bluuebunny/crossref_metadata_2025 huggingface dataset:
The Etiology of Encounter Group Casualties: "Second Facts"
Authors: Kaplan Robert E. , Obert Steven L. , Van Buskirk William R.
Published: August 2005

This paper has two purposes. First, it conceptualizes the process by which encounter group casualties occur. Primary attention in the literature on encounter group casualties has been trained upon the rate of injury and upon the more or less discrete events which give rise to injury. For example, Lieberman, Yalom, & Miles (1973), the major study thus far, made a rather piecemeal analysis of the causes, listing such discrete factors as attack (by the group or leader), rejection, coercive expectation, and unrealistically high hopes of gain. This paper will attempt a more integrated conception of the etiology of encounter group casualties, with a central explanatory concept being the mismanagement of conflict. The second purpose is to replicate the Lieberman et al. (1973) study of encounter group casualties. Procedure for diagnosing injury was essentially the same, the type of encounter group somewhat different, and the incidence of psychological injury considerably lower.
Spirit Possession and Mental Health: A Psycho-Anthropological Perspective
Authors: Ward Colleen
Published: August 2005

This paper offers a psycho-anthropological perspective on spirit possession and mental health in a variety of cultures and communities. Its prime focus is the distinction between two forms of possession: ritual and peripheral. The former is displayed in a ceremonial context and includes the social function of reinforcing cultural morality and established power. The latter, by contrast, represents a more long-term state in which the individual believes that he is unwillingly possessed by intruding spirits andfunctions as an indirect form of social protest. While both are reactions to stress, ritual possession operates as a socially sanctioned psychological defense mechanism, while peripheral possession constitutes a pathological reaction to individual conflict.
Life Domain Predictors of Satisfaction with Personal Efficacy
Authors: Bharadwaj Lakshmi K. , Wilkening Eugene A.
Published: August 2005

Data from a sample of northwestern Wisconsin residents reveal that satisfaction with personal efficacy is tied to satisfaction with the activity domains of spare time activities, work, family, and spiritual life, with the resource domain of health, and in some cases, of income and education, and with the consumption domain of standard of living. Sex differences in the domain predictors reflect the primacy of work-related factors for men and of family-related considerations for women. Age differences relate to the primacy of family and work satisfactions in the active years of life, and of satisfactions with health and spiritual life in maturity. Satisfaction with the ascribed resource of health is the prime predictor for the lower income groups, while satisfactions with the achieved resources of education and income, and with organizational involvement, contribute significantly to the highest income group only. In general, satisfaction with personal efficacy is derived most from domains in which the self is the locus of control as well as the locus of causality. General implications of these findings are discussed.
A Typology for Integrating Technology, Organization, and Job Design
Authors: Slocum John W. , Sims Henry P.
Published: August 2005

This paper proposes a theoretical model of technology that consists of three elements: workflow predictability, task predictability, and job interdependence. Various configurations of these three elements can be formed into "cells" that describe different technologies. The different modes of managerial control and self-regulation associated with each cell are discussed. The paper then combines the technology model with Hackman and Oldham's model of job redesign to form an integrated technology/job redesign model. Various relationships between technology and job characteristics are explored. A major conclusion develops from this discussion: in order to change the job characteristics that are associated with a target work system, the unavoidable introduction of uncertainty is necessary. The amount of self-regulation and the perceived degree of autonomy are shown to be critical variables that link technology and job redesign principles.
Police Professionalism and Role Conflict: A Comparison of Rural and Urban Departments
Authors: Regolil Robert M. , Poole Eric D.
Published: August 2005

This study examines the impact offive dimensions of police professionalism on role conflict. Estimates from stepwise multiple regressions demonstrate that the various professionalism dimensions differentially affect role conflict. The results further indicate that role conflict may be reduced through the professionalization of the police, but the influence of professionalism is conditioned by department size.
Work Demands on Administrators and Spouse Well-Being
Authors: Burke Ronald J. , Weir Tamara , DuWors Richard E.
Published: August 2005

This field study investigated the relationship of work demands experienced by 85 male senior administrators of correctional institutions and the well-being of their spouses. Data were collected by means of questionnaires completed independently by the husbands and their wives. The results indicated that wives whose husbands reported greater occupational demands reported (1) less marital and life satisfaction, (2) decreased social participation, and (3) increased psychosomatic symptoms and negative feeling states. In no case was wives' well-being enhanced as a function of increased occupational demands on husbands. Job demands thus had an influence beyond the workplace and into the lives of their spouses. The interaction between work and nonwork experiences for the quality of individual's lives and the interdependence of husband and wife in this regard require further consideration.
Interorganizational Relations Among Hospitals: A Strategy, Structure, and Performance Model
Authors: Evan William M. , Klemm R. Christopher
Published: August 2005

