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Past research has suggested that individuals in dirty work occupations can manage their self-views so as to derive positive self-definitions that allow them to perform their tasks with less of the burden of stigma. Results from our three studies show that this may not necessarily be the case when they try to manage how occupational outsiders view them. Findings from our studies show that in terms of this external perspective, rather than thwarting the occupational stigma, active stigma management by the stigma bearer can unintentionally reinforce the stigma. Drawing on the expectancy-confirmation framework from the stereotyping literature, we explain the cognitive mechanism that underlies this inadvertent stigma reinforcement in the stigma perceiver, and investigate the job performance implications for the stigma bearer. We test our hypotheses across two field studies and one experimental study, involving cross-industry and cross-sectional data, as well as one longitudinal data set including 128,549 employee–customer transactions. Our results contribute to research on dirty work by revealing that stigma management can be a double-edged sword with unintended negative consequences for the stigmatized worker. [ABSTRACT FROM AUTHOR]

The research aims to examine the institutional and political processes in Honduran society from the 1950s to the 1980s, that are related to the beginning of the professionalization of the historian's profession and the organization of the History Department at the National Autonomous University of Honduras (unah) in 1976. It details some institutional aspects of the University and relates them to a broader social context. The aim is to provide a social view of an institutional phenomenon such as the organization of the History Department. We consulted journalistic sources, internal documents of the University (memories, projects, minutes) and recorded some testimonies of actors who participated in the organization and first years of operation. In the end, it is notable that the professors and officials who gave rise to the career had a clear intention to make history a contribution of critical knowledge that would question the official discourses on the nation, something considered vital for the creation of a popular national conscience. This knowledge, however, would also be based on academic ideas that predominated at that time on the structural study of social phenomena. The originality resided in the fact that this was joined to a particular idea of scientific work as collective labor, field work and social projection that transcended the university classrooms. [ABSTRACT FROM AUTHOR]

Statistics are an essential tool for governance in contemporary public administration. The advent of this discipline in Ecuador hinged on the role played by a field of experts that appeared and achieved legitimacy in the period running between 1927 and 2020. The present text asks about the role of internal and external factors as well as that of sociopolitical causes, in bringing about the development of statistics as a discipline in this country. The examination of historical archives and the completion of in-depth interviews discloses the fact that the advancement of the field of public statistics in Ecuador is the outcome of the joint impact of four centripetal external forces and three centrifugal local factors. The legacy of the Kemmerer mission, the influence of CEPAL, the growing automatization of Government and the international demand for adequate reporting, created powerful incentives for the growth of the profession. These trends were reinforced by local government styles, frequent institutional redesign and recurrent redefinitions of organizational mandates. Initially, academia played an inconsistent and fragmented role in the production of expert statisticians. However, the increasing strength of government regulation and planning helped the profession to achieve institutional and disciplinary stability. This text provides useful insights for efforts that attempt to show that statistics are not objective and isolated devices, but instead are the result of social relations that need to be approached from a historical perspective.

Statistics are an essential tool for governance in contemporary public administration. The advent of this discipline in Ecuador hinged on the role played by a field of experts that appeared and achieved legitimacy in the period running between 1927 and 2020. The present text asks about the role of internal and external factors as well as that of sociopolitical causes, in bringing about the development of statistics as a discipline in this country. The examination of historical archives and the completion of in-depth interviews discloses the fact that the advancement of the field of public statistics in Ecuador is the outcome of the joint impact of four centripetal external forces and three centrifugal local factors. The legacy of the Kemmerer mission, the influence of CE-PAL, the growing automatization of Government and the international demand for adequate reporting, created powerful incentives for the growth of the profession. These trends were reinforced by local government styles, frequent institutional redesign and recurrent redefinitions of organizational mandates. Initially, academia played an inconsistent and fragmented role in the production of expert statisticians. However, the increasing strength of government regulation and planning helped the profession to achieve institutional and disciplinary stability. This text provides useful insights for efforts that attempt to show that statistics are not objective and isolated devices, but instead are the result of social relations that need to be approached from a historical perspective. [ABSTRACT FROM AUTHOR]

