Career Orientations and Perceptions of Rewarded Activity in a Research Organization

Schein, Edgar H.

doi:10.2307/2391030

Cited by 22 publications

(6 citation statements)

References 5 publications

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“…McKelvey (1969) formulated and tested an operational version of this model in terms of two orthogonal-style dimensions (idealismxynicism and activity-passivity) which seem useful for describing four interaction styles with the organization (crusading; ritualism; insurgency; and retreatism). These two style dimensions have also been observed empirically by Schein et al (1965) in a research organization.…”

Section: I4supporting

confidence: 57%

Value noncomplementarity and organizational commitment of engineers*

Barth

1973

R & D Management

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Based on data obtained from 358 engineering professionals, this study first identifies a set of ten workrelated value dimensions relevant and important to engineers. For each of these dimensions, the relationship between the perception of unfulfilment (noncomplementarity) and commitment to the organization is then examined, along with the influence of several professional and organizational socialization variables. It was hypothesized and found, for each of the ten value dimensions, that perceived value incongruence is negatively related to organizational commitment. This relationship was strongest for technical values, collegial growth values, science values, and personal-interaction values. It was further found that the effects of the socialization variables on this relationship were relatively unimportant. Some implications of these results are discussed. * This research was facilitated through a research grant from the Canada Department of Labour and support made available through Northwestern University's Program of Research on the Management of Research and Development. 13 * The internal consistency of each value dimension was computed using Cronbach's (1951) generalization of Kuder-Richardson Formula 20 to polychotomous items: a = --1"1] [ "iTyJ where n = the number of items in the scale (or subscale), Z = item, and T = total (or subscale total). Essentially, this formula measures the proportion of the total scale variance [US] which is composed of the sum of the inter-item covariances.

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Section: I4supporting

confidence: 57%

Value noncomplementarity and organizational commitment of engineers*

Barth

1973

R & D Management

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“…Most researchers have defined CO as a type of work-related values reflected in individual preferences regarding various job types, performance standards, and forms of recognition in the context of work careers (Dewhirst and Holland, 1975;Goldberg et al, 1965;Kozlowski and Hults, 1986;Miller and Wager, 197 1 ;Pelz and Andrews, 1976;Schein et al 1964;Steiner and Farr, 1986;Toren and King, 1982). Empirical work exploring dimensions of R&D professionals' CO has been strongly influenced by Gouldner's (1957) distinction of localcosmopolitan role orientations.…”

Section: Dimensions O F Randd Professionals' Career Orientationsmentioning

confidence: 99%

“…and engineers to various career development opportunities and administrative procedures (Bailyn, 1980;Gouldner, 1957;Kozlowski and Hults, 1986;Raelin, 1984;Schein et al, 1964). The purpose of the present study was to extend previous work on R&D professionals' C O by (1) examining the factorial validity and reliability of C O measures derived from US organization research with samples of R&D professionals from a variety of companies in three major countries;…”

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confidence: 92%

CAREER ORIENTATIONS IN DIFFERENT COUNTRIES AND COMPANIES: AN EMPIRICAL INVESTIGATION OF WEST GERMAN, BRITISH AND US INDUSTRIAL R&D PROFESSIONALS^[1]

Gerpott

Domsch

Keller

1988

J Management Studies

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This study examined dimensions and levels of career orientations and their correlation with work-related outcome criteria among industrial R&D professionals. Questionnaire data were obtained in 11 West German, 4 British, and 2 US R&D units of large industrial companies. Respondents were 729 West German, 2 17 British, and 124 US scientists and engineers. Managerial career orientation and professional/scientific career orientation emerged from factor and scale analyses as two independent orientation dimensions with similar meaning across the three countries and the 17 R&D organizations. Results indicated significant cross-country differences in levels of professional/scientific career orientation, but not in levels of managerial career orientation. Significant differences in levels of both orientation dimensions were detected between R&D units within countries. Distinctive characteristics of West German firms employing R&D staff with particularly strong professional/scientific or managerial career orientations are suggested. Managerial and professional/scientific career orientations were found to be differentially related to objective indicators and self-ratings of research performance. Directions for future research and managerial implications for selecting and rewarding R&D employees with different patterns of career orientations are discussed. GENERAL BACKGROUNDCareer orientations (CO) of R&D professionals in large organizations are thought to be of major importance in understanding reactions of organizational scientists

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“…Turning to some of the important distinctions between ORGSOC and PROFSOC, it is notable that the earliest research was conducted in sociological, psychological, and managerial disciplines (Bennis et al, 1958;Glaser, 1964;Goldberg et al, 1965;Gouldner, 1957Gouldner, , 1958Hughes, 1958;Merton et al, 1957;Miller and Wagner, 1971;Moore, 1969;Schein, 1965;Schein et al, 1965). Researchers considered ORGSOC and PROFSOC to be similar forms of social learning, to be interdependent, and to occur as individuals became oriented into the work place and occupation.…”

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confidence: 99%

Investigating Socialization, Work-Related Norms, and the Ethical Perceptions of Marketing Practitioners

2010

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Career Orientations and Perceptions of Rewarded Activity in a Research Organization

Cited by 22 publications

References 5 publications

Value noncomplementarity and organizational commitment of engineers*

Value noncomplementarity and organizational commitment of engineers*

CAREER ORIENTATIONS IN DIFFERENT COUNTRIES AND COMPANIES: AN EMPIRICAL INVESTIGATION OF WEST GERMAN, BRITISH AND US INDUSTRIAL R&D PROFESSIONALS^[1]

Investigating Socialization, Work-Related Norms, and the Ethical Perceptions of Marketing Practitioners

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Career Orientations and Perceptions of Rewarded Activity in a Research Organization

Cited by 22 publications

References 5 publications

Value noncomplementarity and organizational commitment of engineers*

Value noncomplementarity and organizational commitment of engineers*

CAREER ORIENTATIONS IN DIFFERENT COUNTRIES AND COMPANIES: AN EMPIRICAL INVESTIGATION OF WEST GERMAN, BRITISH AND US INDUSTRIAL R&D PROFESSIONALS[1]

Investigating Socialization, Work-Related Norms, and the Ethical Perceptions of Marketing Practitioners

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CAREER ORIENTATIONS IN DIFFERENT COUNTRIES AND COMPANIES: AN EMPIRICAL INVESTIGATION OF WEST GERMAN, BRITISH AND US INDUSTRIAL R&D PROFESSIONALS^[1]