bluuebunny/crossref_metadata_2025_split huggingface dataset:
Sex role stereotyping and requisite management characteristics: A cross cultural look
Authors: Schein Virginia E. , Mueller Ruediger 
Published: July 2007

AbstractThe 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

AbstractThis 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

AbstractFew 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

AbstractThis 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

AbstractEmployee 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

AbstractData 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

AbstractPrevious 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

AbstractThis 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

AbstractThis 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

AbstractThis 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.
Industrial relations, worksite stress reduction, and employee well‐being: A participatory action research investigation
Authors: Heaney Catherine A. , Israel Barbara A. , Schurman Susan J. , Baker Elizabeth A. , House James S. , Hugentobler Margrit 
Published: July 2007

AbstractThe workplace has become the locus of many stress management and stress reduction interventions. However, little attention has focused on how worksite factors affect the implementation and impact of such interventions. In this paper, we investigate the effect of new versus traditional industrial relations practices on the impact of a worksite stress reduction program in a manufacturing setting. More specifically, a participatory action research (PAR) stress project is described and evaluated in two different labor–management relations contexts. One organization is characterized by the emerging ’new‘ industrial relations system where labor–management relations incorporate elements of joint problem‐solving. The other organization has a more traditional approach where labor–management relations are formally adversarial. Results indicate that the labor–management relations context did influence the impact of the stress project. Involvement in the PAR stress project enhanced employee participation in decision‐making in both contexts. However, involvement in the stress project enhanced employees' perceptions of the climate for participation only in the organization with more cooperative industrial relations. Increases in coworker support and decreases in depressive symptoms were associated with involvement in the PAR stress project in the organization with more adversarial industrial relations.
Relationship of work‐family conflict, gender, and alcohol expectancies to alcohol use/abuse
Authors: Frone Michael R. , Russell Marcia , Cooper M. Lynne 
Published: July 2007

AbstractNumerous studies have documented a positive relationship between work‐family conflict and both psychological distress and somatic symptoms. Little research, however, has explored the relationship of work‐family conflict to alcohol use/abuse. Consequently, this study investigated the relationship of work‐family conflict to several indicators of abusive alcohol consumption. In addition, the moderating influence of gender and tension‐reduction expectancies was examined. Data were obtained through household interviews with a random sample of 473 employed adults. As hypothesized, work‐family conflict was positively related to abusive alcohol consumption. In addition, there was strong support for the moderating influence of tension‐reduction expectancies. As anticipated, the positive relationship between work‐family conflict and abusive alcohol consumption was found almost exclusively among individuals who believe that alcohol use promotes relaxation and tension reduction. In contrast, the hypothesis that gender moderates the relationship between work‐family conflict and alcohol use/abuse was not supported. Implications for future research and intervention efforts aimed at reducing alcohol abuse in the workforce are discussed.
Success and failure in the labor market: Some comments
Authors: Feather N. T. 
Published: July 2007

AbstractThese comments on the Schaufeli and Van Ypersen (1993) article on success and failure in the labor market consider the generalizability of their results across different samples and cultures. They also consider the need to move beyond empirical studies that are primarily concerned with identifying predictor variables to theory‐drive studies that tie research on unemployment into existing or new theoretical frameworks, thereby providing order and meaning to the findings from unemployment research.
The construct validity of two burnout measures
Authors: Schaufeli Wilmar B. , Van Dierendonck Dirk 
Published: July 2007

AbstractThe present study was carried out among a sample of 667 Dutch nurses and assesses three aspects of the construct validity of the two most widely used self‐report burnout questionnaires: The Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Although the factorial validity of the three‐dimensional structure of the MBI was convincingly demonstrated by confirmatory factor analysis with LISREL, four weak and ambiguous items were identified. Regarding the BM, some doubts have arisen about its one‐dimensionality. The congruent validity of the questionnaires was well established: They both refer to the core element of the burnout syndrome (i.e. exhaustion). Moreover, linear structural analyses suggested that burnout is a two multi‐dimensional construct consisting of an affective component (i.e. exhaustion) and an attitudinal component (i.e. a negative attitude towards recipients and towards one's job performance). However, the discriminant validity of the first component is rather poor since it considerably overlaps with self‐reported somatic complaints and psychological strain. It is concluded that the MBI can be employed as a reliable and valid multi‐dimensional indicator of burnout in professionals who work with people. The BM assesses the non‐specific affective component of burnout (i.e. exhaustion) and should therefore be supplemented by a scale that measures the attitudinal component of the syndrome.
Pregnancy as a source of bias in performance appraisals
Authors: Halpert Jane A. , Wilson Midge L. , Hickman Julia L. 
Published: July 2007

