bluuebunny/crossref_metadata_2025_split huggingface dataset:
Social support and newcomer adjustment in organizations: Attachment theory at work?
Authors: Nelson Debra L. , Quick James Campbell 
Published: July 2007

AbstractSocial support has been suggested as important for newcomer adjustment to an organization. The present paper reports a longitudinal study of 91 newcomers to three separate organizations. The effects of availability and helpfulness of 10 sources of social support on newcomers reports of psychological distress, satisfaction, intention to leave, and their supervisors assessment of their performance rating (N of supervisors = 41; n of ratings = 91) were examined. The availability of support activities such as offsite training sessions and business trips were found to be associated with decreased psychological symptoms. Helpfulness of various relationship supports were associated with positive adjustment. These results are discussed within the context of attachment theory and our knowledge of social support in work settings.
The development of an occupational attributional style questionnaire
Authors: Furnham Adrian , Sadka Valda , Brewin Chris R. 
Published: July 2007

AbstractNinety working adults completed the OASQ — an occupational attributional style questionnaire aimed specifically at examining attributions for work‐related events. They also completed well‐known and validated measures of job satisfaction and intrinsic motivation. The OASQ was shown to have satisfactory internal reliability. Attributions for positive events, rather than negative events, were significantly correlated with demographic variables like occupational status and salary but also job satisfaction and motivation. The study supports previous work to the effect that an ‘optimistic’ internal attributional style at work is associated with satisfaction and motivation.
‘Work’ or ‘leisure’? The protestant work ethic and participation in an employee fitness program
Authors: Mudrack Peter E. 
Published: July 2007

AbstractIs a company's in‐house fitness center perceived as a place to engage in ‘leisure ’activities that are distinct from ‘work’, or as an extension of normal ‘work ’activities? This exploratory study examined the possibility that Protestant Work Ethic (PWE) beliefs might influence the frequency with which employees use their company's exercise programs and facilities. If exercise programs are regarded as ‘leisure’, then PWE endorsers would likely not participate, but the reverse might be true to the extent that such programs are seen as ‘work’. A short survey was completed by 335 employees of a large Canadian corporation which maintained an in‐house fitness center that had been in operation for 16 months. The sample was almost evenly divided between users and non‐users of the facilities. Results indicated that PWE endorsement was positively related both to the frequency with which respondents visited their company's fitness center, and to the perception that exercise provided work‐related benefits, and these findings suggest that on‐the‐job fitness is regarded more as a component of ‘work ’than of ‘leisure’.‘A corporate fitness program is the hottest perk since the executive washroom ’(Hoffman and Hobson, 1984, p. 110).
Work—nonwork conflict and the perceived quality of life
Authors: Rice Robert W. , Frone Michael R. , McFarlin Dean B. 
Published: July 2007

AbstractFrom additive models of overall quality of life, two hypotheses were derived about the relationships among work—family conflict, work—leisure conflict, job satisfaction, family satisfaction, leisure satisfaction and global life satisfaction. In supporting these two hypotheses, path analyses of survey data from a national probability sample of United States workers (n = 823) showed: (1) the direct paths between work—nonwork conflict and global life satisfaction were nonsignificant; and (2) the indirect paths between work—nonwork conflict and global life satisfaction, which are mediated by job satisfaction and nonwork satisfaction, were all significant. Further analyses indicated that, in general, the magnitude of these path coefficients was not significantly moderated by sociodemographic variables. Discussion considered the role of additive models as conceptual frameworks for studies concerned with the effects of work experiences on the overall quality of life.
The effects of type A behavior dimensions and optimism on coping strategy, health, and performance
Authors: Lee Cynthia , Ashford Susan J. , Jamieson Linda F. 
Published: July 2007

AbstractType A behavior dimensions and optimism were examined as predictors of health and performance. In addition, this research also explored the ways that Type As and optimists cope with stressful situations. The achievement striving dimension of the Type A behavior pattern and optimism were positively related to class performance, while the anger/hostility dimension was positively related to the health symptom of anxiety. Optimism, on the other hand, was negatively related to anxiety. The interaction of achievement striving and optimism was negatively related to anxiety. Additionally, while achievement striving was positively related to problem‐focused coping, irritability showed a negative association with problem‐focused coping strategy. The results of this study provide insights for both individuals and organizations regarding how to cope with daily stresses in order to lower health risks and improve performance.
Profiles of commitment: An empirical test
Authors: Becker Thomas E. , Billings Robert S. 
Published: July 2007

