Showing papers in "The Journal of Applied Behavioral Science in 1998"
TL;DR: In this paper, the authors report results from an organizational evaluation examining gender and racial/ethnic differences in the diversity perceptions of 2,686 employees of an electronics company located in a...
Abstract: This article reports results from an organizational evaluation examining gender and racial/ethnic differences in the diversity perceptions of 2,686 employees of an electronics company located in a ...
555 citations
TL;DR: In this paper, a two-faceted approach to organizational learning is presented, which focuses on organizational learning mechanisms, which are institutionalized and cultural in the organizational learning process.
Abstract: This article presents a two-faceted (structural and cultural) approach to organizational learning. The structural facet focuses on organizational learning mechanisms, which are institutionalized st...
361 citations
218 citations
TL;DR: In this article, the authors examined the influence of gender and organizational level on how survivors appraise, cope with, and emotionally react to organizational downsizing involving across-the-board workforce reductions.
Abstract: This study examined the influence of gender and organizational level on how survivors appraise, cope with, and emotionally react to organizational downsizing involving across-the-board workforce reductions. Study participants included female clerical employees, male and female technicians, and male first-level supervisors employed at a facility of a major corporation in the telecommunications industry. When male and female technicians were compared, the only significant difference was for perceived injustice, with the female technicians perceiving greater procedural and distributive injustice. There were significant differences across organizational levels for procedural injustice, sense of powerlessness, positive thinking, direct action, and help-seeking coping. The findings indicate that intervention strategies designed to help survivors adjust to organizational downsizing should be tailored to meet the diverse needs of different groups of survivors.
86 citations
TL;DR: This paper argued that the need for supervision among subordinates is a concept that can help to differentiate between circumstances in which leaders do and do not affect subordinate behavior, and that this concept can be used to distinguish between situations in which a leader does and does not affect a subordinate's behavior.
Abstract: This article argues that the need for supervision among subordinates is a concept that can help to differentiate between circumstances in which leaders do and do not affect subordinate behavior. Ne...
52 citations
TL;DR: The authors explored the main and interactive effects on group task performance of two types of intervention (interpersonal vs. task focused) administered at two different times (the beginning vs. the temporal midpoint of work).
Abstract: This study explores the main and interactive effects on group task performance of two types of intervention (interpersonal vs. task focused) administered at two different times (the beginning vs. the temporal midpoint of work). The results show that timing and content of intervention interact to affect group task performance. The discussion draws on qualitative data to expand on these findings and outlines conditions necessary for optimizing group performance on open-ended tasks.
48 citations
TL;DR: In this article, the authors argue that many business process reengineering projects fail because they do not consider justice issues and propose a theoretical framework integrating organizational justice and process re-engineering.
Abstract: This article argues that many business process reengineering projects fail because they do not consider justice issues. Drawing on the literature on organizational justice and business process reengineering, the article outlines a theoretical framework integrating these two concepts. It contends that to improve the success of business process reengineering projects, managers should consider justice issues at four levels: distributive, procedural, interactional, and systemic.
41 citations
TL;DR: In this paper, the authors report that organizations employ information technologies to facilitate business process redesign and other organizational changes, but they are not consistently observing the high levels of group performance t...
Abstract: As organizations employ information technologies to facilitate business process redesign and other organizational changes, they are not consistently observing the high levels of group performance t...
35 citations
TL;DR: The authors compared attitudes of Chinese employees toward organizational socialization in the People's Republic of China (PRC), Hong Kong (n = 197), and Singapore(n = 363), and found that Chinese employees were more positive towards organizational socialisation than other ethnic groups.
Abstract: Attitudes of Chinese employees toward organizational socialization were compared in the People's Republic of China (PRC) (n = 300), Hong Kong (n = 197), and Singapore (n = 363). Employees evaluated...
34 citations
TL;DR: The relationship between integrative capacity and evaluations of leadership effectiveness was examined in a 9-month program for developing business leaders as discussed by the authors, which was conceptualized as a central dimension of the structural psychological characteristic, active coping and differentiated from the cognitive construct, integrative complexity.
