Organizational Politics,Perceived Control,and Work Outcomes: Boundary Conditions on the Effects of Politics1

This investigation examined the moderating influences of perceived control (i. e., personal control and job self‐efficacy) on relationships between perceptions of organizational politics and organizational commitment, job satisfaction, intention to turnover, and job stress. Although results failed to support predictions concerning the interaction of perceptions of organizational politics and personal control, some support was found for predictions concerning the interactive influence of perceptions of organizational politics and job self‐efficacy on outcomes. Data from 189 hotel managers supported the hypothesized interactive effects of perceptions of organizational politics and job self‐efficacy for the outcomes of organizational commitment and job satisfaction. These results suggest that job self‐efficacy exacerbates the relationship between perceived politics and certain dysfunctional attitudes.     

A Note on the Nonlinearity of the Age-Job-Satisfaction Relationship

Research assessing the relationship between age and job satisfaction has typically provided mixed results. Inherent problems including limited samples and a failure to control for tenure and affective disposition have potentially contributed to these conflicting results. Moreover, a significant concern has been researchers' focus on detecting linear effects alone. In the current study, we statistically controlled for gender, supervisor and position tenure, quadratic tenure terms, and affective disposition (NA and PA) based on previous research regarding the relationship between these variables and job satisfaction. Finally, we used hierarchical polynomial regression to assess the form of the age-satisfaction relationship. Results confirmed that a U shape best characterized the relationship between age and job satisfaction. Implications of these findings as well as directions for future research are discussed.     

Can We Really Have It All? The Attainment of Work and Family Values

We discuss the role values and value attainment play in the complex and dynamic process of balancing work and family demands. We contend that an individual experiences conflict between work and family demands because of value incongruence between that individual and a pivotal family member (i.e., lack of value similarity) or because of the incongruent values between that individual and the organization (i.e., lack of value congruence). We further argue that work-family conflict leads to job and life dissatisfaction for individuals because this conflict frustrates the attainment of important work and family values. We develop and propose a conceptual model, capturing both work and family values as they relate to work-family conflict, value attainment, and outcomes.     

DEVELOPMENT AND EVALUATION OF AN INFANT-CARE TRAINING PROGRAM WITH FIRST-TIME FATHERS

We evaluated the effectiveness of a multicomponent package in training infant-care skills to first-time fathers. After developing and socially validating a set of infant-care skills, we assessed the effects of training in a hospital-based program with expectant fathers (Experiment 1) and in a home-based program with fathers having varied degrees of experience with their infants (Experiment 2). In both experiments, a multiple probe design demonstrated that the training package was responsible for producing criterion performance by the expectant and first-time fathers. A 1-month generalization probe in Experiment 1 showed that the effects transferred across training conditions (training doll to human infant) and settings (hospital to home). An increase in the number of infant-stimulation activities performed by fathers was also observed in both experiments.     

Climate change and social order: Knowledge for action?

This article is a critical, sociological examination of policy advice aimed at reducing or limiting CO₂ emissions. The policy proposals are taken from various sources directed to governmental or economic institutions and targeted to cope with the natural and social consequences of global warming. We ask, based on a sociological understanding of features constitutive of practical social science knowledge, how feasible and practical are various policy proposals. Our assessment, in turn, is based on a theoretical model of the characteristics ofpractical scientific knowledge, which is discussed in conjunction with the current field of climate change knowledge. He is currently the editor of theCanadian Journal of Sociology. This article is a revised version of a paper presented at the 27th Annual Meeting of the Canadian Sociology and Anthropology Association, Learned Societies Conference, Charlottetown, Prince Edward Island, Canada, June 1992.