This study examined the relationships between the use of five conflict resolution strategies (withdrawing, smoothing, compromising, forcing, and confronting) and three measures of employee commitment (commitment to the organization, profession, and community). The relationships varied between the different types of commitment and between…

This study examined sex discrimination in three occupations. Male and female applicants were evaluated for suitability in a managerial role for a predominately female occupation, a predominately male occupation, and a sexually mixed occupation. Attitudes toward women in management were found to be correlated with the suitability ratings. (Author)

This research compares the cue-weighting system which assessors claimed they used with the cue-weighting system one would infer they used based on multiple observations of their assessing behavior. The claimed cue-weighting systems agreed poorly with the empirically calculated cue-weighting systems for all assessors except one who utilized only…

Middle managers (n=58) were presented with three check lists containing effective and ineffective managerial traits. Each manager was asked to describe a superior, a peer, and a subordinate. Multidimensional scaling solutions were then calculated from these check list data. Ratings, obtained on five properties, were used to interpret the…

For long job-tenured individuals, greater interest congruency was associated with better satisfaction with work and supervision. For short job-tenured individuals, interest congruency was not related to satisfaction. Apparently, the consequences of interest congruency take time to emerge. (Author)

College recruiters (N=66) evaluated the qualifications and employability of either a male or a female applicant for a supervisory position. Contrary to the hypotheses, the moderately aggressive female was rated as favorably as the moderately aggressive male and the passive male was rated as negatively as the passive female. (Author)

The existence, relatedness, and growth (ERG) model represents a major effort to understand need satisfaction. Questionnaire items on existing and proposed need concepts were administered to 630 Navy male enlisted personnel in 11 types of organizations. Factor analysis confirmed the empirical validity of the organizational respect concept. (Author)