bluuebunny/crossref_metadata_2025 huggingface dataset:
The Ansells brewery dispute: A social‐cognitive approach to the study of strikes
Authors: WADDINGTON DAVID P.
Published: August 2011

A participant observation method was employed in the study of a 20‐week strike at Ansells Brewery Ltd, a constituent company of Allied Breweries (UK). The strike, involving 1000 workers, began in opposition to the implementation of a four‐day working week and culminated in the permanent closure of the brewery. The strike's development is analysed according to a social‐cognitive approach, based on the psychological imagery, beliefs, values and perceptions underlying the employees' behaviour. By also adopting a historical perspective, it has been possible to show how contemporary definitions of reality are shaped by the prior history of union‐management relations, particularly with regard to the way that previous events were subjectively interpreted, and the lessons that were learned on the basis of that experience.
The relationship between skill utilization, professional orientation and job satisfaction for pharmacists
Authors: HUMPHRYS PETER , O'BRIEN GORDON E.
Published: August 2011

Technological changes in the manufacture of drugs have caused community pharmacists to lose control over the use of their specialized knowledge. The study described here sought to examine the consequences of these structural changes for pharmacists' perceptions of their skill utilization, job influence and job satisfaction. It was predicted that the job satisfaction‐job attribute relationship for pharmacists would be moderated by their professional orientation—the degree to which they wanted to use their specialized skills and have influence over drug distribution. This prediction was tested with a sample of 396 South Australian pharmacists using hierarchical multiple regression. It was found that community, but not hospital, pharmacists had significantly lower levels of skill utilization and job satisfaction than that found for other professional occupations. Professional role orientation was not a significant moderator of the relationship between skill utilization, job influence and job satisfaction. Skill utilization was the major predictor of job satisfaction and accounted for up to 32 per cent of unique variance in job satisfaction.
A test of a model for explaining the affective experience of unemployed men
Authors: PAYNE ROY , HARTLEY JEAN
Published: August 2011

This paper uses a model drawn from the occupational stress literature to predict variations in the psychological experience of long‐term unemployed men. The model proposes that variations are mainly due to the stressfulness of the environment which is defined by the balance of problems, supports and opportunities existing in it. The model assumes, however, that the impact of the environment is modified by certain other variables such as social class and financial circumstances, and personal attributes such as coping tactics. The model is tested on a sample of 399 men who had been unemployed for between 6 and 12 months. Stepwise multiple regression is used to test the model, and it is shown that the severity of problems does predict level of psychological symptoms even when the conditioning variables and the personal attribute variables have been controlled. Some limitations of the study are noted in the conclusion.
Self‐rating in management training needs assessment: A neglected opportunity?
Authors: McENERY JOHN , McENERY JEAN M.
Published: August 2011

This study examined the utility of self‐rating compared to supervisory and management ratings of training needs. Both self‐ and supervisory assessment of training needs were collected from 200 managers and professionals using a discrepancy model of needs assessment. Self‐ratings tended to be more lenient and evidenced less halo than supervisor ratings of subordinates. Self‐ and supervisory needs assessment of the subordinate were not significantly related. Self‐ratings of needs assessment resulted in three independent factors while supervisory needs assessment of subordinates resulted in only one general factor. These findings, coupled with evidence that supervisors projected their own needs when identifying subordinates' needs, suggested that self‐ratings of needs assessment may be an important component of a valid needs assessment process.
An investigation of the relationship between selected variables and the psychological health of strike participants
Authors: STONER CHARLES R. , ARORA RAJ
Published: August 2011

This study examines the relationship between selected variables and the psychological health of strikers. The findings indicate that higher levels of savings, of non‐work activity, and of social support, and favourable attitudes toward the union positively affect the psychological health of strikers. However, increases in the expected duration of the strike adversely affect the strikers' psychological health.
Work difficulties and stress in young professional engineers
Authors: KEENAN A. , NEWTON T. J.
Published: August 2011

This longitudinal study investigated work‐related difficulties in young professional engineers after three years (n = 380) and four years (n = 350) work experience. Four areas of difficulty were identified as a result of factor analysis—people difficulties; information difficulties; technical difficulties; and report‐writing difficulties. Technical difficulties were less frequently mentioned than the other categories of difficulty at both time periods. Role stress, environmental frustration, engineering field, and perceived quality of training were related to people difficulties. Those who worked in engineering design and consultancy reported more technical difficulties. Role stress was related to report‐writing difficulties and, to a lesser extent, to information difficulties. A number of small but significant correlations were found between people difficulties and measures of psychological strain.
Relationships of organizational frustration with reported behavioural reactions: The moderating effect of locus of control
Authors: STORMS PHILIP L. , SPECTOR PAUL E.
Published: August 2011

