TOWARD A 'TWO-DECISION THEORY' OF ORGANIZATIONAL CONFLICT AND COMMITMENT,
STANFORD RESEARCH INST MENLO PARK CALIF
Pagination or Media Count:
This two-decision theory might explain, in part at least, why the attempts to predict organizational productivity and commitment from data on individuals by means of psychological testing or otherwise at time of hire or organizational entry are often unsuccessful. If an individual has not yet made a decision to stay in the organization and if this decision will be most influenced by what happens to him during his next few years of going through an adjustment period, it would seem to me to be more feasible to attempt to predict the course of later performance from measures taken during this adjustment period, rather than at the time of initial hire. Finally, we might speculate on the degree to which an individuals making the second decision -- the decision to stay -- is affected by his ability to have an impact upon his organizational environment, to change it in accord with his own goals and values, or at least to carve out a place in which he can express his individuality within the organization. Certainly this is an important factor among scientists, among whom autonomy in professional matters is so highly valued. But in the future this may also become increasingly important among other categories of organizational participants in a democratic pluralistic society.
- Administration and Management
- Humanities and History