41 results on '"EXECUTIVES' attitudes"'
Search Results
2. PUNISHMENT FROM THE MANAGER'S PERSPECTIVE: A GROUNDED INVESTIGATION AND INDUCTIVE MODEL.
- Author
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BUTTERFIELD, KENNETH D., TREVINO, LINDA KLEBE, and BALL, GAIL A.
- Subjects
MANAGEMENT ,PUNISHMENT ,EXECUTIVES ,LABOR discipline ,ORGANIZATIONAL behavior ,EMPLOYEE psychology ,JOB stress ,EXECUTIVES' attitudes ,TEAMS in the workplace ,ATTITUDES toward work ,INDUSTRIAL psychology - Abstract
We employed a qualitative interview technique to develop an inductive model of punishment from a managerial perspective. Findings suggest that managers feel pressure from a variety of sources-organizations, work groups, punished subordinates, and themselves. Managers are also aware that punishment is a highly charged cognitive and emotional event with broad and far-reaching effects that range well beyond punished subordinates and simply changing their attitudes and behaviors. [ABSTRACT FROM AUTHOR]
- Published
- 1996
- Full Text
- View/download PDF
3. STRUCTURE AND IMPORTANCE OF WORK GOALS AMONG MANAGERS IN THE PEOPLE'S REPUBLIC OF CHINA.
- Author
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Shenkar, Oded and Ronen, Simcha
- Subjects
GOAL setting in personnel management ,EXECUTIVES' attitudes ,WORK ethic ,ORGANIZATIONAL behavior ,CONFUCIAN ethics ,INDUSTRIAL psychology ,ORGANIZATIONAL sociology ,CORPORATE culture ,ORGANIZATIONAL effectiveness - Abstract
The article focuses on a study which explored goal-setting among corporate executives in China. Information is presented about the effects of cultural factors on Chinese work ethics and attitudes. A discussion is presented about the Confucian social ideology and its influence on modern business practices and work attitudes in China. The authors presented an assessment of organizational behavior and socio-economic condition of the country. Details are presented related to the methodology of the study.
- Published
- 1987
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- View/download PDF
4. A STUDY ON THE LEADERSHIP BELIEFS OF ISRAELI MANAGERS.
- Author
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Vardi, Yoav, Shirom, Arie, and Jacobson, Dan
- Subjects
MANAGEMENT ,LEADERSHIP ,EMPLOYEE participation in management ,MANAGEMENT styles ,DEMOCRACY ,MANAGEMENT science ,INDUSTRIAL psychology ,EXECUTIVE ability (Management) ,EXECUTIVES' attitudes - Abstract
The article presents a comparative study on the leadership beliefs of Israeli managers. Study examines factors that affect the shaping of managerial values and role behavior. Also discussed is the influence of organizational characteristics to leadership beliefs. The article considers the relationship of managers' attitudes towards others and their attitudes regarding certain management methods. The study presents a description of a style of management that has its roots in democracy. An earlier study found that managers favor delegating responsibilities, setting goals and sharing information with their employees.
- Published
- 1980
- Full Text
- View/download PDF
5. EXECUTIVE AND MBA STUDENT VIEW OR CORPORATE PROMOTION PRACTICES: A STRUCTURAL COMPARISON.
- Author
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Heisler, W. J. and Gemmill, Gary R.
- Subjects
BUSINESS students ,LABOR incentives ,INDUSTRIAL management ,MASTER of business administration degree ,CHIEF executive officers ,EXECUTIVES' attitudes ,EMPLOYEE promotions ,CAREER development ,PERSONNEL policies ,INDUSTRIAL psychology - Abstract
The article focuses on a study that compares the views of executives and students participating in masters of business administration programs on corporate promotion practices. The purpose of this study is to pinpoint the perceptions of chief executive officers in large organizations pertaining to the types of behavior that lead to and important in attaining promotions. The study examines the same perceptions held by masters of business administration students. According to the results of the study, with experience, managers tend to focus more on employee ability than on any other factors.
- Published
- 1978
- Full Text
- View/download PDF
6. EFFECTS OF DECISION PERMANENCE ON MANAGERIAL WILLINGNESS TO USE PARTICIPATION.
- Author
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Rosen, Benson and Jerdee, Thomas H.
- Subjects
EMPLOYEE participation in management ,DECISION making ,JOB descriptions ,GROUP decision making ,INDUSTRIAL psychology ,MANAGEMENT science ,MANAGEMENT ,EXECUTIVES' attitudes ,DECISION theory ,INDUSTRIAL relations ,DECENTRALIZATION in management - Abstract
The article focuses on a study in which the effects of participative management on employee performance and satisfaction is addressed. The study attempts to develop a decision model for participative managerial approaches in regards to decision making. Also noted are a number of risks associated with the participative approaches employed in personnel management. According to the results of the study, managers are more willing to implement the participative approach in a situation where the subordinate decision will be implemented on a trial basis.
