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  Partner: UNT Libraries
 Department: Department of Management
 Degree Discipline: Management
 Degree Level: Doctoral
 Collection: UNT Theses and Dissertations
Absorptive Capacity:  An Empirical Examination of the Phenomenon and Relationships with Firm Capabilities

Absorptive Capacity: An Empirical Examination of the Phenomenon and Relationships with Firm Capabilities

Date: May 2012
Creator: Daspit, Josh
Description: The field of strategic management addresses challenges that firms encounter in an attempt to remain competitive. The ability to explain variation in firm success through examination of knowledge flows has become a prominent focus of research in the strategic management literature. Specifically, researchers have sought to further examine how firms convert knowledge, a phenomenon conceptualized as absorptive capacity. Absorptive capacity is the firm’s ability to acquire, assimilate, transform, and exploit knowledge. Few studies have captured the richness and multi-dimensionality of absorptive capacity, and it remains to be understood how the dimensions of the phenomenon convert knowledge. Furthermore, how absorptive capacity influences the firm remains to be understood. To address these research gaps, this dissertation seeks to (1) determine how absorptive capacity converts knowledge, and (2) determine how absorptive capacity influences firm capabilities. The research questions are investigated using structural modeling techniques to analyze data collected from software-industry firms. The findings offer contributions to the absorptive capacity and capability literatures. For example, absorptive capacity is hypothesized to consist of complex relationships among its internal dimensions. However, findings of this study suggest the relationships among the dimensions are linear in nature. This finding is in line with the theoretical foundations of and ...
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Authentic Transformational Leadership and Implicit Leadership Theories.

Authentic Transformational Leadership and Implicit Leadership Theories.

Date: August 2008
Creator: Nichols, Thomas W.
Description: Transformational leadership describes a leader who motivates followers to performance beyond expectations, but it has often been attacked for its potential to be abused. A newer form of leadership has been proposed, that of authentic leadership. Authentic leadership is an over-arching concept that proposes to include transformational leadership and all positive forms of leadership. At the heart of authentic leadership is the concept of ethicality. The concept of authenticity may contribute to the transformational leadership paradigm, producing an ideal form of leadership. Authentic leadership may not be an over-arching form of leadership, but one suited particularly to transformational leadership. I propose that authentic transformational leadership resides in leaders' and followers' implicit leadership theories. This experiment addresses authentic transformational leadership and the role of implicit leadership theories in directing leader behavior. A model is developed that outlines the relationship between authentic transformational leadership and implicit leadership theories, including the separate implicit theories of leader and follower, leader-member exchange (LMX), and leader effectiveness. Hypotheses concerning these relationships are developed. The study is experimental, using WebCT as a delivery tool. Scenario-based surveys were developed to collect data, using both known measures and measures developed specifically for this experiment. Two pilot studies were conducted ...
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Cognitive Complexity in Group Performance and Satisfaction

Cognitive Complexity in Group Performance and Satisfaction

Date: December 1996
Creator: Mayer, Bradley Wayne
Description: In this study, a comparison was made between the various levels of group cognitive complexity and its relationship to task performance and task satisfaction. The goal of this research is to answer the general question, "Should decision-making groups consist of individuals who are similar in the way they differentiate and/or integrate various stimuli in order to increase performance and satisfaction?" The preceding research problem was analyzed in a laboratory setting using a 2 X 2 factorial design blocked on the variable, cognitive complexity. The Repertory Grid was used to measure the cognitive complexity of 228 student subjects. These subjects were stratified into groups of three based on their cognitive complexity score on the Repertory Grid (Kelly, 1955). Each group was treated randomly with one of two levels of task complexity (complex or not complex). Moreover, the groups received an imposedgroup structure that incorporated centralized or decentralized decision-making. Results indicated that groups consisting of cognitively complex members outperformed groups consisting of noncomplex members. No support was obtained for the two-way interaction between group cognitive complexity and either task complexity or group structure. Support was obtained for the interaction between task complexity and group structure on both task satisfaction measures. The highest ...
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Cultural Diversity and Team Performance: Testing for Social Loafing Effects