Contrasting theories of organization-environment relationships are used to consider current trends in relations among health care organizations in the United States. Chandler's well-known thesis is used to bridge the contrasting organization-environment theories. Revising and extending Chandler's thesis results in a recursive model of strategy, structure, and performance. Interviews, organizational documents, and administratively collected data were examined to determine the extent to which strategy, structure, and performance are linked in four different types of interorganizational structures known as multi-hospital systems: a consortium, a joint venture, a merger, and a corporate management system. Using Kendall's W measure of concordance, strategy and structure are found to be closely related; and strategy, structure, and performance are found to be generally interrelated in the four multi-hospital systems considered. While the relationship of strategy and structure is not one-to-one as in the industrial organizations considered by Chandler, the significant association found between one measure of strategy, structure, and performance indicates that the multi-hospital systems examined are able to link their strategy and structure effectively to performance. By systematically exploring the interrelationship of strategy, structure, and performance in a variety of organizational contexts, organizational researchers will very likely increase their undestanding of how organizations are interrelated with their environments.
Organic Structure, Satisfaction, and Personality
Authors: Meadows Ian S. G.
Published: August 2005

Taking the position that member satisfaction is an important outcome of organizational activity, this paper reports a field study of the relationships between a group structural variable (organicity), higher-order need satisfaction, and individual differences in personality traits. Satisfaction is positively associated with organicity. The responses of individuals to group structures higher or lower in organicity are mediated by trait type and trait strength. Organic group structure is a potential "motivator" of people with strong assertive needs.
The Experience of Tedium in Life and Work
Authors: Kafry Ditsa , Pines Ayala
Published: August 2005

Tedium, the experience of physical, emotional, and mental exhaustion, was introduced. It was assumed to stem from chronic daily pressures. Tedium was predicted to be related to: (1) internal features which include pressures inherent in the individual's roles and imposed on the cognitive capacity and the need for meaningfulness and achievement; and (2) external features which include pressures imposed on the individual by the physical, organizational, and social environment. A trilogy of studies designed to develop a tedium measure, to test its reliability and validity, and to study its relationships to internal and external life and work features was presented. It was concluded that tedium is a highly relevant psychological construct, experienced in its extreme form by 6% of the people studied (N = 1187). Tedium was found to be a significant correlate of both internal and external life and work features. The comparison between life and work features showed that the former are more highly related to tedium than the latter. Life was also found to be a higher source of rewards and a lower source of pressures relative to work. The need to develop a more rigorous causal model of tedium was stressed.
An Experimental Examination of Work Motivation Taxonomies
Authors: Ronen Simcha , Kraut Allen I.
Published: August 2005

Several taxonomies of work motivation were tested by comparing the results of metric and nonmetric scaling methods in the analysis of goals rated by 800 salesmen. While the results of the cluster andfactor analysis support an intrinsic-extrinsic grouping, the Small Space Analysis map indicates that more complex groupings of motivational variables are appropriate. Maslow's fivefold need categories are consistent with the results.
The Me I See: Acting, Participating, Observing, and Viewing and Their Implications for Videofeedback
Authors: Biggs Simon
Published: August 2005

Videofeedback is compared with daily experience in order to clarify the insight that this medium can give. The theoreticalframework which resulted is specifically related to the video experience rather than assimilating it into concepts designed to cope with other problems. Essentially, a viewer is seen as being similar to an actor in terms of access to memories and similar to an observer in terms of direct access to behavioral evidence, but should not be equated with either. Implications for therapy and training are discussed.
The Effect of Facial Deformity on Petitioning
Authors: Shaw William C. , Humphreys Simone , McLoughlin, Judith M. , Shimmin Peter C.
Published: August 2005

In a natural setting, the influence of facial deformity on the response to a petition request was investigated. Seventy-two hundred adult members of the general public were confronted by four Actors who presented themselves normally for one-half of the experiment and exhibited a facial de-formity (burn scar, birthmark or protruding teeth) for the other half. The experiment was designed in order that the influence offacial appearance (4) x sex of Actor (2) x sex of passerby (2) x strength of petition (2) could be examined. Although the results confirm that the petition model is sensitive to variables of interpersonal perception, the principal finding was the non-effect of facial deformity with regard to the number of evasions, signings, and refusals obtained. It is suggested that aversion to the deformed petitioner may be tempered by other reactions such as curiosity and sympathy.
Problem Solving, Planning, and Innovation. Part II. Speculations for Theory and Practice
Authors: Van de Ven Andrew H.
Published: August 2005

