Ian R Gellatly
Dados Biográficos
| ID | 4369017 |
|---|---|
| NOME | Ian R Gellatly |
| PRENOMES | Ian R |
| SOBRENOME | Gellatly |
| ASSINATURA | GELLATLY I R |
| AFILIAÇÕES | University of Alberta |
| ORCID | 0000-0002-7660-2548 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 10 |
| TOTAL DE CITAÇÕES | 37 |
| TOTAL COMO AUTOR | 10 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1989 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2024 |
| ÍNDICE H | 4 |
Ride-Hail Drivers, Taxi Drivers and Multiple Jobholders
Little is known about how the use of ride-hail apps (e.g. Uber, Lyft) affects drivers' propensity to engage in risky behaviours. Drawing on labour process theory, this study examines how algorithmic control of ride-hail drivers encourages risky driving (i.e. violating road safety rules, carrying weapons). Furthermore, the theory of work precarity is used to explain why multiple jobholders (MJHers), who work for ride-hail companies, drive taxis an…
The Participation of People with Disabilities in the Workplace Across the Employment Cycle
Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provid…
Using a pattern‐oriented approach to study leaders
Using a pattern‐oriented approach, we identified clusters of leaders who shared theoretically meaningful combinations of transformational, contingent reward, management by exception active, management by exception passive, and laissez‐faire leadership styles. Drawing upon conservation of resources theory, we examined whether leaders who shared a similar pattern of leadership styles differed from leaders who belonged to other profile groups, with …
Organisational trust, affective commitment and bureaucratic control
In this study, we examined the relationship between employee perceptions of organisational trust and their affective commitment. We also tested the extent to which the strength of this relation depended on the structural context. Data were provided by employees drawn from a variety of organisational settings. In addition to indicating their levels of organisational trust and affective commitment, study respondents were asked to describe their org…
Wiki deployment in corporate settings
Our research question concerns the usefulness of wikis in corporate settings. The answer to this question is not clear. On one hand, business firms are aware of the impact wikis have had on the Internet, and perceive wikis as an up-and-coming technology for supporting collaborative work. On the other hand, the fundamental principles underlying wikis - openness, non-attribution, egalitarianism, and decentralized control - run in contrast to tradit…
A multi‐rater assessment of organizational commitment
Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures…
Personal and Organizational Determinants of Perceived Absence Norms
A two-phase study employed a combination of qualitative and quantitative methodology to study absenteeism in a complex, hospital setting. The primary focus was to identify the bases of employees' beliefs about what is acceptable and expected in terms of absence behavior. Through a series of employee interviews, two different absence cultures were identified. We found evidence that employees' normative perceptions were influenced by their prior pe…
Individual and group determinants of employee absenteeism
This study examined whether an employee's level of absenteeism was affected by age, organizational tenure, perceptions of interactional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. One hundred and sixty‐six nursing and food services employees in a mid‐size chronic care hospital provided attitudinal and perceptual data on an employee survey. Absence data (absence frequency…
Affective and continuance commitment to the organization
Examen des liens causaux reliant l'implication affective et la continuation de l'implication dans une organisation. Etude de la structure factorielle des echelles d'evaluation de ces 2 concepts (ACS et CCS, Meyer et Allen, 1984). 3 echantillons d'employes nouvellement embauches dont 1 repondant a 3 occasions durant la premiere annee d'exercice (etude longitudinale). Analyses factorielles confirmatoires, tests de modeles causaux non recursifs
Organizational commitment and job performance
Individual and group determinants of employee absenteeism
This study examined whether an employee's level of absenteeism was affected by age, organizational tenure, perceptions of interactional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. One hundred and sixty‐six nursing and food services employees in a mid‐size chronic care hospital provided attitudinal and perceptual data on an employee survey. Absence data (absence frequency…
Personal and Organizational Determinants of Perceived Absence Norms
A two-phase study employed a combination of qualitative and quantitative methodology to study absenteeism in a complex, hospital setting. The primary focus was to identify the bases of employees' beliefs about what is acceptable and expected in terms of absence behavior. Through a series of employee interviews, two different absence cultures were identified. We found evidence that employees' normative perceptions were influenced by their prior pe…
A multi‐rater assessment of organizational commitment
Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures…
Ride-Hail Drivers, Taxi Drivers and Multiple Jobholders
