Some time dimensions of work: measurement of an underlying aspect of organization culture

Article Abstract:

We examined the existence of temporal dimensions of organization culture (e.g., norms of time in organizations) and developed an instrument to measure those dimensions to facilitate cross-organizational and intraorganizational comparisons. A questionnaire designed to measure 15 hypothesized temporal dimensions was completed by 529 respondents from 51 work groups in 23 organizations. The sample was selected to meet certain criteria concerning organization type, organization size, and work group type. A principal components analysis extracted 13 usable scales: Time Boundaries Between Work and Nonwork, Sequencing of Tasks, Punctuality, Allocation, Awareness, Synchronization and Coordination, Variety Versus Routine, Intraorganizational time Boundaries, Future Orientation, Schedules and Deadlines, Work Pace, Autonomy of Time Use, and Quality Versus Speed. Two hypothesized scales (Buffer in Planning ad Buffer in Workday) did not emerge. Applications of the Time Dimensions Scales are discussed. (Reprinted by permission of the publisher.)

Analysis, Usage, Corporate culture, Time management

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Effects of role loss on work-related attitudes

Article Abstract:

In this field study, some professionals in a large social services agency were reassigned to nonprofessional jobs. These reassignments provided an opportunity to study the impact of work role-loss disassociated from the loss of employment and salary. The sample consisted of 132 government-employed social workers, one half of whom were reassigned to nonprofessional jobs. Data show that work role-loss is associated with lower job satisfaction (p is less than .001), lower work-related self-esteem (p is less than .01), and higher scores on the measure of intention to leave the job (p is less then .05). The work role-loss group did not exhibit lower professional role involvement or professional role identification, nor were they more likely to report work-related depression or lower life satisfaction than the nonreassigned group. In short, their discontent tended to focus on their new jobs but not on life in general or involvement and identification with their profession. (Reprinted by permission of the publisher.)

Social workers, Work, Work (Labor), Social role, Psychology

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Rational versus gender role explanations for work-family conflict

Article Abstract:

Two conflicting frameworks for understanding work-family conflict are proposed. According to the rational view, conflict is related linearly to the total amount of time spent in paid and family work. According to the gender role perspective, gender role expectations mute the relationship between hours expended and perceived work-family conflict, and gender interacts with number of hours worked and work-family conflict. Two measures of work-family conflict were used to assess, respectively, work interference with family and family interference with work. Two separate samples of employed people with families were used: a systematically selected sample of psychologists and a volunteer sample of managers. The results generally support (a) the usefulness of separate indicators of work-family conflict and (b) aspects of both the rational view and the gender role view. (Reprinted by permission of the publisher.)

Sex role, Sex roles, Interpersonal conflict, Work and family

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