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As the role of the CIO continues to evolve, the determinants of CIO success remain elusive. Numerous articles and books have been written offering solutions to this problem. Is it placement in the organization's reporting structure, a combination of technical and managerial skills, or something more unique? This article identifies the most important role-specific CIO career success factors based on an examination of the careers of fourteen highly successful CIOs selected by a committee of globally respected peers. [ABSTRACT FROM AUTHOR]

This article explores why engineering students are committed to counterproductive practices. Student informants' work practices appeared to coincide with lay stereotypes about what "good engineers" do, and they sought to justify those practices as rational. This externalization encouraged them to perform these practices more frequently. We characterize the relationship between the enactment of norms and the externalization of work practices as a dialectical process that helps explain why the students could not conceive of changing their practices. We draw implications for theory on occupational socialization and for the management of engineering work from our findings. [ABSTRACT FROM AUTHOR]

Dirty work refers to occupations that are viewed by society as physically, socially, or morally tainted. Using exploratory, semistructured interviews with managers from 18 dirty work occupations, we investigated the challenges of being a manager in tainted work and how managers normalize taint--that is, actively counter it or render it less salient. Managers reported experiencing role complexity and stigma awareness. Four types of practices for countering taint were revealed: occupational ideologies, social buffers, confronting clients and the public, and defensive tactics. We discuss links between these practices. [ABSTRACT FROM AUTHOR]

A model integrating competing theories of social capital with research on career success was developed and tested in a sample of 448 employees with various occupations and organizations. Social capital was conceptualized in terms of network structure and social resources. Results of structural equation modeling showed that network structure was related to social resources and that the effects of social resources on career success were fully mediated by three network benefits: access to information, access to resources, and career sponsorship. [ABSTRACT FROM AUTHOR]

Jeremy Rifkin argues that as we push further into the Information Age fewer and fewer workers will be needed to produce our goods and services. Rifkin predicts that the era of near workerless factories and virtual corporations looms on the horizon. As one wag commentator put it: "The factory of the future will be staffed by only two living things, a man and a dog. The man's job will be to feed the dog. The dog's job will be to keep the man from touching any of the machines!" In a world that is phasing out mass employment, asks Rifkin, how do we find alternate ways for individuals to earn a living, find meaningful and creative outlets for expressions and establish their own sense of self-worth and identity? In other words, in the absence of work, how will we come to define ourselves? What will we do with ourselves? How will we stay sane? [ABSTRACT FROM AUTHOR]

Purpose: The Chief Financial Officer (CFO), despite being a critical organization member responsible for ensuring quality of financial reporting, audit and compliance, is under-researched. Grouped as a member of top management teams (TMS) in studies, factors influencing decision making in this group rely on static measures of characteristics without regard for dynamic and longitudinal influences of career trajectories and industry occupational group memberships. The relationship between the high-tech industry as a site of notable reported internal control (IC) weakness and influences on CFOs requires closer examination. The paper aims to discuss these issues. Design/methodology/approach: The study draws together the upper echelons theory and occupational communities (OCs) to explore the impact of shared values and behavioral norms from different sources on executive decision making. Internal and external sources of OC are proposed and their influence on activities with respect to corporate IC is tested. The sample of 1,573 firm/year observations includes high-tech firms listed on major US exchanges was developed using data from five distinct databases. Executives' biographic information was manually collected. Findings: Results indicate that senior financial executives belong not only to their firm and its culture but also to OCs that extend beyond the firm. Membership in professional credential granting occupational groups has less impact on effective IC than experience in the high-tech industry. In combination, multiple OCs show evidence of compound and counteracting effects on IC. The OC that arises in the high-tech industry makes a measurable positive difference in the quality of IC in sample firms, in contrast with the OC among credentialed accounting and financial professionals. Research limitations/implications: This quantitative study of OC reveals the differential impact of different sources of OC and contributes to the literature on TMS a new framework for examining decision making. OC is typically studied through qualitative methods and, thus, potential exists to further explore the specific nature and dynamics of the OCs identified in this study. Practical implications: The study highlights the role of broad affiliations and networks among senior financial executives which may have bearing on their ability to effectively manage IC. The role of these networks may also partially explain instances of CFO failure and thus dismissal. Knowledge of the role of OC may help boards of directors in the selection and promotion of senior financial officers of the firm. Originality/value: The paper offers a different perspective on professional accounting expertise in one specific industry where incidence of IC weakness is high relative to other industries. Study results expand recent research on TMS to include sociological impacts of cohort groups. Despite generally weaker IC in the high-tech sector, this study demonstrates the value of exploring group membership within the industry as an important predictor of behavior. The result is a new perspective to CFO decision making which illustrates the relevance of OCs among upper echelons. The implications of findings for CFO recruitment and promotion are borne out in recent instances of senior financial executive failure in the sector. [ABSTRACT FROM AUTHOR]

