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Showing papers in "Human Relations in 1986"


Journal ArticleDOI
TL;DR: In this paper, a meta-analysis was conducted of studies relating perceived control variables to 19 employee outcome variables, including job satisfaction, commitment, involvement, performance and motivation, physical symptoms, emotional distress, role stress, absenteeism, intent to turnover, and turnover.
Abstract: Perceived control by employees is a variable that has been heavily researched in two popular areas, job design (as autonomy) and participative decision-making. A meta-analysis was conducted of studies relating perceived control variables to 19 employee outcome variables. For all studies combined, it was found that high levels of perceived control was associated with high levels of job satisfaction (overall and individual facets), commitment, involvement, performance and motivation, and low levels of physical symptoms, emotional distress, role stress, absenteeism, intent to turnover, and turnover. A similar pattern was found for the autonomy and participation studies analyzed separately, with one exception. Participative decision-making was not associated with absenteeism in the single study available.

1,330 citations


Journal ArticleDOI
TL;DR: This paper found that greater inequity was associated with people conflicts, which in turn were managed primarily with avoidance tactics, and that less inequity resulted from conflicts managed integratively, while higher satisfaction was more associated with conflicts centering around people than with task.
Abstract: The study reported here was descriptive in nature and looked at 375 subjects involved in a group task. The research focus was on individual satisfaction, type, and amount of conflict, its resolution, perceived inequity, and quality of outcome. The results indicated that greater inequity was associated with people conflicts, which in turn were managed primarily with avoidance tactics. Task conflicts were managed mainly with integrative styles. Greater satisfaction was associated with integrative tactics. Perceptions of inequity were more associated with conflicts centering around people than with task and less inequity resulted from conflicts managed integratively. Inequity was negatively related to satisfaction, positively related to conflict, and not found to be related to outcome quality.

232 citations


Journal ArticleDOI
TL;DR: For example, this article found that group I students showed decreased aggressiveness, lowered anxiety, increased selfesteem, increased social adroitness, and an increase in value orthodoxy, as indicated by before and after scores on the Jackson Personality Inventory (JPI), in addition to normal MMPI scores at the completion of the study.
Abstract: Juvenile delinquents, identified by their scores on the Minnesota Multiphasic Personality Inventory (MMPI) received training under one of three different protocols for 1 hour three times weekly for a period of 6 months. Group I students received training in the traditional Korean Martial Art of Tae Kwon Do, Group II students received training in a “modern” version of the martial art which did not emphasize the psychological/philosophical aspects of the sport as the Korean version did, and group III students served as a control group for contact with the instructor and physical activity. Group I students showed decreased aggressiveness, lowered anxiety, increased selfesteem, increased social adroitness, and an increase in value orthodoxy, as indicated by before-and-after scores on the Jackson Personality Inventory (JPI), in addition to normal MMPI scores at the completion of the study. Group II students showed an even greater tendency toward delinquency on the MMPI than they did at the beginning of the stu...

199 citations


Journal ArticleDOI
TL;DR: In this paper, the authors investigated possible gender-related differences in perceptions of work rewards, work values, overall work satisfaction, and the determinants of work satisfaction and identified a number of similarities as well as differences between male and female workers regarding their perceptions and attitudes about work.
Abstract: This study investigates possible gender-related differences in perceptions of work rewards, work values, overall work satisfaction, and the determinants of work satisfaction. Data from 1385 workers representing a variety of occupations are analyzed. Basically, the analysis identifies a number of similarities as well as differences between male and female workers regarding their perceptions and attitudes about work. Additionally, two explanations of the gender-work satisfaction relationship are examined. They are the expectancy and value explanations. The available data provides conditional support for the value explanation. The implications of these findings are subsequently discussed.

