Showing papers in "Group & Organization Management in 1989"
TL;DR: In this article, the applicability of the androgyny concept to management and reanalyzed that data using a revised Bem Sex-Role Inventory was discussed. But this study replicated our earlier study (Powell & Butterfield,1979).
Abstract: This study replicated our earlier study (Powell & Butterfield,1979) of the applicability of the androgyny concept to management and reanalyzed that data using a revised Bem Sex-Role Inventory. Rean...
195Â citations
TL;DR: In this article, the authors argue that the integration of these two processes provides a potentially richer understanding of the dynamic processes of intraorganizational contexts, which is critical to effective organizational change.
Abstract: Myth systems and politics help to establish the internal context of organizational settings, and thus are quite important processes contributing to more meaningful interpretations of events and phenomena in organizations. Both processes have been studied, albeit, independently. In the present article, the argument is made that the integration of these two processes provides a potentially richer understanding of the dynamic processes of intraorganizational contexts, which is critical to effective organizational change. Examples are used to illustrate specific points and suggestions for research and practice are proposed.
137Â citations
TL;DR: In this paper, the relationship between perceived job security and employee health was examined in two manufacturing organizations and a significant relationship was found between health and job security using globa-calculus.
Abstract: The relationship between perceived job security and employee health was examined in two manufacturing organizations. A significant relationship was found between health and job security using globa...
121Â citations
TL;DR: In this paper, the differences between the model of burnout developed by Leiter and the phase model of Golembiewski are discussed, and the advantages of utilizing the full range of the subscales are contrasted with the phase approach based on dichotomizing the subscale.
Abstract: This article focuses on differences between the model of burnout developed by Leiter and the phase model of Golembiewski. The advantages of utilizing the full range of the subscales are contrasted with the phase approach based on dichotomizing the subscales. Directions for future model building are discussed.
88Â citations
TL;DR: In this paper, a study was conducted to determine the dimensional structure of mentoring and other communication support behaviors in an academic environment, and three separate factors emerged as elements of perceived communication support: the Mentor/Protege Dimension, the Collegial Social Dimension, and the Col legial Task Dimension.
Abstract: The purpose of this study was to determine the dimensional structure of mentoring and other communication support behaviors in an academic environment. Professors (N = 224) at two universities were surveyed. A communication support questionnaire was developed, and three separate factors emerged as elements of perceived communication support: the Mentor/Protege Dimension, the Collegial Social Dimension, and the Col legial Task Dimension. The Mentor/Protege Dimension appears to represent the tradition al concept of mentoring. The Collegial Social Dimension is more reciprocal and friendship oriented. The Collegial Task Dimension reflects reciprocal support that is work related. The study supported the idea of multidimensional support within an academic organization.
88Â citations
TL;DR: In this article, the authors test the prescriptions for effective leadership as specified in Hersey and Blanchard's (1969, 1982, 1988) Situational Leadership Theory (SLT).
Abstract: The purpose of this study was to test the prescriptions for effective leadership as specified in Hersey and Blanchard's (1969, 1982, 1988) Situational Leadership Theory (SLT). The interac tion betw...
73Â citations
TL;DR: In this paper, the authors compare the model of burnout proposed by Leiter with the eight-phase model of Golembiewski and Munzenrider and conclude that Leiter's model cannot accommodate about 50% of the cases classifiable by the phase model, judging from a collection of nearly 13,000 respondents to the Maslach Burnout Inventory.
Abstract: This note compares the model of burnout proposed by Leiter with the eight-phase model of Golembiewski and Munzenrider. Both models cannot be correct, and scientific advance typically will involve the complex processes of contrast and comparison illustrated here. Several conceptual issues get attention, including the capacity of the two models to accommodate chronic and acute onset. Moreover, Leiter's model cannot accommodate about 50% of the cases classifiable by the phase model, judging from a collection of nearly 13,000 respondents to the Maslach Burnout Inventory.
58Â citations
TL;DR: In this paper, a field study was conducted in the United States (n = 269) and England (N = 254) to identify key characteristics of feedback and culture in determining an individual's performance.
Abstract: A field study was conducted in the United States (n = 269) and England (n = 254) to identify key characteristics of feedback and culture in determining an individual's performance. Relevant hypothe...
