Alternative approaches to the employee-organization relationship: does investment in employees pay off?

Article Abstract:

This article describes four approaches to the employee-organization relationship, as defined from the employer's perspective. An empirical study of employees from ten companies found support for the basic hypothesis that employee responses differ under the four types of relationship. In general, employees performed better on core tasks, demonstrated more citizenship behavior, and expressed a higher level of affective commitment to an employer when they worked in an overinvestment (by the employer) or mutual investment relationship than when they worked in a quasi-spot-contract or underinvestment relationship. These results were obtained even after we controlled for several other variables that could affect employee performance and attitudes. (Reprinted by permission of the publisher.)

Labor relations, Employee development

---

Interpersonal affect and rating errors

Article Abstract:

There are four groups of factors which have been shown to skew the accuracy of job evaluation methodology: rating processes, contexts of ratings, rating instruments, and the roles of raters and ratees. The research analyzes the link between rating error and relationships between rater and ratee, or affect. The ratings are examined according to three groups of raters - superiors, peers, and subordinates. The results indicate that affect is a critical component in performance evaluation, though additional research is needed for a full definition of the concept.

Methods, Planning, Human resource management, Labor supply, Labor force, Affect (Psychology), Job analysis, Job evaluation

---

From homogenization to pluralism: International management research in the academy and beyond

Article Abstract:

The development of social cognitive theory that is totally an alien subject of discussion is described. It is felt that scholars should identify, understand and explain novel phenomena in the management world and especially new puzzles that are in the international arena.

United States, Operations Research, Scholarly publishing, International aspects, Management research, Pluralism, Social philosophy

Similar abstracts:

• Abstracts: Consequences of the psychological contract for the employment relationship: a large-scale survey. The risk taker as shadow: a psychoanalytic view of the collapse of Barings Bank
• Abstracts: A meta-analysis of the effects of organizational behavior modification on task performance, 1975-95. Organizational commitment: a comparison of American, Japanese, and Korean employees
• Abstracts: Multiparadigm perspectives on theory building. An organizational memory approach to information management. Linking cognition and behavior: a script processing interpretation of vicarious learning
• Abstracts: A public choice approach to motivating people in bureaucratic organizations. Managing complexity through consensus mapping: technology for the structuring of group decisions
• Abstracts: Ethical decision making in organizations: a person-situation interactionist model. Ethical decision making by individuals in organizations: an issue-contingent model

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.