Abstract Mixed-matrix membranes blended with nanosized inorganic fillers have been widely used in ultrafiltration (UF) for large molecule separation. In this work, we provide a feasible route to construct mixed-matrix polysulfone (PSf) UF membranes via the nonsolvent-induced phase inversion process, utilizing sheet-like copper iodide superstructures (s-CuI) as fillers. The size of s-CuI in lateral dimension reaches micrometer scale, but the nanosheets can be well embedded in the polymer matrix with their 2D basal planes parallel to the membrane surface. On account of the stacking straight-through channel structure of s-CuI and its large dimension spanning across multiple membrane pores within the layer, the PSf membrane blended with 0.8 wt% content of s-CuI displays optimal UF performance with a pure water permeation (PWP) of 1473 L/(m2 h bar) and a bovine serum albumin (BSA) rejection of 92%. In contrast, the pure PSf membrane only presents a PWP of 556 L/(m2 h bar) and a BSA rejection of 58.2%. Besides, the enhancement of mechanical stability for the PSf/s-CuI 0.8% membrane is significant and the leakage of the s-CuI filler is negligible. Though the antifouling performance of the PSf/s-CuI 0.8% membrane against the protein BSA is limited, its flux is always 2–3 times higher than that of the pure PSf membrane in each step during a sequential test of fouling behavior. This study indicates that it is highly promising to employ designable superstructures as functional fillers to construct novel mixed-matrix membranes with good interfacial compatibility and superior performance. Graphical abstract fx1 Highlights • 2D CuI superstructures (s-CuI) with stacking straight-through channels were prepared. • Filling s-CuI into PSf UF membranes led to good interfacial compatibility. • Mixed-matrix membrane with 0.8 wt% s-CuI presented optimal performance. • Pure water flux and rejection of PSf membrane were highly improved. • Modified membrane also afforded remarkably enhanced mechanical stability. [ABSTRACT FROM AUTHOR]

Abstract In this experimental work, we propose for the first time a simple, effectual and green approach to produce pure Dy 2 Ce 2 O 7 nanostructures employing a novel fuel, Phoenix dactylifera extract. The role of the utilized amount of Phoenix dactylifera extract on the morphological characteristics, electrochemical hydrogen storage and also Coulombic efficiency of Dy 2 Ce 2 O 7 was examined, for the first time. The characteristics and performance of Dy 2 Ce 2 O 7 was found to be influenced through alteration in the utilized amount of Phoenix dactylifera extract. Multiple investigations have been done to analyze and confirm the formation as well as characterization of Dy 2 Ce 2 O 7 nanostructures. Further, we investigated the performance of different Dy 2 Ce 2 O 7 structures (produced employing with varied dosages of Phoenix dactylifera extract) in electrochemical hydrogen storage through chronopotentiometry route in basic medium. The findings point out that very uniform Dy 2 Ce 2 O 7 nanoparticles formed employing 3 ml of Phoenix dactylifera extract can display superior performance to store hydrogen. This sample illustrates the great discharge capacity (2715 mAh/g) also high Coulombic efficiency (63.24%). Also, application of novel and green fuel (Phoenix dactylifera extract) can lead to preparation of Dy 2 Ce 2 O 7 , which can be efficiently utilized to store hydrogen (clean energy carrier) as a potential material, and resulting into decrement in the environmental pollution. Graphical abstract Image 1043 Highlights • A simple and effectual approach was used to produce Dy2Ce2O7 nanostructures. • Phoenix dactylifera extract was applied as new and green fuel. • Different Dy2Ce2O7 structures were produced with varied dosages of Phoenix dactylifera extract. • Hydrogen storage performances of different Dy2Ce2O7 structures were compared. [ABSTRACT FROM AUTHOR]

