Based on a review of the merger and acquisition literature, the present thesis proposed that Soci... more Based on a review of the merger and acquisition literature, the present thesis proposed that Social Identity Theory provided a useful framework for understanding post-merger employee problems. Social Identity Theory suggests that in order to maintain positive social identities people will favor ingroup members over outgroup members. Ingroup favoritism has been found across a variety of situations including when people make reward allocations, performance evaluations, and general attitudinal judgments. Two solutions to corporate combination conflicts were examined. One solution emphasized a shift to an interpersonal orientation. In an interpersonal orientation people focus on interactions between individuals and not group to group interactions. The other solution emphasized a shift to an intragroup orientation. In an intragroup orientation, the focus is on the identity shared by both the ingroup and the outgroup. Furthermore, a search of the literature disclosed a key factor: the perspective or relative size differences between the two organizations. A laboratory experiment tested two hypotheses. The first stated that relative group size would determine the amount of intergroup conflict displayed by subjects. The second proposed that the effectiveness of the two solutions would be a function of relative group size. The results failed to support the two hypotheses. For the most part subjects showed very little intergroup bias overall. Post-hoc analyses and explanations of the data revealed some interesting substantive issues and suggested several future areas of research
(Statement of Responsibility) by Maryalice Citera(Thesis) Thesis (B.A.) -- New College of Florida... more (Statement of Responsibility) by Maryalice Citera(Thesis) Thesis (B.A.) -- New College of Florida, 1981(Electronic Access) RESTRICTED TO NCF STUDENTS, STAFF, FACULTY, AND ON-CAMPUS USE(Bibliography) Includes bibliographical references.(Source of Description) This bibliographic record is available under the Creative Commons CC0 public domain dedication. The New College of Florida, as creator of this bibliographic record, has waived all rights to it worldwide under copyright law, including all related and neighboring rights, to the extent allowed by law.(Local) Faculty Sponsor: Dalezman, Josep
Based on a review of the merger and acquisition literature, the present thesis proposed that Soci... more Based on a review of the merger and acquisition literature, the present thesis proposed that Social Identity Theory provided a useful framework for understanding post-merger employee problems. Social Identity Theory suggests that in order to maintain positive social identities people will favor ingroup members over outgroup members. Ingroup favoritism has been found across a variety of situations including when people make reward allocations, performance evaluations, and general attitudinal judgments. Two solutions to corporate combination conflicts were examined. One solution emphasized a shift to an interpersonal orientation. In an interpersonal orientation people focus on interactions between individuals and not group to group interactions. The other solution emphasized a shift to an intragroup orientation. In an intragroup orientation, the focus is on the identity shared by both the ingroup and the outgroup. Furthermore, a search of the literature disclosed a key factor: the perspective or relative size differences between the two organizations. A laboratory experiment tested two hypotheses. The first stated that relative group size would determine the amount of intergroup conflict displayed by subjects. The second proposed that the effectiveness of the two solutions would be a function of relative group size. The results failed to support the two hypotheses. For the most part subjects showed very little intergroup bias overall. Post-hoc analyses and explanations of the data revealed some interesting substantive issues and suggested several future areas of research
Proceedings of the Human Factors and Ergonomics Society Annual Meeting, 1993
This paper presents the results from a case study involving the use of concept mapping in a Total... more This paper presents the results from a case study involving the use of concept mapping in a Total Quality Management (TQM) program. Concept mapping is a knowledge acquisition technique that has proven successful in a variety of instances when it was necessary to elicit information directly from domain experts and communicate that information to other individuals needing the information. The concept mapping technique produces, during the course of an interview, a graphical representation that becomes a communications medium through which ideas can be easily shared in a group setting. In TQM programs it may be necessary to elicit detailed information from employees about the nature of their work domain and about the various problems they may be encountering. The success of TQM programs often depends on establishing open lines of communications through which employees can articulate their concerns and upon the ability of TQM team members to uncover hard-to-detect problems. Concept mapp...
This study assessed the differences between perceptions held by disabled and nondisabled individu... more This study assessed the differences between perceptions held by disabled and nondisabled individuals toward different selection techniques. We compared the opinions of disabled (Ṉ = 79) and nondisabled (Ṉ = 93) persons about the fairness and job relatedness of seven selection methods: personality inventory, cognitive ability test, leaderless group discussion, work sample, biographical inventory, structured interview, and unstructured interview. The results indicated that disabled respondents viewed the structured interview as significantly less fair than the nondisabled respondents. The organizational implications of these results in terms of the 1990 Americans with Disabilities Act are discussed.
From manufacturing to service, many U.S. organizations are implementing total quality programs (L... more From manufacturing to service, many U.S. organizations are implementing total quality programs (Lawler, Mohrman, & Ledford, 1992). In one recent survey of Fortune 1000 companies, Lawler et al. (1992) found that a full 76% of the respondents reported that their company used total quality with at least some employees. Indeed, in the past several years a focus on quality improvement has swept through American industry, transforming the way that many companies do business (MIT Commission on Industrial Productivity, 1989). Despite this tide of change, academic researchers have been quiescent almost to the point of negligence. There has been very little research focusing on the concept of total quality management (Dean & Bowen, 1994). The focus of this chapter is to use the concepts of politics and support to understand and predict the effectiveness of quality improvement teams. As we shall see, this will require that we conceptualize politics and support a little differently. Previously,...
