Showing papers in "Organizational Behavior and Human Performance in 1976"

TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.

TL;DR: Two process tracing techniques, explicit information search and verbal protocols, were used to examine the information processing strategies subjects use in reaching a decision, demonstrating that the informationprocessing leading to choice will vary as a function of task complexity.

TL;DR: In this paper, the authors examined the process of escalating commitment through the simulation of a business investment decision and found that persons committed the greatest amount of resources to a previously chosen course of action when they were personally responsible for negative consequences.

TL;DR: This paper investigated the relationship between organizational commitment and turnover among a sample of managerial trainees in a large merchandising company and found that early leavers tended to show an early decline and later leavers a later decline.

TL;DR: In this article, the authors present a review of organizational structure and the conceptual relationships between organizational structures and individual attitudes and behavior, with emphasis placed on the identification of major explanatory constructs of structure.

TL;DR: In this article, the linkages and underlying structure of a comprehensive model relating role conflict to its antecedents and consequences were tested using multivariate behavioral research methodology using data drawn from professional-level employees representing five major roles in nine organizations.

TL;DR: The limitations of the unidimensional classification of interpersonal conflict-handling behavior are discussed, and a model is proposed which includes two dimensions: a cooperative dimension and an assertiveness dimension as discussed by the authors.

TL;DR: Norms controlling how members deal with performance strategies were altered experimentally in small task-oriented groups in one task condition and in another condition, requiring exchange of information for optimum group performance.

TL;DR: In this paper, a longitudinal investigation of the processes by which a formal organization is almost entirely transfused with new reporting relationships reveal the operation of organizational understructures, which appear to differentiate not only the lowly organizational unit but also hierarchical hierarchies of vertical relationships.

TL;DR: In this article, the meaning and measurement of the concepts of organizational climate and job satisfaction are examined and three questions are examined: (1) Are organizational climate, job satisfaction and organizational climate operationally the same? (2) Is organizational climate a concept applicable to organizations or individuals? (3) Are measures of organizational climates descriptive or affective? These three problem areas are taken as facets and facet analysis (Foa 1965) is used to explicate the nature of concepts.

TL;DR: The authors theoretically examines the various definitions and operationalizations of leader initiating structure and finds important differences in the extent to which the various measures are concerned with autocratic, punitive, arbitrary, and production-oriented leader behaviors.

TL;DR: The authors pointed out that Scott's metatheoretic starting point is different from mine and therefore forms the basis for disagreement at the theoretical, methodological, and prescriptive stages of our work.

TL;DR: In this paper, the relationship between satisfaction with the work itself (SWI) and job scope (JS) was examined for the study's total sample and for subsamples formed by grouping individuals on the basis of their scores on each of six workrelated values measures and a Protestant ethic (PE) index involving these measures.

TL;DR: In this paper, a set of activities that a supervisor might use to heighten subordinate work motivation and performance are introduced, which consist of six separate dimensions: Personally Rewarding, Personally Punishing, Setting Goals, Designing Feedback Systems, Placing Personnel, and Designing Job Systems.

TL;DR: This article showed that the conjunctive probability of events A and B (PAB) and disjunctive probability (PA∪B) can be predicted from information bearing upon the likelihood of A alone and B alone (PA and PB) or from information about B given A (P B A ) and A given B given B (P A B ), respectively.

TL;DR: The results generally confirmed the previous conclusions of Hackman and Lawler (1971) that individuals who have higher self-actualization need strength are potentially better candidates for job enrichment.

TL;DR: A review of those studies reveals that there is no acceptable evidence that extrinsic reinforcers inevitably disrupt behavior maintained by other, but perhaps less obvious, reinforcing events and the meaning of "intrinsic motivation" remains obscure as discussed by the authors.

TL;DR: In this paper, the effects of extrinsic rewards and feedback regarding task performance upon feelings of competence and strength of intrinsic motivation were examined for a highly intrinsically motivating task for a purely voluntary basis.

TL;DR: In this article, the authors search for bootstrapping behavior in a financial analysis task where 43 professional loan officers predicted business failure from five-ratio financial profiles and found that the most accurate judges tend to outperform their models.

TL;DR: In this article, a model of individual performance was investigated based on the specificity and difficulty of goals assigned and by the frequency of performance intervals allocated for task completion, and the form of these relationships was considered to be shaped by the prescriptiveness of the task process involved.

TL;DR: The hypothesis that cognitive feedback is more effective than feedforward for the more complex task used here was not confirmed, and there were no differences between the two groups with regard to ra, G, or Rs,2 (cognitive control).

TL;DR: In this article, a factorial laboratory study examined the effects of individual incentives and group incentives on card-sorting task performance, and concluded that personal pay satisfaction was not affected by any pay condition.

TL;DR: In this paper, the authors test the validity of a within-person behavioral choice model of expectancy theory using as a criterion career Naval Officers' decisions to retire or not retire at the end of 20 years' service.

TL;DR: In this paper, the authors describe the development of a scheme to aid people in thinking through their decisions about whether to have a (another) child, using a list of values (utilities) gleaned from the literature, values that children apparently fulfill for parents.

TL;DR: In this article, the authors evaluated 27 hypothetical job offers using both riskless rating scale and risky utility response modes and found that half of the subjects showed statistically significant, and in some cases, substantial departures from additivity.

TL;DR: A factorial laboratory study investigated the effects of task characteristics and reward contingency upon intrinsic task motivation as mentioned in this paper, and concluded that contingent reward systems combined with tasks designed to be high on the core dimensions appeared to be both extrinsically and intrinsically motivating to task performers.

TL;DR: The distributions of the values for four of the five cues in Libby's 1976 study were quite markedly skewed as mentioned in this paper, and when these values were rescaled by a simple normalizing transformation, the results changed remarkably: Instances of model outperforming expert jumped from 23 to 72%.

TL;DR: The authors found that preference for forms of equity are sensitive to context effects, such as variations in residual stimuli, which may influence the importance of comparisons with the co-worker and make salient either the input or outcome portion of one's own equity ratio, while context effects attributable to changes in background stimuli seem to have less effect on equity preferences.

TL;DR: This paper examined the general hypothesis that relationships between characteristics of the work environment and level of employee satisfaction are moderated by employee education level and found that more organizational "inducments" are required to satisfy well-educated employees than are needed to satisfy less well- educated individuals.

TL;DR: In this article, a ten-item instrument for measuring Maslow's need hierarchy was described, which corresponded to the security, social, esteem, autonomy, and self-fulfillment categories.