bluuebunny/crossref_metadata_2025 huggingface dataset:
Job Satisfaction among Black Female Managers: A Causal Approach
Authors: Wright Roosevelt , King Shirley Wesley , Berg William E. , Creecy Robert F.
Published: August 2005

A structural equation model is proposed to delineate the various aspects of self-reported job satisfaction. The model specifies structural linkages among four factors including (1) background, (2) perceptions, (3) organizational, and (4) subjective ratings of overall job satisfaction. The proposed model is evaluated by using data from a random probability sample of blackfemale managers living in five southwestern states. The results support the predictions derived from the proposed model and indicate that the model explains 66% of the variance in overall job satisfaction. Organizational measures, in general, account for most of the explained variance.
Manifest Needs as Personality Predispositions to Conflict-Handling Behavior
Authors: Schneer Joy A. , Chanin Michael N.
Published: August 2005

This investigation examines manifest needs (affiliation, dominance, achievement, and autonomy) as personality predispositions to conflict-handling behavior. The design of the research represents an improvement over previous studies by utilizing a large heterogeneous sample within a controlled context of conflict introduced via a computerized business simulation. The research findings reveal a relationship between the need for dominance and affiliation and conflict-handling mode preference. These findings have implications for personnel placement and selection, conflict management, and organizational interventions.
Sex Roles and Social Perception
Authors: Quackenbush Robert L.
Published: August 2005

Recent research by Abbey (1982) revealed that men are more likely to perceive the world in sexual terms and to make sexual judgments than women are. The present investigation focused on the comprehensiveness of Abbey's findings, drawing from the theories of androgyny and gender schema. Males and females viewed a 5-minute videotaped conversation of a male-female dyad. They then completed questionnaires concerning the interaction, providing ratings for both actors on various trait terms. Male participants were then separated into androgynous, undifferentiated, and masculine sex-typed groups, using the Bem Sex-Role Inventory. Results revealed that undifferentiated males rated the male actor significantly higher, on specific sexual terms, than the other groups rated him. The findings are discussed in terms of gender roles as distinct social skills. They support the view that masculinity and femininity, as measured by the Bem Sex-Role Inventory and similar instruments, are actually social competencies that contribute to an individual's personal and social effectiveness.
Strategies for Third Party Intervention
Authors: Prein Hugo
Published: August 2005

This article deals with intervention strategies, initiated by a third party, for social conflicts within organizations. An attempt is made to discover the extent to which a number of primary strategies, drawn from the literature, are used by internal and external organizational consultants in the day-to-day practice. Quantitative and qualitative material from 69 actual cases of third party intervention, distributed over different kinds of organizations and dealing with several types of conflict, is collected and analyzed. Two strategies (consultation and mediation) come clearly to the forefront: Consultation is split into two (sub)strategies, a confrontational and a procedural approach. A fourth approach is that of a "powerless and unsure third party."
The Influence of Positive and Negative Outcomes on Force Model Expectancy Predictions: Mixed Results from Two Samples
Authors: Mathieu John E.
Published: August 2005

The relative validity of valence-instrumentality-expectancy (VIE) force model predictions of performance, based on positive and negative outcome lists, was examined. Using an open-ended questionnaire, Army and Navy Reserve Officer Training Corps (ROTC) cadets generated positive and negative outcomes associated with participation in ROTC. VIE predictions were tested separately for the two samples using both self and supervisor ratings of performance. VIE composites based on the combined lists of outcomes significantly predicted both self and supervisor performance ratings in the Navy sample, and self-ratings in the Army sample. Limited support was obtained for the hypotheses that (1) positive outcome based VIE composites would correlate greater with performance than negative-based composites, and (2) VIE correlations with self-ratings would exceed those with supervisor ratings. The results were discussed in terms of how individuals process positive and negative outcome information related to high performance. Several suggestionsforfuture research designed to specify the nature of these processes were offered.
The Transforming Nature of Metaphors in Group Development: A Study in Group Theory
Authors: Srivastva Suresh , Barrett Frank J.
Published: August 2005

It is proposed in this paper that members' creation of metaphors facilitates further expression and development of the group. Few methodologies for group inquiry help us in understanding the tacit awareness (Polanyi, 1959) of members as the group is in the process of interacting. One way of discovering members' awareness is by paying attention to their language, specifically their creation of metaphors. We would like to put forth propositions concerning metaphor and group process that suggest how: (1) paying attention to metaphors are indicators of a group's phase of development and can lead to a discovery of the tacit awareness of group members; (2) metaphor facilitates learning and overcomes resistance to otherwise difficult subjects; (3) metaphor is generative and facilitates contact between group members and in this way supports the growth and development of the group; and (4) as individuals articulate metaphors to express their feelings and perceptions while attempting to understand their experience in the group, they are constructing their own social reality. Therefore, to look at the group's metaphor is to see the group development, to identify the social construction of reality in its nascent stages. To support these propositions, we will cite data from various laboratory group experiences.
Organizations as Multiple Cultures: A Rules Theory Analysis
Authors: Rose Randall A.
Published: August 2005