Background: Increased knowledge of the temporal patterns in the distribution of trauma admissions could be beneficial to staffing and resource allocation efforts. However, little work has been done to understand how this distribution varies based on patient acuity, trauma mechanism or need for intervention. We hypothesize that temporal patterns exist in the distribution of trauma admissions, and that deep patterns exist when traumas are analyzed by their type and severity. Study design: We conducted a cross-sectional observational study of adult patient flow at a level one trauma center over three years, 7/1/2013–6/30/2016. Primary thermal injuries were excluded. Frequency analysis was performed for patients grouped by ED disposition and mechanism against timing of admission; in subgroup analysis additional exclusion criteria were imposed. Results: 10,684 trauma contacts were analyzed. Trauma contacts were more frequent on Saturdays and Sundays than on weekdays (p<0.001). Peak arrival time was centered around evening shift change (6-7pm), but differed based on ED disposition: OR and ICU or Step-Down admissions (p = 0.0007), OR and floor admissions (p<0.0001), and ICU or Step-Down and floor admissions (p<0.0001). Step-Down and ICU arrival times (p = 0.42) were not different. Penetrating injuries peaked later than blunt (p<0.0001). Trauma varies throughout the year; we establish a high incidence trauma season (April to late October). Different mechanisms have varying dependence upon season; Motorcycle crashes (MCCs) have the greatest dependence. Conclusion: We identify new patterns in the temporal and seasonal variation of trauma and of specific mechanisms of injury, including the novel findings that 1) penetrating trauma tends to present at later times than blunt, and 2) critically ill patients requiring an OR tend to present later than those who are less acute and require an ICU or Step-Down unit. These patients present later than those who are admitted to the floor. Penetrating trauma patients arriving later than blunt may be the underlying reason why operative patients arrive later than other patients. [ABSTRACT FROM AUTHOR]

In this paper, we describe why and how to build a local community of practice in scientific programming for life scientists who use computers and programming in their research. A community of practice is a small group of scientists who meet regularly to help each other and promote good practices in scientific programming. While most life scientists are well trained in the laboratory to conduct experiments, good practices with (big) data sets and their analysis are often missing. We propose a model on how to build such a community of practice at a local academic institution, present two real-life examples, and introduce challenges and implemented solutions. We believe that the current data deluge that life scientists face can benefit from the implementation of these small communities. Good practices spread among experimental scientists will foster open, transparent, and sound scientific results beneficial to society. [ABSTRACT FROM AUTHOR]

Abstract This work extends our previous work [4,22] with the iteration operator. This new operator allows for representing more general networks and thus enhancing the former propositional logic for Petri nets. We provide an axiomatization and a new semantics, prove soundness and completeness with respect to its semantics and the EXPTIME-Hardness of its satisfiability problem, present a linear model checking algorithm and show that its satisfiability problem is in 2EXPTIME. In order to illustrate its usage, we also provide some examples. [ABSTRACT FROM AUTHOR]

A mail survey reports on ethical problems faced by 330 advertising agency executives. The most frequently cited difficult ethical problem is "treating clients fairly." Creating honest advertisements and representing clients whose products or services are unhealthy or not needed were also frequently mentioned. Many agency executives reported that such ethical problems affect both their performance and their relationships with co-workers. [ABSTRACT FROM AUTHOR]

Several national magazines contain "back-of-the-book" advertisements which make claims that are highly questionable. This paper reports the results of a two-phase study of deceptive magazine advertising. The preliminary part of the study focuses on the perspectives of editors of magazines carrying back-page advertisements that appear to be misleading. A second phase of the study concerns the activities undertaken by industry and government groups to minimize deceptive advertising in magazines. Based on study findings, recommendations are made for eliminating deceptive magazine advertising. [ABSTRACT FROM AUTHOR]

The relationships between the sales managers social power bases and the salesperson's satisfaction with supervision, role clarity, and propensity to leave the organization are empirically analyzed. In addition, the influence of the salesperson's sex, age, and time on the job upon the sales manager-salesperson power relationship is explored. [ABSTRACT FROM AUTHOR]

This article explores work-family relations from the perspective of the emotion management performed by participants in both spheres. We extend previous discussions of emotion management by considering how work and family roles vary in the types and degrees of emotion management they require. We then explore the implications of this conception of work-family role variations in type and degree of emotion management for women's and men's work-family relations, paying particular attention to gender differences in work-family conflict and work-family role overload. The framework developed here highlights the need to examine variability in the emotion-management requirements of social roles, and it calls for attention to workers' multiple role involvements in studies of emotion management and their effects on individuals. [ABSTRACT FROM AUTHOR]

