Showing papers in "Group & Organization Management in 1992"
TL;DR: In this paper, the problems caused by nonrespondents in sociometric studies of organizational communication were explored and suggested for the design of communication network studies that may enhance response rates and provide the information needed to justify how incomplete network data sets may be analyzed.
Abstract: This article explores problems caused by nonrespondents in sociometric studies of organizational communication and describes how networks that include nonrespondents can be analyzed. An illustrative example is used to conceptualize the problems and issues in analyzing such networks. An empirical study is described that operationalizes the decision criteria for choosing a method of analysis. Suggestions are offered for the design of communication network studies that may enhance response rates and provide the information needed to justify how incomplete network data sets may be analyzed.
198Â citations
TL;DR: This article examined the effects of constructive conflict on decision-making groups that were culturally diverse and found that ethnic minorities contributed considerably less to decisions than nonminorities did, while groups made more valid and more important assumptions, and the performance and reactions of ethnic minorities improved at rates either as or greater than those of nonminority groups.
Abstract: This study examined the effects of constructive conflict on decision-making groups that were culturally diverse. In a laboratory exercise, 45 four-person groups recorded their recommendations and assumptions regarding a business problem, and afterward members individually completed a questionnaire on the experience. Ethnic minorities contributed considerably less to decisions than nonminorities did. However, with increasing use of constructive conflict, groups made more valid and more important assumptions, and the performance and reactions of ethnic minorities improved at rates either the same as or greater than those of nonminorities. to North American managers, who face growing ethnic diversity in the workplace, the practices of constructive conflict offer a promising approach to group decision making.
190Â citations
TL;DR: In this paper, an empirical investigation of the assumption that human resource activities have a positive effect on employee attitudes has been conducted and the results of a field survey of two autonomous organizations supports this hypothesis.
Abstract: Personnel management theorists and practitioners have assumed that human resource activities have a positive effect on employee attitudes. The present study is an empirical investigation of this assumption. It is hypothesized that an organization's actual human resource programs affect employee perceptions of the organization's commitment to human resource efforts, which in tum affect general employee work attitudes. The results of a field survey of two autonomous organizations supports this hypothesis. Practical implications of these results are discussed and suggestions for further research are offered.
107Â citations
TL;DR: In this paper, the authors hypothesized that positive and negative affect would interact with ability information in predicting exchange quality ratings of leaders and group members in a laboratory study and found that there was a positive relationship between ability and exchange quality for those members with low negative affect, but no relationship for those with high negative affect.
Abstract: We hypothesized that positive and negative affect would interact with ability information in predicting exchange quality ratings of leaders and group members in a laboratory study. Ninety-six undergraduates completed a measure of cognitive ability, as well as a measure of positive-and negative-trait affect before participating in several group exercises. Exchange quality ratings collected from emergent leaders were best predicted by the interaction of member ability and negative affect. Specifically, there was a positive relationship between ability and exchange quality for those members with low negative affect, but no relationship for those with high negative affect. Exchange quality ratings gathered from group members (i.e., nonleaders) were best predicted only from leaders' positive-affect scores. Discussion centers on the particular role that affect plays in initial exchange quality judgments, as well as practical implications and generalizability issues.
90Â citations
TL;DR: In this paper, the authors examined the hypothesis that procedural justice and distributive justice are positively related and found that when individuals perceive fairness in how decisions are made, they are likely to perceive the outcomes as fair.
Abstract: The present study examined the hypothesis that procedural justice and distributive justice are positively related. In other words, when individuals perceive fairness in how decisions are made, they are likely to perceive the outcomes as fair. Similarly, when individuals perceive a fair outcome, they are likely to believe that fair procedures led to that outcome. In line with the Tyler group-value model of procedural justice, it was hypothesized that this would hold true primarily when the individual has a long-term view of organization membership, a view influenced by the individual's disposition to delay gratification or reward. Hierarchical-moderated multiple regression analyses on data collected from workers in a small American tooling plant supported this hypothesis. These results have implications for attempts to enhance perceptions of justice.
81Â citations
TL;DR: This paper examined the impact of organizational socialization tactics and the moderating effect of organizational tenure on role innovation or the extent to which expatriate managers changed the procedures and objectives of their jobs.
Abstract: This study examined the impact of organizational socialization tactics and the moderating effect of organizational tenure on role innovation or the extent to which expatriate managers changed the procedures and objectives of their jobs. The results suggested that collective, serial, and rixed tactics had a significant relationship with role innovation. In addition, organizational tenure moderated the relationship between collective and serial tactics with role innovation.
