bluuebunny/crossref_metadata_2025 huggingface dataset:
Personal Scenarios: An Empirical Study of Their Relation to Individual Performance and to Organizational Activism
Authors: Evered Roger D.
Published: August 2005

This paper explores the relationship between an individual's scenario about his own future and his characterizing behaviors within the institutional setting. Statements made by 87 persons about their own futures (5 years ahead) are examined, coded (in terms of the person's ease of projecting himself into the future situation), and related with measures of the person's overall performance and activism within the organizational system. The relationships (and nonrelationships) found indicate that there are behaviorally important differences in individual styles of cognizing one's own future. Two different orientations toward futurity seem to be evidenced from these results and those previously reported by the author in Human Relations. The first is a facility to project oneself ahead and to picture one's own future, which is associated with active participation in the ongoing organizationalprocesses. The second is a motivation to generate multiple images of alternatives to the prevailing system, which is associated with organizational activism and innovative behavior.
Black-White Differences in Job Satisfaction, Group Cohesiveness, and Leadership Style
Authors: Milutinovich Jugoslav S.
Published: August 2005

Data from three organizations (n = 460) were used to compare the job satisfaction, group cohesiveness, and perception of leadership style of black and white, blue-collar and white-collar, male andfemale workers in a stratified matched sample. The results of this study suggest some differences in work attitudes between black and white workers. The most dissatisfied group of workers were the black white-collar females when compared with their white counterparts. However, for some occupational classes differences in work attitudes seem minimal.
Toward an "Intent" Model of Conflict Management Among Principal Parties
Authors: Thomas Kenneth W. , Pondy Louis R.
Published: August 2005

The paper notes the relative neglect, within the conflict literature, of conflict management activities by the principal parties themselves. In part, this is asserted to reflect the legacy of behaviorism and experimental gaming. The authors lay a groundwork for a theory of conflict management activities among principal parties by examining the role of attributed intent within conflict episodes. A literature review indicates that attribution of other party's intent is a central activity in conflict episodes, and that these attributions play a crucial mediating role in shaping each party's reactions to the other's behavior-specifically mediating hostility and retaliation. The authors also present attributional data from executives which indicate that there are strong biases in the perception of intent-namely that individuals tend to see themselves as cooperative and reasonable, but attribute competitiveness and unreasonableness to the other party. Given their importance and ambiguity, attributions of intent are asserted to be central targets of conflict parties, each party acting both as observer to discern the other's intent, and as actor to manage the other's impressions of his intent. Elements of an "intent" model of conflict management among principal parties are discussed, including the activities of actor and observer, biases, and the importance of time lag in the effectiveness of conflict management activities.
The Relationship Between Organization Technology and the Direction and Frequency Dimensions of Task Communications
Authors: Randolph W. Alan , Finch Frederic E.
Published: August 2005

Studies which attempt to link organization technology and task communication patterns in the organization are few, and most of these deal only with the directionality (i.e., vertical vs. horizontal) dimension. This field study focused not only on the direction of task communications but also on the frequency of task communications. Structured observations, a survey questionnaire, and interview data-gathering methods were used in three departments of one organization, each employing a different technology. Results indicate that for task communications an inverse relationship exists between technological certainty and the proportion of organization member communications which are vertical; a direct relationship exists between technological certainty and the proportion of organization member horizontal communications; and no relationship exists between technological certainty and the proportion of organization member diagonal communications. Also, the data support an inverse relationship between technological certainty andfrequency of task communications. These results are largely contrary to existing theory and research and suggest the necessity of further research into the relationship between the organization technology and communications.
Displaced Aggression: Drive Reduction or Equity Restoration?
Authors: Nacci Peter L. , Tedeschi James T.
Published: August 2005

In a previous study Holmes had subjects wait for 5 or 30 minutes for a partner and then provided them with an opportunity to deliver shocks to the late partner or someone who was conscripted to replace him. He found that more shocks were delivered the longer subjects waited, irrespective of the partner's responsibility for the delay. The present study replicated these results, but showed that delay did not have an effect on harm-doing when the subjects and partner had an equal temporal input into the experimental situation. An equity interpretation was offered for these findings.
Organizational Consultants: A Comparison of Styles
Authors: Ganesh S. R.
Published: August 2005