This paper argues that the Program Planning Model (PPM) provides a normative strategy of collective action for coping with complex problems. The argument is based on seven propositions which explain how the PPM guides complex problem solving in turbulent settings and avoids several basic limitations of alternative models of collfctive problem solving and decision making. The propositions represent new insights and speculative impressions that developed while conducting and reflecting on the longitudinal test of the PPM described in Part I of this paper (Van de Ven, 1980).
Dyadic Bargaining Outcomes Under Individualistic and Competitive Orientations
Authors: King Dennis C. , Glidewell John C.
Published: August 2005

Using forty-eight manufacturing managers as subjects, this experiment tested the outcomes of bargaining sessions held under all the possible combinations of two subject orientations (individualistic and competitive) and four conditions of communication (oral and written in face-to-face and remote situations). The results failed to show any significant main effects of orientation or communication on outcomes or bargaining times, but did show a significant interaction between orientation and remote vs. face-to-face bargaining. Under remote conditions a competitive orientation yielded slightly greater joint outcomes, but, under face-to-face conditions, an individualistic orientation yielded markedly greater joint outcomes. There was a correlation between outcomes and some measures of communication, but the pattern of the experimental effects on communication was not congruent with the pattern of effects on outcome. The findings imply that some visual signals interfere with bargaining under competitive, face-to-face conditions, but the interfering signals were not isolated.
Interpersonal Trust: A Comparison of Attitudinal and Situational Factors
Authors: Scott Cuthbert L.
Published: August 2005

Three existing models of interpersonal trust are tested: (1) attitudinal, (2) situational, and (3) combined. Forty-four subjects were divided into five test groups and a control group. Interpersonal trust scores collected before and after a trust-building t group were analyzed by two-way ANO VA and F ratio. There was a significant increase in trust, measured by t test, in all test groups (p < .05), but no significant change in the control group. The ANO VA findings confirmed the existence of both attitudinal and situationalfactors present in interpersonal trust scores (p < .001) in all test groups. The F ratio demonstrated the situationalfactor as more important in explaining variations in interpersonal trust scores both before and after training (p < .01). Implications of these findings are discussed for traditional attitude theory and more recent contingency (situational) theory.
Performance-Contingent Rewards and Satisfaction: An Initial Analysis
Authors: Gupta Nina
Published: August 2005

This study argues that a positive relationship will exist between employee satisfaction and performance-contingent intrinsic rewards and pay. A rationale is offered for expecting this relationship, and an empirical examination conducted among 649 employees of 5 Midwestern organizations. Consistent relationships were found to exist between the two sets of variables, even when the effects of actual reward level were partialled out. Results were, however, inconsistent with predictions regarding the interactions of performance-contingent rewards with (a) locus of control, (b) equity, and (c) tolerance of ambiguity. Some implications of these results are discussed.
The Causation of Strikes: A Review of Theoretical Approaches and the Potential Contribution of Social Psychology
Authors: Kelly John E. , Nicholson Nigel
Published: August 2005

This paper reviews four approaches to the study of strikes, centered on organizational environments, industrial relations institutions, collective interests and consciousness, and approaches from within psychology which have looked at employee needs, or attitudes, in relation to job dissatisfaction, and hence industrial conflict. Despite their identification of salient features of strike causation, none of these approaches has drawn on insights from social psychology, and all have focused on strike causes to the virtual exclusion of strike processes. The paper proceeds to analyze significant dimensions of strike processes, viz. industrial relations climate; the distinctions between triggers, issues, and demands; strike content and context; and transitional and final strike outputs. These and other features are combined into an integrated model supported by evidence from the strikes literature.
The Evaluation of Work Organization Change
Authors: Carnall C. A.
Published: August 2005

In this paper we argue that evaluation is a social activity, and as a consequence we must take account of different frames of reference in evaluation. Following a review of the organizational effectiveness literature a new approach to evaluation based upon the notion of exchange is proposed. This approach is used to analyze the results of two case studies. We conclude that the approach allows us to develop an understanding of the results of work organization change but that it remains provisional in form and requires further elaboration.
Upward Communication in Industry: An Experiment
Authors: Gaines Janet H.
Published: August 2005

Upward communication in industry means sending information up the chain of command. This laboratory experiment tested three factors thought to affect the passing and distorting of upward-bound communications in two industrial organizations. Independent variables were job situation (problem or routine), trust in the immediate superior, and personal ambition. Multiple regression analysis produced statistical significance regarding distortion but not transmission of written messages.
The Social Comparison of Ability
Authors: Dakin Stephen , Arrowood A. John
Published: August 2005

