Showing papers in "Group & Organization Management in 1998"
TL;DR: The self-concept has emerged as an important component of organizational paradigms as mentioned in this paper, and the conceptual meanings of self-esteem and self-efficacy have been discussed in the literature.
Abstract: The self-concept has emerged as an important component of organizational paradigms. This article reviews the conceptual meanings of self-esteem and self-efficacy, clarifies the relation-ship betwee...
430Â citations
TL;DR: In this article, a survey data was collected from 127 subordinate-supervisor dyads employed in diverse organizational settings and hierarchical regression analyses revealed that conscientiousness similarity predicted subordinate in-role behavior.
Abstract: Survey data were collected from 127 subordinate-supervisor dyads employed in diverse organizational settings. Hierarchical regression analyses revealed that subordinate-supervisor conscientiousness similarity predicted subordinate in-role behavior. Also, subordinate in-role behavior closely approached significance as a predictor of higher quality leader-member exchanges (LMX), whereas LMX was correlated with subordinate organizational citizenship behavior and supervisor effectiveness. As a function of conscientiousness similarity, the observed relationships are explained in terns of improved subordinate-supervisor compatibility and reciprocity. Examples are provided.
296Â citations
TL;DR: In this paper, there are striking similarities between Bass and Avolio's concepualization of transformational leadership and the notion of Transformational Leadership, which is similar to the one presented in this paper.
Abstract: Over the past several years, much attention has been given to Bass and Avolio's notion of transformational leadership However, there are striking similarities between Bass and Avolio's concepualiz
265Â citations
TL;DR: In this paper, the authors examined the effects of task and outcome interdependence of team members on their sense of responsibility and personal work outcomes, and found that the interdependent dimensions influence experienced responsibility for the others' work and thus account for a separate part of the variance in team members' personal work outcome.
Abstract: Motivation and performance theories in organizational psychology tend to have a predominantly individualistic scope, relating characteristics of individual tasks to personal work outcomes of individuals (e.g., the Job Characteristics Model [JCM]). The present study goes beyond the realm of individual job characteristics by examining the effects of two interpersonal characteristics: task and outcome interdependence of team members. Subscales for the measurement of these social job dimensions were developed. The results support the hypothesis that, in addition to the JCM variables, the interdependence dimensions influence the employees' sense of responsibility and personal work outcomes. More specifically, the interdependence dimensions influence experienced responsibility for the others' work and thus account for a separate part of the variance in team members' personal work outcomes.
212Â citations
TL;DR: The Group Style Instrument (GSI) was used by as discussed by the authors to examine interpersonal group processes for task groups and found that culturally diverse teams reported more self-oriented behaviors (SOBs) over time and performed better than nondiverse teams on two of the three projects.
Abstract: Members of more than 50 student groups involved in a team problem-solving environment were surveyed with the Group Style Instrument (GSI) to examine interpersonal group processes for task groups. Analyses of the GSI data resulted in team-oriented and self-oriented dimensions for both samples by comparing several factor models. In a second sample, more than 80 culturally diverse and nondiverse groups involved in a similar team problem-solving format completed the GSI at three points in time after they had completed team projects involving substantial collaborative member effort. For Sample 2, culturally diverse teams reported more self-oriented behaviors (SOBs) over time and performed better that nondiverse teams on two of the three projects. Periodic feedback regarding team performance and interpersonal processing was given to all teams. By the third team project, nondiverse teams performed better. Emphasis is given concerning the importance of managing the balance of team-orientated behaviors and SOBs wi...
180Â citations
TL;DR: In this paper, the relation between job level and job satisfaction was examined and several possible moderators of this relation were identified. But, as job level increased, so did job satisfaction, and there was a high degree of convergence among the measures of job level.
Abstract: Two studies examined the relation between job level and job satisfaction. Study 1 was a metaanalysis of the relation between job level and job satisfaction using data drawn from 35 independent samples (N= 18,534). It was found that as job level increased, so did job satisfaction. Several possible moderators of this relation were identified. Study 2 was a primary study of the relation between job level and job satisfaction using 4 measures of job level and 5 facets of job satisfaction (N = 530 in 4 hospitals). There was a high degree of convergence among the measures of job level and a consistently positive relation between the job level and job facet satisfaction measures. These studies suggest that the relation between job level and job satisfaction is positive across most operationalizations of the 2 constructs and that other moderators should be investigated to account for the large residual variance in effect sizes identified.
