced significantly by affect between supervisor and subordinates. Second, when affect is not a factor, supervisory style is more rational, with participativeness depending on the training of the subordinates and their perceived capacity to contribute constructively to decision-making. Third, the measurement of participativeness in research affects theoretical development in an important way, since the technical and professional level of subordinates probably has a significant effect upon their objective level of participation but not upon the degree of participation as reported by them. Fourth, the latter finding is significant for the much more common body of research in which participation is treated as an independent variable; it may help to clear up many puzzling and inconsistent findings in that tradition. Lastly, the data analysis suggests a new normative and descriptive conceptualization of democracy in the workplace, which is offered in conclusion as a competitor of the power-equalization approach.
Computers and Management Structure: Some Empirical Findings Re-examined
Authors: Robey Daniel
Published: August 2005

This paper re-examines empirical literature which relates computerization to organization structure. Explanations are sought for the conflicting findings regarding the effects of computer adoption on centralization and decentralization. A review of the literature suggests that: (1) computers do not cause changes in the degree of delegation, (2) computerized systems are sufficiently flexible to facilitate either centralized or decentralized structures, and (3) the degree of delegation in these studies is related to task environmental conditions of the organizations studied. Certain conceptual and methodological issues pertaining to this line of research are discussed, including the meaning of centralization, the perceptual bias in interviewing affected managers, the lack of adequate effectiveness measures in most studies, and the very basic problem of treating computerization as a variable. Further research on computerization should focus away from the present confining framework to look at environmental conditions as the more likely determinants of structural variation.
An Observation Study of a Large Public Accounting Firm
Authors: Baker C. Richard
Published: August 2005

The concern of this inquiry is with management strategy in a large, international public accounting firm. The large accounting firm must deal with a variety of difficult problems in its efforts to grow and remain successful. Borrowing from the terminology of Emery and Trist, the interrelatedness of many of these problems tends to suggest a "turbulent field environment. " In this paper, an observation approach is used to discover the strategy which the large accounting firm employs in its attempt to deal with a complex and changing environment. Results indicate that there is a three pronged strategy consisting of providing clients with a tangible product (Doing), marketing the image of the firm to the business community (Representing), and marketing the image of competence and integrity of the firm to the government and society (Being). Indications are that the firm is successful in dealing with its environment on a piecemeal and short-run basis. Implications for the long run are less clear.
Workers' Participation: A Critical Evaluation of Coch and French
Authors: Gardner Godfrey
Published: August 2005

The famous Coch and French (1948) experiment was a pioneer effort that helped to stimulate research into the organizational effects of employee participation in management. In this respect it has done valuable service. However, the continued flow of uncritical references and citations calls for a frank appraisal of the experimental design and the generally accepted conclusions. This paper reveals about twenty faults in the study and suggests that it is time that references become more cautious.
Adverse and Growthful Effects of Experiential Learning Groups: The Role of the Trainer, Participant, and Group Characteristics
Authors: Cooper Cary L.
Published: August 2005

The purpose of this study was to examine the characteristics of experiential learning groups associated with adverse and growthful effects. Data were collected on trainer behavior/personality, participant personality/conditions of participation, and group process characteristics, and these were linked to two generic outcome measures (i.e., other trainee perceptions and work colleague reports). It wasfound that both positive and negative effects of such groups are (a) strongly related to the trainer's behavior and personality, (b) unrelated to group process and structured variables (e.g., degree of confrontation, level of intimacy in the group, etc.), and (c) associated with trainees' personality predispositions in the short run but not in the long term. The implications of these findings are fully discussed.
Dimensions of Management System and Performance in Continuous-Process Organizations
Authors: Keller Robert T.
Published: August 2005

The relationships among management system dimensions and performance were studied in 44 continuous-process organizations located in Pennsylvania. Organic management systems, as opposed to mechanistic systems, were found to be related to both higher profitability and subjective organizational performance ratings. Specifically, a de-emphasis of both an impersonal hierarchy and the use of rules for decision-making were significantly related to higher performance for this sample. Based on prior research, the sample was then split into highand low-performance subsamples and examined with cluster analysis. Much more clearly defined clusters among the management system variables were found for the low-performance than for the high-performance subsamples. Implications for organizational theory and management and for future research are discussed.
A Case Study of Role Conflict: Roman Catholic Priests
Authors: Reilly Mary Ellen
Published: August 2005