- Published
- 1978
- Full Text
- View/download PDF
7. Research Notes. PREDICTING LEADER BEHAVIOR FROM A MEASURE OF BEHAVIORAL INTENT.
- Author
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Jago, Arthur G. and Vroom, Victor H.
- Subjects
LEADERSHIP ,EXECUTIVES' attitudes ,INDUSTRIAL psychology ,DECISION making ,MANAGEMENT styles ,MANAGEMENT ,MANAGEMENT science ,GROUP decision making ,EMPLOYEE participation in management ,DECISION theory - Abstract
The article focuses on a study that investigates the problems of direct and objective observation of leader behavior in field settings. The study is designed to examine the importance of subordinate acceptance of effective decision implementation. Also discussed are the relative degrees to which subordinates share relevant organizational goals. The results of this study suggest a meaningful and systematic variance with displayed differences in problem set responses in regards to the reported degree of participation in decision making situations.
- Published
- 1978
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8. Shareholders as a Strategic Asset.
- Author
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Useem, Michael
- Subjects
INVESTOR relations (Corporations) ,BUSINESS planning ,INSTITUTIONAL investors ,STOCKHOLDERS ,ORGANIZATIONAL behavior ,MANAGEMENT controls ,INDUSTRIAL psychology ,GOAL (Psychology) ,EXECUTIVES' attitudes ,STRATEGIC planning - Abstract
With the increasing concentration of stock holdings among a relatively small number of institutional investors, company managers are now viewing their major investors as a strategic asset. Company executives are actively managing relations with their major investor through: courting shareholder support in proxy battles and struggles for company control; bringing the voice of investors into the firm; building enduring, personalized relations with stock analysts and money managers; providing accurate and timely information to major holders; acquiring intelligence on the market, competitors, and stockholders through information trading with analysts; and exercising flexible leadership as shareholder concerns and pressures take fresh directions. Many company executives have learned that working with their major holders--rather than without them or despite them--is required for effective oversight of the firm. [ABSTRACT FROM AUTHOR]
- Published
- 1996
- Full Text
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9. Personality, Culture, and Organization.
- Author
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De Vries, Manfred F. R. Kets and Miller, Danny
- Subjects
PSYCHOLOGY of executives ,RATING of executives ,EXECUTIVES' attitudes ,ORGANIZATION management ,ORGANIZATIONAL sociology ,INDUSTRIAL psychology ,NEUROSES ,DECENTRALIZATION in management ,ORGANIZATIONAL socialization ,PERSONALITY - Abstract
In a previous paper, the links between executive personality and the strategic and organizational orientations of troubled firms were examined. In the present paper, original typologies of neurotic styles and corporate pathology are used, but the two are related using the concept of organizational culture which provides a useful vehicle for linking personality with strategy. In the previous paper it was argued that the personality of the top executive could influence strategy only in centralized firms; now, it is believed that through culture this can happen even in decentralized organizations. Several sets of hypotheses are generated to formalize this position. [ABSTRACT FROM AUTHOR]
- Published
- 1986
- Full Text
- View/download PDF
10. Beware the Busy Manager.
- Author
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Bruch, Heike and Ghoshal, Sumantra
- Subjects
EXECUTIVES' attitudes ,LEADERSHIP ,TIME management ,PSYCHOLOGICAL burnout ,INDUSTRIAL efficiency ,ORGANIZATIONAL effectiveness ,INDUSTRIAL psychology ,PSYCHOLOGY of executives ,MANAGEMENT ,HUMAN capital ,PROCRASTINATION - Abstract
Managers will tell you that the resource they lack most is time. If you watch them, you'll see them rushing from meeting to meeting, checking their e-mail constantly, fighting fires--an astonishing amount of fast-moving activity that allows almost no time for reflection. Managers think they are attending to important matters, but they're really just spinning their wheels. For the past ten years, the authors have studied the behavior of busy managers, and their findings should frighten you: Fully 90% of managers squander their time in all sorts of ineffective activities. A mere 10% of managers spend their time in a committed, purposeful, and reflective manner. Effective action relies on a combination of two traits: focus--the ability to zero in on a goal and see the task through to completion--and energy--the vigor that comes from intense personal commitment. Focus without energy devolves into listless execution or leads to burnout. Energy without focus dissipates into aimless busyness or wasteful failures. Plotting these two traits into a matrix provides a useful framework for understanding productivity levels of different managers. Managers who suffer from low levels of both energy and focus are the procrastinators: They dutifully perform routine tasks but fail to take initiative. Disengaged managers have high focus but low energy: They have reservations about the jobs they are asked to do, so they approach them halfheartedly. Distracted managers have high energy but low focus: They confuse frenetic activity with constructive action. Purposeful managers are both highly energetic and highly focused: These are the managers who accomplish the most. INSET: A Convert's Story. [ABSTRACT FROM PUBLISHER]
