摘要:

A field study in three organizations investigated gender differences in subordinates' perceptions of managers' power. For 55 female and 55 male managers matched on position power, one subordinate per manager (N= 110, half male and half female) completed a questionnaire. Perceived reward, legitimate, expert and referent power were all intercorrelated, but unrelated to coercive power. Male and female managers did not show the expected differences in combined, reward, coercive, legitimate and referent power. Contrary to predictions, subordinates rated female managers higher than male managers on expert power. Male managers with female subordinates were rated lower on combined and expert power than other gender combinations. Implications are discussed.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00529.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This paper replicates an earlier study testing the hypothesis that relatively poor mental health is associated with simplified jobs, but only for those employees who see their work as not using their skills, and who at the same time report high levels of cognitive failure. The hypothesis is confirmed in two separate samples.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00530.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

A longitudinal study of male clients on social security in Stockholm (N= 76) investigated changes in employment status and the relationship to well‐being after a one‐year follow‐up. Almost half of the men were frequent job changers which resulted in repeated periods of short‐term unemployment. They also had a very low mean value of general mental health and a high degree of drug abuse. The question investigated was whether changes in employment status had the same impact on psychological well‐being in this group as in other unemployed groups. The impact of general mental health and frequency of job change was tested in a hypothetical model of factors often found to be important for the relationship between employment status change and changes in well‐being.Results indicated that re‐employment was significantly related to increased sense of well‐being. The expected decline in psychological well‐being was found in only one of the unemployed groups but one of the other groups instead experienced significant increases in well‐being. This was interpreted as a possible sign of adaptation to repeated unemployment with delayed negative reactions during unemployment compared to other groups of unemployed. Another indication of adaptation could be the unexpected lack of association between employment commitment and well‐being.Testing of the model revealed no direct relationship between changes in psychological well‐being and changes in employment status. The relationship was indirect and mediated by general mental health. It was concluded that the results indicated adaptation to frequent job change but that a rival explanation of increased vulnerability caused by earlier psychological prob

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00531.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This study, conducted amongst 121 employees in two hospitals, examines sources of variability in two common measures of absence:frequencyandtime‐lost.Time series analyses over a five‐year span suggest substantial differences by month, season and year. More specifically, the analysis of variance of the frequency measure reveals significant differences between seasons and years and a significant season by year interaction. Peak frequencies are systematically recorded during the winter season, while the lowest occur in summer. These trends are less prominent with the time‐lost measure, with only the seasonal differences remaining significant. The paper concludes with a discussion of the implications of these findings for the study and measurement of absent

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00532.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Studies investigating the causes of poor psychological health during unemployment have tended to neglect the role played by financial hardship. This study made use of government‐led reductions in the amount of welfare benefits paid to unemployed Australian youths to investigate the possible psychological impact of reduced income during unemployment. Samples of 161 and 201 unemployed youths were obtained before and after the changes were made, respectively. Although respondents in the latter sample received less money from welfare benefits, their overall level of income did not differ from that of the first sample. Analyses showed that respondents reported a range of weekly incomes, from a variety of sources. Correlational analyses on the combined samples showed that the subjective level of financial strain experienced, but not the actual amount of income received, was independently associated with psychological well‐being. Lower incomes were not associated with a greater commitment to obtaining a job or a lower level of structured time use, though higher levels of financial strain were associated with both. It is suggested that financial strain mediates the effect of low incomes on psychological health, activity levels, and commitment to obtaining employm

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00533.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The demonstrated low correlations of dimension ratings across assessment centre exercises has led to reservations about their use. A proposed alternative is the use of overall exercise ratings that may represent total performance on work simulations. Three forms of reliability of such exercise ratings were studied in this laboratory experiment. The study design incorporated four groups of assessors and 31 participants in multiple Leadership Group Discussion (LGD) problems. (LGD was chosen because it is extensively used in assessment centres.) Inter‐rater reliability, as measured by intra‐class correlations within an assessor group, ranged from .69 to .99. Intergroup reliability, as measured by correlations of consensus ratings between assessor groups that had observed identical LGD groups, was .66 to .84. Alternate form reliability, as measured by correlations of overall ratings by the same assessor of participants in two different LGD problems, was .35 to .62. The implications of these findings for the use of overall exercise ratings are discus

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00534.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

In an article that appeared in thisJournalin 1985, Ashford&Cummings found that tolerance for ambiguity (TA) moderated the relationship between feedback‐seeking behaviours (FSB) and ambiguity or uncertainty about one's role or outcome contingencies. The authors concluded that, in uncertain situations, individuals who are low in TA will consider feedback an especially valuable resource, and will engage in higher levels of FSB.The aim of this article is to expand and reinterpret the Ashford&Cummings' (1985) findings by reanalysing their data with two substantive differences. First, while job‐related and problem‐solving TA were proposed as conceptually distinct by Norton (1975), and loaded on separate factors in the factor analysis performed by Ashford&Cummings (1985), they were grouped together in their analysis, thus raising the question of how these two aspects of TA might operate differently with respect to FSB.Second, in investigating the consequences of TA for FSB, Ashford&Cummings used a global measure of FSB which combined feedback specifically sought from boss or co‐workers, and feedback inferred from comparisons with others, social cues and other events. This measure also combined feedback sought for a variety of purposes beyond simply assessing performance. Based on earlier work by Ashford&Cummings (1983), Greller&Herold (1975) and others, it is possible that this global measure of FSB is masking important differences due to either the specific seeking strategy, the reason for seeking or even the source from which feedback is sought.To investigate the above theoretical distinctions between different types of TA and FSB using the Ashford&Cummings' (1985) data, two hypotheses were tested. First, since FSB could be considered an attempt to reduce uncertainty in one's work environment (Ashford, 1986), job‐related TA, which involves an individual's concern about his/her standing at work, should be associated with FSB for determining the adequacy of performance or potential for advancement. Problem‐solving TA, which reflects a general intolerance for ambiguity in any task, should not be associated with FSB about workplace issues, because the sources of the uncertainty which the person low in problem‐solving TA finds aversive are not necessarily at work. Second, when allowing for different types of FSB (monitoring the work environment, solicitations from supervisors and solicitations from co‐workers), low job‐related TA should be associated with greater soliciting behaviours rather than monitoring behaviours because of the less ambiguous nature of the resulting feedback (Ashford&Cummings, 1983). In other words, feedback which an individual gathers through monitoring the environment may itself be more difficult to interpret than solicited feedback, and thus have less value in r

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00535.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Book reviewed in this article:The Employment Interview: Theory, Research and Practice.Edited byRobert W. Eder&Gerald R. Ferris.Harris, M. M. (1989). Reconsidering the employment interview: A review of recent literature and suggestions for future research.Personnel PsychologyHigh Performance Work Systems: The Digital Experience.ByDavid A. Buchanan&James McCalman.Storey, J. (1987). Developments in the Management of Human Resources: An interim report.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00536.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY