John H. Jackson

Fusing Goal Integration

Several mechanisms have been proposed to understand and deal with differences between individual and organizational goals, including the socialization, accommodation, and exchange processes. A model which fuses these processes with the control-compliance framework is presented. This model suggests alternative strategies for gaining individual-organization goal integration. Research implications regarding the model are discussed.

Pricing and Advertising Practices in Small Retail Businesses

The literature on small business pricing and advertising practices is nearly nonexistant. Most articles are quite prescriptive in nature. Yet, without an understanding of actual practice, it is difficult to know what specifically to prescribe, particularly in an educational context. The study reported here focused on one form of truly small business — the tourist oriented gift or souvenir shop. A statewide mail survey found that approximately 86 percent of the sample ignored or deemphasized demand factors in setting prices. Additionally, while 88 percent of the respondents used some form of advertising, no single medium was overwhelmingly preferred.

Choice Bias in Multiple Choice Questions From Organizational Behavior Test Banks

Many instructors of organizational behavior use author-provided test banks for testing and evaluating student performance. There are numerous advantages to using these test banks. A principal advantage is that their use ensures a direct relationship between terms and methods used in the textbook and those used on examinations. Other advantages are that questions taken from these test banks may be (a) reasonably well written, (b) comprehensive in coverage, (c) time saving, and (d) reliable for the evaluation of the students’ knowledge of the text material. The characteristics of non-bias and reliability are of paramount importance because the results of examinations formulated from these test banks are used in assigning grades. These grades, in turn, have further impacts on membership in honorary societies, selection of graduate schools, scholarships, job placement, and in some cases even whether or not a degree is granted. Clearly, the presence of any inherent bias or unreliability in these test banks is a matter of critical importance to students and instructors

A Reexamination of the Preferred Job Attributes of Full-Time and Part-Time Workers

This study attempts to reconcile inconsistencies in the literature concerning the job attribute preferences of full-time and part-time workers. The data reveal that the workers sex and occupation influence preferences. For male and female blue-collar workers and professional/managerial employees only minor differences exist between full- and part-time employees. However, significant differences in the preference rankings of job attributes were found between full- and part-time female clerical employees. Further, the data suggest that for female clerical employees, marital and family status could influence their job attribute preferences.

Sex differences in sources of job satisfaction

The increase in the number of working women in the United States over the last 30 years documents a major shift of females out of the home and into the labor force. During that time the female population has grown 52 percent but the female labor force has grown 123 percent (19). This change has resulted from several factors. For example, there has been a growth in the number of jobs that women can do as well as men as a result of a shift in the industrial structure of the economy over the last several decades (9). Other factors influencing the change in the composition of the labor force include such things as rising levels of education, training and experience for females. However, even with the experience that the increased number of females in the work force has provided for employers, a number of ouestionable assumptions are still cotnnonly made regarding male/female