- Published
- 2002
11. Matrix Management: Not a Structure, a Frame of Mind.
- Author
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Bartlett, Christopher A. and Ghoshal, Sumantra
- Subjects
STRATEGIC planning ,INDUSTRIAL management ,PERSONNEL management ,ORGANIZATIONAL structure ,ORGANIZATIONAL effectiveness ,INDUSTRIAL psychology ,CORPORATE culture ,MANAGEMENT styles ,EXECUTIVES' attitudes ,BUSINESS models - Abstract
In many of the world's leading corporations, strategic thinking has outdistanced organizational capability. As business challenges have grown more complex over the past 20 years, most companies have avoided the trap of one-dimensional strategic responses--stick to your knitting, stick to the big markets. But many of them have fallen into a second, structural trap and adopted elaborate organizational matrices that actually impair their ability to implement sophisticated strategies. Keeping a company light on its feet strategically while still coordinating its activities across divisions, functions, even continents, means eliminating parochialism, improving communications, and weaving the decisions-making process into the company's social fabric. Altering formal structure from the top down in a poor way to achieve these goals. It is easier to work from the bottom up, focusing on the attitudes and behavior of individual managers. The companies that have made best use of this focus--among them NEC, Philips, and Unilever--employ three techniques to capture the capabilities and commitment of each manager: 1) They communicate a clear, consistent corporate vision. 2) They use training and career-path management to broaden individual perspectives and increase identification with corporate goals. 3) They co-opt individual energies and ambitions into the broader corporate-wide agenda. The goal is to build a matrix of corporate values and priorities in the minds of managers and let them make the judgments and negotiate the deals that make strategy pay off. [ABSTRACT FROM AUTHOR]
- Published
- 1990
12. Advice for young managers.
- Author
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Furnham, Adrian
- Subjects
ESSAYS ,EXECUTIVES' attitudes ,YOUNG workers ,EMPLOYEE competitive behavior ,SUCCESS ,WORK ethic ,INDUSTRIAL psychology - Abstract
An essay is presented on the seven steps to be adopted by young managers to achieve success in the workplace. It suggests exploring talents and developing them. It advices managers to be cooperative and supportive and also have a positive attitude. It is stated that the secret of success for the young executive is to remain connected throughout the organization.
- Published
- 2008
13. Managerial cognition as bases of innovation in organization.
- Author
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Manral, Lalit
- Subjects
COGNITION ,EXECUTIVES' attitudes ,INNOVATION adoption ,BUSINESS models ,ENTREPRENEURSHIP ,INDUSTRIAL psychology - Abstract
The article discusses a study on the effectiveness of managerial cognition in innovation in organizations. The researchers aimed to propose a comprehensive model of innovation to improve the Kanter's model of innovation. The focus of the study were organizations depending on structural factors. The cognitive attitudes of managers were used in the proposed model of innovation. The model considers several dimensions of managerial mindset, including entrepreneurship, cognitive complexity, and cosmopolitan.
- Published
- 2011
- Full Text
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14. Path-Goal Theory of Leadership: A Meta-Analysis.
- Author
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Indvik, Julie
- Subjects
META-analysis ,EXECUTIVE ability (Management) ,PATH analysis (Statistics) ,MANAGEMENT ,GOAL (Psychology) ,LEADERSHIP ,EXECUTIVES' attitudes ,RESPONDENTS ,INDUSTRIAL psychology ,MANAGEMENT styles ,EMPLOYEE motivation ,GOAL setting in personnel management - Abstract
A meta-analysis of path-goal research was undertaken in order to assess the direction and strength of the "mixed results" obtained in past research. The meta-analysis, based on 48 studies with 11,862 respondents, demonstrated that the mixed results of individual studies, when cumulated, were transformed into support for continued testing of path-goal theory. [ABSTRACT FROM AUTHOR]
- Published
- 1986
- Full Text
- View/download PDF
15. The Organization as a Reflection of Its Top Managers.
- Author
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Hambrick, Donald C. and Mason, Phyllis A.
- Subjects
ORGANIZATIONAL behavior ,PSYCHOLOGY of executives ,STRATEGIC planning ,EXECUTIVES' attitudes ,CORPORATE governance ,INDUSTRIAL management ,ORGANIZATIONAL structure ,DECISION making ,INDUSTRIAL psychology ,MANAGEMENT - Abstract
Theorists in various fields have discussed characteristics of top managers. This paper attempts to synthesize these previously fragmented literatures into a more general "upper-echelons theory." The theory states that organizational outcomes--strategies and performance levels--are partially predicted by managerial background characteristics. Propositions and methodological suggestions are included. [ABSTRACT FROM AUTHOR]
- Published
- 1982
- Full Text
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16. A Comparative Study of Managerial Support, Trust, Openness & Decision-making and Job Enrichment.
- Author
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Nath, Raghu and Narayanan, V. K.