An underdeveloped aspect of Organizational Development literature is the need for understanding individual organizational consultants and their styles, which influence their interventions. It is through understanding styles that one can begin to appreciate and understand the process of application of behavioral science knowledge to the development of organizations. In this paper an attempt is made to provide insights into consulting styles through a summary of results of research on 21 leading organizational consultants, 11 in the U.S.A. and 10 in India. Three "approach-related" and three "person-related" elements of styles are elaborated upon, using data from in-depth "client-centered" interviews with the consultants. Two distinct styles of organizational consulting emerge from the data and their relation to values, approaches, and consulting experience are discussed, as are their interrelations.
The Effects of Employee Ownership on Organizational Identification, Employee Job Attitudes, and Organizational Performance: A Tentative Framework and Empirical Findings
Authors: Long Richard J.
Published: August 2005

Noting a paucity of research on the subject, this article attempts to explore the effects of employee ownership, concentrating on possible relationships between ownership and such variables as organizational identification, employee job attitudes, and organizational performance, and on identifying variables which may moderate these relationships. After development of a conceptual framework, empirical data obtained from study of a trucking company recently purchased by most of its employees are presented and discussed. These data support the plausibility of many of the hypothesized relationships, but do not permit strong causal inferences. Although the author tentatively concludes that employee ownership appears to have improved employee attitudes and organizational performance in this case, he stresses that much further research, in a variety of settings, specifically designed to permit causal testing of the propositions suggested here, is badly needed before firm conclusions can be drawn.
Managerial Succession in a Factory and Changes in Supervisory Leadership Patterns: A Field Study
Authors: Koch James L.
Published: August 2005

Managerial succession is a common phenomenon in organizations, and this event is often associated with significant changes in leadership style. Yet the influence of succession on behavior in organizations has received very limited study. The present study combined two kinds of data, clinical onsite observations and longitudinal survey data, to examine the changes in supervisory leadership patterns, group processes, and satisfaction levels associated with a change from supportive-oriented management to taskoriented management. Taken together, these data provide a replication of Gouldner's classic case study of social processes arising out of an unexpected change in the management of an industrial plant. They also lend support to the intermethod reliability of survey research data and clinical observations in assessing the phenomena under consideration.
Love American Style: A Test of Role Structure Theory on Changes in Attitudes Toward Love
Authors: Munro Brenda , Adams Gerald R.
Published: August 2005

A series of four investigations was completed to validate a new love scale and assess the relationship between stage of life and romantic and conjugal love attitudes. Collegeand highschool-educated samples were compared overfour stages of life. The data support a proposed functional linkage between role structure and love attitudes. Specifically, during stages where role expectations were simple and loosely defined, romantic attitudes were high, while complex stages were associated with low romantic and high conjugal love preferences.
Ability Comparison and Its Effects on Affiliation Preferences
Authors: Suls Jerry M. , Miler Richard L.
Published: August 2005

The present paper reports the results of two experiments which examined how subjects choose partners for work interactions. In both experiments subjects were given feedback ("very good, " "good, " "average," "poor") about their previous level of performance and about the performance of others who could be chosen as partners for an evaluated or nonevaluated work interaction. The results of Experiment 1 indicated that there was an overall tendency for subjects to choose "very good" or "good" partners scoring in the upper quartiles. Further, "very good" and "good" subjects tended to select similar ability partners whether the interaction was expected to be evaluated or not. "Average"subjects tended to pick "good" partners for the evaluated interaction and "very good" partners for the nonevaluated interaction. "Poor" subjects showed the opposite trend. In Experiment 2 subjects received performance feedback and indicated their partner choicesfor evaluated or nonevaluated interactions consisting of either two or 10 members. The same trends were shown as in Experiment 1. It was also found that when expecting to work in a J0-person group subjects of all performance categories tended to choose "very good" partners. The results suggest that ability feedback, evaluation, and group size are important factors in partner selection for work interactions. The effects of these factors are presumed to reflect the conflict between the desire for a superior partner who may improve the work effort and serve as a model vs. the threat to self-esteem that may result from ability comparison.
The Development of the Small Group
Authors: Shambaugh Philip Wells
Published: August 2005

The literature of small group development is vast but, despite two recent reviews, theoretically inconclusive. This article summarizes a selection of prominent theories representative of the field, clustering them around three related models, a recurring phase model, a sequential phase model, and a changing leadership model. A conceptual synthesis is then presented using two related dimensions, the fluctuating psychological closeness of the members as they approach individuation and the stepwise generation of the group's culture. It is suggested that groups evolve through a series of stable structures separated by phases of hostility and narcissism as the leader, or later the culture, fails to satisfy the needs of the group.
Representing Interpersonal Relations in Families: Mutual Evaluations
Authors: Kotler Tamara , Salmon Peter W.
Published: August 2005

