Showing papers in "Human Relations in 1987"
TL;DR: In this paper, an attitudinal model of organizational commitment was tested using a sample of 367 managerial employees, and several aspects of the organization: perceived structure, process, and climate, as well as job satisfaction were found to be predictive of commitment.
Abstract: An attitudinal model of organizational commitment was tested using a sample of 367 managerial employees. Several aspects of the organization: perceived structure, process, and climate, as well as job satisfaction were found to be predictive of commitment. Job satisfaction and commitment were found to be equally predictive of voluntary turnover. Commitment was found to be predictive of individual motivation and objective job performance, but not of supervisors' ratings of job performance.
713 citations
TL;DR: A review of the author's 1976 "Principles of Sociotechnical Design" can be found in this article, where some modifications are made to the principles set out there and some new principles are proposed.
Abstract: This paper is a review of the author's 1976 "Principles of Sociotechnical Design." While most of the principles set out there have stood the test of time and experience, modifications are needed. In particular, the principles that govern the process of design and the activities of the design team are even more closely bound up with the principles governing the design itself. Some new principles are proposed. More attention is given to the needs of the organization as a society.
488 citations
TL;DR: In this article, a review of the literature on self-managing work groups as implemented in organizations, and briefly review relevant laboratory and other non-SR WG research is presented.
Abstract: This paper reviews the literature on self-managing work groups as implemented in organizations, and briefly reviews relevant laboratory and other non-SR WG research. A model is developed exploring the processes of SR WG implementation and operation. Task, organization, and personnel preconditions to implementation are identified, including appropriate expectations by managerial personnel. Design features should include heterogeneous composition and minimal status differences. Activation mechanisms are thought to smooth the way for the successful group, which exhibits the positive process criteria of variety in group member responses, coordination of members, and commitment to group success.
299 citations
TL;DR: In this paper, a model of antecedents (personal-demographic, organizational relationship, and person-organization fit) of organizational commitment was empirically analyzed. And the results of the multiple regression analysis supported the hypothesized relationships and the proposed model on the antecedent to organizational commitment.
Abstract: A model of the antecedents (personal-demographic, organizational relationship, and person-organization fit) of organizational commitment was empirically analyzed. The study used a sample of employees (N = 406) from a wide variety of organizations to test the hypotheses. The results of the multiple regression analysis supported the hypothesized relationships and the proposed model on the antecedents to organizational commitment. In particular, this study uncovered heretofore unknown implications that attributional processes such as locus of control have on organizational commitment as well as supporting previous research on the impact of demographics and leader behavior. Overall, the antecedent model, tested empirically, has important practical implications for predicting employees' organizational commitment.
242 citations
TL;DR: In this article, the authors investigated the implications of gender-role spillover for sexual behavior at work through analysis of a telephone survey of working adults in Los Angeles County in 1980.
Abstract: Sex-role spillover is the carryover of gender-based roles into the work setting It is exacerbated by having a highly skewed ratio of the sexes at work The sex roles associated with the majority sex become incorporated into the work roles In male-dominated jobs, activity, rationality, and aggressiveness are emphasized, whereas nurturance and passivity are associated with “women's work “ The implications of sex-role spillover for sexual behavior at work was investigated through analysis of a telephone survey of working adults in Los Angeles County in 1980 Sex-role spillover affects people in traditional work by having their sex role and work role merged together, and affects people in nontraditional work by the fact that they are a visible minority and their sex does not correspond to the sex roles normally associated with their jobs In the case of sexual behavior at work, the fallout of sex role spillover is more visibly negative for women than for men Very few men work in nontraditional or integrat
162 citations
TL;DR: In this paper, the influence of exposure to and interaction with gay persons on heterosexual self-reported attitudes of comfort with homosexuality has been investigated in a study at a southeastern metropolitan university during 1983.
