Showing papers in "Human Relations in 1989"
TL;DR: In this paper, the differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals, finding that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals.
Abstract: The differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals. Results showed that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals. Job satisfaction was related more strongly than organizational commitment with supervisory ratings of performance for both samples. The findings suggest that specific job attitudes are more closely associated with task-related out-comes such as performance ratings, whereas global organizational attitudes are more closely associated with organization-related outcomes like turnover intentions.
545 citations
TL;DR: In this article, a literature review draws upon current research to examine the interpersonal and organizational barriers female managers face in developing and maintaining effective mentoring relationships in organizations, and a longitudinal theory of mentoring and career development for women in organizations is presented.
Abstract: Mentoring relationships may be critical for women seeking advancement in organizations. The infrequency of mentoring relationships for females suggests special concerns and considerations. This literature review draws upon current research to examine the interpersonal and organizational barriers female managers face in developing and maintaining effective mentoring relationships in organizations. An analysis is made of gender differences in the function, nature, and effectiveness of mentoring relationships. Recommendations and guidelines for future research and theory development are proposed. The groundwork for a longitudinal theory of mentoring and career development for women in organizations is presented. Implications for organizations are also discussed.
469 citations
TL;DR: The relationship among career experiences, perceptions of company employment practices, and psychological commitment to the firm is explored in this article, where the authors define psychological commitment as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization.
Abstract: The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment practices, including internal mobility, employment security, and training and development, are more strongly related to psychological commitment than other characteristics of the work context, including participation, supervisory relations, and instrumental communication. Results are discussed in terms of internal labor market employment practices.
338 citations
TL;DR: In this article, the authors integrate frameworks of competitive strategy and human resource management practices using the rationale of needed employee role behaviors and cost and market conditions, which is then merged with business life-cycles stages creating a contingency framework for understanding the impact of strategic human resources management on industrial relations.
Abstract: It has recently been suggested that the potentially dynamic and proactive role of employers in industrial relations be recognized (Kochan, McKersie, & Cappelli, 1984). Because incorporating the notion of strategic human resource management appears consistent with that suggestion, it is done here integrating frameworks of competitive strategy and human resource management practices using the rationale of needed employee role behaviors and cost and market conditions. This is then merged with business life-cycles stages creating a contingency framework for understanding the impact of strategic human resource management on industrial relations. This is done also using the rationale of cost and market conditions and needed employee role behaviors. The integrated competitive strategy-human resource management model is extended by inclusion of strategic targets and industry chain. The implications for industrial relations are laced throughout the discussion along with three sets of propositions. Implications for...
227 citations
TL;DR: The authors focus on the difficulties associated with the measurement of group cohesiveness, particularly as they pertain to the contentious relationship between group coheiveness and productivity, and propose an emphasis on consistent and uniform measurement, and on the use of multiple measures of coherency, to improve the quality of future research.
Abstract: Although many organization researchers regard group cohesiveness as a key variable in their theorizing, the presumed importance of the cohesiveness construct has not always been accompanied by a corresponding emphasis on theoretical and empirical advances. This paper focuses primarily on the difficulties associated with the measurement of group cohesiveness, particularly as they pertain to the contentious relationship between group cohesiveness and productivity. Little is known for certain about this relationship in spite of four decades of investigation. One possible explanation for the inconclusive findings which characterize this literature is that no two studies reviewed here operationalized cohesiveness in exactly the same way. An emphasis on consistent and uniform measurement, and on the use of multiple measures of cohesiveness, should greatly improve the quality of future research.
171 citations
TL;DR: In a survey of 121 police officers of a Midwestern state, it was found that occupational stressors (underutilization of skills, quantitative workload, and job future ambiguity) and several types of social support are related to individual psychological strain this article.
Abstract: In a survey of 121 police officers of a Midwestern state, it was found that occupational stressors (under-utilization of skills, quantitative workload, and job future ambiguity) and several types of social support are related to individual psychological strain. An interaction between occupational stressors and instrumental social support was opposite from the predictions of the buffering hypothesis, and explanations are offered for this "reverse buffering" result. Additionally, police in supervisory positions experience less stress and more social support than do nonsupervisory police officers.
154 citations
TL;DR: In this article, two kinds of methaphors are discussed which describe different transformation processes and outcomes, and illustrations are given for both kinds of metaphors, and the argument is substantiated with examples from a case study about an organization transformation.
Abstract: Transformation is inevitable for the survival of some organizations. It is argued that metaphors may be a helpful tool for a successful transformation if carefully chosen. Two kinds of methaphors are discussed which describe different transformation processes and outcomes. Illustrations are given for both kinds of metaphors, and the argument is substantiated with examples from a case study about an organization transformation. The use of multiple and adaptive metaphors allowed a wide range for action in that particular case.
153 citations
TL;DR: In this paper, organizational case studies are used to reveal the intersection which exists between the subjectivist and objectivist schools of thought, and demonstrate how a rapprochement can be forged between them.
Abstract: The paper poses organizational case studies as a provocative way of addressing a long-standing controversy within the social sciences between the subjectivist and objectivist schools of thought. Whereas organizational case studies are customarily conducted as a form of subjectivist research, they may, in addition, be conducted so as to fit the conceptions of objectivist research as well. The paper explains how to achieve this result by conducting case studies as a form of natural experiment. The paper uses organizational case studies in this way to reveal the intersection which exists between the subjectivist and objectivist schools of thought. Organizational case studies which fall in the intersection constitute, in themselves, refutations to the alleged incompatibility between the two schools of thought, and exemplify how a rapprochement can be forged between them. The paper uses an actual organizational case study, Kanter's Men and Women of the Corporation, to illustrate these points.
147 citations
TL;DR: An emerging paradigm, dissipative structure, provides an alternative perspective on transformation by proposing that non-equilibrium conditions provide the opportunity for a new organizational order, resulting in an increased ability to manage complexity.
Abstract: Organizational transformation, qualitative and fundamental changes in an organization, occurs as a result of an organization's adaptive mechanisms being overwhelmed by internally or externally induced contingencies. Current approaches to change derived from equilibrium models are not adequate to describe the transformation phenomena. An emerging paradigm, dissipative structure, provides an alternative perspective on transformation by proposing that non-equilibrium conditions provide the opportunity for a new organizational order, resulting in an increased ability to manage complexity. Conditions, processes, and functioning of organizations from this perspective are discussed.
145 citations
TL;DR: In this article, the mean effect of sociotechnical interventions on organizational effectiveness was investigated using a meta-analysis, and it was shown that interventions that involved the formation of autonomous instead of semi-or non-autonomous workgroups, increased monetary incentives, and occurred in a non-U.S. country rather than in the U.S led to greater increases in productivity.
Abstract: In spite of an official record of success, much uncertainty surrounds the mean effect of sociotechnical interventions on organizational effectiveness. A new technique, a meta-analysis, is used to estimate both this mean effect and its variation across 17 sociotechnical studies. Several contingency variables which may have moderated this mean effect are also examined. Results indicate that interventions that (1) involved the formation of autonomous instead of semi- or non-autonomous workgroups, (2) included an increase in monetary incentives, and (3) occurred in a non-U.S. country rather than in the U.S. led to greater increases in productivity. Conversely, sociotechnical interventions that also included a change in technology resulted in a smaller improvement in productivity and a smaller drop in escape behavior than interventions without a technological change. More importantly, a curvilinear relationship was uncovered between the duration of an intervention and productivity. This curvilinear relationshi...
125 citations
TL;DR: The authors investigated the association between work values and organizational commitment in the Asian context and found that intrinsic work values relate more closely to organizational commitment than either the global measure of work values or extrinsic work values.
Abstract: This paper seeks to investigate the association between work values and organizational commitment in the Asian context. Two major dimensions of work values, that is, intrinsic and extrinsic, were derived from a factor analysis of Wollack et al.'s scale. Organizational commitment was defined in terms of an individual's degree of identification and involvement in the work organization. This variable was measured using Porter et al.'s scale. The analysis suggested that intrinsic work values relate more closely to organizational commitment than either the global measure of work values or extrinsic work values.
TL;DR: In this paper, the intersection between personnel training and reward systems in work organizations has largely been ignored in research on human resource management, and an empirical classification of individually perceived benefits from participation in training is presented, and organizational implications of the findings are discussed.
Abstract: The intersection between personnel training and reward systems in work organizations has largely been ignored in research on human resource management. This paper attempts to relate the two by shedding light on reward functions that are inherent in training. An empirical classification of individually perceived benefits from participation in training is presented, and organizational implications of the findings are discussed.
TL;DR: In this paper, a review of occupational stress research highlights four important themes: the need to clarify what we mean by stress since how we define it influences how we research it and thus how we explain our results.