The present field study was designed to examine the influence of organizational frustration and locus of control on emotional and behavioural reactions to frustrating conditions. Data were collected by questionnaire from 160 employees from all levels of a community mental health facility. As hypothesized, organizational frustration was found to be positively related to interpersonal aggression, sabotage and withdrawal. Subgroup moderator analysis supported the hypothesized moderating relationship of locus of control on the perceived frustration behavioural reactions relationship. These results suggest that persons with an external locus of control are more likely to respond to frustration with counterproductive behaviour than persons with an internal locus of control. The implications of these findings for organizations are discussed.
Can wives perceive the source of their husbands' occupational stress?
Authors: LONG NIGEL R. , VOGES KEVIN E.
Published: August 2011

The congruence between male prison officers' (POs) perceptions of job‐related stress and wives' perceptions of their husbands' stress was examined. A Sources of Stress Questionnaire (SSQ) and the GHQ were administered to a random sample of POs. Their wives were asked to identify the sources of stress in their husbands' job, and to complete the GHQ. The results of two measures of congruence are reported. Firstly, separate factor analyses of the SSQ for the POs and their wives revealed similar factor structures and, secondly, the pattern and magnitude of the stress reported by the couples varied within factors. Wives reported greater stress originating from the violent nature of their husbands' job, and less stress originating from living in a prison village than their husbands. It is suggested that the wives' accurate perceptions arise as the result of subjective assessments, communication of which is facilitated by particular features of the work and work environment.
Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores*
Authors: CARTER ROBERT C. , BIERSNER ROBERT J.
Published: August 2011

Measured mental and physical abilities of incumbents in selected US Navy jobs were compared with job requirements predicted using the Position Analysis Questionnaire (PAQ). A significant and meaningful pattern of correlations was found between commercially available PAQ attribute predictions derived from 25 Navy jobs and mental abilities measured using the Armed Forces Vocational Aptitude Battery. Additionally, significant relationships were found between physical strength requirements of 26 Navy jobs and PAQ‐based predictions of job requirements. The results support use of the PAQ to establish differences of ability requirements among jobs. Specific applications are discussed, including use of the PAQ in research on environmental stress, derivation of the manpower requirements for equipment systems and personnel placement.
Attributional style, unemployment and mental health
Authors: OSTELL ALISTAIR , DIVERS PETER
Published: August 2011

This study explored the relationship between attributional style and mental health in a sample of 63 unemployed managers. Regression analysis indicated that managers who tended to make characterological attributions for negative events had poor mental health, as measured by the General Health Questionnaire, but managers making behavioural attributions (for positive and negative events) had better mental health. High expressed need for a job was also associated with poor mental health. The role of attributional styles as coping mechanisms is briefly discussed.
A history of social psychological reactions to new technology
Authors: Carlopio Jim
Published: August 2011

The historical development of new technology can be usefully viewed as a three‐phase process with a number of intermediate forms. For example, technology may be seen as having progressed from dependent machines (e.g. bucket elevators), to semi‐automatic machines (e.g. Jacquard loom) and, finally, to automatic machines (e.g. continuous process technologies). Dependent machines were labour‐saving technologies from the workers' point of view. They were generally positively regarded as they cased our physical burden and allowed our intellectual advancement. Semi‐automated devices only required that we tend to their needs. These machines were no longer assisting us. We were, and in many cases still are, assisting them. These labour‐enslaving devices require workers to perform semi‐automatic tasks demanding little more than reflexive attention. The third phase in this history of technology may be seen from the workers' point of view as the introduction of labour‐replacing processes. This technology totally replaces the human element in performing the actual work. It removes the worker from the production process, for example, into the processes of supervision, planning and/or maintenance of the equipment and systems. Unfortunately, this phase also has the potential to devalue workers, undermine their power and skills, and displace many workers from their jobs.

