THE PEOPLE MAKE THE PLACE

A framework for understanding the etiology of organizational behavior is presented. The framework is based on theory and research from interactional psychology, vocational psychology, I/O psychology, and organizational theory. The framework proposes that organizations are functions of the kinds of people they contain and, further, that the people there are functions of an attraction-selection-attrition (ASA) cycle. The ASA cycle is proposed as an alternative model for understanding organizations and the causes of the structures, processes, and technology of organizations. First, the ASA framework is developed through a series of propositions. Then some implications of the model are outlined, including (1) the difficulty of bringing about change in organizations, (2) the utility of personality and interest measures for understanding organizational behavior, (3) the genesis of organizational climate and culture, (4) the importance of recruitment, and (5) the need for person-based theories of leadership and job attitudes. It is concluded that contemporary I/O psychology is overly dominated by situationist theories of the behavior of organizations and the people in them.     

A review of career anchors in use

Abstract

As organizations respond to the competitive pressures of today, so their management structures become leaner and fitter. In this process, the nature of the career opportunities change as does the organization's perspective of the individual and his or her career. An employer for life is a thing of the past. The corollary to this is that companies now want their people to be less dependent on their employer and to take more responsibility for ensuring their career path is right for them. To do this, people must be provided with the tools to take on this mantle. They need to understand themselves better. Their decisions are now even more critical. Career Anchors is one such tool and its applications are reviewed in this article. It provides an effective insight for individuals and enables them to recognize their talents, values, and motives.     

Be Fair,Your Employees Are Watching: A Relational Response Model of External Third‐Party Justice

There is growing theoretical recognition in the organizational justice literature that an organization's treatment of external parties (such as patients, community members, customers, and the general public) shapes its own employees’ attitudes and behavior toward it. However, the emerging third‐party justice literature has an inward focus, emphasizing perceptions of the treatment of other insiders (e.g., coworkers or team members). This inward focus overlooks meaningful “outward” employee concerns relating to how organizations treat external parties. We propose a relational response model to advance the third‐party justice literature asserting that the organization's fair treatment of external parties sends important relational signals to employees that shape their social exchange perceptions toward their employer. Supporting this proposition, in two multisource studies in separate healthcare organizations we found that patient‐directed justice had indirect effects on supervisory cooperative behavior ratings through organizational trust and organizational identification.     

An organizational typology for self-help groups

Conclusion Several continuing obstacles have hindered the compilation of a research-based body of literature on self-help groups. Among them are the diversity of the groups and the need for appropriate research methodology. The validated typology described above was designed to address some of these problems. It provides a means of recognizing the diversity of the groups and sorting them into broad types without stating that one is better or more productive than another. It supplies a framework for examining the organizational features of a group in order to facilitate comparison with other groups. It recognizes the potential effects of time, change, and leadership on the small local units of self-help organizations. It has implications for making research more compatible with self-help groups. The use of this typology might eliminate some of the ambiguity and conflicts currently found in the literature and thereby help people — professionals and self-helpers — to more clearly understand the nature and functioning of self-help groups.     

Faith Organizations and Ethnically Diverse Elders: A Community Action Model

SUMMARY

In this article we argue that faith organizations should become involved in developing social service programs for older adults in the community. In the current political climate, the government is providing fewer social service programs, and future prospects for services are bleak. The literature provides evidence that religion and faith-based organizations are important in the lives of Americans, particularly the current cohort of ethnically diverse elders. Our earlier Korean church study found that Korean older people benefit from church-based services and church-involved, older Koreans had higher rates of well-being. Churches remain untapped resources and we believe they should be extensively involved in provision of community programs. We offer a twelve-step model for the development of community programs under the auspices of faith organizations: The Faith-Based Community Action Model (FBCAM).     

Establishing an ethical climate in support of research integrity: Efforts and activities of the American Sociological Association

The article provides an overview of the recent efforts and activities of the American Sociological Association (ASA) to keep its Code of Ethics visible and relevant to its membership. The development process and challenges associated with the most recent revision of the ASA's code are reviewed, the current education and support activities are described, and other strategies for taking a proactive and leadership role in establishing an ethical climate are proposed. In conclusion, while the ASA has made significant progress in this area, it recognizes that a lot of work remains.     