Abstract: Recent reviews of occupational stress research constantly emphasizes four important themes. These include the need to clarify what we mean by stress since how we define it influences how we research it and thus how we explain our results, the need to reconsider how we measure stressors, the need to explicity recognize the role of coping by developing measures of coping strategies, and the need to consider the role of alternative methodologies in investigating the stress process. Qualitative and quantitative methodologies are used to explore some of these issues. The results point to the value of using qualitative measures to assess the validity of current research practices. A number of issues emerge. When measuring work stressors, more attention should be given to such facets as intensity, frequency, and the meaning individuals attribute to events. Coping also influences individual meaning and future research should explore the nature of direct action and palliative strategies and more thoroughly investi...
TL;DR: The authors argue that a lack of conceptual and operational clarity in each of these areas has led to confusion in both the conduct and interpretation of occupational stress and coping research, citing examples from the literature to support and illustrate this argument, as well as reanalyzing previous research.
Abstract: This paper considers problems in the conceptualization and operationalization of four concepts in occupational stress research: stress, strain, coping behavior, and coping style. The paper argues that a lack of conceptual and operational clarity in each of these areas has led to confusion in both the conduct and the interpretation of occupational stress and coping research, citing examples from the literature to support and illustrate this argument, as well as re-analyzing previous research. Recommendations are made for future research methodology which may overcome or limit some of the conceptual and operational problems examined.
TL;DR: In this paper, the authors examined psychological burnout among 833 men and women in teaching using a framework developed by Cherniss (1980) and found that work setting characteristics in concert with person variables (both individual differences and extra-work factors) were hypothesized to result in experienced stress.
Abstract: This investigation examined psychological burnout among 833 men and women in teaching using a framework developed by Cherniss (1980). Work setting characteristics in concert with person variables (both individual differences and extra-work factors) were hypothesized to result in experienced stress. Some individuals cope with these sources of stress by developing the negative attitude change termed psychological burnout. Respondents provided data by completing questionnaires anonymously. The data provide strong preliminary support for the model and produced findings consistent with previous research. Suggestions for organizational intervention are offered.
TL;DR: In this paper, the authors investigated the relationship between prejudice and intergroup contact for German and Turkish pupils (age 15 years) in the Federal Republic of Germany and found that leisure time contact was correlated with reduced prejudice, but only for the German sample (N = 60); for the Turkish sample (n = 50), prejudice was unrelated to any of the measures of contact.
Abstract: The reported study investigated the relationship between prejudice and intergroup contact for German and Turkish pupils (age 15 years) in the Federal Republic of Germany. A distinction was drawn between “opportunities for” and “real uses of” contact, operationalized using path analysis, and hypotheses were tested concerning the way contact in the neighborhood, at school, and in leisure time is related to prejudice. As predicted, leisure time contact was significantly correlated with reduced prejudice, but only for the German sample (N = 60); for the Turkish sample (N = 50), prejudice was unrelated to any of the measures of contact. The results are discussed in terms of the wider social background to contact between national and migrant labor populations in Western Europe.
TL;DR: In this paper, the authors presented the results of several analyses designed to evaluate the construct validity of these work autonomy scales, including confirmatory factor analysis to assess the underlying factor structure of the three work autonomy facet measures.
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 several analyses designed to evaluate the construct validity of these work autonomy scales. One set of analyses involved the use of confirmatory factor analysis to assess the underlying factor structure of the three work autonomy facet measures. Both indices for assessing the fit of a theoretical model confirmed that a three-facet autonomy model clearly fits the sample data. A second set of analyses involved subgroup comparisons. As predicted, unionized employees reported less autonomy in all three areas than non-union workers. Also as hypothesized, individuals in supervisory positions reported having more autonomy than those not in supervisory positions. The paper also reports a number of additional analyses relevant to the construct validity of the work autonomy scales. When the results reported in this paper are taken in combination wi...
TL;DR: The authors examined the relationship between political behaviors, e.g., ingratiation, structure change, cooptation, and threat, and their outcomes such as interpersonal trust, alienation, and feeling about job performance.
Abstract: The study examines the relationship between political behaviors, e.g., ingratiation, structure change, cooptation, and threat, and their outcomes such as interpersonal trust, alienation, and feeling about job performance. A negative relationship between political behaviors and interpersonal trust andfeelings about performance, and a positive relationship between political behaviors and alienation is hypothesized. Results largely support the hypotheses. However, a relationship between political behaviors and feelings about job performance is marginal. Findings are discussed in the light of available research.
TL;DR: In this article, the authors report the results of surveys of conflict management styles of 215 Turkish and 134 Jordanian managers and find that managers in both countries showed a clear preference for the collaborative style in handling conflicts.
