Achilles A Armenakis
Biographic Data
| ID | 4145569 |
|---|---|
| NAME | Achilles A Armenakis |
| GIVEN NAMES | Achilles A |
| FAMILY NAME | Armenakis |
| SIGNATURE | ARMENAKIS A A |
| AFFILIATIONS | Auburn University |
| VERIFIED | No |
| TOTAL WORKS | 23 |
| TOTAL CITATIONS | 181 |
| AUTHOR COUNT | 23 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1974 |
| LATEST PUBLICATION YEAR | 2013 |
| H-INDEX | 5 |
Change Readiness
The authors conducted a theoretical review of the change readiness literature and identified two major limitations with this work. First, while there is substantial agreement about the key cognitions that underlie change readiness, researchers have not examined the affective element of this attitude. Second, researchers have not adopted a multilevel perspective when considering change readiness. The authors address these limitations and argue tha…
Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change
Although transformational leadership has been investigated in connection with change at higher levels of organizations, less is known about its “in‐the‐trenches” impact. We examined relations among transformational leadership, explicit change reactions (i.e., relationship quality), change frequency, and change consequences (i.e., task performance and organizational citizenship behavior (OCB)) during continuous incremental organizational change at…
Change Recipients’ Reactions to Organizational Change
This study reviews quantitative empirical studies of change recipients’ reactions to organizational change. The authors reviewed studies published between 1948 and 2007, out of which 79 met the criteria of being quantitative studies of change recipients’ reactions to an organizational change. Through an inductive review, the authors unravel a model of (a) explicit reactions to change, in which these reactions are conceptualized as tridimensional …
Organizational Ethics, Leader-Member Exchange, and Organizational Support
The current study explores how employee safety knowledge and behaviors are affected by employees’ perceptions of management’s concern for safety, perceived organizational ethics, perceived organizational support, and leader—member exchange. A field sample of 188 employees from several U.S. locations of a large multinational drilling company participated in the study. Results indicated that perceived organizational ethics, perceived organizational…
Readiness for Organizational Change
Using a systematic item-development framework as a guide (i.e., item development, questionnaire administration, item reduction, scale evaluation, and replication), this article discusses the development and evaluation of an instrument that can be used to gauge readiness for organizational change at an individual level. In all, more than 900 organizational members from the public and private sector participated in the different phases of study, wi…
Integrating Qualitative and Quantitative Methods for Organizational Diagnosis
This study reviews considerations for integrating closed-ended items and open-ended questions in a single survey instrument, focusing on contextual effects as a potential pitfall in organizational diagnosis. A randomized posttest-only control group experiment was conducted in a field setting with a small (92 employees) for-profit firm wherein the experimental group received a mixed questionnaire (closed-ended, followed by open-ended, questions) a…
Leader–member social exchange (LMSX)
In the last 10 years, research devoted to the construct of leader–member exchange (LMX) has increasingly relied on the tenets of social exchange as a theoretical foundation to propose and test relationships between supervisor‐subordinate dyads and variables of significant consequence. Despite the theory underpinning such relationships, researchers continue to measure LMX with scales developed to assess vertical dyad linkage (VDL), not social exch…
Achieving content representativeness in organizational diagnosis
An organizational diagnosis provides analysts with information on which to base and plan an appropriate intervention to improve an organization’s functioning. In many instances, the data collected are from a sample of an organization’s population. However, the information collected must be considered representative of the whole organization. In this article, we discuss the importance of response rate in organizational surveys and non-response bia…
Organizational Change
This review selectively examines the theoretical and empirical organizational change literature over the past nine years (1990–early 1998). Four research themes or issues common to all change efforts are discussed: (a) content issues, which largely focus on the substance of contemporary organizational changes; (b) contextual issues, which principally focus on forces or conditions existing in an organization’s external and internal environments; (…
Confounding Constructs and Levels of Constructs in Affectivity Measurement
This study examined the potential for confounding constructs with levels of constructs in the measurement of positive and negative affectivity. Evidence for this confound was discovered in connection with measures grounded in a well-researched theoretical structure of affectivity. Self-report responses to affect-related descriptors were collected from a sample of managers in a major manufacturing organization. The results of a usefulness analysis…
Creating Readiness for Organizational Change
The purpose of this article is to clarify the readiness for change concept and examine how change agents can influence employee readiness for organizational change. The article contributes to an improved understanding of change dynamics in four important ways. First, readiness for change is distinguished from resistance to change. Readiness is described in terms of the organizational members' beliefs, attitudes, and intentions. Second, a model is…
