Karen N Gaertner
Biographic Data
| ID | 4136754 |
|---|---|
| NAME | Karen N Gaertner |
| GIVEN NAMES | Karen N |
| FAMILY NAME | Gaertner |
| SIGNATURE | GAERTNER K N |
| AFFILIATIONS | Georgetown University |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 48 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1980 |
| LATEST PUBLICATION YEAR | 1992 |
| H-INDEX | 3 |
Turnover Intentions and Desire Among Executives
We propose a typology of turnover intentions that uses desire to stay and intent to stay with the firm. The typology has four categories, leavers, stayers, locked-ins, and jilteds. Two questions are addressed. First, does the typology discriminate among executives empirically? Second, how do executives in one category differ from those in other categories? Using surveys from a sample of executives, we find empirical support for the typology. Resu…
Career Experiences, Perceptions of Employment Practices, and Psychological Commitment to the Organization
The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment pract…
Winning and Losing
Managers' interpretation of and reactions to large-scale organizational change that resulted in a new business unit strategy are examined in one firm. We find differences in the configuration of attitudes that predict support for the strategy, depending upon whether the employees gained or lost power and opportunity as a result of the change. Among “winners,” the strongest predictor of support for the new strategy was positive career expectations…
Union Membership and Attitudes Toward Participation in Determining Conditions of Work in the Federal Government
Data from five federal installations are examined in order to determine the relationship between union membership and (1) perceived influence over the determination of working conditions, and (2) satisfaction with participation in determining work conditions in this sector. Union members, compared with nonmember bargaining unit employees, show lowerperceivedparticipation in determining their annual performance standards and less satisfaction with…
Performance-Contingent Pay for Federal Aianagers
A new system of performance appraisal based on written standards and merit-based pay for supervisors and managers in the federal government is examined in five sites. The merit-based pay aspects of these systems are not perceived as equitable, nor are they perceived to contribute to agency effectiveness. The performance appraisal and performance standards aspects appear to be contributing positively to work planning and supervisor-subordinate com…
Work Satisfaction and Family Responsibility Correlates of Employment among Nurses
Employment status of nurses is examined in the context of a role conflict-job satisfaction model. It is proposed that nurses experience a pull toward nursing due to the satisfaction they derive from providing important care to patients, but also a push away from the profession if there are competing demands for their time from children or spouse. The latter is exacerbated by the hours and schedules required of nurses, whereas the former is compro…
Federal Agencies in the Context of Transition
Transition in the presidency, especially when a change in parties is involved, is arguably the distinctive feature of representative government. Much of the available literature points out the political, personal, and executive-level implications of presidential transition,2 but less attention has been directed to the organizational implications of this change. Moreover, most literature on transition, as indicated even by the use of the term, ten…
The Structure of Organizational Careers
A model of careers as structural characteristics of organizations was developed. Actual career patterns in a public school system administrative hierarchy were identified usingflows of people between positions as measures of connection between positions. Goodman's log-linear effect parameters were used to measure the strength of the connections. Two of the career patterns that were identified led to the Superintendency, one via central office adm…
Career Experiences, Perceptions of Employment Practices, and Psychological Commitment to the Organization
The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment pract…
The Structure of Organizational Careers
A model of careers as structural characteristics of organizations was developed. Actual career patterns in a public school system administrative hierarchy were identified usingflows of people between positions as measures of connection between positions. Goodman's log-linear effect parameters were used to measure the strength of the connections. Two of the career patterns that were identified led to the Superintendency, one via central office adm…
Performance-Contingent Pay for Federal Aianagers
A new system of performance appraisal based on written standards and merit-based pay for supervisors and managers in the federal government is examined in five sites. The merit-based pay aspects of these systems are not perceived as equitable, nor are they perceived to contribute to agency effectiveness. The performance appraisal and performance standards aspects appear to be contributing positively to work planning and supervisor-subordinate com…
Turnover Intentions and Desire Among Executives
We propose a typology of turnover intentions that uses desire to stay and intent to stay with the firm. The typology has four categories, leavers, stayers, locked-ins, and jilteds. Two questions are addressed. First, does the typology discriminate among executives empirically? Second, how do executives in one category differ from those in other categories? Using surveys from a sample of executives, we find empirical support for the typology. Resu…