Abstract: The relationship between integrative capacity and evaluations of leadership effectiveness was examined in a 9-month program for developing business leaders. Integrative capacity was conceptualized as a central dimension of the structural psychological characteristic, active coping, and differentiated from the cognitive construct, integrative complexity. Self-report, semiprojective, and projective measures of integrative capacity obtained at the beginning of the program were correlated with peer and faculty ratings of leadership at the end of the program. Significant correlations ranged from .27 (p < .05) to .52 (p < .001). Intelligence and integrative capacity contributed separately to leadership. The findings support the value of examining variables related to personality structure and the use of projective techniques to assess candidates for positions of business leadership.
26 citations
TL;DR: In this article, a levels of analysis perspective involving four views of leadership in groups is presented, using this framework, relevant literature on Asian Americans vis-a-vis Caucasian Americans and leadership.
Abstract: A levels of analysis perspective involving four views of leadership in groups is presented. Using this framework, relevant literature on Asian Americans vis-a-vis Caucasian Americans and leadership...
TL;DR: In this article, personal resources were divided into three types: affective (potency and psychological sense of community), cognitive (political orientation and education), and instrumental (family status and gender).
Abstract: Living under the threat of possible relocation places exceptional demands on the residents of the Golan Heights (Israel). These may become stressors due to lack of adequate resources. This research sought to develop a multivariable paradigm to determine the contribution of personal resources in explaining stress. Personal resources were divided into three types: affective (potency and psychological sense of community), cognitive (political orientation and education), and instrumental (family status and gender). A random sample of 680 men and women participated. Stress was examined by a psychological equilibrium scale and state anxiety questionnaire. Path analysis and analysis of variance showed that potency had a greater impact on stress than did education or psychological sense of community. Anxiety was found to have an intervening role between demands and stress. This study contributes to further understanding the relationship among demands, resources, and stress in a population that lives under the sha...
TL;DR: Gender identity is a salient identity for a fifth of Jewish respondents and a quarter of Arab respondents in a sample of Israeli women as discussed by the authors, but it is not as salient as are collectivistic identities (i.e., Jewish/Arab identities, Israeli/Palestinian identities) or even the individualistic identities of family and profession.
Abstract: Gender identity is a salient identity for a fifth of Jewish respondents and a quarter of Arab respondents in a sample of Israeliwomen. However, it is not as salient as are collectivistic identities (i.e., Jewish/Arab identities, Israeli/Palestinian identities) or even the individualistic identities of family and profession. This study shows that the meaning of gender identity differs for Jewish and Arab women. For Jewish women, a salient gender identity reflects a departure from traditional roles and the weakening of their hold. For Arab women, a salient gender identity seems to be related to the traditional gendered division of labor. The findings seem to indicate that a salient gender identity may have two opposing meanings: a traditional meaning or a nontraditional (or egalitarian) meaning. Women have to move away from (or relinquish) traditional gender identities before they can develop a liberal gender identity.
TL;DR: In this paper, the authors explore the process of reengineering and show that the real returns of real reengineering are far lower than expected, but experience shows that their real returns can be worse than expected.
Abstract: Reengineering has attained tremendous popularity for what it promises, but experience shows that its real returns are far lower than expected. This article explores the process of reengineering and...
TL;DR: The recent popularity of the reengineering approach to changing the way work is done in organizations, combined with even more recent reports of failures in using this approach, motivate this artic... as mentioned in this paper.
Abstract: The recent popularity of the reengineering approach to changing the way work is done in organizations, combined with even more recent reports of failures in using this approach, motivate this artic...
TL;DR: In this article, the authors compared participants sponsored at least in part by their employers during the year-long process (employer-sponsored) with those who participated entirely on their own time (self-sponsored).
Abstract: Planners and community leaders around the nation use collaborative processes to create and advance shared visions of the future, yet these processes' biases are rarely discussed. Using data from a survey of stakeholders who participated in one metropolitan region's recent collaborative visioning process, this article compares participants sponsored at least in part by their employers during the year-long process (employer-sponsored) with those who participated entirely on their own time (self-sponsored). Although the two groups were similar in many respects, the research correctly anticipates differences in motivation and significantly lower levels of satisfaction and attendance among self-sponsored participants. These findings are consistent with the theory that the self-sponsored experience higher net personal costs of participation than do the employer-sponsored. This provides a theoretical basis for understanding and predicting how sponsorship affects self-interest when citizens participate in public ...
