A Note on the Protomental System and “Groupishness”: Bion's Basic Assumptions Revisited

In identifying the unconscious basicassumption behavior of groups, Bion made asignificant discovery. Although he toyed with explainingthis behavior as instinctive, he ultimately postulatedthat it was a postnatal defense. However, there is astrong case for the biogenetic explanation. Thissharpens our understanding of some group andorganizational processes that have been hithertodescribed in terms of psychoanalytic concepts. It may also haveimplications for management of, and interventions in,groups and larger systems.     

Predicting Intentions to Report Administrative and Disciplinary Infractions: Applying the Reasoned Action Model

The present study focuses on the reporting ofadministrative and disciplinary irregularities. Thereasoned action model (Ajzen & Fishbein, 1980) isapplied to predict officers' intentions to report illegal or irregular activities in the IsraeliDefense Forces. The findings show that although themodel's two predictors (attitude toward reporting andsubjective norm) significantly predicted intention to report, the effect of subjective norm wasmuch stronger than the effect of the attitude component.In spite of the military's strong formal system andalthough social forces have great potential to impose the reporting norm on an organization'smembers, actual reporting does not meet expectations.The results are discussed in light of the organizationalculture that develops as the combat unit struggles to survive in an extremely turbulentenvironment.     

Evolutionary Psychology: Toward a New View of Human Nature and Organizational Society

The paper argues that evolutionary psychologyoffers a radical and challenging new perspective onhuman nature and organizational society. Its roots in aconvergence of insights and scientific discoveries from diverse natural and human sciences aredescribed, and how it seeks to avoid common fallacies ofearlier biological reasoning about human society.Recurrent themes in human nature and theirmanifestations are summarized, including sex and personalitydifferences, cognitive and affective biases, socialorientations, and preferred modes of social exchange.The paper concludes that we suffer the consequences of poor fit between our inherited natures andmany of the constructed environments in organizationalsociety, but that new emerging forms of organization maypresent us with the opportunities for social relations closer to the ancestral paradigms ofour psychology.     

Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support

Understanding the processes through which employees incorporate the organization’s identity into their own identity is critical to building positive employer-employee relationships. We draw primarily on organizational support theory to advance the argument that psychological contract breach is negatively related to organizational identification and positively related to organizational disidentification because it makes employees believe that their organizations do not value their contributions or care about their well-being (reduces perceived organizational support). Results from two studies generally provide support for our hypotheses: in Study 1, perceived organizational support fully mediated the relationship between psychological contract breach and organizational identification. In Study 2, Time 2 perceived organizational support fully mediated the relationship between Time 1 relational psychological contract breach (e.g., promises related to training, development, job security) and organizational identification, but not the relationship between transactional psychological contract breach (e.g., promises related to pay and work hours) and organizational identification. Time 2 perceived organizational support partially mediated the relationship between relational psychological contract breach and organizational disidentification, but not the relationship between transactional psychological contract breach and organizational disidentification. We conclude that organizations should be concerned with this erosion of the positive employer-employee relationship (organizational identification) and fostering of a negative employer-employee relationship (disidentification).     

Perceived Teacher Autonomy and the Meaning of Organizational Control*

This paper compares field data from three schools to generate explanations for teacher perceptions of their autonomy. These perceptions do not vary with control imposed on teachers in any regular way. Consideration of environmental pressure on the schools, however, reveals a pattern to the findings. Minimal environmental pressure allows the emergence of an all-pervading consensus that leads teachers to construe control as supportive of personal goals. Moderate pressure engenders teacher dependence on the principal to buffer them from uncertainty. The principal translates the dependence into control activities teachers perceive as constraints. High levels of pressure preoccupy the principal who, therefore, cannot coordinate the school effectively. This causes teachers, themselves, to feel ineffective and constrained.     

Individual and Organizational Determinants of Wage Disparities in Israel's Local Authorities

Abstract

In this study I compare hypotheses derived from a resource-based view of management with those based on an institutional perspective to test whether wage levels in local authorities are more likely to reflect technical or allocative efficiency measures, the former deriving from “autonomous” revenues from private sources, the latter from policy-based allocation of resources. A focus on wage variations for 5,033 employees from 83 local authorities shows that the level of autonomous revenues lowers the wages for women and Arab employees but not for men and Jewish employees. The results suggest that local authorities use a differential wage allocation, probably indicating increased access to privatized and outsourced employee recruitment. Moreover, the results show that equal opportunity notions, presumably inherent in social policy guidelines, do not ensure interorganizational homogeneity in wages: metropolitan and larger local authorities are more likely to use technical than institutional measures of organizational success. I conclude that neoinstitutional hypotheses that focus both on the competitive and institutional aspects of governance are differentially applied in regard to wages.     