Current theories of social comparison processes deriving from Festinger lack predictive validity largely because the central construct (social comparison) has been left undefined. This paper offers a definition of social comparison which implies that people can compare their abilities in numerous different ways. An experiment is described which varied interpersonal similarity in ability and measured three forms of ability comparison-competition, cooperation, and conformity. Both competition and cooperation were found to vary as a function of interpersonal similarity. Some suggestions are tendered for a reformulated theory of social comparison processes.
Towards a Bilateral Model of Sexism
Authors: Collier Betty J. , Williams Louis N.
Published: August 2005

Since the mid-sixties, a large body of literature has emerged in this country in the area of women's studies. Although such literature exemplifies considerable diversity relative to methods and contention, several paradigmatic assumptions unify the majority of existing literature: (1) the concept that women both in America and elsewhere have been consistently and comprehensively exploited; (2) the notion that men are both the source and the beneficiary of the exploitation of women; (3) the assumption that the liberation of females from sexist exploitation will have, as a byproduct, a liberatory effects upon males' lives; and (4) a primary focus upon the means by which the effects of sexual role models upon the female personality can be resolved. Such assumptions are asserted to pervade contemporary research on the phenomenon of sexism as to constitute a unilateral social conflict model of the phenomenon. This paper introduces a bilateral psychosocial conflict model of sexism which (1) traces the mechanism through which sexual role models similarly affect male and females; (2) explores the differential effects of sexual role models upon males and females; and (3) offers an alternative analysis of the "beneficiaries" of the phenomenon of sexism. The article concludes that the emergence of a new set of norms in American society regarding males and females is constrained by the unilateral focus of existing theoretical approaches.
Market Conditions, Centralization, and Organizational Effectiveness: Contingency Theory Reconsidered
Authors: Azma Mahnaz , Mansfield Roger
Published: August 2005

The paper reports a study carried out in South Wales to further evaluate one of the more specific propositions derivedfrom the generalframework of the structural contingency theory of organizations. This relates the extent of centralization of decision-making in an organization to organizational effectiveness under different conditions of market competition. Both behavioral and financial measures of effectiveness are examined. The results obtained differ substantially from those obtained in previous studies carried out in India and Mexico. While it is accepted that such differences could be due to variations in cultural and economic conditions it is suggested that they may indicate significant weaknesses in contingency theory as it is presently stated.
Examining a Causal Model of Early Drug Involvement among Inner-City Junior High School Youths
Authors: Dembo Richard , Farrow Dana , Des Jarlais Don C. , Burgos William , Schmeidler James
Published: August 2005

Reflecting the need to construct more inclusive, socially and culturally relevant conceptions of drug use than currently exist, this paper investigates the determinants of drug involvement among inner-city youths within the context of a causal model. The drug involvement of the Black and Puerto Rican junior high school girls and boys studied is hypothesized to result from their home composition, felt relationships with parents, attitudes toward school, machismo values, and identification with drug involved peers. The results show few socialization into drug-use differences to exist between the Puerto Rican and Black youths surveyed. However, the girls' drug use is somewhat better explained by the intrapersonal and interpersonal socialization variables in the model than that of the boys. At the same time, the socialization variables examined have limited predictive power in regard to the drug involvement of the four groups (R2s from .177 to .220). Peer-oriented attitudes and behavior that more closely reflect the environmental embeddedness of the youths' drug-taking would probably provide a more fruitful set of socialization into drug use factors, than those represented in the model we tested.
The Effects of Disagreement on the Continuation of an Interpersonal Relationship
Authors: Yoder Jan
Published: August 2005

A laboratory procedure for developing a positive relationship between strangers is introduced for the purpose of examining the effects of a cost, in the form of a disagreement, on the continuation of that relationship. It is hypothesized that after a disagreement subjects will select fewer and less intimate topics to discuss with their partner and speak for a shorter duration than subjects who agree. Furthermore, subjects disagreeing on an intimate issue will withdraw more than subjects disagreeing on a superficial issue. Sixty female undergraduates and a female confederate exchanged information about themselves over eight trials that became increasingly intimate. The confederate then agreed or disagreed with the subject on a superficial or intimate issue. The subject again selected topics to discuss with the confederate. Disagreeing subjects selected significantly fewer topics than did agreeing subjects. No other significant effects were found.
Adaptation, Survival, and Growth of the Family Business: An Integrated Systems Perspective
Authors: Davis Peter , Stern Douglas
Published: August 2005

