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1.
Jason J. Teven 《Communication quarterly》2013,61(2):155-177
This study investigated the impact of supervisor biological sex, power use, and nonverbal immediacy on subordinates' satisfaction, liking for the supervisor, and perceptions of the supervisors' credibility. After viewing video scenarios of male and female supervisors engaging in nonverbally immediate (or nonimmediate) and prosocial (or antisocial) power use, subordinates reported perceptions of satisfaction, affect, and credibility. Results of the 2 × 2 × 2 experimental design indicated significant main effects for supervisor prosocial power and nonverbal immediacy. Although there were interaction effects, the variance accounted for was minimal. Supervisor prosocial power use and nonverbal immediacy were positively and significantly related to subordinates' self-reported satisfaction, liking for the supervisor, and work enjoyment. Supervisor biological sex did not show a relationship to any of the criterion variables. This study demonstrates that supervisors should maintain nonverbal immediacy and frame prosocial-type messages to preserve their credibility in the workplace. 相似文献
2.
This project asked 202 randomly selected faculty members to evaluate the supportive and defensive communication and leadership behaviors of their department chair. The supportive behavior of problem orientation alone explained 43% of the variance in faculty ratings of chair job effectiveness. On the other hand, empathy explained 68% of the variance in faculty ratings of relational satisfaction with their department chair. In addition, a t test revealed that more effective chairs utilized all 6 of Gibb's supportive communication behaviors more, and 5 of 6 defensive behaviors less, than their more negatively evaluated peers. Second, a series of stepwise regression procedures explained 16% of the variance in bureaucracy scores, 69% of the variance in Machiavellianism, and 62% of the variance in transformational leadership. Finally, the communication behaviors of strategy, neutrality, and problem orientation explained 56% of the variance in faculty job satisfaction and strategy, neutrality, evaluation, gender, and age explained 41% of the variance in organizational commitment scores. 相似文献
3.
The goal of this study was to re-examine McCroskey, Valencic, and Richmond's findings about the impact of a teacher's temperament on her or his students by examining the findings in a different context, the supervisor-subordinate relationship in organizational settings. This study measured a supervisor's temperament to see if it affected a subordinate's job satisfaction, motivation, and perceptions of supervisor credibility, sociocommunicative style, and approachability. Results indicated a positive relationship between supervisor psychoticism and subordinate job satisfaction and motivation, while supervisor extraversion and neuroticism negatively related to subordinate job satisfaction and motivation. Furthermore, results indicated a positive relationship between supervisor extraversion and subordinate perceptions of supervisor responsiveness, and a negative relationship between supervisor neuroticism and psychoticism and subordinate perceptions of supervisor responsiveness. Overall, a supervisor's temperament was shown to affect subordinate perceptions of supervisor communicative behavior. 相似文献
4.
This paper reports the development of the Perceived Supervisor Machiavellian Measure (PSMM) for use in the organizational communication context. Data were drawn from full-time employees who were part-time graduate students in a corporate and organizational communication program. Employees' perceptions of supervisor Machiavellianism were negatively related to employees' perceptions of supervisor credibility (competence, caring, and trustworthiness), employees' attitudes toward the supervisor, employee motivation, and employee job satisfaction. Supervisors' perceived communication behaviors (nonverbal immediacy, responsiveness, and assertiveness) accounted for a significant amount of variance in perceived supervisor Machiavellianism. The results support a general model of supervisor behavior and provide a foundation for future research in organizational communication. 相似文献
5.
Theories of organizational culture and climate (OCC) applied to child welfare systems hypothesize that strategic dimensions of organizational culture influence organizational climate and that OCC explains system variance in youth outcomes. This study provides the first structural test of the direct and indirect effects of culture and climate on youth outcomes in a national sample of child welfare systems and isolates specific culture and climate dimensions most associated with youth outcomes. The study applies multilevel path analysis (ML-PA) to a U.S. nationwide sample of 2,380 youth in 73 child welfare systems participating in the second National Survey of Child and Adolescent Well-being. Youths were selected in a national, two-stage, stratified random sample design. Youths’ psychosocial functioning was assessed by caregivers’ responses to the Child Behavior Checklist at intake and at 18-month follow-up. OCC was assessed by front-line caseworkers’ (N = 1,740) aggregated responses to the Organizational Social Context measure. Comparison of the a priori and subsequent trimmed models confirmed a reduced model that excluded rigid organizational culture and explained 70% of the system variance in youth outcomes. Controlling for youth- and system-level covariates, systems with more proficient and less resistant organizational cultures exhibited more functional, more engaged, and less stressful climates. Systems with more proficient cultures and more engaged, more functional, and more stressful climates exhibited superior youth outcomes. Findings suggest child welfare administrators can support service effectiveness with interventions that improve specific dimensions of culture and climate. 相似文献
6.