58Â citations
TL;DR: In this paper, a study was conducted to determine whether thematic rules can be identified as direct reflections of culture and to relate thematic organizational rules to employee values, perceptions of actual and desired message sending and receiving activities, and organizational outcomes, such as perceptions of organizational success and satisfaction with organizational relationships and rewards.
Abstract: As a result of pervasive interest in communication and culture, increasing efforts are being focused on understanding communication/culture relationships and relating them to important organizational processes and outcomes. In an effort to contribute to our understanding, the present study was designed to determine whether thematic rules can be identified as direct reflections of culture and to relate thematic organizational rules to employee values, perceptions of actual and desired message sending and receiving activities, and organizational outcomes, such as perceptions of organizational success and satisfaction with organizational relationships and rewards. The results indicated that rule-value discrepancies, message sending differences, message receiving uncertainty, work satisfaction, and estimations of organizational quality and survival are interrelated and supportive of previously postulated theoretical relationships among values, culture, behaviors, and outcomes.
52Â citations
TL;DR: In this paper, the Spence's Personal Attributes Questionnaire was used to measure the sex role orientation of 65 first-line supervisors from seven organizations and found that successful female supervisors were higher on masculinity than were unsuccessful female supervisors and more feminine than were male supervisors.
Abstract: Spence's Personal Attributes Questionnaire was used to measure the sex role orientation of 65 first-line supervisors from seven organizations. Contrary to the basic hypothesis and the theoretical literature, those who scored high on both masculinity and femininity (androgynous) and low on both (undifferentiated) were rated by their superiors as least effective. The most effective supervisors were high on either masculinity or femininity but not both. However, consistent with the previous research and our own predictions, successful female supervisors were found to be higher on masculinity than were unsuccessful female supervisors and more feminine than were male supervisors. The findings are discussed in terms of the limited research in this area, the possible negative consequences of androgyny, and the effect of the social context.
51Â citations
TL;DR: In this paper, the effects of participative decision making within the context of a union-management cooperative effort were examined, and a survey was administered to 664 data transcribers at two sites with different locations.
Abstract: This study examines the effects of participative decision making within the context of a union-management cooperative effort. A survey was administered to 664 data transcribers at two sites with pa...
TL;DR: Golembiewski and his colleagues as mentioned in this paper have proposed a model of psychological burnout centering on the notion of phases within the burnout concept itself, while supportive of the thrust of their work, raises some conceptual and methodological concerns.
Abstract: Golembiewski and his colleagues (1986) have proposed a model of psychological burnout centering on the notion of phases within the burnout concept itself. This article, while supportive of the thrust of their work, raises some conceptual and methodological concerns. These include definition, usefulness of the phase model, measurement, and the development of norms, among others. The purpose of this article is to encourage others to join in the dialogue and to move psychological burnout into the mainstream of occupational stress research.
TL;DR: In this paper, the authors provide an empirical evaluation of performance appraisal systems and provide evidence about how well organizations adhere to these conceptual prescriptions, but little evidence exists about the effectiveness of these prescriptions.
Abstract: Research on performance appraisal systems provides many conceptual prescriptions, but little evidence exists about how well organizations adhere to these prescriptions. This article provides an emp...
TL;DR: A survey of randomly selected employees from a large county government organization was taken to evaluate the extent to which a new performance appraisal system had been institutionalized, that is, whether it had been implemented as discussed by the authors.
Abstract: A survey of randomly selected employees from a large county government organization was taken to evaluate the extent to which a new performance appraisal system had been institutionalized, that is,...
TL;DR: In a study of engineering, scientific, and technical support personnel, factors in the immediate work environment which are influenced by the behavior of the technical manager were found to affect turnover propensities as discussed by the authors.
Abstract: In a study of engineering, scientific, and technical support personnel, factors in the immediate work environment which are influenced by the behavior of the technical manager were found to affect turnover propensities. Satisfaction with supervision, higher order need fulfillment, and unit morale were found to be more important influences on retention for technical support personnel. However, for the engineering and scientific personnel, factors such as autonomy, goal congruence, and higher order need fulfillment were found to have greater influence. The results suggest the importance of management training for technical managers as a potentially effective strategy to reduce turnover.
TL;DR: In this article, a comparison of managerial communication patterns in small and large organizations is reported, based on interviews conducted with 23 mid-level managers from 20 large, mature orga...
