Showing papers in "Organizational Behavior and Human Performance in 1975"

TL;DR: The authors found that the degree of latitude that a superior granted to a member to negotiate his role was predictive of subsequent behavior on the part of both superior and member, and that superiors typically employed both leadership and supervision techniques within their units.

TL;DR: This paper found that participants tended to remember, or reconstruct in the event that they had forgotten, their own predictions some time after the visits were completed and indicated whether or not they thought that each event had in fact occurred.

TL;DR: In this paper, the authors compared the predictive ability of standard linear regression and simple unit weighting schemes, and found that unit weights are a viable alternative to standard regression in certain situations and not greatly inferior in others.

TL;DR: In this paper, the authors present a general alternative interpretation of correlational findings which link perceptual or questionnaire measures to data on performance, and show that knowledge of performance affects the levels of influence, cohesiveness, communication, motivation, and openness to change attributed by members to their work groups.

TL;DR: In this article, an In-Basket simulation was designed to examine occupational sex discrimination at the time the employee sought access to the organization (access discrimination), and once the employee was on job (treatment discrimination).

TL;DR: In this paper, the authors looked at the prediction of turnover by employee job attitudes and intent to remain with the company, among 911 salesmen, and found that intention to remain was highly correlated with actual turnover, both short term and long term.

TL;DR: In this article, five sources of feedback (the formal organization, supervisor, co-workers, the task, one's own self) were investigated for their "informativeness" as providers of information about what the job requirements are (referent) and the extent to which they were met (feedback).

TL;DR: In this article, the authors analyzed the relationship between employees' task goals and supervisory performance as moderated by n Achievement among a sample of first-level supervisors working under a formalized goal-setting program.

TL;DR: One hundred and fifty-one subjects were randomly divided into two groups of roughly equal size, one group was asked to respond to a decomposed version of a problem and the other group was presented with the direct form of the problem as mentioned in this paper.

TL;DR: In this paper, the authors examined the identification of individuals with their employing organization, or organizational identification in evaluating the identification process, three methodological considerations are discussed: the composition of the identification construct, the transference of identification behavior among alternative organizational targets, and the behavioral mechanisms underlying the identification response.

TL;DR: In this paper, the authors tested an hypothesis about the sources of variance associated with employees' responses to their work environment and found that organizational structure characteristics had an important unique relationship to employee responses.

TL;DR: In this paper, the authors studied the job choice and post decision attitudes and behavior of 431 accounting students and concluded that attitudes toward firm attractiveness determine job choice behavior and that job choice behaviour influences post employment attitudes about firm attractiveness.

TL;DR: It was proposed that variations in the findings from skill group to skill group may be due in part to the nature of the task performed by each group.

TL;DR: This research investigated the question raised by Johannesson as to whether organization climate is redundant with job satisfaction, and found that climate and practices related to performance in a different manner than the satisfaction/performance relationship, which did not tend to support the redundancy hypothesis.

TL;DR: The authors compared seven methods for obtaining subjective descriptions of cue importance and found that they correspond reasonably well to statistical policy descriptions for both a three-cue and a seven-cue task, but the seven methods did not differ.

TL;DR: In this paper, a field study tested the relative efficacy of personal and organizational characteristics in accounting for employee job attitudes and then tested the utility of using the perceived work environment as an intervening variable that might contribute to our understanding of the relationship between the objective organizational structure characteristics and the employees' affective reactions.

TL;DR: The self-employed enjoy more enriching job requirements, opportunities for self-fulfilment and skill-utilization, autonomy, physical working conditions, authority over other persons, resources with which to do the job, and several other generally highly prized features of their job settings.

TL;DR: In this paper, five procedures for assessing subjective probability distributions over continuous variables were compared using almanac questions as stimuli and the results showed that often used fractile procedures were inferior to procedures requiring probabilities or odds as the response from subjects.

TL;DR: In this paper, a cross-lagged correlation design was used to test causal relationships between work performance and four different measures of job satisfaction, including need deficiency, lead dissatisfaction, and job satisfaction.

TL;DR: In this paper, an 18-mo study was made of a training program designed to increase entrepreneurial activities among blacks, which consisted of two parts: achievement motivation and management development training, and the results indicated that motivation trained participants increased their TAT achievement motivation scores and became less “external” on the locus of reinforcement control scale.

TL;DR: The behavior of research scientists' immediate superiors has long been held to be of consequence for achieving performance outcomes in research organizations as discussed by the authors, and associations were examined between a multifaceted measure of several forms of assistance leaders might provide to subordinates, a measure of closeness of supervision, and a criterion measure of two types of organization-level research outcomes.

TL;DR: This paper examined the relationship among 13 individual traits, 3 structural characteristics of the position, and 5 aspects of job satisfaction and found that structural characteristics appear to be more directly linked to job attitudes than personality traits.

TL;DR: The question of whether aversive outcomes are generally preferred at sooner or at later times in the future is examined in this paper, where the authors present an experiment that attempted to circumvent the problems endemic to experimental studies of decision making.

TL;DR: This paper investigated interpersonal conflict that occurred on the job and found that dyad members held similar perceptions concerning the topics and sources of superior-subordinate conflict; technical and administrative issues were the most frequent topics, and differences in perception and knowledge were the primary reasons.

TL;DR: In this paper, the authors re-examine the evidence presented by Deci and then test his cognitive evaluation theory explanation in both a boring and nonboring task setting, and conclude that contingent monetary payments that are not delayed have an additive effect with intrinsic rewards on task motivation.

TL;DR: Questions raised serve as a framework for reviewing the literature on experts' assessments of uncertainty in four separate areas of applied research, the military, meterology, medicine, and business.

TL;DR: In this article, the joint effects of attitude similarity and the temporal placement of unfavorable applicant information on personnel decisions were investigated, and the authors tried to minimize such effects by providing job related qualifications predictive of job success.

TL;DR: In this paper, the effects of abstract and meaningful environments on subjects' achievement, consistency, and matching in an MCPL task were examined at two levels of system predictability; re =.52 (Experiment One) and re = 2.92 (Experimental Two).

TL;DR: This article conducted a field survey of employee responses to a variety of topics and sources of interpersonal conflict in two manufacturing firms and found that conflict management was to some extent dependent upon the specific nature of the disagreement.

TL;DR: In this article, a 3 × 5 split-plot repeated measures design was used to compare operant conditioning and expectancy theory constructs in a 3×5 repeated measure design with 15 female subjects randomly assigned to three schedule and magnitude of reinforcement conditions (25¢-CRF, 25¢-VR-2, 50¢-V2).