bluuebunny/crossref_metadata_2025_split huggingface dataset:
Person‐based reward systems: A theory of organizational reward practices in reform‐communist organizations
Authors: Pearce Jone L. , Branyiczki Imre , Bakacsi Gyula 
Published: July 2007

AbstractA type of organizational reward system based on personal power is described and partially tested. The theory, developed from observations of Hungarian organizations, is grounded in theories of procedural justice and learned helplessness. Person‐based organizational reward systems are characterized by highly valued rewards combined with personalistic criteria for reward distribution. Such organizational reward systems were hypothesized to lead to employee perceptions of organizational unfairness; negative evaluations of others; anxiety; and perceptions of self, collegial and organizational inefficacy. These hypotheses were supported in tests in a sample of three Hungarian state‐owned organizations classified as having person‐based systems and five non‐person‐based organizations (two Hungarian privately‐owned companies, one American state‐owned and two American privately‐owned organizations). In addition, several behavioral effects of person‐based reward systems were proposed: they foster bargaining behavior, withholding of information, avoidance of collaborative tasks, ingratiation and noncompliance with rules.
Careers as repositories of knowledge: A new perspective on boundaryless careers
Authors: Bird Allan 
Published: July 2007

AbstractThis paper argues for a reconceptualization of careers as repositories of knowledge. Careers are visualized as accumulation of information and knowledge rather than simply progressions of work experiences. This definition is considered in light of theories which characterize organizations as knowledge creators. The paper then applies this perspective to the emerging phenomenon of boundaryless careers and concludes that a knowledge perspective provides significant insight into the implications of such careers for individuals and organizations.
Psychological success and the boundaryless career
Authors: Mirvis Philip H. , Hall Douglas T. 
Published: July 2007

AbstractThe boundaryless career could be a bane or boon to people's experience of psychological success. This paper describes the contours of the boundaryless career and then looks at how workers will have to deal with aging over several career cycles, integrate diverse experiences into their identities, and come to terms with new types of employer‐employee relationships. This introduces the idea of finding psychological success in one's life work, encompassing not only a job and an organization, but also work as a spouse, parent, community member, and as a self‐developer.
Work experiences and marital interactions: Elaborating the complexity of work
Authors: Hughes Diane , Galinsky Ellen 
Published: July 2007

AbstractPrevious research suggests that work experiences affect family interactions and family processes but does not adequately specify the job characteristics that influence such family‐level outcomes. This study examines relationships between the quality of marital interactions and a range of job characteristics including the level of enrichment provided by the job, job time demands, job pressure, schedule flexibility, and job insecurity. The sample consisted of 523 married full time employees at a major U.S. company. Multiple regression analysis indicated that these job characteristics significantly predict the quality of marital interactions. Some directly influenced the quality of marital interaction while the influence of others was moderated by the presence or absence of stressful household roles. Results suggest that characteristics workers' jobs, and not merely workers' reactions to them, are associated with family interactions and family processes.
Third party roles played by Turkish managers in subordinates' conflicts
Authors: Kozan M. Kamil , Ilter Selim S. 
Published: July 2007

AbstractThis study investigated the third party roles of Turkish managers and how these roles were related to the conflict management styles used by their subordinates. Questionnaire data were collected from 295 Turkish managers in seven firms. Mediation and facilitation were found to be the third party roles reported more frequently than autocratic intervention andlaissez‐faire. Subordinates reported increased use of collaboration and compromise toward the other party when their managers, in a third party role, were seen as using more mediation and facilitation. Competitive behavior increased when the third party was seen as autocratic. The paper discussed the relationship of these findings to cultural characteristics such as uncertainty avoidance and collectivism.
Issues, behavioral responses and consequences in interpersonal conflicts
Authors: Bergmann Thomas J. , Volkema Roger J. 
Published: July 2007

AbstractThis paper reports on a study of interpersonal conflicts in the workplace using a process model proposed by Thomas (1992) as a framework. Three stages of this model are examined: the issues involved, the behavioral responses elicited, and the personal consequences. The relationship of issues and behaviors to consequences is determined within the context of the organizational positions of the parties (supervisor, subordinate, co‐worker).
A model of the antecedents of early union commitment: The role of socialization experiences and steward characteristics
Authors: Fullagar Clive , Clark Paul , Gallagher Daniel , Gordon Michael E. 
Published: July 2007

