Kaufman attempts to identify essential characteristics that distinguish behavioral from nonbehavioral research in industrial relations. He argues that they are distinguished by the psychological model of man that is contained in the theoretical framework used to deduce or test hypotheses. Comments from Lewin, Mincer, and Cummings with Kaufman's…

Presents support for the conclusion that an equity expectation exists among workers vis-a-vis their supervisor's communicative behavior toward them. Three communicative variables were manipulated simultaneously to create clearly different relationships between control and experimental groups, and perceived inequity and its effects were measured.…

Author proposes four steps utilizing the behavioral sciences to identify and resolve employee productivity problems. (Editor)

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…

Focuses on lawyer-nonlawyer patterns of response to incongruity and suggests that communicators be aware of the necessity for adopting different message strategies for lawyer and nonlawyer recipients. (MH)

Describes the research method and the results of behavior analysis of successful negotiators during actual negotiations between union and management representatives and the behaviors that distinguish the skilled from the average negotiators. (MF)

A study of over 200 Belgian and U.S. labor grievances showed that persistence through several episodes was risky but positively related to satisfaction with outcomes. Focus on formulation of grievances and behavioral analysis provide a model for managing grievances that favorably influences worker beliefs about the organization. (SK)

This discussion is divided into four parts: (1) the definition of frustration; (2) general behavioral reactions to frustration which have implications for organizations; (3) integration of the individual behavioral reactions into a model of organizational frustration; and (4) a review of the supporting evidence for the model. (Author)

Designed as an introduction to industrial psychology, this work ties the findings and theories of individual and social psychology, human relations, and group dynamics to the behavior of executives and other members of large organizations. Such aspects and concerns as personality, leadership roles and styles, conformity, productivity, differing…

This paper examines and assesses the behavioral content of industrial relations research in a variety of social science disciplines. The authors compare economic research on the wage and productivity consequences of unionism with psychological research on worker attitudes toward unions, sociological research on the negotiation process and conflict…