bluuebunny/crossref_metadata_2025_split huggingface dataset:
Person‐Situation interaction: Competing models of fit
Authors: Joyce William , Slocum John W. , Von Glinow Mary Ann 
Published: July 2007

AbstractThis paper identifies three models of person‐situation interaction in an effort to conceptually clarify and integrate previous research. Statistical criteria for each model are then developed and tested within one organizational setting. Results indicate partial support for each of the three interaction models, and suggest various improvements for person‐situation interaction research.
Prediction of job satisfaction from characteristics of personal work goals
Authors: Roberson Loriann 
Published: July 2007

AbstractThis paper examines the relationship of job satisfaction to dimensions of employee personal work goals. Based on past theory and research, it was hypothesized that the probability of goal success, positivity and negativity of goals, goal commitment, expected negative consequences for goal attainment, and goal clarity would be related to job satisfaction. A mixed idiographic‐nomothetic technique was used to assess the personal goals and perceived goal dimensions of 150 employees. Most hypotheses were confirmed, indicating that employees were more satisfied with their jobs to the extent that they had higher goal commitment, perceived high chances of success for attaining their goals, and had few negative goals in their job situation. In addition, two indices of goal clarity, knowing the means for goal attainment and having specific deadlines for goal attainment were also related to satisfaction. The results suggest that the goal dimensions important for performance and motivation may also be responsible for job satisfaction. Implications for the design of goal setting programs to maximize both performance and satisfaction are discussed.
Job and organizational attitudes in relation to employee behavioral intentions
Authors: Shore Lynn Mcfarlane , Newton Lucy A. , Thornton George C. 
Published: July 2007

AbstractA theoretical model was developed and evaluated which describes the differential relationship that organizational attitudes (organizational commitment and satisfaction job attitudes (job involvement and satisfaction) have with several behavioral intentions (turnover, absenteeism, and performance). One hundred and fifty‐seven male and 409 female participants filled out a survey. Results generally supported the proposed model.
Lower health risk with increased job control among white collar workers
Authors: Karasek Robert 
Published: July 2007

AbstractAssociations between increased job control and health status were tested with questionnaire data from a random sample of full‐time workers (n = 8504) from the national Swedish white collar labor federation, TCO (representing 25 per cent of the Swedish work force). Of these subjects, 1937 had undergone a company‐initiated job reorganization during the previous several years. Workers in the job reorganization group who had influence in the reorganization process and obtained increased task control as a result had lower levels of illness symptoms on 11 of 12 health indicators controlling for age and sex (11 of 12 associations significant for males, four of 12 associations significant for females).A previously validated measure of coronary heart disease was significantly lower in circumstances of increased job control for males (8.6 per cent symptom frequency with decreased control versus 3.4 per cent with increased control; p = 0.05). Absenteeism was lower: 10.7 per cent versus 5.0 per cent (0.01). Depression was lower 27.8 per cent to 13.7 per cent (0.001). However, smoking was significantly higher for women 11.0 per cent versus 23.5 per cent (0.01). All illness indicators showed that the process of job reorganization itself was associated with significantly higher symptoms (‘change stress’). However for males (only) symptoms levels when reorganization was accompanied by increased control were often as low or lower than symptom levels for no reorganization at all. Unfortunately, job reorganizations involving employee influence and increased task control were less frequent than job reorganizations involving reduced influence and no increased control, especially for women and older workers.
Coordinating work in complex organizations
Authors: Victor Bart 
Published: July 2007

AbstractDifferentiation, interdependence, and interest conflict between work units were investigated as determinants of managerial selection between coordination strategies. One hundred and four MBA students with managerial experience participated in a simulation in which they were required to select a strategy to manage systematically different relations between work units. Findings reveal a three‐way interaction between differentiation, interdependence, and interest conflict affecting the degree of cooperation and centralization of selected strategies. The formalization of such strategies was affected by an interaction between differentiation and interest conflict. Implications for theory and practice are described.
A Process investigation of realistic job previews: Mediating variables and channels of communication
Authors: Saks Alan M. , Cronshaw Steven F. 
Published: July 2007

