bluuebunny/crossref_metadata_2025 huggingface dataset:
Multinational Corporations and Host Governments' Relationships: Comparative Study of Conflict and Conflicting Issues
Authors: Negandhi Anant R.
Published: August 2005

The main purpose of this study was to examine analytically the conflicting issues and causes of conflict between multinational corporations (MNCs) and host governments and MNCs and other publics in six countries (Brazil, India, Malaysia, Peru, Singapore, and Thailand). Though the nature and intensity of conflict was conceptually the central focus of our study, it was intended to serve as a springboard to examine broader intra-and interorganizational practices and behavior of the multinationals. Data for this study were collected through interviews with senior executives of 124 MNCs and governmental officials and other knowledgeable persons in these six countries. Analysis of the data indicates that the ownership or national origin of MNC, the expectational differences between MNCs and host governments, and prevailing market conditions were related to the nature and intensity of conflict between the MNCs and the host governments. Surprisingly, the relative size, level of technology employed, level of diversification, period of operation in the host country, and some other internal attributes of the MNCs examined were not found to be significantly related to conflict.
Strategies of Dismissal: Ways and Means of Avoiding Personal Abuse
Authors: Wagner Jon
Published: August 2005

This paper describes the mechanisms by which individuals "dismiss" or render ineffective the symbolic attacks to which they are subjected. Among the strategies useful to this protection of the self are those which focus on the situation of the attack, the nature of the self, and the nature of the attacker. Characteristic of many of these individual approaches to defense is an underlying concept of the "real self, " a symbolic identity, the manifestation of which the individual can influence, if not control. The implications of this discussion of "dismissal strategies" are threefold: (1) structures of dismissal are differentiated by use and consequence with reference to the characteristic features of social organization; (2) contemporary social problems and the "legitimation crisis" of social welfare institutions can be seen as one expression of dismissal strategies; and (3) the importance of strategies of dismissals to ongoing social life suggests that social order is made possible by selective disengagement as much as by engagement.
Contingency Severity and Individual Performance in a Probabilistic Game Setting
Authors: Sakamoto Shiori
Published: August 2005

Contingency Severity, a construct which describes the impact of environmental and system variables upon individuals, is operationally defined in this study. The measure of Contingency Severity employed was Raynolds' difference score, R, calculated between nonverbal Projective Differential and verbal Semantic Differential data. A probabilistic game was devised to permit relatively precise control over the predictability of a relevant environment. The principal game parameters-"predictability" and "eucity/noxity of feedback "-were distinct in three versions of the game. A repeated measures, balanced Latin Squares design was used to control for differences in game situations, order of play, and decision style. Nonparametric analyses supported the hypotheses that (1) Raynolds' measure of Contingency Severity, R, did vary inversely with performance; (2) performance was positively related to the game's objective degree of situation predictability; and (3) R did vary inversely with and could be explained by situation predictability and eucity/noxity of feedback.
Problem Solving, Planning, and Innovation. Part I. Test of the Program Planning Model
Authors: Van de Ven Andrew H.
Published: August 2005

This longitudinal research compares the Program Planning Model (PPM) with a conventional (non-PPM) planning model in the context of creating 14 new child care programs in local Texas communities. The programs planned according to the PPM are found to have more efficient services and greater community acceptance during their first year of implementation than the programs that were developed with the conventional planning process. Due to the absence of random assignments, it is not demonstrated that these results are due to planning processes alone. However, evidence is presented that suggests the PPM projects outperformed the non-PPM projects because implementation success correlates with five key dimensions of planning behavior. Implementation success increases with: (1) participation of citizens, experts, and community interest groups; (2) involvement of a policy board representing partisan interests; (3) greater and more equal distribution of planning team effort; (4) process consultation in early planning phases; and (5) fewer deviations from the PPM procedural model in allphases of planning. The implications of this research for theory and practice will be discussed in a companion Part II of this article.
Between Service and Servility: Role Conflict in Subordinate Service Roles
Authors: Shamir Boas
Published: August 2005

The concept Subordinate Service Roles (SSRs) is introduced to denote organizational boundary roles in which an organization member performs direct service to a nonmember whose status is higher than that of the service giver. The relative inattention of Industrial/Organizational Psychology and Organizational Sociology to such roles is pointed out. Various types of role conflict in SSRs are discussed. Some factors affecting the level of conflict in SSRs are proposed, and typical responses of SSRs occupants to role conflict are presented and illustrated. The discussion is based on a review of the literature and on critical incidents of service collected from service givers and clients in two areas: hotels and public transport in Israel.
Educational Background and Attitude to Mental Illness Among the Yoruba in Nigeria
Authors: Erinosho Olayiwola A. , Ayonrinde Akolawole
Published: August 2005