AbstractPrior research has demonstrated the importance of distinguishing among foci and bases of commitment. Foci of commitment are the individuals and groups to whom an employee is attached, and bases of commitment are the motives engendering attachment. This study uses distinctions among foci and bases of commitment to develop four profiles of commitment, and examines the extent to which differences in these patterns predict other variables. Cluster analysis of 440 employees suggests the following profiles: (1) The Locally Committed (employees who are attached to their supervisor and work group), (2) the Globally Committed (who are attached to top management and the organization), (3) the Committed (who are attached to both local and global foci), and (4) the Uncommitted (who are attached to neither local nor global foci). The profiles are differentially related to intent to quit, job satisfaction, prosocial organizational behaviors, and certain demographic and contextual variables. Implications of these findings for theory and practice are discussed.
The feedback environment: An exploratory study of cue use
Authors: Ashford Susan J. 
Published: July 2007

AbstractThis paper examines individuals' theories about cue use in organizations — theories about which of the many cues available in an organization's feedback environment they should use to guide their behavior. It also investigates how these theories vary with increasing organizational experience. The research assesses individual's implicit theories regarding cue use using both open‐ and closed‐ended data collection methods. Results suggest that, regardless of experience, individuals place the most importance on cues from the company and their supervisors. Peer feedback and self‐observations were seen as much less important. These results are interesting in light of previous studies showing that the self was the most available, and the organization the least available, source of feedback. With experience, managers appear to learn to emphasize negative over positive feedback, especially from superiors, and to emphasize their peers' actions over their words when a negative message is being conveyed.
Development and use of English versions of Japanese PM leadership measures in electronics plants
Authors: Peterson Mark F. , Smith Peter B. , Tayeb Monir H. 
Published: July 2007

AbstractScaling and convergent validity findings are provided for indices derived from English translations of Performance (P) and Maintenance (M) field measures of leadership used for production employees in Japanese manufacturing organizations (Misumi, 1985; Misumi and Peterson, 1985). LISREL confirmatory factor analyses indicate some weaknesses in the measures ordinarily used. Item analyses using seven items from the Ohio State scales indicate that the English version of the Japanese ’maintenance‘ leadership function measure is very similar to the Ohio State ’Consideration‘ measure. The measures of two aspects of the ’Performance‘ function — Planning‐P and Pressure‐P — show differences from items often used to measure various aspects of Initiating Structure. Regressions reported for two electronics assembly plants (one British and one U.S.) show relationships partially consistent with usual Japanese results for group process/attitude descriptions by subordinates, but not for performance. Results for performance ratings by superiors show that experiencing the M function from a superior is positively associated with two of three aspects of rated performance at one site. Pressuring leadership is negatively related to interpersonal cooperation at both sites. The results suggest that field research using English versions of the PM measures is likely to produce different results than research using many measures based on the Ohio State tradition. Revisions needed in PM measures and methods to take advantage of the theory's basic insights and to integrate it with Western research are discussed.
Sources of individual differences in interviewer effectiveness: A model and implications for future research
Authors: Graves Laura M. 
Published: July 2007

AbstractIn response to recent suggestions that employment interview researchers adopt an idiographic approach focusing on differences in effectiveness across interviewers, this article proposes a model of sources of individual differences in interviewer effectiveness. The model is used as a framework for evaluating existing research. This review of the literature reveals individual differences across interviewers in a number of areas, but indicates that research has failed to examine adequately the possible sources of individual differences and their links to effectiveness. Suggestions for future research are offered.
Stress experienced by active members of trade unions
Authors: Nandram Sharda S. , Klandermans Bert 
Published: July 2007

AbstractThe literature presents role conflict, role ambiguity and role overload as psychological stressors which arise when a person plays conflicting roles, receives conflicting signals of what the environment expects of him, or both. Complexity increases when a role or a plurality of roles involves more activities and when a person functions in more than a single system (environment) and hence is faced with a variety of role senders. Research into this kind of stress has not covered active labor union members, even though their position would seem to make them likely stress candidates. In this article we demonstrate that active union members do indeed face role problems. We also report findings that are generally supportive of the expected positive association between active union members' experience of the central component of burnout (viz. emotional exhaustion) and each of the examined role problems individually and in combination (i.e. an index of overall role stress). Further, the results of a multiple regression analysis showed that emotional exhaustion was most strongly associated with intra‐sender conflict and qualitative role overload.
Trade union support following an underground explosion
Authors: Bluen Stephen D. , Edelstein Ilana 
Published: July 2007