185 citations


Journal ArticleDOI
TL;DR: In this article, the usefulness of a phase model of burnout was examined using a questionnaire completed anonymously by eight hundred and twenty-eight men and women in police work using high and low divisions on the three subscales of the Maslach Burnout Inventory.
Abstract: This investigation examined the usefulness of a phase model of burnout. Eight hundred and twenty-eight men and women in police work provided data using a questionnaire completed anonymously. Eight progressive phases of burnout were created using high and low divisions on the three subscales of the Maslach Burnout Inventory. Measures of work setting, experienced stress, and emotional and physical well-being were significantly related to progressive phases of burnout. Work and personal experience grew worse as burnout progressed through more advanced phases. Comparisons with other data revealed potential occupational and organizational differences in numbers of respondents in various phases of burnout.

182 citations


Journal ArticleDOI
TL;DR: In this paper, a model is developed that stipulates that task, roles, and reward distribution of organizational structure, perceived goal interdependence, patterns of behavior, and corporate values and interpersonal attitudes form causal loops, and mutually reinforce and sustain each other.
Abstract: A model is developed that stipulates that task, roles, and reward distribution of organizational structure, perceived goal interdependence, patterns of behavior, and corporate values and interpersonal attitudes form causal loops, and mutually reinforce and sustain each other. Positive and negative goal interdependencies and independence have been identified and result in much different dynamics and outcomes. Studies overall indicate that positive interdependence promotes coordination and productivity. Research is needed to determine generalizability of these findings and to identify the purposes and. situations when negative interdependence and independence are appropriate.

167 citations


Journal ArticleDOI
TL;DR: A survey of adult romantic involvements was conducted to test hypotheses regarding the determinants and consequences of four characteristic responses to dissatisfaction: exit, voice, loyalty, and neglect as mentioned in this paper.
Abstract: A survey of adult romantic involvements was conducted to test hypotheses regarding the determinants and consequences of four characteristic responses to dissatisfaction: exit, voice, loyalty, and neglect. In general, greater prior satisfaction with relationships and greater investment of resources in relationships were associated with stronger tendencies to react to problems constructively, with voice and loyalty, and lesser tendencies to react destructively, with exit and neglect. Higher quality alternatives promoted exit and inhibited loyalty. Greater problem severity encouraged exit and voice and discouraged loyalty. Voice and loyalty resulted in more favorable outcomes, better immediate consequences and greater later satisfaction and commitment, whereas exit and neglect produced less favorable consequences. The relationship between a variety of demographic characteristics and each category of response were also examined.

159 citations


Journal ArticleDOI
TL;DR: Several data sets collected on the Mobley, Horner, and Hollingsworth (1978) model of turnover were re-analyzed with path analytic techniques as discussed by the authors, and inconsistencies were apparent in the data for many specific linkages proposed by Mobley et al. The use of a causal modeling approach developed by Joreskog & Sorborm is proposed as a possible solution to some of these problems in future research.
Abstract: Several data sets collected on the Mobley, Horner, and Hollingsworth (1978) model of turnover were re-analyzed with path analytic techniques. Data analyses revealed support for three general hypotheses proposed by Mobley et al. These were: (1) that age has an indirect effect on turnover through job satisfaction, (2) that job satisfaction has an indirect effect on turnover through withdrawal cognitions, and (3) that intention to quit is the immediate precursor of turnover. Although the data supported these hypotheses, inconsistencies were apparent in the data for many specific linkages proposed by Mobley et al. Possible reasons for these inconsistencies include: (1) diversity of samples studied, (2) the unmeasured variables problem, and (3) construct measurement problems. The use of a causal modeling approach developed by Joreskog & Sorborm (1978) is proposed as a possible solution to some of these problems in future research.

156 citations


Journal ArticleDOI
TL;DR: In this article, the authors examined the application of the locus of control concept to economic behavior and devised a scale to measure these beliefs, which yielded four interpretable factors which were related to established scales.
Abstract: This study set out to examine the application of the locus of control concept to economic behavior and devise a scale to measure these beliefs. Based on other applied locus of control scales, a questionnaire was devised to examine these beliefs which was investigated psychometrically. The scale yieldedfour interpretable factors which were related to established scales. The scale that discriminated most concerned chance economic locus of control beliefs which was related to sex, age, and income. The use of the economic locus of control scale for investigating aspects of organizational and occupational behavior is discussed.

