Institutional support and recognition led to less happier and committed academicians. Previous empirical findings justified that intentions to leave an organization has been due to issues in commitment and job performance. The study observes 130 academicians in five Malaysian public higher learning institutions in a cross-sectional data collection…

The ever-increasing pace of workplace change is well documented in the literature, yet little is known about how an individual adapts to significant change in the workplace. Continuous learning is key to successful adaptation; however, are employees' adaptation to change influenced by their approaches to learning? The purpose of this study was to…

This study attempted to identify the nature of the relationship between organizational variables and attitudinal and behavioral reactions of individuals to employment - WORK. Employee needs, satisfaction, non-work activities, and overall attitudes toward company and work were assessed through responses to questionnaires; and organizational…

Differential perceptions of standard, established jobs in a stable organization (telephone company plant department) were obtained for sixteen jobs rated by job incumbents, peers, and supervisors on eight characteristics (variety, autonomy, task identity, feedback, friendship opportunities, dealing with others, prestige compared to craft jobs, and…

An organizational development experiment that included every level of a 600-person accounting firm heightened human interrelationships and personal growth. (For availability see EA 507 168) (Author/MLF)

The interrelationships among job involvement, values, personal background, participation in decision making, and job attitudes were investigated by questionnaire for a sample of 2,775 employees of six manufacturing organizations, representing a 66 percent response rate. The results of this study indicated that job involvement, a basic orientation…

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…

Report examines the relationships between the power exercised by an organization, commitment to the organization, and task performance, using the theory of compliance proposed by Etzioni for the following hypotheses: (1) Organizations relying mostly on normative power tend to elicit more commitment from lower participants than do organizations…

Describes the rationale and implementation of the Eastman Kodak Company's "Fundamentals for Kodak Renewal" employee program. Using adventure activities, employees move through awareness, agreement, and alignment stages to integrate the company's basic values of respect for the dignity of the individual, uncompromising integrity, trust,…

Organizational behavior is defined and its micro and macro subdivisions described. Leavitt's model for organizational change (task, technology, structure, and people) is employed to extract meanings from the organizational behavior literature. A diagnostic approach is suggested for applying organizational behavior to the practice of higher…

Examines factors that contribute to the development of an organizational culture. Discusses the vision/mission; training; technology, equipment and supplies; and decor/appearance. Describes how one library created a staff-friendly environment through increasing communication between departments and cross-training to provide interdepartmental…

This study investigated relationships between work unit performance, employee attitudes, and situational characteristics among 411 female clerical workers in 37 branch banks. The work units were characterized by spatial separation and performance of similar functions. Two independent dimensions of performance were empirically identified and their…

A Vanderbilt University (Tennessee) program designed to instill workplace values in the institution's business and finance areas is described. Program elements include a focus on the values of a specific work group, acknowledgment of the relationship between work performance and institutional success, and recognition of the good work of…

This paper conceptualises a basis for understanding learning in workplaces. This comprises a duality between how access to workplace activities and guidance is afforded, on the one hand, and how workers elect to engage with what is afforded to them, on the other. This reciprocal basis for thinking, acting and learning is referred to as…

Some of the most important causes for organizational deterioration and entropy are related to the fact that organizations have been designed and managed on a restricted view of man. Lack of interpersonal competence (and its consequences in group and intergroup behavior) has helped to create such an internal environment that the rational and…