This essay articulates the utility of the coordinated management of meaning(CMM) theory of rules for identifying different cultures within an organization and for conceptualizing the complex interaction between them. In CMM, rules are conceptualized as cognitions that individuals employ to create action in interpersonal episodes. The utility of CMMas a theoretical and an analytical frame is specifically demonstrated through applying the perspective to one view of multiple cultures in organizations: the interplay between a dominant culture, one whose central values are espoused by top management and are widely shared, and three specific types of subcultures: enhancing, orthogonal, and a counterculture. The roles of structural vs. content factors in organizational cultures as well as the dynamic meshing of intrapersonal meanings to create interpersonal action are also addressed in terms of CMM.
The Measurement of Conflict Interaction Intensity: Observer and Participant Perceived Dimensions
Authors: Cooper Virginia W.
Published: August 2005

The development of the Conflict Interaction Intensity Instrument (CIII) is reported. The results of two-factor analyses indicate close-minded-control dimensions for both observer and participant perspectives. However, a twofactor solution was yielded for observer perception of interpersonal conflict while a single factor solution was yielded for participant perception of interpersonal conflict.
Prisoners of Leadership
Authors: Kets deVries Manfred F. R.
Published: August 2005

Taking a psychoanalytic perspective, this paper investigates the mysterious bond between leaders andfollowers. Using such concepts as charisma, projection, transference, defense mechanisms, and the psychology of groups, regressive processes between leaders and followers are explored. In the context of leadership, attention is also given to the psychological consequences of the faulty management of anxiety and aggression.
The Development of Political Understanding in Children Between 6-15 Years Old
Authors: Berti Anna Emilia
Published: August 2005

The origin of political understanding in Italian children from 6-iS years old was investigated by presenting them with a modified version of the story which Adelson and O'Neil (1966) used to study such reasoning in pre-adolescence and adolescence. Subjects (N = 80) were asked to state what several thousand people, who had arrived on a recently discovered island, would do in order to settle on it. Interviews were conducted focusing on the following points: collective needs, political organization, conflicts, and laws; for each topic, children's answers were ordered into developmental sequences. Young children were found to be unaware of conflicts, need for organization, and the function of laws. Eight to nine-year-old children, after some prompting, mentioned "chiefs"governing the island by means of orders and prohibitions, 10 to 11-year-olds mentioned collective needs and political or ganization without any prompting, and the 12 to 13-year-old group expressed the idea that it is the whole community that makes laws. A full understanding of conflict and the need for political organizations was found to characterize the conceptions of the oldest group (14-15).
Managerial Thought Patterns and Performance: A Study of Perceptual Patterns of Performance Hindrances for Higher and Lower Performing Managers
Authors: Manz Charles C. , Adsit Dennis , Campbell Sam , Mathison-Hance Margie
Published: August 2005

Results of a nationwide study of managerialperceptions ofperformance hindrances in a Fortune 100 Corporation (Honeywell) is reported. This paper relies on skill relapse-prevention theories and self-regulation theories to interpret the perceptual responses of 3,580 managers concerning relevant performance hindrances. The managers were divided into "higher" and "lower" performance groups, and perceptual response patterns regarding performance obstacles were contrasted between the two groups. In general, it was found that, while no apparent difference occurred between the number of hindrances perceived, higher performing managers more often focused on external performance hindrances, e.g., lack of promotion opportunities and non-performance-related appraisal systems. etc., while lower performers focused more on personal skill deficiencies, e.g., lack of people-managing and communication skills, and lack of technical skills, etc.
Basic Assumptions Themes in Organizations
Authors: Schneider Susan C. , Shrivastaval Paul
Published: August 2005

Uncovering themes of organizational basic assumptions can assist in interpreting strategic behavior. These themes are derived from the dynamics at individual, group, and organizational levels of analysis, which reflect views of self, world, and others. Several such themes are presented in this paper. Structural properties of basic assumptions are then explored to understand how they operate. Diagnostic and research methods are discussed.
Effect of Assimilation of Work Experience on Growth Satisfaction: Assessment of Selected Validity Threats
Authors: Bottger Preston C. , Yetton Philip W. , Chew Irene K-H. , Woods Murray A.
Published: August 2005