Abstract: This study reports the results of surveys of conflict management styles of 215 Turkish and 134 Jordanian managers. Managers in both countries showed a resemblance to each other, and to their U.S. counterparts, in reporting a clear preference for the collaborative style in handling conflicts. The two countries differed both from each other and the U.S. in preferences for the remaining styles, notably forcing and accommodation. Conflict management styles were also found to be affected by the position of the other party, i.e., whether he/she is a subordinate, superior, or peer in both countries. Once again, differences between the two Mideastern countries were as marked as differences between them and the U.S. The paper discusses the theoretical and practical implications of these findings for comparative management.
TL;DR: In this paper, the authors examined the dynamic network model in public service delivery and developed new propositions concerning structure and agency conduct in public interorganizational systems, which is useful in both public and private settings.
Abstract: Many key activities in both the public and private sectors today occur in interorganizational networks, involving high interdependence among otherwise autonomous agencies. Miles and Snow outline a special form of such systerms called the "dynamic network. "It is characterized by vertical disaggregation, a flexible governance structure resembling a market mechanism, a single strategy maker in the role of a "broker, " and shared information among members. The combination of these features distinguishes the dynamic network from other interorganizational systems. Miles and Snow claim their model is useful in both public and private settings. However, applications are, so far, limited to the private sector. Utilizing six comprehensive case studies, we examine the dynamic network model in public service delivery. New propositions are developed concerning structure and agency conduct in public interorganizational systems.
TL;DR: In this article, a survey of 36 agencies, network data were obtained on the communication and client referral ties among practitioner staff, and the following structural measures were computed for each organization, density, connectivity (cohesion), symmetry (hierarchy), and clustering.
Abstract: The broad concern in this paper is a long-standing one in organizational sociology, the determinants of organizational structures. However, it is argued that internal structures are better conceived and operationalized in network terms than in the "distributional" terms of past organizational research. From a survey of 36 agencies, network data were obtained on the communication and client referral ties among practitioner staff. From these data, the following structural measures were computed for each organization, density, connectivity (cohesion), symmetry (hierarchy), and clustering. From such theories of organization as Burns and Stalker's distinction between mechanistic and organic forms, hypotheses were derived relating these network structural properties to the distributional properties of differentiation, formalization, and centralization, as well as the task contingency variables of size, age, technology, and professionalization. The regression analysis provides support for the general argument th...
TL;DR: The authors found that turnover has a negative effect on instrumental communication and behavioral commitment, and that turnover is correlated with job satisfaction, centralization, promotional opportunities, instrumental communication, and job satisfaction.
Abstract: In response to the recommendation that researchers examine the consequences of turnover instead of merely its determinants, we test nine hypotheses about how the turnover rate in organization work units influences integration, centralization, promotional opportunities, instrumental communication, job satisfaction, and behavioral commitment. Data from 115 work units in five organizations are studied using a longitudinal design which measures the impact of the work unit turnover rate for 8 months on the changes in the six variables over the 8-month period. After introducing numerous controls, turnover is found to have a net negative effect on instrumental communication and behavioral commitment. Implications for future research are discussed.
TL;DR: Empathy, in its broadest usage, is considered a fundamental dimension of interpersonal and communication competence as discussed by the authors, which enhances a person's understanding of others, and the ability to make predictions about others.
Abstract: Empathy, in its broadest usage, is considered a fundamental dimension of interpersonal and communication competence. Empathy enhances a person's understanding of others, and the ability to make predictions about others. Understanding and prediction make empathy a possible tool for persuasion, compliance gaining, relational development, and counseling. Empathy affects decision making about others and attribution. Empathy acts to reflect what has been perceived and creates a supportive/confirming atmosphere. Each function of empathy generally reflects a different conceptualization of empathy. The term “decentering” is offered as the more appropriate alternative term to represent the overall phenomenon with empathy as a subconstruct.
TL;DR: The relationships between Porter's (1980) business strategies and the process of strategy making are investigated and the complexity of a strategy is shown to be associated with the intensity of information processing and managerial interaction used in its development and implementation.
Abstract: The relationships between Porter's (1980) business strategies and the process of strategy making are investigated. The complexity of a strategy is shown to be associated with the intensity of information processing and managerial interaction used in its development and implementation. Porter's strategy of innovative differentiation related significantly to information processing, interaction, and assertiveness in strategy making, especially among the most profitable firms, cost leadership had very few notable associations with decision making, and focus strategies related inversely to information processing.
TL;DR: In this paper, the authors examined the multidimensional organizational efforts that a participative change program lasting approximately 6 years with four separate measurement periods has on direct and indirect participants in contrast to the spontaneous changes in a comparison site.