151 citations


Journal ArticleDOI
TL;DR: The authors re-examines career theories and notes a number of shortcomings which derive from a lack of rigor in approach and from certain epistemological and methodological considerations, and the way forward suggested for this field of study represents a shift in the root hypothesis from organicism and mechanism to contextualism.
Abstract: This paper re-examines career theories and notes a number of their shortcomings which derive from a lack of rigor in approach and from certain epistemological and methodological considerations. The way forward suggested for this field of study represents a shift in the root hypothesis from organicism and mechanism to contextualism. The ecological, the biographical, and the hermeneutical approaches are proposed as a means of reconceptualizing this area of study.

141 citations


Journal ArticleDOI
TL;DR: In this paper, the authors analyzed the organizational commitment of North American male and female accountants working in professional organizations and found that women tended to have lower levels of organizational commitment than men.
Abstract: The paper analyzes the organizational commitment of North American male andfemale accountants working in professional organizations. Unlike others, the present study controlledfor the critical variables of type of occupation, level and subject of higher education, and type of organization. The independent variables were age, gender, tenure, organizational level, cognitive affective orientation to the job, professional commitment, overalljob satisfaction, and intrinsic and e-xtrinsic need satisfaction. It was found by an analysis of covariance that women tended to have lower levels of organizational commitment than men. However, an hierarchical regression analysis indicated that sex did not significantly explain the variance beyond the demographic and cognitive-affective variables. Women were also less satisfied than men in terms of overall job satisfaction and extrinsic satisfaction.

Journal ArticleDOI
TL;DR: In this article, the authors adopt a social psychological perspective to the study of social organization analyzed in terms of the skills of organizing and find that order is negotiated more or less successfully, the degree of success achieved depending on skilled performance.
Abstract: This paper adopts a social psychological perspective to the study of social organization analyzed in terms of the skills of organizing. The arguments are intended to be general but discussion is grounded in research on womens' centers in Britain. Drawing on Hosking's work on small groups, leadership, and organization, and Brown's doctoral research on womens' centers, we focus on interlocking cognitive and social orders and the manner of their achievement. "Order" is found to be negotiated more or less successfully, the degree of success achieved depending on skilled performance in four main areas. These are outlined and illustrated. In the case of the womens' organization, a core value was found to be that of "distributed" leadership; they are argued to be successful to the degree that this is achieved.

Journal ArticleDOI
TL;DR: The use of democratic dialogue for the purpose of changing working life implies a new role for democratic dialogue because, contrary to what was the case in the emergent phase of the liberal democracies, work experience must be the basis for participation as mentioned in this paper.
Abstract: The use of encounters of various types, such as workshops and conferences is, today, very common in organizational change projects. The design of encounters can be guided by different types of theory. In Norway, a development has occurred which implies the application of democratic theory to encounters. They are used for the explicit purpose of training the participants in democratic procedures. Such training is crucial as the concept of workplace democracy is no longer defined in terms of specific patterns of organization but in terms of how the patterns are created. The use of democratic dialogue for the purpose of changing working life implies a new role for democratic dialogue because, contrary to what was the case in the emergent phase of the liberal democracies, work experience must be the basis for participation.


Journal ArticleDOI
TL;DR: In this article, a sociocognitive network methodology for organizational analysis is presented, which can uncover and quantify differences in the content of organizational reference frames and demonstrate how the resulting indices of cognitive content may be merged with standard sociometric data.
Abstract: Following the lead of other contributors to cognitive organizational theory, this paper offers a sociocognitive network methodology that represents a sharp departure from traditional approaches to organizational analysis. After outlining the contours of a sociocognitive perspective of organizational dynamics, we present a highly flexible, but reproducible methodology that allows us to uncover and quantify differences in the content of organizational reference frames. We then demonstrate how the resulting indices of cognitive content may be merged with standard sociometric data, creating a network matrix that measures the sociocognitive connectedness of an organization's participants and enables us to identify and monitor barriers to organizational innovation and change.

