bluuebunny/crossref_metadata_2025 huggingface dataset:
Access to health services
Authors: Bhalla A. S.
Published: July 2007

This paper examines interrelationships between health status, access and utilization. Indicators for each of these are measured for China and India. It is shown that China, both during Mao and Deng periods, scores over India in the provision of health services to the rural population. Differences in economic inequalities, organization of health services and motivation account for this. Contrary to the prevailing view there is no conclusive evidence that the post‐Mao reforms have lowered the access of rural people to health services. The decline of barefoot doctors has been accompanied by an increase in private medical practitioners, and a decline in rural health insurance has coincided with new and alternative experiments in this domain.
Predicting turnover: A comparison of part‐time and full‐time employees
Authors: Peters Lawrence H. , Jackofsky Ellen F. , Salter James R.
Published: July 2007

The predictability of turnover was compared for part‐time versus full‐time workers. This was accomplished using variables (1) that were hypothesized by Mobley (1977) to precede the turnover decision and (2) that have been shown in previous research to be significantly related to turnover. Measures of these variables were assessed via questionnaires following the second month of employment. Turnover was assessed directly from company records for a period of up to twelve months following employment. None of the hypothesized antecedent variables were significantly related to turnover within the part‐time group. However, within the full‐time group, all of the hypothesized precursors to turnover were found to be at least marginally related to actual turnover. Further, there was evidence to suggest differential predictability of turnover across full‐time and part‐time employment status groups, suggesting that the two groups may have a different ‘psychology of work’. These results are discussed in terms of the supportive evidence provided.
The measurement of experienced burnout
Authors: Maslach Christina , Jackson Susan E.
Published: July 2007

A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout.
Employee influence on decisions: An analysis
Authors: Lawler Edward E. , Renwick Patricia A. , Bullock R. J.
Published: July 2007

Attitude data from a national sample of 2300 working adults are reported. The data show that employees feel they should have more influence on a number of decisions. This feeling is stronger for decisions affecting how their job is done, than for matters of corporate policy and personnel decisions. However, it is in the policy and personnel areas that they perceive the greatest discrepancy between the amount of influence they presently have and the amount of influence they feel they should have. Older, better educated, and higher‐paid respondents felt they should have more influence on all decisions. The implications of these findings for the Quality of Work Life movement were considered. The data suggest a favourable future climate for certain types of employee influence/Quality of Work Life projects.
A study of cross‐cultural differences in work attitudes among three groups of Israeli prison employees
Authors: Shamir Boas , Drory Amos
Published: July 2007

The study investigated differences in work attitudes among three cultural groups of Israeli prison officers: Druze (N = 83), Jews of North African origin (N = 127) and Jews of Georgian origin (N = 96). Several hypotheses were derived from previous knowledge of the three cultures and differences were explored in the relationships between perceptions and attitudes concerning specific aspects of the job on the one hand, and two measures of overall affective responses—general job satisfaction and tedium—on the other hand. Consistent cross‐cultural differences that can be related to characteristics of the studied cultures were revealed only with regard to satisfaction with promotion and to role ambiguity. No other coherent and meaningful cross‐cultural differences could be identified. The theoretical and practical significance of these results is discussed and a general direction for future studies in this area is recommended.
Sociotechnical design and self‐managing work groups: The impact on control
Authors: Denison Daniel Roland
Published: July 2007

This paper compares employees perceptions of control in 20 manufacturing plants within one corporation. Four of the plants have incorporated self‐managing groups as a part of their organizational design, while the other 16 plants have more traditional designs. Survey data from the 20 plants are compared and used to test a set of hypotheses derived from the literature on Sociotechnical systems. These analyses indicate that the workers and supervisors in the Sociotechnical plants have higher levels of perceived control than do their counterparts in the more traditional plants. Top and middle management respondents, how‐ ever, have similar perceptions of control in both the Sociotechnical and traditional plants. Discussion focuses on the impact of Sociotechnical design, the measurement of control, and future research issues in Sociotechnical design and self‐managing work groups.
Unionization and deprofessionalization: Which conies first?
Authors: Raelin Joseph A.
Published: July 2007