Based on a review of the merger and acquisition literature, the present thesis proposed that Soci... more Based on a review of the merger and acquisition literature, the present thesis proposed that Social Identity Theory provided a useful framework for understanding post-merger employee problems. Social Identity Theory suggests that in order to maintain positive social identities people will favor ingroup members over outgroup members. Ingroup favoritism has been found across a variety of situations including when people make reward allocations, performance evaluations, and general attitudinal judgments. Two solutions to corporate combination conflicts were examined. One solution emphasized a shift to an interpersonal orientation. In an interpersonal orientation people focus on interactions between individuals and not group to group interactions. The other solution emphasized a shift to an intragroup orientation. In an intragroup orientation, the focus is on the identity shared by both the ingroup and the outgroup. Furthermore, a search of the literature disclosed a key factor: the perspective or relative size differences between the two organizations. A laboratory experiment tested two hypotheses. The first stated that relative group size would determine the amount of intergroup conflict displayed by subjects. The second proposed that the effectiveness of the two solutions would be a function of relative group size. The results failed to support the two hypotheses. For the most part subjects showed very little intergroup bias overall. Post-hoc analyses and explanations of the data revealed some interesting substantive issues and suggested several future areas of research
(Statement of Responsibility) by Maryalice Citera(Thesis) Thesis (B.A.) -- New College of Florida... more (Statement of Responsibility) by Maryalice Citera(Thesis) Thesis (B.A.) -- New College of Florida, 1981(Electronic Access) RESTRICTED TO NCF STUDENTS, STAFF, FACULTY, AND ON-CAMPUS USE(Bibliography) Includes bibliographical references.(Source of Description) This bibliographic record is available under the Creative Commons CC0 public domain dedication. The New College of Florida, as creator of this bibliographic record, has waived all rights to it worldwide under copyright law, including all related and neighboring rights, to the extent allowed by law.(Local) Faculty Sponsor: Dalezman, Josep
Based on a review of the merger and acquisition literature, the present thesis proposed that Soci... more Based on a review of the merger and acquisition literature, the present thesis proposed that Social Identity Theory provided a useful framework for understanding post-merger employee problems. Social Identity Theory suggests that in order to maintain positive social identities people will favor ingroup members over outgroup members. Ingroup favoritism has been found across a variety of situations including when people make reward allocations, performance evaluations, and general attitudinal judgments. Two solutions to corporate combination conflicts were examined. One solution emphasized a shift to an interpersonal orientation. In an interpersonal orientation people focus on interactions between individuals and not group to group interactions. The other solution emphasized a shift to an intragroup orientation. In an intragroup orientation, the focus is on the identity shared by both the ingroup and the outgroup. Furthermore, a search of the literature disclosed a key factor: the perspective or relative size differences between the two organizations. A laboratory experiment tested two hypotheses. The first stated that relative group size would determine the amount of intergroup conflict displayed by subjects. The second proposed that the effectiveness of the two solutions would be a function of relative group size. The results failed to support the two hypotheses. For the most part subjects showed very little intergroup bias overall. Post-hoc analyses and explanations of the data revealed some interesting substantive issues and suggested several future areas of research
Proceedings of the Human Factors and Ergonomics Society Annual Meeting, 1993
This paper presents the results from a case study involving the use of concept mapping in a Total... more This paper presents the results from a case study involving the use of concept mapping in a Total Quality Management (TQM) program. Concept mapping is a knowledge acquisition technique that has proven successful in a variety of instances when it was necessary to elicit information directly from domain experts and communicate that information to other individuals needing the information. The concept mapping technique produces, during the course of an interview, a graphical representation that becomes a communications medium through which ideas can be easily shared in a group setting. In TQM programs it may be necessary to elicit detailed information from employees about the nature of their work domain and about the various problems they may be encountering. The success of TQM programs often depends on establishing open lines of communications through which employees can articulate their concerns and upon the ability of TQM team members to uncover hard-to-detect problems. Concept mapp...
This study assessed the differences between perceptions held by disabled and nondisabled individu... more This study assessed the differences between perceptions held by disabled and nondisabled individuals toward different selection techniques. We compared the opinions of disabled (Ṉ = 79) and nondisabled (Ṉ = 93) persons about the fairness and job relatedness of seven selection methods: personality inventory, cognitive ability test, leaderless group discussion, work sample, biographical inventory, structured interview, and unstructured interview. The results indicated that disabled respondents viewed the structured interview as significantly less fair than the nondisabled respondents. The organizational implications of these results in terms of the 1990 Americans with Disabilities Act are discussed.
From manufacturing to service, many U.S. organizations are implementing total quality programs (L... more From manufacturing to service, many U.S. organizations are implementing total quality programs (Lawler, Mohrman, & Ledford, 1992). In one recent survey of Fortune 1000 companies, Lawler et al. (1992) found that a full 76% of the respondents reported that their company used total quality with at least some employees. Indeed, in the past several years a focus on quality improvement has swept through American industry, transforming the way that many companies do business (MIT Commission on Industrial Productivity, 1989). Despite this tide of change, academic researchers have been quiescent almost to the point of negligence. There has been very little research focusing on the concept of total quality management (Dean & Bowen, 1994). The focus of this chapter is to use the concepts of politics and support to understand and predict the effectiveness of quality improvement teams. As we shall see, this will require that we conceptualize politics and support a little differently. Previously,...
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