A community survey which involved 771 rural/urban respondents in Nigeria was undertaken in order to investigate the knowledge and opinion about descriptions which are prototypic of mentally ill persons. This report focuses on the relationship between levels of education and opinion as well as tolerance of the respondents for persons who might fit the descriptions. The findings indicate that substantial proportions among the literate and nonliterate are unable to associate the descriptions with mental illness.
Role Conflict and Role Ambiguity: Integration of the Literature and Directions for Future Research
Authors: Van Sell Mary , Brief Arthur P. , Schuler Randall S.
Published: August 2005

Although research on role conflict and ambiguity has been extensive, there has been only moderate consistency in the focus and results of the research, while several areas of role conflict and ambiguity research are still relatively unexamined. This paper suggests that a framework for organizing the recent research may assist in consolidating the field and providing an understanding of where we are, what is left to be done and, therefore, direction for future role conflict and ambiguity research.
Personality and Task Moderators of Subordinate Responses to Perceived Leader Behavior
Authors: Abdel-Halim Ahmed A.
Published: August 2005

This study examines the moderating effects of two task variables-role ambiguity and job complexity-and subordinate locus of control on the relationship of leader initiating structure and consideration to subordinate intrinsic satisfaction and job involvement. Data were collected from a sample of 89 middle-lower level managers of a large, heavy-equipment manufacturing firm in the Midwest. Moderated regression analysis was performed on the data. Significant interactions were obtained between leader consideration and each of role ambiguity, job complexity, and locus of control. Leader initiating structure has a significant interaction with locus of control, but the direction is opposite that predicted. Implications of the findings for the path-goal theory of leadership, future research, and leadertask design match are discussed.
Social Perception of the Rape Victim's Culpability: The Influence of Respondents' Personal-Environmental Causal Attribution Tendencies
Authors: Thornton Billy , Robbins Michael A. , Johnson Joel A.
Published: August 2005

This study investigated the influence of individual differences in attributional tendencies on the perception of a rape victim's causal role in her own vicitmization. Respondents'general tendency to attribute cause of events in another person's life to either personal, internal reasons or external, environmental ones was assessed, as were their attitudes to a variety of items on the subject of rape. Factor analysis of the rape questionnaire produced four factors: victim precipitation-responsibility, negative evaluation, sexual motivation, and power motivation. With the victim precipitation-responsibility factor serving as a measure of attributed responsibility, a factorial design was created with sex of subject and attributional propensity serving as independent measures. Males perceived significantly greater precipitation-responsibility on the part of a rape victim than did female respondents. There was also a significant overall trend for attributional orientation with "personals" indicating greater victim responsibility than that expressed by "environmentals." This effect was particularly evident among male subjects, while females did not significantly differ among themselves. Neither attributional nor sex differences were apparent in analyses of the evaluative or motivational factors.
Cooperative and Clashing Interests in Small Groups. Part I. Theory
Authors: Gustafson James P. , Cooper Lowell , Lathrop Nancy Coalter , Ringler Karin , Seldin Fredric A. , Wright Marcia Kahn
Published: August 2005

Exploitation is as old as our knowledge of society and recurs continually in almost every social organization that we know, while cooperation is less common, more private, and continually breaking down. The authors are interested in routes that small groups discover for running against this exploitative current of history. The ordinary danger in new small groups is that divergent interests will be neither recognized nor balanced. Members will have contradictory plans for the use of the group situation, often unconscious, which are managed by ignoring or negating one or both parties. The authors have found, however, that groups are also capable of unconcious collective planning to handle these collisions. They describe five major principles of unconscious group planning, illustrate these principles in the narratives of two contrasting small groups, and compare this new theory with the classical perspectives on small-group dynamics.
Job Involvement of Intrinsically and Extrinsically Motivated Indian Managers: To Each According to His Need
Authors: Misra Sasi , Kalro Amar
Published: August 2005

This study tests the notion that the attitude of job involvement is a function of the degree of satisfaction with one's salient needs, be they intrinsic or extrinsic. Data from 33 primarily intrinsically motivated and 43 primarily extrinsically motivated managers, selected from a sample of 215 Indian managers, were analyzed to test two hypotheses: (1) the attitude of job involvement will be positively correlated with the satisfaction of salient needs only; and (2) both intrinsically and extrinsically motivated managers will be equally job involved provided their salient needs are met and more job involved than those whose salient needs are not met. Hypothesis 1 was supported. Due to meager data only partial support for hypothesis 2 was obtained. Implications for job designs to promote employee involvement are discussed.
Conversation and Social Exchange: Managing Identities in Old Age
Authors: Dowd James J.
Published: August 2005

