Access the full text.
Sign up today, get DeepDyve free for 14 days.
J. Hackman, E. Lawler (1971)
Employee reactions to job characteristics.Journal of Applied Psychology, 55
J. Howard, Dwight Frink (1996)
The Effects of Organizational Restructure on Employee SatisfactionGroup & Organization Management, 21
Yuan Cheng, A. Kalleberg (1996)
Employee Job Performance in Britain and the United StatesSociology, 30
Susan Kitchell (1995)
Corporate culture, environmental adaptation, and innovation adoption: A qualitative/quantitative approachJournal of the Academy of Marketing Science, 23
L. James, A. Hartman, M. Stebbins, Allan Jones (1977)
RELATIONSHIPS BETWEEN PSYCHOLOGICAL CLIMATE AND A VIE MODEL FOR WORK MOTIVATION1Personnel Psychology, 30
E. Lawler (1969)
3. JOB DESIGN AND EMPLOYEE MOTIVATIONPersonnel Psychology, 22
E. Deci (1972)
INTRINSIC MOTIVATION, EXTRINSIC REINFORCEMENT, AND INEQUITYJournal of Personality and Social Psychology, 22
K. Kovach (1995)
Employee motivation: Addressing a crucial factor in your organization's performanceEmployment Relations Today, 22
J., Richard, Hackman (1976)
Motivation through the Design of Work: Test of a Theory.Organizational Behavior and Human Performance, 16
Allan Jones, L. James (1979)
Psychological climate: Dimensions and relationships of individual and aggregated work environment perceptions☆Organizational Behavior and Human Performance, 23
Lois James, L. James (1989)
Integrating Work Environment Perceptions: Explorations into the Measurement of MeaningJournal of Applied Psychology, 74
Casual business apparel addresses many issues in the workplace. This phenomenon is having a strong impact on the corporate world, including employee production and motivation. Employees in many organisations are being permitted to wear apparel items that are considered nontraditional for the business setting. Research conducted about casual dress has focused on what is appropriate, and perceptions of changes in standard measures of productivity. Limited research exists regarding the relationship of casual apparel in the workplace and the more complex measures of employee motivation, specifically perceptions of organisational climate. The purpose of this research was to identify the employee perceptions of organisational climate which occur with the implementation of a casual apparel policy and to examine the relationship between demographic variables and the employee perceptions of organisational climate. The sample was 125 corporate management personnel of a US manufacturer. Results of the analysis of the selfadministered questionnaire indicated that employees with lower incomes believe that wearing casual apparel in the workplace will improve their relationships, especially with their supervisor, as well as their sense of belonging to the organisation. In addition, women felt less comfortable with wearing casual apparel in the workplace than did men. Results of this study indicate that casual apparel in the workplace does relate to organisational factors of psychological climate. Wearing casual apparel in the workplace is perceived to help eliminate bossemployee lines. This finding suggests that employees have the potential to be better team players. As a result, productivity, creative thinking and contributions by employees may also increase. Future research should further examine the effects of casual dress on other motivational factors and measures of productivity as well as gender differences. A prepostcasual dress implementation study needs to be done in order to measure actual changes in motivation and productivity.
Journal of Fashion Marketing and Management – Emerald Publishing
Published: Apr 1, 1999
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.