- Subjects
ORGANIZATIONAL communication ,EXECUTIVES' attitudes ,EMPLOYEE attitudes ,INDUSTRIAL sociology ,ORGANIZATIONAL behavior research ,WORK environment ,INTERNATIONAL business enterprises ,INDUSTRIAL psychology ,CORPORATE culture ,SENSORY perception ,ORGANIZATIONAL structure ,COMMUNICATION in management - Abstract
This study explores the differences in organizational climate perceptions by managers and employers of two divisions of a large multinational corporation, located in the U.S. and Europe respectively. The results indicate that the managers in Europe perceived the climate less favorably than those in the U.S. whereas the employees in Europe perceived the climate more favorably than their counterparts. [ABSTRACT FROM AUTHOR]
- Published
- 1980
- Full Text
- View/download PDF
17. Some Properties and Correlates of the Social Attitudes Questionnaire.
- Author
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Aldag, Ramon J. and Jackson Jr., Donald W.
- Subjects
EXECUTIVES' attitudes ,QUESTIONNAIRES ,PSYCHOMETRICS ,SOCIAL attitudes ,BUSINESS size ,INDUSTRIAL sociology ,INDUSTRIAL psychology ,INDUSTRIES & society ,ORGANIZATIONAL sociology ,PSYCHOLOGY of executives ,SOCIAL science methodology - Abstract
The Aldag and Jackson (in press) Social Attitudes Questionnaire and other instruments were administered to a sample of 245 executives from a large number of industries. SAQ subscales were shown to have adequate psychometric properties and to be related to a number of respondent social psychological characteristics and firm size indices. [ABSTRACT FROM AUTHOR]
- Published
- 1977
- Full Text
- View/download PDF
18. “Potential” in the Eye of the Beholder: The Role of Managers Who Spot Rising Stars.
- Author
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HESLIN, PETER A.
- Subjects
EXECUTIVES' attitudes ,EMPLOYEES ,HUMAN behavior ,INDUSTRIAL psychology ,APPLIED psychology - Abstract
The article focuses on the role played by managers' mindsets in enabling employee potential to emerge and be identified. It explores the ways in which consideration of the mindsets may enrich theorizing, research and practice aimed at enabling potential. It is said that managers' mindsets hold about the plasticity of the personal attributes that guide human behavior.
- Published
- 2009
- Full Text
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19. Right-Wing Authoritarianism and Managerial Assessment of a Schizophrenic Candidate.
- Author
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Fodor, Eugene M.
- Subjects
- *
EXECUTIVES' attitudes , *SCHIZOTYPAL personality disorder , *SOCIAL sciences , *JOB performance , *POLITICAL science , *PERSONALITY disorders , *BEHAVIORAL assessment , *INDUSTRIAL psychology , *AUTHORITARIAN personality - Abstract
An experiment examined the relationship between authoritarianism and managerial assessment of a person designated as a medically controlled schizophrenic. Participants rated a male applicant on both a candidate appraisal form and an affective attitudes scale. Half the participants saw background information and a videotaped interview describing the applicant as having left work for 6 months to receive psychiatric treatment for schizophrenia. He now was taking medication and doing well. Half the participants received background and interview information indicating that the candidate was out of work for 6 months due to a business slowdown. Participants high in authoritarianism who viewed the candidate as schizophrenic gave lower candidate appraisal ratings ( p<.01) and expressed more negative affective attitudes ( p<.01) than did other participants. [ABSTRACT FROM AUTHOR]
- Published
- 2006
- Full Text
- View/download PDF
20. External Solutions and Internal Problems: The Effects of Employment Externalization on Internal Workers' Attitudes.
- Author
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George, Elizabeth
- Subjects
CONTRACTING out ,INDUSTRIAL psychology ,INDUSTRIAL relations ,TRUST ,EXECUTIVES' attitudes ,EMPLOYEE motivation ,JOB security ,PSYCHOLOGICAL contracts (Employment) ,ORGANIZATIONAL commitment ,CONTRACT employment - Abstract
This study examines whether employment externalization, or the use of temporary and contract workers in organizations, is associated with weak psychological bonds between the internal workforce and organization. Specifically, the extent and length of such externalization would negatively relate to internal workers' trust in, commitment toward, and psychological contract with organizations. The premise for this argument is that internal workers may view externalization as an indicator of the organization's low-level commitment to them. Internal workers would reciprocate by decreasing their attachment to the organization. Externalization might also be seen as violating the psychological contract between employees and employers, since externalization is associated with slowed upward mobility and poor work support for internal workers. However, organizational actions that indicate commitment toward employees would mitigate such negative effects. I posit that externalization would be viewed less negatively both by workers who believe they have secure jobs, and by those who supervise and train others. These hypotheses were tested with data collected from 256 internal workers in three organizations. Results indicate that both the extent and length of externalization are negatively related to internal workers' attitudes, especially for those of internal workers with fewer supervisory responsibilities. However, contrary to the hypotheses, the relationship is also more negative for internal workers with high job security. [ABSTRACT FROM AUTHOR]
- Published
- 2003
- Full Text
- View/download PDF
21. Interruptive Events and Team Knowledge Acquisition.
- Author
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Zellmer-Bruhn, Mary E.
