Knowledge that Transforms

Current perspectives on the assessment of organization performance assume that organizations exhibit a oneness of structure and that the linkages among characteristics of organizations are rational. This paper examines the validity of these assumptions and their implications for assessing organization performance.

Contrary to the position taken by recent writers, this paper argues that considerable theoretical work currently is in place to guide future research on the effect of the external environment on key work variables such as pay satisfaction, voluntary turnover, and employee attendance. Relevant theory pertaining to each dependent variable is reviewed and integrated to help provide directions for future research.

Current employee turnover research inadequately addresses several long recognized and important questions. Specifically, where is the process in turnover process research; what are the consequences of turnover and the processes related to these consequences; what is the role of performance in the turnover process; and what are the conceptual and empirical relationships among turnover and other so-called “withdrawal” critera? The importance of these questions and approaches to addressing these questions are discussed.

A model having implications for understanding managerial jobs and behavior was conceived in one study and developed and applied in three others. These used various research methods, primarily lengthy interviews and observation. The main categories of the model are demands, constraints, and choices, which identify the flexibility in a job. Applications for use in organizations are suggested. Future directions for research into managerial work and behavior are recommended.

Research on the performance appraisal interview was reviewed in the context of recent performance appraisal models. Three factors seem consistently useful for producing effective interviews: superior's knowledge of the subordinate's job and performance, superior's support of the subordinate, and welcoming the subordinate's participation. The appropriate function, frequency, and format of the interview, as well as goal setting and actual subordinate participation, depend on characteristics of the employee and job.

Organizations use planning methods to improve performance factors associated with their products, services, and operations, but practitioners have few guides for selecting a method that seems best for a particular project type. This paper constructs planning methods by using technique strings that span the creative stages of planning. Hybrid planning methods, made up of technique strings, are matched to eight project types, defined by the sponsor's expectations for quality, acceptance, and/or innovation in the plan.

A model is presented in which it is proposed that interviewers' pre-interview evaluations of applicants tend to be self-fulfilling. These self-fulfilling effects are mediated by both the tendency of interviewers to convey their opinions of the interviewee in their conduct of the interview and their tendency to notice, recall, and interpret information in a manner that is consistent with pre-interview evaluations. Possible moderators of the effects of pre-interview evaluations also are discussed.

Phenomenological studies, as a research method, are noticeably infrequent in the research literature. Organizational researchers are urged to consider phenomenological analysis to study traditional research problems. This paper introduces the reader to phenomenology and demonstrates the relevance of phenomenological analysis to organizational research. It presents an overview of the major features of phenomenology and discusses those components appropriate to designing a phenomenological research model. Phenomenological designs are contrasted with scientific/normatiave paradigms.

A framework for discrimination research is presented that facilitates the use of social learning theory for organizational behavior. The theory is appropriate for all types of discrimination research. Cautions concerning methodological issues are offered.