Yoav Vardi
Biographic Data
| ID | 256655 |
|---|---|
| NAME | Yoav Vardi |
| GIVEN NAMES | Yoav |
| FAMILY NAME | Vardi |
| SIGNATURE | VARDI Y |
| AFFILIATIONS | Tel Aviv University |
| VERIFIED | No |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 4 |
| WORKS AS AUTHOR | 14 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1984 |
| LATEST PUBLICATION YEAR | 2017 |
| H-INDEX | 1 |
The dark side of experiencing job autonomy
From Hire to Liar
Misbehavior in Organizations
Contents: E.A. Fleishman, J.N. Cleveland, Series Foreword. Preface. Part I: Organizational Misbehavior. Organizational Behavior and Misbehavior. A General Framework for OMB Analysis. Part II: OMB Manifestations and Antecedents. Individual-Level Manifestations of OMB. Production and Political Manifestations. Property Manifestations. Individual-Level Antecedents of OMB. Position and Group-Level Antecedents. Organization-Level Antecedents. Part III:…
Using the Theory of Reasoned Action to Predict Organizational Misbehavior
A review of literature on organizational behavior and management on predicting work behavior indicated that most reported studies emphasize positive work outcomes, e.g., attachment, performance, and satisfaction, while job related misbehaviors have received relatively less systematic research attention. Yet, forms of employee misconduct in organizations are pervasive and quite costly for both individuals and organizations. We selected two concept…
Using the Theory of Reasoned Action to Predict Organizational Misbehavior
Using the Theory of Reasoned Action to Predict Organizational Misbehavior
The bank‐shares regulation affair and illegality in Israeli society
Psychological Empowerment as a Criterion for Adjustment to a New Job
Interview data from 120 professionals and managers, collected by telephone after they experienced a job change, were matched with personality test scores from an employment testing center. Four dimensions of psychological empowerment (self-determination, meaning, competence, and impact) were tested as criteria, and four personality traits (achievement, endurance, locus of control, and self-esteem), measured prior to the job change, were used as p…
Psychological Empowerment as a Criterion for Adjustment to a New Job
Glory Is Not Enough
Glory is Not Enough”
139 wives of Israeli Air Force pilots completed questionnaires about their own career needs and experiences. It was expected that the respondents would “adhere” to the traditional two-persons one-career model in response to the demands set by the husbands' jobs; however, they tended to aspire for and exert effort toward a work career independent of that of their husbands. Specifically, (a) actual work experiences were positively related to subjec…
Relationships between Organizational Culture and Individual Motivation—A Conceptual Integration
Culture is defined as a system of shared values which produces normative pressures on members of organizations. Its unique influence on individuals' motivation is to enhance members' commitment, which acts jointly with instrumental motivation to influence individuals' behavior. Conditions affecting the relative weight of cultural-normative and instrumental processes in determining behavior are discussed
The Value Content of Organizational Mission as a Factor in the Commitment of Members
In a quasi-experimental design, organizational mission was examined as an influence on individual behavior of members. Workers in an organization with a high value-content-mission exhibited higher normative commitment than workers in a control (neutral mission) organization. No differences were found, however, in instrumental commitment. This finding supports the distinction between normative and instrumental processes in a motivational analysis
Work Satisfaction and Absenteeism among Social Workers
This study partially tests the argument that in occupations where internalized altruistic values dominate performance considerations, employee dissatisfaction at work may not necessarily lead to withdrawal behavior. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure satisfaction with both intrinsic and extrinsic facets of work in a sample of 139 social workers. Data on duration and frequency of absence were obtained from personnel…
The dark side of experiencing job autonomy
From Hire to Liar
Work Satisfaction and Absenteeism among Social Workers
This study partially tests the argument that in occupations where internalized altruistic values dominate performance considerations, employee dissatisfaction at work may not necessarily lead to withdrawal behavior. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure satisfaction with both intrinsic and extrinsic facets of work in a sample of 139 social workers. Data on duration and frequency of absence were obtained from personnel…
Work Satisfaction and Absenteeism among Social Workers
This study partially tests the argument that in occupations where internalized altruistic values dominate performance considerations, employee dissatisfaction at work may not necessarily lead to withdrawal behavior. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure satisfaction with both intrinsic and extrinsic facets of work in a sample of 139 social workers. Data on duration and frequency of absence were obtained from personnel…
The Value Content of Organizational Mission as a Factor in the Commitment of Members
In a quasi-experimental design, organizational mission was examined as an influence on individual behavior of members. Workers in an organization with a high value-content-mission exhibited higher normative commitment than workers in a control (neutral mission) organization. No differences were found, however, in instrumental commitment. This finding supports the distinction between normative and instrumental processes in a motivational analysis
Relationships between Organizational Culture and Individual Motivation—A Conceptual Integration
Culture is defined as a system of shared values which produces normative pressures on members of organizations. Its unique influence on individuals' motivation is to enhance members' commitment, which acts jointly with instrumental motivation to influence individuals' behavior. Conditions affecting the relative weight of cultural-normative and instrumental processes in determining behavior are discussed
Glory Is Not Enough
Glory is Not Enough”
139 wives of Israeli Air Force pilots completed questionnaires about their own career needs and experiences. It was expected that the respondents would “adhere” to the traditional two-persons one-career model in response to the demands set by the husbands' jobs; however, they tended to aspire for and exert effort toward a work career independent of that of their husbands. Specifically, (a) actual work experiences were positively related to subjec…
Psychological Empowerment as a Criterion for Adjustment to a New Job
Interview data from 120 professionals and managers, collected by telephone after they experienced a job change, were matched with personality test scores from an employment testing center. Four dimensions of psychological empowerment (self-determination, meaning, competence, and impact) were tested as criteria, and four personality traits (achievement, endurance, locus of control, and self-esteem), measured prior to the job change, were used as p…
Psychological Empowerment as a Criterion for Adjustment to a New Job
The bank‐shares regulation affair and illegality in Israeli society
Using the Theory of Reasoned Action to Predict Organizational Misbehavior
A review of literature on organizational behavior and management on predicting work behavior indicated that most reported studies emphasize positive work outcomes, e.g., attachment, performance, and satisfaction, while job related misbehaviors have received relatively less systematic research attention. Yet, forms of employee misconduct in organizations are pervasive and quite costly for both individuals and organizations. We selected two concept…
Using the Theory of Reasoned Action to Predict Organizational Misbehavior
Using the Theory of Reasoned Action to Predict Organizational Misbehavior
Misbehavior in Organizations
Contents: E.A. Fleishman, J.N. Cleveland, Series Foreword. Preface. Part I: Organizational Misbehavior. Organizational Behavior and Misbehavior. A General Framework for OMB Analysis. Part II: OMB Manifestations and Antecedents. Individual-Level Manifestations of OMB. Production and Political Manifestations. Property Manifestations. Individual-Level Antecedents of OMB. Position and Group-Level Antecedents. Organization-Level Antecedents. Part III:…
From Hire to Liar
The dark side of experiencing job autonomy
Psychology (13 works) · Social Psychology (13 works) · Social Psychology (12 works) · Ethics in Business and Education (5 works) · Job satisfaction (5 works) · Action (physics (3 works) · Global and Cross-Cultural Management (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Normative (3 works) · Political science (3 works)