The Influence of the Interaction of Supervisory Style and Employee Locus of Control on Voting Behavior in Union Representation Elections (open access)

The Influence of the Interaction of Supervisory Style and Employee Locus of Control on Voting Behavior in Union Representation Elections

The purpose of this study is to examine the interaction of two variables which may influence employee voting behavior. These variables are the leadership style of the supervisor and the employee personality trait of locus of control. The hypothesis held that the interaction of supervisory style and employee locus of control will result in significant differences in the vote in representation elections. The implicit assumption was that certain combinations of leadership styles and employee internality or externality would influence employee voting behavior. Based on the weight of the evidence, it was concluded that the interaction of supervisory style and employee locus of control does not influence voting behavior; that a significant relationship appears to exist between satisfaction with supervision and voting behavior; and that supervisory Consideration appears to be related to voting behavior, and may result in high levels of satisfaction with supervision.
Date: May 1975
Creator: Harrison, Edward L.
System: The UNT Digital Library
An Analysis of the Effect of Inertial Factors on Productivity and Satisfaction (open access)

An Analysis of the Effect of Inertial Factors on Productivity and Satisfaction

This research was designed to investigate whether or not there are significant positive relationships between the total number of reasons production employees cite for staying with an industrial firm and measures of both job performance and job satisfaction. In addition, this study sought relationships between employee work values and both job performance and job satisfaction. Significant positive correlations have been established for tribalistic and existential values with production worker job performance. Further, significant positive correlations were shown for conformist values, and negative correlations for manipulative values with both job satisfaction and with the total number of reasons cited for staying with the firm. This study gives support to a situational theory of work motivation in which both job performance and satisfaction are dependent on the strength of employee job inertia.
Date: May 1976
Creator: Marcin, Edward R.
System: The UNT Digital Library
A Study of Female Employees' Responses on an Attitude Survey (open access)

A Study of Female Employees' Responses on an Attitude Survey

This study was conducted to clarify the use of an annual attitude survey by a certain company, as it relates to that company's female employees. In previous surveys using the Job Descriptive Index, it was noted that the scatter of scores about the mean for the satisfaction with Work, Pay, Promotion, Supervisor, and Co-workers sub-tests was much greater for the females than for the males. It was postulated that the female group might be composed of two or more definable subgroups which had statistically different means. It was also shown that for satisfaction with supervisor, whites had higher satisfaction than blacks. On satisfaction with promotion, persons twenty-five years or younger scored higher than did those who were fifty-five and older, and then those who were from twenty-five to thirty-four years old. All of the above differences were statistically significant at the p < .05 level. No statistically significant differences were found in groups stratified by having dependents, or by tenure. The primary hypothesis was accepted. No subsidiary hypothesis was found acceptable by this study.
Date: May 1978
Creator: Barnard, William K.
System: The UNT Digital Library
A Study of the Collective Bargaining Process After Issuance of the Certification of Representative and an Analysis of Similarities in Ratified Contracts (open access)

A Study of the Collective Bargaining Process After Issuance of the Certification of Representative and an Analysis of Similarities in Ratified Contracts

This project explored the period immediately following the NLRB certification of the representation election wherein a Certification of Representative was actually issued. The intent was to examine the ultimate effects of the collective bargaining process after a labor organization was recognized as the official bargaining agent for a bargaining unit. The main purpose of this study was to investigate the collective bargaining process between two established dates: (1) the date the union was certified the collective bargaining agent, and (2) the date a collective bargaining agreement, if any, was obtained. Study data and findings were organized and presented by four research hypotheses. Hypothesis 1 (once a collective bargaining agent is certified as the collective bargaining representative by the NLRB, it will negotiate a collective bargaining agreement) was not supported by total elections for both fiscal years combined; however, responses received percentages resulted in a collective bargaining achievement. Hypothesis 2 (there will be no difference in the amount of time required to negotiate and ratify a collective bargaining agreement following a consent election as compared with stipulated consent or directed elections) was not supported by the research responses received. Hypothesis 3 (once a collective bargaining agreement is negotiated and ratified, it …
Date: May 1979
Creator: Pulich, Marcia Ann
System: The UNT Digital Library
Analysis of Managerial Training and Development Within Saudi Arabian Airlines (open access)