It has been argued previously that, due to industrial development and the related ideology of modernity, old people in contemporary society are less able to negotiate favorable or, even, equitable exchange rates. This structural analysis, however, leaves unanswered important issues concerning the "working out" of the terms of the exchange agreement. The focus of this paper is the negotiation and maintenance of exchange relationships. How, for example, does the individual old person and his or her exchange partner(s) decide such issues as the relative "social worth" of the partners, the resources each possesses and is willing to exchange, the value of the resources to be exchanged, or the rate at which resources are to be exchanged. While such terms may occasionally be submitted in written form for the approval of each partner, in most cases such issues are resolved in a much more informal manner. Approval or consent to an exchange agreement is generally reached through a process of informal negotiation which is commonly referred to as conversation. Because of the lack of any obvious or generally accepted conversion table (by which resources are converted in standardized units of power), the mere possession of a power resource is insufficient, in most cases, to obtain an automatic share of privilege. Rather, the resource must be entered into the exchange negotiation in orderfor the individual's claim to be accepted as legitimate. Talk is the means by which potential power is converted into power-in-use.
The Coch and French Study: A Critique and Reinterpretation
Authors: Bartlem Carleton S. , Locke Edwin A.
Published: August 2005

Coch and French's interpretation of their classic (1948) study of worker participation in decision-making is questioned. It is argued that the superiority of the combined experimental groups to the control group could have been due to differences in: the way in which the job changes were explained; the manner in which the time studies were conducted; and/or the amount of additional training given. Similarly, the superiority of experimental Groups II and III to Group I could have been an artifact of differences in the amount of work available, or of differences in group size. In addition, the failure to find a difference within Group I between direct and indirect participants would seem to argue against a participation interpretation of the findings. It is suggested that the perceived fairness of the pay rates was probably the key factor in this and in some similar studies. The wider issue involved may have been organizational trust.
Hierarchical Position in the Work Organization and Job Satisfaction: A Failure to Replicate
Authors: Ebeling Jon S. , King Michael
Published: August 2005

The association between hierarchical position in the work organization and job satisfaction was examined in national probability samples from 1972, 1973, 1976, and 1977. Results failed to replicate the finding in a 1974 national sample that position and job satisfaction are significantly associated when occupational prestige, income, and age are controlled. The importance of replicating large survey results across independent samples is emphasized.
Defectors, Vulnerability, and Relative Power: Some Causes and Effects of Leaving a Stable Coalition
Authors: Murnighan J. Keith
Published: August 2005

This study explored the causes and effects of defecting from a stable coalition. Vulnerability and the relative power of the defectors were the primary independent variables. Results showed that defectors were obtaining higher payoffs than nondefectors prior to their defection. Defection from stable coalitions in the four coalition games studied here led to reduced benefits for both the defectors and the nondefectors. At the same time defectors fared better than nondefectors, with vulnerability reducing the defectors' benefits. Relative power, over all conditions, led to significantly more positive outcomes than relative equality or weakness. The data also suggested that vulnerable defectors may fare more poorly than their nondefecting partners. The use of coalitions as models of a variety of interactions and the social contexts that facilitate or block defections are also discussed.
Content, Process, and Effects of Participative Decision Making on the Shop Floor: Three Cases in the Netherlands
Authors: Koopman Paul L. , Drenth Pieter J. D. , Bus Frans B. M. , Kruyswijk Agaath J. , Wierdsma Andre F. M.
Published: August 2005

This article discusses the experiences with participative decision making on the shop floor ("work consultation") in three Dutch organizations. Work consultation is characterized in terms of content, process, and effects. Besides the moderating effect of a number of contingency variables on the relation between participation and outcome variables is researched. The results lead to questioning the usefulness of a contingency model in research on the effects of participation.
Innovations in Organizations: Appropriateness of Perspectives From Small Group Studies for Strategy Formulation
Authors: Butler Richard J.
Published: August 2005

Some dimensions of innovations appropriate to processes have been closely examined in the small group, mainly experimental, literature for the purpose of illuminating the process of innovation in organizations. The processes selected are learning, communication, deviance, risk taking, creativity and brainstorming, leadership, and cohesiveness. It is argued that small group processes can offer much to the understanding of organi-zational processes, for example, innovation and strategy formulation.
Psychological Sense of Community: Measurement and Application
Authors: Glynn Thomas J.
Published: August 2005