Using data collected from multiple respondents in all the business units of a large multinational electronics company, we examined the relationships both among the, structural, relational, and cognitive dimensions of social capital and between those dimensions and the patterns of resource exchange and product innovation within the company. Social interaction, a manifestation of the structural dimension of social capital, and trust, a manifestation of its relational dimension, were significantly related to the extent of interunit resource exchange, which in turn had a significant effect on product innovation. [ABSTRACT FROM AUTHOR]

A set of hypotheses based on emerging theory on high-involvement systems describes expected relationships between social structural characteristics at the level of the work unit (perceptions of role ambiguity, span of control, sociopolitical support, access to information and resources, and work unit climate) and feelings of empowerment. The hypotheses are examined with data on a sample of middle managers from diverse units of a Fortune 50 organization. A work unit with little role ambiguity, strong sociopolitical support, access to information, and a participative unit climate is found to be associated with managerial perceptions of empowerment, as is working for a boss who has a wide span of control. [ABSTRACT FROM AUTHOR]

We report a test of Lee and Mitchell's model of voluntary employee departure from an organization. Data gathered from interviews with nurses who had recently quit their jobs and a mailed survey were analyzed qualitatively via pattern matching and quantitatively through correlations, analysis of medians, log linear modeling, and contingency tables. Although the data generally supported the theory, several nonconfirming cases revealed ambiguities in the model and therefore opportunities for improvement. In general, the data indicated that people use different and distinct psychological processes when leaving an organization and that some of these processes may not be consistent with existing turnover theories. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

This study examined how decision-making procedures can facilitate the positive attitudes necessary for cooperative relations in decision-making teams. We hypothesized that consideration of member input and members' influence on a decision affect their perceptions of procedural fairness and consequently, their commitment to the decision, attachment to the group, and trust in its leader. An experiment involving intact management teams supported these hypothesis and indicated that perceived fairness partially mediated the impact of procedures on commitment, attachment, and trust. [ABSTRACT FROM AUTHOR]

This study addressed the nature and functioning of relationships of interpersonal trust among managers and professionals in organizations, the factors influencing trust's development, and the implications of trust for behavior and performance. Theoretical foundations were drawn from the sociological literature on trust and the social-psychological literature and trust in close relationships. An initial test of the proposed theoretical framework was conducted in a field setting with 194 managers and professionals. [ABSTRACT FROM AUTHOR]

The effects of sex and gender role on self- and group perceptions of leader emergence were examined. Though women were slightly more likely to emerge as leaders than men, gender role had a stronger effect on emergent leadership than sex. Specifically, androgynous and masculine subjects were the most likely to emerge as leaders. [ABSTRACT FROM AUTHOR]

This article develops and empirically examines a social exchange model of organizational citizenship behavior. An employee's trust in a supervisor is proposed to mediate the relationship between procedural fairness in the supervisor's decision making and employee citizenship. Data from 475 hospital employees and their supervisors were consistent with our model. We discuss future research directions. [ABSTRACT FROM AUTHOR]

It has been suggested that one reason so few women have been promoted to senior management positions is that during their careers they experience fewer developmental job opportunities than men. To test this idea, we surveyed male and female managers about developmental components in their current jobs. Results suggest that men experience some greater task-related developmental challenges, but women experience greater developmental challenges stemming from obstacles they face in their jobs. [ABSTRACT FROM AUTHOR]

In this article the authors discuss research they conducted that examined the Job Descriptive Index (JDI) in terms of its accuracy in measuring job satisfaction. The JDI test is designed to measure five aspects related to job satisfaction which include satisfaction with supervision, co-workers, pay, promotional opportunities and the work itself. The authors were interested in how reliable the test was across a wide range of job situations and to do this they examined how accurate the five factors identified by the test measure satisfaction. They also suggest more specific subdivisons where they deem it necessary.They conclude that the five factors represent an accurate measurement of job satisfaction; however, they do provide a discussion on some items that could be revised.