Responding to the weak evidence for moderating effects of growth need strength on the growth satisfaction/job enrichment relationship, Bottger and Chew (1986) argue that capacity rather than need for growth should be studied. They show that "assimilation of work experience" (A WE), a measure of the individual's affective responses to work performance variations, does explain variance in growth satisfaction independent of job scope and context satisfactions. Here we investigate aspects of the internal and construct validities of this finding. We show that the A WE effect on growth satisfaction is independent of role ambiguity and leader behavior. Also, whereas A WE explains variance in growth satisfaction, it has a random effect on satisfaction with supervision. The sample is 487 sales representatives. Moderated regression analysis is the primary analytical method.
Referent Sharing: Convergence within Workgroups of Perceptions of Equity and Referent Choice
Authors: Ambrose Maureen L. , Kulik Carol T.
Published: August 2005

This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice. For compensation comparisons, workgroup membership is related to referent choice. Workgroup membership does not influence either equity evaluations or referent choice for job complexity or supervisory behavior. Implications of these results for future research on comparative referents are discussed.
Case Studies as Natural Experiments
Authors: Lee Allen S.
Published: August 2005

The paper poses organizational case studies as a provocative way of addressing a long-standing controversy within the social sciences between the subjectivist and objectivist schools of thought. Whereas organizational case studies are customarily conducted as a form of subjectivist research, they may, in addition, be conducted so as to fit the conceptions of objectivist research as well. The paper explains how to achieve this result by conducting case studies as a form of natural experiment. The paper uses organizational case studies in this way to reveal the intersection which exists between the subjectivist and objectivist schools of thought. Organizational case studies which fall in the intersection constitute, in themselves, refutations to the alleged incompatibility between the two schools of thought, and exemplify how a rapprochement can be forged between them. The paper uses an actual organizational case study, Kanter's Men and Women of the Corporation, to illustrate these points.
Reward Functions of Personnel Training
Authors: Nordhaug Odd
Published: August 2005

The intersection between personnel training and reward systems in work organizations has largely been ignored in research on human resource management. This paper attempts to relate the two by shedding light on reward functions that are inherent in training. An empirical classification of individually perceived benefits from participation in training is presented, and organizational implications of the findings are discussed.
External Effects on Research Endeavors: Conceptual Framework and Empirical Examination
Authors: Shenhav Yehouda A. , Lunde Tormod K. , Goldberg Albert I.
Published: August 2005

A resource dependence perspective is used to conceptualize and to investigate the consequences of externalfunding on scientific enterprise. We argue that the participation of scientists in collegial activities is constrained by resource relations and the resulting dependence of scientists on nonscientists. Constraining factors include secrecy regulations, nonscientists' lack of concern for scientific standards, and the diminished research time available to scientists. Researchers endeavor to protect their autonomy and reduce the dependence by establishing alternative sources offunds. The empirical analysis of the theory is based on a study conducted in Israel. Our theoretical expectations are confirmed for researchers operating in academic settings. They are not fully supported for non-academic research settings. The significance and theoretical implications of the results are discussed.
A Coding Method for the Analysis of Moral Discourse
Authors: Lee John Alan , Ungar Sheldon
Published: August 2005

Development of a social scientific study of morality, cutting across various disciplines and methodological approaches, is proposed. Drawing on both quantitative methods associated with content analysis, and the more naturalistic methods of discourse analysis, the authors outline a new methodfor the coding of moral discourse at three levels of analysis: (1) by the sides taken in the dispute, topics introduced, the "voice" of the moralizer, and key words used, (2) by the "stances" moral claims-makers take, which are conceptualized from a dramaturgical perspective, and (3) by the claims-making "appeal" made by moral rhetoric, whether to logic, feeling rules, or other claims. The first level of analysis, now well established, is illustrated by detailed examples from empirical data published elsewhere. The second level of analysis, well advanced in application, is illustrated by briefer selections. The third level of analysis is still in development. Its explanation here is useful because this journal reaches a wide range of social scientists, and the authors welcome suggestions from diverse disciplines in their efforts to develop a reliable method for the analysis of moral discourse.
The Structure of Conflict Behavior of Managers Assessed with Self-and Subordinate Ratings
Authors: Daves Walter F. , Holland C. L.
Published: August 2005

