John W Dickson
Biographic Data
| ID | 5525787 |
|---|---|
| NAME | John W Dickson |
| GIVEN NAMES | John W |
| FAMILY NAME | Dickson |
| SIGNATURE | DICKSON J W |
| AFFILIATIONS | University of Arizona, Tucson |
| VERIFIED | No |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 9 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1973 |
| LATEST PUBLICATION YEAR | 1983 |
| H-INDEX | 1 |
Beliefs About Work and Rationales for Participation
The relation of beliefs about work to rationales for participation were examined in a Scottish and an Arizona sample. Evidence was found for both similarities and differences in cognitive sets. Humanistic beliefs were associated with beneficial outcomes (such as decision quality and acceptance) and an educative process. Marxist beliefs were associated with a moral purpose, beneficial outcomes, and a lack of inhibition of management. Organization …
Top Managers' Beliefs and Rationales for Participation
Top managers' beliefs about work were found to vary with rationales for the use of and the outcomes from participation. Endorsers of humanistic beliefs saw participation principally as a means of communication. Endorsers of the organization belief (value of group working) saw decision acceptance as a primary use. Individuals who considered their employees subject to some alienation and exploitation (Marxist-related belief), emphasized participati…
Perception of Risk as Related to Choice in a Two-Dimensional Risk Situation
A risky choice was created by manipulating two dimensions of risk for 21 managers attending a conference. The first dimension varied risk by altering the difference in expected value between two alternatives of widely differing variance. The second dimension varied the expectancy of achieving a particular outcome. Whereas choice was significantly related to both dimensions of risk, it was not significantly related to estimates of the subjective r…
Subjective Risk and Choice as Related to the Transitivity Condition
Subjects who did not break the transitivity condition in a simple choice situation showed a significant linear relation between choice and their rating of risk, an ordinal scale of risk in other choice situations, a self-reported level of risk taking related to the choices made. Subjects breaking transitivity did not fulfill the above conditions and were more random in choice and reported that they made risky choices. In fact there was no signifi…
The effect of normative models on individual and group choice
Studied the effect of a normative model (maximization of expected value) upon group and individual choice. 109 MBA students in a Lain square research design chose between two alternatives differing in expected value and in range of outcomes. Group choices were significantly (p
The Relation of Individual Search Activity to Subjective Job Characteristics
A part of the process of managerial problem solving is search. A number of subjective job characteristics, namely discretion, variety, unpredictability, and work interdependence, were examined to determine whether they are able to discriminate between managers who engage in a high level of search activity and managers who engage in a low level of search activity. Discretion was found to be the most important subjective job characteristic. Variety…
The Physical Correlates of Variety in Work
The level of variety in work in four shop floor work situations was investigated by means of semi-structured interviews with the workers. Variety was found to occur mainly at the level of batches (that is work units of one to two hours duration) and was generally unimportant in other periods of time. Discretion in work enabled the job occupants to possess more variety in work through allowing different responses to the same stimuli of the work si…
Top Managers' Beliefs and Rationales for Participation
Top managers' beliefs about work were found to vary with rationales for the use of and the outcomes from participation. Endorsers of humanistic beliefs saw participation principally as a means of communication. Endorsers of the organization belief (value of group working) saw decision acceptance as a primary use. Individuals who considered their employees subject to some alienation and exploitation (Marxist-related belief), emphasized participati…
Beliefs About Work and Rationales for Participation
The relation of beliefs about work to rationales for participation were examined in a Scottish and an Arizona sample. Evidence was found for both similarities and differences in cognitive sets. Humanistic beliefs were associated with beneficial outcomes (such as decision quality and acceptance) and an educative process. Marxist beliefs were associated with a moral purpose, beneficial outcomes, and a lack of inhibition of management. Organization …
The Relation of Individual Search Activity to Subjective Job Characteristics
A part of the process of managerial problem solving is search. A number of subjective job characteristics, namely discretion, variety, unpredictability, and work interdependence, were examined to determine whether they are able to discriminate between managers who engage in a high level of search activity and managers who engage in a low level of search activity. Discretion was found to be the most important subjective job characteristic. Variety…
The Physical Correlates of Variety in Work
The level of variety in work in four shop floor work situations was investigated by means of semi-structured interviews with the workers. Variety was found to occur mainly at the level of batches (that is work units of one to two hours duration) and was generally unimportant in other periods of time. Discretion in work enabled the job occupants to possess more variety in work through allowing different responses to the same stimuli of the work si…
The Physical Correlates of Variety in Work
The level of variety in work in four shop floor work situations was investigated by means of semi-structured interviews with the workers. Variety was found to occur mainly at the level of batches (that is work units of one to two hours duration) and was generally unimportant in other periods of time. Discretion in work enabled the job occupants to possess more variety in work through allowing different responses to the same stimuli of the work si…
The Relation of Individual Search Activity to Subjective Job Characteristics
A part of the process of managerial problem solving is search. A number of subjective job characteristics, namely discretion, variety, unpredictability, and work interdependence, were examined to determine whether they are able to discriminate between managers who engage in a high level of search activity and managers who engage in a low level of search activity. Discretion was found to be the most important subjective job characteristic. Variety…
Perception of Risk as Related to Choice in a Two-Dimensional Risk Situation
A risky choice was created by manipulating two dimensions of risk for 21 managers attending a conference. The first dimension varied risk by altering the difference in expected value between two alternatives of widely differing variance. The second dimension varied the expectancy of achieving a particular outcome. Whereas choice was significantly related to both dimensions of risk, it was not significantly related to estimates of the subjective r…
Subjective Risk and Choice as Related to the Transitivity Condition
Subjects who did not break the transitivity condition in a simple choice situation showed a significant linear relation between choice and their rating of risk, an ordinal scale of risk in other choice situations, a self-reported level of risk taking related to the choices made. Subjects breaking transitivity did not fulfill the above conditions and were more random in choice and reported that they made risky choices. In fact there was no signifi…
The effect of normative models on individual and group choice
Studied the effect of a normative model (maximization of expected value) upon group and individual choice. 109 MBA students in a Lain square research design chose between two alternatives differing in expected value and in range of outcomes. Group choices were significantly (p
Top Managers' Beliefs and Rationales for Participation
Top managers' beliefs about work were found to vary with rationales for the use of and the outcomes from participation. Endorsers of humanistic beliefs saw participation principally as a means of communication. Endorsers of the organization belief (value of group working) saw decision acceptance as a primary use. Individuals who considered their employees subject to some alienation and exploitation (Marxist-related belief), emphasized participati…
Beliefs About Work and Rationales for Participation
The relation of beliefs about work to rationales for participation were examined in a Scottish and an Arizona sample. Evidence was found for both similarities and differences in cognitive sets. Humanistic beliefs were associated with beneficial outcomes (such as decision quality and acceptance) and an educative process. Marxist beliefs were associated with a moral purpose, beneficial outcomes, and a lack of inhibition of management. Organization …
Psychology (7 works) · Social Psychology (7 works) · Social Psychology (6 works) · Mathematics (4 works) · Political science (4 works) · Work (physics (4 works) · Artificial Intelligence (2 works) · Artificial Intelligence (2 works) · Cognitive and psychological constructs research (2 works) · Computer Science (2 works)