UMD Theses and Dissertations

Permanent URI for this collectionhttp://hdl.handle.net/1903/3

New submissions to the thesis/dissertation collections are added automatically as they are received from the Graduate School. Currently, the Graduate School deposits all theses and dissertations from a given semester after the official graduation date. This means that there may be up to a 4 month delay in the appearance of a given thesis/dissertation in DRUM.

More information is available at Theses and Dissertations at University of Maryland Libraries.

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2004 - 20052

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    AN ORGANIZATIONAL CULTURE PERSPECTIVE ON ROLE EMERGENCE AND ROLE ENACTMENT
    (2005-04-19) Marinova, Sophia; Tesluk, Paul E; Management and Organization; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    Organizational culture has received ample attention both in the popular and scholarly press as an important factor predicting organizational effectiveness by inducing employees to behave effectively (Cooke & Rousseau, 1988; Schein, 1985, 1990). The assertion that culture leads to behavior, however, has received only limited empirical support. The purpose of this dissertation is to explicate the impact of organizational culture on employees' roles and subsequent role behaviors. I propose that four types of cultures (clan, entrepreneurial, market and hierarchy) exert different and at times competing pressures, thus, creating distinct role schemas regarding the range of expected employee behaviors, which in turn, guide distinct forms of employee role behavior (e.g. helping, innovation, achievement and compliance). In addition, I examine boundary conditions on the relationships between culture and role perceptions and role perceptions and behavior. I propose that in the process of role emergence, culture strength as an organizational level characteristic, cognitive self-monitoring, and perceived person-organization (P-O) fit influence the degree to which individuals interpret and incorporate the organizational culture's norms as part of their roles at work. I also suggest that culture strength, behavioral self-monitoring as well as P-O fit have an impact on the extent to which employees enact the expected organizational work roles. Data from about hundred different organizations were collected to test the proposed relationships. The empirical results provide support for most of the proposed relationships between culture and employee roles, thereby validating the role of culture in establishing what is expected and valued at work. In addition, culture strength had moderating effect on the linkages between culture and employee roles for two of the culture dimensions (clan and hierarchical). Surprisingly, self-monitoring (cognitive) had a significant moderating effect but in a direction different from the predicted. Perceived fit moderated the relationship between market culture and helping role. Innovative role exhibited a negative significant relationship with compliant behavior while market strength intensified the negative relationship between achievement role and helping behavior. Thus, the results lend some support to the overall framework. Implications for theory and practice, as well as directions for future research, are discussed.
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    The Relationship Between Provider-Role Consistency and Marital Outcomes
    (2004-08-12) Newman, Ginger Leigh; Leslie, Leigh A.; Family Studies; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    This study explored the effect of provider-role consistency on marital outcomes and the extent to which perceived fairness moderates the relationship between provider-role consistency and the outcome of depression and marital satisfaction. Secondary analyses were conducted on assessment materials for 64 couples presenting for therapy at a university-based clinic. For males, the results indicated that perceptions of fairness in the division of household labor were associated with lower levels of depression and greater marital satisfaction, and perceived unfairness was associated with lower marital satisfaction, although the relationship was much stronger for provider-role consistent men than provider-role inconsistent men. In the female sample, higher perceptions of fairness were associated with greater marital satisfaction but not depression. Contrary to predictions, no relationship was found between provider-role consistency and perceived fairness, depression, and marital satisfaction for males and females. The results have important implications for future research on provider-roles and effective couples therapy.