From this historical review of workers' reactions to technology, workers are found to react against two things: first, against exploitation or unsatisfactory working conditions (e.g. job fractionalization or oversimplification) and, second, against job displacement. Current academic concerns and innovative business practices (e.g. job redesign, sociotechnical systems theory, participative styles), although not completely satisfactory, address the first of the two problems traditionally associated with new technology by attempting to modify workers' and managers' jobs and environments to better suit their needs. The second problem, job displacement, has been too long ignored by Europe and America. Although we seem to have progressed in the last 200 years from Luddism to unionism, we are still within the same ‘mind set’ of management vs. the workers, the controlled fighting the controlling, that we were in 200 years ago. It is this ‘cultural conversation’ that we are in, which keeps management from seeing the long‐range benefits in treating workers as their most valuable partners. Management needs to see that it is wiser to devise production systems that make use of the flexibility and intelligence of people than it is to try and design all the ‘life’ out of production.
Validity of a police assessment centre: A 1–19‐year follow‐up
Authors: Feltham Rob
Published: August 2011

This study investigated the validity of an assessment centre (AC) used to choose serving policemen and policewomen for places on an accelerated promotion scheme. Two samples of successful applicants, totalling 223 and 157, were followed up over 1–19 years. Three types of criteria—training grades, rank attained and supervisory ratings—were regressed on a variety of AC measures. In a subsidiary investigation, supervisory ratings were factor analysed. The principal conclusion is that AC selection decisions were valid, but only for supervisory rating criteria. Relatively low validity overall is interpreted in terms of questionable job‐relatedness of the AC procedure. Nevertheless the AC appears to be cost beneficial. Other issues discussed are the dimensionality of supervisory ratings, the validity of peer nominations, the invalidity of pencil‐and‐paper ability tests used, the distinction between AC predictions of performance and potential, and the amount of redundancy in AC measurements.
Wage reference groups and their determinants: A study of blue‐collar and white‐collar employees in Israel
Authors: Dornstein Miriam
Published: August 2011

This paper reports the results of a study on the comparative frames of reference concerning wages among white‐collar and blue‐collar industrial employees in Israel. The study had two major objectives. First, it examined the frames of reference used by employees in comparing their pay with others. In particular, we wanted to see whether comparisons were made mainly with others inside the employing organization or outside it, and whether the comparators were similar or dissimilar in status and occupation. A second objective was to test a number of hypotheses, derived from reference group theory, concerning the determinants of pay comparisons and involving the following variables: intra‐generational occupational mobility, perceived mobility opportunities, friendship ties in the organization, perceived promotion prospects, job satisfaction and perceived pay position relative to others in the same occupation.
On the generality of leadership style measures across cultures*
Authors: Smith Peter B. , Misumi Jyuji , Tayeb Monir , Peterson Mark , Bond Michael
Published: August 2011

It is proposed that cross‐cultural studies of leadership style have failed to distinguish adequately between global characterizations of style and the specific behaviours which leaders need to use in a given culture if a particular style is to be attributed to them. A study is reported of perceptions of electronics plant supervisors in Britain, the USA, Japan and Hong Kong, derived from Misumi's PM leadership theory. The findings indicate that characterizations of P(Performance) and M(Maintenance) leader style have a similar factor structure in each culture. However, the specific behaviours associated with those styles differ markedly, in ways which are comprehensible within the cultural norms of each setting. The study illustrates how a series of emic correlations within each culture sample may be used to test the validity of etic models of leader style.
Non‐financial employment commitment: A cross‐national comparison*
Authors: Harpaz Itzhak
Published: August 2011

The so‐called ‘lottery question’, asking, ‘Would you stop or continue working if there were no economic reasons to carry on working?’ was utilized to evaluate non‐financial employment commitment. Results of a representative sample of the labour force in seven countries (n = 8763) showed that between 68.8 per cent (in Great Britain) and 93.4 per cent (in Japan) of the workers indicated a desire to continue working.
The utility of PAQ in relating job behaviours to traits
Authors: Sparrow J.
Published: August 2011

This study concerns the development of a technology of synthetic validity derived from a structured job analysis technique (the Position Analysis Questionnaire) and its related attribute bank. Attribute profiles are generated on three alternative bases for a sample of seven jobs. The resultant sets of profiles are assessed in terms of their reliability. The validities of the alternative approaches are assessed in terms of the accuracy of indications in relation to the actual mean scores of job incumbents on related aptitude tests. One approach is shown to offer significantly higher levels of reliability and validity, and is discussed as a basis for synthetic validation and validity generalization.
Personality types and business success of small retailers
Authors: Rice George H. , Lindecamp David P.
Published: August 2011

The business incomes of 102 owner‐managers of small retail stores were correlated with their Jungian personality types, measured on the abridged version of the Myers‐Briggs Type Indicator. It was found that thinking extraverts did best as small retailers.
Some British data concerning the standard deviation of performance
Authors: Smith Mike
Published: August 2011