Cultural Diversity and Team Performance: Testing for Social Loafing Effects

Date: May 1997
Creator: Heller, Deanna M. (Deanna Marcell)
Description: The concept of social loafing is important with regard to organizational effectiveness particularly as organizations are relying on teams as a means to drive productivity. The composition of those teams is likely to reflect the current movement of racial and ethnic minorities in the work place. The primary purpose of this research was to determine the role cultural diversity plays in enhancing performance and thereby eliminating social loafing. The research study is significant because 1) it is among the first to use culturally diverse work groups while examining the social loafing phenomenon, and 2) the groups were intact project teams, rather than ad-hoc groups commonly found in social loafing experiments. It was anticipated that the members of culturally homogeneous groups would engage in social loafing when their individual efforts were "buried." However, subjects in both culturally diverse and culturally homogeneous groups resisted social loafing behaviors. Additional statistical analysis revealed that as group orientation increased, performance levels increased as well. Group orientation, then, appears to be a more powerful determinant of performance than group composition. It is expected that the time these groups had together and the performance feedback opportunities provided them, prior to the experiment, contributed significantly to these results. ...
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Effects of Venture Team Demographic Characteristics on Team Interpersonal Process Effectiveness in Computer Related Venture Teams

Effects of Venture Team Demographic Characteristics on Team Interpersonal Process Effectiveness in Computer Related Venture Teams

Date: August 1996
Creator: Ochani, Manju
Description: In order to remain competitive, firms must be able to merge diverse, differentiated people into teams. In comparison to solo ventures, venture teams not only offer a broader base of physical and financial resources and varying points of view, but also positively influence the profitability, growth, and survivability potential of new ventures. Despite the growing importance and potential benefits offered by venture teams, relatively little is known about assembling and maintaining effective venture teams in the field of entrepreneurship. More specifically, information is needed to understand what composition and combination of demographic characteristics of team members would contribute to the effectiveness and success of a venture team. In this study the relationship between venture team demographic characteristics and team effectiveness (which is defined in terms of the interpersonal process of venture team members in their group activities) is investigated. The demographic characteristics examined include average age, age heterogeneity, average level of education, educational background heterogeneity, gender heterogeneity, and functional background heterogeneity. A field study, involving face-to-face and telephone interviews with the venture teams is used to gather data from40 computer related venture teams in a large midwest U.S. city. The venture teams are identified through the local Chambers of Commerce, ...
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An Emotional Business:  the Role of Emotional Intelligence in Entrepreneurial Success

An Emotional Business: the Role of Emotional Intelligence in Entrepreneurial Success

Date: May 2012
Creator: McLaughlin, Erin B.
Description: Successful entrepreneurial activity is important for a healthy economy and can be a major source of job creation. While the concept of entrepreneurship has been around for quite some time, researchers continue to explore the factors that underlie entrepreneurial performance. Specifically, researchers have sought to further examine why some entrepreneurial ventures are more successful than others. the concept of emotional intelligence (EI) has gained the attention of researchers and practitioners alike. Practitioners have realized that employees can no longer be perceived as biological machines that are capable of leaving their feelings, norms, and attitudes at home when they go to work. Researchers are embracing the concept of emotional intelligence because of its relationship with efficiency, productivity, sales, revenues, quality of service, customer loyalty, employee recruitment and retention, employee commitment, employee health and satisfaction, and morale. While there is considerable evidence documenting the effects of emotional intelligence on leadership performance, job performance in large firms, and educational performance, very little research has examined how emotional intelligence affects entrepreneurial performance and the variables that account for this relationship. Individuals in entrepreneurial occupations face business situations that necessitate unique skills and abilities in social interactions. Emotional intelligence has implications for entrepreneurial situations and ...
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An empirical investigation of manufacturing flexibility and organizational performance as moderated by strategic integration and organizational infrastructure.

An empirical investigation of manufacturing flexibility and organizational performance as moderated by strategic integration and organizational infrastructure.