The development and testing of an instrument designed to measure '"psy-chological sense of community" (PSC) is described. A discussion of the historical background of the PSC concept is presented and results of the use of the instrument in three U.S. and Israeli communities are described. Specific attention is given to the relationship of PSC and the variables of community satisfaction and competence as well as to applications of the PSC instrument. Since results suggest that certain manipulable variables may be associated with PSC, and that PSC itself may have the properties of a construct, suggestions for further research, and the potential im-portance of PSC for community development and maintenance are given.
Contextual Factors in the Selection of Strategic Decision Methods
Authors: Stein Jorge
Published: August 2005

The approach followed by top managers when dealing with strategic decisions is shown to be related to contextual conditions. Three areas of potential influence on the determination of the decision method are studied: (1) the organizational environment; (2) the nature of the specific problem; and (3) the leadership style. Knowledge about the first two areas allows a significant improvement in the ability to predict the use of a decision approach, while the dimensions chosen to represent leadership style do not seem to have an important influence on the selection of a method.
The Effects of Formal Employee Participation in Ownership and Decision Making on Perceived and Desired Patterns of Organizational Influence: A Longitudinal Study
Authors: Long Richard J.
Published: August 2005

This paper examines possible effects of introduction of formal employee participation in ownership and decision making on patterns of organizational influence, using longitudinal data obtained before and after conversion of an electronics firm to partial employee ownership. Although numerous formal participation mechanisms were introduced, including employee board representation, an employee council, and quarterly shareholder meetings, little change was found in perceived worker participation at any decision level. Employee ownership did not seem to increase desires for worker influence among either managers or nonmanagers, nor did it appear to significantly affect the total amount and distribution of influence within the organization.
A Path Analytic Model of Human Capital and Organizational Job Characteristics on Female Job Satisfaction
Authors: Martin Thomas N.
Published: August 2005

This study attempts to integrate human capital theory (predominantly an economic theory) with the traditional organizational job characteristics found in the behavioral job satisfaction literature. Four human capital variables-formal education, marital status, length of service, and alternative job information-are posited to have direct influence on seven organizational job characteristics-pay, co-worker integration, promo-tional opportunities, job communications, equitable treatment, routiniza-tion, and centralization. These seven variables are then posited to have direct influences on job satisfaction. Human capital theory is found to be a powerful addition to the understanding of job satisfaction among female employees. The multiple relationships posited between human capital resources and job characteristics are quite evident in the path analytic test of the model. Furthermore, increased co-worker integration and reduced routinization were found to directly increase job satisfaction. Implications for changing certain organizational processes, structures, policies, and programs are discussed.
The Job Selection Process: A Conceptual Rapprochement of Labor Turnover and Occupational Choice
Authors: Watson Charles A. , Garbin Albeno P.
Published: August 2005

The perspectives and research data on labor turnover and occupational choice have not been integrated meaningfully. In fact, each area has tended to develop independent of the other. Essentially, each job entrance and each job e-xit has been treated as a unique occurrence, and not as part of a work history. This paper suggests and integrates several concepts which make it possible for the phenomena considered by labor turnover and occupational choice to be treated as aspects of a larger process of job selection.
Image Congruence and the Treatment of Difference Scores in Organizational Choice Research
Authors: Keon Thomas L. , Latack Janina C. , Wanous John P.
Published: August 2005

This study examined how the perceived congruence between self-and organizational images affects one's choice of a graduate school of business. Applicants with a positive self-image (N = 64) select schools most like their self-image, whereas applicants with a negative self-image (N = 18) select schools least like their self-image. The retention of directionality in difference scores is shown to be a useful data analysis technique when testing congruence hypotheses.
Job Satisfaction and Life Satisfaction: An Empirical Evaluation of Their Interrelationship
Authors: Keon Thomas L. , McDonald Bill
Published: August 2005

A survey of job satisfaction, life satisfaction, and work related attitudes was administered to 129 employees of an auto parts manufacturer. The purpose of this study was to investigate the relationship between job and life satisfaction. Using three-stage least squares, the results suggest that the two variables are jointly determined.
Organization Development: A Closer Scrutiny
Authors: Woodworth Warner , Meyer Gordon , Smallwood Norman
Published: August 2005

The central thrust of this paper argues the need to expand the critical literature on organization development (OD) in terms of theoretical assumptions and change strategies. Conceptual roots of OD theory are examined for their ideological bias, value problems confronting the OD practitioner are highlighted and resulting implications for the field are discussed.
The Relationships of Observer Characteristics to Beliefs in the Causal Responsibility of Victims of Sexual Assault
Authors: Thornton Billy , Ryckman Richard M. , Robbins Michael A.
Published: August 2005

Whereas much of the previous research has focused on the influence of victim characteristics on attributions of responsibility to a rape victim, the present study sought to assess the relative effectiveness of individual differences among observers in predicting perceptions of a rape victim's responsibility in her own victimization. Specifically, observers' sex, their attitudes toward women, and their degree of dogmatism significantly contributed to the prediction of victim responsibility in a multiple regression analysis. Observers' locus of control orientation, personal-environmental attributional tendency, and belief in a just world, however, failed to be of predictive utility.
The Contingent-Noncontingent Compensation Controversy: An Attempt at a Resolution
Authors: Vecchio Robert P.
Published: August 2005

In order to determine whether contingent compensation has a detrimental effect on worker performance relative to noncontingent compensation (Deci, 1972b), 43 undergraduates were hired for a part-time interviewing job. A test of a proposed resolution of the noncontingent-contingent controversy (in terms of work quality enhancement under contingent compensation and work quality enhancement under noncontingent compensation) yielded support for only the prediction of quantity enhancement under contingent compensation. Moderating effects of individual differences variables (need for achievement and moral maturity) on the relationships of compensation contingency with performance indices were also evidenced.
Daily Newspaper Reporters' and Editors' Preferences Toward Reporter Decision-Making and Existing Practices
Authors: Joseph Ted
Published: August 2005

This study attempted to assess the attitudes of American city and county daily newspaper reporters and editors toward reporter decision-making, and to determine existing decision-making practices. A national sample demonstrated that reporters want, in general, to be consulted by management before management makes decisions. On several work-related decisions, however, reporters want to control the decision-making process; on other issues, they have relatively little participation interest. Editors want less reporter participation than reporters, and the difference is substantial on many work-related issues. Female editors would allow slightly more reporter decision-making than male editors. These reporters also want more participation than exists. Smaller newspaper organizations allow more reporter decision-making than larger news organizations.
Conflicts Between Student/Professional, Parental, and Self-Development Roles: A Comparison of High and Low Effective Copers
Authors: Gilbert Lucia A. , Holahan Carole K.
Published: August 2005

This study investigated the coping strategies used by returning university students in dealing with conflicts between the demands of their students/professional role and their parental role or their student/professional role and their "self" as a self-actualized person. The 57 female and 28 male subjects used nine scales developed by the authors to describe their typical strategies for coping with their role conflict in one of these two areas. Subjects also rated the degree of role conflict experienced and the effectiveness of their coping strategies. As predicted, subjects rating their characteristic ways of coping as highly effective [High Effective Copers] reported less conflict and endorsed different coping strategies than subjects rating their characteristic strategies as less effective [Low Effective Copers]. High Effective Copers of both genders used Perspective Taking to a greater extent, and Depression and Calling Time Out to a lesser extent, than did Low Effective Copers. Recognition of Societal Influences, however, was more highly endorsed by female High Effective Copers than by male High Effective Copers or male and female Low Effective Copers. Also as hypothesized, females reported higher role conflict than males. Explanations based on the view that effective strategies differ with respect to the specific conflict situation being investigated and the characteristics of the respondants are considered.
Personality and the Preference for Modes of Conflict Resolution
Authors: Jones Robert E. , Melcher Bonita H.
Published: August 2005

This article reports the research findings of the relationships of personality variables and preferences for modes of conflict resolution. Eleven hypotheses were developed relating nine personality variables-achievement, dominance, aggression, affiliation, deference, succorance, nurturance, dogmatism, and Machiavellianism-to the preference for smoothing, forcing and confronting. These hypotheses were tested using a sample of 136 MBA students and support was found for eight hypotheses. As hypothesized positive correlations were found between the following variables: affiliation-smoothing, deference-forcing, succorance-smoothing, nurturance-smoothing, dogmatism-confronting, and Machiavellianism-confronting. Support was also found for two hypothesized negative correlations: affiliation-forcing and Machiavellianism-smoothing. No support was found for the hypotheses relating achievement to confronting, dominance to forcing, and aggression to forcing.
Problem-Solving Adequacy in Hospital Subunits
Authors: Sutton Robert I. , Ford Larry H.
Published: August 2005

The problem-solving framework developed by Georgopoulos and his associates was used in the present investigation to explore the relationships among problem-solving adequacy, the appropriateness of organizational structures, and effectiveness in 52 subunits of a large, general hospital. Evidence obtained from interviews with subunit managers or directors, interviews with hospital executives, and aggregated responses of unit members are used to explore these relationships. Following most closely from Georgopoulos and Cooke's (1979) version of the problem-solving framework, hypotheses were derived from the following two propositions: (1) organizational subunits are problem-facing open systems that must solve a set of generic problems to be effective and (2) organizational structures are problem-solving mechanisms. Drawing from this theoretical perspective, it was hypothesized that subunit structural appropriateness would be positively related to problem-solving adequacy and to effectiveness. Subunit problem-solving adequacy was also hypothesized to be positively related to effectiveness. Further, it was hypothesized that problem-solving adequacy would mediate the relationship between structural appropriateness and subunit effectiveness. The results provide support for all of these hypotheses, although the positive relationship between structural adequacy and effectiveness receives only limited confirmation.
An Examination of the Affective Consequences of Assigned and Self-Set Goals
Authors: Chacko Thomas I.
Published: August 2005

This study attempts to provide some insights into the goal-setting process and to explain the inconsistent findings in the literature concerning the effect of different goal-setting modes on subsequent affective reactions. This examination was conducted within an attribution theory framework. The subjects were 92 undergraduate business students and the experimental task consisted of proofreading a manuscript. The subjects were randomly assigned to two goal-setting modes-self-set and assigned. Subjects causal attributions to performance reports of success and failure as well as their affective reactions were measured. The results suggest that one's affective reactions may not be influenced by goal-setting modes but may be moderated by the causal attributions one makes in response to performance cues.
QWL Development: Three Trajectories
Authors: Keidel Robert W.
Published: August 2005

This paper describes three contrasting trajectories of quality of working life (QWL) development which appear to match contrasting sets of organizational conditions. The trajectories, while made up of similar components, differ in terms of component order. Based on the sequence of organizational climate improvement, individual commitment, and structural change, "planned, " "evolved, " and "induced" QWL patterns are distinguished. These patterns are derived from a comparative, longitudinal analysis of QWL in six established manufacturing facilities in the United States. Three organizations are used to illustrate the different paths: Polaroid Corporation's ABC plant, Corry Jamestown, and Donnelly Mirrors. The paper discusses the fit between trajectory and organizational properties prior to start-up, early on, and over the course of change. A preliminary integration is made in terms of the need for organizational change and management ability to produce change. Common aspects across the change trajectories then are isolated, and a concluding statement is made about the importance of taking a developmental approach to QWL.
Unemployment Rates as a Moderator of the Job Dissatisfaction-Turnover Relation
Authors: Shikiar Richard , Freudenberg Rodney
Published: August 2005

The moderating effect of opportunity for alternative employment on the relationship of job dissatisfaction and turnover was examined in an archival study correlating unemployment rates with the results of past studies examining the strength of the dissatisfaction-turnover relationship. A positive correlation (r = .39) was found indicating that the strength of the relationship between dissatisfaction and turnover is greater during periods of relatively high unemployment (i.e., low opportunity) than during periods of low unemployment (i.e., high opportunity). This finding contradicts what has been predicted by theories of turnover proposed by many social scientists, but it is in line with what might be expected from a general push-and-pull model of labor mobility.
The Relationships Between Goals, Influence Tactics, and Personal and Organizational Variables
Authors: Erez M. , Rim Y.
Published: August 2005

The present study is focused on the relationships between personal and contextual characteristics of the employer organization and the goals and tactics of influence used by the respondents. Participants were 125 middle-level managers and assistant managers. Kipnis, Schmidt, and Wilkinson's questionnaire for measuring goals and tactics of influence was used in addition to background data such as: ownership of the organization, size, and position. Results indicate that goals and tactics of influence were significantly related to four contextual variables: ownership, size, number of subordinates, and the professional discipline.
Attitudes Toward Punishment in Relation to Beliefs in Free Will and Determinism
Authors: Viney Wayne , Waldman David A. , Barchilon Jacqueline
Published: August 2005

An experiment was conducted to investigate attitudes toward punishment in relation to beliefs in free will and determinism. College students responded to two questionnaires; one designed to assess attitudes toward punishment and one designed to assess strength of belief in free will or determinism. It was found that subjects who scored higher in belief in determinism recommended more punitive measures for behavioral deviations than those who scored higher in belief in free will. A possible explanation for these results emphasized the burdensome moral responsibility which punishment may represent to those who believe in free will. Such responsibility would demand that punishment be administered with scrupulous attention to fairness and justice.
Social Choice in the Development of Advanced Information Technology
Authors: Walton Richard E.
Published: August 2005