Data from the British Knitwear Industry indicate that the standard deviation of performance in the UK is not significantly different to that found in the USA.
Predictors of employment, unemployment and further study among school‐leavers
Authors: Tiggemann Marika , Winefield Anthony H.
Published: August 2011

Data from a prospective study of Australian school‐leavers were analysed by hierarchical discriminant function analyses in order to determine the extent to which future occupational status could be predicted from measures obtained while students were still at school. Future involvement in tertiary education could be predicted up to five years later on the basis of current rated academic potential. Future unemployment could be predicted up to three years later on the basis of the demographic variables of ethnic origin, socio‐economic status and unemployment within the family. Although those who subsequently became unemployed also differed from the other groups in terms of personality and attitudes, the latter provide little predictive power over that based on the background and academic potential variables.
A process‐tracing approach toward understanding supervisors' SDy estimates: Results from five job classes
Authors: Mathieu John E. , Tannenbaum Scott I.
Published: August 2011

Schmidt, Hunter, McKenzie & Muldrow (1979) have proposed a method for using supervisors' estimates of the value of various levels of job performance to calculate the standard deviation of performance in money values—SDy. The use of this procedure has become popular in recent years. However, little is known about how supervisors make such estimates. This study employed a process‐tracing approach to identify the types of information supervisors used to make their estimates. Several different types of information (e.g. salary, overall job responsibilities, work attitudes) were cited consistently across five job classes. Other sources of information were tied more uniquely to certain jobs. Supervisors' percentile estimates were found to conform rather closely to minimum, mean and maximum job class salary levels. Furthermore, more experienced supervisors tended to use salary information and existing organizational documentation for making such estimates. Implications of these findings were discussed in terms of the use of SDy estimates in practice and directions for future research.
Is it fitting? Comments on the LISREL analysis by Stoner & Arora of variables affecting the psychological health of strikers
Authors: Smith Leigh M.
Published: August 2011

The analysis of the psychological health of strikers presented by Stoner & Arora (1987) presents several problems. The LISREL model that they apparently use is not identified, nor does it fit the publishing data. A reanalysis of the data with an identified model that approximates the authors' model produced parameter estimates which lead to a very different understanding of relationships among the variables. Further analyses showed the data to be empirically under‐identified and therefore unsuitable for LISREL analysis. The processes of model selection, data checking and assessment of fit are discussed.
The fairness judgements of received pay and their determinants
Authors: Dornstein Miriam
Published: August 2011

Recent reviews indicate that little is known about individuals' fairness judgements of their own received pay and the bases underlying these judgements. This paper reports the results of an investigation into the subject, based on a cross‐sectional city sample of 222 employees in Israel. The investigation focused on several prevalent theoretical propositions about the bases of fairness judgements and a number of hypotheses derived from them.

The findings indicate that pay fairness evaluations may be based on comparisons with similar as well as dissimilar others; that they are guided by norms of contribution as well as norms of need; that feelings of inequity develop where inputs/investments are undervalued in terms of prevalent norms of just exchange ratios. The findings also indicate that variances in the individuals' frames of reference are partly related to a variety of background characteristics such as sex, age, income, education, etc.
The measurement and antecedents of affective, continuance and normative commitment to the organization
Authors: Allen Natalie J. , Meyer John P.
Published: August 2011

Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three‐component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.
Self‐ratings, supervisor ratings, positions and performance
Authors: Lane John , Herriot Peter
Published: August 2011

Self‐ratings and supervisor ratings were obtained for 40 unit managers. Self‐ratings were predicted by length of service, whereas supervisor ratings were also predicted by previous appraisal ratings, performance, and career progression. Both self‐ratings and supervisor ratings predicted subsequent performance in the form of unit admissions and gross profit. The predictive power of self‐ratings was explained in terms of the interactive theory of self‐efficacy.
Coping with occupational stress among urban bus and tram drivers
Authors: Kühlmann T. M.
Published: August 2011

The purpose of this study was twofold: first, to identify the ways public transport drivers cope with stressful events of daily working life. One hypothesis is that stress‐induced problems at work are resistant to direct actions and that this may be even more the case among blue‐collar workers who typically have less control than managerial and professional staff. Emotion‐focused rather than problem‐focused forms of coping may therefore be the more prevalent. The second aim was to examine the relationships between coping processes and adaptational outcomes such as work strain and somatic complaints. The discussion about the effectiveness of different coping strategies shows a positive bias toward problem‐focused approaches. Yet there is little empitical evidence confirming either the superiority of problem‐solving attempts or the ineffectiveness of efforts to manage the stress‐related emotions (Menaghan & Merves, 1984).
The measurement of well‐being and other aspects of mental health
Authors: Warr Peter
Published: August 2011