AbstractA laboratory experiment was conducted to investigate the role of three possible mediating variables (job attitude, job knowledge, and job acceptance intention) to explain the effects of realistic job previews (RJPs) on entry‐level outcomes. In addition, the effectiveness of an oral realistic job preview presented by an employment interviewer was compared to a written RJP. Sixty undergraduate student volunteers were randomly assigned to one of three conditions: (1) an oral RJP presented to job applicants by the employment interviewer during an employment interview; (2) a written RJP given to job applicants to read before an employment interview; and (3) a control condition in which job applicants received general job information from the interviewer during an employment interview. Results indicated that knowledge was an important mediator of RJP effects on several entry‐level outcomes whereas attitude and job acceptance intention did not mediate RJP effects although both were strongly related to job acceptance decisions. In addition, the oral RJP was more effective than both the written RJP and general job information in creating positive preceptions of interviewer and organization honesty. Both the oral and the written RJP lowered subjects' job expectations and increased role clarity in comparison to the control group but did not affect job acceptance or commitment to job choice. The implications for future RJP research and application are discussed.
Job insecurity in managers: Antecedents and consequences
Authors: Roskies Ethel , Louis‐Guerin Christiane 
Published: July 2007

AbstractTo date, popular accounts and systematic studies of the effects of job insecurity have focused exclusively on firms in acute crisis. In contrast, this study examines perceptions of the reactions to insecurity as a chronic, ambiguous threat. None of the 1291 managers surveyed was currently facing layoff, but half worked for firms that had laid off managers in the previous five years and half worked in a stable, expanding firm. As in previous studies, concern about any aspect of job insecurity was associated with decreased personal well‐being and deterioration of work behavior and attitudes. However, only a small minority of managers were seriously worried about imminent job loss, with substantially more anxious about a deterioration in working conditions and long‐term security.
Invisible men and women: A status report on race as a variable in organization behavior research
Authors: Cox Taylor , Nkomo Stella M. 
Published: July 2007

AbstractTwenty‐five years after passage of the Civil Rights Act, the full integration of racial minorities in the Unites States workforce has still not been achieved. Recent demographic trends indicating that the workforce will be increasingly composed of racial minorities make this a critical issue for academics and practitioners alike. This paper reports on a review of journal research addressing issues of race in organizations. Articles published in twenty major outlets for organization behavior research between 1964 and 1989 were reviewed. Data on the quantity, types and topics of published work are presented. Results indicate that the amount of total published research is small relative to the importance of the topic, that the recent trend is for less rather than more research, that the designs and research questions have been very narrow, and that the topics covered are not representative of the domain of organization behavior. Based upon the findings, some suggestions for future research are offered.
The bicultural life experience of career‐oriented black women
Authors: Bell Ella Louise 
Published: July 2007

AbstractThis study explores the bicultural life experience of black career‐oriented women. Seventy‐one women participated in a larger study on the life experiences of black women. Of this sample, 21 (29 per cent) of the women were identified as being career‐oriented. Findings reveal that the women perceive themselves as living in two distinct cultural contexts, one black the other one white. The women compartmentalize the various components of their lives in order to manage the bicultural dimensions. In addition, they tend to have highly complex life structures to embrace both cultural contexts.
The impact of race on managers' experiences of developmental relationships (mentoring and sponsorship): An intra‐organizational study
Authors: Thomas David A. 
Published: July 2007

AbstractThis study examines the influence of race on protégés' experiences of forming developmental relationships. Data were collected from 88 black and 107 white managers, who, collectively, accounted for 487 developmental relationships. The results indicate that white protégés have almost no developmental relationships with persons of another race. Black protégés, however, form 63 per cent of their developmental relationships with whites. Blacks are more likely than whites to form relationships outside the formal lines of authority and outside their departments. Furthermore, same‐race relationships were found to provide significantly more psychosocial support than cross‐race relationships.
Work‐load, perceived control and psychological distress in Type A/B industrial workers
Authors: Kushnir T. , Melamed S. 
Published: July 2007

AbstractThe effects of work‐load (WL) and perceived control (PC) on the psychological well‐being of Type A and Type B industrial workers were studied using Karasek's Job Demands‐Control model (1979). Subjects were 3562 male workers from 21 factories in Israel.Compared to Type B, Type As showed higher stress symptoms (irritability, somatic complaints, anxiety) but also higher job satisfaction. Contrary to our hypotheses, Type As were not more stressed under conditions of low load or low PC. These findings run counter to intuitive deductions based on the ambitious, hard‐driving characteristics and control needs attributed to Type As. However there is some indication that a combination of low load and low PC (passive jobs) can be stressful for Type As, as indicated by high irritability scores. In addition, Type As were adversely affected by high load while Type Bs were not. Moreover, Type Bs reported high job satisfaction. Tests of Karasek's model revealed significant main effect for WL and PC on all dependent variables, but no interaction effects. Finally, incorporating Type A/B into the model indicated that the hypothesized high strain jobs combining high load and low PC proved to be stressful for Type As only.
The stability of comparative referent choice and feelings of inequity: A longitudinal field study
Authors: Stepina Lee P. , Perrewe Pamela L. 
Published: July 2007