Journal ArticleDOI
TL;DR: In this article, an empirical investigation of the groupthink theoretical framework presented in Janis's second edition of Groupthink was conducted, and the authors found that the relationship between groupthink-induced decision defects and outcomes was not as strong as Janis suggests.
Abstract: This paper reports results of an empirical investigation of the groupthink theoreticalframework presented in Janis'second edition of Groupthink. Factor analysis was used to develop scales to measure the aspects of groupthink proposed by Janis (1982). Results supported some, but not all, of the symptoms and defects postulated by Janis. Next, a path analytic procedure was utilized to test the implied causal ordering of the Groupthink model (Janis, 1982, p. 244). This study provides limited support for the causal sequence specified in the model. However, the relationship between groupthink-induced decision defects and outcomes were not as strong as Janis suggests. These results prompt the authors to agree with Courtright (1978) that many intervening and/or moderating factors not included in the Janis framework influence decision outcomes.

Journal ArticleDOI
Simcha Ronen1
TL;DR: In this paper, a survey of all 721 employees in a light manufacturing firm (553 workers and 168 managers) was used to investigate the role of reference groups inside and outside the organization within the framework of equity theory.
Abstract: Data from a survey of all 721 employees in a light manufacturing firm (553 workers and 168 managers) were used to investigate the role of reference groups inside and outside the organization within the framework of equity theory. Attitude toward pay was used as the basis for comparison. The results indicated that the outside reference group is more important than the inside reference group in explaining job attitudes and behavioral propensities. The results also indicated that the contributions of outside and inside pay components are similar for both managers and workers in evaluating pay satisfaction. The relationship between pay components was different for the two groups on overall job satisfaction, however, and may, in fact, be nonlinear for managers.

Journal ArticleDOI
TL;DR: In this paper, the intergroup relationship between nurses in various fields of nursing is investigated and it was predicted that strength of identification with the nursing subgroup would be positively correlated with intergroup differentiation.
Abstract: A study is reported in which the intergroup relationship between nurses in various fields of nursing is investigated. From social identity theory, it was predicted that strength of identification with the nursing subgroup would be positively correlated with intergroup differentiation. It was also predicted that amount of contact between the different nurse groups would be associated with less differentiation. Data was obtained from interviews with 40 qualified nurses working in specialized or general areas in three hospitals. Clear ingroup bias was found in intergroup attitudes, despite a strong ethos of cooperation within the nursing profession. However, contrary to hypothesis, this bias was negatively rather than positively correlated with group identification, as revealed by multiple regression analyses. These also showed that contact was associated with reduced bias, only in the general nurse group. In the specialized group, there was little effect for contact. The theoretical and practical implicatio...


Journal ArticleDOI
TL;DR: In contrast to other studies of managerial communication, the authors investigated the relationship between communication behavior and managerial activities and proposed a two dimensional managerial communicator model, which represents a continuum from Humanistic Interactor (who interacts more frequently both upward and downward and exhibits more staffing and training/developing activities) to Mechanistic Isolate (who communicates very little but frequently engages in conflict management activities).
Abstract: In contrast to other studies of managerial communication, this investigation combined direct observation of managers in the natural setting with self-report measures to try to determine how managers really communicate. More specifically, the canonical correlation technique was used to analyze the relationships between communication behavior and managerial activities. A two dimensional managerial communicator model emerged. The first dimension represents a continuum from Humanistic Interactor (who interacts more frequently both upward and downward and exhibits more staffing and training/developing activities) to Mechanistic Isolate (who communicates very little but frequently engages in conflict management activities). The second relationship reveals a continuum from Informal Developer (who communicates spontaneously and is involved in training/developing activities) to Formal Controller (who uses scheduled communication interaction and exhibits monitoring/controlling activities). This model provides an em...