Replication Requisites
In a recent article, Klenke-Hamel and Mathieu (1990) report an operational replication and extension of the Bedeian and Armenakis (1981) investigation of the effects of role conflict and role ambiguity on a number of job-related attitudes. Utilizing multiple samples involving diverse jobs, they tested the generalizability of the Bedeian and Armenakis framework and explored the effects of employee personal characteristics on its focal variables. A…
An Experimental Approach to Evaluate Methods to Detect Scale Recalibration
Measured change to assess the effectiveness of an organizational intervention program may be a function of behavioral change, scale recalibration, and concept redefinition. A number of techniques including the Ideal Scale Approach have been proposed to detect change due to scale recalibration. A methodology is proposed for the manipulation of scale recalibration so that these detection methods can be experimentally evaluated. An illustration of t…
Role Perception-Outcome Relationships
Supervisory interaction, peer-group interaction, and organizational work facilitation were examined as moderators of relationships among facets of role ambiguity and role conflict and the outcomes, job performance, job satisfaction, and propensity to leave for 193 respondents at 5 levels in the nursing service of a large medical center. Supervisory interaction was found to moderate the relationships between (i) intersender-role conflict and job p…
Personality Correlates of Role Stress
The relationship between role stress, i.e., role ambiguity and role conflict, and personality as measured by Gough and Heilbrun's (1965) Adjective Check List was examined on the basis of data drawn from 202 nursing personnel. Experienced role ambiguity correlated .17 with defensiveness, .15 with self-control, .13 with endurance, —.13 with order, —.15 with nurturance, .20 with aggression, and —.17 with deference, while role conflict was significan…
An Evaluation of the Response Format and Scale Structure of the Job Diagnostic Survey
This research deals with an investigation of the factor structure of the Job Diagnostic Survey. Textile operatives (n = 114) in a southeastern textile plant completed the JDS. Factor analyses produced substantially different results than have appeared in the literature. Further correlational analyses revealed that the format used in collecting the data may be partially responsible for the different factor structures which have been found for the …
Computerized Answer Sheets
Computerized answer sheets in mail surveys have not been systematically examined for their effects on rate of return and response bias. To evaluate these effects, 170 job satisfaction questionnaires, half to be answered on a computerized answer sheet and half on the questionnaire itself, were randomly given to employees of a medium-size city. The use of a computerized answer sheet had no significant impact on the return of questionnaires of varyi…
Relationships between Age and Adjective Check List Scale Scores
This study investigated the relationships between age and performance on scale scores for the Adjective Check List for a group of 206 nursing personnel. An analysis of within scale score differences showed statistically significant relationships between age and Self-control, Lability, Heterosexuality, Change, and Counseling Readiness. Differences between the directionality of 5 of the 10 correlation pairs formed by the matching of these scales an…
A Program for Computing Fisher's Exact Probability Test and the Coefficient of Association λ for n × m Contingency Tables
Fisher's exact probability test is a nonparametric statistical technique for determining the significance of a difference for independent groups with discrete data. Whenever computing the exact test for tables larger than 2 × 2, two problems arise (Hays, 1973): (1) the computations become very tedious and (2) there is a need to measure the strength of statistical association in each sample. The purpose of this paper was to provide a mathematical …
An Algorithm for Assessing Factor Structure Congruence
The coefficient of congruence is a quantitative measure of the similarity of factor structures for different samples of subjects. This paper is intended to inform interested readers of the availability of a computer program capable of computing coefficients of congruence of factor structures
Human Resource Considerations in Textile Work Redesign
Evidence is presented that the textile industry is beginning to recognize the severity of the employee turnover problem. Work redesign has been a proposed solution in other industries whereby the intent was to provide employees with work that satisfied their psychological and social needs. However, research has not shown work redesign to produce consistently positive results. Investigators have concluded that individual reactions to job character…
Guidelines for Overcoming Empirically Identified Evaluation Problems of Organizational Development Change Agents
Several authors have written about the problems of conducting organizational development (OD) evaluations, but two inadequacies still remain. First, many of these problems are quite likely indigenous to the situations experienced by the writer in his evaluations, and they may not be widely applicable or generalizable to a large number of practitioners. Thus, one may be concerned as to whether these are the problems that OD practitioners can expec…
On Use of Multiple Tests of Significance in Psychological Research
The evaluation of a series of statistical tests in psychological research is a common problem faced by many investigators. As the number of statistical tests increases, the probability of making a Type I error, i.e., of rejecting the null hypothesis when in fact it is true, increases as well. To help researchers evaluate their results, tables have been constructed which show the probability of obtaining k or more significant results due to chance…
Creating Readiness for Organizational Change
The purpose of this article is to clarify the readiness for change concept and examine how change agents can influence employee readiness for organizational change. The article contributes to an improved understanding of change dynamics in four important ways. First, readiness for change is distinguished from resistance to change. Readiness is described in terms of the organizational members' beliefs, attitudes, and intentions. Second, a model is…
Leader–member social exchange (LMSX)
In the last 10 years, research devoted to the construct of leader–member exchange (LMX) has increasingly relied on the tenets of social exchange as a theoretical foundation to propose and test relationships between supervisor‐subordinate dyads and variables of significant consequence. Despite the theory underpinning such relationships, researchers continue to measure LMX with scales developed to assess vertical dyad linkage (VDL), not social exch…
Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change
Although transformational leadership has been investigated in connection with change at higher levels of organizations, less is known about its “in‐the‐trenches” impact. We examined relations among transformational leadership, explicit change reactions (i.e., relationship quality), change frequency, and change consequences (i.e., task performance and organizational citizenship behavior (OCB)) during continuous incremental organizational change at…
Integrating Qualitative and Quantitative Methods for Organizational Diagnosis
This study reviews considerations for integrating closed-ended items and open-ended questions in a single survey instrument, focusing on contextual effects as a potential pitfall in organizational diagnosis. A randomized posttest-only control group experiment was conducted in a field setting with a small (92 employees) for-profit firm wherein the experimental group received a mixed questionnaire (closed-ended, followed by open-ended, questions) a…
Role Perception-Outcome Relationships
Supervisory interaction, peer-group interaction, and organizational work facilitation were examined as moderators of relationships among facets of role ambiguity and role conflict and the outcomes, job performance, job satisfaction, and propensity to leave for 193 respondents at 5 levels in the nursing service of a large medical center. Supervisory interaction was found to moderate the relationships between (i) intersender-role conflict and job p…
Human Resource Considerations in Textile Work Redesign
Evidence is presented that the textile industry is beginning to recognize the severity of the employee turnover problem. Work redesign has been a proposed solution in other industries whereby the intent was to provide employees with work that satisfied their psychological and social needs. However, research has not shown work redesign to produce consistently positive results. Investigators have concluded that individual reactions to job character…
An Evaluation of the Response Format and Scale Structure of the Job Diagnostic Survey
This research deals with an investigation of the factor structure of the Job Diagnostic Survey. Textile operatives (n = 114) in a southeastern textile plant completed the JDS. Factor analyses produced substantially different results than have appeared in the literature. Further correlational analyses revealed that the format used in collecting the data may be partially responsible for the different factor structures which have been found for the …
Organizational Ethics, Leader-Member Exchange, and Organizational Support
The current study explores how employee safety knowledge and behaviors are affected by employees’ perceptions of management’s concern for safety, perceived organizational ethics, perceived organizational support, and leader—member exchange. A field sample of 188 employees from several U.S. locations of a large multinational drilling company participated in the study. Results indicated that perceived organizational ethics, perceived organizational…
Replication Requisites
In a recent article, Klenke-Hamel and Mathieu (1990) report an operational replication and extension of the Bedeian and Armenakis (1981) investigation of the effects of role conflict and role ambiguity on a number of job-related attitudes. Utilizing multiple samples involving diverse jobs, they tested the generalizability of the Bedeian and Armenakis framework and explored the effects of employee personal characteristics on its focal variables. A…
Guidelines for Overcoming Empirically Identified Evaluation Problems of Organizational Development Change Agents
Several authors have written about the problems of conducting organizational development (OD) evaluations, but two inadequacies still remain. First, many of these problems are quite likely indigenous to the situations experienced by the writer in his evaluations, and they may not be widely applicable or generalizable to a large number of practitioners. Thus, one may be concerned as to whether these are the problems that OD practitioners can expec…
On Use of Multiple Tests of Significance in Psychological Research