AbstractThis study examined the stability of comparative referent choice and feelings of inequity, and the effects of changes in feelings of inequity on employee reactions. At two points in time, 24 months apart, employees' choices of comparative referents and feelings of inequity with regard to four job facets (compensation, security, job complexity, and supervisory behavior) were assessed. Results indicated that many employees used the same comparative referents at both times, especially for the compensation facet. For three of the facets (security, job complexity, and supervisory behavior), employees tended to either change from a disadvantaged status at T1 to an advantaged or equitable status at T2 or to maintain at T2 the advantaged/equitable status they experienced at T1. However, for the compensation facet a different picture emerged: employees who felt disadvantaged at T1 also felt disadvantaged at T2. Finally, employees who changed to or maintained an equitable or an advantaged status with regard to the job complexity and supervisory behavior facets generally reacted more positively (i.e. were more satisfied and productive and attended more frequently) than employees who changed to or maintained a disadvantaged status. Implications of these results for future research on equity theory were discussed.
Laboratory research in management: Misconceptions and missed opportunities
Authors: Griffin Ricky , Michele Kacmar K. 
Published: July 2007

AbstractLaboratory research has long been a common method of inquiry in the behavioral sciences. In recent years, however, laboratory methodologies appear to have fallen from favor with many management researchers. This paper summarizes reasons for this trend including limited external validity and appropriateness of using laboratory methodologies. Additionally, a number of situations in which laboratory research may hold considerable promise and utility are identified such as using multiple samples or multiple studies in one paper, or when sensitive topics are the focus of research. The paper concludes with the reminder that the questions asked should dictate the methodology selected, not the preferences of a reviewer or editor.
The influence of subordinate age on managerial actions: An attributional analysis
Authors: Dedrick Esther J. , Dobbins Gregory H. 
Published: July 2007

AbstractThe present research examined the effects of employee age on managers attributions and actions toward subordinates. The major prediction was that managers attributions would mediate the effects of age on managerial actions. One‐hundred and twenty‐four undergraduate management students participated in a laboratory experiment in which subordinate age (30 versus 60 years) and performance (high versus low) were manipulated. A laboratory study was conducted so that subordinate credentials and performance levels could be controlled. Analyses indicated that poor performance by older subordinates was attributed more to stable factors than similar performance by younger subordinates. In addition, job simplification was rated as more appropriate and training was recommended as less appropriate for older subordinates. A series of hierarchical regression analyses indicated that the differences in managerial actions were a function of subjects' attributional patterns. Implications of the findings for practice and future research are discussed.
Routinization of job context and job content as related to employees' quality of working life: A study of Canadian nurses
Authors: Baba Vishwanath V. , Jamal Muhammad 
Published: July 2007

AbstractThe literature on routinization of work is both ambiguous and equivocal when its impact on quality of working life is considered. The classical management literature suggests that routinization of work has a positive influence on individual performance and by implication on the quality of working life resulting from the overall prosperity generated. However, more recent literature on job characteristics and job design argues that routinization of work has a negative impact on individual performance as it suppresses creative expression on the job. This paper suggests that these mixed findings are due to an inadequate theoretical grasp of the concept of routinization and presents empirical evidence which attempts to clarify the ambiguity. Data were collected from 1148 nurses working in anglophone hospitals in the greater Montreal area in the form of a field survey questionnaire. The results indicated that nurses who worked routine shifts perceived higher levels of quality of working life compared to those on non‐routine shifts. The results also indicated that nurses who experienced high routinization in job content perceived lower levels of quality of working life compared to those nurses who experienced low routinization in job content. Implications of these findings for future research are discussed.
Stress and mental strain in hospital work: Exploring the relationship beyond personality
Authors: Arsenault André , Dolan Shimon L. , Van Ameringen Marie Reine 
Published: July 2007

AbstractThis study focuses on the relationship between job stressors and mental strain in hospital work, adjusting for differences in personality traits. Questionnaires were obtained from 760 full‐time employees. Fourteen scales of job stressors were clustered into four factors: professional latitude, clinical demands, workload problems and role difficulties. A mental strain index was derived from the addition of three sub‐scales: depression, anxiety and irritation. Two personality traits were measured: Locus of Control (Rotter) and Striver‐Achiever (Sales). The four job demand factors were dichotomized into high‐low grouping variables. A 24 factorial analysis of covariance was conducted, using the two personality traits as covariates, in order to test and adjust for trait‐related strain.Results show that Locus of Control adjusted differences in mental strain appear significantly related to work stressors. A direct relationship was found with role difficulties, professional latitude and workload problems. Moreover, high levels of role difficulties and low levels of professional latitude interact significantly with adjusted levels of mental strain. The Striver‐Achiever trait, however, appears most strongly correlated with workload problems but not with mental strain. We believe that this exploratory analysis suggests that the stressor‐strain relationship might be best conceived as a combination of direct and complex pathways, relating facets of both job demands and of personality with outcomes, under a cognitive and conditional paradigm.
Work stress among long‐distance coach drivers: A survey and correlational study
Authors: Raggatt Peter T. F. 
Published: July 2007