The Effects of Diversity on Small Work Group Processes and Performance

Diversity is an increasingly important factor inorganizational life as organizations worldwide becomemore diverse in terms of the gender, race, ethnicity,age, national origin, and other personal characteristics of their members. The exact impact ofwithin-group diversity on small group processes andperformance is unclear. Sometimes the effect ofdiversity seems positive, at other times negative, andin other situations, there seems to be no effect at all.In this article, we suggest that these types of findingsmight be explained by using agroup-development model to examine theimpact of diversity on group processes and performance. Our modeluses concepts from Jackson et al.'s (1995), Milliken andMartins' (1996), and other models, as well as our ownconcepts, to show how diversity affects group development and performance. Among the conceptsincluded in the model are readily detectable personalattributes, underlying personal attributes, cognitiveparadigm dissimilarity, cognitive costs and rewards, diversity management skills, group behavioralintegration, and cognitive performance resources. In thepages that follow, we will explain each of thecomponents of the model and suggest specific hypotheses generated from the model.     

Predictors of Deviant Behaviour: Norms vs. The Perceived Anticipations of Others*

Dans plusieurs schémes de prévention du comportement délinquant, on postule que l'on changera la conduite des jeunes gens en transformant les valeurs partagées par ceux-ci dans les régions urbaines criminogénes. Si les valeurs sont le produit de l'interaction, plutôt qu'une cause du caractére de celle-ci, et si elles se cristallisent sous l'effet du comportement, les tentatives faites pour modifier les valeurs peuvent s'avérer une méthode inefficace pour contrôler la criminalité. La psychologic sociale porte à croire que l'image que la personne a d'ellemême et de celle que crée son comportement proviennent de sa perception de l'effet qu'elle produit sur autrui. La théorie selon laquelle l'être élimine dans le concret la dissonance entre les témoignages externes et internes porterait aussi à internes porterait aussi à conclure que les valeurs sont modifyées pour s'ajuster à la conduite. Les données d'une enquête sociale effectuée à Seattle, qui porte sur les possibilityés offertes à la jeunesse, permettent de comparer les pensionnaires d'une maison de correction avec ceux d'une résidence destinée à une association de camarades de classe dans une universityé. La comparaison montre que les deux groupes différent surtout dans leur appréciation de la perception que l'on a d'eux. L'auteur fait état de la portée de son approche dans les programmes de prévention du comportement délinquant.     

Perceived Norms and Alcohol Consumption: Differences Between College Students From Rural and Urban High Schools

Objective: The authors examined perceived norms and drinking among college students who attended high schools in rural and urban communities. Participants and Methods: Undergraduates (99 men and 85 women) who attended high schools in communities with populations ranging from less than 100 to more than 400,000 completed surveys assessing perceived norms and alcohol consumption. Results: Analyses revealed that students from smaller towns and in smaller high school graduating classes reported heavier drinking and that perceived norms were positively associated with drinking. Perceived norms were unrelated to population variables, and the relationship between perceived norms and drinking did not vary as a function of population variables. Results suggest that differences in drinking as a function of coming from more rural areas contribute to drinking behavior in college independently of perceived norms. Conclusions: College students may adjust to campus drinking norms relatively quickly, and longitudinal research would be useful in understanding this transition.     

Examining Perceived Honest Performance Reporting by Public Organizations: Bureaucratic Politics and Organizational Practice

The credibility of performance information provided by governmentagencies to their stakeholders is critical to performance-basedaccountability and policy learning. However, the public administrationliterature has rarely paid attention to the determinants ofhonest performance reporting. This study draws on the multi-actorprincipal-agent model and examines how bureaucratic politics(external and internal) and organizational practice (participationand culture) affect an organization's performance reporting.Based on survey data from Taiwan, the results show that supportiveexternal environments and harmonious internal environments arelikely to enhance stakeholder participation and innovation culture,which, in turn, encourage honest performance reporting.     

Discrepancies in Perceived Organizational Control: their Incidence and Importance in Local Churches*

The effects of discrepancies between preferred and perceived control among church members are investigated in terms of amount and distribution of control. For each dimension of control, three categories of respondents are identified: those who preferred a greater amount or wider distribution of control than they perceived to exist within their churches (deficit); those whose preferred and perceived control scores were identical (balance); and those who preferred a lesser amount or more concentrated distribution of control in their churches than they perceived to exist (surplus). For both amount and distribution of control, a perceived deficit is more common than a surplus. Respondents experiencing discrepancies in either direction are more dissatisfied and alienated than those with a balance in desired and perceived organizational control. A deficit is associated with more dissatisfaction (but not necessarily more alienation) than a surplus. Subsample comparisons show these findings hold for both officers and non-officers. Regression analyses show that discrepancies regarding organizational control are important even after other aspects of control have been introduced.     