Most previous treatments of conflict style have focused upon five strategies: avoiding (withdrawing), forcing (competing), smoothing (accommodating), compromising, and confronting (collaborating), purported to lie in a two-dimensional (assertion and cooperation) space. The factor structure of conflict style in self-reports by 158 public-and private-sector managers and in reports by their subordinates (total N = 927) on Howat and London's (1980) 25 behavioral statements was determined. These data indicate a three-dimensional structure which was essentially the same for self-and subordinate reports, i.e., openness, distribution, and control, although self-and subor-dinate reports were correlated at only a very low level. Concern for the interest of both parties was a component of both openness and distribution. The implications for conflict management were discussed.
A Test of Participation Theory in a Work Re-design Field Setting: Degree of Participation and Comparison Site Contrasts
Authors: Macy Barry A. , Peterson Mark F. , Norton Larry W.
Published: August 2005

Although the organizational theory and change literature are replete with intuitively reasonable descriptions concerning the potential effects of participation programs, few efforts have been made to empirically test participation theory. This article examines such theory via a longitudinal study in a naturalistic field setting. The primary intent is to examine the multidimensional organizational efforts that a participative change program lasting approximately 6 years with four separate measurement periods has on direct and indirect participants in contrast to the spontaneous changes in a comparison site. In addition to the delineation of the present study's methodology, results, and interpretation, a brief historical account of participation theory and a review of the empirical participation literature is provided. Contrasts with the comparison site indicate that the change program had beneficial effects for direct participants in the change program, some of which spilled over to other indirectly involved employees at the change site.
Interorganizational Systems in Public Service Delivery: A New Application of the Dynamic Network Framework
Authors: Lawless Michael W. , Moore Rita A.
Published: August 2005

Many key activities in both the public and private sectors today occur in interorganizational networks, involving high interdependence among otherwise autonomous agencies. Miles and Snow outline a special form of such systerms called the "dynamic network. "It is characterized by vertical disaggregation, a flexible governance structure resembling a market mechanism, a single strategy maker in the role of a "broker, " and shared information among members. The combination of these features distinguishes the dynamic network from other interorganizational systems. Miles and Snow claim their model is useful in both public and private settings. However, applications are, so far, limited to the private sector. Utilizing six comprehensive case studies, we examine the dynamic network model in public service delivery. New propositions are developed concerning structure and agency conduct in public interorganizational systems.
Organization Design for Technological Change
Authors: Liu Michel , Denis Helene , Kolodny Harvey , Stymne Bengt
Published: August 2005

The microprocessor revolution is the leading edge of a new "technology system" that in itself underlies a new paradigm of organization. While it is early to completely describe the emerging paradigm, some hypotheses can be advanced. They are presented in this paper. The hypotheses arise from studies of how new technologies have changed our understanding of the nature of jobs, the division of labor and the control and coordination of organizations. In the process of transition to the new paradigm, new professional skills will be required. It is postulated that skill in the design of organizations may be one of these.
Internal Politics and the Interactive Elaboration of Information in Workgroups: An Exploratory Study
Authors: Lazega Emmanuel
Published: August 2005

This exploratory research is concerned with the elaboration of appropriate information by workgroup members. Our theoretical approach centers on the interactive dimension of appropriateness judgments in work relationships; special attention is given to the way members use internal boundaries in their group in order to formulate these judgments. The study describes and grounds a typology of the processes of elaborating information and examines the link between these processes and the structure of the workgroup. Workgroup structure is defined in terms of authority relationships, taking into account different attitudes toward authority. The methodology is qualitative but builds upon a comparative approach applied in a social service unit and an administrative service unit.
The Splitting of Leadership and Management as a Social Defense
Authors: Krantz James , Gilmore Thomas N.
Published: August 2005

This article explores a maladaptive response organizations are making to the great uncertainty and turbulence they face. The authors describe the ways in which management and leadership are split apart, with one aspect idealized and the other devalued, as a "social defense" against confronting the adaptive demands of contemporary operating environments. Two variants of this social defense are examined: "managerialism" which looks to the magic of technique and "heroism" which focuses on the heroic leader. Responding effectively to current conditions requires linking what has come to be viewed as leadership, the visionary and mission setting aspects of executive action, with management, the apparatuses and tools for achieving organizational purposes.
Processes Linking Work and Family: A Critical Review and Research Agenda
Authors: Lambert Susan J.
Published: August 2005

This paper critically reviews the theoreticalframeworks currently used to explain the processes through which work and family are linked, i.e., segmentation, compensation, and spillover. In the literature, these processes are treated as competing explanations, even though evidence and logic suggests that all three operate to link work and family. Moreover, it is likely that other processes also link the two. Most notably, workers may limit their involvement in work, or in family life, so that they can better accommodate the demands of the other. Clarified causal models and suggestions for advancing knowledge in this area are presented and discussed. It is argued that a fuller understanding of the processes linking work and family life is necessary to adequately evaluate the effectiveness of the family supportive policies currently being implemented by many U.S. firms, as well as to identify additional strategies for helping workers find satisfaction in both their work and personal roles.
Multiculturalism in Australia: A Survey of Attitudes
Authors: Ho Robert
Published: August 2005

