東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

A social exchange approach to worker...

Gilles, Almira Astudillo.

FindBook

Google Book

Amazon

博客來

A social exchange approach to worker participation.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	A social exchange approach to worker participation./
作者:	Gilles, Almira Astudillo.
面頁冊數:	206 p.
附註:	Source: Dissertation Abstracts International, Volume: 56-11, Section: A, page: 4570.
Contained By:	Dissertation Abstracts International56-11A.
標題:	Sociology, Industrial and Labor Relations. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9605869

A social exchange approach to worker participation.
Gilles, Almira Astudillo.

A social exchange approach to worker participation. - 206 p.

Source: Dissertation Abstracts International, Volume: 56-11, Section: A, page: 4570.

Thesis (Ph.D.)--Michigan State University, 1995.

Organizational theorists have developed numerous and sometimes divergent views concerning the dimensions of worker participation. This study analyzes participation using the framework of social exchange theory and contrasts this perspective with existing cognitive, affective, contingency models of the participation process. The social exchange model presented here defines worker participation as a series of exchange transactions between management and employees. Three hypotheses are tested: (I) An individual's contribution to a participative exchange is the result of his or her utility calculation; (II) Interactions are perceived to be successful if resources of the control over resources are mutually exchanged. These resources are categorized as pecuniary, career or advancement, and socialization items; and (III) Successful interactions will be beneficial to the parties involved, participants will have high levels of involvement and will be allowed more access to decisions, and a wide range of issues are addressed.Subjects--Topical Terms:

1017858
Sociology, Industrial and Labor Relations.

A social exchange approach to worker participation.
LDR:03491nmm 2200277 4500 001 1855292
005 20040623110725.5
008 130614s1995 eng d
035 $a (UnM)AAI9605869
035 $a AAI9605869
040 $a UnM $c UnM
100 1 $a Gilles, Almira Astudillo. $3 1943108
245 1 0 $a A social exchange approach to worker participation.
300 $a 206 p.
500 $a Source: Dissertation Abstracts International, Volume: 56-11, Section: A, page: 4570.
502 $a Thesis (Ph.D.)--Michigan State University, 1995.
520 $a Organizational theorists have developed numerous and sometimes divergent views concerning the dimensions of worker participation. This study analyzes participation using the framework of social exchange theory and contrasts this perspective with existing cognitive, affective, contingency models of the participation process. The social exchange model presented here defines worker participation as a series of exchange transactions between management and employees. Three hypotheses are tested: (I) An individual's contribution to a participative exchange is the result of his or her utility calculation; (II) Interactions are perceived to be successful if resources of the control over resources are mutually exchanged. These resources are categorized as pecuniary, career or advancement, and socialization items; and (III) Successful interactions will be beneficial to the parties involved, participants will have high levels of involvement and will be allowed more access to decisions, and a wide range of issues are addressed.
520 $a Data from focus group discussions and interviews with company officials were used to construct the survey form. The survey was then administered to supervisory/managerial and nonsupervisory personnel at two sites. Scales were constructed to represent the different perspectives in Hypothesis I and the item categories in Hypothesis II. Reliability coefficients were computed for all scales, and regression analyses conducted for the three hypotheses. For Hypothesis I the dependent variable is expressed involvement and the predictors are position and department of respondent, along with cognitive, affective and social exchange variables. For Hypothesis II the dependent variable is success and the independent variables are the "currency" items mutually exchanged. For Hypothesis III the dependent variable is success and the predictors are actual involvement, access to decisions, range of issues addressed, and success of coworker relations. Trust in supervisor, good coworker relations, and influence are significant social exchange factors. Respect is an important affective factor, and job satisfaction and increased job knowledge and skill the most important cognitive factors. The most valuable items exchanged are information, the opportunity to improve job performance, the opportunity to help others, and commitment to the exchange partner. Success is tied to high access to the decision making process.
520 $a Worker participation is a complex phenomenon and research would benefit from a pluralistic approach that spans multiple levels and perspectives. Social exchange theory has much to offer and should be pursued at a deeper and broader level.
590 $a School code: 0128.
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Business Administration, Management. $3 626628
690 $a 0629
690 $a 0624
690 $a 0454
710 2 0 $a Michigan State University. $3 676168
773 0 $t Dissertation Abstracts International $g 56-11A.
790 $a 0128
791 $a Ph.D.
792 $a 1995
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9605869