This paper constitutes a review of the question whether unionization leads to deprofessionalization or whether deprofessionalization occurs first to be followed by union efforts to restore professional Matus to a profession under attack from social, political, and enconomic forces, including the bureaucracy. The evidence mustered from the historical literature appears to support the latter hypothesis, although it is questionable whether a union by itself can return an established profession to its original status prior to deprofessionalization.
Life stage versus career stage: A comparative test of the theories of Levinson and Super
Authors: Ornstein Suzyn , Cron William L. , Slocum John W.
Published: July 2007

Using survey data collected from 535 salespeople, a study comparing the career development models of Levinson el at. (1978) and Super (1957) was conducted. Support was found for both models. The Levinson et al. model is more closely related to individuals' career decisions, while the Supermodel is more closely related to individual's job attitudes. Implications and future directions are proposed.
Preferences for forms of supervisory social influence
Authors: Vecchio Robert P. , Sussmann Mario
Published: July 2007

As part of a study of the predictive utility of employee preferences for forms of supervisory inducements, a sample of 236 administrators and first‐line supervisors provided survey data regarding their individual superiors. The respondents' statements of preferred forms of social influence from their superiors were statistically adjusted for the reported level of influence used in order to determine more precisely whether discrepancies between actual and preferred forms of influence could uniquely predict criterion variance. Results indicated that these adjusted discrepancy values were inversely correlated with satisfaction with supervision, ingroup status, and superior's considerate‐ness. These supportive results suggest that discrepancies between preferences for inducements and reported forms of influence may be an important ingredient in a fuller explanation of the phenomenon of motivation and leadership.
The impact of job demands and behavioral control on experienced job stress
Authors: Perrewe Pamela L. , Ganster Daniel C.
Published: July 2007

The present study examines the impact of behavioral control on the experience of work strain under conditions of work overload. Extending experimental laboratory findings that suggest that control can lessen the impact of aversive stimuli on psychological and physiological strain responses, we hypothesized an interaction between control and workload such that the effects of high demands on strain would be less if the worker had behavioral control over the task. This hypothesis is also consistent with Karasek's job demands‐job decision latitude model of work strain and health. The hypothesis was tested in a laboratory experiment in which 125 subjects worked on a mail sorting task with either a high or moderate level of workload and either a high or low level of behavioral control. Strain responses were assessed with measures of job satisfaction, anxiety, and physiological arousal. The hypothesis was only partially supported in that high control lessened the impact that work overload had on anxiety. While not fully supportive of the model, the results are seen as conservative given the constraints on the manipulation of work overload inherent in the laboratory environment.
The mentor advantage: Perceived career/job experiences of proteges versus non‐proteges
Authors: Fagenson Ellen A.
Published: July 2007

Do proteges report having more positive job/career experiences than non‐proteges? Do male proteges report having more favorable job/career experiences than female proteges? Do high‐level proteges report having more favourable work experiences than low‐level proteges? To answer these questions, mentored and non‐mentored men and women in high‐ and low‐level positions were asked to evaluate, on a survey questionnaire, their level of satisfaction, career mobility/opportunity, recognition, security and promotion rate. The extent to which these career/job experiences varied as a function of their mentored status, sex and organizational level was examined. The results of the study revealed that mentored individuals reported having more satisfaction, career mobility/opportunity, recognition and a higher promotion rate than non‐mentored individuals. However, proteges' perceptions of their job/career situations were not affected by their sex or level. Whether systematic differences exist in the experience of being mentored has yet to be examined.
Stress on and off the job as related to sex and occupational status in white‐collar workers
Authors: Frankenhaeuser Marianne , Lundberg Ulf , Fredrikson Mats , Melin Bo , Tuomisto Martti , Myrsten Anna‐Lisa , Hedman Monica , Bergman‐Losman Bodil , Wallin Leif
Published: July 2007

Sixty healthy non‐smoking white collar employees, aged 30–50, from a large corporation in Sweden participated in the study. There were four groups: 15 male and 15 female middle managers, 15 male and 15 female clerical workers. Each participant was examined individually with regard to cardiovascular and neuroendocrine functions and self‐reports for 12 consecutive hours under each of two conditions: (1) a normal day at work (9 a.m.–5 p.m.) and after work (6–9 p.m.), and (2) for the same time period during work‐free conditions at home. In addition, everyone was given a videotaped type A‐interview and a general health check‐up including blood‐lipid determination. Attitudes towards work, total workload (including responsibilities outside the paid work) and sex role identity were examined by questionnaires. As expected, all groups showed a moderate increase in cardiovascular and neuroendocrine activity during the day at work. After work, however, interesting group differences emerged, suggesting slower unwinding in female managers. Differences related to occupational level and/ or sex were found for autonomy and social support at work, competitiveness, sex role and reported conflict between demands from paid work and other responsibilities. The stress profile of the female managers was considered in terms of possible long‐term health risks.
Investigating reciprocal causation in organizational behavior research
Authors: Schaubroeck John
Published: July 2007

