Abstract
Scholars generally discuss paternalism as existing in past eras or in cultures outside of the United States. Additionally, because paternalism involves decision-making control, it is assumed to negatively influence employees' job attitudes and behaviors. In contrast, the theory of organizational benevolence and paternalism that is developed and tested here proposes that these concepts are relevant to the study of all contemporary organizations. Organizational benevolence is proposed as a component of paternalism, a system or a practice of managing individuals that combines decision-making control with benevolence in providing for employees' welfare.
| Original language | English |
|---|---|
| State | Published - 2002 |
| Externally published | Yes |