- Subjects
ORGANIZATIONAL change ,TEAMS in the workplace ,KNOWLEDGE management ,INTERRUPTION (Psychology) ,EXECUTIVES ,EXECUTIVES' attitudes ,MANAGEMENT ,ORGANIZATIONAL behavior ,INDUSTRIAL psychology - Abstract
Interruptions have commonly been viewed as negative and as something for managers to control or limit. In this paper, I explore the relationship between interruptions and acquisition of routines--a form of knowledge--by teams. Recent research suggests that interruptions may play an important role in changing organizational routines, and as such may influence knowledge transfer activities. Results suggest that interruptions influence knowledge transfer effort, and both knowledge transfer effort and interruptions are positively related to the acquisition of new work routines. I conclude with implications for research and practice. [ABSTRACT FROM AUTHOR]
- Published
- 2003
- Full Text
- View/download PDF
22. Contextual Confidence and Active Trust Development in the Chinese Business Environment.
- Author
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Child, John and Möllering, Guido
- Subjects
TRUST ,CHINESE corporations ,STRATEGIC planning ,ORGANIZATIONAL effectiveness ,COMMERCE ,EXECUTIVES' attitudes ,CRITICAL success factor ,INDUSTRIAL psychology ,RELIABILITY (Personality trait) ,BUSINESS success ,MANAGEMENT - Abstract
This paper contributes to the conceptual and empirical understanding of organizational trust. It confirms the importance of 'contextual confidence' in institutions for building trust. Moreover, it extends models of trust production to include the effects of purposive action by the truster over and above the contextual prediction of trust emphasized in previous research. Accordingly, 'active trust development' is conceptualized as a strategy to strengthen the basis for trust. Empirical evidence is drawn from a survey of 615 Hong Kong firms that manage operations in mainland China. Confidence in China's institutional context was found to have a strong positive association with trust in the local staff working within that context. Active trust development was validated as a means of enhancing trust, though its effect on trust was not as strong as that of perceived institutional effectiveness. Active trust development initiatives are particularly valuable in an environment such as contemporary China, where the institutional foundations for trust remain underdeveloped. The positive correlation of trust with organizational performance provides an incentive for managers to explore these initiatives. At the same time, government and other bodies in China and elsewhere, which are in a position to create and promote effective institutions, are encouraged to intensify their efforts in that direction. [ABSTRACT FROM AUTHOR]
- Published
- 2003
- Full Text
- View/download PDF
23. RELATION OF SEX TO PERCEIVED LEGITIMACY OF ORGANIZATIONAL INFLUENCE.
- Author
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Bedeian, Arthur G., Armenakis, Achilles A., and Kemp, B. Wayne
- Subjects
- *
SEXUAL psychology , *EXECUTIVES' attitudes , *ORGANIZATION , *INDUSTRIAL psychology - Abstract
SUMMARY Based on the hypothesis that many female managers experience job difficulties as a result of their failure to accept male-determined organizational behavior patterns, this study investigated the question, "Does sex, as an independent variable, contribute to differences in male-female perceptions of the legitimacy of various organizational influences?" Data collected from 108 male managers and 145 female managers with use of the Schein-Ott Legitimacy o] Organizational Influence Questionnaire were analyzed by means of Fisher's exact probability test and the coefficient of association asymmetric lambda. The findings indicated that factors other than sex play a major role in determining employee response patterns to the legitimacy of various organizational influences. This conclusion serves to throw doubt on numerous studies purporting to provide evidence that differences exist between male and female organizational behavior patterns. [ABSTRACT FROM AUTHOR]
- Published
- 1976
- Full Text
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24. The Effects of Structural and Organizational Factors on Socio-psychological Orientation in Joint Ventures.
- Author
-
Zhong-Ming Wang and Satow, Takao
- Subjects
JOINT ventures ,EXECUTIVES' attitudes ,MIDDLE managers ,INDUSTRIAL psychology ,ATTITUDE (Psychology) ,MANAGEMENT - Abstract
Social and psychological factors such as self-responsibility and collectivist value orientation are crucial to understanding the dynamics of joint venture management. Tests the hypothesis that structural factors influence the socio-psychological orientation of managers in terms of self-responsibility and collectivist values which, in turn, affects the performance of companies. Discusses the findings from interviews and questionnaires with 151 top and middle managers from 72 companies. Found that top managers have a higher internally determined self-responsibility and a stronger group adaptation value orientation than middle managers. These factors are crucial indicators of managerial performance in joint ventures. Therefore the results support the hypothesis. [ABSTRACT FROM AUTHOR]