Application of advanced information technology willprofoundly effect the nature of clerical, professional and managerial work. When these consequences are unplanned, they sometimes are positive and sometimes negative, in human and organizational terms. Referring to the range and importance of these impacts, the author argues why social criteria should be employed in the design and implementation of this new technology. Then, based on the increasingly flexible nature of the technology and its cost profile, he argues why social criteria can be applied without economic sacrifice. Turning to trends in social values, theories of management, and interests of trade unions, the author concludes that social criteria probably will be applied increasingly in the development of information technology in the United States. Finally, the paper reviews some of the methodological issues which will arise in the process.
Work-School-Family-Towards a New Career Pattern?
Authors: Thorsrud Einar
Published: August 2005

The author analyzes the basic nature of changes in the traditional career of seamen in Norway, from a mono-role to a multi-role system, from a life long career to a multi-phase career system. The transition which has begun among sailors depends on a corresponding change in the school system. A model is outlined to explain how a closed uniform school system is about to change by increasing the autonomy and participation in a learning and development process inside schools, and between schools and other institutions. Some early signs of change in the family pattern of seamen indicate the interdependence between work, school andfamily.
The Personal Orientation-Organizational Climate Fit and Managerial Success
Authors: Ansari Mahfooz A. , Baumgartel Howard , Sullivan George
Published: August 2005

Traditional research on factors predicting to managerial success has typically employed correlational methods designed to assess how individual characteristics of one kind or another or in combination influence success. This study is based on a social psychological contingency perspective and was designed to test the hypothesis that the interaction or fit between personal work orientations and organizational climate makes a significant contribution to the variance in career success among managers. Questionnaire survey data collected from a population of 310 middle managers and 101 top managers in 28 different company environments in British and American firms were used for the study. Four paired orientation-climate variables were investigated: achievement, risk-taking, relationships, and conventionality-structure. Success was measured by a salary progression-age ratio. The findings support the fit hypothesis in the particular case of the achievement pair for middle managers with meaningful support in the risk-taking area. However, such was not the case for the cross-validation study with the population of top managers where a different dynamic appears to be at work. Certain main effects of orientation and climate, different in pattern for the two groups of managers, were also observed. Modifications in the basic hypothesis guiding the study are proposed.
Determinants and Consequences of Exit, Voice, Loyalty, and Neglect: Responses to Dissatisfaction in Adult Romantic Involvements
Authors: Rusbult Caryl E. , Johnson Dennis J. , Morrow Gregory D.
Published: August 2005

A survey of adult romantic involvements was conducted to test hypotheses regarding the determinants and consequences of four characteristic responses to dissatisfaction: exit, voice, loyalty, and neglect. In general, greater prior satisfaction with relationships and greater investment of resources in relationships were associated with stronger tendencies to react to problems constructively, with voice and loyalty, and lesser tendencies to react destructively, with exit and neglect. Higher quality alternatives promoted exit and inhibited loyalty. Greater problem severity encouraged exit and voice and discouraged loyalty. Voice and loyalty resulted in more favorable outcomes, better immediate consequences and greater later satisfaction and commitment, whereas exit and neglect produced less favorable consequences. The relationship between a variety of demographic characteristics and each category of response were also examined.
Prior Behavior, Recalled Behavior, and the Prediction of Subsequent Voting Behavior in Sweden and the U.S.
Authors: Granberg Donald , Holmberg Soren
Published: August 2005

Election study panelsfrom Sweden (1979-1982) and the U.S. (1972-1976 and 1956-1960) were analyzed to see whether prior behavior (as implied by behaviorism) or recalled behavior (as implied by field theory) would better predict subsequent voting behavior. Although the results were mixed, data from each panel tended to support field theory somewhat more than behaviorism.
Is Openness Passe?
Authors: Kaplan Robert E.
Published: August 2005

The openness movement that started in the 1940's with the invention of the T-group has lost much of its momentum. The movement's excesses and abuses have discredited openness in its pure form to the point where anything resembling a T-group is verboten in many organizations, and many of its original champions have become disenchanted with it. What of the original form of openness can be or should be salvaged?
Breaking the Bounds of Organization in Strategic Decision Making
Authors: Wilson David C. , Butler Richard J. , Cray David , Hickson David J. , Mallory Geoffrey R.
Published: August 2005

This paper examines the exercise of power in organizational decision making. Four case studies are presented in the text and are analyzed in terms of the power plays of senior managers who were centrally involved in the decision-making process. In particular, the analysis distinguishes between bounded and unbounded decisions. In the former case the power plays of interests are constrained by preestablished organizational rules and procedures, while in the latter case unbounded decisions are relatively free from such organizational parameters and allow actors to exercise power selectively to secure their own interests. The data suggest that decisions may become unbounded in four ways: through unaccustomed forms of data, individual conflict, and novel topics for decision and where the problem is initiated from an unexpected or unusual source. Where decisions become unbounded the data suggest that those actors who are existing power holders through the control of critical contingencies are also able to take advantage of the rules and procedures of the institution to further their own interests.
Correlates of Psychological Burnout Phases among Police Officers
Authors: Burke Ronald J. , Deszca Eugene
Published: August 2005