The assimilationist approach to Australia's large-scale immigration program since the Second World War has recently been replaced by a policy of multiculturalism. While it is clear that public policy may have accepted multiculturalism as the appropriate philosophy for contemporary Australia, there is evidence to suggest that much of the community has yet to agree. This study has been designed to investigate Australian-born respondents' attitudes toward the policy of multiculturalism. Specifically, the study focuses on two research questions: (1) what is the extent of support for the policy of multiculturalism and its underlying dimensions?, i.e., the belief that such a policy is in line with Australia's national interest, that the policy has benefitted Australian society, that it serves as a social justice strategy by providing a fair share of society's resources to all Australians, and that it will lead to social cohesion, and (2) what are the correlates of these attitudes? A total of 159 Australian-born respondents (89 males, 70 females) were surveyed. The results obtained indicated a discrepancy between support for the dimensions underlying multiculturalism and support for the policy itself. Specifically, the strong support for the underlying dimensions was not reflected in the moderate support for the overall policy. With regard to the correlates of these attitudes, the concept of ethnocentrism was found to be the only significant predictor, while none of the demographic variables (sex, age, education, and SES) was found to be significantly related to any of the multiculturalism variables. The implications of these findings for a policy of multiculturalism in Australia are discussed.
Calculations, Values, and Identities: The Sources of Collectivistic Work Motivation
Authors: Shamir Boas
Published: August 2005

This paper argues for the further development of work motivation theories to include better links between the individual and the collectivity, in order to more adequately explain individual contributions to collective work efforts. Three co-determinants of collectivistic work motivation are discussed: calculative considerations, moral commitments, and the affirmation of identities. It is argued that perceived collective efficacy and social rewards and sanctions should be given a central place in calculative models of collectivistic work motivation. It is further argued that moral commitments and identity affirmation should not be reduced to cost-benefit calculations because doing so denies the social origins of collectivistic motivation, and masks the potential importance of these factors in explanations of collective action.
Fish Without Water? Subject Philosophy as Study of the Water Within Which Industrial/Organizational Psychologists Swim
Authors: Veldsman Theo H.
Published: August 2005

The view of a presuppositionless science has in recent years become increasingly under attack. Although the presence of presuppositions in industrial/organizational psychology and the need to study them have been acknowledged, no major attempt has been made to study these presuppositions in any systematic and comprehensive way. This article proposes that the study of such presuppositions falls within the ambit of an area called "subject philosophy." The article attempts to provide answers to two questions with reference to industrial/organizational psychology, "What is the nature of Subject Philosophy?" and "What is the task of Subject Philosophy?"
Age and Work Satisfaction in a Government Agency: A Situational Perspective
Authors: Zeitz Gerald
Published: August 2005

A "situational"perspective on employee attitudes is used to interpret the relationship between age and work satisfaction among 434 employees of a Federal Government agency. Distinct age-satisfaction curves are discovered among three employee groups: a U-shaped curve among nonprofessionals, an upward-sloping double-bend curve among elite professionals, and a downward sloping curve among ordinary professionals. Employee perceptions of management climate, mobility possibilities, and personal influence all vary by subcontext and determine level of work satisfaction. Results are seen as supporting a situational rather than ontogenetic explanation of work satisfaction.
In Search of Adams' Other: Reexamination of Referents Used in the Evaluation of Pay
Authors: Summers Timothy P. , DeNisi Angelo S.
Published: August 2005

The paper provides a reexamination of Goodman's (1974) study of the referents used in evaluating pay. The present field research, largely in corroboration of Goodman (1974), found that perceptions of pay equity with respect to three classes of referents are strongly associated with pay satisfaction. In addition, pay valence was found to be associated with perceptions of equity vis-a-vis referent classes. This research was generally not supportive of Goodman's identification of factors affecting the selection of referents. Implications for future research are discussed.
Stress in the Prison Service: The Benefits of Exercise Programs
Authors: Kielyl Julia , Hodgson George
Published: August 2005