Organizational orientations theory posits three traits (upward mobile, ambivalent, and indifferent) of employees in organizations that are associated with communication traits, temperament, and perceptions of supervisor source credibility. All of these are hypothesized to be associated with organizational communication behavior and organizational outcomes such as employee job satisfaction and motivation. Previous research employing undergraduate student participants has provided support for this theory. Results of the present research indicate that this theory can be applied to typical full-time employees in profit and nonprofit organizations. All studied relationships were found to generate statistically significant results, accounting for substantial variance in each relationship. These results indicate this theory can be applied to employees in a wide variety of organizations. Suggestions for broadening this theory and its application are provided. 相似文献
7.
Lawrence R. Wheeless Virginia Eman Wheeless Richard D. Howard 《Communication quarterly》2013,61(3):222-232
This study examined the relationship of communication‐related variables to employee job satisfaction. Specifically, employee communication satisfaction with supervisor, perceived supervisor receptivity to information and ideas, employee participation in decision‐making, participation versus desired participation level, and job satisfaction with supervisor, co‐workers, promotions, pay, and work were studied. The subjects for the study were classified employees (secretaries, clerks, lowest level supervisors, etc) in three administrative units (Controller, Personnel, and Admissions & Records) of a comprehensive Eastern university. The communication‐related variables accounted collectively for a substantial amount of variance (76%) in employees job satisfaction. Moreover, communication satisfaction with supervisor and supervisor receptivity in information were found to be more powerful “predictors”; of job satisfaction than the decision participation variables. The study cast some doubt upon the comparative value of participation as a communication strategy with low‐level employees. Specific guidelines for direct application of results and implications for future research were derived from the study. 相似文献
8.
This study proposes a model of administrative job satisfaction and tests the model using a database of almost 1,200 managers at 120 public and private universities. The robust model explains 54% of the variance in overall administrative job satisfaction. The results indicate that few state, campus, and personal characteristics exert direct effects on one's overall job satisfaction. Rather, these exogenous organizational and personal variables exert small but statistically significant effects on the administrative work climates. These immediate work climates, in turn, have more powerful impacts on the various components of job satisfaction. 相似文献
9.
胥兴春 《陕西师范大学继续教育学报》2011,(3)
为探讨中小学教师工作价值观与组织公民行为的关系,采用教师工作价值观问卷和组织公民行为问卷,对645名中小学教师进行了测量。结果发现,教师工作价值观与组织公民行为之间存在显著的正相关,工作价值观能够透过第一典型因素解释其组织公民行为,人际关系和利他奉献取向对组织公民行为有显著预测效果,组织管理取向对意见表达行为具有显著的负向预测力。 相似文献
10.
Virginia Eman Wheeless Lawrence R. Wheeless Richard D. Howard 《Research in higher education》1983,18(2):145-160
This study examined the relationships of (1) perceived participation in decision making, (2) communication with supervisor, (3) employee characteristics, and (4) employee job satisfaction. Classified employees in three administrative units at a comprehensive eastern university in the United States served as subjects. Results of canonical correlation andt-ratio tests demonstrated that job satisfaction was most strongly and positively related to communication satisfaction with supervisor and supervisor's receptivity to information. Implications are discussed in reference to personnel decisions and training, employee productivity, and the possible adverse effects of initiating a participative program of decision making for nonprofessional university employees.Presented at the 22nd Annual Forum of the Association for Institutional Research, Denver, May 1982. 相似文献
11.
