Used data obtained for 264 employees of a social service organization to test hypotheses predicting positive associations between participation and superior-subordinate communication behavior. Results support the contention that, for subordinates, participation in decision making is associated strongly with the quantity and quality of…

The authors conclude that: "findings of this study clearly indicate that it is possible to identify certain personality characteristics associated with different styles of supervisory reinforcing practices." However, inconsistencies in data do exist, indicating that "...further research is needed to refine the present findings." (Author/RW)

Discusses court cases (N=53) to determine the standards set by the courts for establishing a claim of age discrimination under the Age Discrimination in Employment Act, as amended. Examines the legal implications of this information for employers and professionals, as well as the implications on future age-related research. (LLL)

University of Arizona employees (N=182) participated in studies of the valuation of fringe benefits. Findings include a lack of employee knowledge regarding employer cost and market value of the studied benefit and undervaluation of the benefit by employees. Findings are consistent with the hypothesis that employee benefit valuations anchor on…

Reviews evidence and argues for view that managerial pay allocations are influenced by degree of dependent on subordinate and by threats to that dependent. Explores issues of managerial discretion and pay allocation and pay as a means of managing dependencies. Identifies major sources of objective and subjective dependence on subordinates.…

Considers the extent to which perceptions of variety of leader behavior are related to subordinate affective responses and experienced psychological states in two samples, one composed of policemen and the other of manufacturing operatives. (Author/RK)

Experimental studies were conducted in two unions to examine the effects of perceptual variables--reactance and intentionality attributions--on the intent to seek redress from management action. Based on participants' responses to a series of vignettes, both studies demonstrated that greater threat and dispositional attributions provoked stronger…

An attendance control policy based on the Katz and Kahn (1966) motivational pattern of legal compliance was implemented in one department of a large manufacturing organization with two comparable departments serving as controls. Results supported the effectiveness of the attendance control policy among chronically absent workers, but not with…

Examined self-reports of grievants (N=324) concerning characteristics of grievance-filing and perceived outcomes. Results showed the level at which a grievance was settled played an unimportant role; resolution of different types of grievances affected relations with union and management. Nature of settlement and grievance type were perceived as…

Investigated buffering role of social support in relationship of work load to tension-anxiety and coping for police radio dispatchers (N=60). Found under high perceived load, dispatchers with high social support engaged in more coping actions and felt less tension-anxiety than did low-support dispatchers. Found no differences when perceived load…

Examined the motivation to attend quality circle (QC) meetings and the task performance of 47 QC's over a three-year period as a function of self- versus management-initiation. Results showed that although they attracted fewer members, management-initiated QC's solved more problems and solved their problems faster than did self-initiated QC's.…

Ninety managers interacted with low performing workers who demonstrated either insufficient ability or motivation. Results indicated that cooperative superiors expected mutual assistance, communicated supportively, and gave assistance. Superiors used threats and disliked low effort subordinates but wanted to work again with low ability…

Offices using more overtime were less productive and were growing in staff size. Overtime was negatively related to satisfaction with job and pay, thus neither productive nor motivational. Implications for a general policy of overtime use on a productivity rather than a need basis are discussed. (Author)

Examined how personnel managers (N=19) and line managers (N=28) make disciplinary decisions using policy-capturing approach. Findings suggested that factors likely to affect attributions about reason for a disciplinary problem were important determinants of disciplinary decisions. Considerable weight was assigned to either provocation, tenure, or…