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Showing papers in "Group & Organization Management in 1993"


Journal Article•DOI•
TL;DR: In this paper, a conceptual framework was presented to explain the selection and sequencing of tactics, and the model was used to derive specific hypotheses for individual tactics, showing that some tactics were used together much more often than others.
Abstract: This study involved analysis of incidents describing influence attempts from the perspective of an agent or a target. Influence behavior in the incidents was coded into nine influence tactics. A conceptual framework was presented to explain the selection and sequencing of tactics, and the model was used to derive specific hypotheses for individual tactics. Analysis of tactic combinations revealed that some tactics were used together much more often than others. Consistent with the model, some tactics were used more in initial influence attempts, and other tactics were used more in follow-up influence attempts. Differences in the use of tactics with subordinates, peers, and superiors were also consistent with the model, and the results verified directional differences found in earlier research with questionnaires.

233 citations


Journal Article•DOI•
TL;DR: This article explored the effects of several contextual factors on training motivation and found that perceived job utility of training significantly predicted training motivation, decision involvement resulted in higher perceptions of job and career utility, decision-maker credibility affected job satisfaction, and supervisor training transfer climate affected anticipated job utility.
Abstract: The focus of this study was exploring the effects of several contextual factors on training motivation. Participants (N = 245) from 12 organizational training groups were given surveys designed to measure pretraining motivation, expected job and career utility of training, peer and supervisor training transfer climate, involvement in decision to be trained, and decision-maker credibility. Structural equations modeling indicated that (a) perceived job utility of training significantly predicted training motivation, (b) decision involvement resulted in higher perceptions of job and career utility, (c) decision-maker credibility affected job and career utiflity, and (d) supervisor training transfer climate affected anticipated job utility. Implications of the findings for increasing the effectiveness of training are discussed.

232 citations


Journal Article•DOI•
TL;DR: In this article, the authors attempted to provide a partial validation of turnover models in the international environment and found that several categories of predictor variables hypothesized as important in domestic situations are also strongly related to expatriate job satisfaction and organizational commitment.
Abstract: Concepts drawn from models of the employee turnover process have been neglected as explanatory variables in the study of expatriate turnover. The study presented here attempted to provide a partial validation of turnover models in the international environment. The results indicated that several categories of predictor variables hypothesized as important in domestic situations are also strongly related to expatriate job satisfaction and organizational commitment. Additionally, a variety of unique international variables are also related to the expatriate's attitudes. Both job satisfaction and organizational commitment were also strongly related to the expatriate's intention to quit.

220 citations


Journal Article•DOI•
TL;DR: In this paper, a field study conducted to test a conceptual model on situational determinants of networking behavior indicated support for a new measure of internal and extern factors, which was used to measure the internal and external influence of network behavior.
Abstract: This article describes a field study conducted to test a conceptual model on situational determinants of networking behavior. The findings indicated support for a new measure of internal and extern...

154 citations


Journal Article•DOI•
Karen A. Bantel1•
TL;DR: This paper examined hypotheses linking three categories of variables, top management team demography, environmental uncertainty, and firm performance, to the extent to which retail banks engage in risk-taking in financial services.
Abstract: This study examined hypotheses linking three categories of variables, top management team demography, environmental uncertainty, and firm performance, to the extent to which retail banks engage in ...

131 citations


Journal Article•DOI•
TL;DR: This paper examined the role of task-oriented cohesion and its relationship to social-emotional cohesion within the groupthink framework, and found that the symptoms of groupthink would be least likely to appear when task oriented cohesion exceeded social emotional cohesion.
Abstract: This study attempts to examine the role of task-oriented cohesion and its relationship to social-emotional cohesion within the groupthink framework. Specifically, it was predicted that the symptoms of groupthink would be least likely to appear when task-oriented cohesion exceeded social-emotional cohesion. In addition, it was predicted that the symptoms of group-think would be most likely to appear when social-emotional cohesion was high. The design manipulated type of cohesion (social-emotional cohesion: high vs. low; task-oriented cohesion: high vs. low) with the symptoms of groupthink serving as dependent variables. Group members were asked to indicate the degree to which they experienced the symptoms of groupthink after completing a decision-making task. Results indicated that the combination of low social-emotional and high task-oriented cohesion resulted in the lowest perception of groupthink symptoms. In addition, groups high in social-emotional cohesion were more likely to experience the symptoms ...

112 citations


Journal Article•DOI•
TL;DR: In this article, a meta-analysis examines whether the relationship between organizational commitment and turnover differs across occupational groups and it was suggested that the OC-turnover relationship will be correlated with turnover.
Abstract: This meta-analysis examines whether the relationship between organizational commitment (OC) and turnover differs across occupational groups. It was suggested that the OC-turnover relationship will ...

93 citations


Journal Article•DOI•
TL;DR: In this article, the authors investigated the relationship between person-environment congruence and organizational performance and found that person factors were represented by personal orientations and environment factors by organizational climates.
Abstract: This study investigated the relationship between person-environment (P-E) congruence and organizational performance. Person factors were represented by personal orientations and environment factors by organizational climates. It was hypothesized that P-E congruence would be related to the effectiveness of organizations. Organizational effectiveness data were collected for 29 schools; personal orientations were assessed from 597 teachers and organizational climate from 581 teachers within these schools. Personal orientations and climates were aggregated to the organizational level, and P-E congruence was assessed. Results of correlational analyses between congruence and effectiveness generally supported the expected relationships.

