Author: Patrice RosenthalPublisher:
ISBN:
Category :
Languages : en
Pages : 15
Book Description
Gender and Managers' Causal Attributions for Subordinate Performance
Author: Patrice RosenthalEffects of Gender, Performance Trends and Causal Information on the Formation of Attributions for High Performers
Author: Stanley Morris GullyPublisher:
ISBN:
Category : Attribution (Social psychology)
Languages : en
Pages : 802
Book Description
The Effects of Causal Attributions on a Supervisor's Evaluation of Subordinate Performance
Author: William Allen KnowltonPublisher:
ISBN:
Category : Attribution (Social psychology)
Languages : en
Pages : 166
Book Description
Effects of Gender, Social Comparison, and Outcome on Causal Attributions and Anagram Performance
Author: Patricia A. SikorskyPublisher:
ISBN:
Category : Attribution (Social psychology)
Languages : en
Pages : 214
Book Description
Working Together
Author: Cynthia EstlundPublisher: Oxford University Press
ISBN: 9780198035954
Category : Business & Economics
Languages : en
Pages : 260
Book Description
The typical workplace is a hotbed of human relationships--of friendships, conflicts, feuds, alliances, partnerships, coexistence and cooperation. Here, problems are solved, progress is made, and rifts are mended because they need to be - because the work has to get done. And it has to get done among increasingly diverse groups of co-workers. At a time when communal ties in American society are increasingly frayed and segregation persists, the workplace is more than ever the site where Americans from different ethnic, religious, and racial backgrounds meet and forge serviceable and sometimes lasting bonds. What do these highly structured workplace relationships mean for a society still divided by gender and race? Structure and rules are, in fact, central to the answer. Workplace interactions are constrained by economic power and necessity, and often by legal regulation. They exist far from the civic ideal of free and equal citizens voluntarily associating for shared ends. Yet it is the very involuntariness of these interactions that helps to make the often-troubled project of racial integration comparatively successful at work. People can be forced to get along-not without friction, but often with surprising success. This highly original exploration of the paradoxical nature--and the paramount importance--of workplace bonds concludes with concrete suggestions for how law can further realize the democratic possibilities of working together. In linking workplace integration and connectedness beyond work, Estlund suggests a novel and promising strategy for addressing the most profound challenges facing American society.
Attribution Theory
Author: Mark MartinkoPublisher: Routledge
ISBN: 1351465139
Category : Business & Economics
Languages : en
Pages : 392
Book Description
With Special Contributions from Bernard Weiner Ph.D. (UCLA) and Robert Lord Ph.D. (Univ. of Akron) Attribution theory is concerned with peoples causal explanation for outcomes: successes and failures. The basic premise is that beliefs about outcomes are a primary determinant of expectations and, consequently, future behavior. Attribution theory articulates how this process occurs and provides a basis for understanding that translates into practical action. Attribution Theory: An Organizational Perspective serves as a primary sourcebook of attribution theory as it relates to management and organizational behavior. The text provides an integrated explanation of the role and function of attribution theory in the organization. This important new book contains original empirical research relating attributions to leader evaluations, reactions to information technologies, management of diverse work groups, achievement, and executive succession and power. The contributors are from a variety of disciplines including management, psychology, education, educational psychology, and sociology.
From Gender and Occupational Stereotypes to Organizational Rewards
Author: Margaret A. McManusPublisher:
ISBN:
Category : Incentives in industry
Languages : en
Pages : 452
Book Description
An Integrative Theory of Leadership
Author: Martin ChemersPublisher: Psychology Press
ISBN: 1317778405
Category : Psychology
Languages : en
Pages : 211
Book Description
A definition of leadership that would be widely accepted by the majority of theorists and researchers might say that "leadership is a process of social influence in which one person is able to enlist the aid and support of others in the accomplishment of a common task." The major points of this definition are that leadership is a group activity, is based on social influence, and revolves around a common task. While this specification seems relatively simple, the reality of leadership is very complex. Intrapersonal factors (thoughts and emotions) interact with interpersonal processes (attraction, communication, and influence) to have effects on a dynamic external environment. Each of these aspects brings complexity to the leadership process. It is the purpose of this book to make that complexity a bit more manageable, increasing the ability to understand what effective leadership is. This volume offers a comprehensive analysis and integration of the empirical research literature and major theories of leadership. It employs a functional analysis stressing what leaders must do to be effective and specifies the processes related to each function. The chapters provide an extensive review of the major approaches to leadership. Each chapter is discussed with an eye to explaining the basic principles, the research evidence, and where appropriate, the relationship of the theory or research program to other theories. In addition, this volume offers the most comprehensive treatment of cultural and gender factors in leadership of any recent book. The question of male-female differences in leadership style and performance is carefully analyzed against the empirical findings. The ultimate goal of this review of the literature is to provide a basis for the presentation of an integrative model of leadership that brings together function and process and provides an armature for integrating what is known.
The Differential Effect of Gender on Observers' Causal Attributions and Perceptions of Leader Competence and Appropriateness Following Displays of Vulnerable Emotions
Author: Karin Louise HanseePublisher:
ISBN:
Category : Educational leadership
Languages : en
Pages : 0
Book Description
The purpose of this experimental, cross-sectional study was to assess whether leaders' gender may have a differential effect on observers' causal attributions for leaders' display of vulnerable emotions. This study also examined whether leader gender and causal attributions interacted in determining observers' perceptions of leaders' competence and appropriateness following leader displays of vulnerable emotions. Differential analysis of leader gender and emotion was conducted using two-way ANOVA. Main effects for both gender and emotion were reported for 1) internal and external causality, 2) competence and 3) appropriateness, as well as any resulting interactions. The Montoya and Hayes (2017) method was utilized for testing for mediation. A within-subjects ANOVA comparing ratings of causality across all three emotional conditions determined whether evidence supported the moderation effect. Results of these analyses found no significant difference between observers' attributions of causality for female versus male leaders on any of the emotions tested. There was a significant difference between observer ratings of appropriateness for male and female leaders after an exhibition of humor such that the male leader was rated as more appropriate than the female leader, but there was no significant difference in the perceived appropriateness of male and female leader's expression of sorrow or anger. Male leaders were rated as less competent than the female leaders following the expression of sorrow. No significant differences were found between male and female leaders expressing anger or humor. The data did not support causal attribution as a mediating variable between leader displays of emotion and observer ratings of competence, when comparing ratings of appropriateness after observing leaders displaying anger and humor or anger and sorrow. There was, however, support for causal attribution as a mediating variable when comparing ratings of appropriateness after observing leaders displaying humor and sorrow. Results indicate the source of the significant moderation in this study was an interaction between attributions of causality for sorrow versus attributions of causality for anger and humor. The data in this study did not support the hypotheses that the judgments of competence and appropriateness would be differentially affected by gender-related causal attributions. While there were some observer differences in gender-related causal attributions, these did not translate into differences in judgments of competence or appropriateness for male and female leaders. These findings suggest the evaluation of leaders' competence and appropriateness is based on factors other than gender-based causal attributions. However, due to the large percentage of white women in the sample, these findings may not generalize to the general population.
Personnel Literature
Author: United States. Office of Personnel Management. LibraryPublisher:
ISBN:
Category : Civil service
Languages : en
Pages : 656
Book Description