The concept of role conflict is explored with data gathered from a population of Catholic priests in the diocese of Springfield, Massachusetts. Seventeen potential sources of role conflict were investigated and levels of agreement on eight current issues within the Church were assessed. In each area it was found that younger priests were experiencing more severe role conflict. Likewise, the youngest men indicated that they perceived noticeable differences in expectations concerning their role performance from numerous others whom they served. Some role conflict appeared to be resolved by attaching greater significance to younger reference and significant others. The existence of role conflict among Catholic priests, especially the younger men, seems to be confirmed.
Examination of Alternative Models of Job Satisfaction
Authors: Aldag Ramon J. , Brief Arthur P.
Published: August 2005

Researchers examining efficacy of alternative measures of job facet satisfaction have generally assumed overall job satisfaction to be an additive function of weighted facet scores. This paper considers the linear compensatory model implied by such an assumption as well as two nonlinear alternatives. It is found that conjunctive and disjunctive models predict overall job satisfaction about as well as does the linear compensatory model. Further, simulated general satisfaction scores are used to examine the extent to which aggregation of data across individuals using differing combinatory models may lead to systematic bias in favor of a particular model. The results suggest that while use of the linear compensatory model may be justifiable on the basis of mathematical simplicity, conclusions drawn by researchers using that model should be tempered by the recognition that alternative models with sharply differing theoretical bases and practical implications may have equivalent descriptive ability.
Asymmetry, Academic Status, Differentiation, and the Ethnic Perceptions and Preferences of Israeli Youth
Authors: Amir Yehuda , Sharan Shlomo , Ben-Ari Rachel , Bizman Aharon , Ribner Miriam
Published: August 2005

Ethnic attitudes and preferences of Jewish youth in Israel from Middle Eastern and Western ethnic background were investigated in this study. A multiscale questionnaire was administered to 1033 ninth-grade students in 30 classrooms from ethnically integrated schools in different parts of the country. Results indicated that the two groups perceived themselves as being markedly different from each other. However, (1) ethnic attitudes in this sample were asymmetrical, since both Middle Eastern and Western sub-jects expressed more positive evaluation of and preference for persons of Western than of Middle Eastern background; (2) ethnic attitudes varied with academic status in each ethnic group; and (3) Middle Eastern subjects displayed a more differentiated person perception than did subjects of Western background. Implications of thesefindings were considered from a variety of theoretical perspectives as well as in terms of their generality in light of current research in Israel and the United States.
Schismatic Groups
Authors: Gustafson James P.
Published: August 2005

The common problem in the life of working small groups of division into opposed camps that are unable to cooperate [schism] is considered here in theory and in practice. The first aim of the paper is to integrate previous theoretical contributions into a single coherent model, which will provide intelligibility and lines of intervention to the group leader or consultant. The second aim is to show this conceptualization in practice, in work with a seminar in a Group Relations Conference and in work with a small group of medical students studying "The Doctor-Patient Relationship. " What is em-phasized is the ease with which subgrouping is made more defensive and in-transigent by the leader's articulation of it and the necessity for getting back to the task in common and the resistance to this task.
Collaboration in Small Groups: Theory and Technique for the Study of Small-Group Processes
Authors: Gustafson James P. , Cooper Lowell
Published: August 2005

The authors consider the necessary conditions for group members and their consultants to study group processes together. They consider how the collaborative working relationship is achieved in other social fields, in the psychoanalytic "therapeutic alliance, " in the seminars of Balint (1954) for general practitioners and in the educational-political work of Freire (1970). They discuss the phenomena of noncollaborative small study groups (Bion, 1961) and how these might be understood in depth-psychological and social-political terms: as the consequence of errors of abandonment and intrusion, and as continuations of average social oppression. They illustrate both the success and failure of neophyte consultants in securing collaboration in these terms, and, finally, summarize what they consider to be essential: How consultants pass tests of the meaning and strength of their collabora-tive intentions.
The Intentional Distortion of Information in Organizational Communication: A Laboratory and Field Investigation
Authors: O'Reilly Charles A.
Published: August 2005

This report summarizes the results of several laboratory andfield studies in-vestigating antecedents to and consequences of the intentional distortion of information by senders in organizational communication networks. Lab-oratory studies were used to examine the impact of two interpersonal vari-ables (trust in the receiver, perceived influence of the receiver over the sender) and directionality of information flow (upward, lateral, and down-ward) on senders' propensities to block or suppress information. Field studies were used to establish the external validity of the laboratory investi-gations and to relate information distortion by senders to job satisfaction and performance. Results of these studies demonstrate that (1) a bias exists towards screening certain types of information from upward transmission; (2) low trust in the receiver of a message results in significantly more sup-pression by senders of information, especially information which reflects unfavorably on the senders; and (3) a measure of information distortion is significantly and inversely associated with job satisfaction and individual and group performance. Results of these studies differ in several respects from previous studies of organizational communication. Implications of the results reported here for decision-making are discussed and a model relating antecedents and consequences to information distortion is pre-sented.
Methodological Problems Confronting Cross-Cultural Criminological Research Using Official Data
Authors: Vigderhous Gideon
Published: August 2005

