Richard C. Huseman

Test for Individual Perceptions of Job Equity: Some Preliminary Findings

For 880 persons in management and professional positions mean satisfaction for those classified as Benevolent, Equity Sensitive, and Entitled when under-equitably of over-rewarded showed main effects of sensitivity to equity and perceptions of equity, but no interactions. Further work is suggested.

The Equity Sensitivity Construct: Potential Implications for Worker Performance

This paper presents and empirically tests five hypotheses concerning Equity Sensitivity, a new construct proposed by Huseman, Hatfield, and Miles (1985, 1987). Equity Sensitivity proposes that not all individuals conform to the norm of equity. Huseman, et al. have proposed three Equity Sensitivity groupsBenevolents, Equity Sensitives, and Entitleds. The findings show that Benevolents are inclined to work harder for less pay than Equity Sensitives or Entitleds. Theoretical and practical implications are discussed.

Organizational Communication in the Information Age: Implications of Computer-Based Systems

In the information age the use of computer technology has and will increasingly change the way communication occurs in organizations. In this article, we setforth an Integrative Model of Information Systems and Organizational Communication. Based on this model, we discuss the communication implications offour computer-based systems: (a) Electronic Messaging Systems (EMS), (b) Executive Information Systems (EIS), (c) Group Decision Support Systems (GDSS), and (d) Executive Presentation Systems (EPS). The major purpose of this article is to provide an overview of these systems and, through a series of propositions, to examine the potential impact of these computerized systems upon the traditional areas of organizational communication.

Communicating Employee Benefits: Directions for Future Research

Organizations throughout this country invest enormous amounts of money in their fringe benefit programs, expecting such returns on in vestment as attracting and holding good employees, improving morale and productivity, and simply keeping the union out. Unfortunately, these returns are not forthcoming, quite often because of inadequate communication of the benefit program to employees. This article pre sents a model of benefit communication which is intended to describe the process as it typically occurs. It also discusses specific problems inherent in the communication process and suggests several directions for research in benefit communication.

COMMUNICATION IN CONFLICT: A Film-Based Approach to Communication Training

This article presents a film-based case study approach to the study of commu nication. Under a grant from the Law Enforcement Assistance Administration, a package was developed for training policemen in communication problems and techniques. Such training packages can be used otherwise as well: a major advantage is that they can provide first-rate instruction without a first-rate instructor.

Book Reviews : Learning at Work. Avice Saint. Chicago, Nelson Hall, 1974. 332 pages

learning in a business context: Whatever does not accomplish longrange goals should be abandoned. She takes the quite reasonable position that if we are to devote time, effort and expenditure to promoting training that is job related, then the training must result in meaningful benefit to the organization. If training programs are conducted in an environment separate from that of the actual performance environment of the job, then, even if &dquo;learning&dquo; were to be achieved, there exists no certainty that application of the learning to the job situation will actually occur. One does not find Dr. Saint praising on-the-job training as a pana-