Journal ArticleDOI
Calvin Pava1
TL;DR: Normative incrementalism, one specific change strategy within this type of systems change, is examined in detail and a variety of applications for the nonsynoptic approach is also considered.
Abstract: Ill-defined, complex problems often require systematic change in behavior and values. However, the uncertainty of such issues polarizes different stakeholders and impedes collaborative solutions. Traditional approaches to managing change are unable to deal with these situations, where both complexity and conflict are intensified. A new category of planning and change methods, nonsynoptic systems change, is emerging that better deals with such conditions. Despite its haphazard appearance, an underlying order exists within this type of systems change. Normative incrementalism, one specific change strategy within this type, is examined in detail. A variety of applications for the nonsynoptic approach is also considered.

Journal ArticleDOI
TL;DR: In this paper, the authors examine the exercise of power in organizational decision-making and show that decisions may become unbounded in four ways: through unaccustomed forms of data, individual conflict, and novel topics for decision and where the problem is initiated from an unexpected or unusual source.
Abstract: This paper examines the exercise of power in organizational decision making. Four case studies are presented in the text and are analyzed in terms of the power plays of senior managers who were centrally involved in the decision-making process. In particular, the analysis distinguishes between bounded and unbounded decisions. In the former case the power plays of interests are constrained by preestablished organizational rules and procedures, while in the latter case unbounded decisions are relatively free from such organizational parameters and allow actors to exercise power selectively to secure their own interests. The data suggest that decisions may become unbounded in four ways: through unaccustomed forms of data, individual conflict, and novel topics for decision and where the problem is initiated from an unexpected or unusual source. Where decisions become unbounded the data suggest that those actors who are existing power holders through the control of critical contingencies are also able to take ...

Journal ArticleDOI
TL;DR: In this article, three world views or paradigms-Industrial (I), De-industrial (D), and Symbiotic (S) are compared in their expression in 12 selected key institutions of Advanced Western Industrial Societies at four levels: at the macro level, the nation state, the market economy, the pattern of Advanced country-Lesser developed country relations, the Welfare State and representative political democracy; at the meso or intermediate level, private corporation and the metropolitan city; at micro level, nuclear family and the autonomous individual; at socio-cultural level, classical
Abstract: Three world views or paradigms-Industrial (I), De-Industrial (D), and Symbiotic (S) -are compared in their expression in 12 selected key institutions of Advanced Western Industrial Societies at four levels: at the macro level, the nation state, the market economy, the pattern of Advanced country-Lesser developed country relations, the Welfare State and representative political democracy; at the meso or intermediate level, the private corporation and the metropolitan city; at the micro level, the nuclear family and the autonomous individual; at the socio-cultural level, classical science, the pattern of technological choice, and continuous formative education. The "whole-brained"processes associated with Paradigm S are adjusted to be increasingly more suitable for our present and future turbulent society and provide the basis for a paradigm for societal transition.

Journal ArticleDOI
TL;DR: This article examined the upward influence capabilities of middle level managers in a variety of strategic decisions and found that MLMs tended to be successful in their upward influence interactions but exerted influence primarily in less risky strategic decisions.
Abstract: This study examines the upward influence capabilities of middle level managers (MLMs) in a variety of strategic decisions. It was found that: (1) MLMs tended to be successful in their upward influence interactions but exerted influence primarily in less risky strategic decisions, (2) MLMs who had been working for their superior for a long period of time were extremely influential in strategic decisions, and (3) MLMs who were high in their needs for achievement or power or who had an internal locus of control were more influential in strategic decisions than were MLMs who were low in their needs for achievement or power or who had an external locus of control.

Journal ArticleDOI
TL;DR: In this article, the authors developed and tested three hypotheses relating the moderating effects of interdependence between leader behaviors and satisfaction and performance, and found strong support for the performance hypotheses, but not for the satisfaction hypotheses.
Abstract: Three hypotheses were developed and tested relating the moderating effects of interdependence between leader behaviors and satisfaction and performance. Results from a survey of 419 participants on 22 teams in eight sports revealed strong support for the performance hypotheses, but not for the satisfaction hypotheses. Winning coaches of high interdependence sports teams were described as exhibiting significantly greater leader-initiating structure than losing high interdependence coaches. Also, winning coaches of high interdependence teams exhibited significantly more leader-initiating structure and significantly less leader consideration than winning coaches of low interdependence teams.