Four members were selected from each family in a sample of 35 families attending a child psychiatric clinic in Melbourne.2 A set of 13 bipolar personal constructs formed the basis for self and other ratings by the patient child, a sibling close in age, and both parents. A comparison between two methods of analysis-ANOVA and INGRID -sho wed the latter to be more useful in allowing the simultaneous display of judges, targets, and attributes in one geometric space. Two components were obtained by applying INGRID to a deviation matrix generated by SERIES and these were defined in terms of expressive and control behaviors. In relation to these components family members were split in two ways-first with the patients and then with the fathers located in negatively valued positions. These data were seen to accord with clinical observations that marital tension and scapegoating both occur in families with disturbed individuals.
Accepting Help from Teachers-When the Teachers are Children
Authors: DePaulo Bella M.
Published: August 2005

Two studies examined adults' willingness to accept help from children. In Study I adults were less willing to accept free art lessons from competent children than from competent adults. Help-acceptance from children was not increased by suggesting to subjects that by accepting the lessons they would help the children to become better teachers of art. Study 2 replicated the latter finding, and also examined certain personality correlates of helpaccepting, including self-esteem, need for approval, and sex-typing. Women were more likely to accept help than men, and subjects scoring high on the femininity scale of Spence's Personal Attributes Questionnaire accepted help more than subjects scoring low on that scale. Self-esteem and need for approval were useful moderator variables. Often, different relationships between help-accepting and other variables were obtained for subjects scoring high on self-esteem or need for approval than for subjects scoring low on those variables. Social implications of adults' reluctance to accept help from children are discussed.
The Capacity of Families to Cope with Transitions: A Theoretical Essay
Authors: Bain Alastair
Published: August 2005

This paper develops a theory of "family capacity" which integrates at the level of the family knowledge concerning the effects of change on individuals generated by psychosocial transitions, with hypotheses as to how these changes are likely to be differently experienced depending on the nature of the social relationships within which the transition takes place. "Family capacity" will vary at times of transition as a function of the relationship between (1) the magnitude of role changes experienced by family members over a period of time, generated by changes in the primary task of the family system, or in its role configuration, and changes in roles in other social systems; and (2) the nature of the "social container" within which the transition is experienced, which is determined by the primary tasks of the institutions at the boundary of the transition, and the relationships that are formed with the family, and the size of the family's social network and its relevance to the transition.
Task Redesign: Individual Moderating and Novelty Effects
Authors: Robey Daniel , Bakr M. M.
Published: August 2005

This paper examines reactions to actual redesign of a clerical, information-processing task. The moderating effects of individual work values are noted along with "novelty effects. " Workers with intrinsic work orientations held more favorable attitudes toward task redesign, although favorableness was negatively related to actual experience with the new task. Workers with extrinsic work orientations had less favorable attitudes toward change, but these attitudes were positively correlated with experience. These results suggest that response to task redesign is contingent upon individual differences.
Status Threat and Group Dogmatism
Authors: Abramo Joseph L. , Lundgren David C. , Bogart Dodd H.
Published: August 2005

Experimentally composed 5-member groups completed an initial problemsolving exercise. In the status-threat condition, members then received negative evaluative feedback regarding their group performance. In the control condition, members received relatively favorable feedback. Groups then discussed and reached consensual judgments on a set of Dogmatism Scale items. As hypothesized, the groups subjected to status threat adopted significantly more dogmatic beliefs than groups in the control condition. In addition, it was found that group dogmatism scores were consistently lower than the average individual pretreatment dogmatism scores within the group, suggesting that the groups tended to be more flexible than their component members.
The Relative Effects of Share Ownership vs. Control on Job Attitudes in an Employee-Owned Company
Authors: Long Richard J.
Published: August 2005

Studies on the effects of employee share ownership or employee participation in decisions (or control) have tended to focus on one or the other of the two variables or have assumed that they covary. Using data from an employee-owned company, this study attempts to empirically separate and assess the relative effects of each of these on a set of dependent variables (job attitudes) which they are both thought to affect. Results indicated that employee share ownership and participation each had significant and independent effects on some job attitudes. However, little evidence of interaction effects between the two variables, which had been predicted, was found. Implications and limitations of the findings are discussed, and possible directions for future research are suggested.
Objectifiability and Calling Rights Into Play: An Empirical Study
Authors: Sabini John P. , Silver Maury
Published: August 2005

