Organizational orientations theory and measurement: Development of measures and preliminary investigations

Four studies are reported which focus on organizational orientations theory and relevant measuring instruments. An initial study designed to develop measures of the three components believed to constitute organizational orientation (upward mobile, indifferent, and ambivalent) is reported. Since it was believed that valid measures of organizational orientations should be associated with the way workers communicate, a second study designed to determine the association of organizational orientations with communication apprehension, immediacy, assertiveness, responsiveness, and job satisfaction was conducted as a preliminary validity test. Results of the first two studies pointed to both the reliability and the validity of the new measures. A third study was conducted which included new items designed to increase the reliability of the scales. The results generated revised measures with higher reliability. The fourth study was designed to expand the validation of the instruments by testing their associations with temperament, job satisfaction, and subordinates' perceptions of the credibility of their supervisors. Results suggest that the organizational orientations are associated with the “BIG THREE” temperament variables (extraversion, neuroticism, psychoticism) and are predictive of both job satisfaction and perceptions of supervisor credibility. Suggestions for future research and the limitations of the research program at this point are discussed.

Key concepts:

• organizational orientations
• organizational communication
• temperament
• source credibility
• communication apprehension
• job satisfaction
• immediacy
• assertiveness
• responsiveness