Date: August 2008
Creator: Rogers, Pamela Rose Patterson
Description: The purpose of this study is empirically investigating four research questions related to manufacturing flexibility. 1) What are the components of manufacturing flexibility? 2) Is there a relationship between manufacturing flexibility and organizational performance? 3) Do integrated strategies strengthen the relationship between manufacturing flexibility and organizational performance? 4) Are there organizational characteristics that strengthen the relationship between manufacturing flexibility and organizational performance? This study used a cross-sectional survey design to collect data from manufacturing organizations in multiple industries. Organizational performance was quantified using common manufacturing measures. Strategic integration and organizational infrastructure were also measured. Data were collected using a self-administered questionnaire. Factor analysis, correlation analysis, and regression were used to analyze the data. The results indicate the variables and expected relationships exist as hypothesized. This study contributes to the manufacturing flexibility body of knowledge by identifying relationships between the manufacturing flexibility component, performance, strategic integration, and organizational infrastructure. The instrument development in this study is of particular value as there are few rigorously developed and validated instruments to measure the manufacturing flexibility components and performance. Understanding these relationships will help practitioners make better decisions in manufacturing organizations as well as enable application of the concepts in this study to other ...
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An Empirical Investigation of Personal and Situational Factors That Relate to the Formation of Entrepreneurial Intentions

An Empirical Investigation of Personal and Situational Factors That Relate to the Formation of Entrepreneurial Intentions

Date: August 1998
Creator: Summers, David F. (David Frederic), 1948-
Description: New entrepreneurial organizations emerge as a result of careful thought and action. Therefore, entrepreneurship may be considered an example of planned behavior. Previous research suggests that intentions are the single best predictor of planned behavior. Given the significance of intentions, the purpose of this study was to investigate the relationships between the personal characteristics of the entrepreneur and perceived environmental factors, and entrepreneurial intentions.
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An Empirical Investigation of Personality and Situational Predictors of Job Burnout

An Empirical Investigation of Personality and Situational Predictors of Job Burnout

Date: December 1996
Creator: Caudill, Helene L. (Helene Litowsky)
Description: Empirical research exploring the complex phenomenon of job burnout is still considered to be in its infancy stage. One clearly established stream of research, though, has focused on the antecedents of the three job burnout components: emotional exhaustion, depersonalization, and personal accomplishment. In particular, situational characteristics have received a great deal of attention to date. Four situational factors: (1) role ambiguity, (2) role conflict, (3) quantitative role overload, and (4) organizational support were included in this analysis to test their significance as predictors of job burnout. Another set of antecedents that has received far less attention in job burnout research is personal dispositions. Individual differences, most notably personality traits, may help us understand why some employees experience burnout whereas others do not, even within the same work environment. Four personality characteristics: (1) self-esteem, (2) locus of control, (3) communal orientation, and (4) negative affectivity were included to test their significance as predictors of job burnout. An on-site, self-report survey instrument was used. A sample of 149 human service professionals employed at a large government social services department voluntarily participated in this research. The main data analysis techniques used to test the research hypotheses were canonical correlation analysis and hierarchical analysis ...
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An Empirical Investigation of the Effectiveness of Using Assigned, Easy Goals to Strengthen Self-efficacy Perceptions and Personal Goals in Complex Task Performance

An Empirical Investigation of the Effectiveness of Using Assigned, Easy Goals to Strengthen Self-efficacy Perceptions and Personal Goals in Complex Task Performance

Date: December 1998
Creator: Endres, Megan L. (Megan Lee)
Description: The perception of self-efficacy is a central cognitive construct in explaining motivation. Assigned goals are established in the literature as affecting self-efficacy, but only a few researchers investigated their effects in complex tasks. One stream of research revealed the positive effects of easy goals on performance in a complex task without regard to self-efficacy perceptions. In the present study, the focus was on the effects of assigned, easy goals on self-efficacy and personal goals in complex task performance. It was expected that easy goals would be superior to moderate or impossible goals because the complexity and uncertainty of the task distorts subjects' perceptions of goal difficulty.
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An Empirical Investigation of the Interaction Effects of Leader-Member Locus of Control on Participation in Strategic Decision Making

An Empirical Investigation of the Interaction Effects of Leader-Member Locus of Control on Participation in Strategic Decision Making

