bluuebunny/crossref_metadata_2025_split huggingface dataset:
A role and expectancy model of participative decision‐making: A replication and theoretical extension
Authors: Smith Carlla S. , Brannick Michael T. 
Published: July 2007

AbstractSchuler's process model of employee participation in decision‐making and job satisfaction (Schuler, 1980; Lee and Schuler, 1982) was tested using a path analytic approach. Reanalysis of Schuler's data and replication on a new sample indicated that (a) participation in decision‐making has both direct and indirect effects on job satisfaction; and (b) performance–outcome expectancy, role conflict, and role ambiguity all appear to mediate the relationship between participation and satisfaction. In an extension of the model, organizational level and job involvement were hypothesized to moderate the participation–satisfaction relationship (i.e. function interactively). Although neither variable functions as a moderator, job involvement operates in a fashion similar to participation in the model. In general, consistent results across four independent samples strongly support Schuler's basic process model.
The outcomes of downward managerial mobility
Authors: West Micael , Nicholson Nigel , Rees Anne 
Published: July 2007

AbstractResearch examining the effects of unemployment among white collar workers has produced patterns of findings different to those for lower socio‐economic groups. The present longitudinal questionnaire study examines the psychological impact of managerial job moves which are downward in status, and considers the effects of periods of unemployment between job changes. The results indicate that among managers the negative impact of downward status moves on psychological adjustment is greater than that of temporary role loss. These effects are associated with decrements in preceived growth and development opportunities at work. The relationship between work and non‐work life for our understanding of psychological adjustment is considered.
Workspace characteristics, behavioral interferences, and screening ability as joint predictors of employee reactions: An examination of the intensification approach
Authors: Fried Yitzhak 
Published: July 2007

AbstractThis study explored the joint moderating (i.e. intensifying) effect of two central workspace characteristics (i.e. number of people and number of enclosures) on the relationships between behavioral interferences and affective responses among individuals with high and low ability to screen. One hundred and fifty‐two clerical employees from a large university participated in the study. The results suggest that individual reactions to behavioral interferences at work (i.e. work fatigue and psychosomatic complaints) are intensified by the joint presence of few enclosures and high number of people in the setting; however, this intensification effect appears to hold primarily among individuals with low screening ability. Thus, the joint moderating effect of workspace characteristics itself appears to be buffered (i.e. moderated) by personal ability to screen. Implications of the results and suggestions for future research are discussed.
Comparing the work values of engineers with managers, production, and clerical workers: A multivariate analysis
Authors: Shapira Zur , Griffith Terri L. 
Published: July 2007

AbstractEngineers and scientists have been compared in previous research on their work attitudes. Conceivably the interest in comparing these two groups of professionals was a result of the joint work they often do in research and development departments. The present framework suggests that engineers who work in production departments would have work values and attitudes which would be more similar to those of managers. Survey data was collected from 432 employees in two industrial corporations in Israel. Profile analysis showed that the work values of engineers were similar to those of managers and different from those of production and clerical workers. Furthermore, work values were also related to behavioral outcomes such as performance and tardiness. Implications regarding the study of engineering as a profession and the use of work values in organizational research are discussed.
Effects of dyadic duration on the relationship between leader behavior perceptions and follower outcomes
Authors: Mossholder Kevin W. , Niebuhr Robert E. , Norris Dwight R. 
Published: July 2007

AbstractThis research focused on the role of dyadic duration, the amount of time a subordinate has worked for the same supervisor, in leadership dynamics. Specifically, a field study of engineering personnel examined dyadic duration as a moderator of the relationships between supervisory leadership behavior and subordinates' attitudes and behavior. Moderated regression analysis revealed that the length of time a subordinate had served under the same supervisor influenced the relationship between supportive and directive leader behaviors and follower performance. Implications of these findings were discussed, focusing on the exchange process between individual leaders and followers.
Cognitive categorization processes in performance evaluation: Confirmatory tests of two models
Authors: Lance Charles E. , Woehr David J. , Fisicaro Sebastiano A. 
Published: July 2007