Internet,World Wide Web,and Creativity

The growth of the Internet has been the most astonishing technological and social phenomenon of the last decade of this century. In 1990 only a few academics had heard of it; now, more than 50 million people use it. By the turn of the century, that figure could be 100–200 million. So far, the network's only constant has been that the number of new users has doubled almost every 12–18 months. Most organizations have or will soon have Internet access. The popularity of Internet provides a tremendous opportunity for individuals and organizations to explore its features and services for electronic brainstorming. This paper presents the services available on the Internet for creativity. Because of the rapidly changing technologies in this area, the treatment of the topic in this paper is broad and general rather than technically detailed and tools dependent. The technologies in existence now may become obsolete in a few months time, but the principles of using them for creativity will remain.     

Thinking is Believing

Abstract

The idea that people can entertain propositions without believing them is widespread, intuitive, and most probably false. The main goal of this essay is to argue against the claim that people can entertain a proposition without believing it. Evidence is presented demonstrating that we cannot withhold assent from any proposition we happen to consider. A model of belief fixation is then sketched and used to explain hitherto disparate, recalcitrant and somewhat mysterious psychological phenomena. The proposed model is one where beliefs are the automatic output of a computationally null belief acquisition reflex. In short, the model holds that the mere activation of a mentally represented truth apt proposition leads to immediately believing it. The essay concludes by considering some consequences that the proposed model of belief acquisition has for our concept of rationality.     

Parental Religious Socialization Practices, Connectedness With Others, and Depressive Symptoms in Late Life

This purpose of this study is to examine two constructs that have been largely overlooked in the study of religious involvement among older people: parental religious socialization practices and feelings of connectedness with others. The data are from an ongoing nationwide survey of older people. Findings from a latent variable model that was designed to examine the two focal constructs provides support for the following relationships:(1) older people whose parents encouraged them to become more involved in religion are more likely to attend worship services; (2) older people whose parents promoted religious involvement and older individuals who attend church more often are more likely to report that they see a fundamental connection among all human beings; (3) older adults who feel more closely connected to others will be more likely to forgive people for the things they have done; and (4) older people who are more forgiving are likely to experience fewer symptoms of depression over time.     

Depth Psychology and Symbolic Anthropology: Toward a Depth Sociology of Psychocultural Interaction

Research on the moral faculty indicates that morality emerges naturally over the course of normal human development, similar to other competencies such as face perception, language, numerical reasoning, and some motor skills (running, jumping, etc.). One implication of this is that there should be a roughly normal distribution of moral skills. Thus, while most people develop competent moral skills, a few fail to develop these skills and a few develop them to an “expert” level. The skill development literature indicates that deliberate practice is necessary for the acquisition of expertise. Religious participation appears to provide the basic elements of deliberate “moral practice.” Empirical evidence is reviewed supporting the notion that religion provides the means and opportunity for the acquisition of moral expertise. A program of research into moral expertise is proposed with testable hypotheses presented.     

Introduction to the Special Issue on Mental Health Self-Help

Since the 1950s, people with mental illness and their families have been organizing a wide range of self-directed, mutual support oriented initiatives, including self-help groups, nonprofit organizations, and businesses. These initiatives have become increasingly widespread over the years and today mental health self-help initiatives outnumber traditional mental health organizations in the United States (Goldstrom et al., Admin Policy Mental Health Mental Health Serv Res 33:92-103, 2006). Mental health self-help embodies much of what community psychologists promote, including the self-directed organization of people to create social change and facilitate personal transformation. This special issue provides new insight into several prominent areas of inquiry surrounding these low-cost interventions including: (1) their evidence base; (2) the processes by which people benefit; (3) how they interface with the mental health system; and (4) the value dilemmas they face.     

