A Theoretical Synthesis of Job Performance and the Evaluative Dimension of Organizational Climate: A Social Psychological Perspective
Tags: WORK environment -- Psychological aspects; JOB performance; CORPORATE culture -- Psychological aspects; PERSONNEL management -- Research; ORGANIZATIONAL behavior -- Research; ORGANIZATIONAL change; MANAGEMENT research; GROUP facilitation (Psychology); SOCIAL psychology -- Research; JOB satisfaction -- Psychological aspects; EMPLOYEE motivation -- Management; EMPLOYEE morale
Related Articles
- The Politics of Organizational Boundary Roles in Collective Bargaining. Perry, James L.; Angle, Harold L. // Academy of Management Review;Oct79, Vol. 4 Issue 4, p487
The micro politics of labor and management negotiators' boundary role behavior is explored. A negotiator occupies a critical position from which to influence the outcomes of bargaining. A model of collective bargaining is presented that emphasizes the effects on bargaining outcomes of the...
- JOB SATISFACTION AND SUBJECTIVE WELL-BEING AS DETERMINANTS OF JOB ADAPTION. Judge, Timothy A. // Academy of Management Best Papers Proceedings;1992, p222
The existence of a job adaptation construct was hypothesized, and in the context of a causal model, job satisfaction and subjective well-being were hypothesized to influence the construct. Results indicated support for the adaptation construct and its relation to job satisfaction and subjective...
- A Theoretical Analysis of the Impact of Task Scope on Employee Performance. Schwab, Donald P.; Cummings, L. L. // Academy of Management Review;Apr1976, Vol. 1 Issue 2, p23
A model is presented linking task scope to employee motivation and performance. Emphasis is given to the importance of objective, environmental (versus psychological) conceptualizations of task scope. Psychological reactions to variations in task scope are depicted as dependent on intervening...
- CORRELATES OF INTERNAL AND EXTERNAL MOBILITY: A LONGITUDINAL INVESTIGATION. Griffeth, Rodger W.; Cohen, Debra J.; Johnston, Mark W.; Burton, Scot // Academy of Management Best Papers Proceedings;1992, p53
Employee movement out of organizations has been examined extensively, but, research on movement inside the organization, is less profusive. This study uses a longitudinal quasi-experiment to investigate the relationships of work-related attitudes to promotion and turnover of 157 salespeople....
- The influence of coworker feedback on salespeople. Kohil, Ajay K.; Jaworski, Bernard J. // Journal of Marketing;Oct94, Vol. 58 Issue 4, p82
The authors investigate the effects of four types of coworker feedback--positive output, negative output, positive behavioral, negative behavioral--on salespeople's role clarity, satisfaction, and performance. These effects are further hypothesized to be contingent on salespeople's...
- A CYBERNETIC THEORY OF STRESS, COPING, AND WELL-BEING IN ORGANIZATIONS. Edwards, Jeffrey R. // Academy of Management Review;Apr92, Vol. 17 Issue 2, p238
Many major theories of organizational stress (OS) reflect basic principles of cybernetics, most notably the negative feedback loop. However. these principles are rarely examined in empirical OS research, which focuses predominantly on simple bivariate relationships embedded in OS theories. This...
- Organizational Climate and Job Performance: an Integrative Approach. Meglino, Bruce // Academy of Management Proceedings (00650668);1974, p44
Laboratory evidence which appears to expand the social psychological paradigm of "social facilitation" to include more complex behavior is presented in this paper. The conclusions state that relatively complex behavioral responses, which are well-learned, can be enhanced, and poorly learned...
- Some Possible Antecedents and Consequences of In-Role and Extra-Role Salesperson Performance. MacKenzie, Scott B.; Podsakoff, Philip M.; Ahearne, Michael // Journal of Marketing;Jul98, Vol. 62 Issue 3, p87
The purpose of this study is to integrate the notion of extra-role performance with the current understanding of the relationships among salesperson job attitudes (job satisfaction and organizational commitment), role perceptions (ambiguity and conflict), in- and extra-role behavior, and...
- Job Pressure, Satisfaction and Stress at Executive Levels: The Implications for Management Development. Marshall, Judi // Academy of Management Proceedings (00650668);1978, p33
In a study investigating the causes of executive stress, a person:environment fit model was followed. Whilst little can be said for the sample as a whole, within job function subgroups it was possible to paint person and job environment profiles of the type of manager most 'at risk'.