Voicing by Adapting and Innovating Employees: An Empirical Study on How Personality and Environment Interact to Affect Voice Behavior

This article reports two studies exploring howcognitive style preferences for adaption innovationaffect the likelihood that employees will voice ideasfor organizational change toward their supervisors. As hypothesized, Study 1 demonstrates thatinnovatively compared to adaptively predisposed policeofficers are less likely to voice conventional ideas andmore likely to voice novel ideas for solvingwork-related problems. Besides a replication of thesefindings, Study 2 shows how work satisfaction and thequality of the supervisor as voice manager shape theimpact of adaption innovation on employee likelihood to voice. That is, compared to innovators,adaptors are more likely to voice conventional ideaswhen they are dissatisfied rather than satisfied withwork and perceive their supervisors as effective rather than ineffective voice managers. On the otherhand, innovators compared to adaptors report greaterlikelihood to voice novel ideas when they are satisfiedrather than dissatisfied with work and perceive their supervisors as effective rather thanineffective voice managers. Theoretical and practicalimplications of the findings are discussed.     

Deviation from Organizational Norms Concerning the Relationship Between Status and Power: Equity vs. Self-Interest Theory

In past research on status and power, the two variables have often been confounded. Within an experimentally induced organization, status and power were separated and their effects on a series of dependent variables were examined. A three-factor design using high and low levels of power and status and norms prescribing defernce to high status or to high power was created. Differing predictions for deviation from the prescribed norms of self-interest theory and equity theory were contrasted. The data indicate that a low power, high status individual who is in an organization which rewards high power will deviate from the prescribed norms in order to increase his rewards. Status affected subjects' self-perceptions and interacted with power to affect conformity to prescribed norms and perception of partner.     

Differences Between Actual and Perceived Student Norms: An Examination of Alcohol Use,Drug Use,and Sexual Behavior

Researchers in the social norms area have previously focused primarily on alcohol consumption, paying comparatively less attention to drug use and sexual behavior. The major purposes of this study were to (1) compare perceptions of peer norms in the areas of alcohol use, drug use, and sexual behavior with actual behavior and (2) determine if a relationship existed between a student's perceptions of normative behavior and a student's actual behavior. Participants were 833 college students at a large, public university in the Northeast. Study participants overestimated alcohol use, drug use, and sexual behavior among their peers. There was also a positive relationship between actual behavior and perceived peer norms, although the effect sizes for all behaviors were small to moderate. The authors provide further support for the tenets of social norms theory and suggest that social norms interventions are appropriate both campus-wide and to targeted high-risk groups.     

Social and Personal Coping Resources,Functional Impairment,and Perceived Health Status Among Mexican-Origin Elders

Abstract

This study explores the contributions of social and personal coping resources to selfreported health among Mexican-origin elders. While these resources have been studied previously in the general population, less is known about how they operate in Mexican-origin Americans. The authors used data from the Hispanic Established Populations for the Epidemiological Study for the Elderly (HEPESE), a longitudinal survey of 3,050 Mexican Americans to examine the effects of social and personal coping resources on selfreported health two years later. The results of the ordered logistic regression analysis indicated that personal coping resources were a significant predictor of better selfreported health. Social coping resources approached significance. Neither of these resources, however, mediated or moderated the considerable relationship between functional impairments and perceived, selfreported health. Implications for practice and further research are discussed.     

The Determinants of Racial Disparities in Perceived Job Insecurity: A Test of Three Perspectives

Why do African Americans report higher levels of perceived job insecurity than whites? We analyze data from the 1996 and 1998 General Social Survey to test alternative predictions from the compositional, inclusive‐discrimination, and dispositional perspectives concerning the sources of the racial gap in perceived insecurity. Results from ordered probit regressions provide most support for the inclusive‐discrimination perspective, which maintains that employment practices associated with “modern racial prejudice” induce perceived insecurity on a widespread and generalized basis among African Americans. Accordingly, compared to whites, African Americans experience perceived insecurity net of human capital credentials and job/labor market characteristics. Additional analyses provide one qualification to these findings: dynamics associated with the inclusive‐discrimination perspective are more pronounced in the private sector than the public sector.     

Tragic Choices in Humanitarian Aid: A Framework of Organizational Determinants of NGO Decision Making

Humanitarian NGOs face difficult choices about whom to help and whom not on a daily basis. The research question in this article is how humanitarian NGOs make these difficult decisions and why in a particular way. March’s study on consequential and appropriate decision-making processes is used to analyze the nature and course of NGO decision making. Since March’s two models are often explicitly or implicitly linked to certain types of organizational settings—as reflected in an organization’s formal structure, compliance and coordination mechanisms—this article particularly zooms in on the relationship between NGO decision-making processes and these settings. The theoretical framework is illustrated and discussed by means of an exploratory comparative case study of two international humanitarian NGOs: Médecins Sans Frontières Holland (MSF Holland) and Acting with Churches Netherlands (ACT Netherlands).