This paper examines issues that should be considered by researchers interested in testing nonrecursive causal models. It identifies choices that can be made in specifying those models which will minimize bias in estimation as well as facilitate the overall interpretation. A series of analyses demonstrate the importance of these issues. Implications for organizational behavior research and recommendations are discussed.
The validity of situational interviews for administrative jobs
Authors: Robertson Ivan T. , Gratton Lynda , Rout Usharani
Published: July 2007

This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of situational interviews in a new job family, i.e. administrative jobs in a large U.K. financial services organization. The discussion questions the extent to which situational interviews provide unique or overlapping predictive validity when compared with mental ability tests.
A role and expectancy model of participative decision‐making: A replication and theoretical extension
Authors: Smith Carlla S. , Brannick Michael T.
Published: July 2007

Schuler's process model of employee participation in decision‐making and job satisfaction (Schuler, 1980; Lee and Schuler, 1982) was tested using a path analytic approach. Reanalysis of Schuler's data and replication on a new sample indicated that (a) participation in decision‐making has both direct and indirect effects on job satisfaction; and (b) performance–outcome expectancy, role conflict, and role ambiguity all appear to mediate the relationship between participation and satisfaction. In an extension of the model, organizational level and job involvement were hypothesized to moderate the participation–satisfaction relationship (i.e. function interactively). Although neither variable functions as a moderator, job involvement operates in a fashion similar to participation in the model. In general, consistent results across four independent samples strongly support Schuler's basic process model.
The outcomes of downward managerial mobility
Authors: West Micael , Nicholson Nigel , Rees Anne
Published: July 2007

Research examining the effects of unemployment among white collar workers has produced patterns of findings different to those for lower socio‐economic groups. The present longitudinal questionnaire study examines the psychological impact of managerial job moves which are downward in status, and considers the effects of periods of unemployment between job changes. The results indicate that among managers the negative impact of downward status moves on psychological adjustment is greater than that of temporary role loss. These effects are associated with decrements in preceived growth and development opportunities at work. The relationship between work and non‐work life for our understanding of psychological adjustment is considered.
Workspace characteristics, behavioral interferences, and screening ability as joint predictors of employee reactions: An examination of the intensification approach
Authors: Fried Yitzhak
Published: July 2007

This study explored the joint moderating (i.e. intensifying) effect of two central workspace characteristics (i.e. number of people and number of enclosures) on the relationships between behavioral interferences and affective responses among individuals with high and low ability to screen. One hundred and fifty‐two clerical employees from a large university participated in the study. The results suggest that individual reactions to behavioral interferences at work (i.e. work fatigue and psychosomatic complaints) are intensified by the joint presence of few enclosures and high number of people in the setting; however, this intensification effect appears to hold primarily among individuals with low screening ability. Thus, the joint moderating effect of workspace characteristics itself appears to be buffered (i.e. moderated) by personal ability to screen. Implications of the results and suggestions for future research are discussed.
Comparing the work values of engineers with managers, production, and clerical workers: A multivariate analysis
Authors: Shapira Zur , Griffith Terri L.
Published: July 2007

Engineers and scientists have been compared in previous research on their work attitudes. Conceivably the interest in comparing these two groups of professionals was a result of the joint work they often do in research and development departments. The present framework suggests that engineers who work in production departments would have work values and attitudes which would be more similar to those of managers. Survey data was collected from 432 employees in two industrial corporations in Israel. Profile analysis showed that the work values of engineers were similar to those of managers and different from those of production and clerical workers. Furthermore, work values were also related to behavioral outcomes such as performance and tardiness. Implications regarding the study of engineering as a profession and the use of work values in organizational research are discussed.
Effects of dyadic duration on the relationship between leader behavior perceptions and follower outcomes
Authors: Mossholder Kevin W. , Niebuhr Robert E. , Norris Dwight R.
Published: July 2007

