No abstract

Using hypothesis-driven meta-analytic procedures on 30 samples containing 118 correlations, researchers examined competing models of the relationship between lateness and assorted work-related variables. Consistent with a progression withdrawal model, the mean corrected lateness-absence correlation, .40, was found to be higher than the lateness-turnover correlation, .27. Hypotheses regarding the relationships between lateness and attitudes, performance, and demographics were generally supported. Methodological issues, including the need for longitudinal designs in the field and the inclusion of other moderators such as organizational and personality variables, were discussed.

Despite considerable awareness about various forms and meanings of participative decision-making (PDM) in different parts of the world, there is less agreement on the causes of variation in PDM. This article argues that among other exogenous (e.g. sociopolitical, legal, historical) forces, the sociocultural context plays an important role in the observed differences among PDM approaches and practices across nations. Similarly, subcultures and organizational cultures may influence PDM within nations. Two cultural dimensions: individualism-collectivism and power distance, are linked with four widespread employee participation approaches: face-to-face PDM, collective PDM, pseudo-PDM, and paternalistic PDM. The attributes of each PDM form, including the cultural determinants, underlying beliefs, the types of decisions made, and the relationship between a specified form and other PDM meanings (e.g. self-managing teams) are elaborated.

SummaryUsing questionnaire and interview data, this study attempted to find out whether the organizational loose (participative) and tight (directive) practices are compatible with or contradict each other. Using the theoretical framework of Sagie's (1997) loose-tight leadership approach, our hypotheses concerned the effects of both practices on the employee's work-related attitudes, and the mediating role of two variables, cognitive (information sharing) and motivational (exerting effort), in these effects. Data were analysed using two methodological approaches, quantitative and qualitative. Based on a quantitative analysis of the questionnaires given to 101 professional employees of a textile company, partial support was provided for the study hypotheses. A qualitative analysis of in-depth, semi-structured interviews with all the employees (n ¼ 20) in one of the company divisions led to similar conclusions. Specifically, we found that although the loose and tight practices affected work attitudes, the interviewees attributed more impact to the tight practice. In addition, none of the study variables mediated the loose impact on attitudes, whereas information sharing (but not exerting effort) mediated the influence of tight practice. Finally, the qualitative analysis revealed a deeper insight into the nature of both leader practices and their possible integration in the decision-making processes in organizations.

On a traditionnellement enqu&tC sur les valeurs gCnCrales de vie et les valeurs de travail sCparCment. L'objectif de la prCsente Ctude Ctait de suggCrer une dCfinition a plusieurs facettes des valeurs personnelles, intCgrant a la fois les valeurs de vie et de travail et de la tester empiriquement. Des donnkes recueillies a partir d'un Cchantillon de 165 directeurs et employCs IsraCliens viennent a I'appui des hypothbses structurelles de 1'Ctude. Une structure empirique conique tridimensionnelle a CtC mise en evidence au moyen d'une analyse spatiale fine (Smallest Space Analysis). Les valeurs relatives 2 la vie et celles relatives au travail y occupent deux regions distinctes pouvant Ctre toutes deux dCcoupCes plus avant selon la modalit6 (matkrielle, affective et cognitive) et la focalisation (focalisee ou diffuse) des facettes des valeurs personnelles. La santC, le bonheur, et l'amour Ctaient, pour cet Cchantillon, les valeurs de vie les plus importantes, tandis que I'intCrgt pour le poste, la responsabilitC, un chef equitable venaient au premier rang dans la hiCrarchie des valeurs de travail. Les rksultats sont discutCs dans le cadre d'hypothbses de compensation ou de report concernant la question des rapports entre travail et non travail.General life values and work values have traditionally been investigated independently. The objective of the present study was to suggest a multifaceted definition of personal values incorporating both life and work values, and to test it empirically. Data obtained from a sample of 165 Israeli managers and workers supported the structural hypotheses of the study. An empirical three-dimensional conical structure was revealed by means of Smallest Space Analysis. Life and work values were found to occupy two distinct regions, and both could be partitioned further according to the modality (material, affective, and cognitive) and focus (focused and diffuse) facets of personal values. Health, happiness, and love were the most important life values for the present sample, while job interest, responsibility, and fair supervisor had the highest rank order in the work values hierarchy. The resultsRequests for reprints should be sent to Dr. Dov Elizur, School of Business Administration, Bar-Ilan University, 52900, Ramat Gan, Israel. 0 1999 International Association of Applied Psychology 74 ELIZUR AND SAGIE are discussed in the context of the spillover or compensation hypotheses regarding the issue of work and nonwork relationships.

No abstract

Ce travail sur la désimplication des salarìés propose un modèle qui intègre les dimensions financière et comportementale et fait appel à des formules mathématiques qui fournissent une estimation du coût global de la désimplica-tion pour l'entreprise. Pour nous différencier des tentatives antérieures de calcul d'un tel coût, nous avons essayé d'englober toute une série de comportements et d'attitudes de retrait, incluant le retrait psychologique, le freinage, les retards, absences et démissions. L'estimation du coût prend en compte des éléments directs et indirects, certains d'entre eux étant même traditionnellement considérés comme ne relevant pas de l'économie. Les équations reposent sur le fond théorique emprunté à la littérature sur le comportement comprenant l'établissement des normes, les interactions à l'intérieur de l'équipe de travail et l'éventuelle dérive d'attitudes et de comportements de retrait relativement discrets vers des formes plus accentuées. On utilise dans les équations des corrélations (corrigées empiriquement) entre les différentes formes de retrait. Ce modèle a été exploité pour évaluer les coûts de la désimplication pour l'année fiscale 1997 dans une société israelienne de dimension moyenne leader dans le domaine de la haute technologic. Il est apparu que le coût de la dé-simplícation était approximativement de 2,8 millions de dollars américains, ou encore de 16,5% du bénéfice avant impôts de l'entreprise. On discute aussi des consequences théoriques et pratiques de ces résultats.The present study proposes an integrative behavioral-financial model of employee withdrawal combined with mathematical formulas, allowing the estimation of the overall cost of withdrawal to the firm. In contrast to previous attempts to calculate such a cost, we aimed to cover an entire range of withdrawal attitudes and behaviors, including psychological withdrawal, withholding effort at work, lateness, absence, and turnover. Cost calculation involves direct and indirect components, including those that were traditionally considered non-economic. The equations are based on theoretical grounds of the behavioral literature, including norm determination, mutual interpersonal influences within the work teams, and the possible progression of relatively mild withdrawal attitudes and behaviors into more severe forms. Empirical mean corrected correlations between withdrawal forms are used in the equations. We applied the model by assessing the withdrawal costs for the fiscal year 1997 in a leading, medium-sized, Israeli high-tech company. It was found that the withdrawal cost was approximately 2.8 million US dollars, or 16.5 per cent of the company's before-tax income. Theoretical and applied implications of the results are discussed.

SummaryThree main streams of research were identified in the field of work values. Based on a series of analyses using multidimensional techniques, the first set of studies attempted to identify the underlying factors or facets of the work values domain. A second group of investigations examined correlates of work values including antecedent and consequent variables. Finally, extensive research on differences in work values' pattern and level by culture have been reported. For purposes of integrating the diverse findings, the basic facets of the work values domain were identified and a model of their effects on behavior was suggested