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This paper presents the results of a three year longitudinal study of cultural change in an executive group of a continuing care retirement community. The effects of organization development interventions were measured and analyzed. The paper concludes with a discussion of how organization development practitioners can promote cultural change. [ABSTRACT FROM AUTHOR]

This paper introduces a unifying model of work motivation based on theories of self concept that have been proposed in the sociological and psychological literatures. Reasons why such a model is needed, as well as the model itself, including its structure and development, are explained. [ABSTRACT FROM AUTHOR]

Based on the research of demographic diversity and tokenism, this paper argues that group diversity and tokenism have effects on behavior in group interaction processes. A laboratory experiment was conducted in which video-tapes were made and external observers were used to assess the actual behavior of the subjects. The result supports to hypotheses of this paper. [ABSTRACT FROM AUTHOR]

The conditions under which corporations choose various political tactics have not been thoroughly researched. This paper presents a mode, grounded in agency theory, which suggests factors influencing the choice of corporate political activities. [ABSTRACT FROM AUTHOR]

This paper suggests that due to the value-laden nature of social issues, managerial values, as a framework or schema, play an important role in the social issue identification and evaluation processes. This results in this paper show the relationship between managerial values and subsequent evaluation of social issues. [ABSTRACT FROM AUTHOR]

This paper reviews research on peoples cognitive construct of social relationships and reports an inductive attempt to discover what representations of business relationships people have. This study is primarily exploratory in nature, but makes some comparison between established dimensions of social relationships and those our subjects identify for business relationships. [ABSTRACT FROM AUTHOR]

Heeding the call for the study of current issues that call for action this paper examines the linkages among CEO compensation, economic performance and corporate social performance. Findings indicate that firms which have better economic performance have a positive and significant relationship between CSP and CEO compensation. [ABSTRACT FROM AUTHOR]

This paper reports the development of a process model of interactions between supervisors and subordinates in performance appraisal interviews, and its subsequent use in qualitative research. The model incorporates gender and social identity, and was used to structure analysis of data obtained from interviews with supervisory and their subordinates. [ABSTRACT FROM AUTHOR]

Methodologists continue to debate the importance of context effects in organizational self-reports. Following arguments about when these effects art most likely to occur, we find context (order)-dependent means, reliabilities, and relations among procedural justice variables. We show evidence of the cognitive basis of these effects via respondents' concurrent verbal protocols. [ABSTRACT FROM AUTHOR]

The point is made that employee separation researchers have failed to distinguish among separation criteria, leading to inaccurate parameter estimation and evaluation. It is recommended that separation be viewed as either a dichotomous (e.g. avoidable vs. unavoidable or functional vs. dysfunctional) or as a dichotomized variable (e.g. membership in a long- or short-tenure group). Likewise, it is argued that type of criterion specified determines the appropriateness of a specific estimator. Related statistical issues are addressed. [ABSTRACT FROM AUTHOR]

This study incorporates a multimethod approach to examine group processes (information sharing, morale building, planning, critical evaluation, commitment, monitoring, and cooperation) that mediate the effect of relationship level on group performance. The results indicate that friend groups perform significantly better than acquaintance groups on both decision making and motor tasks. [ABSTRACT FROM AUTHOR]

This study uses a feminist poststructuralist perspective to reconceptualize the notion of "real" work to include a way of working that springs from a relational belief system: Relational Practice. Four themes of Relational Practice are identified. A poststructuralist analysis details the mechanisms -- and the organizational implications of the process--through which this practice "gets disappeared" in organizational discourse. [ABSTRACT FROM AUTHOR]

Decisions of escalating and non-escalating investors were studied in five cases. Results support a temporal model of escalating commitment with two new theoretical developments: a "preconscious," "emergent" phase that may initiate commitment; and the role of cognitive factors as a filter for other economic, psychological, social and organizational influences. [ABSTRACT FROM AUTHOR]

When allocating resources to their group, people are able to "get away with" taking more than an objectively fair and equal share because there exists an "implicit justification" that fellow group members will benefit. Subjects were more self-serving when allocating to their group than when allocating to only themselves. [ABSTRACT FROM AUTHOR]

Divergent approaches to the conceptualization and empirical investigation of OCB have emerged. To reconcile these differences, we propose extending existing OCB taxonomy to reflect three finer level OCB concepts. We distinguish the domains associated with these OCB concepts and highlight their role as nuclei for three middle range OCB theories. [ABSTRACT FROM AUTHOR]