This study investigated the determinants of perceived ease of movement within an organization among two groups of clerical employees. It also investigated the relationship between perceived ease of movement and both organizational commitment and intention to quit. Younger employees with shorter job tenure who felt that their personal characteristics matched organizational criteria for mobility and who received feedback from their supervisors perceived themselves as having the greatest opportunities for advancement. Employees who desired mobility but perceived no opportunities were less committed to their organizations than employees who perceived they had opportunities for advancement. [ABSTRACT FROM AUTHOR]

Differences in coping strategies used by new hires and job changers are investigated. Job changers try harder to control and change their Job situations than do new hires, who seek out more social support and more aid from others. No systematic differences were found between the two groups in the degree of palliative coping. [ABSTRACT FROM AUTHOR]

The study examined performance, potential, aptitude, and career advancement differences between employees who voluntarily resigned from a national oil company and those continuing in the organization. Contrary to the existing literature, there was no indication that it is the high performers who more often leave. In fact the opposite was consistently demonstrated. [ABSTRACT FROM AUTHOR]

The impact of trust in the superior, perceived influence of the superior, and mobility aspirations of subordinates on upward communication behavior was examined. While the importance of trust as a facilitator of open information exchange was supported, this was less true of influence of the superior and mobility aspirations. [ABSTRACT FROM AUTHOR]

Empirical investigations of differences between females and males in the industrial salesforce have not been published. This study is an attempt to begin to fill this void. Women and men are compared on six job satisfaction components, value importance of the job components, performance, role clarity, and propensity to leave the organization. The findings generally support the hypothesis of "no difference" between males and females. However, women did have lower role clarity scores and higher propensity to leave scores. [ABSTRACT FROM AUTHOR]

The article refers to accounting as a language, the Sapir-Whorf Hypothesis, and research on external accounting communication with a focus on a sociolinguistic construct that evaluates linguistic behavior in three professional groups which use or produce accounting information. The differences in accounting concept perceptions among accounting professors, chartered accountants, and accounting students are discussed, as well as the application of TORSCA and INDSCAL models--multidimensional scaling techniques--to estimate perceptual space. Statistics show the conjunctive, relational, and disjunctive dimensions of saliences of 12 accounting concepts, including the entity assumption, cost principle, and full disclosure principle.

The article presents the results of a study on work ethics and beliefs about work among white collar and blue collar workers in the United States. The study focused on the social value and personal meaning of work to individual workers. The article discusses the influence of humanistic principles and organizational behavior on individual beliefs about work. The roots of the work ethic in religious and social tradition are discussed. The author comments on changes in the work ethic over time, and the significance of humanistic ethics to current beliefs about work.

This paper lays the groundwork for new models of work and relations of production that reflect changes in the division of labor and occupational structure of a postindustrial economy. It demonstrates how new ideal-typical occupations can be constructed, drawing on a set of ethnographies to propose an empirically grounded model of technicians' work. The paper focuses on two questions: What do technicians do and what do they know? The answers constitute a first cut at the ideal type, technician. The paper then turns to evidence of the difficulties that arise when organizations employ technicians but fail to appreciate the nature of their work. It closes by showing how a contextually derived model of technicians' work enables us to evaluate why some recent trends in organizing are congruent with an increasingly technical workforce, why others may be misguided, and why organizations are likely to face challenges that organizational theorists have but vaguely anticipated. The paper shows that the emergence of technicians' work may signify a shift to a more horizontal division of substantive expertise that undermines the logic of vertical organizing on which most organizational theory and practice still rests. [ABSTRACT FROM AUTHOR]

Occupations often have been defined as belonging to a particular class of work, linked to a single occupational rhetoric. In contrast, I argue here that most occupations are segmented in terms of divisions among workers, among work tasks, and among occupational identities. I present evidence from an ethnographic study of restaurant cooks to demonstrate that workers rely on a variety of occupational rhetorics as resources to define their work and their identity. I claim that cooks draw on the alternative rhetorics of profession, art business, and labor to shape how they think of themselves as workers. The paper shows that occupational identity is socially, temporally, and spatially situated, raising the question of when particular rhetorical strategies will be relied upon. [ABSTRACT FROM AUTHOR]