AbstractWe tested a data‐driven ‘traditional’ model and a schema‐driven ‘categorization’ model of rater cognitive processes. Raters viewed one of two videotaped lectures on economics. Next, they completed dimensional and overall performance ratings, and scales designed to measure performance‐based and non‐performance‐based aspects of raters' general impressions. We tested model predictions using a combination of confirmatory factor analysis and single‐equation regression estimates of structural parameters. Neither model received unequivocal support, though results favored the categorization model. We conclude that (a) performance‐based and non‐performance‐based aspects of a rater's general impression can be distinguished empirically, (b) raters' overall impressions of ratees may substantially reflect the integration of performance‐based information, and (c) performance evaluation may be better viewed in the context of ‘evaluation‐based’ rather than ‘memory‐based’ judgments.
The structure of work values: A cross cultural comparison
Authors: Elizur Dov , Borg Ingwer , Hunt Raymond , Beck Istvan Magyari 
Published: July 2007

AbstractSeveral years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double‐ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system ‐ performance contingency — reward, resource.In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values suggested.
Commitment to the union: A comparison of United States and Canadian workers
Authors: Thacker James W. , Tetrick Lois E. , Fields Mitchell W. , Rempel Don 
Published: July 2007

AbstractThe generalizability (to a Canadian sample) of the four‐factor commitment to the union scale developed by Gordon, Philpot, Burt, Thompson and Spiller, (1980) was assessed. Four groups of subjects were utilized, two from Canada (white and blue‐collar workers) and two from the United States (white and blue‐collar workers). Confirmatory factor analysis indicated that the four factor solution of Gordon et al., (1980) generalized to the sample of Canadian workers. Differences between mean levels on these four factors (union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism) for Canadian and United States workers were then investigated. The results identified as many intra country differences between white and blue‐collar workers as inter country differences. Differences in economic base, labor relations climate etc., between the two countries did not seem to influence the levels of commitment to the union. Explanations for the differences in means which did occur are postulated and further research is suggested.
Coping patterns as predictors of burnout: The function of control and escapist coping patterns
Authors: Leiter Michael P. 
Published: July 2007

AbstractThe paper attempts to bring concepts developed in cognitive approaches to stress and coping to a model which predicts burnout as a function of organizational demands and resources. Workers in a mental hospital (N = 177) provided information regarding coping patterns, burnout, and organizational commitment as well as various demands and resources in the work environment. A LISREL analysis confirmed that burnout is best considered a function of coping patterns as well as a function of organizational demands and resources. Control coping cognitions and actions were associated with decreased burnout, while escapist coping strategies were associated with increased burnout. The analysis indicated relationships of coping patterns with organizational commitment could be operating indirectly through the relationships of both coping patterns and commitment with the burnout. The paper discusses implications of these findings for interventions designed to alleviate or prevent burnout.
Social alienation and employment status in young adults
Authors: Winefield A. H. , Tiggemann M. , Winefield H. R. , Goldney R. D. 
Published: July 2007

AbstractCross‐sectional and longitudinal observations are reported from a questionnaire survey of more than 3000 South Australian school leavers. Questionnaires were administered before the participants had left school and again four years later when they had all left. We were interested in whether there is evidence of a causal connection between unsatisfactory workforce experience and social alienation. On a range of measures related to alienation, we found that those engaged in unsatisfactory jobs and the unemployed responded very differently from those engaged in satisfactory jobs and those who were full‐time tertiary students. However, the dissatisfied employed, but not the unemployed, also displayed greater alienation while they were still at school. We conclude that in young people increased social alienation is a consequence of unemployment, rather than a predisposition towards it, but that high social alienation at school leads to later job dissatisfaction.
The relationships between career concerns and political tactics in organizations
Authors: Zanzi Alberto , Arthur Michael B. , Shamir Boas 
Published: July 2007

AbstractThe study examined the relationships between four career concerns (Personal Success, Organizational Involvement, Skill Development and Autonomy) and two categories of political tactics in organizations (Hierarchical Tactics and Networking Tactics) in a sample of management school alumni. Career concerns were not related to the employment of hierarchical tactics but were strongly related to the use of networking tactics. ‘External’ career concerns of personal success and organizational involvement were more strongly related to political behavior than ‘internal’ career concerns of skill development and autonomy. Organization size was significantly related to the use of hierarchical tactics but not to the use of networking tactics. Type of organization structure (mechanistic versus organic) did not have a direct effect on political behavior but moderated the relationships between career concerns and political tactics. These relationships were stronger in organic than in mechanistic organizations.
The trainer‐trainee interaction: An attributional model of training
Authors: Steiner Dirk D. , Dobbins Gregory H. , Trahan Wanda A. 
Published: July 2007