A longitudinal field study (N=144) was conducted to test some aspects of the social contagion theory of charismatic leadership. Naturally occurring groups were identified by use of communication network analysis techniques. Significant relationships were found between group characteristics and attributions of leadership. Theoretical and practical implications of results are discussed. [ABSTRACT FROM AUTHOR]

This study investigates the symbolic management of stakeholder impressions regarding CEO compensation. Specific hypotheses and empirical analyses address the institutional, political, and social psychological factors prompting organizational leaders to use agency vs. human resource justifications for new long-term incentive plans when introducing them to shareholders. [ABSTRACT FROM AUTHOR]

This study examines social psychological and political processes in new director selection. Results suggest that influential CEOs enhance control over boards of directors by appointing new directors similar to themselves, and that this co-optation process affects the size and form of CEO compensation. [ABSTRACT FROM AUTHOR]

Much of empirical organizational research uses self-report instruments. Drawing from recent cognitive theories, we propose that the items surrounding a self-report item, its "item context", prompts context-consistent responses. We test, support, and discuss this proposition and its implications in field and laboratory experiments via different arrangements of JDI items. [ABSTRACT FROM AUTHOR]

This study investigates two questions: Are there stable dimensions of organizational culture that generalize across organizations, and are organizational cultures more similar among firms in similar industries? We find that thirteen firms representing four industries exhibit stable dimensions of organizational culture. Findings also indicate that organizational cultures vary across industries. [ABSTRACT FROM AUTHOR]

A study of strategic credibility and its' determinants is conducted. Testing the impact of corporate strategic communications on strategic credibility, we analyzed responses from a random sample (n-104) of financial analysts, with results indicating support for proposed relationships. In particular, it was established that although effective communication practices are generally important, they are most important for companies perceived to be lower in performance. Limitations and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Using survival analysis, results tended to replicate O'Reilly and Caldwell (1981) by showing the substantial impact of behavioral commitment on employee tenure. Correlational results indicated that behavioral commitment was significantly related to perceived volition, publicness and revocability, as were a number of hypothesized situational and individual difference precursor variables. [ABSTRACT FROM AUTHOR]

In a field study of eighteen work units, the relationships between eight work unit characteristics and four dimensions of citizenship behavior were explored. Each dimension of citizenship behavior was found to have a different set of contextual predictors. [ABSTRACT FROM AUTHOR]

Using several investigative procedures, we attempted to locate and interview 196 former owners of retail and service establishments, about half of the 37 former owners we spoke with found the closing personally difficult, and had lost money. However, all but six of them could consider going into business again. [ABSTRACT FROM AUTHOR]

This research combines the coalition and social dilemmas literature to understand the complexity of choice in small group decision making within organizations. In an exercise which simulates the organization as a resource dilemma, power balance is manipulated in 5 person groups to examine its impact on coalition formation and group outcomes. [ABSTRACT FROM AUTHOR]

Analysis of cross-cultural research argued for identifying end measuring culturally-specific response biases to control nonrandom error in research. A specific response bias among Korean respondents generalized across six different constructs. Control of common method variance enhanced construct validity. [ABSTRACT FROM AUTHOR]

Fishbein and Ajzen's theory of attitudes was applied to study beliefs, evaluations, attitude, and intentions to perform behaviors related to Affirmative Action (AA). Presentation of positive, neutral, and negative information about AA affected attitudes and intentions. Strong demographic effects were found. Whites and males were most affected by information. [ABSTRACT FROM AUTHOR]

The effects of psychological contract variables (met expectations, perceived organizational support) on level of volunteer participation and turnover intentions were assessed. As predicted, both variables were positively related to participation in different activities and negatively related to turnover intentions, but these effects were generally mediated by volunteer job satisfaction. [ABSTRACT FROM AUTHOR]

One reason for the lack of support for the "happy/productive worker" thesis is that "happiness" has been typically operational zeal as job satisfaction, rather than psychological well-being. We report two field studies that test this possibility. As hypothesized, only well-being successfully predicted job performance. [ABSTRACT FROM AUTHOR]

Subjects were randomly assigned to either individual or group training. Videotapes of group training were coded and analyzed. Encoding patterns and sequences of transactive memory were found. Individual members developed expertise as part of the transactive memory. [ABSTRACT FROM AUTHOR]

A field study involving fifty organizations investigated whether risk perception and risk propensity mediated the effects of problem framing and inertia on risk taking. At the organizational-level, five of seven direct effect hypotheses and both hypotheses predicting mediation were supported using an objective measure of risk taking. [ABSTRACT FROM AUTHOR]