This paper is an investigation of the relation between the difficulty actors have in demonstrating the "objectivity" of the wrongness of a putative offense and the inhibition that actors experience in attempting to make a moral reproach; that is, according to the theory tested, an individual needs to be able to make patent to himself and others that a concrete action of another is the sort of thing that "everyone would see as wrong" as a prerequisite to reproaching another. The notion of "objectivity" is a central element in a theory in which making a moral reproach is related to moral drift-the erosion of group norms. This theory, more fully reported elsewhere, is briefly sketched out. A laboratory experiment was carried out in which the "objectivity" of an offense was varied, and the rate of subjects' intervention against the offender was counted. The results support the analysis. Further analysis of the interventions as to whether they were or were not "moral reproaches" indicated that whether asubject took such an action was related to whether she took other moral action against the wrongdoer.
The Effect on Organization Members of Discrepancy Between Perceived and Preferred Rewards Implicit in Work
Authors: Tannenbaum Arnold S. , Kuleck Walter J.
Published: August 2005

Several current theories predict the psychological effect of a discrepancy between the reward persons receive from their job and the reward they would like to receive. Data from 1, 750 persons in 52 industrialplants of five countries are analyzed to explore some conflicting implications of these theories. For example, researchers dispute the assertion that obtaining more than one wants can be as dissatisfying as obtaining less than one wants. The analyses reported here suggest aformula that helps to explain the conditions under which overcompensation may or may not be dissatisfying.
Contingency Theory, Values, and Change
Authors: Millar J. A.
Published: August 2005

This paper represents a critique of the increasingly fashionable contingency theories, relating to such areas as organization, structure, management style, and orientation to work. Certain aspects of contingency theory represent a backlash effect against neohuman relations. The claim of contingency theorists that their approach is less value-laden than that of human relations appears doubtful. Only the contrast in values, rather than the absence, is apparent.
A Structure for Change
Authors: Goldstein S. G.
Published: August 2005

The boundary of the planning process of a hospital department of diagnostic radiology that had formed around the dominant coalition in the traditional way had been maintained even though the process had become less effective as a result of changes in boundary conditions. Through an intervention program new boundaries were created to enable all staff to participate in the planning process. It was shown that for the effective and durable participation of staff in change the boundary conditions of the planning system had to be substantially different from those of the resource-conversion system. Tested over a period of more than S years, the new design appears to have many advantages and may also have wider application.
Organizational Effects of Managerial Turnover in Kibbutz Production Branches
Authors: Leviatan Uri
Published: August 2005

The phenomenon of institutionalized general turnover and internal rotation of managerial personnel and its effects upon the conduct of the organizations involved is examined with data from production branches of Israeli kibbutzim. Arguments for and against the effectiveness of such a norm are presented. Four specific hypotheses are formulated. About 60 productive organizations were involved: 33 farm branches and 27 industrial plants. Data were collected by way of questionnaires to all workers at each organization and by way of documents and interviews with informants. The major findings are the following: The potential for managerial positions is larger than needed for a given time; in the branches studied the median time in office was about 2-3 years. Organizations that practice rotation are not less (and maybe more) effective than those that do not practice rotation. This is because their workers are more involved, knowledgable, and creative than those in the latter. Length of time in office sometimes appeared to have adverse effects for the functioning of organizations..
Is There a Motive to Avoid Success in Women?
Authors: Ward Colleen
Published: August 2005

The motive to avoid success (M-S) is a stable personality disposition acquired early in life in conjunction with sex-role standards and acts as an inhibiting factor in achievement motivation. Horner postulates that many women experience anxiety in competitive situations and learn to fear success because of its incongruence with the traditional female role. M-s is conceived of within the Expectancy-Value theory and is only one factor in the overall assessment of achievement motivation. To explain M-s in terms of this theory, the assessment and measurement of fear of success and its role in predicting behavior are presented in conjunction with earlier research on achievement motivation. The paper concentrates on three areas: (1) methodological and theoretical criticisms of M-s research (validity and reliability of measurement, fear of success as a situational variable, M-s as a reflection of sex-role stereotypes), (2) explanation of M-5 within the Expectancy-Value theory of motivation and supporting research, and (3) suggestions for further research.
Attitudes of Blacks and Whites Toward Native American Revolutionary Tactics for Social Change
Authors: Panzarella Robert , LaMar Ansley
Published: August 2005

Seventy-five male Blacks and Whites in New York City responded to a questionnaire concerning the militant Native American seizure of Wounded Knee, South Dakota while the events were occurring. Despite extensive news coverage, subjects had little specific knowledge of the Native Americans' demands. Younger people and Blacks had more favorable attitudes toward the militants and their tactics. Poorer Whites also favored militant tactics. Wealthier Whites placed more blame on the government. Little good was expected to come from militant tactics, but younger Whites expected more favorable outcomes for the militants themselves, and there was a tendency to predict more favorable outcomes for the militants when the investigator was Black. Revolutionary tactics may not be expected to alter economic conditions yet may be espoused for their psychological impact on alienated members of the society.
Role Shock: A Tool for Conceptualizing Stresses Accompanying Disruptive Role Transitions
Authors: Minkler Meredith , Biller Robert P.
Published: August 2005