New instruments are described for the measurement of both job‐related and non‐job mental health. These cover two axes of affective well‐being, based upon dimensions of pleasure and arousal, and also reported competence, aspiration and negative job carry‐over. Baseline data are presented from a sample of 1686 job‐holders, and earlier uses of the well‐being scales are summarized. The instruments appear to be psychometrically acceptable, and are associated with demographic and occupational features in expected ways. For example, older employees report greater job‐related well‐being; occupational level is positively correlated with job depression‐enthusiasm but negatively associated with job anxiety‐contentment; depression‐enthusiasm is more predictable from low‐to‐medium opportunity for skill use and task variety, whereas anxiety‐contentment is more a function of workload or uncertainty.
Gender and perceived power in manager—subordinate relations
Authors: Ragins Belle Rose , Sundstrom Eric
Published: August 2011

A field study in three organizations investigated gender differences in subordinates' perceptions of managers' power. For 55 female and 55 male managers matched on position power, one subordinate per manager (N = 110, half male and half female) completed a questionnaire. Perceived reward, legitimate, expert and referent power were all intercorrelated, but unrelated to coercive power. Male and female managers did not show the expected differences in combined, reward, coercive, legitimate and referent power. Contrary to predictions, subordinates rated female managers higher than male managers on expert power. Male managers with female subordinates were rated lower on combined and expert power than other gender combinations. Implications are discussed.
The relationship between simplified jobs and mental health: A replication study
Authors: Clegg Chris , Wall Toby
Published: August 2011

This paper replicates an earlier study testing the hypothesis that relatively poor mental health is associated with simplified jobs, but only for those employees who see their work as not using their skills, and who at the same time report high levels of cognitive failure. The hypothesis is confirmed in two separate samples.
Reliability of exercise ratings in the leaderless group discussion
Authors: Gatewood Robert , Thornton George C. , Hennessey Harry W.
Published: August 2011

The demonstrated low correlations of dimension ratings across assessment centre exercises has led to reservations about their use. A proposed alternative is the use of overall exercise ratings that may represent total performance on work simulations. Three forms of reliability of such exercise ratings were studied in this laboratory experiment. The study design incorporated four groups of assessors and 31 participants in multiple Leadership Group Discussion (LGD) problems. (LGD was chosen because it is extensively used in assessment centres.) Inter‐rater reliability, as measured by intra‐class correlations within an assessor group, ranged from .69 to .99. Intergroup reliability, as measured by correlations of consensus ratings between assessor groups that had observed identical LGD groups, was .66 to .84. Alternate form reliability, as measured by correlations of overall ratings by the same assessor of participants in two different LGD problems, was .35 to .62. The implications of these findings for the use of overall exercise ratings are discussed.
The effects of tolerance for ambiguity on feedback‐seeking behaviour
Authors: Bennett Nathan , Herold David M. , Ashford Susan J.
Published: August 2011

In an article that appeared in this Journal in 1985, Ashford & Cummings found that tolerance for ambiguity (TA) moderated the relationship between feedback‐seeking behaviours (FSB) and ambiguity or uncertainty about one's role or outcome contingencies. The authors concluded that, in uncertain situations, individuals who are low in TA will consider feedback an especially valuable resource, and will engage in higher levels of FSB.

The aim of this article is to expand and reinterpret the Ashford & Cummings' (1985) findings by reanalysing their data with two substantive differences. First, while job‐related and problem‐solving TA were proposed as conceptually distinct by Norton (1975), and loaded on separate factors in the factor analysis performed by Ashford & Cummings (1985), they were grouped together in their analysis, thus raising the question of how these two aspects of TA might operate differently with respect to FSB.

Second, in investigating the consequences of TA for FSB, Ashford & Cummings used a global measure of FSB which combined feedback specifically sought from boss or co‐workers, and feedback inferred from comparisons with others, social cues and other events. This measure also combined feedback sought for a variety of purposes beyond simply assessing performance. Based on earlier work by Ashford & Cummings (1983), Greller & Herold (1975) and others, it is possible that this global measure of FSB is masking important differences due to either the specific seeking strategy, the reason for seeking or even the source from which feedback is sought.