Homogeneity of Personality in Occupations and Organizations: A Comparison of Alternative Statistical Tests

Purpose

The attraction?Cselection?Cattrition (ASA) model has served as the foundation for numerous investigations. However, the generally supportive evidence for ASA??s homogeneity hypothesis has often been based on statistical tests (e.g., MANOVA) that rely on between-group differences to evaluate within-group agreement. The primary purpose of this article was to discuss advantages of direct statistical tests of homogeneity??average deviation (AD) and r _wg??when testing ASA??s homogeneity hypothesis, and advantages of other statistical tests for testing other aspects of ASA theory. A secondary goal was to evaluate the extent to which occupational homogeneity is distinct from organizational homogeneity.

Design/Methodology/Approach

Data were obtained from the Center for Creative Leadership (CCL) and included scores on the Myers-Briggs Type Indicator^? (MBTI) personality measure for 1,103 managers from 25 organizations and 17 occupations.

Findings

Results were generally supportive of the homogeneity hypothesis. AD values showed that most groups were homogeneous on most assessed personality dimensions. A comparison analysis using traditional statistical tests (i.e., MANOVA) indirectly suggested within-group homogeneity by revealing a significant between-groups effect. In addition, results suggested possible boundary conditions to ASA; notably, meaningful heterogeneity was observed for the S?CN (sensing-intuition) MBTI^? dimension.

Implications

The current study provides direct support for ASA??s homogeneity hypothesis for both organizations and occupations and offers guidance for future research on ASA theory and its possible boundary conditions.

Originality/Value

This is one of the first studies to test the predictions of ASA in both organizations and occupations using a direct index of agreement.     

A cascade of disparities: health and health care access for people with intellectual disabilities

People with ID represent approximately 2% of the population and, as a group, experience poorer health than the general population. This article presents recent conceptualizations that begin to disentangle health from disability, summarizes the literature from 1999 to 2005 in terms of the cascade of disparities, reviews intervention issues and promising practices, and provides recommendations for future action and research. The reconceptualization of health and disability examines health disparity in terms of the determinants of health (genetic, social circumstances, environment, individual behaviors, health care access) and types of health conditions (associated, comorbid, secondary). The literature is summarized in terms of a cascade of disparities experienced by people with ID, including a higher prevalence of adverse conditions, inadequate attention to care needs, inadequate focus on health promotion, and inadequate access to quality health care services. Promising practices are reviewed from the perspective of persons with ID, providers of care and services, and policies that influence systems of care. Recommendations across multiple countries and organizations are synthesized as guidelines to direct future action. They call for promoting principles of early identification, inclusion, and self-determination of people with ID; reducing the occurrence and impact of associated, comorbid, and secondary conditions; empowering caregivers and family members; promoting healthy behaviors in people with ID; and ensuring equitable access to quality health care by people with ID. Their broadscale implementations would begin to reduce the health disparity experienced by people with ID.     

Religious Networking Organizations and Social Justice: An Ethnographic Case Study

The current study provides an innovative examination of how and why religious networking organizations work for social justice in their local community. Similar to a coalition or community coordinating council, religious networking organizations are formal organizations comprised of individuals from multiple religious congregations who consistently meet to organize around a common goal. Based on over a year and a half of ethnographic participation in two separate religious networking organizations focused on community betterment and social justice, this study reports on the purpose and structure of these organizations, how each used networking to create social capital, and how religion was integrated into the organizations' social justice work. Findings contribute to the growing literature on social capital, empowering community settings, and the unique role of religious settings in promoting social justice. Implications for future research and practice also are discussed.     

The study of behavioral ethics within organizations: A special issue introduction

Ethics has emerged as one of the most critical issues facing organizations. Given its importance, an extensive literature has evolved to understand the causes and consequences of (un)ethical decision making and behaviors in organizations. To date, much of this research has relied on research methods (e.g., experiments) that emphasize internal validity and control over external validity and generalizability. Although very informative, such studies frequently utilize samples that are not representative of working adults and their designs often fail to capture the contextual complexity that defines the day-to-day realities of organizational life. In this light, this special issue of Personnel Psychology encouraged scholars to investigate ethics within organizations and to offer rich theoretical explanations for why ethical failures and successes occur. The articles in this special issue address this important research agenda and make significant contributions to our understanding of ethics in organizations. Our introduction synthesizes these works, provides an overview of issues facing the broader behavioral ethics literature, and discusses areas for future research.     

