Simcha Ronen

Structure and importance of work goals among managers in the People's Republic of China.

The article focuses on a study which explored goal-setting among corporate executives in China. Information is presented about the effects of cultural factors on Chinese work ethics and attitudes. ...

The Cultural Context of Negotiations: The Implications of Chinese Interpersonal Norms

This article discusses distinctive characteristics of Chinese negotiating behavior as compared to that typical of the United States. Following a review of relevant research; the authors found that Confucian philosophy continues to provide the foundation of Chinese cultural traditions and values, with the tenets of harmony, hierarchy, developing ones moral potential and kinship affiliation having relevance for interpersonal behavior. An analysis of three key interpersonal norms illustrates the impact of culture on the negotiation process: emotional restraint and politeness as basic to communication, an emphasis on social obligations, and the interrelationship of the life domains of work, family, and friendship. Based on these norms, the authors offer recommendations for preparing, conducting, and concluding negotiations with ones Chinese counterparts.

Equity Perception in Multiple Comparisons: A Field Study

Data from a survey of all 721 employees in a light manufacturing firm (553 workers and 168 managers) were used to investigate the role of reference groups inside and outside the organization within the framework of equity theory. Attitude toward pay was used as the basis for comparison. The results indicated that the outside reference group is more important than the inside reference group in explaining job attitudes and behavioral propensities. The results also indicated that the contributions of outside and inside pay components are similar for both managers and workers in evaluating pay satisfaction. The relationship between pay components was different for the two groups on overall job satisfaction, however, and may, in fact, be nonlinear for managers.

A Nonmetric Scaling Approach To Taxonomies Of Employee Work Motivation

A nonmetric scaling method was used to test several taxonomies of work motivation. The intercorrelations among the importance ratings of 14 work goals, made by 800 salesmen and 1,800 repairmen were analyzed. A two-space solution was deemed adequate to reflect both the empirical and theoretical interrelationships among the variables. These results were consistent with an intrinsic-extrinsic grouping of the variables, but more complex relationships of motivational variables were also revealed. In particular, Alderfers tripartite classification and Maslows five-fold hierarchy were strongly supported by the smallest space analyses for both salesmen and repairmen.

Personal values: A basis for work motivational set and work attitude☆

Abstract This paper investigates the interrelationships among the employees personal value system, job attitude, and organizational reward system. It was assumed that individual values are part of the set with which employees approach their work environment and evaluate the organizational reward system. Two separate and distinct Israeli employment universes were investigated and compared. They were that of industrial workers on the kibbutz and that of persons employed by private sector industries. It was found that workers from the kibbutz industry, where differential financial renumeration does not exist, reported a higher level of self-realization values and more satisfaction with intrinsic job aspects than those employed in the private sector. In contrast, employees in the private sector, who receive differential extrinsic rewards, reported a higher level of both aggrandizement values and extrinsic job satisfaction. In both samples, personal values were found to be related to aspects of job satisfaction.

The Role Structure of Chinese Managers

The study investigates the role structure of managers in Chinas Henan province. The results produce a two-facet classification consistent with Shapira and Dunbars findings for North American managers, yet displaying a number of unique features attributed to the Chinese business environment. The leaders role of the Chinese manager splits into task-related and relationship-oriented activities, and the monitor role is plotted across the informational and decision facets. An addition to this study, the political role is also found across the two facets, providing integration across the various managerial activities. An open system model of the Chinese managerial role is proposed.

Measures of Job Facets Satisfaction as Predictors of the Tendency to Leave or the Tendency to Stay with an Organization

This study evaluates the relative influence various aspects of job satisfaction have on an employees tendency to stay with or leave an organization. The significance of restrictions on the pay range and fringe benefits is considered as afactor in establishing the relative effect of extrinsic and intrinsic aspects ofjob satisfaction on mobility tendencies. The study is based on a sample of 683 college graduates employed in public and private sector businesses in Israel. Thefindings suggest that: (a) Intrinsic aspects of job satisfaction are far better predictors of turnover than extrinsic aspects; (b) overall job satisfaction has a meaning above and beyond satisfaction with various aspects of the job; (c) satisfaction with intrinsic rewards and overall job satisfaction are reasonably good predictors of both the tendency to stay with and the tendency to leave an organization; (d) the tendency to stay with and the tendency to leave an organization have common causes which are not accounted for by the level of satisfaction with the job.

Job Attitudes among Different Occupational Status Groups. An Economic Analysis.

An economic model is applied to employee attitudinal variables as a means of comparing the contribution of intrinsic and extrinsic job facets to overall job statisfaction for two occupational status groups. Surveyed were 577 skilled workers and 181 managers of an electronic manufacturing organization. The two occupational groups were significantly different with respect to the intrinsic-extrinsic composition of overall job satisfaction. Implications for management policy and organizational reward systems are discussed.

Predicting Expatriate Adjustment Israel as a Host Country

This study assumes that the frequently applied model, developed in North America, predicting expatriate adjustment to foreign host countries is applicable crossnationally. This assumption is tested using Israel as a host country, an environment far removed from North American culture, and one that represents a particularly highly heterogeneous society in values, ethnic identities, languages, and religions. Expatriates from 14 different countries stationed in Israel were studied during the term of their foreign assignment. Tested were various behavioral and attitudinal constructs, which include personal, cultural, and work variables. Despite the cultural milieu Israel poses, the predictive model was reconfirmed in most of its aspects. As expected, the findings indicated that spouses adjustment and expatriates adjustment are highly correlated. However, it was found that interaction adjustment and environmental adjustment are two distinct processes and are predicted by different behavioral and attitudinal attributes. Work adjustment constitutes a separate criterion and can be predicted by work attitudinal variables. The theoretical and applied implications of these findings are discussed.

An Experimental Examination of Work Motivation Taxonomies

Several taxonomies of work motivation were tested by comparing the results of metric and nonmetric scaling methods in the analysis of goals rated by 800 salesmen. While the results of the cluster andfactor analysis support an intrinsic-extrinsic grouping, the Small Space Analysis map indicates that more complex groupings of motivational variables are appropriate. Maslows fivefold need categories are consistent with the results.