71 citations


Journal Article•DOI•
TL;DR: In a field study of a small manufacturing plant, relationships between five dimensions of organizational citizenship and two sets of predictors, traditional leadership (initiating structure and consideration) and "super" leadership (self-goal-setting, self-observation, and self-expectation) were examined.
Abstract: In a field study of a small manufacturing plant, relationships between five dimensions of organizational citizenship and two sets of predictors, "traditional" leadership (initiating structure and consideration) and "super" leadership (self-goal-setting, self-observation, and self-expectation) were examined. Results suggest that traditional leadership contributes incremental explained variance beyond super leadership on all five dimensions of organizational citizenship. Both consideration and initiating structure contributed approximately equally to four citizenship dimensions, whereas consideration contributed most predictive power to the sportsmanship dimension. Super leadership explained no incremental variance in organizational citizenship behavior beyond traditional leadership.

70 citations


Journal Article•DOI•
TL;DR: The authors examined the effects of various individual and organizational variables on two measures of career plateau, an objective measure of job stability and a subjective evaluation of having reached a dead end, based on a sample of 2,183 managers from all organizational ranks, representing 41 business establishments and three Canadian economic sectors.
Abstract: This article examines the effects of various individual and organizational variables on two measures of career plateau, an objective measure of job stability and a subjective evaluation of having reached a dead end. The study is based on a sample of 2,183 managers from all organizational ranks, representing 41 business establishments and three Canadian economic sectors. The results show wide differences between the variables explaining the fact of having reached a career plateau and the feeling of being in a dead end. The best predictors of objective plateau are objective factors such as past success, age, and education. For the subjective plateau, personal variables such as desire for advancement and personality (locus of control) play the most important role. In both cases, individual factors come out as better predictors of career plateau than familial and organizational factors.

70 citations


Journal Article•DOI•
Marcia A. Brodsky1•
TL;DR: The authors compared personality, sex role, and demographic profiles with data from in-depth interviews of successful professional women in entrepreneurial and corporate work settings to compare and contrast characteristics of high-achieving women in these two distinct, yet complementary, nontraditional arenas.
Abstract: Research was conducted comparing personality, sex role, and demographic profiles with data from in-depth interviews of successful professional women in entrepreneurial and corporate work settings. Results demonstrate significant differences on measures of trust and level of control, with managers scoring as more trusting and requiring lower levels of control than entrepreneurs, who seek to define their own work environments and parameters. Although managers view corporate environments as safe and supportive, entrepreneurs consider them confining. The thrust of this exploratory study is unique in that it compares and contrasts characteristics of high-achieving women in these two distinct, yet complementary, nontraditional arenas.

Journal Article•DOI•
TL;DR: In this article, information on job characteristics, facet satisfaction, overall satisfaction, and organizational commitment were obtained from bank employees both before the announcement of an acquisition and after the actual acquisition.
Abstract: Information on job characteristics, facet satisfaction, overall satisfaction, and organizational commitment were obtained from bank employees both before the announcement of an acquisition (n = 108) and after the actual acquisition (n = 49). Correlational analysis and a repeated measures ANOVA indicated significant declines in perceived job characteristics, satisfaction, and organizational commitment after the acquisition. The nature of these changes is discussed along with recommendations for minimizing the disruptive effect of an acquisition.

Journal Article•DOI•
Rebekah J. Maupin1•
TL;DR: This paper conducted a survey of 188 male and 184 female accountants to understand the scarcity of women partners in public accounting and found that a situation-centered perspective provided a useful contribution in understanding the scarcity.
Abstract: Despite popular portrayals of women's current success in public accounting, labor force statistics indicate that few women advance to partnership-level positions. Accounting research on the scarcity of female partners tends to approach this issue from a person-centered perspective and to focus on characteristics of women as an explanation for their occupational status. This article demonstrates that a situation-centered perspective provides a useful contribution in understanding the scarcity of women partners. The findings are based on a survey of 188 male and 184 female accountants.

Journal Article•DOI•
TL;DR: In this paper, the role that firm characteristics, work force characteristics, location, and employee benefits practices have in explaining job performance in a sample of private sector firms, using a sample (n = 297) of firms.
Abstract: Using a sample (n = 297) of private sector firms, this article considers the role that firm characteristics, work force characteristics, location, and employee benefits practices have in explaining...

Journal Article•DOI•
TL;DR: In this article, a behavioral competency model was applied to organization development interventions conducted in the United States and New Zealand, and the results showed that the model was effective in improving the performance of OOD interventions.
Abstract: A behavioral competency model was applied to organization development (OD) interventions conducted in the United States and New Zealand. Consultants and their clients were surveyed to assess percei...