The major aim of this paper is to present and discuss some of the methodological problems involved in utilizing cross-cultural criminal statistics and to examine the reliability of international homicide rates. The major problem criminologists face in comparative research is the problem of comparability. This problem could be examined in light of the discrepancy which might exist between the operational and nominal definitions of various types of crime. The major sources of international crime statistics are Interpol (International Criminal Police Organization) and WHO (World Health Organization). Analysis of the comparability of these sources with regard to homicide revealed zero-order correlation of r = .95 for 33 countries. A longitudinal analysis correlating homicide data from the two sources revealed mixed results. The correlation between the two sources varied for different countries between .04 and .90. Analysis of homicide rates extractedfrom WHO revealed a high level of stability and reliability. It is suggested that the question of reliability and validity of official crime statistics should be studied by means of an empirical analysis rather than through a general conceptualization of the problems involved.
Who Does What: Role Stereotypy, Children's Work, and Continuity Between Generations in the Household Division of Labor
Authors: Thrall Charles A.
Published: August 2005

Inclusion of children in the present interview study of 99 families required adaptation of the Blood and Wolfe measures of division of labor. The revised measure of stereotypy reveals a more complex picture than reported previously. There are distinct differences unrelated to objective conditions between families in their attitudes toward children's chores. It is suggested that the best single predictor of a family's division of labor may be the previous generation, but there is also less variation between families now than in the past. Most families continue to be quite traditional in their pattern, with strong emphasis on division of labor by sex for both parents and children.
Job Satisfaction and the Neglected Variable of Job Seniority
Authors: Ronen Simcha
Published: August 2005

This paper deals with the relationship between job satisfaction and length of employment in a particular job. The hypothesis that the change in job satisfaction with job seniority resembles a "U"-shaped curve is confirmed. It is suggested that intrinsic satisfaction is a major contributor to changes in the overall satisfaction of employees over time.
A Constructive Method of Developing Complex Applied Models
Authors: Levi A. M. , Benjamin A.
Published: August 2005

This article describes a research method for developing complex applied models which does not sacrifice the high degree of flexibility that such development requires. The method involves a detailed and concrete description of one's intervention model, followed by a carefully documented and measured application. The model is then evaluated and modified in the light of the data, and reapplied. This cycle is repeated many times. The requirements and problems of this method are discussed, particularly in relation to Campbell and Stanley's factors of external and internal validity.
Maintaining Relationships Openly: Case Study of "Total Openness" in a Communal Organization
Authors: Kaplan Robert E.
Published: August 2005

The subject of this paper is the open handling of face-to-face human relationships. The term used here is "maintenance-by-expression," meaning that relationships are discussed explicitly among the parties concerned. Despite the popularity of openness (or, stated otherwise, the analysis of group process) for therapeutic and training purposes and despite the interest in applying this approach to organizations, it has not been successfully introduced into entire organizations. The commune studied here is a notable exception. The case study provides an opportunity to consider the organizational conditions evidently necessary for the adoption and perpetuation of expressive maintenance. The paper qlso examines the particular form of expressive maintenance employed at the commune in an attempt to expand understanding of this unconventional social practice.
Towards a Theory of Changing: A Means-Ends Model of the Organizational Improvement Process
Authors: Quinn Robert E.
Published: August 2005

This study is based on a nationwide sample of top administrators in state government organizations. Using a critical incident approach, each administrator was asked to select the one change that he or she considered to be his or her most outstanding management improvement action. In describing the change the respondents were asked about their change strategies and resulting outcomes. Using a factor analysis and answers to open-ended questions, eight types of administrative change strategies (Work MethodsTechnology, Information Dissemination, Structural Reorganization, Retraining-Replacement, Authority System, Objective Setting-Measurement, Work Flow, Programs) and six types of outcomes (Improved Output Process, Motivational Climate, Resource Acquisition, Coordination, Savings, Equilibrium) were identified. Using a repeated multiple regression analysis, the relationships between the means and ends were explored. The findings illustrate the necessity for a precise definition of effectiveness and the need for a new and larger concept called organizational vitality. The implications for understanding and planning change are discussed at both the theoretical and applied level. It is pointed out that the means-ends model should serve as a useful framework for the planning of change.
Stages of Organization and Development
Authors: Lavoie Dina , Culbert Samuel A.
Published: August 2005