This article examines the job and role of prison officers in the light of theoretical work on occupational stress. Research findings and literature reviews on the value of exercise to offset occupational stress are considered. A visit was made to a prison currently operating a staff exercise program during duty hours, and interviews were held with staff. Further prisons of similar categorization were contacted by questionnaire to obtain comparable statistical data on overtime and sickness rates. The questionnaire also sought Governors' opinions of occupational stress and the feasibility of introducting staff exercise programs as a means of alleviating stress. Finally, in-depth interviews were held with a selection of staff who had experienced an illness which they attributed to stress. The results highlight the positive benefits of physical exercise and general fitness both as stress preventors and as a means of overcoming the harmful effects of stress. It also reveals the need for more rigorous research regarding the perceived and actual benefits of physical exercise as a way of combating occupational stress.
Stories as Cultural Creativity: On the Relation Between Symbolism and Politics in Organizational Change
Authors: Feldman Steven P.
Published: August 2005

The organization theory literature on stories concentrates on the role stories play in political processes, especially the representative and integrative aspects. In this essay, I will build on this literature by introducing Victor Turner's work on cultural change. Stories will be seen as not only representing and integrating political process, but also creating them. By focusing on the creative aspect of stories, their role in organizational change is highlighted. This framework is applied to stories about a change of leadership in an electronics company. Two conclusions emerge. First, stories are a form of cultural creativity that can be used to mediate conflicts and contradictions that arise from changing circumstances. Second, stories, despite the fact that they are a form of cultural change, can have a negative influence on the process of organizational change.
Ritual Speaking in a Canadian Suburb: Anthropology and the Problem of Generalization
Authors: Rapport Nigel
Published: August 2005

In the context of an expanding suburb on the edge of a Canadian city, this paper explores the ritual of daily conversation, and the role of individual practice in bringing to fruition common cultural texts. It offers a re-working of the Geertzian notion of texts as cultural control mechanisms, and a reappraisal of Giddens' view of the sociology of action as the study of behaviors which may be legitimately divorced from their individual perpetrators and set alongside other reified social facts. It argues instead for a view of common cultural texts as incomplete: ambiguous shorthands and generalities. It is the practice of individual speakers which personalizes and particularizes them to specific circumstances. This individuals do in diverse fashion. Hence, the meanings which the texts come to express are neither necessarily consensual nor conventional. The form of an anthropological account of such routine occasions, therefore, should be to shuttle between collective text and individual activity, maintaining the general concept and the particular usage in a tension of opposites through which each is seen as affording social life to the other.
Children's Participation in Family Tasks: Determinants of Mothers' and Fathers' Reports
Authors: Bird Gloria W. , Ratcliff Bonita B.
Published: August 2005

This study was designed to investigate the determinants of mothers' and fathers' reports of children's participation in family tasks. Results indicate that across task categories, sibling structure, gender-role orientation, age of oldest child, and family size are more often related to mothers' reports of children's participation. Among fathers, reports of children's task participation are more often influenced by age of oldest child, sibling structure, and extent of mother-father task sharing. Mothers' employment status did not explain any of the variance in parental reports of children's task participation. Implications of these findings are discussed.
Recent Life Events, Religiosity, and Health: An Individual or Collective Effect
Authors: Anson Ofra , Carmel Sara , Bonneh Dan Y. , Levenson Arieh , Maoz Benjamin
Published: August 2005

While recent life events (RLE) cause ill health and psychological distress, religiosity is positively associated with health. The adverse effect of RLE on health is usually explained in terms of stress theory; the positive religiosity-health association is explained by the nature of the religious network, or by the effect of religiosity on the internal environment of the individual. Using data collected from a sample (n = 230) of two Israeli kibbutzim, one religious and one non-religious, with similar ecology, demography, and social structure, the stress-deterrent effect of religiosity is studied. Self-administered questionnaires, including a list of RLE, five health measures, and five religiosity measures, were randomly distributed. Our findings show that whereas RLE adversely relate to health, belonging to a religious community counterbalances the negative health consequences of RLE. Individual religiosity (private praying, theodicity, and religious commitment) do not have the same stress-deterrent effect.
The Generalizability of the Hidden Investment Hypothesis in Leading Japanese Corporations
Authors: Wakabayashi Mitsuru , Graen George , Uhl-Bien Mary
Published: August 2005

The present study tests the generalizability of the hidden investment hypothesis (Wakabayashi, Graen, Graen, & Graen, 1988) for Japanese management systems. The hidden investment hypothesis was derived from a 13-year longitudinal study of the career progress of a cohort of 85 college graduates who joined a single Japanese company in the same year, and states that the higher the quality of the vertical exchange relationship between a manager and supervisor, the greater the career progress of that manager. To test for the generalizability of the hidden investment hypothesis, 1075 line managers at four different hierarchical levels were sampled from five of the leading corporations in Japan. Hierarchical regression and path analysis showed that both vertical exchange quality and hierarchical level contributed uniquely to investments in managers' careers after the contributions of company, age, tenure, education, technical specialty, and intrafirm mobility were controlled. The contributions of these control variables were estimated and a summary path diagram is presented. Implications of these findings for our understanding of Japanese management development are discussed.
Psychoanalysis, Psychosis, and Postmodernism
Authors: Frosh Stephen
Published: August 2005