Journal Article•DOI•
TL;DR: In this article, the authors investigated the emergence, transmission, and acceptance of competition, acceptance-ejection, anger, differences-labels, and seduction in a group relations conference and found that these themes did not emerge randomly, nor were they initiated or transmitted by influential members or leaders.
Abstract: The purpose of the descriptive research presented in this article was to investigate the process of these emergence, transmission, and acceptance in a system of interacting groups. Twenty-five sessions of a group relations conference were audiotaped and transcribed, and a content analysis was performed on the final sessions to determine the themes that had gained acceptance during the conference. The identified themes were competition, acceptance-ejection, anger, differences-labels, and seduction. These themes were traced through all 25 sessions to determine when they emerged and how they were transmitted from group to group. Themes did not emerge randomly, nor were they initiated or transmitted by influential members or leaders. There are similar patterns of emergence and transmission within similar group types, across group types, and within the system as a whole. Although some variation does exist, there are discernible patters, and these patterns resemble those describe in the literature on group deve...

Journal Article•DOI•
TL;DR: A significant improvement in overall performance occurred in the department receiving feedback, whereas no improvement was found in a comparison department that did not receive feedback.
Abstract: A comprehensive performance measurement system was developed for two departments of a small retail corporation. The measurement system measured key dimensions of performance and integrated multiple measures into a composite index using a ProMES (productivity measurement and evaluation system) methodology. Subsequent to development, the measurement system was used in one of the departments as a monthly feedback system. A significant improvement in overall performance occurred in the department receiving feedback, whereas no improvement was found in a comparison department that did not receive feedback. In addition to the effects of feedback, a process methodology was used to assess users' reactions to the measurement system. Qualitative analysis procedures indicated that their reactions were slightly positive, although many suggestions for improvements were offered. Changes to the measurement system were made as a result of the suggestions.

Journal Article•DOI•
TL;DR: In this article, the results of a study designed to investigate and compare the perceptions of students and human resource professionals regarding specific work-family interface issues were presented, and the results showed that students and HR professionals were more concerned with the personalization of personalization.
Abstract: This article presents the results of a study designed to investigate and compare the perceptions of students and human resource professionals regarding specific work-family interface issues. The sa...

Journal Article•DOI•
TL;DR: This paper extended the research on organizational commitment by examining the dimensionality of O'Reilly and Chatman's (1986) psychological attachment instrument, and the relationships between the attachment instrument and organizational commitment.
Abstract: The present study extends the research on organizational commitment by examining (a) the dimensionality of O'Reilly and Chatman's (1986) psychological attachment instrument, (b) the relationships b...

Journal Article•DOI•
TL;DR: This paper used a questionnaire design to evaluate and analyze the organizational vision in academic administration and found that no previous research has examined systematically the construct of organizational vision, and no previous study has examined systematic evaluation and analysis of the vision constructions of academic administrators.
Abstract: No previous research has examined systematically the construct of organizational vision in academic administration. The study presented here used a questionnaire design to evaluate and analyze the ...

Journal Article•DOI•
TL;DR: In this paper, the results of a survey study in the mining industry in northeastern Ontario, Canada, to determine if the Myers-Briggs Type Indicator and the Project Planning Situatio...
Abstract: This article describes the results of a survey study in the mining industry in northeastern Ontario, Canada, to determine if the Myers-Briggs Type Indicator (MBTI) and the Project Planning Situatio...

Journal Article•DOI•
TL;DR: In this paper, the authors present the results of an empirical test of the applicability of using a learning curve to plan and evaluate the performance of a group of mentally disabled production workers at a small manufacturing plant.
Abstract: This article presents the results of an empirical test of the applicability of using a learning curve to plan and evaluate the performance of a group of mentally disabled production workers at a small manufacturing plant. A regression model of the worker's performance over 10 weeks shows that they experienced the standard log-linear learning curve relationship between task time per unit and cumulative units. Their learning rate was approximately 85%, which falls within the learning rate range of earlier studies of nondisabled workers. Comparison of mentally disabled and nondisabled workers on the same task shows that the latter had higher turnover, lower initial task time, and a slower learning rate. Extending the learning curve model shows how a firm can include wage differentials between disabled and nondisabled workers to evaluate the cost effectiveness of disabled workers. For the firm in this study, disabled workers created a short-term cost penalty but generated long-term savings. The firm's cost-ef...

Journal Article•DOI•
TL;DR: In this article, a sample of 164 business students rated the fairness and appropriateness of 14 justifications for someone receiving a salary of $2 million a year and the occupation and gender of the person being rated were manipulated.
Abstract: A sample of 164 business students rated the fairness and appropriateness of 14 justifications for someone receiving a salary of $2 million a year. The occupation (marketing executive, movie star) and the gender of the person being rated were manipulated. Also manipulated was the response condition: whether one responded as if they were the $2 million salary recipient or whether the recipient was someone else. The results show that certain types of factors (e.g., inputs such as hard work, talent, and performance) are seen as better justifications than other factors (e.g., external factors such as positive benefits to society or difficulty of the job). There were very few gender differences in justifications, but the different occupations were related to different justifications. Also, people felt the salary was fairer and more justified when they were perceived as receiving the money than when it was someone else. The results are discussed in terms of theoretical and practical issues related to student per...