- Published
- 1994
- Full Text
- View/download PDF
25. Ethical Beliefs and Management Behaviour: A Cross-Cultural Comparison.
- Author
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Jackson, Terence and Artola, Marian Calafell
- Subjects
INDUSTRIAL psychology ,EXECUTIVES' attitudes ,INDUSTRIAL management ethics ,BUSINESS ethics ,INTERNATIONAL business enterprise management ,CROSS-cultural differences ,VALUES (Ethics) ,ORGANIZATIONAL ethics - Abstract
A cross-cultural empirical study is reported in this article which looks at ethical beliefs and behaviours among French and German managers, and compares this with previous studies of U.S. and Israeli managers using a similar questionnaire. Comparisons are made between what managers say they believe, and what they do, between managers and their peers' attitudes and behaviours, and between perceived top management attitudes and the existence of company policy. In the latter, significant differences are found by national ownership of the company rather than the country in which it is situated. Significant differences are found, for both individual managers by nationality, and for companies by nationality of parents, in the area of 'organizational loyalty'. The attitude towards accepting gifts and favours in exchange for preferential treatment, as a measure of 'societal values', is also found to show significant differences between national groups. However, no significant differences are found for measures for 'group loyalty', 'conflict between organizational and group loyalty' and for 'conflicts between self and group/organization'. The findings have implications for cross-border management decision strategies regarding such issues as receiving and giving of gifts, and the management of relations between local employees and international organizations which may be affected by differences in attitude to corporate loyalty. [ABSTRACT FROM AUTHOR]
- Published
- 1997
- Full Text
- View/download PDF
26. Humanitarian Versus Organizational Morality -- A Survey of Attitudes Concerning Business Ethics Among Managing Directors.
- Author
-
Nylén, Ulrica
- Subjects
BUSINESS ethics ,ORGANIZATIONAL behavior ,HUMANITARIANISM ,BUSINESS enterprises ,ORGANIZATIONAL sociology ,CORPORATE culture ,INDUSTRIAL psychology ,MANAGEMENT ethics ,EXECUTIVES' attitudes - Abstract
This paper presents the results of an empirical study of attitudes towards ethical questions in business life among managing directors. They study covers more than 240 Swedish firms of all sizes, from different lines of business, and it is based on a solid theoretical framework. It should be seen as a part of the author's effort to develop a model explaining ethical organizational behaviour. Among the most important conclusions of the study is the concept of "corporate moral view". It seems possible to distinguish between "the humanitarian morality" versus "the organizational morality", depending on who's interests the decision maker prefers to take in a moral dilemma. [ABSTRACT FROM AUTHOR]
- Published
- 1995
- Full Text
- View/download PDF
27. THE EFFECTS OF HAVING BEEN SUPERVISED BY A WOMAN ON PERCEPTIONS OF FEMALE MANAGERIAL COMPETENCE.
- Author
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Ezell, Hazel F., Odewahn, Charles A., and Sherman, J. Daniel
- Subjects
WOMEN executives ,EXECUTIVES ,WOMEN ,SERVICE industries ,CORPORATE culture ,INDUSTRIAL psychology ,EXECUTIVES' attitudes ,SEX differences (Biology) - Abstract
Responses of male and female managers in state public human service organizations are analyzed to determine if perceptual differences exist concerning the competence of women as managers in these organizations depending on whether an individual has or has not been supervised by a woman. Significant differences were found in only one area: the motivation of women to manage. [ABSTRACT FROM AUTHOR]
- Published
- 1981
- Full Text
- View/download PDF
28. MANAGERIAL BEHAVIORS AND JOB PERFORMANCE: A SUCCESSFUL MANAGER IN LOS ANGELES MAY NOT SUCCEED IN HONG KONG.
- Author
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Black, J. Stewart and Porter, Lyman W.
- Subjects
MANAGEMENT ,EXECUTIVES' attitudes ,INDUSTRIAL management ,ORGANIZATIONAL behavior ,INDUSTRIAL psychology ,CORPORATE culture ,ORGANIZATIONAL sociology ,NONCITIZENS - Abstract
Few studies have attempted to examine how American managers actually manage while on assignment in foreign countries or the effectiveness of these managerial behaviors. This study compared the self-reported managerial behaviors of American expatriate managers in Hong Kong to a sample of American managers in the U.S. and Hong Kong Chinese managers in Hong Kong. The results from the study indicated that American expatriate managers in Hong Kong exhibit very similar managerial behaviors to the sample of managers in the U.S. However, while these managerial behaviors were positively related to job performance for the managers in the U.S., they were not related to job performance for the expatriates in Hong Kong, nor were these managerial behaviors related to job performance for Hong Kong Chinese managers in Hong Kong. [ABSTRACT FROM AUTHOR]
