Locus-of-control, authoritarianism, and need for independence as moderators of satisfaction with participation in decision-making.

Abstract

Workers have been excluded for many years from the decision making process. Recently, the trend is toward participative decision making (PDM) in many forms including empowerment. This study focuses on several key research questions: (1) Will people utilize the opportunities to participate in decision making? (2) Does their perception of participation match their actual participation? (3) What is the relationship of participation to satisfaction? Previous research findings are mixed as to the effect that personality variables have on participation and satisfaction. Persons with low authoritarian scores, high needs for independence or an internal locus of control are thought to be more satisfied with PDM than their opposites. These variables are investigated. Most studies have used the field research method, leading to a percept-percept problem where both participation rate and satisfaction levels are based on worker perception. This laboratory study avoids this problem. The participants were recruited to answer a marketing survey for a fictitious market research firm and promised a pre-1931 silver dollar for their participation. One hundred twenty-three persons with a variety of characteristics completed the three phase study. Phase 1, Introduction, included personality measures and an introduction into the computer collection technique. Phase 2, The Task, presented random computer selected questions to the participants. Subjects were randomly and evenly assigned to three levels of response opportunity: 40, 50, and 60 percent of questions were open for answers, or to be passed. Phase 3, Debriefing, followed the payment of the silver dollar and perceptual/satisfaction data were collected via a structured interview. Findings strongly support the assumption that more opportunities for participation are associated with more participative acts. The perception of participation was highly correlated with the actual rate, but considerable errors in estimation occurred. It was not shown that personality differences affect these relationships. Greater perceived participation was not associated with greater satisfaction. Only a trend in the predicted direction could be discerned. Satisfaction outcomes for some of the personality sub-groups were contrary to expectation. Avoiding the percept-percept problem, using actual experience, many of the expected results were obtained. While the overall sample did not report greater satisfaction at higher levels of involvement, a number of the personality subsets did. The results of the study suggest that participation will be high when opportunities are provided. For some individuals this will be a compulsive, non-satisfying activity. Screening out of employees by using the tests from this study, or by asking volunteers will not increase satisfaction. Attractive alternatives and a supportive environment are required. Employees must be prepared for the experience. Further research and the development of alternative measures are needed to better understand participation satisfaction as it relates to the work situation.