To investigate the above theoretical distinctions between different types of TA and FSB using the Ashford & Cummings' (1985) data, two hypotheses were tested. First, since FSB could be considered an attempt to reduce uncertainty in one's work environment (Ashford, 1986), job‐related TA, which involves an individual's concern about his/her standing at work, should be associated with FSB for determining the adequacy of performance or potential for advancement. Problem‐solving TA, which reflects a general intolerance for ambiguity in any task, should not be associated with FSB about workplace issues, because the sources of the uncertainty which the person low in problem‐solving TA finds aversive are not necessarily at work. Second, when allowing for different types of FSB (monitoring the work environment, solicitations from supervisors and solicitations from co‐workers), low job‐related TA should be associated with greater soliciting behaviours rather than monitoring behaviours because of the less ambiguous nature of the resulting feedback (Ashford & Cummings, 1983). In other words, feedback which an individual gathers through monitoring the environment may itself be more difficult to interpret than solicited feedback, and thus have less value in reducing ambiguity.
Validity and generalizability of a role‐play test to select telemarketing representatives
Authors: Squires Paul , Torkel Steven J. , Smither James W. , Ingate Margaret R.
Published: August 2011

A role‐play test was developed to assess the sales skills required for success in a telemarketing job. The 30‐minute test was conducted entirely by telephone and consisted of four role‐plays in which the ratee attempted to sell a service contract. In a concurrent validation study, the sum of two raters' independent evaluations of overall performance on the four role‐plays was significantly correlated with both objective and subjective measures of sales performance. Based on generalizability analyses, the reliability of the overall ratings provided by two raters for four role‐plays was .80 in the concurrent study and .76 when the role‐play test was used operationally. This study demonstrated that ratings from a 30‐minute telephone role‐play test are valid and reliable predictors of sales performance.
Internal and external referents as predictors of pay satisfaction among employees in a two‐tier wage setting
Authors: Lee Raymond T. , Martin James E.
Published: August 2011

Two‐tier wage structures occur when employees hired after a certain date are placed on a substantially lower pay schedule than the schedule for previously hired employees. This study examined how internal and external pay comparisons related to attitudes toward pay among low‐ and high‐tier employees in a retail food chain with two‐tier wage structure. For the low‐tier group, comparisons with low‐ and high‐tier referents, and to a lesser extent, part‐time referents and referents at other places where the respondents might obtain work predicted pay satisfaction. For the high‐tier group, comparisons with high‐tier referents and referents in heavy industries (automobile or steel) predicted pay satisfaction. The results are consistent with the notion that both groups were concerned with pay equity relative to referents with similar earnings, and with deprivation relative to referents with higher earnings.
Predictors and outcomes of different patterns of organizational and union loyalty*
Authors: Fullagar Clive , Barling Julian
Published: August 2011

This research identified four different patterns of loyalty to the organization and union in two Canadian unions (N = 426): (1) loyalty to both company and union (dual allegiance/loyalty); (2) loyalty to neither the union nor the company (dual non‐allegiance); (3) loyalty to the union, but not the company (unilateral union loyalty); and (4) loyalty to the company, but not the union (unilateral company allegiance). The predictors and consequences of these different patterns of company and union loyalty were assessed in a longitudinal design across three six‐month periods using a discriminant analysis and multivariate analysis of covariance, respectively. The results of the discriminant analysis confirmed the existence of unique predictors of organizational and union commitment. Only one common predictor of union and company commitment was found, namely union involvement. Similarly, the multivariate analyses of covariance suggested unique consequences for union and organizational allegiance. The implications of the findings for both unions and organizations are discussed. In particular, the possibility that involvement in either the union or the organization does not necessarily exert negative consequences for the other is emphasized.
Modelling the role of pay equity perceptions: A field study
Authors: Summers Timothy P. , Hendrix William H.
Published: August 2011

Data were collected on 365 managers representing five managerial levels in order to provide an initial field test of an equity model based on Adams (1963) and Lawler (1971). Exploratory path analysis was performed using LISREL VI to identify the primary paths affecting equity perceptions and those leading to the outcomes of job performance and voluntary turnover. The primary variables influencing pay equity were salary level, job level, pay valence, and prior job performance. The data suggested that pay equity perceptions have an impact on voluntary turnover but not necessarily on job performance. The impact on turnover, however, was indirect, through its influence on pay satisfaction, job satisfaction, organizational commitment, and intent to leave. The major predictors of job performance were prior job performance and salary level.
Personal and situational characteristics influencing the effectiveness of transfer of training improvement strategies
Authors: Tziner Aharon , Haccoun Robert R. , Kadish Avi
Published: August 2011