James Griffith 《School Effectiveness & School Improvement》2013,24(1):91-122
To assist in decisions about appropriateness of data aggregation, this paper describes and demonstrates analytic techniques developed and used in organizational psychology along with contemporary multilevel analysis. Using these analytic techniques, the relations of educational outcomes (student self-reported academic performance, sense of belonging, and educational aspirations) to the school environment (possible indicators of school quality) were examined. Survey data were obtained from students (N = 11,573 or 82% of the eligible students completed the surveys) who attended 31 middle school students. Results showed that at least some indicators might be represented as school-level phenomena, although the amount of variance explained by school membership was quite small. Results implied that the appropriate level of analysis is concept- and variable-dependent. For example, students' sense of belonging may likely develop by how respect and instruction are revealed to students, such as in classrooms. Future studies of educational effectiveness might consider other groupings of students and emerging theoretical frameworks of organizational effectiveness to determine what constitutes educational quality/effectiveness and their measures at specific organizational levels. 相似文献
12.
为探讨中小学教师工作价值观与组织公民行为的关系,采用教师工作价值观问卷和组织公民行为问卷,对645名中小学教师进行了测量。结果发现,教师工作价值观与组织公民行为之间存在显著的正相关,工作价值观能够透过第一典型因素解释其组织公民行为,人际关系和利他奉献取向对组织公民行为有显著预测效果,组织管理取向对意见表达行为具有显著的负向预测力。 相似文献
13.
Maren Thomsen Sjoerd Karsten Frans J. Oort 《School Effectiveness & School Improvement》2016,27(4):594-612
This study aimed to examine the relationship between teachers’ perceived psychological distance and structural distance from management and teachers’ affective organisational commitment (AOC) and organisational citizenship behaviour (OCB). Teachers’ trust in management was expected to mediate these relationships. Furthermore, the adequacy and openness of communication and participation in decision making were expected to reduce psychological distance. At 10 Dutch schools for vocational education and training, 884 teachers completed a questionnaire. The data were analysed using structural equation modelling. Teachers’ psychological distance had a negative effect on trust in management (supervisor and higher management) and AOC. Trust in management had a positive effect on AOC, and trust in the supervisor had a positive effect on OCB. Structural distance did not influence teacher outcomes. Communication and participation in decision making reduced teachers’ psychological distance from management. The discussion focuses on the implications of the findings to improve the effectiveness of schools. 相似文献
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15.
本文以杭州市建筑企业专业技术人员为例,通过问卷调查收集数据,分析组织因素对专业技术人员(知识型员工)培训效果的影响。研究结果表明,上级支持、同事支持和管理沟通对知识型员工的培训动机有正向影响,并通过培训动机的中介作用显著影响培训效果;培训决策权的集中程度对培训设计有负向影响,管理沟通对培训设计有正向影响,且二者通过培训设计的中介作用显著影响培训效果。建议企业从上级支持、同事支持、管理沟通和分权决策四个组织因素出发,通过建立培训支持体系、培训合作制度,以及营造学习型文化氛围等管理方式的改进,提升知识型员工的培训效果。 相似文献
16.
Teachers’ capacity for organizational learning: the effects of school culture and context 总被引：1，自引：0，他引：1
This paper investigates how key elements of school culture are associated with teachers’ capacity to find and act on new information. We analyzed survey data from 3,579 teachers located in 117 schools which were a randomly selected sample from 9 states in the US. We found that school cultural components such as academic press, student support, and trust and respect among teachers promote teachers’ capacity for organizational learning. We also found that the role of teacher professional culture in molding the capacity for organizational learning is critical. In terms of school contexts, we identified that school level (elementary, middle, and high school) was associated with teachers’ capacity for organizational learning in 2 different ways. First, as the school level increases, the capacity for organizational learning tends to decrease. Second, as school level increases, the positive relation between reflective dialogue and teachers’ capacity for organizational learning is weakened. Implications of these results are discussed. 相似文献
17.
