Thomas J Bergmann
Biographic Data
| ID | 5790028 |
|---|---|
| NAME | Thomas J Bergmann |
| GIVEN NAMES | Thomas J |
| FAMILY NAME | Bergmann |
| SIGNATURE | BERGMANN T J |
| AFFILIATIONS | University of Wisconsin–Eau Claire |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 30 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2006 |
| H-INDEX | 3 |
Managing employee perceptions of the psychological contract over time
This study proposed and tested relationships pertaining to employee perceptions of psychological contract type over time. Using a longitudinal design, we examined the mediated role that adequacy of social accounts and psychological contract fulfillment play in determining the development of contract perceptions. More specifically, our model posits that perceptions of contract type will influence employee perceptions of the adequacy of social acco…
Presence and Perceived Attitudes of other Family Members in the Home as They Relate to Employees' Job Satisfaction
Professional employees' job satisfaction and its relationship to the employees' family relations provide the focus of this study. Specifically, the study examined the presence and the perceived attitudes of other family members in the home and their relationship to the employees' job satisfaction. A national sample of 362 nurses completed a questionnaire measuring employees' job satisfaction, satisfaction with their ability to discuss positive as…
Third-Party Sensemaking in Interpersonal Conflicts at Work
Theoretical and empirical models of interpersonal conflict focus primarily on engagement and avoidance behaviors between the conflict parties. Recent studies of workplace conflicts, however, suggest that encounters with third parties (e.g., co-workers, friends, family) are common responses to perceived incompatibility of interests. This paper introduces a model for understanding conflict-induced sensemaking behaviors, grounded in the conflict and…
Issues, behavioral responses and consequences in interpersonal conflicts
This paper reports on a study of interpersonal conflicts in the workplace using a process model proposed by Thomas (1992) as a framework. Three stages of this model are examined: the issues involved, the behavioral responses elicited, and the personal consequences. The relationship of issues and behaviors to consequences is determined within the context of the organizational positions of the parties (supervisor, subordinate, co‐worker)
Interpersonal Conflict at Work
Interest and research in interpersonal conflict has led to the development of a number of instruments for measuring conflict style. These instruments lack the more demonstrative responses that sometimes occur during interpersonal conflict, and each determines conflict style through abstract measures. Two hundred and sixty-three participants were asked to describe one conflict that they were involved in at work. Given a list of 21 conflict respons…
Managers and their organizations
Individual and structural characteristics were combined in this multidimensional study of managerial job satisfaction. One thousand, one hundred and fifty‐eight managers from three organizations were given the Minnesota Satisfaction Questionnaire. A factorial nested analysis of variance was used to test hypotheses. Independent variables were age, education, and hierarchical level; and the dependent variables were four specific job satisfaction fa…
Dogmatism and Attained Educational Levels of Managers in an Agri-Product Industry
Items, means, and standard deviations for a short dogmatism scale are reported
Dogmatism and Attained Educational Level
A short form of Rokeach's Dogmatism Scale was administered to 445 managers in an agri-product industry. The managers represented four levels of education. Controlling for the possible effects of age, organizational level, function, years in present position, years with present company, years as a manager, years of full-time work experience, staff-line role, span of control, order of birth, and family size, a significant inverse relationship was f…
Managing employee perceptions of the psychological contract over time
This study proposed and tested relationships pertaining to employee perceptions of psychological contract type over time. Using a longitudinal design, we examined the mediated role that adequacy of social accounts and psychological contract fulfillment play in determining the development of contract perceptions. More specifically, our model posits that perceptions of contract type will influence employee perceptions of the adequacy of social acco…
Interpersonal Conflict at Work
Interest and research in interpersonal conflict has led to the development of a number of instruments for measuring conflict style. These instruments lack the more demonstrative responses that sometimes occur during interpersonal conflict, and each determines conflict style through abstract measures. Two hundred and sixty-three participants were asked to describe one conflict that they were involved in at work. Given a list of 21 conflict respons…
