Organizational Change and the Identity Cycle: Understanding the Effect of Change on Individual Attitudes and Behaviors Through a Combined Social Identity Theory/Identity Theory Perspective

The study of roles and role behavior is particularly relevant today as individuals acquire more roles in the complexity of the 1990s. One environment that has been significantly prone to change is the workplace, where multiple committees, teams, and departments have transformed the nature of work and are altering the way that jobs are defined. In addition to the fact that workers are now taking on multiple roles within organizations, the roles themselves are changing at an accelerated pace. Reengineering, downsizing, mergers, acquisitions, and total quality initiatives are just a few of the interventions that businesses are implementing in order to become leaner, flatter, and more responsive to their environments. This paper draws from social identity theory and identity theory to understand how employees respond to organizational change. Given the fairly low success rates of major change efforts (estimates are between 10% and 50%), it is suggested that a more thorough understanding of the effect of these programs on an individual\u27s role within the organization is necessary. This paper begins by first defining, comparing, and contrasting social identity theory and identity theory. This has, to date, not been done, and it is particularly important because a number of authors appear to be using the two theories interchangeably. Next, social identity theory and identity theory are used to build a broader framework for understanding human behavior, and this model, called the identity cycle, is used to develop a set of propositions regarding the effects of organizational change on employee attitudes and behavior

Group Incentives and Pay Satisfaction: Understanding the Relationship Through an Identity Theory Perspective

The goal of this paper is to develop a conceptual model based on identity theory to specify the relationship between group incentives and pay satisfaction. Pay satisfaction, as currently measured, does not include items that directly assess group-based rewards, therefore, any changes in pay satisfaction associated with group incentive implementation would be the result of some spillover effect. Identity theory is employed to model this effect by delineating how group incentives tap salient work-related roles; the theory also has implications for various behavioral consequences. The research described in this paper tests two hypotheses derived from the conceptual model. These hypotheses are tested in two quasi-experimental field studies conducted in a high technology firm and a consumer products company that both implemented gain sharing programs. The findings indicate that gainsharing plans can be viewed as either a benefit or as part of individual pay based on the ability of the incentive plan to activate salient work roles

Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit

Past research has demonstrated the importance of pay level in job search and choice processes. Compensation policies other than pay level may have important effects on applicant attraction, yet there has been little research examining this possibility. The role of person-organization fit in job search and job choice decisions has also been supported. Because pay systems define an organization\u27s expectations and culture, they may be an important organizational attribute for individuals to compare with their needs and values; thus the corresponding level of fit between compensation policies and individuals\u27 dispositions may affect subsequent job search and choice decisions. Using several research methods and a sample of individuals currently involved in the interviewing process, this stugy examines both the main and interactive effects of various pay system attributes on job search. Resulting analyses primarily supported the hypotheses, suggesting that many facets of pay systems may have important effects on individuals\u27 job search and choice decisions

The Role of Person-Organization Fit in Organizational Selection Decisions

This paper presents and tests a theoretical model of person-organization fit and organizational selection decisions using data from 35 organizations making hiring decisions. Results suggested that (a) interviewers were able to assess applicants\u27 values with above-chance levels of accuracy, (b) interviewers compare their perceptions of applicants\u27 values with their organizations\u27 values to assess person-organization fit, and (c) it is perceived values congruence and not actual values congruence between applicants and organizations that predicted interviewers\u27 person-organization fit perceptions. Results also suggested that interviewers\u27 person-organization fit assessments had the largest effect on their hiring recommendations even after controlling for competing applicant characteristics (e.g., demographics, human capital), and that interviewers\u27 hiring recommendations had large and significant effects on organizations\u27 hiring decisions (e.g., job offers)

Maximal physiological responses to deep and shallow water running.

The maximal physiological responses to treadmill running (TMR), shallow water running (SWR) and deep water running (DWR) while wearing a buoyancy vest were compared in 15 trained male runners. Measurements included oxygen consumption (VO2 max), respiratory exchange ratio (RER) and heart rate (HR). Treadmill running elicited VO2 max and HRmax, which were higher than the peaks attained in both water tests (p < 0.01). VO2 peak averaged 83.7 and 75.3% of VO2 max for SWR and DWR respectively. Peak HR for SWR and DWR were 94.1 and 87.2% of the HRmax reached in the TMR. RER responses were similar between the three modalities. The observations suggest that the training stimulus provided by water is still adequate for supplementary training. While SWR is potentially an efficient method of maintaining cardiovascular fitness, it needs to be investigated further to establish if it is a viable technique for the injured athlete to employ

Generation of Large Number-Path Entanglement Using Linear Optics and Feed-Forward

We show how an idealised measurement procedure can condense photons from two modes into one, and how, by feeding forward the results of the measurement, it is possible to generate efficiently superpositions of components for which only one mode is populated, commonly called ``N00N states''. For the basic procedure, sources of number states leak onto a beam splitter, and the output ports are monitored by photodetectors. We find that detecting a fixed fraction of the input at one output port suffices to direct the remainder to the same port with high probability, however large the initial state. When instead photons are detected at both ports, Schr\"{o}dinger cat states are produced. We describe a circuit for making the components of such a state orthogonal, and another for subsequent conversion to a N00N state. Our approach scales exponentially better than existing proposals. Important applications include quantum imaging and metrology

Effects of Selection Systems on Job Search Decisions

On the basis of Gilliland\u27s (1993) model of selection system fairness, the present study investigated the relationships between selection procedures, perceived selection system fairness, and job search decisions in both hypothetical and actual organizations. We conducted two studies to test the model. In Study 1, we used an experimental method to examine job seekers\u27 perceptions of, and reactions to, five widely used selection procedures. Results suggested that applicants viewed employment interviews and cognitive ability tests as more job related than biographical inventories (biodata), personality tests, and drug tests, and that job relatedness significantly affected fairness perceptions, which in turn affected job search decisions. Study 2 examined the hypothesized relationships between the selection systems and job seekers\u27 pursuit of actual, relevant organizations. Results from both studies offer support for the hypothesized model, suggesting that selection tests have differential effects on perceived selection system validity and fairness, which affect subsequent job search decisions

An Empirical Investigation of the Predictors of Executive Career Success

The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success

Sex-Specific Differences in Shoaling Affect Parasite Transmission in Guppies

Background: Individuals have to trade-off the costs and benefits of group membership during shoaling behaviour. Shoaling can increase the risk of parasite transmission, but this cost has rarely been quantified experimentally. Guppies (Poecilia reticulata) are a model system for behavioural studies, and they are commonly infected by gyrodactylid parasites, notorious fish pathogens that are directly transmitted between guppy hosts. Methodology/Principal Findings:Parasite transmission in single sex shoals of male and female guppies were observed using an experimental infection of Gyrodactylus turnbulli. Parasite transmission was affected by sex-specific differences in host behaviour, and significantly more parasites were transmitted when fish had more frequent and more prolonged contact with each other. Females shoaled significantly more than males and had a four times higher risk to contract an infection. Conclusions/Significance: Intersexual differences in host behaviours such as shoaling are driven by differences in natural and sexual selection experienced by both sexes. Here we show that the potential benefits of an increased shoaling tendency are traded off against increased risks of contracting an infectious parasite in a group-living species