This paper describes our belief that organization development (OD), to be effective, should link with the progressively mature reasoning processes which characterize managers working within increasingly higher stages in the evolution of an organization. The paper uses the models of Torbert (1973) and Kohlberg (1969) to examine the scope of influence of popular OD approaches and concludes that OD theories have probably appealed principally to individuals and organizations functioning at relatively high levels of development. It also points up the need for theories which guide developmental energies at lower levels of orientation and which provide additional understanding of the transitional events individuals and organizations have to experience in order to pass from one stage of development to the next.
Successful Projects in New Careers Programs: An Empirical Study
Authors: Alley Sam , Blanton Judith
Published: August 2005

This paper describes variables related to the successful achievement of goals in eleven New Careers projects. These programs were funded by the National Institute of Mental Health as an effort to improve mental health delivery services through more effective training and career development of nonprofessional staff. Correlations, path analysis and case study data were used to develop models of successful program functioning. Both the techniques of study and the findings might be applicable to other human service programs. Among factors which appear to affect success were (a) the use of a system of program planning and self-assessment; (b) the ability of the staff to influence relevant outside agencies and groups informally; and (c) the employment of staff or consultants who have capacity in all critical areas. One hazard was overallocation of resources to the most salient goals and the neglect of less immediately pressing but important goals.
Intergroup Conflict: A Rethink
Authors: Goodge Peter
Published: August 2005

It is argued that the "classical" formulations of intergroup conflict have conceptual inadequacies and that they make assumptions which are disconfirmed by the research literature and by common experience. An alternative approach to intergroup conflict based on an analysis of the information needs of groups in conflict is proposed and supported by questionnaire results. Conflict resolution, socialprejudice, and the future development of intergroup theory are discussed in the light of the new perspective.
Cultural Variation in Amari, Papua New Guinea
Authors: Smith Richard A. , Carss Brian W.
Published: August 2005

An area of continuing debate in anthropology is that of the conceptual distinction between culture and observable behavior. This paper accepts the distinction between culture as an ideational system and behavior and an attempt is made to show how the ideational system may be elaborated. Using a data collection technique developed by Dawson and his colleagues, the culture of a rural population in Papua New Guinea is analyzedfor differences between and within village samples. Hierarchies of cultural elements, arrived at by Warfield's structural modeling procedures, indicate how cultural systems change unevenly and at different rates.
Relations of Discretionary and Nondiscretionary Leadership to Performance and Satisfaction in a Complex Organization
Authors: Hunt J. G. , Osborn R. N. , Schuler R. S.
Published: August 2005

Leadership was conceptualized as consisting of a discretionary and nondiscretionary component. Discretionary leadership was that under control of the leader. Nondiscretionary leadership was that invoked by the organizational setting in which the leader operated. The setting was conceptualized in terms of twelve dimensions of the Organizational Practices Questionnaire. Leadership consisted of two reward and two sanctions dimensions. Interactive and noninteractive relationships of these leadership components with performance and satisfaction were investigated. With one exception, all relationships with the criteria were noninteractive. Results were discussed in terms of theoretical significance and their implications for management training and organizational design approaches. Suggestions for further research were included.
Multivariate Analyses of Factors Affecting Work Role Centrality of Occupational Categories
Authors: Mannheim Bilha , Cohen Ayala
Published: August 2005

This paper presents a theory concerning work-role centrality and its relationship with a number of variables related to the individual's background, orientation, role strains, job rewards, and career characteristics. It is examined empiricallyfor seven occupational categories in Israel. Occupations are found to vary in their work-role centrality and in the variables hypothesized to relate to it, and the general validity of our model is supported by the results. Stepwise multiple regressions of the independent variables upon work-role centrality explained between 30 and 70% of the variance within the occupational categories. Job reward variables, especially intrinsic rewards, have strongest explanatory weight, but in each occupational category a somewhat different configuration of independent variables emerges.
The Psychological Climate and Reported Well-Being of Underground Miners: An Exploratory Study
Authors: Gavin James F. , Kelley Robert E.
Published: August 2005

This study explored the dimensions of underground miners' work-environment perceptions, how these dimensions related to measures of well-being, and to what extent such factors as age, seniority, and work assignment accountedfor perceptions of the environment and one's well-being. Four hundred sixty-nine nonmanagement employees participated in this investigation. Results indicated that the dimensions of work-environment perceptions were, to a large extent, similar to dimensions found in other occupational groups. Further, perceptions of the interpersonal behaviors of supervisors and of promotion practices in the mine seemed to have greatest significance for the miners' reports of well-being. Analyses of the effects of age, seniority, and work assignment yielded few statistically meaningful associations with selfand environmental perceptions, thereby suggesting that other variables may be more salient determinants of miners' attitudes. It was also noted that perceptions of the environment as well as indices of well-being had negligible correlations with life satisfaction. Some implications of these findings are discussed both in terms of future research directions and intervention strategies.