This research focused on the role of dyadic duration, the amount of time a subordinate has worked for the same supervisor, in leadership dynamics. Specifically, a field study of engineering personnel examined dyadic duration as a moderator of the relationships between supervisory leadership behavior and subordinates' attitudes and behavior. Moderated regression analysis revealed that the length of time a subordinate had served under the same supervisor influenced the relationship between supportive and directive leader behaviors and follower performance. Implications of these findings were discussed, focusing on the exchange process between individual leaders and followers.
Cognitive categorization processes in performance evaluation: Confirmatory tests of two models
Authors: Lance Charles E. , Woehr David J. , Fisicaro Sebastiano A.
Published: July 2007

We tested a data‐driven ‘traditional’ model and a schema‐driven ‘categorization’ model of rater cognitive processes. Raters viewed one of two videotaped lectures on economics. Next, they completed dimensional and overall performance ratings, and scales designed to measure performance‐based and non‐performance‐based aspects of raters' general impressions. We tested model predictions using a combination of confirmatory factor analysis and single‐equation regression estimates of structural parameters. Neither model received unequivocal support, though results favored the categorization model. We conclude that (a) performance‐based and non‐performance‐based aspects of a rater's general impression can be distinguished empirically, (b) raters' overall impressions of ratees may substantially reflect the integration of performance‐based information, and (c) performance evaluation may be better viewed in the context of ‘evaluation‐based’ rather than ‘memory‐based’ judgments.
The structure of work values: A cross cultural comparison
Authors: Elizur Dov , Borg Ingwer , Hunt Raymond , Beck Istvan Magyari
Published: July 2007

Several years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double‐ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system ‐ performance contingency — reward, resource.

In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values suggested.
Commitment to the union: A comparison of United States and Canadian workers
Authors: Thacker James W. , Tetrick Lois E. , Fields Mitchell W. , Rempel Don
Published: July 2007

The generalizability (to a Canadian sample) of the four‐factor commitment to the union scale developed by Gordon, Philpot, Burt, Thompson and Spiller, (1980) was assessed. Four groups of subjects were utilized, two from Canada (white and blue‐collar workers) and two from the United States (white and blue‐collar workers). Confirmatory factor analysis indicated that the four factor solution of Gordon et al., (1980) generalized to the sample of Canadian workers. Differences between mean levels on these four factors (union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism) for Canadian and United States workers were then investigated. The results identified as many intra country differences between white and blue‐collar workers as inter country differences. Differences in economic base, labor relations climate etc., between the two countries did not seem to influence the levels of commitment to the union. Explanations for the differences in means which did occur are postulated and further research is suggested.
Coping patterns as predictors of burnout: The function of control and escapist coping patterns
Authors: Leiter Michael P.
Published: July 2007

The paper attempts to bring concepts developed in cognitive approaches to stress and coping to a model which predicts burnout as a function of organizational demands and resources. Workers in a mental hospital (N = 177) provided information regarding coping patterns, burnout, and organizational commitment as well as various demands and resources in the work environment. A LISREL analysis confirmed that burnout is best considered a function of coping patterns as well as a function of organizational demands and resources. Control coping cognitions and actions were associated with decreased burnout, while escapist coping strategies were associated with increased burnout. The analysis indicated relationships of coping patterns with organizational commitment could be operating indirectly through the relationships of both coping patterns and commitment with the burnout. The paper discusses implications of these findings for interventions designed to alleviate or prevent burnout.
Social alienation and employment status in young adults
Authors: Winefield A. H. , Tiggemann M. , Winefield H. R. , Goldney R. D.
Published: July 2007

Cross‐sectional and longitudinal observations are reported from a questionnaire survey of more than 3000 South Australian school leavers. Questionnaires were administered before the participants had left school and again four years later when they had all left. We were interested in whether there is evidence of a causal connection between unsatisfactory workforce experience and social alienation. On a range of measures related to alienation, we found that those engaged in unsatisfactory jobs and the unemployed responded very differently from those engaged in satisfactory jobs and those who were full‐time tertiary students. However, the dissatisfied employed, but not the unemployed, also displayed greater alienation while they were still at school. We conclude that in young people increased social alienation is a consequence of unemployment, rather than a predisposition towards it, but that high social alienation at school leads to later job dissatisfaction.
The relationships between career concerns and political tactics in organizations
Authors: Zanzi Alberto , Arthur Michael B. , Shamir Boas
Published: July 2007

