Abraham Sagie

Correlates of employee lateness : Some theoretical considerations

Using hypothesis-driven meta-analytic procedures on 30 samples containing 118 correlations, researchers examined competing models of the relationship between lateness and assorted work-related variables. Consistent with a progression withdrawal model, the mean corrected lateness-absence correlation, .40, was found to be higher than the lateness-turnover correlation, .27. Hypotheses regarding the relationships between lateness and attitudes, performance, and demographics were generally supported. Methodological issues, including the need for longitudinal designs in the field and the inclusion of other moderators such as organizational and personality variables, were discussed.

Achievement motive and entrepreneurial orientation: A structural analysis.

In this study we have attempted to assess the achievement motive of students of small business, considered as having high entrepreneurial orientations, and students of business and economics, considered as having lower entrepreneurial orientations. Based on a facet definition of achievement motive we analyzed the structure of achievement motive for both samples. As hypothesized, results reflected the three facets of achievement motive: type of confrontation, time perspective related to task performance, and behavior modality. As hypothesized, small business students were found to score higher than their business and economics colleagues on most of the achievement items. Considerable differences between the samples were found on four achievement components: the readiness to face uncertainty, calculating risk, undertaking personal responsibility, and solving problems. The discussion focused on the advantages of the multifaceted approach to achievement motive and implications for assessing it in various settings. Copyright

Assessing the Costs of Behavioral and Psychological Withdrawal: A New Model and an Empirical Illustration

Ce travail sur la desimplication des salaries propose un modele qui integre les dimensions financiere et comportementale et fait appel a des formules mathematiques qui fournissent une estimation du cout global de la desimplication pour l’entreprise. Pour nous differencier des tentatives anterieures de calcul d’un tel cout, nous avons essaye d’englober toute une serie de comportements et d’attitudes de retrait, incluant le retrait psychologique, le freinage, les retards, absences et demissions. L’estimation du cout prend en compte des elements directs et indirects, certains d’entre eux etant meme traditionnellement consideres comme ne relevant pas de l’economie. Les equations reposent sur le fond theorique empruntea la litterature sur le comportement comprenant l’etablissement des normes, les interactions a l’interieur de l’equipe de travail et l’eventuelle derive d’attitudes et de comportements de retrait relativement discrets vers des formes plus accentuees. On utilise dans les equations des correlations (corrigees empiriquement) entre les differentes formes de retrait. Ce modele a ete exploite pour evaluer les couts de la desimplication pour l’annee fiscale 1997 dans une societe israelienne de dimension moyenne leader dans le domaine de la haute technologic. Il est apparu que le cout de la desimplication etait approximativement de 2,8 millions de dollars americains, ou encore de 16,5% du benefice avant impots de l’entreprise. On discute aussi des consequences theoriques et pratiques de ces resultats. The present study proposes an integrative behavioral-financial model of employee withdrawal combined with mathematical formulas, allowing the estimation of the overall cost of withdrawal to the firm. In contrast to previous attempts to calculate such a cost, we aimed to cover an entire range of withdrawal attitudes and behaviors, including psychological withdrawal, withholding effort at work, lateness, absence, and turnover. Cost calculation involves direct and indirect components, including those that were traditionally considered non-economic. The equations are based on theoretical grounds of the behavioral literature, including norm determination, mutual interpersonal influences within the work teams, and the possible progression of relatively mild withdrawal attitudes and behaviors into more severe forms. Empirical mean corrected correlations between withdrawal forms are used in the equations. We applied the model by assessing the withdrawal costs for the fiscal year 1997 in a leading, medium-sized, Israeli high-tech company. It was found that the withdrawal cost was approximately 2.8 million US dollars, or 16.5 per cent of the company’s before-tax income. Theoretical and applied implications of the results are discussed.

The structure and strength of achievement motivation: A cross‐cultural comparison

An intercultural research project on achievement motivation was originated based on a multifaceted approach. The objective of this study was to analyze the structure of the achievement motive domain for samples from five countries: the United States, the Netherlands, Israel, Hungary, and Japan. We hypothesized that data collected from the various samples will reflect the basic facets suggested by the definitional framework of achievement motivation. In addition, it was hypothesized that the individualistic and collectivistic cultural orientations will have an effect on motive strength. Results from 1868 respondents supported the hypotheses. The three basic facets of the definition of achievement motive: behavior modality (instrumental, affective, or cognitive), type of confrontation (confronting oneself or matching solutions to challenges), and time perspective relative to task performance (before, during, or after performance), were reflected as major determinants of the data. Achievement tendencies were highest for U.S.A. respondents (individualistic culture) and lowest for the Japanese and the Hungarian respondents (collectivistic societies). Theoretical implications as well as suggestions for further research were outlined.