AbstractThis paper presents findings from an Australian survey of work conditions, coping behaviors and stress among 93 long‐distance coach drivers. A tripartite model of coach driver stress is presented. The model proposes that the impacts of job demands (e.g. driving hours) on work‐related stress outcomes (e.g. doctor visits) are mediated by a set of maladaptive coping behaviors and responses (e.g. stimulant use, speeding). Correlational analyses of the survey data provided general support for the model. Results suggested that long driving hours provide the single best predictor of maladaptive behaviors such as stimulant use and sleep disturbance among the drivers. The maladaptive behaviors, in turn, consistently predicted stress outcomes such as doctor visits and symptom reports. Direct correlations between job demands and stress outcomes were also consistent with the model, but the correlations were of a lower magnitude. The data suggests that stimulant use and sleep disturbance may be important mediators in the link between job demands and stress outcomes for long‐distance coach drivers. Path modelling with larger samples is recommended for future research along the present lines. Implications for work practices within the long‐distance transport industry are briefly considered.
The effects of job demands and control on employee attendance and satisfaction
Authors: Dwyer Deborah J. , Ganster Daniel C. 
Published: July 2007

AbstractWe examined the impact of stressful job demands on employee attitudes and attendance. Using Karasek's (1979) theory of job decision latitude as the conceptual foundation, we hypothesized that mental and physical work demands would interact with employee beliefs of personal control. Survey data from 90 male manufacturing employees regarding their control beliefs were combined with objective job analysis data concerning mental and physical demands and one year's worth of archival data regarding unexcused absences, sick days, and days tardy. There were significant interactions between control and objective psychological demands that indicated that these demands were associated with higher levels of tardiness and sick days only under conditions of low perceived control. In contrast, subjective workload ratings showed no relationship with tardiness and sick days, but, in interaction with control, predicted work satisfaction and voluntary absence. We discussed these results in terms of a stress process that affects health‐related attendance independent of employee attitudes.
Construing of self and others at work in the early years of corporate careers
Authors: Arnold John , Nicholson Nigel 
Published: July 2007

AbstractResearch has examined personal change and stability in early adulthood but generally with standardized scales and without inviting explicit comparison of self with other people. The present work uses the repertory grid method to examine how graduates construe themselves and others during early career. Ninety‐four graduate entrants to a multinational corporation with zero to four years' tenure completed repertory grids on two occasions one year apart. Results shed much light on the graduates' concepts of self relative to others in their work setting, and how these change over time. The graduates generally had fairly positive self concepts, though these did not become more positive with tenure. Most saw themselves much as they thought others saw them. Change in concepts of self varied greatly between graduates, as did the constructs on which those concepts were described. The results cast further doubt on whether organizational socialization affects people in uniform ways.
The role of facet importance as a moderator in job satisfaction processes
Authors: McFarlin Dean B. , Rice Robert W. 
Published: July 2007

AbstractTwo studies were designed to test hypotheses derived from Locke's (1969, 1976, 1984) model of job satisfaction. Consistent with the model, both studies found that perceived have‐want discrepancy scores were powerful predictors of facet job satisfaction. In addition, facet importance tended to moderate this relationship in the manner predicted by Locke. Workers who viewed a job facet as having high importance were more satisfied with a small perceived have‐want discrepancy and more dissatisfied with a large discrepancy than workers who viewed the facet as having low importance. Finally, as expected, facet importance failed to moderate the relationship between facet satisfaction and overall job satisfaction. This finding supports Locke's proposition that facet satisfaction scores are ‘implicitly weighted’ by facet importance. Implications and directions for future research are discussed.
Computer attitudes and learning performance: Issues for management education and training
Authors: Gattiker Urs E. , Hlavka Angela 
Published: July 2007

AbstractThis study examines how attitudes held before attending a computer course differ on the basis of gender, intention to purchase a computer, and computer ownership. Results indicate that gender and ownership are responsible for attitudinal differences, while intent to purchase is not. Further analyses reveal that attitudes differ between learning performance groups. More than all other groups, students who withdrew from the course during the semester and students with the highest performance level in the course perceive computers as increasing job complexity. Ownership eliminated nearly all gender differences in computer attitudes. The implications of these results for managers and future research are discussed.