Date: May 1995
Creator: May, Ruth C. (Ruth Carolyn)
Description: The purpose of this study was to test for a relationship between locus of control and participation in strategic decision making. The research model included the variables of gender, locus of control, job-work involvement and preference for participative environment as possible influences on team member participation in strategic decision making. Another feature of the model was the proposed three-way interaction effect on member participation. This interaction included member job-work involvement, member preference for participation and leader locus of control.
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Environmental Scanning Practices of Manufacturing Firms in Nigeria

Environmental Scanning Practices of Manufacturing Firms in Nigeria

Date: May 1992
Creator: Sawyerr, Olukemi Olaitan
Description: The purpose of this study was to examine scanning practices in a developing country by looking at the scanning behavior of executives of Nigerian manufacturing firms. Specifically, this study examined the decision maker's perception of environmental uncertainty (PEU), the frequency and degree of interest with which decision makers scan each sector of the environment, the frequency of use of various sources of information, the number of organizational adjustments made in response to actions of environmental groups, and the obstacles encountered in collecting information from the environment.
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An Examination of the Similarities and Differences Between Transformational and Authentic Leadership and Their Relationship to Followers' Outcomes

An Examination of the Similarities and Differences Between Transformational and Authentic Leadership and Their Relationship to Followers' Outcomes

Date: August 2013
Creator: McKee, Victoria
Description: To date there is no comprehensive understanding of what leadership is, nor is there an agreement among different theorists on what a good or effective leader should be. The purpose of this dissertation is to examine the theoretical and empirical similarities and differences of two styles of leadership – transformational and authentic leadership. Follower outcomes, as well as, the effects of trust and psychological capital within these paradigms are of particular interest. Although theoretical differences are proposed for the leadership style, the extent of overlap suggests the need to more closely examine each theory. Pilot studies were created to validate original scenarios created for the study as well as to examine the validity and reliability of new measurement instruments. The dissertation is designed to determine whether the relationships between authentic leadership and a variety of follower outcomes including performance, affective commitment, satisfaction, trust, and organizational citizenship behavior are similar to those between transformational leadership and these outcomes. In addition, variables more unique to authentic leadership research including psychological capital and follower well-being were examined within both paradigms to determine whether their relationships are similar to each type of leadership style. An experimental study using Qualtrics was used to collect the ...
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Examining Curvilinearity and Moderation in the Relationship between the Degree of Relatedness of Individual Diversification Actions and Firm Performance

Examining Curvilinearity and Moderation in the Relationship between the Degree of Relatedness of Individual Diversification Actions and Firm Performance

Date: May 2011
Creator: Cernas Ortiz, Daniel Arturo
Description: Corporate diversification continues to be an important phenomenon in the modern business world. More than thirty years of research on diversification suggests that the degree of relatedness among a firm's business units is a factor that can affect firm performance, but the true effect of diversification relatedness on firm performance is still inconclusive. The purpose of this dissertation is to shed more light on this inconclusive association. However, attention is focused on the performance implications of individual diversification actions (e.g., acquisitions and joint ventures) rather than on the overall performance of firms with different levels of diversification. A non-experimental, longitudinal analysis of secondary data was conducted on over 450 unique acquisitions and on more than 210 joint ventures. Results suggest that even when individual diversification actions rather than entire business portfolios are examined, an inverted curvilinear association between diversification relatedness and performance is likely to emerge. This pattern is observed in both acquisitions and joint ventures. However, the association between diversification relatedness and performance in acquisitions is moderated by the level of industry adversity, though factors such as corporate coherence and heterogeneous experience do not moderate the association between diversification relatedness and performance. This study augments the body of knowledge ...
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Explicating the Managerial Processes of Dynamic Capabilities and Investigating How the Reconceptualized Construct Influences the Alignment of Ordinary Capabilities

Explicating the Managerial Processes of Dynamic Capabilities and Investigating How the Reconceptualized Construct Influences the Alignment of Ordinary Capabilities

Date: August 2014
Creator: Davis, Phillip E.
Description: In the last three decades, strategic management scholars have explored the organization’s need to reconfigure its capabilities to leverage opportunities in a changing environment. The first objective of this study was to identify the underlying elements of the managerial processes of dynamic capabilities, and to offer a reconceptualization of the dynamic capabilities construct. The second objective of this investigation was to determine how the reconceptualized dynamic capabilities construct could influence the alignment of ordinary capabilities. Findings from this investigation indicate that organizational processes and managerial processes are unique components of dynamic capabilities. In addition, these organizational processes were found to be significantly and positively correlated with the alignment of ordinary capabilities. Furthermore, managerial processes were found to moderate the relationship between organizational processes and one type of ordinary capability alignment (i.e. innovation-operations capability alignment). Taken together, the findings of this study support the notion that dynamic capabilities are context specific, and that understanding how they influence the organization’s ability to change is complex. The developments and findings in this study offer a reconceptualized and empirically tested framework for the capability alignment process, thereby providing a more comprehensive picture of the underlying processes.
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High Risk Occupations: Employee Stress and Behavior Under Crisis

High Risk Occupations: Employee Stress and Behavior Under Crisis

Date: August 2011
Creator: Russell, Lisa M.
Description: The purpose of this study is to analyze the relationships between stress and outcomes including organizational citizenship behavior (OCB), job satisfaction, and burnout in high-risk occupations. Moreover, how personality, emotions, coping, and leadership influence this relationship is investigated. Data were collected from 379 officers in 9 police organizations located in the Southern and Southwest United States. The primary research question addressed within this dissertation is: What is the relationship between stress and behavioral and affective outcomes in high-risk occupations as governed by coping, leadership, and crisis? The majority of the hypothesized relationships were supported, and inconsistencies center on methodological and theoretical factors. Findings indicate that occupational stressors negatively influence individuals in high-risk occupations. Moreover, crisis events exacerbate these influences. The use of adaptive coping strategies is most effective under conditions of low stress, but less so under highly stressful circumstances. Similarly, transformational leader behaviors most effectively influence how individuals in high-risk occupations are affected by lower, but not higher levels of stress. Profiles of personality characteristics and levels of emotional dissonance also influence the chosen coping strategies of those working in high-risk occupations. Prescriptively, it is important to understand the influences among the variables assessed in this study, because negative ...
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The Impact of Social Capital and Dynamic Capabilities on New Product Development:  An Investigation of the Entertainment Software Industry

The Impact of Social Capital and Dynamic Capabilities on New Product Development: An Investigation of the Entertainment Software Industry

Date: August 2008
Creator: Voelker, Troy A.
Description: Businesses today face intense international competition, a heightened pace of development and shortened product life cycles. As a result, many researchers recommend firms collaborate and partner with other firms to succeed. With over a decade of research examining alliances and inter-firm collaboration, we know a great deal about the benefits and outcomes firms realize through collaboration. An important gap exists, however, in our understanding of the effect of partnering firms on collaborative outputs. This study attempts to address this gap by examining the success of collaborative new product development outputs. The study was a quasi-experimental study using archival, time-series data. Hypotheses were tested at the project level, defined as the product output from the collaborative development effort. Predictors were developed at both the firm and dyadic levels. Several findings emerged from this research. The primary finding is that roles of alliance partners impact which capability and capital benefits accrue. Firms functioning as a publisher benefit from increases in relevant experience. Firms functioning as a developer benefit from working in areas in which they have experience, but largely to the extent that the developer also generalizes their capabilities. One implication emerging from the capability findings suggests a need for configurational capability ...
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Incumbent Response to Radical Technological Innovation: the Influence of Competitive Dynamics on Strategic Choice

Incumbent Response to Radical Technological Innovation: the Influence of Competitive Dynamics on Strategic Choice

Date: August 2015
Creator: Carter, William R.
Description: Prior research on incumbent firm response to radical technological innovation identifies firm, technology, and environmental factors associated with incumbents’ performance after a technology shift. What remains unexplored are factors affecting choice of response made before a technological shift occurs. Such ex ante choices are important intermediate outcomes affecting long-term performance outcomes. Competitive considerations may be influential inputs in choice processes because technological innovation is often related to competitive strategy. The resulting research question for this study is: What role do competitive considerations play in incumbent firms’ ex ante strategic choices in response to potentially radical technological innovations? Findings from a survey of key informants in the electronics industry whose firms face a potential technological disruption (n=120) suggest that incumbents’ response choices are affected by competitor-related orientations and by perceptions of relative strength of their strategic assets. Limited support is found for a moderating effect of perceptions of the competitive environment. The results of this study extend theory on incumbent response to radical technological change by shedding light on the influence of competitor interdependence. Findings also suggest the importance of strategic choice as an intermediate variable in understanding incumbents’ long-term performance. Research examining choice factors at varied stages of a technology’s ...
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The Influence of Interorganizational Trust, Individualism and Collectivism, and Superordinate Goal of JIT/TQM on Interorganizational Cooperation: An Exploratory Analysis of Institutions in Mexico

The Influence of Interorganizational Trust, Individualism and Collectivism, and Superordinate Goal of JIT/TQM on Interorganizational Cooperation: An Exploratory Analysis of Institutions in Mexico

Date: December 1998
Creator: Glaser-Segura, Daniel A. (Daniel Armand)
Description: Since their introduction to the United States from Japan in the 1980s, inter-organizational cooperation practices between buyers and suppliers have provided lower costs, shorter development and production cycles, and higher levels of quality and productivity. Many studies of interorganizational cooperation have relied on transaction cost economicsframeworks,which ignore cultural differences. Few studies have analyzed inter-organizational cooperation in Mexico, a less-developed country (LDC) with a cultural and industrial environment differentfromthe U.S. This study is concerned with the influence of interorganizational trust, individualism and collectivism (indcol), and the superordinate goal ofjust-in-time/total quality management (JIT/TQM) on inter-organizational cooperation.
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Interorganizational Relationships: The Effects of Organizational Efficacy on Member Firm Performance

Interorganizational Relationships: The Effects of Organizational Efficacy on Member Firm Performance

Access: Use of this item is restricted to the UNT Community.
Date: August 2006
Creator: McDowell, William C.
Description: Relationships between the collective actors within interorganizational relationships are a growing area of research in management. Interorganizational networks continue to be a popular mechanism used by organizations to achieve greater performance. Organizations develop competencies to work with other organizations, but the confidence of these organizations to use these strengths for a competitive advantage has yet to be empirically examined. The purpose of this study is to examine organizational efficacy, how competencies may related to that efficacy, and the relationship of efficacy with performance. The goal of this study is to observe the relationship among trust, dependence, information quality, continuous quality improvement, and supplier flexibility with organizational efficacy. In addition, the relationship between organizational efficacy and performance is also observed. There are two primary research questions driving this study. First, what is the relationship between trust, dependence, information quality, continuous quality improvement, supplier flexibility and organizational efficacy? Second, what is the relationship between organizational efficacy and performance? The theories supporting the hypotheses generated from these questions include theories such as social cognitive theory, quality improvement, and path-goal theory. Data collected from the suppliers of a large university support the hypotheses. Regression analysis and structure coefficients were used to analyze the data. ...
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The Introduction of Robotic Technology: Perceptions of the Work Force of an Aerospace Defense Company

The Introduction of Robotic Technology: Perceptions of the Work Force of an Aerospace Defense Company

Date: August 1988
Creator: Rose, William B. (William Burford)
Description: This dissertation examines the effect that the introduction of an advanced manufacturing technology, specifically robotics, has on the work force of an aerospace defense company. In this endeavor, there are two main objectives. First, this study determines whether workers feel that their jobs are threatened by the introduction of robotic technology. Secondly, the research compares the degree to which workers from different labor types feel this threat. A review of the literature reveals that the technical factors involving manufacturing technology have been thoroughly examined and discussed, but the effect that they have on the work force has been somewhat neglected. This dissertation develops ten hypotheses to ascertain the perceived threat to job security for workers within an aerospace defense company. This study is based on an employee survey that examined the employee's perceived threat to job security by the introduction of robotics. The primary research was obtained from employees within an aerospace defense company through the use of questionnaires in a three phase approach. The first phase utilized a pretest that sampled the questionnaire prior to the company-wide solicitation. The second phase administered the questionnaire to the three labor types within the work force. Phase three consisted of data reduction ...
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Introduction of Self-Manage Work Teams at a Brownfield Site: a Study of Organization-Based Self-Esteem and Performance