AbstractTraining research is often criticized for being atheoretical. Further, the research has typically ignored the role of the trainer. We present a model that applies attribution theory to the training process with a focus on the attributions that trainers make for trainee behavior and their implications for training effectiveness. The impact of trainees own attributions is also discussed. The model indicates how characteristics of both trainers and trainees can influence the attributional processes. Researchable propositions are presented in conjunction with the major points.
Work and nonwork relations: The conical structure of work and home life relationship
Authors: Elizur Dov 
Published: July 2007

AbstractThe major objective of the present study was to analyze the structure of work‐nonwork relations. A definitional framework of the work‐nonwork domain was first suggested, based on the extant literature. The definition was then empirically tested by applying Similarity Structure Analysis to analyze the data, collected from a sample of 106 Israeli workers.The results support the hypotheses of the study. An empirical double ordered conceptual system was obtained, reflecting the two facets of the definition: behavior modality (instrumental, affective and cognitive) and social environment (work and home). A general lawfulness of a conical type was found that relates the definitional framework with the empirical structure.The facet approach applied in this study suggests that the various aspects of the domain may be characterized by different patterns of relationships. The results showed a clear distinction between the work and home regions. Further analysis revealed a compensation type of relationship between home and work in the instrumental and cognitive items and segmentation in the affective items. The results thus support the facet approach rather than the conventional approaches which consider work and non‐work as unitary concepts and attempt to establish which of three proposed patterns: compensation, spillover or segmentation, best characterizes their relationships.
The influence of management training upon organizational climate: An exploratory study
Authors: Moxnes Paul , Eilertsen Dag‐Erik 
Published: July 2007

AbstractThe influence of three management training programs (MT) for first line supervisors (foremen) upon organizational climate were evaluated using a questionnaire design with repeated testing and statistical controls. The main objective for two of the three MT programs under study was to change the organizational climate in a direction that would facilitate learning at work. Results indicate that the most process‐oriented training program did change the organizational climate, as perceived by the supervisors, but paradoxically in an apparently negative direction, especially as far as interpersonal conflicts and supervisorial skills were concerned. This finding is interpreted as reflecting changes in supervisors' perception of organizational climate without any necessary ‘real’ change in the climate itself. The supervisors' increased awareness of organizational climate factors was, on a theoretical basis, considered to facilitate learning at work, thus explaining the apparent paradox.
Workers and flexible manufacturing systems: Three installations compared
Authors: Adler Paul S. 
Published: July 2007

AbstractThis paper presents and compares case studies of three Flexible Manufacturing Systems (FMSs). Interviews, observation and questionnaire data from two installations are compared to data presented in previous studies of a third installation. Whereas the previous research found that FMS workers suffered from a lack of autonomy and control, this does not characterize work on the two new installations. While in one of the new cases, the difference may have been due to its semi‐autonomous team organization, the other new installation was organized along rather conventional lines. Despite its conventional organization, workers in this latter FMS expressed high levels of satisfaction and motivation and their system operated at a very high level of efficiency. This result suggests that future research might fruitfully reconsider whether the relevant factor of satisfaction and motivation is autonomy or efficacy.
Long‐term consequences of burnout: An exploratory study
Authors: Cherniss Cary 
Published: July 2007

AbstractThe aim of this study was to explore the relationship between degree of burnout experienced during the first year of the career and career adaptation during the next decade. Subjects were 25 human service professionals originally working in the fields of public service law, public health nursing, high school teaching, or mental health. They were studied during the first year of their careers and again 12 years later. Early career burnout was assessed via ratings of interviews that were highly correlated with the Maslach Burnout Inventory. Career adaptation variables included career stability, work satisfaction, attitudes towards recipients, and flexibility as measured at the time of follow‐up. Each of these variables was measured via interview ratings, a questionnaire, and ratings made hy confidants of the subjects. Results showed that subjects who were more burned‐out early in their careers were less likely to change careers and more flexible in their approach to work as rated by confidants at the time of follow‐up. The results suggest that early career burnout does not seem to lead to any significant, negative, long‐term consequences. However, burnout occurring later in the career might have more serious long‐term effects.
The socialization of union loyalty
Authors: Fullagar Clive , McCoy Don , Shull Carla 
Published: July 2007