The study examined the relationships between four career concerns (Personal Success, Organizational Involvement, Skill Development and Autonomy) and two categories of political tactics in organizations (Hierarchical Tactics and Networking Tactics) in a sample of management school alumni. Career concerns were not related to the employment of hierarchical tactics but were strongly related to the use of networking tactics. ‘External’ career concerns of personal success and organizational involvement were more strongly related to political behavior than ‘internal’ career concerns of skill development and autonomy. Organization size was significantly related to the use of hierarchical tactics but not to the use of networking tactics. Type of organization structure (mechanistic versus organic) did not have a direct effect on political behavior but moderated the relationships between career concerns and political tactics. These relationships were stronger in organic than in mechanistic organizations.
The trainer‐trainee interaction: An attributional model of training
Authors: Steiner Dirk D. , Dobbins Gregory H. , Trahan Wanda A.
Published: July 2007

Training research is often criticized for being atheoretical. Further, the research has typically ignored the role of the trainer. We present a model that applies attribution theory to the training process with a focus on the attributions that trainers make for trainee behavior and their implications for training effectiveness. The impact of trainees own attributions is also discussed. The model indicates how characteristics of both trainers and trainees can influence the attributional processes. Researchable propositions are presented in conjunction with the major points.
Work and nonwork relations: The conical structure of work and home life relationship
Authors: Elizur Dov
Published: July 2007

The major objective of the present study was to analyze the structure of work‐nonwork relations. A definitional framework of the work‐nonwork domain was first suggested, based on the extant literature. The definition was then empirically tested by applying Similarity Structure Analysis to analyze the data, collected from a sample of 106 Israeli workers.

The results support the hypotheses of the study. An empirical double ordered conceptual system was obtained, reflecting the two facets of the definition: behavior modality (instrumental, affective and cognitive) and social environment (work and home). A general lawfulness of a conical type was found that relates the definitional framework with the empirical structure.

The facet approach applied in this study suggests that the various aspects of the domain may be characterized by different patterns of relationships. The results showed a clear distinction between the work and home regions. Further analysis revealed a compensation type of relationship between home and work in the instrumental and cognitive items and segmentation in the affective items. The results thus support the facet approach rather than the conventional approaches which consider work and non‐work as unitary concepts and attempt to establish which of three proposed patterns: compensation, spillover or segmentation, best characterizes their relationships.
The influence of management training upon organizational climate: An exploratory study
Authors: Moxnes Paul , Eilertsen Dag‐Erik
Published: July 2007

The influence of three management training programs (MT) for first line supervisors (foremen) upon organizational climate were evaluated using a questionnaire design with repeated testing and statistical controls. The main objective for two of the three MT programs under study was to change the organizational climate in a direction that would facilitate learning at work. Results indicate that the most process‐oriented training program did change the organizational climate, as perceived by the supervisors, but paradoxically in an apparently negative direction, especially as far as interpersonal conflicts and supervisorial skills were concerned. This finding is interpreted as reflecting changes in supervisors' perception of organizational climate without any necessary ‘real’ change in the climate itself. The supervisors' increased awareness of organizational climate factors was, on a theoretical basis, considered to facilitate learning at work, thus explaining the apparent paradox.
Workers and flexible manufacturing systems: Three installations compared
Authors: Adler Paul S.
Published: July 2007

This paper presents and compares case studies of three Flexible Manufacturing Systems (FMSs). Interviews, observation and questionnaire data from two installations are compared to data presented in previous studies of a third installation. Whereas the previous research found that FMS workers suffered from a lack of autonomy and control, this does not characterize work on the two new installations. While in one of the new cases, the difference may have been due to its semi‐autonomous team organization, the other new installation was organized along rather conventional lines. Despite its conventional organization, workers in this latter FMS expressed high levels of satisfaction and motivation and their system operated at a very high level of efficiency. This result suggests that future research might fruitfully reconsider whether the relevant factor of satisfaction and motivation is autonomy or efficacy.
Long‐term consequences of burnout: An exploratory study
Authors: Cherniss Cary
Published: July 2007