Postmodernist accounts of culture have referred to psychoanalytic descriptions of psychosis to support their claim that psychosis provides a model of contemporary personal experiences. In some cases, such as "schizoanalysis," this has led to a celebration of psychosis as a revolutionary process. This article examines these claims through a reading of the descriptions of psychosis given by Lacan and Bion, and argues that while some aspects of modernity are resonant of psychotic processes, psychosis remains a pathological state.
The Organization of Hazardous Waste Production in the U.S.: Social and Ecological Performance
Authors: Swinth Robert L.
Published: August 2005

Hazardous waste is seen as a major environmental issue by the American public, yet the social and environmental problems created by the high levels of generation and accumulation of this waste have not been seriously addressed. In this paper, it is shown that the relationship between social/ecological performance and the production of hazardous waste is a commons. A focus on this dynamic of the hazardous waste domain is essential to the elimination, reduction, and disposal of waste. Current organizational strategies for addressing the conflict between performance and production are reviewed., The strengths and limits of attempting to maintain both adequate health/environmental protection and economic growth through joint organization of the principal actors from government, business, environmental, and other organizations is examined.
Marketing and Manufacturing Agreement on Goals and Planned Actions
Authors: St.John Caron H.
Published: August 2005

A firm's competitive strategy is implemented through the day-to-day actions taken and decisions made at the operating level of the firm. The purpose of this research was to address three questions: (1) in what areas do marketing and manufacturing groups within the same firm tend to disagree, (2) do marketing and manufacturing groups tend to support the postures traditionally associated with their departments, and (3) does use of written strategic plans and MBO linked to performance appraisal encourage a common strategic vision. Investigation of the areas of disagreement indicated that differences were firm-specific rather than representative of fundamental differences between marketing and manufacturing groups. Agreement between groups was significantly higher in those firms where marketing and manufacturing managers perceived that written strategic plans and MBO linked to performance appraisal were relied on frequently.
History as a Mode of Inquiry in Organizational Life: A Role for Human Cosmogony
Authors: Barrett Frank J. , Srivastval Suresh
Published: August 2005

Inquiry into social and organizational life has been characterized predominantly by a structural-functionalist orientation, following the influence of sociologists such as Talcott Parsons. While this orientation has produced a great deal of knowledge and insight in the field of organizational theory, there are ways in which this orientation has led to unintentional consequences. The structural-functionalist orientation tends to generate a snapshot approach to research by focusing on the givenness of social structures and in so doing, adds to a sense of reification of organizational processes. Organizational life is a socially constructed reality. This is easily forgotten because by nature, social institutions begin to degenerate into recipe knowledge for its members, and original meanings and intentions that once guided social arrangements get lost. This paper proposes that we need a methodology which attempts to capture the historicity and continuity of organizational life, and the contingencies and decisions made through time. We need to pay attention to the human cosmogony, the human creation of the world through contingencies, accidents, and choices, to attempt to re-discover the original intentions and choices of predecessors. A brief review of historians and historical philosophers' views of methods for studying human action is investigated.
Inductive Measures of Psychological Climate
Authors: Koys Daniel J. , DeCotiis Thomas A.
Published: August 2005

Eight summary dimensions of psychological climate, i.e., autonomy, trust, cohesiveness, pressure, support, recognition, fairness, and innovation, were derived from over 80 differently labeled dimensions reported in the literature. Five item scales of each summary dimension were developed and tested in a sample (n = 367) of managerial employees. Coefficients alpha for the scales ranged from 0.80-0.89. When the 40 items were submitted to a factor analysis with an oblique rotation, eight factors were produced, generally corresponding to the eight summary dimensions. These results were validated by using a separate sample (n 84) of managerial and professional employees.
The Signifier and the Group
Authors: Long Susan
Published: August 2005

This paper is concerned with the idea of the group as a signifying chain. Group elements, e.g., roles, subgroups, group episodes, and social acts, are viewed as signifiers open to particular significations each of which may be represented within the imaginary history of the group, i.e., in particular people and events. This theoretical position is arrived at via an application of Lacan's ideas to implications drawn from an examination of Freud's works on narcissism and group psychology. To Freud, the group is bound together by narcissistic identifications among the members who have each incorporated important aspects of the leader into his/her ego-ideal. The myth of the primal horde exemplifies this basic group structure. Taking this myth as a basis for further hypotheses about groups, this paper argues for differential member identifications with the leader. These differential identifications seem to be the imaginary effects of the signifying chain (group structure) that is anchored by the central signifier of the group, i.e., the symbolic father/leader. A particular group is exampled.
Organizational Environment in Africa: A Factor Analysis of Critical Incidents
Authors: Munene J. C.
Published: August 2005

