The effect of status characteristics and referential structures in reward allocation
Başlık çevirisi mevcut değil.
- Tez No: 364459
- Danışmanlar: DOÇ. DR. DIANE SUNAR
- Tez Türü: Yüksek Lisans
- Konular: Psikoloji, Sosyoloji, Psychology, Sociology
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 1992
- Dil: İngilizce
- Üniversite: Boğaziçi Üniversitesi
- Enstitü: Sosyal Bilimler Enstitüsü
- Ana Bilim Dalı: Sosyal Psikoloji Ana Bilim Dalı
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
Özet yok.
Özet (Çeviri)
The present study is based on Status Characteristics and Expectation States theory (Berger etA aI, 1977). The main concern is distributive justice and the usage of the equity norm. The aim of the study was to investigate the combination and the relevance of status characteristics which create the power and prestige orders of the actors in a task group situation. Furthermore, the second purpose was to determine the effect of the organizational criterion given as an external referential structure in order to affect the reward allocation behavior of the sUbjects. It was expected that the status characteristics would combine to produce a higher power and prestige order actor and that the reward would be allocated to the higher order actor. It was also expected that the higher order actor would be allocated a larger amount of reward. 83 subjects from the first year students of the Bogazici University participated in the study. The subjects "read nine conditions presented as shor~ stories. In each condition six status characteristics were presented (sex, age, education, seniority, ability and performance) in order to describe two co-worker actors. Subjects were asked to choose the actor who deserves a pay raise and decide the amount of reward. Chi-square analyses showed ,that the hypotheses were partially supported. It was found that performance was the most potent and relevant characteristic, followed by ability. Seniority and education were the third relevant characteristics. Sex and age had the least effect. The reward was allocated most frequently to the higher order actor implying that the status characteristics were combined. The organizational criteria had an effect in the expected direction. The result regarding amount of pay raise were also partially in line with the hypothesis. It is suggested that the results might have been different than that of the present sudy, if the sample was drawn from middle age working subjects.
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