- Published
- 1991
- Full Text
- View/download PDF
29. APPRECIATING THE MANAGER'S POINT OF VIEW: A CASE ANALYSIS TECHNIQUE.
- Author
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Fondas, Nanette
- Subjects
BUSINESS education ,ORGANIZATIONAL behavior ,INDUSTRIAL psychology ,CORPORATE culture ,ORGANIZATIONAL socialization ,ORGANIZATIONAL sociology ,EXECUTIVES' attitudes ,OCCUPATIONAL training ,MANAGEMENT - Abstract
The article describes a technique used to help students glean the multidimensionality in an organizational situation and, thus, better appreciate the manager's point of view. The technique is elaborated through the use of a case study, the Brady Training Program, which appears in the textbook, "Effective Behavior in Organizations." The case addresses the distinction between formal and informal practices and behavior. It is typical of cases used to understand group and organizational dynamics, processes, and cultures.
- Published
- 1994
- Full Text
- View/download PDF
30. ENACTMENT IN MANAGERIAL JOBS: A ROLE ANALYSIS.
- Author
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Fondas, Nanette and Stewart, Rosemary
- Subjects
EXECUTIVES' attitudes ,ROLE theory ,ROLE expectation ,MANAGEMENT & society ,ORGANIZATIONAL behavior ,MANAGEMENT science ,THEORY ,SOCIAL influence ,POWER (Social sciences) ,SOCIAL exchange ,INDUSTRIAL psychology - Abstract
Research into managerial jobs and behaviour has been appropriately criticized for being acontextual and atheoretical. Hales (1986) suggested that role theory could provide one suitable theoretical framework. This article assesses the merit of that suggestion and then develops it by proposing a theoretical model of the antecedents of a manager's impact on the expectations held by others that partially define the job. The analysis integrates research from the fields of managerial behaviour, leadership dyads, symbolic interactionism, and idiosyncratic jobs to produce a more comprehensive model of the determinants of 'expectation enactment' in managerial jobs. It brings an enactment or 'emergence' perspective to the field of managerial jobs and behaviour that is consistent with recent developments in other parts of the organizations and management studies literature. Implications for future research are discussed. [ABSTRACT FROM AUTHOR]
- Published
- 1994
- Full Text
- View/download PDF
31. ATTITUDES OF FRENCH MANAGERS REGARDING THE ADMINISTRATION OF THEIR FIRMS.
- Author
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Crozier, Michel
- Subjects
EXECUTIVES' attitudes ,ANXIETY ,BUSINESS enterprises ,EXECUTIVES ,INDUSTRIAL psychology - Abstract
This article presents information on the attitudes of French managers regarding the administration of their firms. The malaise felt by managers has become an important feature of collective sensibility during the past two to three years, at least as it is articulated and disseminated by the mass media. The article investigates what real problems are hidden behind the fashionable clichés and hasty generalizations so readily employed and whether there is a real feeling of malaise. The author refers to the article "Etude Psychologique sur les Attitudes des Cadres Franç ais" published in 1971. This study reveals the existence of a considerable sense of anxiety among French managers and interprets it existentially by pointing to the crisis of civilization this anxiety reflects. The sense of malaise is real and is very widespread. But the perspective taken minimizes an interpretation in terms of a crisis of civilization and to place greater emphasis on the internal problems of companies.
- Published
- 1978
- Full Text
- View/download PDF
32. Strong link between/ life balance and ethical behavior/Management behavior meets expectations half of the time/five major HR challenges for organizations in Europe/Few leadership development opportunities for women.
- Subjects
PERSONNEL management ,INDUSTRIAL management ,MANAGEMENT ,WORK-life balance ,WORK ethic ,EXECUTIVES' attitudes ,ETHICS ,INDUSTRIAL psychology ,QUALITY of work life - Abstract
The article cites key findings from the 2007 Deloitte & Touche USA Ethics and Workplace Survey on various issues relevant to human resources management. Research findings indicate a strong relationship between the work/life balance and positive ethical behavior at work, as well as the key role played by factors such as the behavior of direct supervisors and managers and the positive reinforcement for ethical behavior on the promotion of ethical behavior in the workplace. Also cited are the issues' implications for human resources management.
- Published
- 2007
33. attitude: a major managerial challenge.
- Author
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Weiss, W. H.
- Subjects
RATING of executives ,EXECUTIVES' attitudes ,IRONY ,PERSONNEL management ,DIFFERENCES ,INDUSTRIAL psychology ,SUPERIOR-subordinate relationship - Abstract
The article discusses how managers can adopt a good attitude. It is inferred that sarcasm should be avoided since it promotes hostility, leading to divergence in opinion. It also explains the need for employees to be allowed to have options at work, such as how and when to perform their jobs, or whom to interact with. It also cites that humiliating employees by rudely expressing amusement at their actions or opinions is considered highly offensive.