A relapse prevention (RP) module was added to a two‐week training programme in order to evaluate its impact on post‐training transfer. Locus of control, as well as the subjects' self‐perceptions of the degree to which the work milieu would support their application of the skills taught, were also measured. The outcome (dependent) variables, measured for the 81 training participants, included reactions, knowledge and on‐the‐job skill usage, with the latter being obtained from both the trainees and their immediate supervisors. The results indicate that, as compared to appropriate controls, knowledge acquisition and the extent of strategy utilization was significantly higher for those who participated in the RP. Locus of control and perceived support interacted with the RP intervention on the extent of strategy utilization. The results are discussed in the light of previous research on the issue of transfer of training.
Organizationally intended and unintended coping: The case of an incentive compensation plan
Authors: George Jennifer M. , Brief Arthur P. , Webster Jane
Published: August 2011

Coping typically is viewed in terms of its functionality for the individual engaging in it. We suggest that it also may be fruitful to consider coping from the perspective of the individual's employing organization. That is, from a managerial perspective, workers may cope with job stressors in intended or unintended ways. Among a sample of professional and managerial personnel of an insurance company, it was found that global evaluations of the job and evaluations of the specific stressor were associated with organizationally intended and unintended ways of coping with the stressor. More specifically, it was found that workers' overall job satisfaction and their evaluations of the controllability of the amount of incentive compensation received and the contingency between performance and incentive compensation were positively related to organizationally intended ways of coping with an incentive compensation plan and negatively related to organizationally unintended ways of coping. Implications of these results and directions for future research are discussed.
The response of day and night nurses to their work schedules
Authors: Barton Jane , Folkard Simon
Published: August 2011

Large numbers of people are now required to work at night despite growing concern over the detrimental effects which may result for the individual shiftworker. Day‐ and night‐shift nurses at a psychiatric hospital were compared, in order to highlight any differences between them on a range of measures. These comprised (a) their satisfaction with their shift schedule in relation to the amount and distribution of free time, the actual hours of work, and the number and timing of breaks; (b) the interference to the shift schedule with their private lives in terms of sleep and fatigue problems as well as social and domestic inconvenience; (c) their reported levels of stress over the past month; and (d) the value they attached to time off work at different times of the day and for different days of the week, and the relationship it may have with absenteeism from work. The results indicated the importance of day vs. night work in determining the level of some of these measures, and in particular stress, domestic inconvenience, satisfaction and the value of time off work, as well as indicating that other factors such as age and whether or not they were permanent night‐workers may influence the magnitude of these effects on the night shift.
The relationship of subordinate upward influencing behaviour, satisfaction and perceived superior effectiveness with leader—member exchanges
Authors: Deluga Ronald J. , Perry J. T.
Published: August 2011

The purpose of this study was to investigate how reported subordinate upward influencing behaviour varies with perceived quality of leader‐member exchanges (LMX). Subordinate upward influence effectiveness, satisfaction with the superior and superior effectiveness were also of interest. It was predicted that higher quality LMX would be positively associated with the use of bargaining, reason and friendliness (Hypothesis 1), and negatively related to the use of higher authority, coalition and assertiveness (Hypothesis 2) upward influence strategies. It was further predicted that higher quality LMX would be associated with upward subordinate influence effectiveness (Hypothesis 3), subordinate satisfaction with the superior and superior effectiveness (Hypothesis 4). Three hundred and seventy‐six subjects (average age = 33.58 years) completed several measures assessing the target variables. Hierarchical multiple regression confirmed Hypotheses 2, 3 and 4. Hypothesis 1 was not supported. These findings are discussed in terms of superior‐subordinate influencing dynamics and the advantages of higher quality LMX.
Career stage as a moderator of the relationships between organizational commitment and its outcomes: A meta‐analysis
Authors: Cohen Aaron
Published: August 2011

The existing career development and organizational commitment development theory suggests that career stage may moderate the relationship between organizational commitment and outcomes. However, the study of organizational commitment‐outcomes linkages across career stages has been a neglected area of research. In light of this insufficiency, a meta‐analysis review of 41 samples dealing with the relationships between organizational commitment and outcomes was conducted. The total sample was divided into different time frames according to two indicators of career stage: age and tenure. The findings support the proposition that career stage moderates the relationships between organizational commitment and outcomes. The relationship between commitment and turnover (actual and intended) is stronger in the early career stage than in the mid and late‐career stages. The relationships of commitment with performance and absenteeism are strongest in the late‐career stage. The findings are discussed in terms of the need for more research that examines organizational commitment‐outcomes relationships across career stages as well as across other potential moderators.
Technology‐led change: A study of the implementation of CADCAM
Authors: Symon G. , Clegg C. W.
Published: August 2011