Little is known about how the use of ride-hail apps (e.g. Uber, Lyft) affects drivers' propensity to engage in risky behaviours. Drawing on labour process theory, this study examines how algorithmic control of ride-hail drivers encourages risky driving (i.e. violating road safety rules, carrying weapons). Furthermore, the theory of work precarity is used to explain why multiple jobholders (MJHers), who work for ride-hail companies, drive taxis an…
Using a pattern‐oriented approach to study leaders
Using a pattern‐oriented approach, we identified clusters of leaders who shared theoretically meaningful combinations of transformational, contingent reward, management by exception active, management by exception passive, and laissez‐faire leadership styles. Drawing upon conservation of resources theory, we examined whether leaders who shared a similar pattern of leadership styles differed from leaders who belonged to other profile groups, with …
Organisational trust, affective commitment and bureaucratic control
In this study, we examined the relationship between employee perceptions of organisational trust and their affective commitment. We also tested the extent to which the strength of this relation depended on the structural context. Data were provided by employees drawn from a variety of organisational settings. In addition to indicating their levels of organisational trust and affective commitment, study respondents were asked to describe their org…
Organizational commitment and job performance
Affective and continuance commitment to the organization
Examen des liens causaux reliant l'implication affective et la continuation de l'implication dans une organisation. Etude de la structure factorielle des echelles d'evaluation de ces 2 concepts (ACS et CCS, Meyer et Allen, 1984). 3 echantillons d'employes nouvellement embauches dont 1 repondant a 3 occasions durant la premiere annee d'exercice (etude longitudinale). Analyses factorielles confirmatoires, tests de modeles causaux non recursifs
Individual and group determinants of employee absenteeism
This study examined whether an employee's level of absenteeism was affected by age, organizational tenure, perceptions of interactional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. One hundred and sixty‐six nursing and food services employees in a mid‐size chronic care hospital provided attitudinal and perceptual data on an employee survey. Absence data (absence frequency…
Personal and Organizational Determinants of Perceived Absence Norms
A two-phase study employed a combination of qualitative and quantitative methodology to study absenteeism in a complex, hospital setting. The primary focus was to identify the bases of employees' beliefs about what is acceptable and expected in terms of absence behavior. Through a series of employee interviews, two different absence cultures were identified. We found evidence that employees' normative perceptions were influenced by their prior pe…
A multi‐rater assessment of organizational commitment
Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures…
Wiki deployment in corporate settings
Our research question concerns the usefulness of wikis in corporate settings. The answer to this question is not clear. On one hand, business firms are aware of the impact wikis have had on the Internet, and perceive wikis as an up-and-coming technology for supporting collaborative work. On the other hand, the fundamental principles underlying wikis - openness, non-attribution, egalitarianism, and decentralized control - run in contrast to tradit…
Organisational trust, affective commitment and bureaucratic control
In this study, we examined the relationship between employee perceptions of organisational trust and their affective commitment. We also tested the extent to which the strength of this relation depended on the structural context. Data were provided by employees drawn from a variety of organisational settings. In addition to indicating their levels of organisational trust and affective commitment, study respondents were asked to describe their org…
Using a pattern‐oriented approach to study leaders
Using a pattern‐oriented approach, we identified clusters of leaders who shared theoretically meaningful combinations of transformational, contingent reward, management by exception active, management by exception passive, and laissez‐faire leadership styles. Drawing upon conservation of resources theory, we examined whether leaders who shared a similar pattern of leadership styles differed from leaders who belonged to other profile groups, with …
The Participation of People with Disabilities in the Workplace Across the Employment Cycle
Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provid…
Ride-Hail Drivers, Taxi Drivers and Multiple Jobholders
Little is known about how the use of ride-hail apps (e.g. Uber, Lyft) affects drivers' propensity to engage in risky behaviours. Drawing on labour process theory, this study examines how algorithmic control of ride-hail drivers encourages risky driving (i.e. violating road safety rules, carrying weapons). Furthermore, the theory of work precarity is used to explain why multiple jobholders (MJHers), who work for ride-hail companies, drive taxis an…
Psychology (9 obras) · Social Psychology (8 obras) · Job Satisfaction and Organizational Behavior (7 obras) · Social Psychology (5 obras) · Organizational commitment (4 obras) · Political science (4 obras) · Business (3 obras) · Computer Science (3 obras) · Economics (3 obras) · Job satisfaction (3 obras)