Family ownership and control are still significant in the majority of business enterprises in the United States. A high percentage of these companies face special problems particularly related to corporate development and transition from an enterpreneurial to a professional management structure. The dual criteria for corporate membership (family and professional competence) require special management efforts. Without these efforts, organizational rigidities develop which undermine the corporation's ability to function effectively. While the relevance of the interaction between family relationships and the working environment of organizational effectiveness has been recognized, family systems and organization approaches have never been simultaneously applied in the study of family-dominated businesses. In this paper we develop a scheme that is derived from principles of organizational and family-systems theory. We describe a set of processes and mechanisms that define and regulate the interaction between the business and family system. We show the applicability of these concepts to the study of adaptation and maladaptation in the family-dominated corporation.
The Relationship Between Invasion of Personal Space and Stress
Authors: Kanaga Kim R. , Flynn Mark
Published: August 2005

This study examines the relationship between the invasion of personal space and stress in an interview situation. Fifty-three subjects were randomly assigned to one of three experimental conditions. The first condition served as a control group in which no spatial manipulation was made. In condition two, the interviewer (experimental confederate) unobtrusively moved toward the subject (interviewee) approximately one-third of the way through the interview. The third condition involved invasions at one-third and again at two-thirds of the way through the interview. From video-tapes made of each inteview, trained raters assessed the subjects' stress using a ratio-scaled direct observational measurement procedure. Paralleling the findings of previous research, the results of this study provide evidence demonstrating that spatial invasions are stress producing.
Close Encounters of the Third World
Authors: Karch Cecilia A. , Dann G. H. S.
Published: August 2005

First-time encounters pose a number of difficulties for participants. Then subsequent analysis is also problematic. The view is taken here that in order to understand the dynamics of the situation and its subsequent development it is necessary to focus on the various aspects of role imputation and its expressive counterparts of altercasting, role modification, presentation of self, and fantasy. These are applied to tourist-beachboy encounters in the Barbadian context of an overriding framework of Third World dependency on the metropolis. The ensuring relationships are characterized by qualities of assymetry, difference and mixed exchange. It is hoped that by investigating an extreme case of role disparity in terms of class, sex, race, and cultural differences a greater appreciation can be obtained of encounters with which we are more familiar.
Scapegoating in Small Groups: An Organizational Approach
Authors: Eagle Jeffrey , Newton Peter M.
Published: August 2005

We present findings from a videotape study of naturally occurring scapegoating incidents in a Tavistock Group Relations Training Conference. Videotape recordings of three successive sessions from each of four study groups revealed nine scapegoating incidents. We offer an empirical description of the incidents together with a sociopsychological theoretical analysis. Aspects of the tasks, social structure, and culture of the group-relations training conference as a temporary organization led to a reliance upon the projective identification of work difficulties into individuals who were then scapegoated. We identify the phenomenon of task displacement in which groups whose task performance is inherently hard to measure unwittingly shift their emphasis from achievement to conformity. This may be a general phenomenon in HEW-type organizations of which the group-relations training conference is one.
Encounter Groups: Positive Change or Deterioration? More Data and a Partial Replication
Authors: Bramlette Carl A. , Tucker Jeffrey H.
Published: August 2005

Several recent articles have concluded that 8% to 10% of participants in encounter groups can be classified as casualties and up to 50% reap a negative benefit. However, these articles investigate negative benefit. Using the Lieberman, Yalom, and Miles criteria of two peer nominations or a self-nomination for identifying a participant's experience, 10% of 327 participants in 39 trainerless T groups were classified as negatively affected and 54% as positively affected. Of the 10% classified as having a negative experience, 7% were also classified as having had a positive experience, leaving only 3% with solely a negative experience. It may be that some discomfort is inherent in the growth process. Future research on encounter groups might investigate the positive as well as the negative aspects and how these experiences aid in overall growth.
A New Look at Job Satisfaction in the Small Firm
Authors: Curran James , Stanworth John
Published: August 2005

The widely accepted view that job satisfaction is higher among workers in small firms than their large-firm counterparts, especially in terms of non-monetary and expressive aspects of work, is critically examined. Workers employed in small and large firms in the printing and electronics industries were surveyed using a semistructured interview strategy. Job satisfaction was related to work environment and also nonwork influences such as family life-cycle position. The findings show that when such factors as the specific characteristics of the industry and age and marital status of respondents are taken into account, size of firm is not, in itself, an important factor in explaining differences in levels of job satisfaction. It merely interacts with these other influences, sometimes to raise and sometimes to lower, perceived levels of satisfaction.
An Assessment of the Deemed Appropriateness of Participative Decision Making for High and Low Hierarchical Levels
Authors: Jago Arthur G.
Published: August 2005

