The objectives of this research were to utilize factor analysis to explore the validity and reliability of the Litwin and Stringer Organization Climate instrument. (Author)

Employees of 15 organizations (N=8,600) completed questionnaires concerning whistle-blowing. Discriminant analysis revealed that organization members who had observed alleged wrongdoing were more likely to blow the whistle if they had convincing evidence of wrongdoing, if the wrongdoing were serious, and if it directly affected them. (Author/BL)

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).…

Examined whether an affective response affects the dimensionality of perceptual measures of organizational climate, in a study of 8,938 employees who completed an organizational climate questionnaire and a measure of job satisfaction. Results suggested that partialing job satisfaction out of responses improved the dimensionality of the climate…

Utilized correlational design and field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities related to applicants' reactions only at initial interview. Job attributes were significant predictors of applicants' reactions. The perceived comparability of job offers, applicants' work experience, and…

The purposes of this essay are to (a) present some evidence about the importance of the climate concept as an aid in understanding employee behavior in work organizations and (b) provide a framework for guiding future climate research. (Author)

A review of literature thought to be relevant for understanding situational contributions to ability performance relationships was conducted. When organizaions establish work conditions that facilitate task-relevant individual ability, then validity for ability measures, average performance levels, and levels of satisfaction will be high.…

Studied the relationship between stress and the perceived effectiveness of formal organization groups. Analysis of data from four firms showed a negative relationship. Results suggest that the type of stress moderates the stress and effectiveness relationship. Dysfunctional stress was the dominant type of stress in all four firms. (Author)

Extends the theoretical and practical implications of organizational climate research based upon the data from two studies, Sims and LaFollette (1975) and Litwin and Stringer (1968). (Author/RK)

Used the Job Feedback Survey and performance data to examine the relationship between perceived organizational feedback environment and performance among 152 salaried employees. Higher performers were found to have received more total positive feedback, while expressions of dissatisfaction or anger from supervisors was related to lower…

Controlling for three types of pay systems (individual incentives, group incentives, and fixed hourly wages), examines the nature of relationships of technological organization and managerial and task features to the job attitude of work-role centrality (WRC). Found that technological organization was most closely related to WRC under incentive…

Results substantiated the importance of work environment on grievances. Task organization influenced the nature of the grievances. Employees of mental health and correctional institutions whose jobs were more stressful filed more grievances than transportation employees. (JAC)

Analyzed archival survey data from observers of wrongdoing in 22 organizations. Found whistle-blowing more likely when observers held professional positions, had positive reactions to their work, had longer service, were recently recognized for good performance, were male, were members of larger work groups, and were employed by organizations…

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…

Investigates sex-role stereotyping in social service organizations. These organizations are traditionally female-dominated work cultures in which women have shared leadership roles with men. (Author/RK)