Union Membership and Attitudes Toward Participation in Determining Conditions of Work in the Federal Government
Data from five federal installations are examined in order to determine the relationship between union membership and (1) perceived influence over the determination of working conditions, and (2) satisfaction with participation in determining work conditions in this sector. Union members, compared with nonmember bargaining unit employees, show lowerperceivedparticipation in determining their annual performance standards and less satisfaction with…
Winning and Losing
Managers' interpretation of and reactions to large-scale organizational change that resulted in a new business unit strategy are examined in one firm. We find differences in the configuration of attitudes that predict support for the strategy, depending upon whether the employees gained or lost power and opportunity as a result of the change. Among “winners,” the strongest predictor of support for the new strategy was positive career expectations…
Work Satisfaction and Family Responsibility Correlates of Employment among Nurses
Employment status of nurses is examined in the context of a role conflict-job satisfaction model. It is proposed that nurses experience a pull toward nursing due to the satisfaction they derive from providing important care to patients, but also a push away from the profession if there are competing demands for their time from children or spouse. The latter is exacerbated by the hours and schedules required of nurses, whereas the former is compro…
The Structure of Organizational Careers
A model of careers as structural characteristics of organizations was developed. Actual career patterns in a public school system administrative hierarchy were identified usingflows of people between positions as measures of connection between positions. Goodman's log-linear effect parameters were used to measure the strength of the connections. Two of the career patterns that were identified led to the Superintendency, one via central office adm…
Federal Agencies in the Context of Transition
Transition in the presidency, especially when a change in parties is involved, is arguably the distinctive feature of representative government. Much of the available literature points out the political, personal, and executive-level implications of presidential transition,2 but less attention has been directed to the organizational implications of this change. Moreover, most literature on transition, as indicated even by the use of the term, ten…
Work Satisfaction and Family Responsibility Correlates of Employment among Nurses
Employment status of nurses is examined in the context of a role conflict-job satisfaction model. It is proposed that nurses experience a pull toward nursing due to the satisfaction they derive from providing important care to patients, but also a push away from the profession if there are competing demands for their time from children or spouse. The latter is exacerbated by the hours and schedules required of nurses, whereas the former is compro…
Performance-Contingent Pay for Federal Aianagers
A new system of performance appraisal based on written standards and merit-based pay for supervisors and managers in the federal government is examined in five sites. The merit-based pay aspects of these systems are not perceived as equitable, nor are they perceived to contribute to agency effectiveness. The performance appraisal and performance standards aspects appear to be contributing positively to work planning and supervisor-subordinate com…
Union Membership and Attitudes Toward Participation in Determining Conditions of Work in the Federal Government
Data from five federal installations are examined in order to determine the relationship between union membership and (1) perceived influence over the determination of working conditions, and (2) satisfaction with participation in determining work conditions in this sector. Union members, compared with nonmember bargaining unit employees, show lowerperceivedparticipation in determining their annual performance standards and less satisfaction with…
Career Experiences, Perceptions of Employment Practices, and Psychological Commitment to the Organization
The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment pract…
Winning and Losing
Managers' interpretation of and reactions to large-scale organizational change that resulted in a new business unit strategy are examined in one firm. We find differences in the configuration of attitudes that predict support for the strategy, depending upon whether the employees gained or lost power and opportunity as a result of the change. Among “winners,” the strongest predictor of support for the new strategy was positive career expectations…
Turnover Intentions and Desire Among Executives
We propose a typology of turnover intentions that uses desire to stay and intent to stay with the firm. The typology has four categories, leavers, stayers, locked-ins, and jilteds. Two questions are addressed. First, does the typology discriminate among executives empirically? Second, how do executives in one category differ from those in other categories? Using surveys from a sample of executives, we find empirical support for the typology. Resu…
Political science (8 works) · Psychology (7 works) · Social Psychology (6 works) · Sociology (5 works) · Business (4 works) · Job Satisfaction and Organizational Behavior (4 works) · Public relations (4 works) · Social Psychology (4 works) · Job satisfaction (3 works) · Management (3 works)