Showing papers in "Group & Organization Management in 1995"
TL;DR: In this paper, the authors investigated the relationship between psychological ownership and extrarole behavior in university housing cooperatives, and found that psychological ownership was positively related to extarole behavior.
Abstract: Analysis of data from 797 residents of university housing cooperatives demonstrated that psychological ownership was positively related to extrarole behavior. In addition, mediated regression analysis supported the hypothesis that the relationship between psychological ownership and extrarole behavior was mediated by organizational commitment. Furthermore, psychological ownership was superior to satisfaction in predicting extrarole behavior. The article concludes with a discussion of potential managerial implications and recommendations for future research.
359Â citations
TL;DR: The quality of exchange relationships between work teams and their members was assessed for 103 manufacturing workers as discussed by the authors, and higher levels of team-member exchange quality, as well as of cohesiveness, sat...
Abstract: The quality of exchange relationships between work teams and their members was assessed for 103 manufacturing workers. Higher levels of team-member exchange quality, as well as of cohesiveness, sat...
328Â citations
TL;DR: In this article, a 6-month field study of engineers in a Fortune 100 company, three barriers to the successful implementation of work/family policies and programs were identified, and Gidden's theory of structuration was applied to explain why this assumption perpetuates.
Abstract: This article locates the source of the work/family conflict in our shared underlying assumptions about how work must be done if one is to succeed. Based on a 6-month field study of engineers in a Fortune 100 company, three barriers to the successful implementation of work/family policies and programs were identified. Examining the source of these barriers reveals an assumption that individuals must be present at work to succeed. Gidden's theory of structuration is applied to explain why this assumption perpetuates. The article further indicates that to alter this assumption will require rethinking the organization's reward system and the recurrence of impromptu interactions that result. At the end, the article suggests that surfacing this and other underlying assumptions about work has potential benefits for organizations, as well as individuals.
159Â citations
TL;DR: In this paper, the authors employed two different research methods to determine how often people use nine influence tactics to attain five influence objectives with subordinates, peers, and superiors, and the results showed that managers seek different things from the agents, peers and superiors.
Abstract: Only a few studies have examined the relationship between influence tactics and objectives, and the results were inconsistent. The present study employed two different research methods to determine how often people use nine influence tactics to attain five influence objectives with subordinates, peers, and superiors. One method was a survey on which managers reported their use of each tactic for each type of objective. The other method was a content analysis of incidents in which influence attempts in a variety of organizations were described from the perspective of the agent or target. The results showed that managers seek different things from subordinates, peers, and superiors. A different pattern of influence tactics was used for each type of influence objective, and the pattern varied by direction. Implications for managers were discussed.
141Â citations
Abstract: The study investigated whether negotiators' behaviors were related to changes in their opponents' initial trust, and whether trust and behaviors were related to their own goal achievement. Hypothes...
134Â citations
TL;DR: This paper used laboratory experiments and public opinion surveys to examine attitudes toward equal employment opportunity and affirmative action (EEO/AA) programs, and added a levy to measure the acceptance of these programs.
Abstract: Previous authors have used laboratory experiments and public opinion surveys to examine attitudes toward equal employment opportunity and affirmative action (EEO/AA) programs. This study adds a lev...
103Â citations
TL;DR: In this article, the authors investigated the relationship between organizational culture, the distribution and total amount of control, employee performance and perceived quality of service in 159 organizations and found that significant relationships were found between organization culture and control distribution, culture and culture and total amounts of control.
Abstract: Normative aspects of organization culture, the distribution and total amount of control, employee performance and perceived quality of service were investigated in a cross-sectional study (n = 823) involving subjects from 159 organizations. A model integrating these constructs is presented, followed by an empirical investigation of hypothesized linkages. Significant relationships were found between organization culture and control distribution, culture and total amount of control, culture and service quality, culture and employee performance, and total control and service quality. Contemporary organizations are making substantial financial and human resource investments in training in problem analysis and problem solving techniques, within the context of Total Quality Management (TQM) programs and, in some cases, culture change efforts (Beer, Eisenstat, & Spector, 1990). These investments are being made in the belief, rooted partly in the "human relations management" movement (Fayol, 1946; Likert, 1961; M...
90Â citations
TL;DR: In this article, the authors present a structural model of the relationships between resistors' strategies and antecedent conditions and conclude that resistance is often enacted to support, rather than undermine, the goals of the organization.