The relationships among stressful life events (SLEs), temperament, externalizing and internalizing behaviors, and global life satisfaction were investigated. The Students' Life Satisfaction Scale, the Youth Self Report (YSR) form of the Child Behavior Checklist, a portion of the Life Events Checklist, and the Abbreviated Junior Eysenck Personality Questionnaire, were administered to 1,201 adolescents in grades 6 through 12 in a small city in the Southeast. A modest correlation was found between life satisfaction and Extraversion, whereas moderate correlations were found between life satisfaction and Neuroticism and life satisfaction and SLEs. Based upon hierarchical regression analyses, temperament variables accounted for approximately 16% of the variance in predictions of life satisfaction ratings. When SLEs were added, an additional 3% of the variance in life satisfaction ratings was subsequently explained. Life satisfaction did not operate as a moderator between SLEs and problem behavior. However, when global life satisfaction was added as a mediator variable, results indicated a partial mediational effect, particularly on internalizing behavior. Limitations of the study as well as implications for comprehensive psychological assessments are discussed. © 2002 Wiley Periodicals, Inc. Psychol Schs 39: 677–687, 2002. 相似文献
18.
Gerard Dericks Edmund Thompson Margaret Roberts Florence Phua 《Assessment & Evaluation in Higher Education》2019,44(7):1053-1068
Understanding the determinants of PhD student satisfaction is likely to become increasingly vital for universities as student satisfaction rankings already ubiquitous at undergraduate and master degree levels extend more broadly to the PhD level. Moreover, as PhD student populations and university competition become increasingly transnational, there is a growing need to understand cross-nationally common determinants of satisfaction. Building on prior research into PhD student satisfaction, and drawing upon relevant conceptual and metrical refinements in the measurement of satisfaction from cognate domains of psychology, we use cross-sectional data (N?=?409) from PhD candidates across the sciences, social sciences and humanities in 63 universities from 20 countries to examine how overall PhD student satisfaction is determined by, respectively and in combination, supervisor, department and peer-group, in terms of both their academic qualities and supportiveness. Taken together, we find that supervisor supportiveness is the greatest predictor of PhD student satisfaction, but that supervisor academic qualities have no significant effect. However, both the academic qualities and supportiveness of departments significantly predict PhD student satisfaction, suggesting university departments and PhD supervisors would ideally work jointly, and perhaps more closely than many currently do, to achieve competitive levels of PhD student satisfaction. 相似文献
19.
Warren Hunt 《The Journal of Agricultural Education and Extension》2013,19(1):95-96
AbstractPurpose: To identify various organizational climatic factors responsible for role performances of veterinary officers in Andhra Pradesh, India.Design/methodology/approach: Study was conducted in 11 selected districts. Data were collected from 220 respondents through a pretested interview schedule and subjected to correlation and multiple regression to draw valid inferences. Organizational climate was measured by using the index specially prepared for the study.Findings: Around 76% of the respondents perceived that the organizational climate prevailing in the department of animal husbandry was favorable. Leadership, teamwork and trust had significant contribution towards perception of organizational climate. The respondents were least satisfied with motivation, decision-making and goal setting components of the organizational climate. The model with seven variables out of 16 independent variables was a good fit with R square of 85.59%. Work motivation, persistence disposition, participativeness, job satisfaction, physical facilities availability and timeliness of availability of facilities were found to have significant positive influence while job stress had significant negative influence on perceived organizational climate.Practical implications: This investigation has an organizational and social significance for development of livestock organizations not only in India, but also to other SAARC countries as well.Originality/value: No empirical evidence on inter-relation between organizational climate and job performance of veterinarians is available at present in Andhra Pradesh. 相似文献
20.
Karen K. Myers Courtney W. Davis Emily Richardson Schreuder David R. Seibold 《Communication quarterly》2016,64(2):210-231
Organizational identification (OID) is the outcome of social construction processes in which individuals define themselves in terms of their organizational membership. Students’ identification with their university reflects value congruence with the institution and is reflected in communication. Drawing on social identity theory (SIT) and utilizing quantitative and qualitative data from students (n = 555), we found relationships between OID and construed external image of the university, trust in the university, satisfaction with the university, perceived interorganizational competition, and outcomes, including intended future involvement. Students were re-surveyed nine months later (n = 397, with 83 respondents matching Time 1 and Time 2) to assess their OID stability. Open-ended responses describe situations and events that strengthen/lessen OID. We offer implications for OID, SIT, and for organizational communication research and practice. 相似文献