Abstract: This article reports a comparison of managerial communication patterns in small and large organizations. Semistructured interviews were conducted of 23 mid-level managers from 20 large, mature orga...
TL;DR: In this paper, the authors investigated the effects of appraisal purpose (feedback vs. grading), participant preconceptions, and favorability of the peer ratings on user acceptance of peer evaluations in an experiential management course.
Abstract: This study investigates the effects of appraisal purpose (feedback vs. grading), participant preconceptions, and favorability of the peer ratings on user acceptance of peer evaluations in an experiential management course. The results indicate more favorable acceptance of the peer evaluations when used for grading purposes and when initially viewed as beneficial. The validity of the research setting as well as possible explanations of these results are discussed, followed by suggestions for future research on the acceptability of peer evaluations as a management tool.
TL;DR: In this paper, a survey of 485 upper-level managers from 59 industrial companies is used to exam the performance of participatory management systems. But, the authors point out that participatory systems have not been implemented at the pace forecasted by many managerial theorists.
Abstract: Participatory management systems have not been implemented at the pace forecasted by many managerial theorists. A survey of 485 upper-level managers from 59 industrial companies is utilized to exam...
TL;DR: In this paper, the authors test four hypotheses derived from the Leader Interpersonal Influence Model, which examines leaders' ability to adapt communicator styles that enhance problem-solv ing effectiveness in small groups.
Abstract: This study tests four hypotheses derived from the Leader Interpersonal Influence Model, which examines leaders' ability to adapt communicator styles that enhance problem-solv ing effectiveness in small groups. University students participated as leaders in problem- solving groups made up of confederates. The findings indicate that the two primary dimensions of leaders' communicator style are dominance and supportiveness. Addition ally, the results show that effective leaders displayed a wider repertoire of communicator styles than ineffective leaders. Also, within an experimental situation that demands strong direction, dominance was highly correlated with effectiveness for directive leaders, and both dominance and supportiveness were highly correlated with effective ness for participative leaders. Lastly, the findings reveal that leaders' relational com munication must exceed a minimal threshold before obtaining desired responses from group members. Implications for management are outlined and suggestion...
TL;DR: In this paper, a leader categorization model was developed to provide an application of cognitive inference to understand the impact of leader reward and punishment behaviors, and the results showed that whereas both contingent and noncontingent rewards aroused feelings of positive affect toward the leader, it took contingent punishment to result in a significantly higher improvement in production between the first and second production periods.
Abstract: This laboratory study developed a leader categorization model to provide an application of cognitive inference to understanding the impact of leader reward and punishment behaviors. In addition to traditional leader contingent and noncontingent reward and punishment behaviors, the study divided noncontingent rewards and punishment behav iors into discretionary and required. It was found that whereas both contingent and noncontingent rewards aroused feelings of positive affect toward the leader, it took contingent punishment to result in a significantly higher improvement in production between the first and second production periods. Practitioner implications of these findings are discussed.
TL;DR: The authors look back on reactions to the trinitarian concept of change and two emphases dominate: 1) Personal reaction to the concept's reception receive initial positive reception, and 2)
Abstract: Over a decade after its introduction, this article looks back on reactions to the trinitarian concept of change. Two emphases dominate. Personal reactions to the concept's reception receive initial...
TL;DR: In this article, the alpha, beta, gamma change typology's birth and growth shows a strong similarity to that of "normal science" and the authors address the question of what needs to be done to accelerate the advancement of the typology and acceptance by consultants and practitioners.
Abstract: Building on Tennis's comments, the authors identify various factors that must be considered in order to put the development and application of the alpha, beta, gamma change typology in perspective. In doing so, they argue that the change typology's birth and growth shows a strong similarity to that of "normal science." After commenting on the small number of investigators involved in research on the change typology and the limited set of outlets in which this research has been published, the authors address the question of what needs to be done to accelerate the advancement of the typology and its acceptance by consultants and practitioners.
TL;DR: In this article, the demand for strategy consultants to actively contribute to the improvement of cor porate performance has increased in recent years and this demand has brought a growing need to examine the appropri...
Abstract: The demand for strategy consultants to actively contribute to the improvement of cor porate performance has increased in recent years. This demand has brought a growing need to examine the appropri...