AbstractNotwithstanding recent gains, women have still not achieved parity with men in the workplace. This is further complicated by common negative images of pregnant women (Taylor and Langer, 1977). The present study investigated (1) stereotypes about pregnant working women, and (2) the effect of an employee's pregnancy on performance evaluation. In the first study, subjects' attitudes about pregnant employees were assessed via questionnaire. Substantial negative stereotyping was found to exist, especially among males. In Study 2, subjects viewed videotapes of either a pregnant or a non‐pregnant women doing assessment‐center‐type tasks and were asked to evaluate her performance. When the employee was pregnant, she was consistently rated lower compared to when she was non‐pregnant. A main effect of rater sex and a rater sex by pregnancy condition interaction were found, indicating that males assigned lower ratings than females and were also more negatively affected by the pregnancy condition. Implications for organizational policy regarding employee pregnancy and performance appraisal systems are discussed.
From job‐based to competency‐based organizations
Authors: Lawler Edward E. 
Published: July 2007

AbstractThe efficacy of designing organizations around job structures is challenged. Although this approach has dominated the fields of organizational behavior and human resource management for decades, a number of forces have converged to suggest that a competency‐based approach often is more appropriate. In the global competitive environment which large, complex organizations face, the competency‐based approach and the capabilities that individuals need to acquire and develop should be the major focus. Reward systems, career tracks, selection systems, and the structure of organizations need to change to focus on competencies. The challenges and opportunities for research, theory, and practice development that a change to a competency‐based approach raises are many and diverse. For example, new pay systems are needed, new selection systems are needed, indeed whole new concepts about what constitutes selection validity and career development are needed.
Influences on the quality of supervisor–subordinate relations: The role of time‐pressure, organizational commitment, and locus of control
Authors: Kinicki Angelo J. , Vecchio Robert P. 
Published: July 2007

AbstractDespite a growing literature devoted to the study of differences in the quality of leader–member exchange, little empirical evidence is available concerning factors that influence the degree of differentiation among leader–member dyads on the dimension of quality of working relationships. As time‐pressure has been suggested as one potential influence, the impact of time‐based stress on leader–member exchange was examined with a sample of 138 loan officers representing 24 bank branches. Results indicated that unit‐level variability on leader–member exchange was inversely related with time‐based stress, while unit‐level mean on leader–member exchange was positively related with time‐based stress. Additionally, leader–member exchange acted as a mediator of the relation between employee locus of control (a suspected antecedent of dyadic quality) and organizational commitment (a suspected outcome), while employee locus of control correlated with leader–member exchange, and leader–member exchange correlated with employee organizational commitment. The results suggest the usefulness of considering time‐based stress in conjunction with current models of leadership.
Factors affecting supervisors' use of disciplinary actions following poor performance
Authors: Trahan Wanda A. , Steiner Dirk D. 
Published: July 2007

AbstractThe present study, as an extension of Mitchell and Woods (1980), examined the relationships between supervisor and subordinate variables and disciplinary action severity in a field setting. Hypotheses were tested using questionnaire data from nursing supervisors. Analyses confirmed that supervisor attributions, severity of the incident of poor performance, supervisor intent, and subordinate work history were related to disciplinary action severity. Moreover, regression analysis indicated that severity of the incident of poor performance was the largest contributor to the choices of a disciplinary action. Implications of the study for organizations and future research are discussed.
Relocation attitudes and adjustment: A longitudinal study
Authors: Fisher Cynthia D. , Shaw James B. 
Published: July 2007

AbstractThis study identified correlates of attitude toward an impending employer‐initiated relocation, then followed up by predicting post‐transfer attitude and adjustment difficulty in the same sample. Predictors suggested by past research on mobility attitudes (i.e. demographic characteristics and attributes of the pre‐move location) were less important in explaining pre‐move attitude toward the transfer than were expected attributes of the new location. After the move, experienced aspects of the new location such as role ambiguity, degree of advancement, and community and job satisfaction were the strongest predictors of overall post‐move attitude and adjustment difficulty. In many cases, pre‐move expectations about attributes of the new location were not related to affect or adjustment after the move, suggesting that pre‐move expectations may have been inaccurate. Implications for theory, research, and organizational practice are discussed.
A psychological process investigation for the effects of recruitment source and organization information on job survival
Authors: Saks Alan M. 
Published: July 2007

AbstractThe purpose of this study was to examine the psychological processes for the effects of recruitment source and organization information on newcomers' job survival. Formal sources of recruitment were compared to informal sources, and a model based on the realism and met expectations hypotheses for the effects of information accuracy received from one's recruitment source and the organization on job survival was tested. Employees recruited through informal sources of recruitment (employee referrals, rehires, and self‐initiated walk‐ins) were found to have greater job survival in comparison to employees recruited through formal sources of recruitment (newspaper and radio advertisement, and posters), and reported receiving more accurate job information from their recruitment source, greater met expectations, and ability to cope. The results of a path analysis indicated that the accuracy of information received from one's recruitment source and the organization was significantly related to several of the hypothesized process variables of the realism hypothesis that are related to subsequent job survival. Further, the results support the met expectations hypothesis as one of the key psychological processes underlying the relationship between information accuracy and job survival. The implications for future research and practice are discussed from an information acquisition perspective that integrates the literature on recruitment sources and socialization.