Browsing by Author "Glazer, Sharon"
Now showing 1 - 7 of 7
Results Per Page
Sort Options
Item Antecedents for Achievement of Alignment in Organizations(Journal of Occupational and Organizational Psychology, 2009) Beehr, Terry A.; Glazer, Sharon; Fischer, Ronald; Linton, Larissa L.; Hansen, Curtiss P.Organizations are commonly viewed as open systems in which various components of the organization are interdependent; that is, the functioning of one unit in an organization’s structure depends on the functioning of other units of the system. If one component is not meeting the needs of another or if two components are striving for inconsistent goals, there is incongruency (Nadler & Tushman, 1997); the system is then less likely to be effective as a whole (Nadler & Tushman, 1988). The achievement of alignment is a component of contextual ambidexterity, an inward looking process of organizations that is necessary for organizational effectiveness (Gibson & Birkinshaw, 2004), and in systems theory of organizations, alignment reflects principles of coordination and integration among the parts of the structure (Katz & Kahn, 1978). Thus in an ideal organization, different subunits focus their efforts towards achieving the organization’s overall goals. This does not always happen, however, even among management-level employees (e.g. Rieley, 2004). Often, beliefs and actions in some units of the organizational structure are more aligned with the rest of the organization than in other units. Although the importance of such alignment for organizational effectiveness is intuitive, little solid evidence exists about how to foster it. The purpose of the present study is to examine antecedents or processes that can be used to achieve alignment of subunits’ day-to-day actions or operations with the overall goals of the organization as stated in its vision statement (consistent with Tosti & Jackson, 1994).Item The Role of Organizational Commitment in Occupational Stress Models(International Journal of Stress Management, 2008-11) Glazer, Sharon; Kruse, BradfordThis study examined affective organizational commitment (AOC) and con- tinuance organizational commitment (COC) as moderators of the relation- ship between job-related anxiety and intention to leave among 506 Israeli nurses who completed self-administered surveys. Prior research examining organizational commitment as a moderator between stress-related variables has shown inconsistent results, most probably because organizational com- mitment was tested as a moderator of stressor-strain relationships. Both AOC and COC buffered the relationship between job-related anxiety and intention to leave the hospital (i.e., the positive relationship was not as strong with high levels of commitment). There was no buffering effect on the relationship between role stressors and intention to leave. Further, the relationship between job-related anxiety and intention to leave increased more strongly for low levels (vs. high levels) of COC. Implications for the role of organizational commitment in stress models and implications for hospital administrators are discussed.Item Similarities and Differences in Human Values between Nurses in Four Countries(International Journal of Cross-Cultural Management, 2002) Glazer, Sharon; Beehr, Terry A.Data on human values were collected from 1410 nurses from Hungary, Italy, the United Kingdom, and the United States. Multivariate analysis of covariance, using the mean rating of all 57 individual values, sex, marital status, and age as the covariates, showed significant differences between countries on the 10 value types. However, the variance accounted for by country on each of these values was small. A plot of the adjusted mean scores of each country on each value type, as well as Spearman rho correlations between countries on the 10 value types show that nurses tend to have similar value type profiles across countries. Because years of experience in nursing do not seem to affect these correlations, we presume that nursing attracts people with personal values that are more similar to each other than different across countries, much like the homogenization process that takes place in organizations.Item Social Support Across Cultures(International Journal of Intercultural Relations, 2005-01) Glazer, SharonThis study investigates subjective perceptions of supervisor emotional support and co-worker instrumental support among 15,606 employees located within five geographic and/or social regions of a multinational firm. Beehr and Glazer’s (2001. A cultural perspective of social support in relation to occupational stress. In P. Perrewe´ , D. C. Ganster, & J. Moran (Eds.), Research in occupational stress and well-being (pp. 97–142). Greenwich, CO: JAI Press) propositions regarding the relationship between social support and culture suggest that people in Anglo and Western European nations would perceive greater supervisor emotional support than people in Latin and Eastern European nations, followed by people in Asian nations. In addition, Eastern and Western Europeans are expected to perceive greater co-worker instrumental support than Latinos and Anglos, who are expected to perceive greater support than Asians. This study provides partial support to the hypotheses. Schwartz’s (1994. Beyond individualism/collectivism: New cultural dimensions of values. In U. Kim, H. C. Triandis, -C. Kaˆ gitc-ibasi, S. Choi, & G. Yoon (Eds.), Individualism and collectivism: Theory, method, and applications (pp. 85–119). Thousand Oaks, CA: Sage; 1999. A theory of cultural values and some implications for work. Applied Psychology: An International Review, 48, 23–47) Conservatism vs. Autonomy culture values likely explain variations in social support mean scores. People in Autonomous cultures reported greater supervisor emotional support and less co-worker instrumental support than people in Conservative cultures. Implications of findings are discussed.Item Sources of Occupational Stress Among Nurses in Five Countries(International Journal of Intercultural Relations, 2008-01) Glazer, Sharon; Gyurak, AnettContent analysis on nurses’ perception about the nature of occupational stress was performed in this study to identify emic and etic experiences of occupational stress. Nurses from Hungary, Israel, Italy, U.K., and the U.S., gave their responses in writing to the question: ‘‘What causes you the most stress or anxiety on your job?’’ in the dominant tongue of their country. Results indicate both etic and emic sources of job-related stress. ‘Performing certain tasks’ and ‘type of patients’ were invariant sources of stress across all five nations. Furthermore, nurses in the U.K. reported ‘skillset of staff’ as a source of stress and Hungarian nurses indicated ‘low salary’ and ‘lack of resources’ as sources of job stress more frequently than nurses in the other nations of this study.Item Ways of Manifesting Collectivism: An Analysis of Iranian and African Cultures(University of Maryland Center for Advanced Study of Language, 2012-03) Hamedani, Nina G.; Purvis, Tristan M.; Glazer, Sharon; Dien, JosephIntelligence analysts might easily misinterpret their observations made in a society other than their own, since their understanding may be filtered through the lens of the shared values, norms, and beliefs of their own culture. For example, given the information that farmers in Kandahar regularly pay the Taliban 50% of their earnings, an analyst might conclude that the farmers are paying extortion money, whereas an alternative probable conclusion might be that they are paying for protection against a corrupt national government. The latter interpretation could lead to a more culturally appropriate policy of working with the village elders to restore their influence as a substitute for that of the Taliban (Flynn et al., 2010). In an initial report, Dien, Blok, & Glazer (2011) presented a cultural framework by which to analyze human influence situations in collectivistic cultures. Cultural case studies of Afghanistan/Pakistan, China, and Japan were evaluated within the framework. The present supplemental report extends this cultural analysis to Iranian culture and to three African cultures, specifically Somali, Tuareg, and Hausa.Item Work and Nonwork Predictors of Employees’ Retirement Ages(Journal of Vocational Behavior, 2000) Beehr, Terry A.; Glazer, Sharon; Nielson, Norma L.; Farmer, Suzanne J.In a study of the likely causes of retirement decisions, 197 older employees of a state government and their spouses were surveyed as they were getting ready to retire. Data also were collected from the employees’ personnel records. Holding finances, gender, and health constant, a set of work characteristics (especially being tired of working) and a set of nonwork characteristics (personal characteristics and expected retirement activities) that were conceptualized as potentially inducing employees to retire each provided a unique contribution of about 10% of the variance to expected retirement age.