Abstract: The study of resistance in organizations has been dominated by two perspectives. From a managerial perspective resistance is dysfunction that managers learn to "cope with." Most radical/critical perspectives see resistance as a weapon in the class struggle. Contrary to managerial characterizations we find that bureaucratic resistance is a common and varied mode of organizational behavior. Contrary to critical views it is often enacted to support, rather than undermine, the goals of the organization. Neither view adequately accounts for resistance by managers who are caught in conflicting role obligations. The many forms of resistance are largely unstudied, yet the informants in our ethnographic study have illuminated a variety of strategies and richly detailed accounts. We present a structural model of the relationships between resistors' strategies and antecedent conditions. Two cases from our research illustrate the model. We conclude with implications for managers, researchers, and recent prescriptions...
59Â citations
TL;DR: In this paper, the authors examined differences in team leaders' reactions to individualized feedback (i.e., ratings from the leader's team members) versus normative feedback (e.g., informatio...
Abstract: In a field quasi-experiment, we examined differences in team leaders' reactions to individualized feedback (i.e., ratings from the leader's team members) versus normative feedback (i.e., informatio...
57Â citations
TL;DR: In this paper, the authors argue that peer performance appraisals are being increasingly used in organizations and that peers are accurate sources of performance information, yet empirical research on factors con...
Abstract: Evidence suggests that peer performance appraisals are being increasingly used in organizations and that peers are accurate sources of performance information, yet empirical research on factors con...
51Â citations
TL;DR: In this paper, the authors used multivariate analysis to identify minority groups other than Blacks in the relationship with supervisors, including gender and racial differences, and found that few studies included minority groups.
Abstract: Research on relationships with supervisors has addressed gender and racial differences. However, few studies included minority groups other than Blacks. The present study used multivariate analysis...
TL;DR: This article explored the processes that guide organizational members' sensemaking around a departmental restructuring and showed that undirected symbolic processes can hinder effective organizational change, and that leaders need to more actively manage these intangible aspects of the change process.
Abstract: Through a case study analysis, this article explores the processes that guide organizational members' sensemaking around a departmental restructuring. Symbolic processes prove to play a critical role in reestablishing understanding even when organizational leaders are not explicitly directing these symbolic processes. This article demonstrates that because of their influence on sensemaking, undirected symbolic processes can hinder effective organizational change. To successfully manage organizational change, leaders need to more actively manage these intangible aspects of the change process.
TL;DR: In this paper, the key factors in Edward Lawler's conceptualization of employee involvement are examined with respect to program c participative management efforts reported by Fortune 1000 firms, and the results support the proposition that the degree of employee participation existing within an organization is related to both the use of participativemanagement programs and average participation within programs.
Abstract: In this study, the key factors in Edward Lawler's conceptualization of employee involvement are examined with respect to program c participative management efforts reported by Fortune 1000 firms. The results support the proposition that the degree of employee involvement existing within an organization is related to both the use of participative management programs and average participation within programs. In addition, the results support the contention that measurement issues continue to hinder efforts to clarify the definitional questions surrounding employee participation.
TL;DR: In this paper, the impact of mother's education and education on women's movement into managerial ranks was explored, and the authors found that mother education was a barrier to women's progress in managerial ranks.
Abstract: Previous studies cite sex role stereotyping as a potential cause of discrimination and a barrier to women's movement into managerial ranks. This study explores the impact of mother's education and ...
TL;DR: In this paper, the moderating effects of global self-esteem (SE) on the relationship between performance feedback from the task and several work attitudes and behaviors were examined, finding that high SEs reported greater job satisfaction than low SEs in response to frequent task-derived performance feedback.
Abstract: A large body of research has examined the effects of feedback on work attitudes and behaviors. However, the role of individual differences in feedback-response relations has not been as thoroughly examined. In this field study, the moderating effects of global self-esteem (SE) on the relationship between performance feedback from the task and several work attitudes and behaviors were examined. As predicted, SE interacted with the frequency of performance feedback from the task to account for significant amounts of additional variance in job performance, general job satisfaction, absenteeism, and job search intentions. Specifically, low SEs had lower performance, absenteeism, and job search intentions than high SEs in relation to frequent performance feedback from the task. High SEs reported greater job satisfaction than low SEs in response to frequent task-derived performance feedback. The discussion centers on the implications the findings have for future research and for human resource management.
TL;DR: In this paper, Dutch managers and computer programmers assessed the performance of a subordinate or peer, respectively, using Behavioral Observation scales (BOS), Behavioral Expectation scales(BES), and Trait scales, and then evaluated the three appraisal instruments on eight criteria: ability to give feedback, ability to differentiate, objectivity, position differences, capability to provide training, providing corporatewide standards, ability of set goals, and overall ease of use.