AbstractThe present study investigated the effects of a specific union socialization program on union attitudes and loyalty. Seventy‐one apprentices undergoing a union‐management training program were surveyed. Using linear structural relations modelling, the research found that union attitudes and training satisfaction were the most important predictors of loyalty to the union. Furthermore, attitudes to unions were related to the union socialization process and the transformational leadership characteristics of the socializing agents.
Alumni and their alma mater: A partial test of the reformulated model of organizational identification
Authors: Mael Fred , Ashforth Blake E. 
Published: July 2007

AbstractOrganizational identification is defined as a perceived oneness with an organization and the experience of the organization's successes and failures as one's own. While identification is considered important to the organization, it has not been clearly operationalized. The current study tests a proposed model of organizational identification. Self‐report data from 297 alumni of an all‐male religious college indicate that identification with the alma mater was associated with: (1) the hypothesized organizational antecedents of organizational distinctiveness, organizational prestige, and (absence of) intraorganizational competition, but not with interorganizational competition, (2) the hypothesized individual antecedents of satisfaction with the organization, tenure as students, and sentimentality, but not with recency of attendance, number of schools attended, or the existence of a mentor, and (3) the hypothesized outcomes of making financial contributions, willingness to advise one's offspring and others to attend the college, and participating in various school functions. The findings provide direction for academic administrators seeking to increase alumni support, as well as for corporate managers concerned about the loyalty of workers in an era of mergers and takeovers.
Mentorship and career mobility: An empirical investigation
Authors: Scandura Terri A. 
Published: July 2007

AbstractThe literature on mentorship is briefly reviewed, revealing that many studies have documented the functions that mentors provide to proteges, including vocational and psychosocial support. This study investigates the link between these functions and the career mobility outcomes of proteges. Results from a random sample of 244 manufacturing managers supports previous research on the dimensions of mentoring. Further, vocational (coaching) and psycho‐social (social support) were found to be related to managers' salary level and promotions. Implications of these results for future studies of mentoring are discussed.
Models of conflict, negotiation and third party intervention: A review and synthesis
Authors: Lewicki Roy J. , Weiss Stephen E. , Lewin David 
Published: July 2007

AbstractFrom the vast research literature on organizational conflict and conflict resolution, this review identifies 44 major models in the area of conflict, negotiation, and third party processes (e.g. mediation and arbitration). Each of the models is described, categorized as descriptive or normative, and evaluated with respect to empirical support. Discussion of these models surfaces a number of significant, but often implicit assumptions about conflict and its management; insufficient bridging between descriptive and normative endeavors; and an extreme emphasis on model creation over model testing.
Role stressors, social support, and well‐being among two‐career couples
Authors: Parasuraman Saroj , Greenhaus Jeffrey H. , Granrose Cherlyn Skromme 
Published: July 2007

AbstractThe study examined relationships among work and family role stressors, work—family conflict, social support, and well‐being using data gathered from 119 men and 119 women who were partners in a two‐career relationship. Results showed that within‐domain relationships of stressors with well‐being are stronger than between‐domain relationships. Thus, work and family role stressors were primarily related to job satisfaction and family satisfaction respectively, whereas work and family role stressors as well as work—family conflict were associated with overall life stress. Similar results were found for the relationships of social support with well‐being. Work support was associated with increased job satisfaction, while spouse support was associated with greater family satisfaction. Some gender differences were found in the relationships of stressors and social support with well‐being. Implications of the findings for future research on work—family dynamics were discussed.
Work—family conflict: A comparison of dual‐career and traditional‐career men
Authors: Higgins Christopher A. , Duxbury Linda E. 
Published: July 2007

AbstractThis research examines differences in the antecedents and consequences of work—family conflict — a form of interrole conflict that occurs when the demands of work and family are mutually incompatible in some respect — for two groups of career‐oriented men: those with a homemaker wife (called traditional‐career men) and those with a spouse in a career‐oriented job (labelled dual‐career men). Using a model built on the work of Kopelman, Greenhaus and Connolly (1983), the responses from 136 dual‐career men and 137 traditional‐career men were compared. The primary conclusion of this research is that maternal career employment has a significant effect on the antecedents of work — family conflict. Dual‐career men appear to experience a significant negative spillover from their work domain. We suggest that this spillover is due to a lack of structural flexibility in the workplace, outdated organizational policies that operate on the myth of separate worlds' and a lack of social support for the male dual‐career role which contradicts societal norms.