Analysis of Managerial Training and Development Within Saudi Arabian Airlines

The central theme of this study is to survey and critically examine existing Saudi Arabian Airlines (Saudia) Management Development Programs (MDPs) in order to determine which areas of the current programs must be given priority and greater emphasis at Saudia, as well as to ascertain MDP's effects on managers, staff managers, and supervisors. The purposes of this study are (1) to review and evaluate the progress made in managerial development at Saudia from 1972 to 1977 in terms of objectives and effectiveness, and (2) to explore the development of Saudia's managerial needs. The criteria used in this analysis are based upon managerial effectiveness. Although scattered significant differences appeared in some of the data presented in this study, no specific patterns were found among these differences, and it appeared that MDP could not produce any change in the behavior of those managers, staff managers, and supervisors who participated in it. This was a clear indication that MDP was far from achieving its objectives. Several factors contributed to this result, including misunderstanding of Saudi Arabian culture and circumstances; lack of support from top management; lack of manpower analysis; lack of cooperation, coordination, and communication between the training department and other departments at …
Date: May 1980
Creator: Al-Dabbagh, Taher H. (Taher Hussien)
System: The UNT Digital Library
An Analytical Comparison of Domestic Relocation Compensation Practices with International Relocation Compensation Practices (open access)

An Analytical Comparison of Domestic Relocation Compensation Practices with International Relocation Compensation Practices

This research was designed to determine to what extent employees relocated domestically are protected financially by company practices and policies. Since international relocation has as its objective protecting employees from financial loss, these policies were used as a point of comparison in evaluating domestic relocation. The study was conducted through the use of a mail questionnaire survey of 326 randomly selected companies within the Fortune 500 top industrial organizations. A total of 153, 47 per cent, questionnaires were returned. This survey attempted to establish the basic policies that are applied by these organizations in domestic employee relocation.
Date: May 1981
Creator: Mills, LaVelle Harper
System: The UNT Digital Library
The Effect of Participatory Programs Similar to Quality Control Circles on Organizational Productivity in Selected Multinational Organizations in Saudi Arabia (open access)

The Effect of Participatory Programs Similar to Quality Control Circles on Organizational Productivity in Selected Multinational Organizations in Saudi Arabia

This study focuses attention on the multinational organization, an emerging phenomenon, in which people from different cultural backgrounds work together to produce a product or render a service. The purpose of this study is to enhance the available information about the potential for increasing productivity through the use of participatory programs, such as Quality Control Circles, in multinational organizations, especially those operating in Saudi Arabia.
Date: May 1985
Creator: Elmuti, Salah Dean
System: The UNT Digital Library
The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion (open access)

The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion

Legislation, court decisions, and the changing political and social climate provide evidence of the importance of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. These selection procedures are being challenged by more informed employees and, in many cases, result in costly litigation. Thus, organizations must be aware of the continuing developments in employment law especially as found in court decisions and related legislation. This study investigates judicial and EEOC decisions in discrimination cases to provide answers to these questions: Are organizations aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion? Are organizations aware of what constitutes a discriminatory practice in the selection of employees for transfer, training and development, and promotion? Does management recognize and follow nondiscriminatory procedures in selecting personnel for transfer, training and development, and promotion? The purposes of the study are 1. To analyze outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion; 2. To develop a model set of guidelines to aid organizations in developing nondiscriminatory procedures for use in selecting employees for transfer, training and development, and promotion. This study concludes that …
Date: May 1985
Creator: Rach, Margaret M. (Margaret Mannion)
System: The UNT Digital Library
A Construct Validation Study of the Relationship Between Interpersonal Behavior Styles as Described by the Social Style of Behavior Profile and Leadership Styles as Described by the Leader Behavior Analysis (open access)

A Construct Validation Study of the Relationship Between Interpersonal Behavior Styles as Described by the Social Style of Behavior Profile and Leadership Styles as Described by the Leader Behavior Analysis