This paper attempts to develop the concept of role shock by describing its theoreticalproperties and exploring its relationship to relevant existing concepts in the social sciences. Role shock is defined as the stresses accompanying either major discrepancies between anticipated and encountered roles or the sudden and significant departure from familiar roles which are "'played differently" in the new setting or replaced altogether by new and unfamiliar roles. Its sources and manifest forms are described, with particular attention paid to the distinctions between role shock and the related concepts of culture shock, identity crisis, and such sociological constructs as role loss and role discontinuity. The usefulness of this concept is discussed in terms of its value in clarifying, and thus helping us deal more effectively with, a particularform of maladaptive role-related stress. Role shock thus is seen to underscore the value of such ameliorative modes as the "mutual help groups" of recent origin, which help cushion individuals against the stresses accompanying critical role transitions.
Commitment to Self-Identification: A Sociopsychological Approach to Personality
Authors: Santee Richard T. , Jackson Susan E.
Published: August 2005

This paper describes a self-systemic approach to the study of personality structure and process. Personality is conceptualized as organized around the ways one is committed to identifying oneself. Central to personality structure are those social roles the person is committed to performing. These role identities are the fundamental criteria by which goals, activities, and situations are selected by the person. Associated with role identities are identity goals, self-attributed characteristics that the person is motivated to exemplify when he or she is performing a particular role identity. Normative expectations are the person's beliefs as to which behaviors will express his or her identity goals. Data from a longitudinal and a cross-sectional sample of students supported this conceptualization. The theory is contrasted with the traditional self-concept approach, and is applied to an analysis of personality consistency; development, and adaptability.
An Evaluation of the Response Format and Scale Structure of the Job Diagnostic Survey
Authors: Green Samuel B. , Armenakis Achilles A. , Marbert Larry D. , Bedeian Arthur G.
Published: August 2005

This research deals with an investigation of the factor structure of the Job Diagnostic Survey. Textile operatives (n = 114) in a southeastern textile plant completed the JDS. Factor analyses produced substantially different results than have appeared in the literature. Further correlational analyses revealed that the format used in collecting the data may be partially responsible for the different factor structures which have been found for the various types of workers. The researchers conclude that a simplification of the format may be needed.
Manning Levels, Organizational Effectiveness, and Health
Authors: Dean Larry M. , Harvey Russell A. , Pugh William M. , Gunderson E. K. Eric
Published: August 2005

The relationships of manning levels to division performance ratings and illness and injury rates were investigated aboard 18 U.S. Navy ships (N = 1,634). Sources of variance in crew members' ratings of adequacy of manning were analyzed at the individual level, and specific components of this variance were used to predict ratings of performance and the illness criteria at the division (work group) level. A scale measuring efficiency of manpower utilization had superior predictive validities with respect to the performance and illness criteria compared to actual manning levels. It was concluded that manpower utilization perceptions of the efficiency of human resources should be monitored as closely as manning level in order to optimize organizational performance and health and safety.
A Psychosocial Model of Stress and Its Application to Managerial Unemployment
Authors: Fineman Stephen
Published: August 2005

This paper describes a model of psychosocial stress attempting to explain the psychological response state of stress and physical disease (strain) related to stress, from the consequences of an individual's failure to master self-threatening problems. The model is phenomenological, focusing on an individual's perceived organizational and nonorganizational demands, and how these are modified by personality factors. Behavioral approaches for dealing with threat, and the effectiveness of such approaches, are discussed. The model is used as a framework to analyze qualitative and quantitative data derived from a study of unemployed managers. The themes which characterize the highand the low-stress managers are delineated, and the overall implications of the findings are discussed, with particular focus on the management of stress in organizations.
Effect of National Status on Delegate Participation and Influence in an International Organization
Authors: Tsai Yung-mei
Published: August 2005

The effect of an individual's social status upon behavior in group setting i.e., the status generalization phenomenon-is a recurrent theme in socialpsychological and sociological studies. The present study examines the effect of status (of national status) upon delegate behavior in an international organization, the Economic and Social Council (ECOSOC) of the United Nations. It concludes that: (1) delegates from high status nations tend to be more influential and active than delegates from low status nations; (2) high national status per se is not sufficient to generate delegate influence; to be influential, delegates need to be active; (3) of three national status indicators-diplomatic status, size of delegation, and budgetary contribution-the latter one is the most important; and (4) a high frequency of participation is sufficient to generate influence.
Participants' Perceptions in Small and Large Group Contexts
Authors: Greene Les R. , Morrison Thomas L. , Tischler Nancy G.
Published: August 2005