The aim of this study was to explore the relationship between degree of burnout experienced during the first year of the career and career adaptation during the next decade. Subjects were 25 human service professionals originally working in the fields of public service law, public health nursing, high school teaching, or mental health. They were studied during the first year of their careers and again 12 years later. Early career burnout was assessed via ratings of interviews that were highly correlated with the Maslach Burnout Inventory. Career adaptation variables included career stability, work satisfaction, attitudes towards recipients, and flexibility as measured at the time of follow‐up. Each of these variables was measured via interview ratings, a questionnaire, and ratings made hy confidants of the subjects. Results showed that subjects who were more burned‐out early in their careers were less likely to change careers and more flexible in their approach to work as rated by confidants at the time of follow‐up. The results suggest that early career burnout does not seem to lead to any significant, negative, long‐term consequences. However, burnout occurring later in the career might have more serious long‐term effects.
The socialization of union loyalty
Authors: Fullagar Clive , McCoy Don , Shull Carla
Published: July 2007

The present study investigated the effects of a specific union socialization program on union attitudes and loyalty. Seventy‐one apprentices undergoing a union‐management training program were surveyed. Using linear structural relations modelling, the research found that union attitudes and training satisfaction were the most important predictors of loyalty to the union. Furthermore, attitudes to unions were related to the union socialization process and the transformational leadership characteristics of the socializing agents.
Alumni and their alma mater: A partial test of the reformulated model of organizational identification
Authors: Mael Fred , Ashforth Blake E.
Published: July 2007

Organizational identification is defined as a perceived oneness with an organization and the experience of the organization's successes and failures as one's own. While identification is considered important to the organization, it has not been clearly operationalized. The current study tests a proposed model of organizational identification. Self‐report data from 297 alumni of an all‐male religious college indicate that identification with the alma mater was associated with: (1) the hypothesized organizational antecedents of organizational distinctiveness, organizational prestige, and (absence of) intraorganizational competition, but not with interorganizational competition, (2) the hypothesized individual antecedents of satisfaction with the organization, tenure as students, and sentimentality, but not with recency of attendance, number of schools attended, or the existence of a mentor, and (3) the hypothesized outcomes of making financial contributions, willingness to advise one's offspring and others to attend the college, and participating in various school functions. The findings provide direction for academic administrators seeking to increase alumni support, as well as for corporate managers concerned about the loyalty of workers in an era of mergers and takeovers.
Mentorship and career mobility: An empirical investigation
Authors: Scandura Terri A.
Published: July 2007

The literature on mentorship is briefly reviewed, revealing that many studies have documented the functions that mentors provide to proteges, including vocational and psychosocial support. This study investigates the link between these functions and the career mobility outcomes of proteges. Results from a random sample of 244 manufacturing managers supports previous research on the dimensions of mentoring. Further, vocational (coaching) and psycho‐social (social support) were found to be related to managers' salary level and promotions. Implications of these results for future studies of mentoring are discussed.
Models of conflict, negotiation and third party intervention: A review and synthesis
Authors: Lewicki Roy J. , Weiss Stephen E. , Lewin David
Published: July 2007

From the vast research literature on organizational conflict and conflict resolution, this review identifies 44 major models in the area of conflict, negotiation, and third party processes (e.g. mediation and arbitration). Each of the models is described, categorized as descriptive or normative, and evaluated with respect to empirical support. Discussion of these models surfaces a number of significant, but often implicit assumptions about conflict and its management; insufficient bridging between descriptive and normative endeavors; and an extreme emphasis on model creation over model testing.
Role stressors, social support, and well‐being among two‐career couples
Authors: Parasuraman Saroj , Greenhaus Jeffrey H. , Granrose Cherlyn Skromme
Published: July 2007

The study examined relationships among work and family role stressors, work—family conflict, social support, and well‐being using data gathered from 119 men and 119 women who were partners in a two‐career relationship. Results showed that within‐domain relationships of stressors with well‐being are stronger than between‐domain relationships. Thus, work and family role stressors were primarily related to job satisfaction and family satisfaction respectively, whereas work and family role stressors as well as work—family conflict were associated with overall life stress. Similar results were found for the relationships of social support with well‐being. Work support was associated with increased job satisfaction, while spouse support was associated with greater family satisfaction. Some gender differences were found in the relationships of stressors and social support with well‐being. Implications of the findings for future research on work—family dynamics were discussed.
Work—family conflict: A comparison of dual‐career and traditional‐career men
Authors: Higgins Christopher A. , Duxbury Linda E.
Published: July 2007