Many authors have emphasized that new technology implementations in organizations are predominantly ‘technology led' (e.g. Blacker & Brown, 1986; Clegg & Kemp, 1986). However, few analysts have attempted to account for this approach or, indeed, to spell out its consequences. In this study, we describe the implementation of a CADCAM system in a light engineering company over an 18‐month period, focusing specifically on the reasons for the adoption of a technology‐led implementation style. Using a variety of methods and data‐gathering techniques, we argue that this ‘technology‐led’ implementation is a form of ‘satisficing’ (March & Simon, 1961) and that this approach was adopted as a result of the differentiated and political environment, the scarcity of organizational resources, the existing managerial style and the complexity of the problem. We present a model of this implementation approach and its outcomes based on this interpretation.
Job characteristics, role stress and mental health
Authors: Kelloway E. Kevin , Barling Julian
Published: August 2011

We propose and evaluate a model of mental health in the workplace. Based on Warr's (1987) distinction between job‐related and context‐free mental health, we hypothesize that indices of job‐related affective well‐being (work satisfaction, emotional exhaustion and depersonalization) and subjective competence (personal accomplishments at work) mediate the relationships between job characteristics and role stressors on the one hand, and mental health on the other. Confirmatory path analysis of responses from 720 hospital employees showed that all but 4 of the 20 hypothesized effects were significant in the expected direction, and the model provided a good fit to the data. Moreover, the proposed model fits the data better than both a non‐mediational model and a model positing an alternate causal sequence. Results are interpreted as providing support for the mediational role of job‐related well‐being. Some directions for future research linking work and mental health are discussed.
Job strain and occupational stress among urban public transit operators
Authors: Carrère Sybil , Evans Gary W. , Palsane M. N. , Rivas Mary
Published: August 2011

Job strain, characterized by an excess of workload demands over decision latitude, has been associated with worker morbidity and mortality in several epidemiological studies. One mechanism that might account for some of this association is elevated cardiovascular and catecholamine activity at work among labourers experiencing high job strain. We studied the relation between job strain and physiological and psychological stress among a sample of urban, public transit operators. Bus drivers experiencing high job strain in comparison to their co‐workers with low strain had greater workday elevations in catecholamines but not blood pressure. They also evidenced higher occupational stress as measured both by an unobtrusive behavioural index of stress while driving the bus and according to a standardized questionnaire measure of job stress. We discuss these results in light of previous research suggesting that the public transit work environment is highly stressful.
Sexual harassment: The response of management and trade unions
Authors: Kremer John M. D. , Marks Jenny
Published: August 2011

The paper describes a series of surveys which dealt with the response of employers and trade unions to sexual harassment, together with an analysis of cases dealt with by the Equal Opportunities Commission for Northern Ireland. The surveys considered issues including training, policy, publicity and perception of sexual harassment by designated personnel. Results indicated wide variations in response amongst representatives of trade unions and private and public sector employers, and a general lack of coordination between organizations. The difficulties in defining and ultimately pursuing cases of sexual harassment are discussed in the light of these findings.
The role of early family experiences in the perception of organizational stress: Fusing clinical and organizational perspectives
Authors: Firth‐Cozens Jenny
Published: August 2011

This study of a longitudinal investigation of 170 junior doctors, followed from when they were students, was designed to contribute to the organizational–individual debate over the causes of job stress and especially to address some of the criticisms of those studies which see stress as largely dispositional. It considers individual and organizational predictors of job attitudes and stress, in particular the roles played by personality variables relevant to their job (self‐criticism, empathy and dependency), family variables of perceived early relationships, early loss or separation, and parents' ages, as well as more traditional factors of initial stress levels and role satisfaction (all measured as students) together with present objective measures of hours worked, responsibility levels and type of hospital. It was found that the main predictors of job stress were self‐criticism and father's age, while job attitudes were predicted by relationship to mother and student role satisfaction. The non‐family predictors were in turn predicted by family variables. In addition, those who had suffered parental loss or separation when young were more likely to reach a clinical level of symptoms. Finally, the importance of both organizational and individual factors was indicated by the finding that the level of perceived stress caused by senior doctors was predicted first by the type of hospital and almost as strongly by relationships with fathers. This is seen as an empirical indication of psychoanalytical transference in job stress. The results suggest underlying mechanisms for the dispositional approach to job perceptions and stress, though the organization remains important and requires more detailed assessment.