This study was designed to examine aspects of projective processes in small and large group contexts. Subjects were members of a Group Relations Conference; quantitative data were collected on their perceptions of themselves, the group as a whole, and the group consultants, following their participation in relatively unstructured small and large self-study groups. The findings provided some empirical support for predictions of more powerful and self-impoverishing projections in the large groups.
Nature of Size-Structure Relationship: Some Further Evidence
Authors: Agarwal Naresh C.
Published: August 2005

Faculty of Business, McMaster University, Hamilton, Ontario The present study of size-structure relationship is based on a sample of 168 United States life insurance companies. Data were collected on three measures of organization size and four measures of structure. In view of the high intercorrelations among the three size measures (r> .87), only one was used in subsequent analysis of size-structure relationship. The results indicate the relationship to be highly significant but nonlinear. In general, the structure differentiation tends to increase with size but at a decreasing rate. The study also compares the size-structure relationship across small, medium, and large organizations. These results point to a varying dimensionality of organization structure at different size levels.
A Causal-Correlational Test of the Porter and Lawler Framework
Authors: Kopelman Richard E.
Published: August 2005

It has been nearly a decade since the publication of Managerial Attitudes and Performance by Porter and Lawler. While numerous studies have tested portions of the Porter and Lawler framework, not one investigation has systematically examined the entire model. The present research, employing a comprehensive approach to model validation, presents data which are supportive.
Predicting Unethical Behavior Among Marketing Practitioners
Authors: Zey-Ferrell Mary , Weaver K. Mark , Ferrell O. C.
Published: August 2005

A differential association model of unethical behavior was utilized to predict unethical behavior among marketing practitioners. The data were collected through a systematic random sample of 280 marketing managers selected from the 1975 American Marketing Association roster. Newstrom and Ruch 's 17-item ethics scale was used to develop six types of predictors of unethical behavior, "What I do, " among marketers. These six types of variables included (1) the marketer's beliefs, "What I believe"; (2) what the marketer thought his peers believed, "Peer beliefs"; (3) what the marketer thought top management believed, "What top management believes"; (4) what the marketer thought his peers did, "What my peers do"; (5) the opportunity the marketer thought his peers had to become involved in un-ethical behavior, "Opportunity for peers"; and finally (6) the opportunity the marketer himself had to become involved in unethical behavior, "Individual opportunity." In the case of these marketing practitioners, their perceptions of what their peers do and their own opportunity to become involved in unethical behavior that involved others were better predictor variables than were any of the other variables analyzed.
Unique Variance in Job and Life Satisfaction Associated with Work-Related and Extra-Workplace Variables
Authors: Rice Robert W. , Near Janet P. , Hunt Raymond G.
Published: August 2005

Multiple regression procedures were used to assess the unique and incremental variance in job satisfaction and life satisfaction that could be accounted for by different sets of variables. A probability survey of 1041 adults indicated that work-related variables influence general life satisfaction and that extra-workplace variables influence job satisfaction.
Parkinson Revisited: A Component Analysis of the Use of Staff Specialists in Manufacturing Organizations
Authors: Reimann Bernard C.
Published: August 2005

The substantial body of research on the correlates of the size of the support staff in organizations has produced highly inconsistent results. One reason for this may be that most researchers have focused on a single aggregate measure of support staff. A study of 20 manufacturing concerns confirmed a suspicion that the total size of support staff may be a very heterogeneous trait, and that treating it as one homogeneous variable may have resulted in oversimplified or even misleading conclusions. This study found support staff to consist of four relatively independent components, each of which was related to different organizational and situational variables (such as process technology and technological change), while aggregate staff was related only to organization size. These results suggest that future research should not be confined to a simple aggregate measure of the number of staff specialists in organizations, but should, rather, focus on each of the staff components or specialties separately.
A Study of Leadership Roles in an Alabama Prison for Women
Authors: Wormer Katherine S. van , Bates Frederick L.
Published: August 2005

The authors undertake the task of developing a theoretical model derived from new concepts in individual psychoanalytic theory and technique. These ideas emphasize the unconscious organization of behavior and people's planful way of working with the therapist in the treatment setting. The model is applied to the basic assumptions of Bion, reanalyzing them in particular ways to bring out the treatment goals which they are seen to rep- resent for the group members. The model is also exemplified by clinical material.
A New Model of Communicational-Relational Systems in Intensive Groups
Authors: Barrett-Lennard G. T.
Published: August 2005