77Â citations
TL;DR: This paper examined stereotypes held by American business students who expected to join the work force of Japanese managers, American managers, and a "good manager." Although neither the Japanese nor American managerial stereotype resembled that of a good manager, the typical Japanese manager was seen as the better manager overall.
Abstract: As the internationalization of business increases, stereotypes of managers from other cultures assume greater importance. This study examined stereotypes held by American business students who expected to join the work force of Japanese managers, American managers, and a "good manager." Although neither the Japanese nor American managerial stereotype resembled that of a good manager, the typical Japanese manager was seen as the better manager overall. However, students preferred to work for the typical American manager. Implications of the results for the treatment and experiences of expatriate managers are discussed.
74Â citations
TL;DR: In this paper, the authors present conceptual and intervention models using metaphorical analysis for organizational change interventions, and a case application is presented, and suggestions for further research are offered for further application.
Abstract: Even though the use of myths, rituals, symbols, and metaphors in organization development is becoming increasingly common, there has been little written on specific ways to use metaphors in organizational change interventions. This article summarizes work to date and presents conceptual and intervention models using metaphorical analysis. A case application is presented, and suggestions for further research are offered.
72Â citations
TL;DR: In this article, a model for announcing major layoffs was developed from the existing literature, and using this model as a guiding framework, layoffs from eight organizations were analyzed, and the results showed that the model can be used to identify major layoffs.
Abstract: A model for announcing major layoffs was developed. First a model was developed from the existing literature. Using this model as a guiding framework, layoffs from eight organizations were analyzed...
69Â citations
TL;DR: In this article, a test of Hersey and Blanchard's situational leadership theory was conducted with 91 full-time nurses and their supervisors, who provided data on employee performance, maturity, and affect as well as leader style.
Abstract: In a test of Hersey and Blanchard's situational leadership theory, 91 full-time nurses and their supervisors provided data on employee performance, maturity, and affect as well as leader style. Alt...
67Â citations
TL;DR: In this paper, a comprehensive and valid measures for evaluating faculty scholarship are needed for two main purposes: appraising the performance of individual faculty and rating business schools and departments, respectively.
Abstract: Comprehensive and valid measures for evaluating faculty scholarship are needed for two main purposes: appraising the performance of individual faculty and rating business schools and departments. T...
TL;DR: In this article, levels of analysis were considered explicitly from theoretical and empirical perspectives to better understand participation in decision making, and the results from Within and Between Analysis (WABA) suggested that relationships between participation and several job activities and employee outcomes were based on between-groups differences.
Abstract: Previous research has examined the effect of participation in decision making on various psychological and managerial variables, but has often overlooked levels of analysis considerations. In this study, levels of analysis were considered explicitly from theoretical and empirical perspectives to better understand participation in decision making. In a first demonstration of a new method to the participation literature, results from Within and Between Analysis (WABA) suggested that relationships between participation in decision making and several job activities and employee outcomes were based on between-groups differences. Some support also was obtained for an individual view of the associations between participation in decision making and activities and outcomes.
TL;DR: In this paper, the lack of vitality and creativity within an organization is often attributed to widespread boredom and the underlying lack of personal meaning members associate with their work process, however, expl...
Abstract: Lack of vitality and creativity within an organization is often attributed to widespread boredom and the underlying lack of personal meaning members associate with their work process. However, expl...
TL;DR: In this article, the authors examined the extent to which these motivational effects of compensation are conditioned by the level of board control and conditions in the managerial labor market and found that participants' opportunistic behavior was negatively affected by the board control.
Abstract: Agency research has concluded that executive compensation through fixed salary promotes managerial opportunism, whereas equity ownership promotes managers' compliance with stockholders' interests. Using an experimental design, this study examined the extent to which these motivational effects of compensation are conditioned by the level of board control and conditions in the managerial labor market. Participants' opportunistic behavior was negatively affected by the level of board control. This effect was reinforced by high fixed salary compensation and favorable conditions in the managerial labor market.
TL;DR: In this paper, the development of network organizations is increasingly necessary in a global information-oriented economy, and the network organization is a highly decentralized and densely integrated social system, which is the basis for all the activities of a network.
Abstract: The development of network organizations is increasingly necessary in a global information-oriented economy. The network organization is a highly decentralized and densely integrated social system ...
TL;DR: In this article, the authors investigated factors associated with workers' inclination to participate in employee involvement programs and found that these factors can contribute to program success and support hypotheses that predi...
Abstract: Understanding factors associated with workers' inclination to participate in employee involvement programs can contribute to program success. The results of this study support hypotheses that predi...