Abstract: This investigation focused on the influence of exposure to and interaction with gay persons on heterosexual self-reported attitudes of comfort with homosexuality. A group-administered questionnaire, including a 25-item scale by Hudson and Ricketts to measure the perceived degree of dread or discomfort of contact with homosexuals, was used in human sexuality classes at a southeastern metropolitan university during 1983. Findings taking into account the total scale scores, as well as the 25 individual item scores. suggested that exposure to and interaction with homosexuals results in a self-reported attitude of reduction in discomfort with homosexuals.
130 citations
TL;DR: In this article, the effect of Jungian psychological type on conventional definitions of burnout was examined in a nonhuman services occupation and it was found that depersonalization was not a salient construct in this occupational setting.
Abstract: A major underlying assumption in burnout research is that burnout is a phenomenon to be found primarily in the human services professions. The focus of this study is the effect this assumption has had on conventional definitions of burnout. The generalizability of the concept of depersonalization, frequently cited as a part of burnout, is tested in a nonhuman services occupation. In addition, the study controls for the effect of Jungian psychological type, since one particular Jungian type is overrepresented in the human services. It was found that depersonalization was not a salient construct in this occupational setting. Further, the construct was not the unidimensional one said to exist in the human services. It was also found to be type-specific. Negative reactions to other people were associated with the burnout measure only for that Jungian type which predominates in the human services. Another Jungian type, which is underrepresented in that occupational arena, reacted with a greater degree of perso...
107 citations
TL;DR: This paper identified theoretical parallels between Keidel's triadic sports-model framework and several other constructs from the literatures on organization, strategy/planning, structure, and style/culture.
Abstract: This paper identifies theoretical parallels between Keidel's triadic sports-model framework and several other constructs from the literatures on organization, strategy/planning, structure, and style/culture. It is argued that the sports models as a set offer a potentially unifying conceptual framework, because these models embody generic patterns of part. part and part:whole relations. Three possible relations among triadic elements are identified and found to be reflected in the sports-model framework. Research implications of this framework are discussed.
96 citations
TL;DR: This paper investigated the relationship between the expectations of a group of sojourning Americans before they came to England, and their experience 6 months after arriving and found that mental health was associated with the larger differences between expectations and experiences.
Abstract: This study investigated the relationship between the expectations of a group of sojourning Americans before they came to England, and their experience 6 months after arriving. Nearly 60 Americans were contacted before leaving and completed two questionnaires, one relating to their expectations and the other a measure of mental health. These expectations were related to various demographic variables, especially mental health. After 6 months, a number of sojourners were contacted who filled out a similar pair of questionnaires. Although there were few differences between expectations and experiences, mental health was associated with the larger differences between expectations and experiences. The results are discussed in terms of self-fulfilling prophecies. Limitations of the study are also discussed.
88 citations
TL;DR: The authors argue that there are many processes experienced as conflictual because of the models members use for understanding and managing actions, feelings, and thoughts that are in "apparent opposition" and that by understanding the paradoxical nature of these group processes many of the conflicts associated with these apparent contradictions are "released" and, hence, not in need of "resolving" because they are experienced as essential to group life, rather than extraneous.
Abstract: Most of the research literature on group dynamics has either ignored the subject of within-group conflict or sought ways to "resolve" it as a consequence of its seemingly dysfunctional effects. We argue that there are many processes experienced as conflictual because of the models members use for understanding and managing actions, feelings, and thoughts that are in "apparent opposition." We contend that by understanding the paradoxical nature of these group processes many of the conflicts associated with these "apparent contradictions" are "released" and, hence, not in need of "resolving" because they are experienced as essential to group life, rather than extraneous. Underlying theory about the paradoxical nature of group experiences is expounded, and seven group dynamics are examined using a paradoxical epistemology. These are the paradoxes of identity, disclosure, trust, individuality, authority, regression, and creativity.
82 citations
TL;DR: In this article, an attempt to measure overall job satisfaction of industrial workers, to identify some determinants of job satisfaction, and to evaluate the perceived importance of job facets to their overall satisfaction.