- Published
- 2010
34. MANAGERIAL RUDENESS.
- Author
-
Folds, Chauntelle
- Subjects
- *
WORK environment , *EMPLOYEE morale , *EXECUTIVES' attitudes , *INDUSTRIAL psychology , *PERSONNEL management - Abstract
The article focuses on the impact of rude managers on the morale of their staff. A boorish manager is unresponsive, publicly humiliates subordinates and arrogant or manipulative and may lack self-control, compassion and appreciation. One study found that managerial and supervisory incivility results to employees feeling afraid, distressed and hostile. Management professor Ella L. J. Edmondson Bell warns that negative attitudes can be contagious and may eventually affect the entire company.
- Published
- 2007
35. The psychologist's view Focus on positives and lead by example.
- Author
-
Whittle, Sally
- Subjects
TRUST ,ORGANIZATIONAL behavior ,INDUSTRIAL psychology ,EXECUTIVES' attitudes - Abstract
The article presents views of Robert Myatt, a business psychologist and director of Kaisen Consulting, about building trust between the management and the staff in an organization. He says that it is more important to think about things that could destroy trust than to think about building trust. Many executives make the mistake of telling employees to do things they themselves do not do. Myatt adds that consistency also applies to how you treat people.
- Published
- 2006
36. Workplace Deal Breakers.
- Subjects
- *
EXECUTIVES' attitudes , *INDUSTRIAL relations , *WORK environment , *QUALITY of work life , *ORGANIZATIONAL behavior , *INDUSTRIAL psychology , *BUSINESS etiquette - Abstract
The article reports on the Badbossology.com survey about the impeding manners of executives in the U.S. The survey, which was supported by Development Dimensions International Inc., documented the most habitual manner chiefs uses to infract trust with their employees and has proved that bosses' subjective conclusions without checking first facts is the top ground. In fact, out of 700 respondents, thirty percent signified that it was the most inexcusable conduct a boss could act to discontinue their trust. Other answers include failing their assurance, displaying discrimination and many others.
- Published
- 2006
37. Deadly Dynamics.
- Author
-
Corney, Andrea
- Subjects
CONFLICT management ,CRISIS management ,INDUSTRIAL management ,EXECUTIVES' attitudes ,INDUSTRIAL relations ,INDUSTRIAL psychology - Abstract
Focuses on cases on the dynamics of conflict resolution in industrial setting. Characteristics of a micromanaging boss and an aggressive executive; Changes in the dynamics of corporate behavior of executives.
- Published
- 2005
38. THE POWER TRIP.
- Author
-
Lehrer, Jonah
- Subjects
- *
EXECUTIVES' attitudes , *LEADERSHIP , *EXECUTIVES , *ORGANIZATIONAL behavior , *INDUSTRIAL psychology - Abstract
The article discusses research findings on qualities that contribute to a person's success in organizations, and those that can lead to a powerful individual's downfall. In general people tend to follow and grant authority to persons they like. People who achieve positions of authority, though, seem to become more confident of their own views and less willing to listen to others.
- Published
- 2010
39. SILENT COMMUNICATION.
- Author
-
Wysocky, Ken
- Subjects
BODY language ,NONVERBAL communication ,BEHAVIOR ,EXECUTIVES' attitudes ,EMPLOYEE psychology ,COMMUNICATION in management ,INDUSTRIAL psychology ,PSYCHOLOGY - Abstract
The article focuses on the importance of understanding body language and other nonverbal communication among managers and employees. It says that those clues must be observed and understand by both since it can weaken the team and can discredit the leaders. Carol Kinsey Goman of Kinsey Consulting Services implies that awareness of the body language offers advantages necessary for success. Moreover, it says that the recognition of nonverbal cues also corresponds with the technological changes.
- Published
- 2009
40. Weeping at Work? Dry Those Tears.
- Author
-
Dahle, Cheryl
- Subjects
- *
CRYING , *EMPLOYEE attitudes , *INDUSTRIAL psychology , *EXECUTIVES' attitudes , *EMOTIONS - Abstract
Replies to questions about employees who cry when faced with workplace issues. Executives' attitudes toward employees who cry at work; Ways of avoiding crying during a confrontation with one's boss; Measures to solve the crying problem.
- Published
- 2005
41. Managerial Gut Instinct: Fact or Fiction? It Takes Years To Develop An Instinct In Business, But It Does Happen And Can Serve You Well.
- Author
-
Schumacher, Steve
- Subjects
- *
INDUSTRIAL psychology , *EXECUTIVES' attitudes , *EMPLOYMENT interviewing , *LABOR discipline , *ATTITUDE (Psychology) , *PSYCHOLOGY - Abstract
The article discusses how managers can use their gut instinct in business. According to the author, a senior director taught him that a good manager is one that puts his gut instinct into play before making decisions. The author explains how gut instinct can be applied in interviewing job applicants, meetings, disciplining employees, giving positive feedback and selecting vendors or contractors.
- Published
- 2013
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