AbstractWe examined emotional support offered by a trade union and psychological distress four months after an underground explosion in a South Africa gold mine, which caused 63 fatalities and five injuries. The disaster occurred the day after the end of a three‐week, industry‐wide strike by the National Union of Mineworkers (NUM). Statistically controlling for industrial relations stress, no psychological distress differences were recorded between the experimental group (21 NUM members who were underground at the time of the blast) and a control group of 22 NUM members employed at a different gold mine in the region. Union emotional support interacted with exposure to the disaster: Whereas union support was significantly and inversely related to psychological distress for the experimental group, the relationship was non‐significant for the control group. Results are discussed in terms of the importance of trade unions as a source of social support.
Attributional conflict between managers and subordinates: An investigation of leader‐member exchange effects
Authors: Wilhelm Caroline C. , Herd Ann M. , Steiner Dirk D. 
Published: July 2007

AbstractThe present study investigated the discrepancies, or conflict, between the attributions of leaders and members as a function of LMX quality and explored the relation between attributional conflict and subordinate job satisfaction, perceptions of equity, and turnover intentions. Data for the study were provided by 141 supervisor‐subordinate dyads from the managerial ranks of a large manufacturing organization. Both parties of the dyad made attributions for subordinate loyalty, affect, and contributions, member behaviors identified as critical in previous LMX research. Limited support emerged for the hypothesis that attributional conflict would be greater in dyads where subordinates reported lower rather than higher LMX quality. Findings suggested that attributional discrepencies are due, in part, to the tendency of leaders to make more favorable attributions for subordinates reporting higher LMX quality than for subordinates reporting lower LMX quality. Results also revealed that, while attributional conflict was negatively related to subordinate satisfaction and perceptions of equity and positively related to turnover intentions, attributional conflict did not predict subordinate work outcomes when the effects of LMX quality were controlled. Implications of these findings were discussed.
Perceived intra‐organizational mobility: Reliable versus exceptional performance as means to getting ahead
Authors: Beehr Terry A. , Taber Tom D. 
Published: July 2007

Abstract‘Work hard and get ahead’ is a fundamental tenet of modern organizations, but employees have different interpretations of what it means to ‘work hard’ and perceive that there are multiple channels to ‘get ahead’. The current research explores employees' perceptions of the factors affecting their intra‐organizational upward mobility. Results using a survey instrument in a large American medical college show that employees can distinguish among intra‐organizational mobility channels based on reliable role performance, on exceptional role performance, and on non‐performance factors such as personal characteristics (e.g. race and gender), or luck and favoritism. Perceptions of mobility channels are related to such organizationally relevant outcomes as employee satisfaction and turnover intentions. Occupational sub‐groups, however, perceive different structures for upward mobility.
Cognitive and motivational effects of participation: A mediator study
Authors: Latham Gary P. , Winters Dawn C. , Locke Edwin A. 
Published: July 2007

AbstractPrevious experimental studies of participation have typically examined its motivational (especially commitment) benefits. These studies showed that these benefits are neither large nor consistent. The present study focused on the cognitive benefits of participation in decision making (pdm) and on the role of a different motivational mediator, self‐efficacy. Unlike previous research which claimed to study the cognitive (informational) effects of participation, the present experiment: (a) allowed the information concerning task strategies to emerge from group discussion rather than being manipulated by the experimenter; (b) measured the actual strategies that were developed and used by subjects in the pdm condition; and (c) measured self‐efficacy which was associated with the discovery and use of these strategies. It was found that the strategies developed by the subjects and their self‐efficacy completely mediated the effect of participation on performance. Further, participation in setting goals, consistent with previous studies, did not affect performance but did affect self‐efficacy.
The importance of gender in mid‐career: A longitudinal study of MBAs
Authors: Schneer Joy A. , Reitman Frieda 
Published: July 2007

AbstractThis longitudinal study investigates whether the work environment in mid‐career is comparable for men and women MBAs. No gender differences were found in early career. However by mid‐career, women report less income, career satisfaction, and boss appreciation than men. Discrimination is also more prevalent for women.
Individual and contextual influences on self‐assessed training needs
Authors: Guthrie James P. , Schwoerer Catherine E. 
Published: July 2007

AbstractReliance on self‐assessed training needs for input into decisions regarding training participation and design is increasingly common. Previous study results indicate that perceptions of training utility influence these self‐assessments. In a sample of 380 managers and supervisors, this study found that training self‐efficacy and managerial support positively influenced perceptions of training utility, while educational level was negatively associated with these perceptions. In addition, training utility perceptions and span of control both directly and positively influenced reported need for training in management skills. Implications for both research and practice are discussed.
Charismatic leadership in organizations: Perceived behavioral attributes and their measurement
Authors: Conger Jay A. , Kanungo Rabindra N. 
Published: July 2007

