This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...

https://www.jstor.org/stable/pdfplus/256287.pdf

Psychological Conditions of Personal Engagement and Disengagement at Work

The American Customer Satisfaction Index (ACSI) is a new type of market-based performance measure for firms, industries, economic sectors, and national economies. The authors discuss the nature and...

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The American Customer Satisfaction Index: Nature, Purpose, and Findings

This book demonstrates that people's basic values and beliefs are changing, in ways that affect their political, sexual, economic, and religious behaviour. These changes are roughly predictable: to a large extent, they can be interpreted on the basis of a revised version of modernisation theory presented here. Drawing on a massive body of evidence from societies containing 85 percent of the world's population, the authors demonstrate that modernisation is a process of human development, in which economic development gives rise to cultural changes that make individual autonomy, gender equality, and democracy increasingly likely. The authors present a model of social change that predicts how the value systems play a crucial role in the emergence and flourishing of democratic institutions - and that modernisation brings coherent cultural changes that are conducive to democratisation.

/pdf/modernization-cultural-change-and-democracy-the-human-4owb8jahix.pdf

Modernization, Cultural Change, and Democracy: The Human Development Sequence

The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization) These scales were found to have internal reliabilities of 81 and 78, respectively Confirmatory factor analysis verified that a 2-factor structure had acceptable fit Preliminary evidence of construct validity is also provided The implications of this instrument for future empirical research on workplace deviance are discussed

/pdf/development-of-a-measure-of-workplace-deviance-5e9cw2b31x.pdf

Development of a measure of workplace deviance.

Why the "Haves" Come out Ahead: Speculations on the Limits of Legal Change

Summer 1994 272 Professor Hirschman wrote this book while in residence at the Center for Advanced Studies in the Behavioral Sciences at Stanford University. Reprinted by permission of the publishers from Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States by Albert O. Hirschman, Cambridge, Mass.: Harvard University Press, © 1970 by the President and Fellows of Harvard College.

Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States

EXIT, VOICE, AND LOYALTY: RESPONSES TO DECLINE IN FIRMS, ORGANIZATIONS, AND STATES. By Albert O. Hirschman. Cambridge: Harvard University Press, 1970. 162 pp. $6.95

C. Ray Wingrove

Papers

Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States

EXIT, VOICE, AND LOYALTY: RESPONSES TO DECLINE IN FIRMS, ORGANIZATIONS, AND STATES. By Albert O. Hirschman. Cambridge: Harvard University Press, 1970. 162 pp. $6.95