摘要:

AbstractOrganizational commitment and burnout were related to interpersonal relationships of nurses in a small general hospital. Regular communication contacts among personnel were differentiated as supervisor or coworker contact, and these categories were further differentiated into pleasant and unpleasant contacts. The results were consistent with a view of burnout in which emotional exhaustion leads to greater depersonalization which subsequently leads to diminished personal accomplishment. Interpersonal contact with personnel in the organization was related to the development of burnout at each stage. Patterns of pleasant and unpleasant contacts with supervisors and coworkers were related to the three aspects of burnout in a distinct manner. High burnout was related to diminished organizational commitment, which was also related to aspects of the interpersonal environment of the organization. The results are discussed in the context of a comprehensive approach to psychological adjustment to a worksetting.

ISSN:0894-3796    

DOI:10.1002/job.4030090402

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractUsing role theory as a conceptual framework, the influence of extra‐organizational ties on the employee's level of organizational commitment is explored in the present study. Two competing models of the relationship between work and outside work ties are proposed: an expansion model which holds that individuals view the available supply of energy and effort as abundant and expandable, and a scarcity model which posits that strong commitment to one role may preclude attachment to other roles. The findings reveal that level of organizational commitment is not substantively related to effort devoted to outside work claimants nor to their perceived importance. It appears that employees generally manage work and outside work spheres separately and levels of organizational commitment are relatively immune from the influence of outside work claimant

ISSN:0894-3796    

DOI:10.1002/job.4030090403

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThe construct of climate and its relationship to various work outcomes over time was examined. Based on perceptual agreement of various work setting characteristics, collective climates were formed. Climates were traced longitudinally 10 understand the bases of perceptual agreement. Collective climates were shown to (1) vary in stability over time and (2) affect employees' job satisfactions, how they described their leader's behaviour, and intentions to leave. A basis for understanding membership in climates was developed.

ISSN:0894-3796    

DOI:10.1002/job.4030090404

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090405

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThis study addresses the question of how career stage affects the meaning managers attribute to key organizational events. Propositions were developed suggesting that career stage provides a frame of reference when interpreting events and that the frequency with which this frame of reference is used differs in each career stage. In depth interviews with 40 managers across three career stages supported these propositions.

ISSN:0894-3796    

DOI:10.1002/job.4030090406

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThe purpose of the present research was to investigate the political nature of leadership by examining the association of the task‐people leadership approach with strategies used by subordinates to influence their superiors. Forty‐eight faculty members (31 males and 17 females) from a school of higher education completed the T‐P Leadership Questionnaire and Profile of Organizational Influence Strategies. Reponses were analyzed using Pearson product‐moment correlations. The results indicated that as perceived task‐centered leadership increased, employees reported a significantly greater use of bargaining, assertiveness, higher authority, and coalition as strategies to influence their superiors. The relationships were observed only during second influence attempts. Further, it was observed that as the perceived level of people‐centered leadership behavior rose, subordinates reported a significantly decreased use of bargaining and higher authority as influence strategies during first influence attempts. The findings are discussed in terms of the reciprocal and political character of managerial‐ subordinate

ISSN:0894-3796    

DOI:10.1002/job.4030090407

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090408

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThis article responds to criticism by Dobbins, Lane and Steiner (1988) of the position taken by Gordon, Slade and Schmitt (1986) on the advisability of relying upon student subjects in applied behavioural research. It rejects the view ascribed to us by our critics that laboratory research should be abandoned. Further, a serious confounding of experimental design and subject population in Dobbinset al.'sdiscussion is explicated. Our initial position is reiterated: more scrupulous subject selection is a means of improving the external validity of applied research.

ISSN:0894-3796    

DOI:10.1002/job.4030090409

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090410

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090411

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY