摘要:

AbstractDespite the widespread use of incentive systems in manufacturing organizations, few studies have used a standard, quasi‐experimental research design to directly compare the effects of different plans on employee perceptions and work outcomes. In this study, multiple methods were used to assess changes at a company which ended an individually‐oriented piecework plan and subsequently began a high‐involvement gainsharing plan. This piecework‐to‐gainsharing transition involved (a) terminating individual incentives, (b) paying plant‐wide bonuses for performance improvements, and (c) developing a highly structured ‘idea’ system which allowed employees limited participation in work decisions. Survey responses obtained two months before the transition and again 15 months later revealed improvements in perceptions of teamwork and concern for performance. Interrupted time series analysis of over four years of objective data showed a significant decrease in grievances and a significant increase in product quality occurring at the time of the intervention. Concerning the latter, defective products per 1000 shipped decreased from 20.93 under piecework to 2.31 under gainsharing. The results are discussed within the framework of Deutsch's (1949a) theory of cooperation

ISSN:0894-3796    

DOI:10.1002/job.4030120302

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractThis study examined the stability of comparative referent choice and feelings of inequity, and the effects of changes in feelings of inequity on employee reactions. At two points in time, 24 months apart, employees' choices of comparative referents and feelings of inequity with regard to four job facets (compensation, security, job complexity, and supervisory behavior) were assessed. Results indicated that many employees used the same comparative referents at both times, especially for the compensation facet. For three of the facets (security, job complexity, and supervisory behavior), employees tended to either change from a disadvantaged status at T1 to an advantaged or equitable status at T2 or to maintain at T2 the advantaged/equitable status they experienced at T1. However, for the compensation facet a different picture emerged: employees who felt disadvantaged at T1 also felt disadvantaged at T2. Finally, employees who changed to or maintained an equitable or an advantaged status with regard to the job complexity and supervisory behavior facets generally reacted more positively (i.e. were more satisfied and productive and attended more frequently) than employees who changed to or maintained a disadvantaged status. Implications of these results for future research on equity theory were discussed.

ISSN:0894-3796    

DOI:10.1002/job.4030120303

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractIn response to the charge by House and Kahn (1985) that there is lack of specificity in conceptualization and measurement of the social support construct, this paper suggests the need to identify and specifically measure discretepropertiesof the previously identifieddimensions(type and source) of social support. Properties are defined as what it is about combinations of source and type that needs to be measured. Based on literature reviews it is suggested that the relevant properties are amount of support, adequacy of support and number of providers of support. Measures are developed for each property.Data from 186 nurses were used to assess main and moderating effects of social support properties, workload and dying patients on emotional exhaustion and physical symptoms. As predicted, support adequacy was related to perceptions of lower workload. As single predictors, amount and adequacy of support reduced physical symptoms and emotional exhaustion. With amount and adequacy controlled, number of providers increased emotional exhaustion. Amount buffered the relationship between death and emotional exhaustion. Moderate levels of adequacy and number buffered the relationship between workload and exhaustion. Both adequacy and amount of support assisted in coping with patient death. In addition, a number of ‘reverse’ buffering and coping relationships were found.It was concluded that examination of different properties of social support increases our understanding of the impact of social support, and that further research needs to examine the simultaneous effects of various combinations of property, type and source of social supp

ISSN:0894-3796    

DOI:10.1002/job.4030120304

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractThe study examined the relationships between four career concerns (Personal Success, Organizational Involvement, Skill Development and Autonomy) and two categories of political tactics in organizations (Hierarchical Tactics and Networking Tactics) in a sample of management school alumni. Career concerns were not related to the employment of hierarchical tactics but were strongly related to the use of networking tactics. ‘External’ career concerns of personal success and organizational involvement were more strongly related to political behavior than ‘internal’ career concerns of skill development and autonomy. Organization size was significantly related to the use of hierarchical tactics but not to the use of networking tactics. Type of organization structure (mechanistic versus organic) did not have a direct effect on political behavior but moderated the relationships between career concerns and political tactics. These relationships were stronger in organic than in mechanistic organi

ISSN:0894-3796    

DOI:10.1002/job.4030120305

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractThis exploratory study assesses the effectiveness of the Creative Problem Solving Program (Parnes, Noller and Biondi, 1977) for increasing the ideational fluency, flexibility and originality of trainees in a Master of Business Administration program. Pre‐ and post‐training performances of trainees (N= 32) on the Torrance Tests of Creative Thinking (verbal) are compared with a control group of MBA students (N= 44). Compared to the control group, trainees demonstrate significant gains in originality. While both groups show an improvement in fluency. Trainees with high preferences for achievement and dominance but low preference for deference are less likely than average to self‐select for creativity training. Performance in a creativity project is positively related to preference for autonomy and creative ability, and negatively related to preference for achievement. Implications of these findings for the effectiveness of creativity training and the attitudes and performance of high need achievers are discussed. Finally, we discuss issues in the generalization and transfer of training to non‐training

ISSN:0894-3796    

DOI:10.1002/job.4030120306

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractA short incident describing a political influence attempt was given to 152 management level and professional employees. Subjects were then asked to complete short attitude scales pertaining to the characteristics of the actor and the incident. The experimental factorial design included three factors (1) sex of subject, (2) sex of influencing party, (3) sex of target of influence. The results suggest that males are more tolerant of political behavior than women. Subjects view political manipulators of their own sex more favorably than manipulators of the opposite sex. Subjects of both sexes are more tolerant of political behavior when the victim of the behavior is a member of the opposite sex rather than of their own sex. The results may suggest a growing inclination on the part of both genders to identify with members of their own sex as a meaningful coalition and react to organizational events in view of the implications to members of their own gender. Possible implications for research and intervention are suggested.

ISSN:0894-3796    

DOI:10.1002/job.4030120307

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120308

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120301

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY