Simcha Ronen
Biographic Data
| ID | 3772229 |
|---|---|
| NAME | Simcha Ronen |
| GIVEN NAMES | Simcha |
| FAMILY NAME | Ronen |
| SIGNATURE | RONEN S |
| AFFILIATIONS | New York University |
| VERIFIED | No |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 30 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1978 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 3 |
The effect of implementation intentions on transfer of training
Two experiments investigated the effect of forming implementation intentions on transfer of training in two training programs. In the first experiment ( N = 37), trainees who formed implementation intentions implemented active listening skills sooner, and to a greater degree, than those in the control group. In the second experiment ( n = 28), conducted in the field, trainees who formed implementation intentions received a higher performance scor…
Predicting Expatriate Adjustment
This study assumes that the frequently applied model, developed in North America, predicting expatriate adjustment to foreign host countries is applicable crossnationally. This assumption is tested using Israel as a host country, an environment far removed from North American culture, and one that represents a particularly highly heterogeneous society in values, ethnic identities, languages, and religions. Expatriates from 14 different countries …
The Role Structure of Chinese Managers
The study investigates the role structure of managers in China's Henan province. The results produce a two-facet classification consistent with Shapira and Dunbar's findings for North American managers, yet displaying a number of unique features attributed to the Chinese business environment. The leader's role of the Chinese manager splits into task-related and relationship-oriented activities, and the monitor role is plotted across the informati…
A four‐year validation study of an assessment center in a financial corporation
Ratings on 18 assessment dimensions formulated independently by assessors (psychologists and high‐level managers), consensus ratings on the same dimensions, and overall assessment ratings were collected for 329 assessees. Two hundred and seventy‐four of the assessees were promoted based on their scores obtained in the assessment process. For 240 of these we succeeded in obtaining ratings on two criterion measures over a period of four years. Thes…
Equity Perception in Multiple Comparisons
Data from a survey of all 721 employees in a light manufacturing firm (553 workers and 168 managers) were used to investigate the role of reference groups inside and outside the organization within the framework of equity theory. Attitude toward pay was used as the basis for comparison. The results indicated that the outside reference group is more important than the inside reference group in explaining job attitudes and behavioral propensities. …
Job Attitudes among Different Occupational Status Groups
An economic model is applied to employee attitudinal variables as a means of comparing the contribution of intrinsic and extrinsic job facets to overall job statisfaction for two occupational status groups. Surveyed were 577 skilled workers and 181 managers of an electronic manufacturing organization. The two occupational groups were significantly different with respect to the intrinsic-extrinsic composition of overall job satisfaction. Implicati…
Flexible Working Hours
An Experimental Examination of Work Motivation Taxonomies
Several taxonomies of work motivation were tested by comparing the results of metric and nonmetric scaling methods in the analysis of goals rated by 800 salesmen. While the results of the cluster andfactor analysis support an intrinsic-extrinsic grouping, the Small Space Analysis map indicates that more complex groupings of motivational variables are appropriate. Maslow's fivefold need categories are consistent with the results
A Nonmetric Scaling Approach To Taxonomies Of Employee Work Motivation
A nonmetric scaling method was used to test several taxonomies of work motivation. The intercorrelations among the importance ratings of 14 work goals, made by 800 salesmen and 1,800 repairmen were analyzed. A two-space solution was deemed adequate to reflect both the empirical and theoretical interrelationships among the variables. These results were consistent with an intrinsic-extrinsic grouping of the variables, but more complex relationships…
Job Satisfaction and the Neglected Variable of Job Seniority
This paper deals with the relationship between job satisfaction and length of employment in a particular job. The hypothesis that the change in job satisfaction with job seniority resembles a "U"-shaped curve is confirmed. It is suggested that intrinsic satisfaction is a major contributor to changes in the overall satisfaction of employees over time
Measures of Job Facets Satisfaction as Predictors of the Tendency to Leave or the Tendency to Stay with an Organization
This study evaluates the relative influence various aspects of job satisfaction have on an employee's tendency to stay with or leave an organization. The significance of restrictions on the pay range and fringe benefits is considered as afactor in establishing the relative effect of extrinsic and intrinsic aspects ofjob satisfaction on mobility tendencies. The study is based on a sample of 683 college graduates employed in public and private sect…
Equity Perception in Multiple Comparisons
Data from a survey of all 721 employees in a light manufacturing firm (553 workers and 168 managers) were used to investigate the role of reference groups inside and outside the organization within the framework of equity theory. Attitude toward pay was used as the basis for comparison. The results indicated that the outside reference group is more important than the inside reference group in explaining job attitudes and behavioral propensities. …
Job Satisfaction and the Neglected Variable of Job Seniority
This paper deals with the relationship between job satisfaction and length of employment in a particular job. The hypothesis that the change in job satisfaction with job seniority resembles a "U"-shaped curve is confirmed. It is suggested that intrinsic satisfaction is a major contributor to changes in the overall satisfaction of employees over time
Measures of Job Facets Satisfaction as Predictors of the Tendency to Leave or the Tendency to Stay with an Organization
This study evaluates the relative influence various aspects of job satisfaction have on an employee's tendency to stay with or leave an organization. The significance of restrictions on the pay range and fringe benefits is considered as afactor in establishing the relative effect of extrinsic and intrinsic aspects ofjob satisfaction on mobility tendencies. The study is based on a sample of 683 college graduates employed in public and private sect…
An Experimental Examination of Work Motivation Taxonomies
Several taxonomies of work motivation were tested by comparing the results of metric and nonmetric scaling methods in the analysis of goals rated by 800 salesmen. While the results of the cluster andfactor analysis support an intrinsic-extrinsic grouping, the Small Space Analysis map indicates that more complex groupings of motivational variables are appropriate. Maslow's fivefold need categories are consistent with the results