This research examines differences in the antecedents and consequences of work—family conflict — a form of interrole conflict that occurs when the demands of work and family are mutually incompatible in some respect — for two groups of career‐oriented men: those with a homemaker wife (called traditional‐career men) and those with a spouse in a career‐oriented job (labelled dual‐career men). Using a model built on the work of Kopelman, Greenhaus and Connolly (1983), the responses from 136 dual‐career men and 137 traditional‐career men were compared. The primary conclusion of this research is that maternal career employment has a significant effect on the antecedents of work — family conflict. Dual‐career men appear to experience a significant negative spillover from their work domain. We suggest that this spillover is due to a lack of structural flexibility in the workplace, outdated organizational policies that operate on the myth of separate worlds' and a lack of social support for the male dual‐career role which contradicts societal norms.
Sex role stereotyping and requisite management characteristics: A cross cultural look
Authors: Schein Virginia E. , Mueller Ruediger
Published: July 2007

The relationship between sex role stereotypes and characteristics perceived as necessary for management success was examined among 497 male and 328 female management students in the U.S., Great Britain and Germany. Three forms of the 92‐item Schein Descriptive Index were used to define sex role stereotypes and characteristics of successful managers. The results revealed that males in all three countries perceive that successful middle managers possess characteristics, attitudes and temperaments more commonly ascribed to men in general than to women in general. The pattern of results among females varied across cultures. German females sex type the managerial position to almost the same degree as the males. British females also sex type the managerial position, but to a lesser extent than their German counterparts. U.S. females do not sex type the managerial position, but see women and men as equally likely to possess characteristics necessary for managerial success. The implications of these outcomes for the advancement of women in management worldwide are discussed.
Antecedents of organizational commitment across occupational groups: A meta‐analysis
Authors: Cohen Aaron
Published: July 2007

This meta‐analysis examines whether the relationships between organizational commitment (OC) and its antecedents differ across occupational groups. Two models representing different antecedents are proposed: the member model, presented by the personal variables, and the organization model, presented by role related, structural and work experiences variables. The study is based on 98 samples with correlational data for the relationships between OC and its antecedents. The total sample was divided into two main occupational groups: white collar employees, subdivided into professionals and nonprofessionals, and blue collar employees. The findings reveal that in general the relationship between OC and personal antecedents, representing the member model, is stronger for blue collar and nonprofessional white collar employees than for professional employees. For the role‐related, structural, and work experiences antecedents, representing the organization model, differences among the occupational groups were found to be less consistent. In general, the findings demonstrate that the member and the organization model operate differently for varying occupational groups. The findings are discussed in terms of the need for elaboration of the existing explanations for the development of OC.
Linking work experiences to facets of marital functioning
Authors: Barling Julian , Macewen Karyl E.
Published: July 2007

Few studies on the interaction between work experiences and family functioning have focused on specific aspects of work and the family, nor have many studies identified links in the process whereby work affects the family. A four‐stage model of how role ambiguity, role conflict, job insecurity and job satisfaction affect three aspects of marital functioning (sexual satisfaction, psychological aggression and general marital satisfaction) was tested. The two mediator variables linking work experiences and marital functioning were concentration difficulties and depression. In a sample of 190 employed married people the model fit the data. The three work stressors (ambiguity, conflict and job insecurity) affected all three aspects of marital functioning via concentration and depression, and the relationship between job satisfaction and marital functioning was mediated by depression.
The effect of turnover on work satisfaction and mental health: Support for a situational perspective
Authors: Wright Thomas A. , Bonett Douglas G.
Published: July 2007

This study finds support for the situational approach to affect determination in a prospective, two‐year longitudinal field study. Specifically, turnover was shown to predict changes in subsequent job measures of work satisfaction and mental health. Employees who changed jobs and occupations showed greater increases in both work satisfaction and mental health than employees who only changed jobs or employees who remained in their initial positions. Further research directions are introduced.
Self‐monitoring and turnover: The impact of personality on intent to leave
Authors: Jenkins J. Michael
Published: July 2007

Employee turnover is a topic of considerable interest within most organizations. Despite years of research, the antecedents of turnover remain elusive. Traditionally, studies have focused on job satisfaction and organizational commitment as the primary precursors of voluntary (as distinguished from involuntary) turnover. Increasingly, however, researchers have suggested investigating possible personality variables that may help explain even more variance in turnover. The social psychological construct of self‐monitoring was found to be such a variable. After the traditional predictors of satisfaction and commitment had been entered, self‐monitoring accounted for previously unexplained variance in turnover intentions. Furthermore, the pattern of relationships among the variables of job satisfaction, organizational commitment, and turnover intentions differed for high and low self‐monitors. Specifically, commitment was a better indicator of intent to leave among low self‐monitors but job satisfaction showed a stronger relationship among high self‐monitors. Implications for the organization and suggestions for further research are discussed.
A cross‐cultural application of a career planning model
Authors: Aryee Samuel , Debrah Yaw A.
Published: July 2007

