Applying the language of exchange theory, this paper analyses how organizational culture emerges out of the institutional arrangements developed to regulate the transactions between members. Transaction costs of social exchange, the characteristics and etiology of those institutional arrangements, and three ideal-typical cultural forms are…

The field study data indicate that organizational climate is an attribute of both the individual and the organization. (Author/IRT)

Qualitative data from interviews with third parties and numerical data from a questionnaire are used to delineate the types and varieties of behavior associated with the formation, impact, and management of organizational romance. (Author)

A new operational measure of span of control is proposed in order to develop a common language of measurement that will facilitate an understanding of organizational structure. (Author)

Examines how first-level supervisors identify and manage marginal employees. Suggests that the appropriate use of sanctions may be perceived by employees as legitimate and may be conducive to the development of productive group norms. (Author/IRT)

Evaluates a model exploring the mitigating effects of three types of explanations on subjects' negative reactions when told they had been deceived. Explanations were found to mitigate differentially feelings of disapproval, injustice, blame, and unforgiveness, depending on the type of explanation, the severity of outcome, the explanation's…

Considers industrial relations policies and practices of stevedore firms in the West Coast longshore industry in terms of the social worker, worker-resource, and institutional theories. Subsidiary firms were more lenient in contract interpretation and more competitive in recruitment, supporting the worker-resource theory. Includes 2 tables and 33…

Personal characteristics, job characteristics, and work experiences influenced commitment. Moreover, commitment was found to be strongly related to intent and desire to remain for both samples and moderately related to attendance and turnover for one sample. Performance was generally unrelated to commitment. (Author)

Expands and extends ideas from the market theory of private organizations to the politically more complex situations of public organizations. Uses the concepts of environmental support and policy space to explain the development of a human resources development program by the district offices of the Wisconsin State Employment Service in relation…

Illustrates the theoretical and empirical usefulness of studying one specific aspect of collective bargaining from an interorganizational perspective--specifically, the determinants of the amount of power an organization concentrates in a boundary unit for dealing with another organization. (Author)

Social exchange theory is used to formulate hypotheses about superior-subordinate relations in large complex organizations. Data from self-administered questionnaires are used to support the hypotheses derived from the theoretical model and suggest the utility of further research using social exchange theory. (Author)

Distinguishes conflict from competition in the intraorganizational context and presents a behavioral conceptualization of the conflict process. Proposes that goal incompatibility, perceived opportunity for interference, and interdependent activities among organizational subunits increase the potential for conflict. This conceptual scheme is then…

Closeness to the technological change, as rated by management, is used as a moderator variable, with the prediction that the technological change would affect the work and social structure, satisfaction, and absenteeism of the close group. (Author/IRT)

Extended research on procedural justice by examining effects of a due-process performance-appraisal system on (government) employees' and managers' reactions. Employee-management pairs were randomly assigned to either a due-process appraisal system or the existing one. Although due-process employees received lower evaluations, both employees and…

A modified role projection technique is used to determine the effects of subordinate competence and task complexity on perceptions of leadership behavior. It is hypothesized that subordinates hold expectations of the proper level of structuring that their supervisors should provide. (Author/DN)