Alle Publikationen

  • Erweiterte Suche öffnen

Treffer: 4
  • <<
  • 1

  • 2016

  • Stevenson, William B.; Bartunek, Jean M. (2016): Power, Interaction, Position, and the Generation of Cultural Agreement in Organizations. In: Human Relations 49 (1), S. 75-104. DOI: 10.1177/001872679604900104

    DOI: https://doi.org/10.1177/001872679604900104 

    Abstract: Examined the role of differing assumptions about the effect of power, interaction, and position in cultural viewpoints in organizations by content analyzing the stories that private school faculty, administrators, and staff told about their school organization. Differences in formal power, informal influence, and organizational position led to differences in stories that signified different cultural viewpoints. Results suggest that the effects predicted from the integration, differentiation, and fragmentation perspectives are likely to be jointly present in organizations. It is also suggested that an understanding of formal and informal position in organizations can enhance appreciation of the subtleties of cultural understanding. (PsycINFO Database Record (c) 2016 APA, all rights reserved) zitiert von 75

    Keywords: Arbeits - und Organisationspsychologie, Attribution, Educational Personnel, Interaction, Interpersonal Control, Kulturforschung/ kulturelle Unterschiede, Occupational Status, Organizational behavior, Organizational Structure, POWER
  • Walz Pawlita, Susanne (2016): Frauen und Macht. In: Psychoanalytische Familientherapie 17 (1), S. 39-52

    Abstract: Aus psychoanalytischer Perspektive wird die Thematik der weiblichen Macht reflektiert. Basierend auf eigenen Erfahrungen aus der Fuhrung der DGPT (Deutsche Gesellschaft fur Psychoanalyse, Psychotherapie, Psychosomatik und Tiefenpsychologie) wird eine Femininisierung weniger angesehener Positionen in der Gesellschaft diskutiert. Daruber hinaus wird auf unbewusste individuelle und kollektive Weiblichkeitskonstruktionen eingegangen, die als entscheidende Faktoren bezuglich weiblicher Macht vornehmlich die Verschrankungen odipaler und praodipaler Identifizierungen in der weiblichen Entwicklung betonen. Im Gegensatz zu diesen Theorien wird vorgeschlagen, anstelle einer Logik der Macht den Begriff der Verantwortlichkeit fur einen sozialpsychologischen und analytischen Diskurs um weibliche Macht aufzunehmen und an diesen Denkkonzepten weiterzuarbeiten.

    Keywords: Geschlechterforschung, Gesellschaft, Human Females, Interpersonal Control, Occupational Status, POWER, Professional Recognition, Psychoanalytic Theory, responsibility, Sex role

  • 2015

  • Steffens, Melanie C.; Viladot, Ma. Àngels (2015): Gender at Work. A Social Psychological Perspective. 1st, New ed.. New York: Peter Lang Inc., International Academic Publishers (Language as social action)

    Abstract: While many women receive equal education, such equality is nowhere in sight when it comes to women's and men's career success: men still earn significantly more than women and are more likely to be promoted. In this book, the authors offer a state of the art review of applied social-psychological research on gender at work, shedding light on all the different ways that work-related perceptions, attributions, outcomes, and the like differ for women and men. Focusing on domains (e.g., engineering) and positions (e.g., leadership) that are marked by women's underrepresentation, the first part of the book looks at gender at work in terms of stereotypes, attitudes, and social roles, including parenthood, while the second part takes a social identity and communication perspective, exploring the situations in which men and women interact at work. Many chapters focus on applied questions, such as career choice, effects of role models, and sexual harassment at work. Theories and findings are applied to these topics, with conclusions and recommendations drawn throughout the book zitiert von 10

    Keywords: Arbeits - und Organisationspsychologie, Gender, Gender Equality, Geschlechterforschung, Interaktionsforschung, Leadership, Occupational Status, Professional Identity, Sex Role Attitudes, Sex Roles, Sozialpsychologie, Stereotyped Attitudes, working conditions

  • 1999

  • Motazedian, Nikafsar (1999): Variables that affect job satisfaction in home health nurses. In: Dissertation Abstracts International: Section B: The Sciences and Engineering 59 (8-B)

    Abstract: The purpose of this study was to measure the variables related to job satisfaction and home healthcare nurses. Specifically, this study was designed to determine how satisfied the home healthcare nurse is at the current agency for which he or she is employed. This study attempted to determine which variables produce job satisfaction and which produce job dissatisfaction. The following research hypotheses were tested in this study. The first hypothesis is that seven factors comprise job satisfaction and these factors emerge in factor analysis: safety, autonomy, interaction, compensation, task requirements, professional status, organizational policies. The second hypothesis is that items measuring job satisfaction factors display acceptable internal consistency. The third hypothesis is social demographic variables relate to job satisfaction of home health services. The sample consisted of 150 home health nurses in the greater Houston and surrounding areas. The sample was a convenience sample from registered nurses (RN) and licensed vocational nurses (LVN) currently working at home health agencies. A 46-item Job Attitude Scale (JAS) was proposed in seven hypothesized factors. The seven factors were compensation, safety, autonomy, task requirement, organizational policies, professional status, and interaction. The construct validity of the original seven factor JAS was tested through factor analysis with principal component extraction. After factor analysis testing, the seven factor JAS was reduced to a proposed 3 factor scale which included: Job Compensation (10 items), Work Decorum (10 items), and Ancillary Function (10 items). Therefore, the first hypothesis was rejected. Alpha reliability coefficient was calculated for each of the retained factors. The analysis yielded a correlation coefficient of.86,.85 and.84 for the factors 'Job Compensation', 'Work Decorum', and 'Ancillary Function', respectively. The current scale reveals internal consistency and this is a solid and reliable scale. Therefore, the second hypothesis was accepted. The third hypothesis was tested by using the following measurement techniques: correlation coefficients, multiple regression, and ANOVA. No significant mean factor score differences were found between age and educational background. (Abstract shortened by UMI.) (PsycINFO Database Record (c) 2016 APA, all rights reserved)

    Keywords: Arbeits - und Organisationspsychologie, autonomy, compensation & safety & autonomy & task requirement & organizational policies & professional status & interaction & social demographic variables, Compensation (Defense Mechanism), decorum, Demographic Characteristics, Gesundheit, home health nurses, Interpersonal Interaction, Job Satisfaction, Occupational Status, Policy Making, safety
  • <<
  • 1