Data obtained from a sample of technical, professional and administrative/managerial employees (N = 214) in Singapore were used to examine the cross‐cultural generalizability of a version of Gould's career planning model. The recursive model depicts the mechanisms through which career planning affects career behavior (career strategy) and attitudes (career satisfaction, self‐esteem at work and career commitment) and thereby reinforce the career planning function. Path analysis results of the four structural equations provided modest support for the hypothesized relations. In addition to the hypothesized relations, the results revealed some significant direct paths that were not hypothesized. Limitations of the study, implications of the findings and a direction for future studies are discussed.
Willingness to accept mobility opportunities: Destination makes a difference
Authors: Noe Raymond A. , Barber Alison E.
Published: July 2007

Previous research on employee willingness to accept mobility opportunities involving geographic relocation has generally not specified characteristics of potential destination communities. However, studies of employee adjustment following relocation suggest that community characteristics are critical to employee satisfaction. In order to better understand the factors that influence employees' acceptance of mobility opportunities, we investigated differences in both levels and antecedents of willingness to accept mobility opportunities involving relocation between similar communities and relocation between dissimilar communities. Results suggest that employees were particularly reluctant to accept moves between dissimilar communities, and that the role of career factors, community attachment, and location preferences as antecedents varied depending on the specific nature of the mobility opportunity. Implications for research and practice are discussed.
How do I like thee? Let me appraise the ways
Authors: Duarte Neville T. , Goodson Jane R. , Klich Nancy R.
Published: July 2007

This study examined the effect of leader‐member exchange (LMX) on the relationship between employee performance (measured objectively) and the supervisor's rating of that performance. To date, no field study has tested whether high and low LMX members receive differential ratings based on their LMX relationship, beyond their actual performance. Data were collected from employees (directory assistants, cable technicians, and dispatch clerks) and their supervisors in a telephone company. The objective measures of performance which were available for these jobs were related to supervisory ratings of performance for high and low LMX employees. The results showed that poorly performing high LMX employees were given high performance ratings, regardless of their actual performance. The ratings of low LMX employees were consistent with their actual performance. The effect of LMX was more pronounced with more general task and relationship rating categories. Alternative explanations of the results, as well as the theoretical and practical implications for performance appraisal and LMX research, were discussed.
A test and refinement of the equity sensitivity construct
Authors: King Wesley C. , Miles Edward W. , Day D. David
Published: July 2007

This paper reports results from two studies that test a refinement of the equity sensitivity construct first in an experimental setting and second in a field setting. Results from Study 1 show that benevolents express tolerance for both overreward and underreward relative to entitleds and equity sensitives and that benevolents report relatively high levels of satisfaction regardless of reward condition. Study 1 results also show that manipulation of outcomes produce a more dramatic effect on satisfaction than does manipulation of inputs. Results from Study 2 reveal significantly different exchange ideologies for benevolents and entitleds and show that entitleds place more importance on pay whereas benevolents place more importance on the work itself. For both benevolents and entitleds, there is a positive correlation between assessments of distributive justice and job satisfaction. Implication of the findings both for equity theory research and the practice of management are discussed.
Stress and the union steward's role
Authors: Martin James E. , Berthiaume Ruth D.
Published: July 2007

This paper develops and tests hypotheses concerning some psychological correlates of role ambiguity and role conflict in a population that has not been extensively studied in relation to stress, union stewards. Survey data on role ambiguity and role conflict, the indicators of stress, were collected from 285 stewards at the local union steward meeting, with the stewards perceiving a moderate amount of role ambiguity and perceiving a lesser amount of role conflict. The stewards were also asked about their role expectations, their motivations for remaining a steward, their grievance handling strategies, and their affective commitment toward the union and employer. Each of those four sets of variables was hypothesized to be related to role ambiguity and role conflict and each was influential in explaining variance. As predicted, those stewards who were more motivated to remain stewards for personal reasons had both higher role ambiguity and higher role conflict. Further, the conditions of being more motivated to remain a steward to help the union and employees and having higher union commitment were associated with lower role conflict, but, opposite to the hypotheses, higher role ambiguity.