Date of Award
University or Center
Atlanta University (AU)
School of Education
The purpose of this study was to investigate the relationship between knowledge of performance, Locus of Control and perceptions of organizational climate. It was posited that individuals possess “lay” theories of performance and that they will use these theories as cues by which they ascribe characteristics to themselves, their work groups, or their organizations. It was further posited that the extent to which this attribution occurs is influenced by the personality variable Locus of Control. To test the relationship between the variables, an experiment was conducted in which knowledge of performance (positive versus no performance feedback) was manipulated to determine its effect on perceptions of organizational climate in internally— and externally-oriented subjects. Perceptions of organizational climate were measured by Likert’s Profile of Organizational Characteristics. Internal versus external Locus of Control was measured by Rotter’s Internal—External Scale. The sample of the study consisted of forty elementary , middle, and high school principals employed by the Atlanta Public School System, Atlanta, Georgia.
Analysis of Variance was used to test the null hypothesis regarding the interactive effect of knowledge of performance and Locus of Control on perceptions of organizational climate. The results of the study did not produce sufficient evidence to reject the null hypothesis at the .001 level of significance. Because of the lack of interaction, one is permitted to discuss the findings relative to the in dependent effect of knowledge of performance and Locus of Control. Both knowledge of performance and Locus of Con trol, acting independently, in and of themselves, had a statistically significant effect on perceptions of organizational climate. The obtained F-Ratios were significant at the .001 level. The following recommendations were made as a result of the study: 1. A 3X2 factorial design be used to test the relationship between the variables where knowledge of performance is considered at three levels-—positive, negative, and no—performance feedback. 2. Specific dimensions of the POC be investigated for any differential perceptions in internally- and externally oriented subjects.
Williams, Geraldine Redding, "Knowledge of performance as a cue to the attribution of organizational characteristics" (1983). ETD Collection for AUC Robert W. Woodruff Library. 1139.