Rabi S Bhagat
Biographic Data
| ID | 2250300 |
|---|---|
| NAME | Rabi S Bhagat |
| GIVEN NAMES | Rabi S |
| FAMILY NAME | Bhagat |
| SIGNATURE | BHAGAT R S |
| AFFILIATIONS | The University of Texas at Dallas |
| VERIFIED | No |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 15 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 1980 |
| LATEST PUBLICATION YEAR | 2013 |
| H-INDEX | 3 |
Work–family conflict in four national contexts
In this study, we examine the role of cultural variations conceptualized in terms of vertical and horizontal individualism and collectivism in the prediction of work–family conflict in four distinct national contexts of the United States, Australia, South Korea, and Japan. The results of our study suggest that vertical individualism is a strong predictor of work–family conflict across cultural and national boundaries. The findings indicate the im…
Organizational stress, psychological strain, and work outcomes in six national contexts
Purpose The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and psychological strain in six national contexts. Design/methodology/approach The objective of the research is to examine the relative predictive efficacies of three theory specific moderators in six countries which differ on the cultural dimension of individualism…
Cambridge Handbook of Culture, Organizations, and Work
It is now widely recognized that countries around the world are becoming increasingly interconnected, and that both public and private organizations are of necessity becoming increasingly global. As political, legal, and economic barriers recede in this environment, cultural barriers emerge as a principal challenge to organizational survival and success. It is not yet clear whether these global realities will cause cultures to converge, harmonize…
Do South African managers cope differently from American managers? a cross-cultural investigation
Organizational Contexts and Contingent Leadership Roles
This paper advances the premise that leadership roles are contingent upon the requirements of evolving organizational contexts. Leadership's substantive and symbolic role aspects are reinterpreted in a conceptual model. Emphasis is given to leadership roles in situations of decline. A transition state is proposed to illustrate the volatile and unstable nature of decline contexts. In a transition state, leaders are predicted to emphasize both thei…
Work Stress
Foreword Work Stress: Research and Practice Introduction by James C. Quick, Johnathan D. Quick, Rabi S. Bhagat, and James E. Dalton The Practitioner's Perspective by Alan McLean The Researcher's Perspective by Stanislav V. Kasl Work Stressors Research on Work Stress and Health by James S. House Issues and Implications for Health Care Delivery Systems: A Canadian Perspective by Ronald J. Burke Efficiency and Health Hazards in Mechanized Work by Be…
Models of Stress in Organizational Research
Four models of organizational stress are comparatively reviewed using seven metatheoretical criteria. It is found that while they have been rather successful in explaining large bodies of existing empirical literature in a post hoc fashion, there is a consistent lack of conceptual tightness in some of the models. The crucial role of temporal factors has not been adequately dealt with, and a variance, as opposed to a process theory framework (Mohr…
Determinants of performance in an innovative organizational setting
Determinants of organizational commitment in working women
This study proposed and examined determinants of organizational commitment in working women. Among the selected determinants of role stress, personal characteristics, and satisfaction with various aspects of the organization, satisfaction with promotional opportunities was die best predictor of commitment. Experienced role stress was the second best determinant, although the observed relationship was inverse. Other variables such as age, educatio…
Effects of Changes in Job Characteristics on Some Theory-Specific Attitudinal Outcomes
The present research examined changes in motivational properties of jobs as measured in the theoretical context of Hackman and Oldham's [19761 job characteristics model through a quasi-experimental design. In an effort to reduce utility costs, a manufacturing organization underwent a planned change from a 5-to a 4-day work week. Changes in characteristics ofjobs in the organization which resulted from the shortened work week were introduced witho…
Determinants of organizational commitment in working women
This study proposed and examined determinants of organizational commitment in working women. Among the selected determinants of role stress, personal characteristics, and satisfaction with various aspects of the organization, satisfaction with promotional opportunities was die best predictor of commitment. Experienced role stress was the second best determinant, although the observed relationship was inverse. Other variables such as age, educatio…
Work–family conflict in four national contexts
In this study, we examine the role of cultural variations conceptualized in terms of vertical and horizontal individualism and collectivism in the prediction of work–family conflict in four distinct national contexts of the United States, Australia, South Korea, and Japan. The results of our study suggest that vertical individualism is a strong predictor of work–family conflict across cultural and national boundaries. The findings indicate the im…
Models of Stress in Organizational Research
Four models of organizational stress are comparatively reviewed using seven metatheoretical criteria. It is found that while they have been rather successful in explaining large bodies of existing empirical literature in a post hoc fashion, there is a consistent lack of conceptual tightness in some of the models. The crucial role of temporal factors has not been adequately dealt with, and a variance, as opposed to a process theory framework (Mohr…
Effects of Changes in Job Characteristics on Some Theory-Specific Attitudinal Outcomes
The present research examined changes in motivational properties of jobs as measured in the theoretical context of Hackman and Oldham's [19761 job characteristics model through a quasi-experimental design. In an effort to reduce utility costs, a manufacturing organization underwent a planned change from a 5-to a 4-day work week. Changes in characteristics ofjobs in the organization which resulted from the shortened work week were introduced witho…
Organizational Contexts and Contingent Leadership Roles
This paper advances the premise that leadership roles are contingent upon the requirements of evolving organizational contexts. Leadership's substantive and symbolic role aspects are reinterpreted in a conceptual model. Emphasis is given to leadership roles in situations of decline. A transition state is proposed to illustrate the volatile and unstable nature of decline contexts. In a transition state, leaders are predicted to emphasize both thei…
Effects of Changes in Job Characteristics on Some Theory-Specific Attitudinal Outcomes
The present research examined changes in motivational properties of jobs as measured in the theoretical context of Hackman and Oldham's [19761 job characteristics model through a quasi-experimental design. In an effort to reduce utility costs, a manufacturing organization underwent a planned change from a 5-to a 4-day work week. Changes in characteristics ofjobs in the organization which resulted from the shortened work week were introduced witho…
Determinants of performance in an innovative organizational setting
Determinants of organizational commitment in working women
This study proposed and examined determinants of organizational commitment in working women. Among the selected determinants of role stress, personal characteristics, and satisfaction with various aspects of the organization, satisfaction with promotional opportunities was die best predictor of commitment. Experienced role stress was the second best determinant, although the observed relationship was inverse. Other variables such as age, educatio…
Work Stress
Foreword Work Stress: Research and Practice Introduction by James C. Quick, Johnathan D. Quick, Rabi S. Bhagat, and James E. Dalton The Practitioner's Perspective by Alan McLean The Researcher's Perspective by Stanislav V. Kasl Work Stressors Research on Work Stress and Health by James S. House Issues and Implications for Health Care Delivery Systems: A Canadian Perspective by Ronald J. Burke Efficiency and Health Hazards in Mechanized Work by Be…
Models of Stress in Organizational Research
Four models of organizational stress are comparatively reviewed using seven metatheoretical criteria. It is found that while they have been rather successful in explaining large bodies of existing empirical literature in a post hoc fashion, there is a consistent lack of conceptual tightness in some of the models. The crucial role of temporal factors has not been adequately dealt with, and a variance, as opposed to a process theory framework (Mohr…
Organizational Contexts and Contingent Leadership Roles
This paper advances the premise that leadership roles are contingent upon the requirements of evolving organizational contexts. Leadership's substantive and symbolic role aspects are reinterpreted in a conceptual model. Emphasis is given to leadership roles in situations of decline. A transition state is proposed to illustrate the volatile and unstable nature of decline contexts. In a transition state, leaders are predicted to emphasize both thei…
Do South African managers cope differently from American managers? a cross-cultural investigation
Cambridge Handbook of Culture, Organizations, and Work
It is now widely recognized that countries around the world are becoming increasingly interconnected, and that both public and private organizations are of necessity becoming increasingly global. As political, legal, and economic barriers recede in this environment, cultural barriers emerge as a principal challenge to organizational survival and success. It is not yet clear whether these global realities will cause cultures to converge, harmonize…
Organizational stress, psychological strain, and work outcomes in six national contexts
Purpose The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and psychological strain in six national contexts. Design/methodology/approach The objective of the research is to examine the relative predictive efficacies of three theory specific moderators in six countries which differ on the cultural dimension of individualism…
Work–family conflict in four national contexts
In this study, we examine the role of cultural variations conceptualized in terms of vertical and horizontal individualism and collectivism in the prediction of work–family conflict in four distinct national contexts of the United States, Australia, South Korea, and Japan. The results of our study suggest that vertical individualism is a strong predictor of work–family conflict across cultural and national boundaries. The findings indicate the im…
Psychology (9 works) · Social Psychology (7 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Political science (4 works) · Sociology (4 works) · Work (physics (3 works) · Business (2 works) · Clinical Psychology (2 works) · Collectivism (2 works)