Papers by Thomas Dougherty
Family Medicine, Apr 1, 2011
Proceedings - Academy of Management, Aug 1, 1991
Journal of Organizational Behavior, Sep 1, 1996
Abstract This study investigated several variables that determine how one interprets another&... more Abstract This study investigated several variables that determine how one interprets another's behavior as sexually harassing in ambiguous situations. Data were collected from 1234 male and female graduate and undergraduate student subjects who responded to ...
Journal of Management, Jun 1, 1993
The Handbook of Mentoring at Work: Theory, Research, and Practice
SAGE Publications, Inc. eBooks, May 15, 2012
Academy of Management Journal, Jun 1, 1994
We used structural equation modeling to investigate relationships among proteges&... more We used structural equation modeling to investigate relationships among proteges' personality characteristics, initiation of mentoring, mentoring received, and career success for 147 managers and profes- sionals. Proteges influenced the amounts of mentoring they received by ...
The Employment Interview Handbook
Academy of Management Proceedings, 1991
We examined the influences of recruiter behaviors, recruiter characteristics, interview focus (ev... more We examined the influences of recruiter behaviors, recruiter characteristics, interview focus (evaluating or selling), and interview structure on applicant attraction to the organization. Applicant perceptions of recruiter behaviors had the strongest influence on applicant attraction.
Academy of Management Proceedings, 1999
The purpose of this study was to examine the impact of demographic diversity (similarity) and per... more The purpose of this study was to examine the impact of demographic diversity (similarity) and perceived similarity on protege perceptions of mentoring outcomes. In particular, we hypothesized that ...
Academy of Management Proceedings, 1982
A causal model of direct and Indirect linkages from role stressors to voluntary turnover was test... more A causal model of direct and Indirect linkages from role stressors to voluntary turnover was tested for 391 managerial-professional employees. Path analysis supported the hypothesized sequence from role ambiguity, conflict, and overload through job satisfaction, organizational commitment, and intention to resign, to employee turnover.
Compensation & Benefits Review, 2004
Strategic compensation theory argues that rewards should be used to encourage employee activities... more Strategic compensation theory argues that rewards should be used to encourage employee activities that support organizational goals, but reward strategies often have confounding effects on employee attitudes and behaviors. Five reward strategies that might be followed—Individual Output, Group Output, Human Capital, Position and Market—were identified, and 154 employees from 10 companies were asked to indicate which were followed in their organizations. When reward strategies were compared with employee attitudes, some striking differences in responses between blue-collar and white-collar workers were revealed. The article concludes that compensation programs need to take into account alternative employee reactions among different classes of employees.
Family medicine, 2011
Mentoring has been acknowledged as a critical factor in the development of family medicine academ... more Mentoring has been acknowledged as a critical factor in the development of family medicine academicians. Specific aims were to describe the research mentoring in family medicine from the experience of both mentors and protégés and identify characteristics that mentors and protégés associated with a successful mentoring relationship. The Grant Generating Project (GGP) Fellowship, a training and mentoring program for family medicine researchers, provided a natural opportunity to study these issues and better understand what is successful in research mentoring. Separate mentor and protégés surveys measured perceptions about the extent of mentoring assistance, perceived relationship success, costs and benefits of the relationship, and the nature and duration of the relationship. Correlations between demographic characteristics and the mentoring relationship were also examined. Mentors were generally professors (78%), male (82%), with a mean age of 53 years, while protégés were assistant...
In theory, organizational commitment should have a moderately strong relationship with employee p... more In theory, organizational commitment should have a moderately strong relationship with employee performance, but empirical studies have generally found only a weak relationship. We present a new model of the organizational commitment process in which different components of organizational commitment have different relationships with employee behaviors. We argue that the empirical relationship between organizational commitment and performance is weak for two reasons: First, one component of organizational commitment, the desire to remain a member of the organization, often has a weak, uncertain relationship with performance. Second, organizational commitment does not include perceived rewards for high performance, a variable that is a significant determinant of performance. The results, based on a sample of 246 men and women from diverse industries and occupations, were consistent with these explanations.
Research in Higher Education, 1980
Questionnaire data collected from male and female university students 25 years of age or older we... more Questionnaire data collected from male and female university students 25 years of age or older were used to investigate correlates of their performance, satisfaction, and adjustment in college. Men reported lower levels of performance and satisfaction. Multiple regression analyses of predictors of college grade-point average, satisfaction with college, and affective changes occurring while in college indicated that these three measures were predicted by demographic variables, by aspects of the college experience, by the external out-of-college responsibilities of these students, and by their goals. Each of the three dependent measures was predicted by a different subset of these variables.
Personnel Psychology, 1988
This research investigated the buffering role of social support in the relationship of work load ... more This research investigated the buffering role of social support in the relationship of work load to both tension-anxiety and coping for police radio dispatchers (N = 60). Each dispatcher was observed throughout an entire 8-hour work shift by a trained observer. Objective load consisted of the hourly rate of incoming telephone calls, police radio transmissions, and face-to-face or written communications from superiors, co-workers, and others. At the end of each shift, measures were taken of dispatchers' perceived load, felt tension-anxiety, and coping actions. Hierarchical regression revealed that support from superiors moderated the effects of both objective and perceived loads; no main effects of support were found. Statistically significant interactions confirmed the hypothesized buffering role of support: under high perceived load, dispatchers with high social support engaged in more coping actions and felt less tension-anxiety than did low-support dispatchers. No differences were found when perceived load was low. Support also buffered effects of objective load on tension-anxiety but not on coping. Social support at work may be critically important because of its potential for moderating or attenuating the detrimental effects of organizational stressors. Social support is information that leads a person to believe that he or she is cared for, esteemed, and valued and belongs to a network of communication and mutual obligation (Cobb, 1976). While much research has examined social support, evidence has not been entirely consistent across studies. Some studies have found evidence of buffering effects (Abdel
Organizational Behavior and Human Decision Processes, 1985
ABSTRACT
Journal of Organizational Behavior, 1985
Journal of Management Education, 1991
In recent years, the Peoples' Republic of China has seen unprecedented movement toward econom... more In recent years, the Peoples' Republic of China has seen unprecedented movement toward economic reform. This "reform mania" played a major role in our 1988 experience as visiting professors of organizational behavior and human resource management in a cooperative MBA program with Nanjing University. The culture of reform resulted in flexible, hands-off treatment from university administrators, students' eager acceptance of Western-style management ideas, and complete freedom to teach as we wished. We describe the Chinese environment in which our program was embedded, characteristics of our program, our classroom teaching, our students' responses, and other aspects of our experience. We conclude with a few specific suggestions for future instructors.
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Papers by Thomas Dougherty