TL;DR: In recent years, large-group interventions have been growing in prominence in the theory and practice of organizational development as mentioned in this paper, and these interventions, which have different titles and structures, have been referred to as large group interventions.
Abstract: In recent years, large-group interventions have been growing in prominence in the theory and practice of organizational development. These interventions, which have different titles and structures,...
TL;DR: The authors' thesis is that successful implementation is most likely when the people who do the work are the ones engaged in the redesign of both the technical and social systems.
Abstract: Rapid and repeatable redesign of business processes, supporting systems, and structures is one response to increasing competitive pressure. However, threshold challenge occurs when attention shifts from the technical system design (business process/work flow and equipment) to the social system design (roles, measures, and structures). During technical system design, strong emotions about loss-of status, authority, and certainty-can be suspended, but starting design of supporting social elements tends to unleash these concerns. The authors' thesis is that successful implementation is most likely when (a) the people who do the work are the ones engaged in the redesign of both the technical and social systems; (b) individual and structural change is addressed systemically among organizational development, information technology, and business process reengineering professionals; and (c) the predictable midpoint challenge (the threshold challenge) associated with shifting the focus of attention in whole system...
TL;DR: In this paper, the authors examine Yammarino and Jung's article "Asian Americans and Leadership: A Levels of Analysis Perspective" from the perspective of embedded intergroup relations theory, and propose a level-of-analysis approach.
Abstract: This comment critically examines Yammarino and Jung's article titled "Asian Americans and Leadership: A Levels of Analysis Perspective" from the perspective of embedded intergroup relations theory....
TL;DR: In this article, a case study of a high-tech firm suggests that the effects of turbulence are paradoxical, and that turbulence can enhance the appeal of bureaucracy as well as make it difficult for firms to operate according to bureaucratic principles.
Abstract: It has been argued that bureaucratic strategies are less effective for organizations operating in turbulent environments. This is particularly true for many volatile high-tech companies that have forsaken bureaucratic structures in favor of more flexible strategies. In this article, a case study of a high-tech firm suggests that the effects of turbulence are paradoxical. Turbulence can enhance the appeal of bureaucracy as well as make it difficult for firms to operate according to bureaucratic principles. The study's findings identify the major factors that were associated with the adoption of a bureaucratic structure by this firm. In addition, the problems encountered by firms choosing bureaucracy are identified and discussed. It is recommended that future research focus on the implications of internal expertise for firms' abilities to resist inappropriate bureaucratization.
TL;DR: In this article, the authors investigate how the notion of ethnic identity might be infused into existing perspectives regarding the link between work-related risk factors and alcohol problems, and suggest that ethnic identity may play an important role in shaping both the perception of and responses to alcohol-related workplace risk factors such as stress and alienation.
Abstract: Despite the fact that ethnicity has been at the core of sociologically driven studies of alcoholism for decades, researchers examining the role of the workplace in the etiology of alcohol problems have yet to incorporate this factor into their theories. In this article, the authors investigate how the notion of ethnic identity might be infused into existing perspectives regarding the link between work-related risk factors and alcohol problems. On the basis of an examination of a theoretical sample of 58 recovering Israeli alcoholics, the findings suggest that ethnic identity may play an important role in shaping both the perception of and responses to alcohol-related workplace risk factors such as stress and alienation.
TL;DR: New approaches to business transformation are emerging to address significant need and to serve as successors to reengineering, which has acquired a reputation for being slow and ineffective as mentioned in this paper, which is a negative attribute of reengineering.
Abstract: New approaches to business transformation are emerging to address significant need and to serve as successors to reengineering, which has acquired a reputation for being slow and ineffective These
TL;DR: In this article, the authors clarify issues of apparent misunderstanding and highlight points of disagreement in the commentary of Clayton P. Alderfer, and they address the scope, starting point, levels of analysis issues, and theory-data interplay in their work and their commentary.
Abstract: In this response and reply to the commentary of Clayton P. Alderfer, the authors clarify issues of apparent misunderstanding and highlight points of disagreement. They address the scope, starting point, levels of analysis issues, and theory-data interplay in their work and Alderfer's commentary to advance theory building and testing propositions about Asian Americans and leadership.