AbstractRecent interest in the charismatic leadership role of managers in organizations calls for the identification and measurement of perceived behavior characteristics of such leadership. This article reports on the development of a questionnaire measure of the perceived behavioral dimensions of charismatic leadership proposed by the Conger and Kanungo (1987, 1988) model. Data were collected from 488 managers belonging to four organizations located in the U.S.A. and Canada. Analysis of the results revealed sound psychometric properties of the measure with adequate reliability, convergent and discriminant validity coefficients, and a stable factor structure. Implications of the measure for future research and practice are discussed.
Expressed and suppressed anger as predictors of health complaints
Authors: Begley Thomas M. 
Published: July 2007

AbstractIn this study, associations were examined of expressed and suppressed anger with anxiety, depression, and somatic complaints in a sample of owner/managers of smaller businesses. A direct relationship between suppressed anger — anger‐in — and the three health complaints was found. Also, anger‐in moderated the relationship between the responsibility for people stressor and both anxiety and depression. Further, expressed anger — anger‐out — moderated the relationship between responsibility for people and depression. In each interaction, responsibility for people related more strongly with the health complaint when anger‐in or anger‐out was high than when it was low.
Moderating effects of self‐efficacy for the relationship between training method and anxiety and stress reactions of newcomers
Authors: Saks Alan M. 
Published: July 2007

AbstractThe purpose of this study was to examine the moderating effect of self‐efficacy for the relationship between training method and newcomers' anxiety and stress reactions. The two methods of training examined were formal orientation and training and tutorial training. A sample of 198 newly‐hired entry‐level accountants completed a questionnaire following their first few weeks of entry. The results indicated that self‐efficacy was negatively related to anxiety but not stress. However, a positive relationship between anxiety and stress suggested that self‐efficacy was indirectly related to stress through its relationship with anxiety. Further, self‐efficacy was found to moderate the relationship between training method and anxiety. Formal orientation and training was related to lower anxiety for newcomers with low technical self‐efficacy. The opposite result was found for tutorial training. Tutorial training was related to higher anxiety for newcomers with low academic self‐efficacy. The relationship between training and anxiety did not vary by training method for newcomers with high self‐efficacy. The research and practical implications of a self‐efficacy theory framework are discussed for the training, socialization, and adjustment of newcomers.
Occupational stress: Coping of police and their spouses
Authors: Beehr Terry A. , Johnson Leanor B. , Nieva Ronie 
Published: July 2007

AbstractOne hundred seventy‐seven police officers and their spouses from two metropolitan areas completed separate questionnaires regarding stress and coping. Both the police and spouses reported using four coping activities in response to their own stressors: problem focused, emotion focused, religiosity, and rugged individualism. Three potential police strains previously noted in non‐empirical literature were given special attention; divorce potential, drinking behavior, and suicide thoughts.
Correlates of motivation for competitive or cooperative strategy among employed adults
Authors: Ward Edward A. 
Published: July 2007

AbstractThe degree to which two measures of locus of control (LOC) and two measures of need for achievement (NACH) correlate with the motivations of persons for competitive or cooperative strategy was measured in 191 graduate students who are employed full‐time as salaried employees. Results indicated significant correlations between motivation for competitive strategies and LOC, NACH, and the factors of LOC entitled self‐confidence, internality, and belief in chance. The motivation to avoid the use of competitive strategies was correlated with belief in control by powerful others and chance. The motivation to use cooperative strategies failed to correlate significantly with either NACH or LOC.
Some effects of teenagers' part‐time employment: The quantity and quality of work make the difference
Authors: Barling Julian , Rogers Kimberley‐Ann , Kelloway E. Kevin 
Published: July 2007

AbstractWe investigated the associations of the quantity and quality of part‐time employment with the school performance (amount of class cutting, homework, and average grades) and personal functioning (self‐esteem and time use) of high‐school students. Two hypotheses were tested: (a) working long hours would be associated with detrimental effects, but (b) the quality of employment would moderate these effects, such that employment quantity would be associated with detrimental effects only for low quality jobs. Data from 563 high school students (n = 233 in part‐time employment) provided support for the hypotheses. Conceptual, practical and policy ramifications of these findings are considered.
Intercultural interaction: A burden on international managers?
Authors: Janssens Maddy 
Published: July 2007

AbstractThis study discusses the applicability of culture shock and cultural distance with respect to intercultural interaction, one of the cross‐cultural adjustment dimensions. It examines the relationship of intercultural interaction with length of time in the host country and location of the foreign assignment. This study used a sample of 162 international managers from five multinational companies. The results suggest that the culture shock hypothesis does not hold for intercultural interaction. Rather, intercultural interaction continued to increase over time. The cultural distance hypothesis is also questioned. European managers completing a foreign assignment in Europe showed less intercultural interaction than European managers in North America and Asia. The desirability of intercultural interaction is discussed in the context of the strategic balance between global integration and local responsiveness and the need for dual citizen and mediating persons.