Addressing questions concerning the dependence of leadership style on hierarchical position, this investigation employs an instrument offering greater internal validity than similar instruments used in previous research. Middle-level managers from three organizations (N = 167) were asked to indicate the degree of subordinate involvement they would permit in hypothetical decision situations occurring at different hierarchical levels. For that subset of problems for which selection of high-quality solution was required (i.e., problems possessing a quality requirement), the degree of participation deemed appropriate for low-level situations did not differ significantly from the degree of participation deemed appropriate for high-level situations. However, for the subset of problems for which all possible alternatives were equally suitable (i.e., problems lacking a quality requirement), substantially greater participation was judged appropriate for low-level situations than for otherwise comparable high-level situations. It is argued that these effects reflect perceived tradeoffs between the expected costs and benefits of participation at different hierarchical levels. Previous research suggesting a positive relationship between level and participation is evaluated in light of these results.
A Longitudinal Study of the Distribution of Control in Yugoslav Organizations
Authors: Kavčič Bogdan , Tannenbaum Arnold S.
Published: August 2005

The legal system of workers' self-management in Yugoslavia provides to all of the employees of each enterprise ultimate authority over basic policy, personnel, and technical issues of the firm. This study explores the "actual" and the "ideal" distribution of control in Yugoslav industrial organizations as reported by members during a five-year period, from 1969 through 1973. The data are based on questions administered at yearly intervals (excepting one year) to a probability sample of more than 3,000 persons in 100 organizations. Because important legal changes in the direction of greater participation in the governance of Yugoslav organizations were introduced immediately prior to and during this period, we expected to find some change in the distribution of control during the five years of the study. The data fit a pattern that has been found in other countries, thus illustrating principles that may transcend culture and political system. The data also differ in degree from those of other places thus also illustrating the impact of the unique legal system or organizational control in Yugoslavia. Furthermore, the data seem to be characterized more by stability than by change during the five years of the study. If change has occurred it appears to have occurred more with respect to the expectations or "ideals" of respondents than with regard to their perception of the realities of control in their organization. We none-theless assume, partly on the basis of these data and of those from studies in other countries, that substantial change in distribution of control has occurred since before the Yugoslav revolution and that a process of evolution in the distribution of control is continuing. We offer a hypothesis about this process. In addition, because we rely on the judgment of organization members for our measure of control, we present data that may shed some light on the meaning of the concept of control to these persons and therefore on the degree of correspondence between their implicit definition of control and our own.
Ethno-Cultural Identity and Self-Esteem: A Reapplication of Self-Attitude Formation Theories
Authors: Rovner Ralph Alan
Published: August 2005

Traditional application of self-attitude formation theories to members of ethnocultural minority groups has postulated that they will internalize the dominant social group's negative evaluations of them and thus suffer from low self-esteem. Therefore, members of ethnocultural minority groups have been said to be in need of interventions designed to increase their self-esteem through enhancement of their ethnic identity. However, empirical findings fail to support the proposition that ethnocultural minority group members in general suffer from low self-esteem. It is suggested that these empirical findings are entirely consistent with self-attitude formation theories and that those theories actually predict that only a specific subset of ethnocultural minority group members will tend to internalize negative evaluations from out-groups. That subset consists of those ethnocultural minority group members who are immersed in a dissonant ethnocultural context. Conclusions are drawn about the appropriate role which interventions designed to enhance ethnic identity may reasonably be expected to fulfill in the struggle to ameliorate the effects of ethnic prejudice and racism.
The Way of the Warrior: The Effects of Traditional Martial Arts Training on Aggressiveness
Authors: Nosanchuk T. A.
Published: August 2005

This study examines aggressive fantasy of students in traditional karate dojos. These data are of both theoretical and humanistic interest. The theoretical interest derives from the conventional wisdom that perceives such training as leading to a decrease in aggressiveness, in contrast to current theory which would expect such training to increase aggressiveness. Such an inquiry is of humanistic interest because it offers practitioners of nonviolence the option of acquiring defensive competences without at the same time becoming more aggressive. Interviews with 42 students at various belt levels found that longer training is associated with lower aggressiveness, in contrast to the theoretical predictions. Four plausible mechanisms of such a change were examined: self-control, self-assertiveness, self-esteem, and self-confidence. None of these was found to qualify as an intervening variable, though one subscale of self-assertiveness, "constructiveness," was found, like training, to be associated with lower aggressiveness. Further studies are suggested.
Holocaust as Public Policy: The Third Reich
Authors: Dietrich Donald J.
Published: August 2005