This investigation examined the usefulness of a phase model of burnout. Eight hundred and twenty-eight men and women in police work provided data using a questionnaire completed anonymously. Eight progressive phases of burnout were created using high and low divisions on the three subscales of the Maslach Burnout Inventory. Measures of work setting, experienced stress, and emotional and physical well-being were significantly related to progressive phases of burnout. Work and personal experience grew worse as burnout progressed through more advanced phases. Comparisons with other data revealed potential occupational and organizational differences in numbers of respondents in various phases of burnout.
New Strategies of Systems Change: Reclaiming Nonsynoptic Methods
Authors: Pava Calvin
Published: August 2005

Ill-defined, complex problems often require systematic change in behavior and values. However, the uncertainty of such issues polarizes different stakeholders and impedes collaborative solutions. Traditional approaches to managing change are unable to deal with these situations, where both complexity and conflict are intensified. A new category of planning and change methods, nonsynoptic systems change, is emerging that better deals with such conditions. Despite its haphazard appearance, an underlying order exists within this type of systems change. Normative incrementalism, one specific change strategy within this type, is examined in detail. A variety of applications for the nonsynoptic approach is also considered.
New Directions for Theories of Career
Authors: Collin Audrey , Young Richard A.
Published: August 2005

This paper re-examines career theories and notes a number of their shortcomings which derive from a lack of rigor in approach and from certain epistemological and methodological considerations. The way forward suggested for this field of study represents a shift in the root hypothesis from organicism and mechanism to contextualism. The ecological, the biographical, and the hermeneutical approaches are proposed as a means of reconceptualizing this area of study.
The Population Perspective: Review, Critique, and Relevance
Authors: Ulrich Dave
Published: August 2005

While many theorists using frameworks within the population perspective accept some fundamental assumptions, they debate two issues. Debates about appropriate units of analysis and definitions of terms and debates about selected processes continue. This paper reviews accepted assumptions and continued debates and offers alternative resolutions to these debates. The paper concludes by realistically identifying how the population perspective may enhance understanding of organizations.
Experiencing Technical Work: A Comparison of Male and Female Engineers
Authors: Bailyn Lotte
Published: August 2005

Analysis of questionnaire data from 51 matched male/female pairs of engineers shows that even though these pairs are in very similar positions and share similar orientations to the role of work in their lives, the women have a more ambivalent attitude toward technical expertise. The reasons seem not to lie in complications stemming from women's multiple roles, but relate, rather, to the singular, more "masculine" way that technical work is defined. In managerial roles, in contrast, where criteria of effective performance are more difficult to specify, women seem to be engaged in new models which are associated with less ambivalence. Such diversity, it is argued, is useful for all employees, male and female.
Beyond Epistemology and Reflective Conversation: Towards Human Relations
Authors: Jackson Norman , Willmott Hugh
Published: August 2005

In response to the current crisis in the philosophy of social science, the proposition has been advanced that "reflective conversation" between researchers offers a way of attaining awareness and understanding of the non-epistemological influences that shape the processes and products of research. The recognition of these (inescapable) sources of bias is said to heighten awareness of the limitations of methodology and has the potential to avoid their undesirable effects. Highlighting the inconsistencies of this thesis, the paper argues that since non-epistemological influences cannot be purged, it would be better to move with them so that science becomes directly geared to the alleviation of socially unnecessary suffering. An essentially epistemological preoccupation with the question of how science makes its claims would then be replaced by a praxis orientation whose principal commitment is to the development of mature human relations, including the facilitation of the realization of creativity and community.
Participative Goal Setting as a Strategy for Improving Performance and Job Satisfaction: A Longitudinal Evaluation with Railway Track Maintenance Gangs
Authors: Pearson C. A. L.
Published: August 2005

A longitudinal field experiment of job change was conducted over a 1-year period with 42 geographically dispersed railway track maintenance gangs. Experimental groups that employed participative goal setting were compared with a control unit that continued to employ the traditional work procedures. When perceptual, behavioral and affective responses were evaluated, over eight trials, it was determined that there were significantly different responses between the experimental and control groups. Those incumbents who were engaged in participative goal setting reported higher perceived states of involvement in decision making and greater job satisfaction. It was also observed that goal setting and performance were positively related. The implications for these findings are discussed.