Third-Party Sensemaking in Interpersonal Conflicts at Work
Theoretical and empirical models of interpersonal conflict focus primarily on engagement and avoidance behaviors between the conflict parties. Recent studies of workplace conflicts, however, suggest that encounters with third parties (e.g., co-workers, friends, family) are common responses to perceived incompatibility of interests. This paper introduces a model for understanding conflict-induced sensemaking behaviors, grounded in the conflict and…
Issues, behavioral responses and consequences in interpersonal conflicts
This paper reports on a study of interpersonal conflicts in the workplace using a process model proposed by Thomas (1992) as a framework. Three stages of this model are examined: the issues involved, the behavioral responses elicited, and the personal consequences. The relationship of issues and behaviors to consequences is determined within the context of the organizational positions of the parties (supervisor, subordinate, co‐worker)
Dogmatism and Attained Educational Level
A short form of Rokeach's Dogmatism Scale was administered to 445 managers in an agri-product industry. The managers represented four levels of education. Controlling for the possible effects of age, organizational level, function, years in present position, years with present company, years as a manager, years of full-time work experience, staff-line role, span of control, order of birth, and family size, a significant inverse relationship was f…
Dogmatism and Attained Educational Levels of Managers in an Agri-Product Industry
Items, means, and standard deviations for a short dogmatism scale are reported
Managers and their organizations
Individual and structural characteristics were combined in this multidimensional study of managerial job satisfaction. One thousand, one hundred and fifty‐eight managers from three organizations were given the Minnesota Satisfaction Questionnaire. A factorial nested analysis of variance was used to test hypotheses. Independent variables were age, education, and hierarchical level; and the dependent variables were four specific job satisfaction fa…
Interpersonal Conflict at Work
Interest and research in interpersonal conflict has led to the development of a number of instruments for measuring conflict style. These instruments lack the more demonstrative responses that sometimes occur during interpersonal conflict, and each determines conflict style through abstract measures. Two hundred and sixty-three participants were asked to describe one conflict that they were involved in at work. Given a list of 21 conflict respons…
Issues, behavioral responses and consequences in interpersonal conflicts
This paper reports on a study of interpersonal conflicts in the workplace using a process model proposed by Thomas (1992) as a framework. Three stages of this model are examined: the issues involved, the behavioral responses elicited, and the personal consequences. The relationship of issues and behaviors to consequences is determined within the context of the organizational positions of the parties (supervisor, subordinate, co‐worker)
Presence and Perceived Attitudes of other Family Members in the Home as They Relate to Employees' Job Satisfaction
Professional employees' job satisfaction and its relationship to the employees' family relations provide the focus of this study. Specifically, the study examined the presence and the perceived attitudes of other family members in the home and their relationship to the employees' job satisfaction. A national sample of 362 nurses completed a questionnaire measuring employees' job satisfaction, satisfaction with their ability to discuss positive as…
Third-Party Sensemaking in Interpersonal Conflicts at Work
Theoretical and empirical models of interpersonal conflict focus primarily on engagement and avoidance behaviors between the conflict parties. Recent studies of workplace conflicts, however, suggest that encounters with third parties (e.g., co-workers, friends, family) are common responses to perceived incompatibility of interests. This paper introduces a model for understanding conflict-induced sensemaking behaviors, grounded in the conflict and…
Managing employee perceptions of the psychological contract over time
This study proposed and tested relationships pertaining to employee perceptions of psychological contract type over time. Using a longitudinal design, we examined the mediated role that adequacy of social accounts and psychological contract fulfillment play in determining the development of contract perceptions. More specifically, our model posits that perceptions of contract type will influence employee perceptions of the adequacy of social acco…
Psychology (8 works) · Social Psychology (8 works) · Social Psychology (7 works) · Applied Psychology (3 works) · Conflict Management and Negotiation (3 works) · Interpersonal communication (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Applied Psychology (2 works) · Conflict resolution (2 works) · Ethics in Business and Education (2 works)