Genocide as public policy appears directly connected to the maintenance of the nation-state, but the Holocaust is a specifically German phenomenon. The Nazis defined the Jews as nonhuman and proceeded in their highly industrialized state to liquidate nearly this entire group. The features relevant to the German case are: an extended history of anti Semitism, an extremely stressful situation during the Weimar years, resulting in increased aggression coupled with a documented virulent prejudice, and, finally, the metamorphosis of the state founded on legally defined rights and duties into a state based upon Hitler's personal will. Psychological and bureaucratic dynamics served as the foundation for this transition.
Overall Job Satisfaction: Is It a Linear Function of Facet Satisfaction?
Authors: Ferratt Thomas W.
Published: August 2005

This study investigates the relationship between overall job satisfaction and satisfaction with various job facets. Linear and nonlinear models for combining facets are examined. The results provide marginal support for an hypothesis that overall job satisfaction is a linear function of satisfaction with various job facets. Specifically, satisfaction with job facets explains 50%-60%o of overall job satisfaction based on a linear combination of facet satisfactions. The results also indicate that facetbased instruments used individually are not sufficient measures of overall job satisfaction. When facets from multiple facet-based instruments are combined, a marginally sufficient measure is obtained.
Effects of an Organizational Control System on Managerial Satisfaction and Performance
Authors: Anderson John C. , O'Reilly Charles A.
Published: August 2005

Previous research on goal setting and feedback is placed in the context of an organizational control system model. Using a sample of 100 managers, the independent impacts of three components of a control system (goal setting, measurement, and corrective actions) on managerial satisfaction and performance are examined. Results show that aspects of each of the three model components are independently related to performance but not to satisfaction. Respondents' perceptions of top management's support for the performance-appraisal system, a factor not considered in most research on feedback and goal setting, emerges as an important correlate of high performance.
The Moderating Effect of Work Context Satisfactions on the Curvilinear Relationship Between Job Scope and Affective Response
Authors: Champoux Joseph E.
Published: August 2005

This paper examines the interaction of job scope and satisfaction with contextualfeatures of the job in determining affective response. Data from four samples were analyzed using moderated regression analysis. The results were opposite those predicted from existing theory although consistent with one other published study. The theoretical and practical implications of the results are discussed.
Technology as a Moderator of the Relationship Between Perceived Work Environment and Subunit Effectiveness
Authors: Middlemist R. Dennis , Hitt Michael A.
Published: August 2005

The present study examined the role of technological complexity as a moderator in the relationship between perceived work environment and subunit effectiveness. Empirically derived subunit effectiveness scores, subunit technology scores, and aggregated subunit employee perceptions of their work environment were used to test the research hypothesis. Moderated regression analysis suggested that technology does operate as a moderating variable. The addition of technology increases the explanation in the variance of subunit effectiveness over the use of work environment factors alone as predictors. Furthermore, the analysis showed that perceived work environments associated with effectiveness vary between technological groupings of subunits. Since such variation in effective work environments was found, it suggests that organization development programs should be multifaceted and based on substantial research in the organization to determine appropriate work environments in the various subunits.
Direct, Indirect, and Trace Effects of Personality Variables on Role Adjustment
Authors: Organ Dennis W.
Published: August 2005

A three-month study examined the effects of personality on role adjustment processes among 102 entering MBA students. Path analysis showed that indirect effects, and the concept of trace effects, of initially measured neuroticism and external locus of control accounted for more variance in later role ambiguity and role-related stress than did a major source of environmental variation. One of the important indirect effects was the path from initial role ambiguity to initial emotional stress to subsequent role ambiguity. However, specific behaviors identified as instrumental to role definition were not predictable from personality variables, raising the possibility that personality effects on role adjustment may be mediated more by cognitive rather than overt behavioral processes.
Communication Conflict
Authors: Harary Frank , Batell Mark F.
Published: August 2005

Communication conflict is described in terms of a graph theoretic model in-volving demiarcs. A classification of communication conflict situations is proposed leading to an analysis of the specific nature of communication breakdown. A hypothetical marriage counseling session is analyzed in the framework of this model.
Verbal Aggressiveness in Spectators at Professional Hockey Games: The Effects of Tolerance of Violence and Amount of Exposure to Hockey
Authors: Harrell W. Andrew
Published: August 2005

Cross sections of male spectators (N = 391) at 14 professional hockey games were interviewed prior to the game and after the first and second periods. Subjects who were tolerant of violence in hockey showed signifi-cantly higher levels of irritability on the Buss-Durkee inventory of verbal aggressiveness than did subjects who were intolerant of violence. Subjects tolerant of violence were also angrier over the prospect of their favorite team losing. Over the course of the game, subjects who were both tolerant of violence and frequently exposed to hockey showed a significant increase in verbal hostility on the Buss-Durkee inventory. Subjects who were fre-quently exposed to hockey but who were intolerant of violence showed a reduction in hostility. This differential effect is explained in terms of the motives these two groups of spectators may have for attending hockey games.
Toward the Anthropological Study of Cognitive Performance
Authors: Rubinstein Robert A.
Published: August 2005