The extensive use of leadership training in industry suggests a need for validated information concerning the role of interpersonal behavior in the study of leadership styles. Early leadership research focused primarily on the traits of a leader. Subsequent research has attempted to f a correlation between leader behavior and personality type. Findings indicate that personality typologies, which include attitude and value constructs, are too broad to explain leader behavior. In order to move toward specificity in the study of leadership, it is necessary to determine if interpersonal behavior styles are related to leader behavior. The purpose of this study was to investigate the relationship of variables from data gathered on leadership styles from the Leader Behavior Analysis and variables related to interpersonal behavior reported from the Social Style of Behavior Profile. The dimensions of leadership style flexibility and social style of behavior versatility were also examined. A random sample of 100 corporate employees were used in this study. The research instruments that were tested for independence were the Leader Behavior Analysis and the Social Style of Behavior Profile. The results of this study indicate that the constructs of leadership style and social style are independent dimensions. Additionally, the results of …
Date: May 1987
Creator: Allen, Billie (Billie Morgan)
System: The UNT Digital Library
A Study to Determine the Relationship of Versatile Behavior to Individual Demographics, Job Characteristics, Organizational Climate Performance Feedback and Job Satisfaction (open access)

A Study to Determine the Relationship of Versatile Behavior to Individual Demographics, Job Characteristics, Organizational Climate Performance Feedback and Job Satisfaction

The behavioral characteristics of leaders have been subjects of study for centuries. The scope of these studies has grown to encompass task analysis, follower needs and situational requirements. Current leadership theories consistently recognize the need for a successful leader to adjust behavior to meet the needs of the task, followers and situation. The problem of this research is to define this ability to modify one's behavior, measure it and test its relationship to demographic and job characteristics. The purpose of this study is to evaluate the correlation of individuals" ability to modify their behavior to job function, hierarchy, climate, feedback, satisfaction and their demographic characteristics. The hypotheses held that high ability to modify behavior would correlate positively with job characteristics, climate, feedback and satisfaction and show no correlation to individual demographics. Data were collected through the administration of three research instruments to 138 managers of three business firms. The instruments were the Participant Data Form providing job and demographic characteristics, Descriptive Adjective Questionnaire measuring an individual ability to modify behavior, and Climate and Satisfaction Evaluation Index measuring climate, feedback and satisfaction. Perason's correlation coefficients were calculated to identify possible relationship between the manager's ability to modify behavior, called versatility, and …
Date: May 1988
Creator: Ackerman, Raymond L. (Ramond Lorens)
System: The UNT Digital Library
The Effects of the Conflict Settlement Process on the Expressed Degree of Organizational Commitment (open access)

The Effects of the Conflict Settlement Process on the Expressed Degree of Organizational Commitment

The purpose of this research was to study the effect of the conflict settlement process on the degree of expressed organizational commitment of employees in a collective bargaining setting. The research was done in a basic industry in northern Alabama. The instrument included the Organizational Commitment Questionnaire (OCQ) developed by Mowday, Porter, and Steers. Demographic variables measured were education, age, and sex. Main effects variables were tenure; union membership; and self-described experience with and feeling toward grievance/arbitration as a category 1 grievant, category 2 grievant, witness, and supervisor. Data were analyzed with hierarchical multiple regression. No statistically significant results were found. Limitations included the economic climate of the region and the industrial relations climate of the company.
Date: May 1989
Creator: Kauffman, Nancy (Nancy L.)
System: The UNT Digital Library
The Validity of the Weighted Application Blank as a Predictor of Tenure in the Nursing Home Industry; A Test of Two Models (open access)

The Validity of the Weighted Application Blank as a Predictor of Tenure in the Nursing Home Industry; A Test of Two Models

The first purpose was to develop and validate a quantitative selection tool, the weighted application blank, tailored to the nursing home industry. The second purpose of this study was to determine whether data scaling and increased statistical rigor can reduce the frequency of type I and type II errors in the weighted application.
Date: May 1993
Creator: Kettlitz, Gary Russell
System: The UNT Digital Library