In this study, we investigated effects of differences between employees' and managers' understanding of employee obligations in the employment relationship. Since prior research about reciprocal obligations has focused on employees' perspectives only, we examined managers' reactions. We found that discrepant perceptions caused managers to negatively evaluate employee's attitudes and performance. [ABSTRACT FROM AUTHOR]

We explore the role of negative affective relationships in social networks at work. We argue that negative relationships have greater power in explaining various outcomes of interest to organizational researchers than positive relationships because they are a specific instance of a more general negativity bias. A conceptual model is developed to guide future research. [ABSTRACT FROM AUTHOR]

Prior research on age dependence describes entire populations as exhibiting a liability of newness, adolescence, or obsolescence. By comparison, this study considers how strategy affects aging. A study of firms in the U.S. personal computer industry reveals that age dependence varied not only by strategy, but also across outcomes. [ABSTRACT FROM AUTHOR]

Fundamental to the consulting engagement is the task of gathering information about the client organization. We view this task through theories from three disciplines- communication, economics, and psychology-focusing on the problem of ambiguous information. We derive implications for consulting practice and for scholarly research. [ABSTRACT FROM AUTHOR]

This study compared three methodological operationalizations of demographic similarity that have been used in relational demography research: the difference score approach, the interaction term approach, and the perceptual approach. Results indicate that these three approaches for operationalizing demographic similarity are not the same and, thus, may partially account for inconsistent findings across relational demography research. Recommendations for future research on relational demography are discussed. [ABSTRACT FROM AUTHOR]

A laboratory study examined how the certainty of a BATNA (best alternative to the negotiated agreement) influenced negotiator outcomes and cognitions. The increased certainty level of BATNA led to higher negotiator outcomes (personal gain and dyadic gain) and to positive cognitions about negotiator power, expertise, commodity value and reservation point. [ABSTRACT FROM AUTHOR]

Value creation is the essence of effective firm strategies as well as the primary source of their advantage over market institutions (Moran and Ghoshal, 1996). The source of this advantage, we argue, lies in their ability to develop dense social capital which facilitates the creation of intellectual capital and, therefrom, of new value. [ABSTRACT FROM AUTHOR]

Team processes that convert top team demography into firm outcomes are assumed in theory but rarely tested explicitly. The present study tests a model wherein top teams' collective information processing mediates between team demography and financial performance. Results support the mediation and extend theory by clarifying past team demography results. [ABSTRACT FROM AUTHOR]

Social network theory asserts that a weak performance-dismissal linkage demonstrates the effects of board co-optation by the CEO. Human capital theory suggests that this denotes the presence of firm-specific human assets, which the board values and considers in dismissals. A test of twelve hypotheses found more support for network theory. [ABSTRACT FROM AUTHOR]

The relationship among slack, frames and risk taking was examined at the organizational level. As predicted, frames explained significant variability in a consequential risky decision in ways consistent with a survival-point focus of attention. Contrary to predictions, there was no evidence that frame mediated the slack/risk taking relationship. [ABSTRACT FROM AUTHOR]

This study investigates influences on use of a new desktop telephony system. Media richness implications are supported only for a few early time periods. Critical mass has strong initial influences but few long-term influences. Norms about how to use the system develop through social processes. [ABSTRACT FROM AUTHOR]

Organizational cynicism is proposed as an attitude that results from repeated exposure to mismanage change efforts. Components analysis revealed a two-dimensional solution and hierarchical regression analyses demonstrated the incremental validity of the measure over job satisfaction and organizational commitment in the prediction of self-reported motivation. [ABSTRACT FROM AUTHOR]

Contrast errors have been shown to be a significant problem in employment interviews. Such errors adversely influence interviewer accuracy in assessing applicant provided information. In this study the situational interview method is shown to be a means of minimizing contrast effects on accurate assessment of information provided by multiple candidates. [ABSTRACT FROM AUTHOR]

Recently the topic of expatriate cross-cultural adjustment has received increased scholarly attention; however, adjustment after an international assignment (repatriation adjustment) has received relatively little systematic investigation. This study examined the relationship of managers' expectations with repatriation adjustment and job performance. In general, managers whose job and nonwork expectations were met reported higher levels of repatriation adjustment and job performance than those whose expectations were either under- or overmet. Both research and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The link between social process and culture in artistic organizations was explored using cognitive mapping and ethnography. In one orchestra, greater social role behavior yielded a denser cognitive map, and the orchestra had a distinctive deviation counteracting loop in its map. [ABSTRACT FROM AUTHOR]