AbstractThe present study aimed at investigating the influence of shop steward characteristics and early union socialization experiences on new members' attitudes toward unions and their affective commitment to the union. Two thousand surveys were mailed to the most recent members of the National Association of Letter Carriers. Of these, 658 (33 per cent) were returned. Focusing on those individuals who had joined the union within the past 12 months yielded a usable sample of 585. A two‐stage, structural equation modeling approach indicated a satisfactory goodness‐of‐fit for both the measurement and structural models. Individual socialization experiences significantly affected union attitudes. The latter variable was a significant predictor of union commitment. These results are discussed in the context of the organizational socialization literature and union commitment research.
A longitudinal assessment of the determinant relationship between employee commitments to the occupation and the organization
Authors: Vandenberg Robert J. , Scarpello Vida 
Published: July 2007

AbstractA review of the research literature suggested that occupational commitment may be an antecedent to employees' commitment to the organization. Although several studies have assessed the general relationship between occupational and organizational commitment, none have attempted to establish the causal priority between the two constructs. In the present study, occupational commitment was viewed as a causal antecedent to organizational commitment. Based on longitudinal data from 100 management information systems professionals, this view was supported through cross‐lagged analysis. Further, we examined a longitudinal causal model of the turnover process in which occupational commitment was placed as an antecedent to organizational commitment. Structural equation analysis supported the fit of this model to the data. Implications of the findings are discussed.
Coping with transition: A study of layoff survivors
Authors: Armstrong‐Stassen Marjorie 
Published: July 2007

AbstractThis study examined the determinants and consequences of survivors' coping responses to a recent workforce reduction involving permanent layoffs. The participants consisted of 200 unionized technicians in the telecommunications industry. Survivors with high optimistic predispositions and a strong sense of mastery were more likely to engage in control‐oriented coping. Perceived threat of job loss was positively related to the use of both control and escape coping whereas sense of powerlessness was negatively related to the use of control coping. Control coping was associated with positive outcomes and escape coping with negative outcomes. Coping had both additive and interactive effects on the outcome variables. The implications of these findings for management are discussed.
The role of fairness in implementing large‐scale change: Employee evaluations of process and outcome in seven facility relocations
Authors: Daly Joseph P. , Geyer Paul D. 
Published: July 2007

AbstractOrganizational transitions may be difficult to implement if employees resist the change. ‘Participation’ and ‘education’ (Kotter and Schlesinger, 1979) are hypothesized to enhance commitment to change, however mechanisms for those effects are unclear. In a sample of employees from seven relocated organizations, a test of our model showed that the effects of justification (a form of education) on intent to remain are mediated by outcome and procedural fairness judgements. Voice (a form of participation) showed no effects on fairness judgments, perhaps because employees did not expect voice in relocation decisions. Supplementary analyses yielded no evidence for direct effects of voice and justification on intention to remain. The findings extend our understanding of fairness to transition settings.
Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects
Authors: Somers Mark John 
Published: July 2007

AbstractA three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism. In contrast, normative commitment was related only to withdrawal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The form of the interaction was such that high sunk costs tempered relationships between affective commitment and the relevant outcome variables.
Relations of incumbent affect‐related personality traits with incumbent and objective measures of characteristics of jobs
Authors: Spector Paul E. , Jex Steve M. , Chen Peter Y. 
Published: July 2007

AbstractThe present study examined the possibility that individuals with certain personality traits tend to be found in certain types of jobs. Specifically, we examined correlations between two personality traits, anxiety and optimism, and measures of job characteristics obtained via self‐reports and through job analysis. Results showed that those who were high in trait anxiety tended to be in jobs characterized by low autonomy, variety, identity, feedback, significance, and complexity. Conversely, those reporting high levels of optimism tended to be in jobs characterized by high levels of each of these job characteristics. Further research to clarify these findings was suggested.
Demographic similarity to the work group: A longitudinal study of managers at the early career stage
Authors: Kirchmeyer Catherine 
Published: July 2007