165Â citations
TL;DR: A total of 192 male and 347 female human resource professionals completed Allen and Meyer's Continuance Commitment Scale, assessing one of three components of organizational commitment as mentioned in this paper, and women repor...
Abstract: A total of 192 male and 347 female human resource professionals completed Allen and Meyer's Continuance Commitment Scale, assessing one of three components of organizational commitment. Women repor...
94Â citations
TL;DR: In practice, measurement and external validity issues for the cosmopolitan-local latent role construct are still open issues as discussed by the authors, however, the early work of Gouldner's (1957, 1958) early work has been widely accepted.
Abstract: Organizational researchers broadly accept Gouldner's (1957, 1958) early work describing the cosmopolitan-local latent role construct. In practice, however, measurement and external validity issues ...
80Â citations
TL;DR: The authors adopted a strong inference epistemological approach and confronted predictions derived from two competing paradigms that attempt to explain poor evaluations and slow organizational advancement of organizational advancement by using strong inference.
Abstract: We adopted a strong inference epistemological approach and confronted predictions derived from 2 competing paradigms that attempt to explain poor evaluations and slow organizational advancement of ...
76Â citations
TL;DR: In this article, the authors developed and tested a model that depicts interactional justice as a mediator of the effects of managers' influence tactics on subordinates' resistance, and found that the use of hard influence tactics was associated with lower resistance when they were used with soft influence tactics.
Abstract: The authors developed and tested a model that depicts interactional justice as a mediator of the effects of managers' influence tactics on subordinates' resistance. Data collected from supervised workers provided evidence of mediated moderation: The use of hard influence tactics was associated with lower resistance when they were used with soft influence tactics. This effect was mediated by the experience of interactional justice. Although the use of rational influence tactics was unrelated to subordinates' resistance, it was associated with greater interactional justice when they were not used with soft influence tactics. Resistance was also related to the content of the influence attempt: Resistance was lower when targets perceived the request to be interesting, important, and unarnbiguous. Implications and directions for future research are briefly discussed.
69Â citations
TL;DR: In contrast with organizational power theory, cooperative goals, not competition, shaped the productive management of conflicts over scarce resources as discussed by the authors, and open-minded discussion of opposing views contributed to making these conflicts useful for productivity, relationship development, and unity.
Abstract: Organizational power ad politics researchers contend that the conflicts over scare resources intensify competition and conflict but can be useful for an effective distribution of resources. A total of 59 mars with budget responsibilities from both expanding and retrenching organizations were interviewed on specific budget conflicts. Consistent the power perspective. these conflicts could be productive. Open-minded discussion of opposing views contributed to making these conflicts useful for productivity, relationship development, and unity. In contrast with organizational power theorizing, cooperative goals, not competition, shaped the productive management of conflicts over scarce resources.
TL;DR: The authors examines the CEO pay and firm performance link from two competing perspectives managerial power and board vigilance, and concludes that a powerful CEO dominates the board and the board's decision-making process.
Abstract: This study examines the CEO pay and firm performance link from two competing perspectives managerial power and board vigilance. From the managerial power perspective, a powerful CEO dominates the b...
TL;DR: In this paper, a sample of 208 undergraduate students role-played I of 4 "division managers" in a fictional organization, and three independent variables were manipulated: (a) level of resource replenishment, (b) group communication prior to decision making, and (c) access to the resource.
Abstract: This study investigates groups' ability to manage resources under high and low scarcity. We offer a contingency model to reconcile competing predictions in the literature: Cooperative group behavior is moderated by group communication and the distribution of resources. A sample of 208 undergraduate students role-played I of 4 "division managers" in a fictional organization. They made independent organizational resource withdrawal decisions. Three independent variables were manipulated: (a) level of resource replenishment, (b) group communication prior to decision making, and (c) access to the resource. Our findings indicated strong support for the hypothesized effect of communication and moderate support for the effect of resource distribution. Results suggest that a decline in scarcity increases cooperation only when groups are allowed to communicate and when there is equal access to resources. Theoretical and practical implications of these findings for group behavior in organizations are discussed, and...