TL;DR: In this article, the authors compared the work experience of professionals in the public and private sectors and found that the public sector is the main employer of professionals while the private sector is not.
Abstract: Despite the emergence of the public and private sectors as the main employers of professionals, few empirical studies have compared the work experience of professionals in the two sectors. Data obt...
TL;DR: This paper investigated the linkages of power and behavior to leadership impressions through cognitive schemata and found that leader behavior had direct effects on perceptions of leadership, whereas leader power did not.
Abstract: According to Lord's categorization theory of leadership, people identify others as leaders or nonleaders based on the frequency and nature of displayed leader behaviors. Although this relationship has been empirically established, the impact of power attributions on leadership perceptions has not yet been studied. The present research employed LISREL to investigate the linkages of power and behavior to leadership impressions through cognitive schemata. Results indicated that leader behavior had direct effects on perceptions of leadership, whereas leader power did not. However, leader power did affect perceptions of leader behavior, in keeping with categorization theory. In addition, displayed leader behaviors contributed to the development of power perceptions. The practical implications of these findings are discussed at length.
TL;DR: The 500 largest industrial firms in the United States were surveyed with regard to their internal organization development (OD) activities as mentioned in this paper, and the survey results are presented and implications of these results are discussed.
Abstract: The 500 largest industrial firms in the United States were surveyed with regard to their internal organization development (OD) activities. Usable data were obtained from 110 of these organizations, including 61 of the largest 200 firms. Survey results are presented and implications of these results are discussed.
TL;DR: In this article, the authors report the results of two studies that examined the critical leadership competencies of high-performing manufacturing supervisors in a major electronics company, using critical incide...
Abstract: This article reports the results of two studies that examined the critical leadership competencies of high-performing manufacturing supervisors in a major electronics company. Using critical incide...
TL;DR: In this article, the authors examine potential sex differences in self- and organization-referent attitudes and compare sex versus occupancy of a supervisory position and position in the organizational hierarchy, and compare self-and organization-related attitudes.
Abstract: This article examines potential sex differences in self- and organization-referent attitudes and compares sex versus occupancy of a supervisory position and position in the organizational hierarchy...
TL;DR: This article examined the relative validity of three theoretical frameworks regarding the impact of turnover on perceived job quality and found that people tended to retain similar attitudes regardless of actual job quality regardless of turnover.
Abstract: Despite extensive turnover research, there is little information on whether people's perceived job quality actually improves as a function of turnover. Using data from people who stayed with the job, who changed jobs, or who changed employers, this study examined the relative validity of three theoretical frameworks regarding the impact of turnover on perceived job quality. The results, although not overwhelming, provided tentative support for dispositional arguments; people tended to retain similar attitudes regardless of actual job quality.
TL;DR: The authors found that degree of perceived influence was significantly correlated with organizational outcomes and labor relations outcomes (e.g., unfair labor practice complaints, adverse actions) at a U.S. federal mint.
Abstract: By providing employees with an outlet for expressing dissatisfaction and advocating remedial action, influence in organizational decision making may foster more harmonious industrial relations. Longitudinal research at a U.S. federal mint found that degree of perceived influence was significantly correlated with organizational outcomes (e.g., organizational commitment, sick leave) and labor relations outcomes (e.g., unfair labor practice complaints, adverse actions). Hierarchical regression analysis, controlling for a range of personal and organizational factors, yielded mixed support for relationships between perceived influence and outcome. Boundary conditions and theoretical implications relating to the study's results are outlined.
TL;DR: In this article, an empirical study of alternative methods of diagnosing burnout in a human-services organization was conducted, and the authors concluded that the approaches lead to contradictory results as hypothesized.
Abstract: An empirical study of alternative methods of diagnosing burnout in a human-services organization was conducted. Scholars previously debated the merits of a phase approach versus a traditional-regression approach to assess the virulence of burnout among employees. Results of this study suggest that the approaches lead to contradictory results as hypothesized. However, problems with measurement and research in applied settings underscore the need for longitudinal and experimental designs that include outcome measures.
TL;DR: This article proposed a model comprising company and executive-specific variables as determinants of compensation for chief executive officers and reported an empirical testing of the model based on a sample of 170 service industry firms.
Abstract: This article proposes a model comprising company- and executive-specific variables as determinants of compensation for chief executive officers and reports an empirical testing of the model based on a sample of 170 service industry firms. An empirical test of the model was also conducted for banking and utility firms, the two major subgroups of the sample. An attempt was made to identify interindustry variations in the determinants of compensation for chief executive officers through separate investigation into banking and utility firms. Theoretical and practical implications of the research findings are discussed.