Organizational behavior and human performance最新文献_第6页

The effects of sex of the leader and sex of the subordinate on the use of organizational control policy 领导者性别和下属性别对组织控制策略使用的影响

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90154-X

Gregory H. Dobbins, Earl C. Pence, Joseph A. Orban, Joseph A. Sgro

{"title":"The effects of sex of the leader and sex of the subordinate on the use of organizational control policy","authors":"Gregory H. Dobbins, Earl C. Pence, Joseph A. Orban, Joseph A. Sgro","doi":"10.1016/0030-5073(83)90154-X","DOIUrl":"10.1016/0030-5073(83)90154-X","url":null,"abstract":"<div><p>The current study extends the Attributional Model of Leadership (<span>S. G. Green & T. R. Mitchell, <em>Organizational Behavior and Human Performance</em>, 1979</span>, <strong>29</strong>, 429–458) to include sex of the leader and sex of the subordinate as moderating factors. Two hundred ten subjects role-played the position of leader or subordinate at a printing firm in which a deadline had been missed. The sex of the leader, sex of the subordinate, cause for the missed deadline, and the organizational control policy for missing a deadline were manipulated. Following a 20-min discussion concerning the missed deadline, the leader informed the subordinate of the corrective action that he or she would recommend. Subjects then responded to a questionnaire which measured the appropriateness of various corrective actions, satisfaction with the discussion and decision, and attributions for the missed deadline. Analyses revealed that the sex variables, cause for the missed deadline, and organizational control policy affected the attribution, corrective action, and satisfaction measures. The results of the study were interpreted to provide general support for the contention that the sex composition of the leader-subordinate dyad is a critical variable which must be considered when examining the use of control processes.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 3","pages":"Pages 325-343"},"PeriodicalIF":0.0,"publicationDate":"1983-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90154-X","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837512","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 58

Organizational determinants of job stress 工作压力的组织决定因素

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90145-9

Donald F. Parker, Thomas A. DeCotiis

{"title":"Organizational determinants of job stress","authors":"Donald F. Parker, Thomas A. DeCotiis","doi":"10.1016/0030-5073(83)90145-9","DOIUrl":"10.1016/0030-5073(83)90145-9","url":null,"abstract":"<div><p>A model of job stress that focuses on organizational and job-related stress is presented. Job stress is conceived of as a first-level outcome of the organization and job; it is a feeling of discomfort that is separate and distinct from second-level outcomes or consequences of job stress. The second-level outcomes may include varying levels of satisfaction, organizational commitment, motivation, and performance. A partial test of the model examines relationships between hypothesized stressors and experienced job stress. Survey data obtained from 367 managers of a large restaurant chain were used with the results generally supporting the model. Factor analysis supported the concept that job stress is multidimensional. Two distinct dimensions of job stress were identified: time stress and anxiety. Both job stress dimensions were significantly related to each of the model's five organizational stressor categories, but not all of the independent variables within the categories were significantly related to job stress. Moreover, the specific stressors associated with each dimension of job stress proved to be substantially different.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 2","pages":"Pages 160-177"},"PeriodicalIF":0.0,"publicationDate":"1983-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90145-9","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837189","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 803

Individuals versus pairs in hierarchical inferences 等级推理中的个体与配对

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90150-2

Gregory M. Griffin, Ward Edwards

引用次数: 2

A model of work, family, and interrole conflict: A construct validation study 工作、家庭和角色间冲突的模型:结构验证研究

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90147-2

Richard E. Kopelman , Jeffrey H. Greenhaus , Thomas F. Connolly

引用次数: 870

Perception of bureaucracy and changing job satisfaction: A longitudinal analysis 官僚主义感知与工作满意度变化:一项纵向分析

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90152-6

William E. Snizek, Jerri Hayes Bullard

引用次数: 42

Simultaneous parameter estimation for the multiplicative multiattribute utility model 乘法型多属性的同时参数估计

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90149-6

J. Etezadi-Amoli, A. Ciampi

引用次数: 4

The relationships among group size, member ability, social decision schemes, and performance 群体规模、成员能力、社会决策方案与绩效的关系

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90144-7

Philip Yetton, Preston Bottger

引用次数: 116

A Bayesian model of group polarization 群体极化的贝叶斯模型

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90151-4

Robert F. Bordley

引用次数: 18

Leadership style and reward allocation: Does least preferred co-worker scale measure task and relation orientation? 领导风格与奖励分配:最不喜欢的同事量表是否衡量任务导向和关系导向?

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90146-0

Ramadhar Singh

{"title":"Leadership style and reward allocation: Does least preferred co-worker scale measure task and relation orientation?","authors":"Ramadhar Singh","doi":"10.1016/0030-5073(83)90146-0","DOIUrl":"10.1016/0030-5073(83)90146-0","url":null,"abstract":"<div><p>In a series of four experiments, low-LPC (Least Preferred Co-worker) and high-LPC subjects received information about job performance, a task variable, and attitude toward management, an interpersonal relation variable, of two members of work groups and distributed a fixed sum of money between them. Two interrelated analyses were performed, one concerning equity theory and the other concerning the meaning of the LPC scale. The assumption of input summation, which has been customary in equity theory, disagreed severely with the data. However, an alternative model based on an assumption of equity integration did remarkably well. The second analysis tested the prediction that low-LPC subjects place greater importance on performance but high-LPC subjects place greater importance on attitude in distribution of rewards. This prediction did not receive any support at all. Findings questioned Fiedler's claim that the LPC scale measures value for task or interpersonal success in group situations. Post hoc analyses disclosed that the high-LPC as compared to low-LPC subjects did better in obeying the precise prescriptions of the equity integration model. It was suggested, therefore, that the LPC scale may possibly be treated as a measure of cognitive complexity.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 2","pages":"Pages 178-197"},"PeriodicalIF":0.0,"publicationDate":"1983-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90146-0","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837272","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 15

Intervention in a cognitive conflict 干预认知冲突

Organizational behavior and human performance Pub Date : 1983-10-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90148-4

James Holzworth

{"title":"Intervention in a cognitive conflict","authors":"James Holzworth","doi":"10.1016/0030-5073(83)90148-4","DOIUrl":"10.1016/0030-5073(83)90148-4","url":null,"abstract":"<div><p>The cognitive conflict paradigm, developed within the framework of Social Judgment Theory, was used to determine effects of intervention in interpersonal conflict. Task predictability and the third party's knowledge of task characteristics were manipulated as independent variables. After being trained to have different policies, judges were brought together to work on a common set of judgment problems. During the conflict session, a third party (mediator) intervened to assist judges in making joint predictive judgments. Task predictability was found to have more effect on conflict reduction than did intervention. Overall, intervention did not appear to effect conflict reduction; however, mediator characteristics were significantly correlated with an objective measure of a mediator's relative usefulness. Results are discussed in terms of Social Judgment Theory, T. <span>A. Kochan and T. Jick's (<em>Journal of Conflict Resolution</em>, 1978, <strong>22</strong>, 209–240)</span> model of mediation effectiveness, and <span>I. D. Steiner's (<em>Group processes and productivity</em>, New York: Academic Press, 1972)</span> analysis of group productivity.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 2","pages":"Pages 216-231"},"PeriodicalIF":0.0,"publicationDate":"1983-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90148-4","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837345","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 13