Research in industrial and organizational psychology from 1963 to 2007: changes, choices, and trends

The authors conducted a content analysis of all articles published in the Journal of Applied Psychology and Personnel Psychology from January 1963 to May 2007 (N = 5,780) to identify the relative attention devoted to each of 15 broad topical areas and 50 more specific subareas in the field of industrial and organizational (I-O) psychology. Results revealed that (a) some areas have become more (or less) popular over time, whereas others have not changed much, and (b) there are some lagged relationships between important societal issues that involve people and work settings (i.e., human-capital trends) and I-O psychology research that addresses them. Also, much I-O psychology research does not address human-capital trends. Extrapolating results from the past 45 years to the next decade suggests that the field of I-O psychology is not likely to become more visible or more relevant to society at large or to achieve the lofty goals it has set for itself unless researchers, practitioners, universities, and professional organizations implement significant changes. In the aggregate, the changes address the broad challenge of how to narrow the academic-practitioner divide.     

Motivation in Italian whole blood donors and the role of commitment

The literature contains numerous reports on motivation in blood donors, although none of these are specific to blood donation in Italy and almost all of them focus on altruism and the desire to help others. Altruism is important, but a comprehensive analysis of donor motivation should examine all the factors affecting the decision to donate, including commitment to voluntary blood donor organizations. The aims of this paper are to verify if the motivational factors that influence the choice to donate blood in Italy are generally consistent with the findings from other countries reported in the literature and to focus on commitment to donor organizations as an additional factor. A sample of 895 whole blood donors completed a self-report questionnaire containing questions about: reasons for beginning to donate, people who influenced this choice, and level of commitment to voluntary blood donor organizations. The most frequently reported reasons for giving blood for the first time were "to help others" (56%), "influence of family/friends" (22%), and "social/moral obligation" (11.2%); commitment did not vary as a function of the leading motivation reported. Differences emerged between males, who more frequently reported having been influenced by parents and friends, and females, who referred more often to altruistic motives. The opportunity to check one's own state of health also played an important role (6.9%), especially for male donors. Overall, however, the decision to donate was primarily a personal choice (41.3%), although influence was also attributed to relatives (21.8%), friends (22.3%), and voluntary blood donor organizations (21.8%). The reported level of commitment to the donor organization was positively correlated with the number of total and annual donations made and number of new donors recruited.     

Do mindful people set better goals? Investigating the relation between trait mindfulness,self-concordance,and goal progress

The present research examined the relation between trait mindfulness, self-concordance, and goal progress. We hypothesized that mindfulness would be positively associated with setting self-concordant goals (Studies 1–3), which would in turn predict greater goal progress (Studies 2 and 3). An internal mini meta-analysis (N = 1522) indicates that mindfulness had a small, positive association with self-concordant goal setting, r = 0.14, p < .001. Two longitudinal studies (Studies 2 and 3) found a small indirect effect of mindfulness on goal progress through self-concordance, although this was marginal in Study 2. In addition, Studies 2 and 3 found that mindfulness predicted increases in goal self-concordance over time. These findings provide support for the proposition that mindful people set “better” goals.     

Internet addiction: current status and implications for employees

The Internet is a new technology that has influenced the world and has provided many benefits to its users. At the same time, however, this influence has had negative ramifications. Some people are becoming preoccupied with the Internet, are unable to control their use of this technology, and are jeopardizing their employment and personal relationships. Internet addiction has been proposed as an explanation for uncontrollable, damaging use of this technology. Warning signs that an employee is having difficulty controlling his or her Internet use are reviewed. In addition, suggestions are proposed for managers to aid them in helping their employees with this problem.