A qualitative study of a bill-collection organization was used to identify norms about the emotions that collectors are expected to convey to debtors and the means used by the organization to maintain such norms given that collectors' expressed emotions are simultaneously influenced by their inner feelings. These data indicate that collectors are selected, socialized, and rewarded for following the general norm of conveying urgency (high arousal with a hint of irritation) to debtors. Collectors are further socialized and rewarded to adjust their expressed emotions in response to variations in debtor demeanor. These contingent norms sometimes clash with collectors' feelings toward debtors. Bill collectors are taught to cope with such emotive dissonance by using cognitive appraisals that help them become emotionally detached from debtors and by releasing unpleasant feelings without communicating these emotions to debtors. The discussion focuses on the implications of this research for developing general theory about the expression of emotion in organizational life. [ABSTRACT FROM AUTHOR]

A critical-incident interviewing method was used to determine the strategies employed by men and women in organizational situations. Ninety-eight male and female participants provided an example of a frustrating workplace situation in which they were powerless because they were dependent on others and the action they took in response to the situation. Measures of job dependency, taken as a measure of relative power for each job, were also assessed. Chi-square, correlational, and log-linear results indicated that while men and women did not differ in the relative power of the jobs they held, women tended to use an acquiescence strategy to a greater extent than men in coping with their powerlessness. When examined, relative job dependency, however, had a greater effect than gender on the use of this strategy. [ABSTRACT FROM AUTHOR]

This paper reexamines explanations of why Japanese organizations have lower turnover rates than American organizations. Previous research in Japan, especially that done in terms of the lifetime commitment model of Japanese organizations, recognizes that some of the causes of turnover in Japan are similar to those in other societies-degree of status enhancement as a result of staying in the organization. The lifetime commitment model also posits as causes of turnover certain "distinctively Japanese" norms and values of loyalty to one's organization, independent of how much status enhancement or satisfaction one derives from membership. This explanation is tested with longitudinal data from 1,033 employees in one factory of one of Japan's five leading electrical appliance companies. An index is developed to measure lifetime commitment norms and values. The findings from the prediction study, using multiple regression analysis, are negative for the lifetime commitment model: (1) employees' interorganizational mobility prior to 1969 had no effect on their lifetime commitment norms and values in 1969; (2) the variables that were related to 1969 lifetime commitment were universal, not distinctively Japanese; (3) employees' level of support for lifetime commitment norms and values in 1969 had no causal impact on whether they had remained in the same organization by 1973. [ABSTRACT FROM AUTHOR]

This paper reviews the research dealing with the use of policy capturing as a technique to understand and improve the performance appraisal process. Major methodological problems are emphasized, along with directions for future research. A number of practical implications and applications are discussed. [ABSTRACT FROM AUTHOR]

Career change research has suffered from the absence of a comprehensive theoretical framework. The proposed model of career change is based on career change research and previously tested turnover theory. Both the determinants and process of career change are explained by the model. Longitudinal panel studies are suggested for testing of the model. [ABSTRACT FROM AUTHOR]

The article examines the history of trading and considers how primitive cultures viewed trade. The focus is on buying and selling as a social phenomenon. The actions of each party before and after the trade are evaluated. Three definitions of selling are provided; they involve the legal, professional and vocational aspects of trading. They primarily involve the contractual transfer of goods and services, the act of persuading a buyer, and the competitive drive to sell. The cooperative, communicative and sociological aspects of trade are described.

The article presents a discussion of occupational sociology and reports on the growth and development in the field of study. Beginning in the 1930's, social psychologists began evaluating the way employees viewed themselves within an organization. Worker identity can have an impact on motivation, organizational commitment and the performance of various work groups. Employee behavior is discussed as a mix of commitment and identity between professional orientation, company orientation and individual self interest. A specific example of scientists as a part of an organization is presented.

The proposition that open two-way communication is associated with a satisfying and effective superior-subordinate work relationship is examined. Different patterns and degrees of openness were related to five areas of subordinate work satisfaction. The results indicated that greater openness of communication by one or both members of the relationship was associated with increased satisfaction. In addition, openness of one member of the pair was significantly related to openness of the other members. [ABSTRACT FROM AUTHOR]

Although traditional methods of selection of personnel have accomplished a great deal In predicting job performance, the perspective of these methods is too narrow. In this article a behavioral model Is developed which can be used to examine the probable effects of the organization on the applicant, and the reciprocal effects of the applicant on the organization. [ABSTRACT FROM AUTHOR]