Suchergebnisse

This study empirically examined the antecedents of verbal and physical assaults on managers perpetrated by subordinate employees. A model was presented and hypotheses developed that were tested with data obtained through the content analysis of published arbitration decisions. The findings indicated that such assaults were more likely to be verbal than physical, preceded by aversive treatment, and targeted at managers directly involved in the negative outcomes. Additionally, the severity of the incident varied across the different types of triggering events. Individuals who had been aggressive in the past but had not been disciplined were more likely to subsequently engage in physical than verbal assaults. The implications of these findings for future research and organizational practices were also discussed.

Previous attempts at identifying factors differentiating individuals who file grievances from those who do not have focused on demographic and job-related variables. These efforts have yielded inconsistent results and have not explained much of the variance in grievance-filing behavior. This line of research is extended in this study by presenting a model of individual grievance-filing behavior that includes a number of variables measuring attitudes toward work and unions. Such factors have been found associated with other forms of union-related behavior such as the decision to unionize. The objectives were to replicate the earlier studies, examine the relationships between attitudinal variables and grievance-filing behavior, and identify the factors most effectively discriminating between grievants and nongrievants. The results indicate that age is the only demographic factor differentiating the criterion groups. However, the subsamples differed significantly with respect to several attitudinal variables.

Labor costs represent the largest single cost of operations for most organizations. That's why everyone involved in setting compensation rates should be able to identify the cost of changes in wages and employee benefits.

Because employee involvement (El) programs depend on employee self-selection, it is important to understand the individual's decision to participate. Using an expectancy theory perspective, this study demonstrates that volunteers evaluate the outcomes associated with El program participation more favorably than do nonvolunteers. Furthermore, individual difference variables (locus of control and growth needs) are related to the individual's appraisal of potential program outcomes. The findings also indicate that El program participation is more likely for individuals scoring high on the locus of control (i.e., internals) and growth needs measures.