This paper examines the logical and empirical basis for cognitive analysis in anthropology. A review of the assumptions that cognitive anthropology makes about the nature of human cognition and behavior is followed by a critical discussion focusing on four problems: (1) the psychological reality of analyses, (2) the competence versus performance dichotomy, (3) the sharedness of cognitive systems, and (4) explanatory perspective in cognitive anthropology. This discussion concludes that as presently constituted, cognitive anthropology does not take us toward the goal of producing an adequate account of cognitive performance. Evolutionary structuralism, which appears to be a viable approach toward this goal is outlined, its major points are discussed, and its implications for continued research are elaborated.
Training and Education in Group Relations: Some Characteristics of the Learning Environment
Authors: Cohen Jonathan , Ruffin Janice , Hillman Linda
Published: August 2005

In the past 15 years there has been a growing interest in the Tavistock group relations approach to group and organizational behavior. To begin to ex-amine and evaluate the current status of training and education in Tavistock group relations work in America, this paper describes one comprehensive group relations training program. We then describe four critical character-istics that affect the learning environment in group relations training pro-grams: the person, role, the capacity to accept ambiguity, and the oppor-tunity to integrate learning. These factors are discussed in relationship to the goals of group relations training and methodological implications for group relations training and education.
The Task Field Model Of Organization Analysis and Design
Authors: Stoelwinder Johannes U. , Charns Martin P.
Published: August 2005

Although complex organizations have multiple goals and many times these cannot be prioritized, no framework of organization design explicitly ac-knowledges these facts or handles the inherent organization design con-flicts. The task field model of organization proposed in this paper provides a framework for handling the multiple goals and their associated organi-zational requirements. It can be used in organization analysis, design, and change programs. To demonstrate its use in a difficult design problem, the model is applied in this paper to analysis of a teaching hospital.
A Lognormal Model for Divorce by Marriage Cohort
Authors: Agrafiotis G. K.
Published: August 2005

In this paper a model to predict the cumulative divorce trajectory of marriage cohorts has been developed on the assumption that the distribution of the lengths of exposure to marriage of a marriage cohort is lognormal. It is found that on the basis of recently published data the model provides a good fit to cohort divorce trajectories and compares favorably with previously published models on the same subject.
The Influences of Eye-Gaze, Style of Dress, and Locality on the Amounts of Money Donated to a Charity
Authors: Bull Ray , Gibson-Robinson Elizabeth
Published: August 2005

A number of studies have examined in the laboratory the effects of an individual's eye-gaze upon the behavior of another. In this study the effects of gaze were investigated in a real-life setting in which a collector of money for a charity either looked a possible donor in the eye when asking for money or looked at the collecting tin. Significantly more money was donated in the former condition. While neither the style of dress of the collector nor the locality in which the collections were made had an overall effect, significant interactive effects were noted for gaze and style of dress, for style of dress and locality, and for gaze and locality. Gaze was a more potent factor when the collector was dressed casually than smartly, and when the collections were made in high-rise flats as opposed to terraced houses.
Training/Job Fit and Worker Satisfaction
Authors: Drexler John A. , Lindell Michael K.
Published: August 2005

The importance of having a job different from the one for which one is trained was investigated. A measure of training/job fit was presented and its relationship to satisfaction was tested. Also assessed was whether training/job fit moderated the relationship between social properties of work environments and satisfaction. The data used were from a survey administered to 2,286 military personnel working in 3 7 different United States Army units. The respondents held a wide variety of jobs, and the units were geographically dispersed. Training/job fit was related to satisfaction. Individuals who had jobs which fit their training reported higher levels of satisfaction, however, the relationship accounted for less than 1% of the variance in satisfaction. More substantial differences resulted from the tests of the moderator effects. The explainable variance in satisfaction associated with peer behaviors and group process was substantially higher for individuals not working in jobs which fit their training than for those whose training fit their jobs.
Strategic Decision Methods
Authors: Stein Jorge
Published: August 2005

Frequently, major strategic problems cannot be solved using objective, quantitative approaches alone. This paper addresses the methods with which top managers search for solutions, analyze alternatives, and share the authority to make decisions. Several decision models, in addition to the classic rational model, are examined. Variables that differentiate these models are identified and evaluated. Four dimensions emerge as the most important ones: analysis of alternatives, search for possible solutions, flexibility in the problem definition, and group behavior displayed by the advisory or decision-making group. Based on combinations of these four dimensions, sixteen modes of decision processes are identified.