Abstract: Dutch managers and computer programmers appraised the performance of a subordinate or peer, respectively, using Behavioral Observation scales (BOS), Behavioral Expectation scales (BES), and Trait scales, and then evaluated the three appraisal instruments on eight criteria: ability to give feedback, ability to differentiate, objectivity, position differences, ability to provide training, setting corporate-wide standards, ability to set goals, and overall ease of use. Users preferred the BOS to the BES on seven criteria, and to the Trait Scale on all but two criteria. They preferred the Trait Scale to the BES on two criteria, namely, ease of use and position differences, and considered the BES and Trait scale equivalent on the remaining criteria. These findings parallel those found in a similar study conducted in the United States.
TL;DR: In this paper, the authors tested hypotheses regarding the relationships between types of power used by supervisors and organizational characteristics and found that supervisors possessed more power in organizations that were formalized, growing, innovative, and not status stratified.
Abstract: This study tested hypotheses regarding the relationships between types of power used by supervisors and organizational characteristics Data about organizational characteristics were provided by top level managers in 45 various organizations Data about supervisory power were provided by 280 employees in those organizations Results suggested that supervisors possessed more power in organizations that were formalized, growing, innovative, and not status stratified
TL;DR: In this paper, a developmental performance appraisal program was introduced into an Australian Federal agency, where pre-and post-test measures of appraisal characteristics, employee responses, and appraisal beliefs were gathered by surveying 108 appraised and 64 non-appraised employees.
Abstract: A developmental performance appraisal program was introduced into an Australian Federal agency. Pre- and posttest measures of appraisal characteristics, employee responses, and appraisal beliefs were gathered by surveying 108 appraised and 64 nonappraised employees. Increases occurred in some characteristics of appraisal, those of feedback and action planning, as well as in employee responses of satisfaction with feedback and self-rated performance improvement, although not in perceived rewards and training effectiveness. For those appraised, compared to those not appraised, feedback, action planning and supervisor support enhanced satisfaction with feedback, supervisor support enhanced training effectiveness, and feedback enhanced rewards. Overall, employee beliefs about appraisal did not influence the positive relationships between appraisal characteristics and employee responses. For supervisors, relationships were more positive between appraisal characteristics and training effectiveness than for subordinates, but not with regard to employee responses.
TL;DR: The Americans with Disabilities and Rehabilitation Acts extend equal employment opportunity to categories that include those of individuals with seemingly self-inflicted and voluntary disabilities as discussed by the authors, which are defined as individuals with disabilities.
Abstract: The Americans With Disabilities and Rehabilitation Acts extend equal employment opportunity to categories that include those of individuals with seemingly self-inflicted and voluntary disabilities....
TL;DR: In this paper, two profile studies were conducted to examine the extent to which contingent pay systems influence the use of job performance information (feedback) provided by the task, supervisor, and changes in...
Abstract: Two profile studies were conducted to examine the extent to which contingent pay systems influence the use of job performance information (feedback) provided by the task, supervisor, and changes in...
TL;DR: In this article, a longitudinal study of two separate student samples (n = 265 and 340, respectively) using structural equation modeling (LISREL-7) was conducted to evaluate the effect of management faculty communication style variables (expressiveness and supportiveness).
Abstract: Faculty evaluation and semester grade effects of management faculty communication style variables (expressiveness and supportiveness) operating through intervening course variables (fairness and student personal fit with course) were assessed in a longitudinal study of two separate student samples (n = 265 and 340, respectively) using structural equation modeling (LISREL-7). Based on the study results, managerial implications for faculty development that recognize and respond to the multidimensional aspects of student learning are discussed and the findings are related to broader aspects of the managerial, communication, and education literatures.
TL;DR: In this article, the authors used the perception of insurance company effectiveness in dealing with policyholders after a major natural disaster as a model for an analysis of customer satisfaction and found that repeat business and company success largely depend on the degree the company image matches consumer expectations.
Abstract: Insurance companies project images of concern about people and commit themselves to the prompt delivery of services in time of need. This article uses the perception of insurance company effectiveness in dealing with policyholders after a major natural disaster as a model for an analysis of customer satisfaction. Findings indicate that repeat business and company success largely depends on the degree the company image matches consumer expectations. Extrapolations from the findings are recommended for testing by other organizations interested in delivering quality service to customers to gain a competitive edge.