An original, systematic way of viewing the process-structure of intensive groups is presented. An analysis and portrayal of the interior "ecology" of groups is given, focusing on the various forms, interconnection, and magnitude of interactional-relational subsystems that comprise the channels for interpersonal learning. Group size, composition, and leadership are critical determinants of the numerical and qualitative range of dyads, triads, quadrals, and other subsystem forms and processes considered. This schema suggests additions to practice and points to new directions in the comparative study of process in groups.
Managers in Industry: Their Interorganizational Mobility
Authors: Leggatt Timothy
Published: August 2005

This paper is concerned with the interfirm mobility of managers in British industry. Its aim is both to provide much-needed documentation of the mobility of these managers and to clarify in relation to this occupational group certain explanatory propositions put forward by theorists of interorganizational mobility. Data were derived from a national sample of managers in manufacturing and nonmanufacturing sectors of industry. The analysis introduces both variables related to individual managers, such as age, education and specialization, and variables related to context, such as size of organization and type of technology.
Compliance and Assistance to an Authority Figure in Perceived Equitable or Nonequitable Situations
Authors: Schwarzwald Joseph , Goldenberg Judith
Published: August 2005

A derivation of Adams' theory of inequity is that intradepartmental promotion might disproportionately reward a peer, thereby creating feelings of dissatisfaction among nonpromoted co-workers. Subjects were presented with either a hypothetically equitable situation in which a more qualified person is promoted as an authority to the subjects, or a hypothetically inequitable situation in which an equally qualified person is promoted to the same position. The effect of two additional contextual variables was examined: (a) level of acquaintance with the newly promoted authority; and (b) subjects' score on the Rotter's I-E Reinforcement Scale. Mode of inequity resolution was tested by having subjects rate their willingness to comply with work-related and personal requests made by the superior, as well as their inclination to initiate work-related or personal assistance. As predicted, internalists granted a significantly narrower range of authority to the superior in work-related requests when the situation was perceived as inequitable as compared to perceived equitable situations. Externalists did not differentiate when granting authority in these situations. On the other hand, externalists showed a significantly greater tendency to comply with personal requests made by an equally qualified superior than with requests made by a more qualified one. Internalists did not differentiate between the former and latter in the same situations. It was found that nonsolicited assistance was not used as a mode of equity restoration.
Toward a General Theory of Group Therapy
Authors: Cooper Lowell , Gustafson James P.
Published: August 2005

We attempt in this paper to organize existing group therapy theory and set a comprehensive framework for group theory and therapy technique. Based on our prior work in developing the control-mastery theory approach to individual psychotherapy, we have attempted to show how individual and group processes in the therapy group can be integrated. This integration offers an understanding of individuals' needs and plans in relation to efforts that emerge from the collective. A clinical example of the principles is offered.
The Mediation of Attitudes by Speech in Dyadic Conversations
Authors: Hjelmquist Erland , Brenner Sten-Olof
Published: August 2005

In this study, the relationships among personality characteristics, speech characteristics, and evaluative attitudes were investigated in dyadic conversations between peers. In previous research, it has been proposed that long utterances from a speaker in a conversation is perceived by the listener as expressing a positive attitude. Furthermore, a positive relationship between cognitive variables and utterance length has been found. While the latter finding was replicated, the former was not. It was proposed that the failure to replicate previous results in this respect was due to differences in the definitions of utterance, but also to restrictions in situations used in previous research. It was suggested that the definition of utterance used in this study is appropriate, if a good account of the speech process in everyday conversations is to be sought.
The Process of Job Redesign: Signposts from a Theoretical Orphanage?
Authors: Clegg Chris W.
Published: August 2005

This paper argues that conceptual frameworks of the process of job redesign are needed, for both practical and theoretical purposes. In particular, they would enable change agents to systematically document and analyze their experiences, as well as encourage the generation of theory-based propositions about the change process. A tentative framework is presented in an attempt to satisfy three principal criteria. It comprises a number of elements which are interrelated using the notion of cycles, and expanded to include some perspectives on the process of change. Use of the framework is then illustrated through consideration of a detailed case study.
A Mandated Basis of Interorganizational Relations: The Legal-Political Network
Authors: Raelin Joseph A.
Published: August 2005