Introduction of Self-Manage Work Teams at a Brownfield Site: a Study of Organization-Based Self-Esteem and Performance

Date: May 1994
Creator: Borycki, Christine
Description: This empirical study is aimed at understanding the patterns of relationships among the organization structure of self-managed work teams in terms of three sets of constructs: 1. organization-based self-esteem; 2. consequent behaviors of intrinsic work motivation, general job satisfaction, organization citizenship, and organization commitment; and 3. performance. The primary significance of this study is that it adds to the pool of empirical knowledge in the field of self-managed work team research. The significance of this study to practicing managers is that it can help them make better-informed decisions on the use of the self-managed work team structure. This study was a sample survey composed of five standardized questionnaires using a five-point Likert-type scale, open-ended questions, and demographic questions. Unstructured interviews supplemented the structured survey and for means of triangulation of results. The variables were analyzed using regression analysis for the purpose of path analysis. The site was a manufacturing plant structured around self-managed work teams. The population was full-time, first-line production employees.
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An Investigation of the Relationship between Work Value Congruence in a Dyad and Organizational Commitment as Mediated by Organizational Influences

An Investigation of the Relationship between Work Value Congruence in a Dyad and Organizational Commitment as Mediated by Organizational Influences

Date: May 1997
Creator: Dale, Kathleen M. (Kathleen Marie)
Description: Researchers suggest that value congruence in superior-subordinate dyads results in positive outcomes for an organization (Kemelgor, 1980; Meglino, Ravlin, & Adkins, 1989; 1990; Parkington & Schneider, 1979; Senger, 1971; Weeks, Chonko, Kahle, 1989). Further, evidence is presented which suggests that commitment at the organizational level is achieved, in part, through value congruence at the individual level of analysis. Analysis at the individual level reflects the effect of shared values on interpersonal relations. Work value congruence in a dyad enhances the development of a high quality dyadic relationship. The subordinate in such a relationship perceives being allowed more participation in decision making, more positive work experiences, and less role stress (Turban & Jones, 1988). These items have been found to be predictor variables of commitment from Steer's (1977) framework of antecedents. In this study, a research model was proposed which suggests that work value congruence in the subordinate-superior dyad leads to organizational commitment through its effect on subordinate perceptions of role stress characteristics, participation, and work experiences. The model integrates the organizational aspects of the Steer's (1977) framework for organizational commitment with the interpersonal effect of work value congruence. A field study design using a sample of 96 subordinate-superior dyads at ...
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An Investigation of the Relationship Between World-Class Quality System Components and Performance

An Investigation of the Relationship Between World-Class Quality System Components and Performance

Date: December 1996
Creator: Berry, Roger W. (Roger William)
Description: Within the past two decades U.S. companies have experienced increased competition from foreign companies. In an effort to combat this competition many U.S. companies focused on quality as a solution to the problem. Researchers agree this emphasis on quality systems has changed the way many managers conduct business. Yet, no studies have identified which components of world-class quality systems, if any, contribute most to changes in performance. The purpose of this study is to empirically investigate three research questions pertaining to world-class quality systems: (1) What are the components of world-class quality systems? (2) Does a relationship exist between world-class quality system components and improved organizational performance? (3) Which world-class quality system components contribute most to changes in performance? The theoretical foundation for investigating these relationships is developed from Galbraith's (1977) information processing model of organization design. An extensive literature review resulted in the identification of seven components common to world-class quality systems: management involvement, customer involvement, employee involvement, supplier involvement, product/service design, process management, and continuous improvement. The literature suggests implementation of these components leads to changes in performance in such areas as productivity, throughput time, and quality output. A cross-sectional field study was used to gather data to ...
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