Predicting Expatriate Adjustment
This study assumes that the frequently applied model, developed in North America, predicting expatriate adjustment to foreign host countries is applicable crossnationally. This assumption is tested using Israel as a host country, an environment far removed from North American culture, and one that represents a particularly highly heterogeneous society in values, ethnic identities, languages, and religions. Expatriates from 14 different countries …
The Role Structure of Chinese Managers
The study investigates the role structure of managers in China's Henan province. The results produce a two-facet classification consistent with Shapira and Dunbar's findings for North American managers, yet displaying a number of unique features attributed to the Chinese business environment. The leader's role of the Chinese manager splits into task-related and relationship-oriented activities, and the monitor role is plotted across the informati…
A four‐year validation study of an assessment center in a financial corporation
Ratings on 18 assessment dimensions formulated independently by assessors (psychologists and high‐level managers), consensus ratings on the same dimensions, and overall assessment ratings were collected for 329 assessees. Two hundred and seventy‐four of the assessees were promoted based on their scores obtained in the assessment process. For 240 of these we succeeded in obtaining ratings on two criterion measures over a period of four years. Thes…
Job Attitudes among Different Occupational Status Groups
An economic model is applied to employee attitudinal variables as a means of comparing the contribution of intrinsic and extrinsic job facets to overall job statisfaction for two occupational status groups. Surveyed were 577 skilled workers and 181 managers of an electronic manufacturing organization. The two occupational groups were significantly different with respect to the intrinsic-extrinsic composition of overall job satisfaction. Implicati…
Job Satisfaction and the Neglected Variable of Job Seniority
This paper deals with the relationship between job satisfaction and length of employment in a particular job. The hypothesis that the change in job satisfaction with job seniority resembles a "U"-shaped curve is confirmed. It is suggested that intrinsic satisfaction is a major contributor to changes in the overall satisfaction of employees over time
Measures of Job Facets Satisfaction as Predictors of the Tendency to Leave or the Tendency to Stay with an Organization
This study evaluates the relative influence various aspects of job satisfaction have on an employee's tendency to stay with or leave an organization. The significance of restrictions on the pay range and fringe benefits is considered as afactor in establishing the relative effect of extrinsic and intrinsic aspects ofjob satisfaction on mobility tendencies. The study is based on a sample of 683 college graduates employed in public and private sect…
A Nonmetric Scaling Approach To Taxonomies Of Employee Work Motivation
A nonmetric scaling method was used to test several taxonomies of work motivation. The intercorrelations among the importance ratings of 14 work goals, made by 800 salesmen and 1,800 repairmen were analyzed. A two-space solution was deemed adequate to reflect both the empirical and theoretical interrelationships among the variables. These results were consistent with an intrinsic-extrinsic grouping of the variables, but more complex relationships…
An Experimental Examination of Work Motivation Taxonomies
Several taxonomies of work motivation were tested by comparing the results of metric and nonmetric scaling methods in the analysis of goals rated by 800 salesmen. While the results of the cluster andfactor analysis support an intrinsic-extrinsic grouping, the Small Space Analysis map indicates that more complex groupings of motivational variables are appropriate. Maslow's fivefold need categories are consistent with the results
Flexible Working Hours
Job Attitudes among Different Occupational Status Groups
An economic model is applied to employee attitudinal variables as a means of comparing the contribution of intrinsic and extrinsic job facets to overall job statisfaction for two occupational status groups. Surveyed were 577 skilled workers and 181 managers of an electronic manufacturing organization. The two occupational groups were significantly different with respect to the intrinsic-extrinsic composition of overall job satisfaction. Implicati…
Equity Perception in Multiple Comparisons
Data from a survey of all 721 employees in a light manufacturing firm (553 workers and 168 managers) were used to investigate the role of reference groups inside and outside the organization within the framework of equity theory. Attitude toward pay was used as the basis for comparison. The results indicated that the outside reference group is more important than the inside reference group in explaining job attitudes and behavioral propensities. …
A four‐year validation study of an assessment center in a financial corporation
Ratings on 18 assessment dimensions formulated independently by assessors (psychologists and high‐level managers), consensus ratings on the same dimensions, and overall assessment ratings were collected for 329 assessees. Two hundred and seventy‐four of the assessees were promoted based on their scores obtained in the assessment process. For 240 of these we succeeded in obtaining ratings on two criterion measures over a period of four years. Thes…
The Role Structure of Chinese Managers
The study investigates the role structure of managers in China's Henan province. The results produce a two-facet classification consistent with Shapira and Dunbar's findings for North American managers, yet displaying a number of unique features attributed to the Chinese business environment. The leader's role of the Chinese manager splits into task-related and relationship-oriented activities, and the monitor role is plotted across the informati…
Predicting Expatriate Adjustment
This study assumes that the frequently applied model, developed in North America, predicting expatriate adjustment to foreign host countries is applicable crossnationally. This assumption is tested using Israel as a host country, an environment far removed from North American culture, and one that represents a particularly highly heterogeneous society in values, ethnic identities, languages, and religions. Expatriates from 14 different countries …
The effect of implementation intentions on transfer of training
Two experiments investigated the effect of forming implementation intentions on transfer of training in two training programs. In the first experiment ( N = 37), trainees who formed implementation intentions implemented active listening skills sooner, and to a greater degree, than those in the control group. In the second experiment ( n = 28), conducted in the field, trainees who formed implementation intentions received a higher performance scor…
Psychology (10 works) · Social Psychology (10 works) · Economics (7 works) · Social Psychology (7 works) · Computer Science (4 works) · Demographic economics (4 works) · Job satisfaction (4 works) · Political science (4 works) · Business (3 works) · Customer Service Quality and Loyalty (3 works)