The focus of this study is on the effect of institutional envioronment on organizational decision making in an African state. Three empirical studies were conducted consecutively in Nigeria. The first one provided the instrument for the subsequent studies. The instrument, containing 26 items, was factor analyzed in the second and third studies. In the second, four interpretable factors were identified where a factor containing items concerning the exchange environment accounted for the largest variance. The other factors measured aspects of the institutional environment. In the third study, a similar configuration of item clusters was obtained, though consistency was most observed in the factor measuring the exchange environment. This was taken as evidence for the validity of the exchange environment as well as the reliability of items used to measure it. Three characteristics define this environment. The first is transactional failure or the failure to take possession of a service or good already paid for. The second is the feedback timelag; this refers to the length of time it takes to learn of the outcome of a transaction. The third is personalissimo, meaning a situation in which the actor has to know someone who knows someone who can give the desired service (Triandis, 1984).
Antecedents to Cross-Cultural Adjustment for Expatriates in Pacific Rim Assignments
Authors: Black J. Stewart , Gregersen Hal B.
Published: August 2005

Although past studies of expatriate adjustment have asked human resource executives their opinions about important antecedents of cross-cultural adjustment (e.g., Tung, 1981, 1988), very few studies have attempted to empirically determine which factors significantly affect cross-cultural adjustment based on data collected from actual expatriate managers. This paper examines the impact of job, personal, and general factors on three facets of cross-cultural adjustment based on data collected from American expatriate managers in Pacific Rim assignments (Japan, Hong Kong, Korea, and Taiwan). The results of the study indicate that different antecedents were related to different facets of cross cultural adjustment. Both research and practical implications of these findings are explored.
Predictors and Moderators of Employee Responses to Employee Participation Programs
Authors: Graham Jill W. , Verma Anil
Published: August 2005

This paper explores mechanisms that help account for the relationship between individual involvement in employee participation programs and variations in affective responses to such programs. Proximity to and duration of members' involvement in participation programs are investigated, as are two potential moderating factors: organizational citizenship propensity, and individual discontent with the extent of worker participation in decision making. Proximity and duration both are associated with increased liking of employee participation programs in this study. The positive association is enhanced for those low in organizational citizenship or high in discontent. Implications of these findings for the creation and management of employee participation programs are discussed. Directions for future research are also suggested.
The Use of Dyadic Alliances in Informal Organization: An Ethnographic Study
Authors: Moreyl Nancy C. , Luthans Fred
Published: August 2005

Ethnographic methodology was used to analyze a bureaucratic organization. The informal system of dyadic alliances that was found are analyzed in terms of an adaptive response to problems of ineffective management and interpersonal tensions. The organization and management implications of this "informal" system are discussed.
Munificent Compensations as Disincentives: The Case of American CEOs
Authors: Delacroix Jacques , Saudagaran Shahrokh M.
Published: August 2005

We review the scholarly literature and report that there exists no convincing link between CEO compensation on the one hand and either CEO performance or company performance on the other. We report further that neither market processes nor a lottery-like process account for the systematic difference between the remunerations of CEOs in the US and in other industrialized countries. Based on the observation that CEO mega-compensations are not taxed out of existence although they seem to violate common social norms of equity, we speculate that such compensations must serve a mythical social function. We propose that, baffled by the non-hierarchical nature of our economic system, Americans use high CEO compensation as evidence that someone is in charge. Finally, we argue that the current very high levels of CEO compensation may be counterproductive because they protect CEOs from the material consequences of their bad performance.
An Interdisciplinary Approach to Analyzing the Managerial Gender Gap
Authors: Cannings Kathleen
Published: August 2005

In analyzing the sources of female-male earnings differences, this paper goes beyond the narrow focus of human-capital theory with its view that the only relevant productive attributes of individuals is their cognitive capabilities. Using a unique firm-level Canadian data set on managerial employees and a "social model" of earnings that includes behavioral and organizational as well as cognitive variables, the paper estimates the determinants of earnings differences in general and the gender gap in particular. The statistical analysis reveals that, for all employees in the sample, experience with the company has a significant positive impact on earnings while a reluctance to leave the company has a negative impact. As for the gender gap, the analysis reveals that the earnings of women are penalized by their disproportionate responsibilities for work in their family homes.