The aim of this study was to develop a short form of the schedule of organizational information to represent accurately the major dimensions of context and structure established. (Author)

This article reports the findings from a study that investigates predictors of police willingness to blow the whistle and police frequency of blowing the whistle on seven forms of misconduct. It specifically investigates the capacity of nine policy and structural variables to predict whistle-blowing. The results indicate that two variables, a…

The purpose of this article is to explore the effects of organizational and work-group characteristics on the socialization of new scientists. It focuses on the experiences of graduate students and postdoctoral fellows in science. The authors chose to look at outcomes that reflect behaviors (early productivity) and attitudes (willingness to share…

Investigated relationship between organizational context characteristics and personnel practices. Results from 267 organizations supported hypothesis that personnel practices vary as function of organizational characteristics (industry sector, pursuit of innovation as competitive strategy, manufacturing technology, organizational structure).…

As school systems grow both vertically and horizontally, they face forces tending both to unify (centripetal) and to disunify (centrifugal). A viable system growth involves a blend of both forces on both vertical and horizontal dimensions. It is often assumed that the disunifying impact of centrifugal forces is of such proportion that the…

Expectancy theory concepts were used to predict (1) the attractiveness of, (2) the amount of effort directed toward entering, and (3) the eventual choice of a job in relatively big and small work organizations. (Author)

A review of Intervention Theory and Method: A Behavioral Science View" (Addison-Wesley), by Chris Argyris. This book represents the beginning of a new phase and new stage in the theory and practice of organizational psychology. (Author/RY)

A survey of 380 trainers/personnel managers received 80 responses indicating that (1) larger organizations were more likely to institute ethics policies and programs and (2) most organizations are at a conventional level of moral development. (SK)

Considers the concept of organizational climate and examines the relationships to be expected between different aspects of climate and various dimensions of organizational structure and context. Examination of the effect of hierarchical level on perceptions of organizational climate showed significant variations by level. (Author)

To meet the educational goals of his school, a principal would benefit from a knowledge of the informal interpersonal relationships present in his school. Through sociograms and the Organizational Climate Description Questionnaire (OCDQ), five hypotheses of informal organization relationships were tested. Four hypotheses were supported by…

Relationships among two measures of job satisfaction and one of organizational climate, among seven production and turnover indices of organizational effectiveness, and between the two sets of measures were investigated in 50 life insurance agencies (N=522). It was shown that: (1) climate and satisfaction measures are correlated for some people…

Large corporations are in a unique position to employ the disabled, but they sometimes lack the motivation to do so. The author discusses elements of a corporate policy for the disabled, ways of formulating and disseminating it, assignment of responsibility, changes in management attitudes, and the special case of the multinational company.…

Number of agents and number of supervisors were the most consistent correlates of behavior. Reasons cited included: (1) policies and practices of individual companies; (2) the discretion managers have in choosing task activities; and (3) individual differences. Management research should cut across technological categories of managers and define…

This study focuses on the ideas that are articulated within architectural firms and how these ideas affect basic dimensions of organization: task and structural complexity and successful innovation, as measured by the firm's success in winning design awards. (Author)

Part 3 of a three-part series: planning and implementing change. (RY)