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      <record key="001" att1="001" value="LIB900220302" att2="LIB900220302">001   LIB900220302</record>
      <field key="037" subkey="x">englisch</field>
      <field key="050" subkey="x">Forschungsbericht</field>
      <field key="076" subkey="">Soziologie</field>
      <field key="079" subkey="y">http://www.ihs.ac.at/publications/ihsfo/fo115.pdf</field>
      <field key="079" subkey="z">knorr, karin d. - et al., on the effect of supervisors on group performance (pdf)</field>
      <field key="100" subkey="">knorr, karin d.</field>
      <field key="104" subkey="a">mittermeir, roland</field>
      <field key="108" subkey="a">aichholzer, georg</field>
      <field key="112" subkey="a">waller, georg</field>
      <field key="116" subkey="a">kofler, r.</field>
      <field key="120" subkey="a">matuschek, r.</field>
      <field key="124" subkey="a">raidl, w.</field>
      <field key="331" subkey="">on the effect of supervisors on group performance</field>
      <field key="335" subkey="">a human relations thesis confirmed for academic research units</field>
      <field key="403" subkey="">1. ed.</field>
      <field key="410" subkey="">wien</field>
      <field key="412" subkey="">institut fuer hoehere studien</field>
      <field key="425" subkey="">1976, october</field>
      <field key="433" subkey="">40 pp.</field>
      <field key="451" subkey="">institut fuer hoehere studien; forschungsberichte; 115</field>
      <field key="544" subkey="">IHSFO 115</field>
      <field key="753" subkey="">summary: the literature on leadership in organizations is dominated by the human relations thesis that good leadership should</field>
      <field key="lea" subkey="d">to high morale and high morale should lead to increased productivity of group members. while the moral and cooperativenature</field>
      <field key="of" subkey="o">rganizations presupposed by this thesis must be rejected for industrial settings, university organizations may warrant a</field>
      <field key="des" subkey="c">ription in those terms because of their special structural characteristics. in the present paper it is shown thatthe above</field>
      <field key="rel" subkey="a">tionship between supervisory quality, group climate and performance does indeed hold for academic institutions; additionally,</field>
      <field key="pla" subkey="n">ning and integrating functions of the supervisor emerge as important intervening variables. as compared to natural sciences,</field>
      <field key="the" subkey="">relationship is significantly stronger in technological science groups, pointing to the fact that more integrated production</field>
      <field key="tec" subkey="h">nologies may be more dependent on leadership functions and group morale than technologies associated with a higher degree of</field>
      <field key="unc" subkey="e">rtainty and variability as present in natural sciences. finally, the attempt is made to estimate the amount of response bias</field>
      <field key="due" subkey="">to using perceptive rating scales with the help of the lisrel technique. while this results in a reduction of variance</field>
      <field key="exp" subkey="l">ained in performance, in general the variables used remain of substantial explanatory value.;</field>
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