Research comparing males' and females' work attitudes has found inconsistent results. This study used a heterogeneous sample of 722 employees from 8 organizational groupings to investigate possible gender differences on 26 personological variables and 23 job reaction variables. Data analyses revealed relatively few significant differences, and…

After reviewing organizational culture studies done in industrial settings, this paper proposes a native-view paradigm from anthropology for exploring the multiple perspectives of participants in large organizations and describes a study--of Silicon Valley technical professionals' native views--that applies the methods of ethnoscience ethnography.…

This paper tests a central implication of the theory of equalizing differences, that workers sort into jobs with different attributes based on their preferences. We present evidence from four new time-use data sets for the United States and France suggesting that workers who are more gregarious, as revealed by their behavior when they are not…

Tests empirically a model of the relationships between social accounts, appraisal of actions (perceptions of fairness and attributions of responsibility) and two reactions to untoward actions (anger and approval). Suggests that the influence of social accounts on employees' anger and disapproval is mediated by perceived fairness and…

Tests a team-learning model in a multimethod field study. A study of 51 work teams in a manufacturing company showed that team psychological safety is associated with learning behavior, but team efficacy is not, when controlling for team psychological safety. Learning behavior mediates between safety and performance. (54 references) (MLH)

The mere word "bureaucracy" brings to mind images of endless lines, piles of paperwork, and frustrating battles over rules and red tape. But some bureaucracies are clearly more efficient and responsive than others. Why? In "Teaching, Tasks, and Trust", distinguished political scientists John Brehm and Scott Gates show that a good part of the…

The literature on competency-based human resource (HR) management provides a strong case for moving from a jobs-based to a competency-based approach to human resources. There is agreement in the literature (Dubois, Rothwell, Stern, & Kemp, 2004; Lucia & Lepsinger, 1999) on the benefits of using competencies throughout HR systems and impact…

Research on performance appraisals has often overlooked the importance of attitudinal and organizational variables. To test a model of the influence of organizational contextual variables on the perceived utility of performance appraisals, 239 Virginia mental health workers completed a questionnaire. The 21 items were designed to measure the four…

One instrument, the Job Descriptive Index (JDI), used for indexing job satisfaction is described in this paper. The techniques for analyzing and using the data collected by administering this instrument are also presented. The JDI measures job satisfaction in the areas of pay, promotion, supervision, work, and people on the job. This paper…

A worker-to-job congruence model of a classic motivation theory was tested using 401 registered nurses as the sample, with weights applied to intrinsic and extrinsic workplace factors reflecting the importance they held for individual respondents. When importance increases, intrinsic factors have a greater effect on job satisfaction. (CT)

The purpose of this exploratory qualitative study was to determine what successful managers do to create healthy work environments in a healthcare organization. Managers using exemplary behaviors were selected and interviewed based on employee satisfaction surveys, and focus groups were conducted with employees who worked for them. Effective…

In order to change organization structure and management style, the situation in which people operate must first be changed, which in turn affects behavior and attitudes. Specific ways in which to produce the desired attitudes through manipulation of the environment are described. (Author)

Through a study of American and Canadian managers, tested the utility of Lawler's model of the determinants of pay satisfaction and the value of adding to Lawler's model a category of variables for perceptions of pay-system administration. The study findings are then used to develop a modified model. For availability see EA 507 670. (Author/JG)

Describes a method employing conjoint analysis that generates utility/cost ratios for various elements of the compensation package. Its superiority to simple preference surveys is examined. Results of a study of the use of this method in fringe benefit planning in a large financial institution are reported. (Author/JAC)