Abstract: The present study is an attempt to measure overall job satisfaction of industrial workers, to identify some determinants of job satisfaction, and to evaluate the perceived importance of job facets to their overall job satisfaction. The study was conducted on 1560 workers selected randomly from four jute industires in Bangladesh. The results indicate that the statisfaction variables are not unidirectional in their effects. Job facets can be sources of both satisfaction and dissatisfaction. Overall job satisfaction of industrial workers seems to be influenced by the satisfaction with job facets and personal life, and the degree of satisfaction appears to depend on the satisfaction with the number of job facets as well as their perceived importance.
TL;DR: In this paper, the authors present the results of three studies designed to evaluate both the construct validity and the perceived usefulness of Breaugh's Work Autonomy Scales, i.e., method, scheduling, and criteria.
Abstract: Recently, Breaugh (1985) developed an instrument that measures three facets, i.e., method, scheduling, and criteria, of work autonomy. This paper presents the results of three studies designed to evaluate both the construct validity and the perceived usefulness of Breaugh's Work Autonomy Scales. In the first study, confirmatory factor analysis was used to assess the underlying factor structure of the three work autonomy facet measures. Each of several methods for assessing the fit of a theoretical model confirmed that a three-facet model clearly fit the sample data. In Study 2, an experimental design was used to examine the degree to which individuals'self-reports of autonomy actually reflected objective conditions. A close correspondence between the experimental manipulations and subjective ratings of autonomy was found. In Study 3, the perceived usefulness of the information provided by the three autonomy scales was examined. In both an absolute and a comparative sense, i.e., in comparison to measuring ...
TL;DR: This article found that professionals rated their jobs as significantly lower in skill variety, task identity, task significance, autonomy, and knowledge of results than blue-collar workers, and believed that their jobs should provide less intrinsic fulfillment than did the blue-collared workers.
Abstract: Previous research on job satisfaction in government employees has not distinguished professionals from other high status groups such as managers. Professionals and blue-collar workers employed in a state government in the U.S. (N = 252) were compared in order to learn more about the quality of the professional work experience. Data on job satisfaction, task characteristics, and aspirations for intrinsic fulfillment through work were collected via a questionnaire. Results suggested that there was no difference between the two groups in job satisfaction. However, professionals rated their jobs as significantly lower in skill variety, task identity, task significance, autonomy, and knowledge of results. Professionals also believed that their jobs should provide less intrinsic fulfillment than did the blue-collar workers. It was speculated that professionals employed in government maintain minimal levels of job satisfaction despite less fulfilling jobs by reducing their aspirations for fulfillment in work.
TL;DR: In this article, the authors examined commitment of male and female employees to their organizations in a less affluent society (Pakistan) and used a blend of the "exchange" and "role" theories as its basic framework.
Abstract: This study examines commitment of male and female employees to their organizations in a less affluent society (Pakistan). It uses a blend of the "exchange" and "role" theories as its basic framework. Results indicate that both groups of workers are highly committed to their organizations. Unlike the results of most previous studies involving industrialized societies, the degree of female commitment in Pakistan appears to be much higher than that of male workers, and age seems inversely related with commitment. Also, the psychological and role-related factors seem to exert greater influence on commitment than the exchange-based and personal factors.
TL;DR: In this paper, the authors analyzed the responses of 690 college students to determine if the level of emotional commitment in their relationship affected the type of conflict tactics used, and significant differences were found between the lowest level and higher levels of commitment for the Reasoning and the Verbal Aggression subscales.
Abstract: The responses of 690 college students were analyzed to determine if the level of emotional commitment in their relationship affected the type of conflict tactics used. Significant differences were found between the lowest level and higher levels of commitment for the Reasoning and the Verbal Aggression subscales while no differences were found among the levels of commitment based on the Violence subscale. The Reasoning score increased significantly at the point when the subject became emotionally attached to his or her partner. Also, females reported significantly higher Reasoning and Verbal Aggression scores than did the males. The study indicated that at the point the subjects decide that their partner was a potential mate, major distortions occurred in how the subjects view the partners' conflict tactics behaviors. This period of distortion is referred to as the period of partner idolization and its impact on both the respondent's and their partner's behavior is discussed.
TL;DR: In this article, the authors examined manifest needs (affiliation, dominance, achievement, and autonomy) as personality predispositions to conflict-handling behavior and found a relationship between the need for dominance and affiliation and conflicthandling mode preference.
Abstract: This investigation examines manifest needs (affiliation, dominance, achievement, and autonomy) as personality predispositions to conflict-handling behavior. The design of the research represents an improvement over previous studies by utilizing a large heterogeneous sample within a controlled context of conflict introduced via a computerized business simulation. The research findings reveal a relationship between the need for dominance and affiliation and conflict-handling mode preference. These findings have implications for personnel placement and selection, conflict management, and organizational interventions.
TL;DR: In this article, a grounded theory phase sequence model of the transition process is proposed to explore the midlife transition in terms of emotionality, changing career and family investments, and movement toward autonomy at the workplace.
Abstract: Transitions are ubiqitious phenomena in modern life. This research sets forth a grounded theory phase sequence model of the transition process. The model is used to explore the midlife transition in terms of emotionality, changing career and family investments, and movement toward autonomy at the workplace. Implications for careerists and human resource management are suggested.
TL;DR: A longitudinal field experiment of job change was conducted over a 1-year period with 42 geographically dispersed railway track maintenance gangs as discussed by the authors, where participants were compared with a control unit that continued to employ the traditional work procedures.
Abstract: A longitudinal field experiment of job change was conducted over a 1-year period with 42 geographically dispersed railway track maintenance gangs. Experimental groups that employed participative goal setting were compared with a control unit that continued to employ the traditional work procedures. When perceptual, behavioral and affective responses were evaluated, over eight trials, it was determined that there were significantly different responses between the experimental and control groups. Those incumbents who were engaged in participative goal setting reported higher perceived states of involvement in decision making and greater job satisfaction. It was also observed that goal setting and performance were positively related. The implications for these findings are discussed.
TL;DR: The authors explored the hypothesis that men have developed methods of obtaining support which do not conflict with their masculine values and found that social drinking was a significant positive factor in supportive exchanges particularly when they occurred between men.
Abstract: While recent research has indicated that men's social support resources may be inferior to women's due to societal sex roles, the literature on the consequences of this disadvantage has been mixed. This study explored the hypothesis that men have developed methods of obtaining support which do not conflict with their masculine values. It was proposed that (1) men prefer to receive nurturance from women, and (2) social drinking may facilitate supportive exchanges involving males by easing restrictions against traditionally feminine behaviors. The results were consistent with these hypotheses. It was found that the level of the 205 male subjects' belief in traditional sex-role values was negatively related to a number of social support variables. The subjects also reported a clear preference for females as primary sources of emotional support. Finally, social drinking was found to be a significant positive factor in supportive exchanges particularly when they occurred between men.
TL;DR: In this article, the authors attempted to devise and evaluate four belief systems regarding how people acquire their money and spend their time: the Protestant Work Ethic (P WE), the leisure ethic which sees recreation rather than work as the main means to personal fulfillment, the wealth ethic which stresses the accumulation of wealth to ensure independence from others and work, and the welfare ethic which is based on the idea that one should exploit state benefits as a primary source of income.
Abstract: This study attempted to devise and evaluate four belief systems regarding how people acquire their money and spend their time: the Protestant Work Ethic (P WE) which emphasizes the positive feature of work, the leisure ethic which sees recreation rather than work as the main means to personalfulfillment, the wealth ethic which stresses the accumulation of wealth to ensure independence from others and work, and the welfare ethic which is based on the idea that one should exploit state benefits as a primary source of income. As predicted, the PWE was significantly negatively correlated with the leisure and welfare ethic which were themselves positively correlated. The wealth ethic was significantly correlated with the leisure ethic. Correlations between subscale scores derived from factor analysis and other related measures showed an interesting and predicted pattern of work-related beliefs. Results are discussed in terms of developing and testing belief systems associated with the PWE.
TL;DR: In this article, the authors examined the relationship between the five dimensions of the cosmopolitan-local construct and professional behaviors and found that professional behaviors influencing professional role orientations over time.
Abstract: This paper examines the development of professional role orientations. The theoretical foundation of this study is Gouldner's (1957, 1958) research of the cosmopolitan-local construct. The focus is on the relationship between the five dimensions of the cosmopolitan-local construct and professional behaviors. Examination of the relationship of professional role orientations and professional behaviors involves the use of cross-lagged correlations of the role-orientation scales with professional behavior variables using data collected in a university at two points in time. The results indicate that the relationships with significant values show professional behaviors influencing professional role orientations over time.
TL;DR: For example, this article found that low-tenured employees who were absent more frequently tended to be less inclined to leave, whereas hightenured workers who were absentee more reflected a stronger inclination to leave.
Abstract: Inconsistencies in the absenteeism-turnover relationship have prompted researchers to seek a more informed understanding of how these two forms of organizational withdrawal relate Recent work on socialization and on job-related experiences at work suggests that the absenteeism-turnover relationship may vary as a function of tenure The present study examined this notion and found a significant moderating effect for tenure Low-tenured employees who were absent more frequently tended to be less inclined to leave, whereas high-tenured employees who were absent more reflected a stronger inclination to leave
TL;DR: Individual regression in groups stems from anxiety arising from each individual's attempt to construct a psychodynamic equilibrium between one's demands for adequate self-identity (individuality that is not a threat to other group members) and group membership (affiliation that does not pose any threat to one's identity) as discussed by the authors.
Abstract: Individual regression in groups stems from anxiety arising from each individual's attempt to construct a psychodynamic equilibrium between one's demands for adequate self-identity (individuality that is not a threat to other group members) and group membership (affiliation that is not a threat to one's identity). The dilemma of reconciling needs for individuality and group membership provokes annihilation anxiety in which one resorts to regressive action in order to protect one's self from anxiety associated with uncertain object-relations, annihilation and feelings of persecution, and loss of affiliation. As a result, group cultures often are characterized by unconscious actions and shared fantasies stemming from the sum of individual regressed and primitive coping defenses. Individual regression and other primitive defensive actions are observable at the group level of analysis, and lend themselves to description as a group culture. The psychodynamics of individual and group regression with four work-gr...
TL;DR: In this article, the authors examined the associations between various aspects of meting out discipline and employee reactions and found that the pleasantness with which disciplinary action is administered appears to be the most important factor in lessening discipline's potential for generating emotional reactions and deterioration of supervisor/subordinate relationships.
Abstract: While the use of disciplinary actions in the workplace is common, few studies have investigated employee reactions to these actions. Using survey data collected from 177 firefighters, associations between various aspects of meting out discipline and employee reactions are examined in an exploratory study. Results reveal that the pleasantness with which disciplinary action is administered appears to be the most important factor in lessening discipline's potential for generating emotional reactions and deterioration of supervisor/subordinate relationships. In addition, perceived appropriateness of discipline is related to the degree to which prior relations were positive, accuracy of supervisor's diagnosis of the situation, and presentation of a reason for discipline. Cessation of targeted behaviors was least explained by the variables of the study suggesting that the factors that account for effective behavior change through disciplinary action are in need of identification.
TL;DR: While many theorists using frameworks within the population perspective accept some fundamental assumptions, they debate two issues as discussed by the authors, Debates about appropriate units of analysis and definitions of terms and debates about selected processes continue.
Abstract: While many theorists using frameworks within the population perspective accept some fundamental assumptions, they debate two issues. Debates about appropriate units of analysis and definitions of terms and debates about selected processes continue. This paper reviews accepted assumptions and continued debates and offers alternative resolutions to these debates. The paper concludes by realistically identifying how the population perspective may enhance understanding of organizations.
TL;DR: In this paper, a Symbolic Interactional Leadership Model (SILM) is presented, which integrates three emergent streams of thought, symbolic action, reciprocal interactions, and interactionalpsychology, into afresh approach which offers considerable advancement over simple, unidirectional, bivariate, static models.
Abstract: This paper presents the development of a Symbolic Interactional Leadership model. The model integrates three emergent streams of thought, symbolic action, reciprocal interactions, and interactionalpsychology, into afresh approach which offers considerable advancement over simple, unidirectional, bivariate, static models. Implications for future theory and research are discussed.
TL;DR: The authors argue that since non-epistemological influences cannot be purged, it would be better to move with them so that science becomes directly geared to the alleviation of socially unnecessary suffering.
Abstract: In response to the current crisis in the philosophy of social science, the proposition has been advanced that "reflective conversation" between researchers offers a way of attaining awareness and understanding of the non-epistemological influences that shape the processes and products of research. The recognition of these (inescapable) sources of bias is said to heighten awareness of the limitations of methodology and has the potential to avoid their undesirable effects. Highlighting the inconsistencies of this thesis, the paper argues that since non-epistemological influences cannot be purged, it would be better to move with them so that science becomes directly geared to the alleviation of socially unnecessary suffering. An essentially epistemological preoccupation with the question of how science makes its claims would then be replaced by a praxis orientation whose principal commitment is to the development of mature human relations, including the facilitation of the realization of creativity and commu...
TL;DR: In this paper, the authors compared employees' perceptions, attitudes, and behaviors in two automotive supply organizations that are similar in size, technology, industry, employee characteristics, and geographic location, but are different in formal management styles.
Abstract: Employees' perceptions, attitudes, and behaviors are compared in two automotive supply organizations that are similar in size, technology, industry, employee characteristics, and geographic location, but are different in formal management styles. The data are examined separately for supervisors and production workers to identify hierarchical differences. Overall, the results indicate that rank-and-file employees' perceptions, attitudes, and behaviors are more favorable in the organization with the more democratic formal managerial style than in the more traditional organization, but there is very little difference in the responses of the supervisors between the two environments. Future research directions are suggested that would further enhance our understanding of the potential impact of managerial styles on employee responses at different hierarchical levels.
TL;DR: In this article, the authors compare records-based and self-report measures of absenteeism for the same employees for a similar period of time. And they find that although the univariate descriptive data for the two measures are similar, the correlation between the two is.299.
Abstract: The general unavailability of and difficulty associated with obtaining records-based data on absenteeism suggests the potential value of self-report data for those conducting research on absenteeism. This should not be recommended, however, until the validity of these self-report measures is assessed. In this paper, we compare records-based and self-report measures of absenteeism for the same employees for the same period of time. We find that although the univariate descriptive data for the two measures are similar, the correlation between the two is .299. Although this is in the expected direction, its magnitude is small enough for us to question the validity of self- report measures of absenteeism. Several suggestions are offered for additional study of this.
TL;DR: This article developed and tested a theoretical model of the relationships among environmental interdependence, environmental uncertainty, and boundary-spanning activities, and a decision variable labeled influence on organizational decision was incorporated as a moderator.
Abstract: This paper develops and tests a theoretical model of the relationships among environmental interdependence, environmental uncertainty, and boundary-spanning activities. Drawing from the strategic choice literature, a decision variable labeled influence on organizational decision was incorporated as a moderator. Results supported the environmental interdependence-environmental uncertainty-boundary-spanning activities relationships, but the individual influence variable failed to emerge as a moderator.