This paper seeks to broaden our understanding of interorganizational phenomena by focusing on the mandated basis of interorganizational relations, which is distinguished from the exchange and power-dependency bases. In particular, the paper defines and elaborates upon a subset of mandated interorganizational relations-the legal-political network. Five characteristics of the legal-political subset are identified based upon the author's prior empirical research. Avenues for future research are cited.
Changes in Family Members During Psychotherapy
Authors: Kotler Tamara , Chetwynd Jane
Published: August 2005

A socioeconomically diverse set of 20 families presenting themselves for treatment at a child psychiatric clinic in Melbourne were tested at the commencement and end of therapy. Judgements of self and others were obtained on 13 provided constructs. The present report is based on a subsystem offourfamily members consisting of the patient child, a sibling close in age, and both parents. Using the program SERIES, two consensus grids were obtained which were then submitted to principal components analysis using the INGRID program. Changes in judgments over the period of therapy were then assessed by means of the DELTA program. This showed that, after therapy, the patients were being positively perceived by all judges, while their siblings were perceived less positively. However, the parents were rating each other more positively but were judged more negatively by the children. These changes suggest that the therapeutic procedure had effects beyond the resolution of the presenting problem to the whole pattern of intrafamily perceptions.
Adaptors and Innovators in Organizations
Authors: Kirton Michael
Published: August 2005

It is theoretically safe to expect that collective decision-making at the managerial level, in most organizations, will be adaptor-dominated to ensure, e.g., stability and continuity; however, the organizations themselves need not necessarily be adaptor-weighted, i.e., contain more adaptors than innovators. Specific hypotheses about particular subgroups within organizations are advanced, which predict variations in the proportions of adaptors and innovators within given organizational structures. Studies are presented supporting these hypotheses. The variations examined are derived from the adaptor/innovator means of managers in: (a) different departments of a company; (b) different companies; and (c) different management courses. These variations suggest that there may even be differences between the means of practitioners of particular occupations.
An Exploratory Investigation Into the Nature of the Part-Time MBA Student
Authors: Herbert Theodore T.
Published: August 2005

The California Psychological Inventory (CPI) was administered to 123 non-minority male graduate students enrolled in a part-time MBA program, in order to assess patterns of sample-group personality scale similarity or dissimilarity with selected criterion groups. Personality comparisons were felt to offer implications of programmatic and vocational significance. Criterion groups selected were the CPI norm sample, two student samples, and two business samples. The MBA student sample displayed attributes broadly evocative of managerial success when compared with the large norm sample. Yet broad patterns of significant differences emerged when the MBA profile was compared with the profiles of the criterion groups. MBA student deficiencies include the attributes of responsibility, capacity for status, self-control, achievement via conformance, and intellectual efficiency. MBA student strengths include the attributes of dominance, self-acceptance, and psychological-mindedness. Questions are raised about the implicit assumptions of the nature of MBA students which direct curricular and educational practice. Implications for effective preparation for business careers through MBA programs are discussed.
An Empirical Test of the Theory of Job Design Using Multiple Job Ratings
Authors: Kiggundu Moses N.
Published: August 2005

This study investigated the reliability and validity of the Job Diagnostic Survey [JDS] using ratings of the job incumbents, their immediate supervisors, and informed nominated coworkers. It also provides a partial test of the Hackman and Oldham (1976) theory of job design using these multiple job ratings. Results show that previously found psychometric addequacy of the JDS and empirical support of the theory using only job incumbents can be generalized to nonincumbent job ratings. However, the magnitude of the relationships declines as one moves from the incumbents' job ratings.
Theories of Aggression: A Critique and Possible Reformulation
Authors: Milburn Michael A.
Published: August 2005

Several models of aggression and aggressive behavior are discussed, ranging from neurological, ethological, experimental social-psychological, and historical analyses. Distinctions are suggested between two different levels of analysis for examining aggressive behavior-individual-level aggression and systemic-level aggression-and between two primary characteristics of aggression (spontaneous/planned). The limitations of using one level of analysis for examining behavior occurring at a different level are suggested. This proposed conceptual scheme incorporates in a two-dimensional framework approaches as varied as E. 0. Wilson's Sociobiology and J. T. Tedeschi's reinterpretation of research on aggression. The shift from motivational models to more cognitive information-processing models in the social-psychological literature is examined.
A Partial Test of the Social Information Processing Model of Job Attitudes
Authors: Pfeffer Jeffrey
Published: August 2005

The effects of social influence, as represented by work-group membership, on perceptions of job dimensions, manifest needs, and job attitudes are examined in a study of 113 engineers. There is evidence for a statistically significant effect of group membership on both needs and job dimensions. In turn, job dimensions, group membership, and job behaviors affect the development of job attitudes. The data provide support for a social information processing approach to analyzing attitudes and other personal constructs in work organizations.