TL;DR: This article examined psychological constructs and demographic variables as precursors to perceptions of the self-interest implications of affirmative action programs and found that the constructs of symbolic prejudice and self-esteem were found to predict perceptions toward affirmative action in the workplace.
Abstract: Affirmative action in the workplace continues to be a controversial issue, particularly for persons soon to enter the workforce. This study examines psychological constructs and demographic variables as precursors to perceptions of the self-interest implications of affirmative action programs. The constructs of symbolic prejudice and self-esteem were found to predict perceptions toward affirmative action in the workplace. Weak effects were found for race and gender.
TL;DR: In this paper, the authors examined the effects of procedural and distributive justice on satisfaction with gainsharing, which involves a group-based outcome, and found that the level of payout was important in the determination.
Abstract: Prior studies on fairness have investigated the conditions under which either procedural or distributive justice is more important to employees. One view holds that procedural justice is more important when the outcome is group-based, and distributive justice is more important when an outcome is individual-based. The second view is that distributive justice is more important when an outcome is high or positive, and procedural justice is more important when an outcome is low or negative. This study examined of the effects of procedural and distributive justice on satisfaction with gainsharing, which involves a group-based outcome. The study was conducted with two firm, one representing a high payout conditon and one a low-and zero-bonus payment. The results suggest that level of payout is important in the determination. Implication. Implications for research had for corporate we gainsharing are discussed.
TL;DR: In this paper, the authors present a framework for evaluating the long-term effect of employees' retrospective evaluations of a major organizational change and empirical data from one such change-a large-scale change.
Abstract: This article presents a framework for e t long-term effect of employees' retrospective evaluations of a major organizational change and presets empirical data from one such change-a large-scale cor...
TL;DR: The concept of assignment was introduced and examined in this article, the process of determining which individuals will perform as members of a team on a given task, and the concept of assigning individuals to a task resulted in the highest level of performance on the task used for the second study (a simple number-finding task).
Abstract: This work introduces and examines the concept of assignment-the process of determining which individuals will perform as members of a team on a given task. In a laboratory study, four assignment procedures (random, ability, personal influence, and personal influence with justification) were used to formally excuse approximately 30% of 137 undergraduates from participating in a second, longer research study. The random assignment procedure was perceived as most procedurally fair and resulted in the highest level of performance on the task used for the second study (a simple, number-finding task). Unassigned subjects (those excused from task performance) always perceived the assignment procedure to be as fair or fairer than the assigned subjects did in all four assignment conditions. Also, subjects felt it was fair to give an equal reward (extra-credit points) to both assigned and unassigned subjects even though assigned individuals were excused from performing additional tasks in the second research study....
TL;DR: In this article, the importance of relocation services was examined in a sample of 872 employees and spouses and the results indicated that spouses rated all relocation services higher than employees, with the exception of...
Abstract: The importance of relocation services is examined in a sample of 872 employees and spouses. Results indicated that spouses rated all relocation services higher than employees, with the exception of...
TL;DR: The authors empirically examined a model of the relationships between managerial accounts (explanations), gender of manager, gender of employee, and evaluation of the manager and found that female managers seemed to use mitigating accounts more than male managers, but there were no gender differences in the use of aggravating accounts (that increase heat to employees' self-esteem).
Abstract: This study empirically examined a model of the relationships between managerial accounts (explanations), gender of manager, gender of employee, and evaluation of the manager Results indicated that female managers seemed to use mitigating accounts (that minimize rats to employees' self-esteem) more than male managers, but there were no gender differences in the use of aggravating accounts (that increase heats to employees' self-esteem) Gender of employee also influenced the type of account; female employees reported more mitigating accounts and male employees more aggravating accounts In addition, male who provided aggravating accounts were evaluated more favorably than female managers using such accounts; there was no difference, however, in evaluations of male and female managers providing mitigating accounts
TL;DR: In this paper, the authors discuss wrongful firings in violation of public policy have received inadequate attention from managers and researchers, including ethical issues, including employees for refusing to engage in w...
Abstract: Wrongful firings in violation of public Policy have received inadequate attention from managers and researchers. Such firings involve ethical issues, including employees for refusing to engage in w...