John W. Slocum

Individual Characteristics as Sources of Perceived Uncertainty Variability

Most contingency theorists have focused on perceived environmental characteristics while ignoring the possible impact of individual differences among subjects. The view that an organization is for the most part what people perceive it to be suggests the need to identify the potential role of individual differences in the perceptions of organizational properties. Four sources of variability in the perception of uncertainty were suggested and measured with a sample of 5i corporate division managers. Cognitive process variables were more consistently related to a managers perceived uncertainty than were perceived environmental variables.

Organizational Climate and the Effectiveness of a Human Relations Training Program

Ninety days after a human relations training program, little change in attitudes and behavior of managers was observed. Eighteen months later, significant positive changes in attitudes existed in t...

Uncertainty and Type of Management System in Continuous Process Organizations

Relationships among type of management system, organizational uncertainty, and economic success in continuous process organizations were studied. An organic management system was found to be signif...

A Comparative Study of the Satisfaction of American and Mexican Operations

This study compared the perceptions of need satisfaction and importance for blue-collar workers in the USA and Mexico. Organizational and technological differences were controlled to isolate cultur...

Human Relations Training for Middle Management: A Field Experiment

A field experiment was conducted in a specialty steel plant that was attempting to improve human relations practices. The research design included the use of an experimental and a control group and...

Assessing Organizational Change Approaches: Toward a Comparative Typology

Eleven organizational change approaches were reviewed and analyzed in terms of the impact they have on major system variables in organizations, the type of change agent most likely to utilize each approach, and the relative affective, cognitive, and trusting behaviors required by the client system for the successful implementation of each approach. Different approaches are linked to different change-agent styles and needs of the client system.

Analysis of Relationships among Leader Behavior, Subordinate Job Performance and Satisfaction: A Path-Goal Approach

The propositions are tested that (a) the more unstructured the task, the more positive the relationships between leader initiating structure and subordinate job satisfaction and performance, and (b) the more unstructured the task, the less positive the relationship between leader consideration and subordinate job satisfaction and performance. The correlations do not support the first proposition.

Towards a Comparative Typology for Assessing Organizational Change Models.

Twelve models of organizational change are reviewed in terms of how they impact major system variables in organizations, the type of change agent most likely to utilize each model, and the relative affective, cognitive and trusting behaviors required for the successful utilization of each model.

Analysis of Relationships Between Leader Behavior and Subordinate Job Performance and Satisfaction: A Path-Goal Approach.

An empirical test of the Path-Goal theory of leadership is provided by this paper. The hypotheses were tested that: (1) the more unstructured the task, the more positive the relationship between le...

Behavioral and learning models

Currently, the most challenging aspect of simular methodology is the representation of the behavior and decision processes in animals, including man. One approach, especially suited for miming human decision-making, is the construction of gaming models, in which selected humans participate as physical entities at pertinent points in simular time. The construction of pertinent algorithms, meaningful to simulations which mime behavioral and learning processes, constitutes an important inter-disciplinary topic of the contemporary systemic sciences, and involves psychologists, neurologists, statisticians, and systemic scientists who construct credible simulation models. The Behavioral and Learning Models Session includes: two papers which stress that simulation modeling is playing in the development of our understanding of these two areas; than, a panel discussion whose members shall address the need for the application of both stringent verification tests and assiduous validation tests in order to establish credible simulation models; and, a final paper which indicates the role, which an understanding of human behavioral and learning processes must occupy, in establishing credible simulation models of environmental and societal systems.