Journal ArticleDOI
TL;DR: The occupational image subcultures associated with the nursing role (professional, traditional, bureaucratic, and utilitarian) affected job attitudes and the job attitude-performance relationship, but did not seem to have a direct effect on job performance as mentioned in this paper.
Abstract: The occupational image subcultures associated with the nursing role (professional, traditional, bureaucratic, and utilitarian) affected job attitudes and the job attitude-performance relationship, but did not seem to have a direct effect on job performance. Implications of these findings are discussed and a model linking occupational and organizational socialization to job attitudes and job performance is presented.

Journal ArticleDOI
Edna Erez1
TL;DR: In this paper, a link between intimacy and violence is suggested and it is shown that violence reported to the police is not restricted to married couples but is also prevalent among unmarried or dating couples as well as divorced ones.
Abstract: Past research on domestic violence has concentrated on violence between married couples and concluded that "the marriage license is a hitting license." The present study questions this link and demonstrates that violence reported to the police is not restricted to married couples but is also prevalent among unmarried or dating couples as well as divorced ones. A link between intimacy and violence is suggested. Violence among couples with ongoing relationships is similar in its intensity, time, and place of occurrence compared with violence patterns among divorcees. Divorcees tend to resort to the police to settle less serious incidents. The legal definitions of the violent incidents reflect different degrees of liberty that intimates with different marital status may take with each other. The proportion of arrest are similar for all categories of intimates.

Journal ArticleDOI
TL;DR: In this article, an egalitarian theory of organizing is developed, which is premised on the emergence of an interhuman logic that transcends instrumental or techno-economic rationality as a basis for collective action.
Abstract: This paper develops an egalitarian theory of organizing, a theory which is premised on the emergence of an interhuman logic that transcends instrumental or techno-economic rationality as a basis for collective action. An interhuman logic, it is proposed, is one that seeks to create and maintain social-organizational arrangements that heighten or maximize the ideal membership situation for all members of a given organization. Through an “appreciative” analysis of field data collected from a world-reknowned medical group practice, propositions are developed which seek to explain and extend the implications of an interhuman logic for understanding the potential of participatory systems.

Journal ArticleDOI
TL;DR: In this article, the authors examined the effect of sensitivity to performance variations on growth satisfaction and found that the sensitivity had a main effect on job satisfaction independent of job scope and context satisfaction.
Abstract: This article argues that behaviors which predict individual variance in satisfaction do not necessarily co-exist with the need for activities which lead to satisfaction. Specifically, we examine the effect of sensitivity to performance variations on growth satisfaction. We label this sensitivity "assimilation of work experience" (A WE). In contrast to growth need strength (GNS), A WE is shown to have a main effect on growth satisfaction independent of job scope and context satisfaction. In addition, the claim that the job scope/growth satisfaction relationship is stronger for low than high context satisfaction is examined. We contend that the theory also predicts a main effect of context satisfaction on growth satisfaction. Three samples comprising middle level managers, lower level managers, and sales representatives are studied. Total sample size is 1702. Multiple regression is the primary analytical method.

Journal ArticleDOI
TL;DR: The structure of the meaning of working (MO W) was empirically analyzed through factor analysis in this paper, where interviews were conducted with ten occupational groups, as well as a representative sample of the labor force, to determine the dimensions constituting the structure of work meanings.
Abstract: The structure of the Meaning of Working (MO W) was empirically analyzed through factor analysis. Interviews were conducted with samples from ten occupational groups, as well as a representative sample of the labor force, to determine the dimensions constituting the structure of work meanings. The original 39 variables resulted in 13 interpretable factors which were categorized into the following work domains: centrality of work as a life role, societal norms about working, valued work outcomes, importance of work goals, and work role identification. An unexpected domain, consisting of nonwork areas of life, also emerged as significant.