Abstract: Although the organizational theory and change literature are replete with intuitively reasonable descriptions concerning the potential effects of participation programs, few efforts have been made to empirically test participation theory. This article examines such theory via a longitudinal study in a naturalistic field setting. The primary intent is to examine the multidimensional organizational efforts that a participative change program lasting approximately 6 years with four separate measurement periods has on direct and indirect participants in contrast to the spontaneous changes in a comparison site. In addition to the delineation of the present study's methodology, results, and interpretation, a brief historical account of participation theory and a review of the empirical participation literature is provided. Contrasts with the comparison site indicate that the change program had beneficial effects for direct participants in the change program, some of which spilled over to other indirectly involv...
TL;DR: In this paper, the authors investigated the performance ratings made by the peers and supervisors of correction's officers, i.e., prison guards, focusing on two issues: (1) the effects of rater and ratee personal, attitudinal, and relationship variables on performance ratings, and (2) examining performance perspective differences as an explanation of rating agreement.
Abstract: Although training and use of multiple raters have been suggested to minimize demographic and individual biases on performance evaluations (Latham & Wexley, 1981), use of multiple raters often results in low interrater reliability which compounds the difficulty of establishing performance rating validity. The present study investigated the performance ratings made by the peers and supervisors of correction's officers, i.e., prison guards. Attention wasfocused on two issues: (1) the effects of rater and ratee personal, attitudinal, and relationship variables on performance ratings, and (2) examining performance "perspective differences" as an explanation of rating agreement. Results indicated that supervisor-subordinate educational similarity was significantly related to subordinate's performance rating. Supervisor-subordinate agreement on job dimension importance and subordinate age similarity with peer raters were also marginally related to performance ratings. The findings are discussed from the perspect...
TL;DR: The authors investigated whether the perceived fairness of promotion practices depends primarily upon the outcome of the decision-making process for employees, the perceived nature of promotion policies and their administration, or both.
Abstract: This research investigated whether the perceived fairness of promotion practices depends primarily upon the outcome of the decision-making process for employees, the perceived nature of promotion policies and their administration, or both. Data from 121 managers and assistant managers in a decentralized restaurant company indicated that managers' judgments regarding procedural components contributed a significant increment in predicting perceived promotion system fairness over and above the contribution of distributive variables.
TL;DR: In this paper, the authors asked participants to describe one conflict that they were involved in at work and rank-order the responses in the order in which they actually responded to the conflict, identify the responses they were currently using, identify those responses they had not used but might, and identify responses they would never use.
Abstract: Interest and research in interpersonal conflict has led to the development of a number of instruments for measuring conflict style. These instruments lack the more demonstrative responses that sometimes occur during interpersonal conflict, and each determines conflict style through abstract measures. Two hundred and sixty-three participants were asked to describe one conflict that they were involved in at work. Given a list of 21 conflict responses, participants were asked to (1) rank-order the responses in the order in which they actually responded to the conflict, (2) identify the responses they were currently using, (3) identify those responses they had not used but might, and (4) identify those responses they would never use. The results indicate some well-defined clusters of responses, including an emotive category.
TL;DR: A series of experimental studies examined various identity polarities (Catholic/Protestant, Irish/British, and nationalist/unionist) relevant to the majority and minority communities in Northern Ireland as discussed by the authors.
Abstract: A series of experimental studies examined various identity polarities (Catholic/Protestant, Irish/British, and nationalist/unionist) relevant to the majority and minority communities in Northern Ireland. Subjects allocated themselves to one group within a polarity and awarded points on a series of matrices to anonymous others identified solely on the basis of group membership. Results suggested that the Catholic and nationalist identities had a similar impact for minority group members over time, whereas the Protestant and unionist identities had a differential impact for majority group members over time. This latter effect was related to the context implied by the identity label. Qualitative data gathered from interviews with political activists suggested some continuities with the experimental data. Political activists from minority group parties adhered to a single identity label, but offered competing meanings for that label. By contrast, activists from majority group parties adhered to competing iden...
TL;DR: In this article, managers' interpretation of and reactions to large-scale organizational change that resulted in a new business unit strategy are examined in one firm, and they find differences in the configuration of attitudes that predict support for the strategy, depending upon whether the employees gained or lost power and opportunity as a result of the change.
Abstract: Managers' interpretation of and reactions to large-scale organizational change that resulted in a new business unit strategy are examined in one firm. We find differences in the configuration of attitudes that predict support for the strategy, depending upon whether the employees gained or lost power and opportunity as a result of the change. Among “winners,” the strongest predictor of support for the new strategy was positive career expectations and current career satisfaction. Among “losers,” the strongest predictor was belief that people had been treated fairly during the change process.