TL;DR: The applicability of organizational design to the Asian context is illustrated by data that were collected from a sample of 49 companies in Singapore as discussed by the authors, which showed that only large and established organizations seem to have OD programs.
Abstract: The applicability of organizational design (OD) to the Asian context is illustrated by data that were collected from a sample of 49 companies in Singapore. The results show that only large and established organizations seem to have OD programs. Furthermore, the data indicate that behavioral changes form the major part of OD programs. The top-down approach is common in introducing change through OD efforts. A major barrier to the practice of OD in many Asian countries seems to be lack of climate for open discussion.
TL;DR: In this article, the authors examined the match between university administrator and faculty perceptions regarding the importance of job performance related, power/political, and neutral faculty career advancement strategies and found that no differences were found on job performance or neutral faculty characteristics and behaviors.
Abstract: Research is needed in a variety of organizations to identify similarities between super visors and subordinates concerning characteristics and behaviors important for subor dinate career advancement. The present research examined the match between university administrator and faculty perceptions regarding the importance of job performance related, power/political, and neutral faculty career advancement strategies. As hypoth esized, no differences were found on job performance or neutral faculty characteristics and behaviors. Differences were found in nearly half of the power/political behaviors and characteristics. The results are discussed in light of functional and dysfunctional uses of political activity within organizations.
TL;DR: In this paper, the authors examine the manner in which the field of organization development has responded to the alpha, beta, gamma change typology of Golembiewski, Billingsley, and Yeager.
Abstract: This article examines the manner in which the field of organization development has responded to the alpha, beta, gamma change typology of Golembiewski, Billingsley, and Yeager (1976a). The work of researchers investigating the concept is reviewed, and forces acting to limit its widespread application are identified. Finally, practical implications of the discipline's resistance to the concept are considered.
TL;DR: In this paper, a survey of 59 members of 10 different task groups in 5 different organizations was used to study the varying effects of contextual and internal group variables on group outcomes, including resource mix, motivating task, and environmental support.
Abstract: This study evolved from a concern with helping managers to increase the probability of creating effective task groups when they are not group members A survey of 59 members of 10 different task groups in 5 different organizations was used to study the varying effects of contextual and internal group variables on group outcomes Three dimensions of group context which can be manipulated by managers were studied: resource mix, motivating task, and environmental support Regression analysis showed that contextual variables accounted for 41% of the variance in task accomplishment, while mainly internal group variables explained 48% of the variance in output quality Limitations of the current study and directions for future research are discussed
TL;DR: Mental imagery, known to be a powerful aid to personal change, is finding greater application in organizational settings as mentioned in this paper, where the use of imagery in organi cation is explored.
Abstract: Mental imagery, known to be a powerful aid to personal change, is finding greater application in organizational settings. This article reports a research study in which the use of imagery in organi...
TL;DR: In this article, the concept of organizational life cycles and approaches, and reviews how they are applicable for bankers now and in their planning for the 1990s, are explored and reviewed. But one area still to be developed by bankers is that of organization design and leadership evaluation.
Abstract: Deregulation has leveled the "playing field" and taught bankers over the past decade how to use a rash of management concepts new to the industry, from product management and costing to merchandising and distribution systems development to creating competitive advantage and value added pricing. One area still to be developed by bankers is that of organization design and leadership evaluation. This article explores the concept of organizational life cycles and approaches, and reviews how they are applicable for bankers now and in their planning for the 1990s.
TL;DR: The complexity of the issues and dilemmas that face organization development consult ants today are directly related to the increasing complexity in the environment and systems in which they do their work as discussed by the authors.
Abstract: The complexity of the issues and dilemmas that face organization development consult ants today are directly related to the increasing complexity of the environment and systems in which we do our work. Using an "open systems" framework, this article examines the current state, the future state, and the gaps and deficiencies between the two. This is intended to be a provocative examination, from the author's point of view, of those areas that are rarely discussed although they continue to create barriers to truly positioning the profession in ways which are seen as adding societal and systemic value. Specifically, this article describes those key current issues which are operative in how we define ourselves and our profession; the work we do and our relationships with our clients; the areas of deficiency which lesson our effectiveness and ability to respond to the needs of our clients; and last, those future issues for the profession and the oppor tunities that could lead to personal and professional enhan...