Ramon J. Aldag

Role conflict and ambiguity: A scale analysis.

Abstract Role theory has been suggested as the conceptual framework in which to relate or join the properties of the organization and the individual. Two major concepts from role theory are role conflict and ambiguity. Role conflict and ambiguity, measured with scales developed by Rizzo, House, and Lirtzman (1970) have been used in most of the recent studies on role perceptions. Although the scales are frequently related to attitudinal and behavioral variables, they have remained relatively unexamined. This paper is an examination of the psychometric properties of the role conflict and ambiguity scales, including the factor structure, coefficients of congruency, internal reliabilities, test-retest reliabilities, absolute levels of conflict and ambiguity, and correlations with additional attitudinal and behavioral variables. The analysis is conducted across six samples. The results suggest that continued use of role conflict and role ambiguity scales appears to be warranted.

Beyond fiasco: A reappraisal of the groupthink phenomenon and a new model of group decision processes.

This article provides a comprehensive evaluation of the groupthink phenomenon (I. L. Janis, 1971,1972,1982). Our evaluation indicates that research does not provide convincing support for thevalidity of the groupthink phenomenon or for the suggestion that groupthink characteristics leadto negative outcomes. This review, coupled with evidence from other literature suggested by aproblem-solving perspective and a direct examination of groupthink implicit assumptions, guidedthe development of a new, more general model termed the general group problem-solving model.This model incorporates a variety of antecedent conditions, emergent group characteristics, deci-sion process characteristics, and group decision outcomes. Following the review and model devel-opment, we discuss potential concerns relating to our model, address the allure of groupthink, andpresent implications of our analysis for group problem solving as well as directions for futureresearch.

Decision Makinq: A Psychological Analysis of Conflict, Choice, and Commitment

The article reviews the book “Decision Making: A Psychological Analysis of Conflict, Choice, and Commitment,” by Irving L. Janis and Leon Mann.

Dimensionality Of Task Design As Measured By The Job Diagnostic Survey

Twenty, widely-varied samples of workers (n=5,945) responded to the core characteristics items from the Job Diagnostic Survey. Factor analyses identified two, three, four, and five-factor solutions...

Characteristics and Measurement of an Organizational Typology

An organizational typology based on three adaptive strategies is described, and studies designed to test the validity of the associated theory and of its predictions, for both manufacturing and ret...

Antecedents of Organizational Commitment Among Hospital Nurses

Two sets of variables (affective reactions to attributes of the hospital nurses job and attributes of the nurse) were predicted to be related to organizational commitment. Regression analysis was applied to the statistically significant correlates (satisfaction with work itself, supervision, promotional opportunities, and coworkers; and age, basic nursing education, adherence to Protestant work ethic ideals, and a gauge of family responsibilities) found in a sample of 131 registered hospital nurses. The model was cross-validated in a second sample of 130 nurses; 42% of the variance in commitment was explained by the model. The theoretical and practical significance of the findings is discussed.

Male-female differences in occupational attitudes within minority groups

Abstract Few studies have considered sex differences in occupational attutudes in minority group samples. Evidence of interracial differences in occupational attitudes, coupled with probably interracial differences in socialization processes, suggests that patterns of sex differences in occupational attitudes may not be invariant across races. Any such variations could contaminate interracial comparisons within sexes. The current study examined sex differences in occupational attitudes in two samples of poor minority group members. Differences regularly isolated in studies of whites were not evident. In both samples, rankings of preferences for work-related outcomes of males and females were remarkably similar.

Issues in Research Methodology

Following a descriptive review of research published in 1986 volumes offive organizational journals, this article samples broadly from published and unpublished research to spotlight eight topics in organizational research selected on the basis of their importance, dynamism and/or controversy. Where appropriate, associated problems and prospects are considered.

The Job Characteristic Inventory: An Examination

Psychometric properties of the Sims, Szilagyi, and Keller (1976) Job Characteristic Inventory (JCI) were evaluated. In particular, internal consistency reliability of JCI subscales, convergent and discriminant validity as assessed by use of a multitrait-multirater (superior and subordinate) matrix, relationships of subscale scores to measures of social desirability of responses and of acquiescence tendencies, and substantive validity were considered. The JCI was seen to be largely independent of social desirability and acquiescence tendencies. However, the results suggest some overlap between subscales, little convergence between superior and subordinate ratings of the subordinates job, and that substantive validity is in question.

Correctional employees' reactions to job characteristics: A data based argument for job enlargement

Abstract Job enlargement, an industrial organization innovation that allows workers (within limits) greater responsibility for their jobs is explored and discussed in relation to correctional personnel. Based on responses to tests administered to 104 correctional personnel in a Midwestern state, it was found that industrial findings generalize to corrections. Job enlargement is recommended to improved the personnel and managerial aspects of the correctional institution, to bring the institution into conformity with environmental reality, and to overcome the therapy-custody dichotomy.