The evaluation of a series of statistical tests in psychological research is a common problem faced by many investigators. As the number of statistical tests increases, the probability of making a Type I error, i.e., of rejecting the null hypothesis when in fact it is true, increases as well. To help researchers evaluate their results, tables have been constructed which show the probability of obtaining k or more significant results due to chance…
Guidelines for Overcoming Empirically Identified Evaluation Problems of Organizational Development Change Agents
Several authors have written about the problems of conducting organizational development (OD) evaluations, but two inadequacies still remain. First, many of these problems are quite likely indigenous to the situations experienced by the writer in his evaluations, and they may not be widely applicable or generalizable to a large number of practitioners. Thus, one may be concerned as to whether these are the problems that OD practitioners can expec…
A Program for Computing Fisher's Exact Probability Test and the Coefficient of Association λ for n × m Contingency Tables
Fisher's exact probability test is a nonparametric statistical technique for determining the significance of a difference for independent groups with discrete data. Whenever computing the exact test for tables larger than 2 × 2, two problems arise (Hays, 1973): (1) the computations become very tedious and (2) there is a need to measure the strength of statistical association in each sample. The purpose of this paper was to provide a mathematical …
An Algorithm for Assessing Factor Structure Congruence
The coefficient of congruence is a quantitative measure of the similarity of factor structures for different samples of subjects. This paper is intended to inform interested readers of the availability of a computer program capable of computing coefficients of congruence of factor structures
Human Resource Considerations in Textile Work Redesign
Evidence is presented that the textile industry is beginning to recognize the severity of the employee turnover problem. Work redesign has been a proposed solution in other industries whereby the intent was to provide employees with work that satisfied their psychological and social needs. However, research has not shown work redesign to produce consistently positive results. Investigators have concluded that individual reactions to job character…
Computerized Answer Sheets
Computerized answer sheets in mail surveys have not been systematically examined for their effects on rate of return and response bias. To evaluate these effects, 170 job satisfaction questionnaires, half to be answered on a computerized answer sheet and half on the questionnaire itself, were randomly given to employees of a medium-size city. The use of a computerized answer sheet had no significant impact on the return of questionnaires of varyi…
Relationships between Age and Adjective Check List Scale Scores
This study investigated the relationships between age and performance on scale scores for the Adjective Check List for a group of 206 nursing personnel. An analysis of within scale score differences showed statistically significant relationships between age and Self-control, Lability, Heterosexuality, Change, and Counseling Readiness. Differences between the directionality of 5 of the 10 correlation pairs formed by the matching of these scales an…
An Evaluation of the Response Format and Scale Structure of the Job Diagnostic Survey
This research deals with an investigation of the factor structure of the Job Diagnostic Survey. Textile operatives (n = 114) in a southeastern textile plant completed the JDS. Factor analyses produced substantially different results than have appeared in the literature. Further correlational analyses revealed that the format used in collecting the data may be partially responsible for the different factor structures which have been found for the …
Personality Correlates of Role Stress
The relationship between role stress, i.e., role ambiguity and role conflict, and personality as measured by Gough and Heilbrun's (1965) Adjective Check List was examined on the basis of data drawn from 202 nursing personnel. Experienced role ambiguity correlated .17 with defensiveness, .15 with self-control, .13 with endurance, —.13 with order, —.15 with nurturance, .20 with aggression, and —.17 with deference, while role conflict was significan…
Role Perception-Outcome Relationships
Supervisory interaction, peer-group interaction, and organizational work facilitation were examined as moderators of relationships among facets of role ambiguity and role conflict and the outcomes, job performance, job satisfaction, and propensity to leave for 193 respondents at 5 levels in the nursing service of a large medical center. Supervisory interaction was found to moderate the relationships between (i) intersender-role conflict and job p…
An Experimental Approach to Evaluate Methods to Detect Scale Recalibration
Measured change to assess the effectiveness of an organizational intervention program may be a function of behavioral change, scale recalibration, and concept redefinition. A number of techniques including the Ideal Scale Approach have been proposed to detect change due to scale recalibration. A methodology is proposed for the manipulation of scale recalibration so that these detection methods can be experimentally evaluated. An illustration of t…
Replication Requisites
In a recent article, Klenke-Hamel and Mathieu (1990) report an operational replication and extension of the Bedeian and Armenakis (1981) investigation of the effects of role conflict and role ambiguity on a number of job-related attitudes. Utilizing multiple samples involving diverse jobs, they tested the generalizability of the Bedeian and Armenakis framework and explored the effects of employee personal characteristics on its focal variables. A…
Creating Readiness for Organizational Change
