Limited Time Offer
Premium members can get their quote collection automatically imported into their Quotewise collections.
Given that organizational theory deals with different ways of organizing human activity, how does one “theorize” about organizations? In most scienti… - Steve M. Jex
" "Given that organizational theory deals with different ways of organizing human activity, how does one “theorize” about organizations? In most scientific disciplines, if one wants to theorize about something and ultimately study it, the most common approach is to bring it into a laboratory for closer inspection. Unfortunately, organizational theorists cannot do this because organizations are largely abstractions, and thus cannot be subjected to laboratory investigations. Although we can draw elegant organization charts to represent reporting relationships, and so on, what keeps an organization together is the fact that an organization’s employees understand it and adapt their behavior accordingly.
English
Collect this quote
About Steve M. Jex
Steve M. Jex (born ca. 1960) is an American psychologist and Professor at the Department for Psychology at the . After the and , he received his PhD at the in 1988. He known for his work in the field of and organizational psychology.
Related quotes. More quotes will automatically load as you scroll down, or you can use the load more buttons.
Additional quotes by Steve M. Jex
According to Goldstein (1993), many organizations do not train employees adequately. For example, training programs are either poorly designed or designed in a way that does not meet the needs of employees. Either way, employees may be inadequately prepared to meet their role demands. Like the other two role stressors covered in this chapter, role overload is most often assessed through self-report questionnaires. One popular role overload measure is a scale developed by Caplanet al. (1975). As would be expected, these items appropriately reflect the frequency and intensity of role demands (e.g., “How much workload do you have?”). Respondents would typically respond to these items on a scale ranging from “very light” to “extremely heavy. Despite the popularity of this measure, there are undoubtedly other ways to measure role overload that employ non-self-report methods... [such as] some combination of objective and subjective measures.
Hackett and Guion (1985) offer a number of explanations for the weak relation between job satisfaction and absenteeism. One reason is the measurement of absenteeism itself. Although at first glance absenteeism would appear to be a rather simple variable, it is actually quite complex. For example, when measuring absences, one can distinguish between excused and unexcused absences. Excused absences would be allowed for events such as illnesses and funerals. In unexcused absences, the employee simply does not show up at work. One could argue that job satisfaction would be more likely to play a role in unexcused than in excused absences.
Loading...