The structure of personal values: a conical representation of multiple life areas

Summary The objective of the present study was to analyze the structure of personal values. Based on previous investigations, we proposed a multifaceted definition of values from various life areas (or domains). Structural hypotheses concerning the relationships between the definitional framework and empirical observations were formulated. Using data obtained from two samples of Israeli respondents (153 business students and 146 computer personnel), the hypotheses were examined and supported. Two basic sets of components: life areas (work, religion, culture, sports, politics, and life in general which primarily concerns home and family) and modalities (material, affective, and cognitive), were distinguished and confirmed by means of factor analysis and facet analysis. A three-dimensional conical representation of the personal values domain was revealed. The structural analysis reflected several differences among the attributes of life areas, such as the obligatory or optional nature of their activities. Theoretical implications as well as suggestions for further research are outlined.

Effect of Participation in Strategic and Tactical Decisions on Acceptance of Planned Change.

Participation of workers or clients in decision-making has been suggested as a critical method for achieving acceptance and effectiveness of planned change (Blumberg, 1976). The literature does not provide full support for this suggestion (Locke & Schweiger, 1979; Wagner & Gooding, 1987). The present study investigated the type of change decision and change certainty, which may moderate the effect of participation on change acceptance. A battery of psychological ability tests was administered to 222 Israeli subjects participating in a laboratory experiment. Subjects in three experimental groups were offered an opportunity to participate in strategic and/or tactical decisions regarding a change in type of test. The fourth group was not given any chance for participation. The effect of participation upon acceptance of change was consistent with the proposed hypotheses.

The process of organizational communication: a model and field study

Research in computer-mediated communication has usually emphasized the cognitive over the social aspects of communication, the medium over the message, and the product of communication over the process. In contrast, this paper emphasizes three constructs of the communication process: goal-based communication strategies, message form and medium. We seek to balance cognitive and social communication strategies and to combine new and old measures of the message form (organization, formality and size). A field study in an academic institution examined the content of text-based communication delivered by letter, memo, fax and e-mail. As expected, people preferred certain message and medium attributes for certain strategies. These findings are further investigated using open-ended interviews. We conclude with examples of practical implications on designing and implementing computer-mediated communication.

Decision type, participative decision making (PDM), and organizational behavior: An experimental simulation

The present study tested hypotheses derived from the path‐goal theory of leadership concerning attitudes and behavior in an organizational change situation. Using an experimental simulation, the method of payment for 199 coding workers was changed from hourly to piece‐rate, either by participation or initiating structure (i.e., direction). Results supported the influence of the type of change decision on change acceptance. Initiating structure in the strategic change decision (whether or not to implement a planned change) and participation in tactical decisions (how to implement the change) both increased change acceptance. An interaction effect was also observed with subjects in the directive strategy with participation tactics combination showing the largest change acceptance mean. However, initiating structure or participation in both decision types had minimal effect on performance. Theoretical and practical implications of the results were discussed.

Misbehaviour and dysfunctional attitudes in organizations

Introduction A.Sagie, S.Stashevsky & M.Koslowsky PART 1: THE MANY FACES OF WORK MISBEHAVIOR Workplace Aggression K.Dupre & J.Barling Comparing Sexual Harrassment To Workplace Aggression L.Bowers-Sperry, J.Tata & H.Luthar Covering Up Behavior In Organizations S.Stashevsky & J.Weisberg Social Loafing Y.Hamburger Job Burnout and Dysfunctional Work Attitudes T.Kalliath The Benefits of Better Times: Increasing Work Schedule Flexibility L.Golden When Bad Email Happens To Good People D.Schwartz Can Workplace Deviance Be Constructive? B.Galperin PART 2: THE DYNAMICS OF ORGANIZATIONAL MISBEHAVIOR Personal and Positional Antecedents Of Organizational Misbehavior E.Vardi Stress, Personality, and Counterproductive Work Behavior L.Penney & P.Spector The Big-5 personality Dimensions And Counterproductive Behaviors D.Oniz & C.Viswesvaran Type-A Behavior Pattern And Misbehavior M.Jamal & V.Baba

The transformation in human resource management in Israel

The transition from a Socialist approach to a free market approach and the rise of a new high‐tech sector are two remarkable shifts that have occurred in the last two decades in Israel. In the face of these changes, human resource (HR) practitioners are currently expected to assume new roles, adopt different work values, and apply appropriate strategies. HR managers in the low‐tech industry still adhere to traditional values and strategies, including a reliance on trade unions and an emphasis on job security and the employees’ years of work experience and seniority as key criteria for promotion. In the emerging high‐tech sector, HR managers have adopted new values and developed new strategies, including human resource management programs, employee empowerment, higher salaries and better benefits, while placing an emphasis on employees’ talents and qualifications.