The purpose of this article is to clarify the readiness for change concept and examine how change agents can influence employee readiness for organizational change. The article contributes to an improved understanding of change dynamics in four important ways. First, readiness for change is distinguished from resistance to change. Readiness is described in terms of the organizational members' beliefs, attitudes, and intentions. Second, a model is…
Confounding Constructs and Levels of Constructs in Affectivity Measurement
This study examined the potential for confounding constructs with levels of constructs in the measurement of positive and negative affectivity. Evidence for this confound was discovered in connection with measures grounded in a well-researched theoretical structure of affectivity. Self-report responses to affect-related descriptors were collected from a sample of managers in a major manufacturing organization. The results of a usefulness analysis…
Organizational Change
This review selectively examines the theoretical and empirical organizational change literature over the past nine years (1990–early 1998). Four research themes or issues common to all change efforts are discussed: (a) content issues, which largely focus on the substance of contemporary organizational changes; (b) contextual issues, which principally focus on forces or conditions existing in an organization’s external and internal environments; (…
Achieving content representativeness in organizational diagnosis
An organizational diagnosis provides analysts with information on which to base and plan an appropriate intervention to improve an organization’s functioning. In many instances, the data collected are from a sample of an organization’s population. However, the information collected must be considered representative of the whole organization. In this article, we discuss the importance of response rate in organizational surveys and non-response bia…
Readiness for Organizational Change
Using a systematic item-development framework as a guide (i.e., item development, questionnaire administration, item reduction, scale evaluation, and replication), this article discusses the development and evaluation of an instrument that can be used to gauge readiness for organizational change at an individual level. In all, more than 900 organizational members from the public and private sector participated in the different phases of study, wi…
Integrating Qualitative and Quantitative Methods for Organizational Diagnosis
This study reviews considerations for integrating closed-ended items and open-ended questions in a single survey instrument, focusing on contextual effects as a potential pitfall in organizational diagnosis. A randomized posttest-only control group experiment was conducted in a field setting with a small (92 employees) for-profit firm wherein the experimental group received a mixed questionnaire (closed-ended, followed by open-ended, questions) a…
Leader–member social exchange (LMSX)
In the last 10 years, research devoted to the construct of leader–member exchange (LMX) has increasingly relied on the tenets of social exchange as a theoretical foundation to propose and test relationships between supervisor‐subordinate dyads and variables of significant consequence. Despite the theory underpinning such relationships, researchers continue to measure LMX with scales developed to assess vertical dyad linkage (VDL), not social exch…
Organizational Ethics, Leader-Member Exchange, and Organizational Support
The current study explores how employee safety knowledge and behaviors are affected by employees’ perceptions of management’s concern for safety, perceived organizational ethics, perceived organizational support, and leader—member exchange. A field sample of 188 employees from several U.S. locations of a large multinational drilling company participated in the study. Results indicated that perceived organizational ethics, perceived organizational…
Change Recipients’ Reactions to Organizational Change
This study reviews quantitative empirical studies of change recipients’ reactions to organizational change. The authors reviewed studies published between 1948 and 2007, out of which 79 met the criteria of being quantitative studies of change recipients’ reactions to an organizational change. Through an inductive review, the authors unravel a model of (a) explicit reactions to change, in which these reactions are conceptualized as tridimensional …
Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change
Although transformational leadership has been investigated in connection with change at higher levels of organizations, less is known about its “in‐the‐trenches” impact. We examined relations among transformational leadership, explicit change reactions (i.e., relationship quality), change frequency, and change consequences (i.e., task performance and organizational citizenship behavior (OCB)) during continuous incremental organizational change at…
Change Readiness
The authors conducted a theoretical review of the change readiness literature and identified two major limitations with this work. First, while there is substantial agreement about the key cognitions that underlie change readiness, researchers have not examined the affective element of this attitude. Second, researchers have not adopted a multilevel perspective when considering change readiness. The authors address these limitations and argue tha…
Psychology (21 works) · Social Psychology (17 works) · Computer Science (11 works) · Job Satisfaction and Organizational Behavior (11 works) · Social Psychology (11 works) · Political science (9 works) · Public relations (8 works) · Mathematics (6 works) · Organizational change (6 works) · Statistics (6 works)