AbstractA sample of 141 Canadian business school graduates responded to questionnaires at 3, 9 and 14 months after beginning full‐time jobs. Their job experiences including challenge, work group fit, supervisor support, and mentorship were measured along with organizational commitment, turnover, and promotion. There was little evidence of treatment discrimination against the female and minority members of the sample. However, dissimilarity to one's work group in terms of age, education, and lifestyle meant lower job challenge and poorer work group fit. In contrast, being dissimilar in terms of gender meant greater challenge, and, if the manager was male, greater likelihood of promotion. Being dissimilar in terms of culture was not associated with any of the job experiences. Relationships between the early experiences and organizational commitment were strongest for those who were most dissimilar in terms of gender, whereas relationships between the experiences and turnover were strongest for those who were most dissimilar in terms of age, education, and lifestyle.
Methods and impact of health screening for hospital staff
Authors: Michie S. , Johnston M. , Cockcroft A. , Ellinghouse C. , Gooch C. 
Published: July 2007

AbstractThis study examines: (1) the impact of two methods of giving screening results on health behaviour and beliefs, evaluated in a randomized controlled trial. (2) The association between uptake of screening and health risk behaviours and beliefs.Two methods of feedback of screening results were given: simple informational feedback, and more extensive feedback, including target‐setting and a written contract. At six month follow‐up, those who received simple informational feedback had lost less weight and had increased their exercise less than those who received more extensive feedback.Attenders believed more strongly in the relationship between lifestyle and health, perceived themselves as less healthy than others and scored higher on the GHQ than staff who did not attend for screening. These results suggest that belief in the effectiveness of lifestyle change in promoting health, and anxiety about health, can influence uptake of screening. Second, the method of presenting screening results can influence the impact of screening on subsequent behaviour change.
A task‐level assessment of job satisfaction
Authors: Taber Tom D. , Alliger George M. 
Published: July 2007

AbstractResearch on job satisfaction traditionally has gathered data at the level of the overall job. But a job consists of many distinct tasks—some of which may be enjoyable, complex, and important, and some not. Job satisfaction research so far has not assessed affective or motivational properties of individual tasks; therefore, it is not known how experiences with individual tasks contribute to global job satisfaction. To address that question, a task analysis technique was developed and used to gather detailed descriptions of the time‐allocation, importance, autonomy, attention demands, complexity, and enjoyment of each individual task performed by 573 employees on a diverse sample of jobs. The task‐level data allowed the examination of relationships between task experiences on the one hand, and both global and facet measures of job satisfaction on the other. Results suggested that task‐level measurement assessed different psychological processes than those assessed by traditional global and facet measures. Global and facet measures of job satisfaction were found to be consistent with, but only partially predictable from, individual task properties. Task analysis is a cumbersome process; nevertheless, by complementing traditional, global measurement procedures, task‐level assessment may facilitate new research into the nature of job satisfaction.
Individualism‐collectivism as an individual difference predictor of organizational citizenship behavior
Authors: Moorman Robert H. , Blakely Gerald L. 
Published: July 2007

AbstractThough it appears intuitively appealing that individual differences should be related to a person's decision to perform citizenship behaviors, the search for such individual differences has yet to yield clear results. In this study, data were collected to assess the extent of a relationship between individualism–collectivism as a within culture individual difference and self‐reports of organizational citizenship behaviors. Results suggest that if an individual holds collectivistic values or norms, he/she would be more likely to perform citizenship behaviors. In addition, this relationship was found to be robust to common method effects and to the effect of the relationship between procedural justice and OCB. Implications for the way collectivistic tendencies within cultures may be used in organizations are discussed.
Crossover of stress, strain and resources from one spouse to another
Authors: Westman Mina , Etzion Dalia 
Published: July 2007

AbstractThe main focus of the study was the crossover of burnout and of coping resources from husbands to wives and vice versa. The study was carried out on 101 couples, male military officers and their wives, who were randomly selected by the Israel Defense Force computer. They filled out questionnaires that measured their level of burnout, job stress, work support, family support concerning work problems, and their sense of control. Findings reveal that the husbands' sense of control and burnout were positively related to the corresponding variables measured for their wives. To establish the crossover effect, the theoretical model was tested by structural equation analysis (LISREL), which showed a positive effect of wives' burnout on husbands' burnout, after controlling for the husbands' own job stress and coping resources. The husbands' burnout likewise affected their wives' burnout. Thus, a crossover of burnout was exhibited from husbands to wives and vice versa. Furthermore, for both sexes, sense of control had the highest impact on their own burnout and on their spouse's burnout, after controlling for their own job stress and resources. Thus, the spouse's sense of control was found to be an additional resistance resource working to the benefit of the other partner. The relevance of these findings to burnout prevention is discussed.
School Principal Burnout: The concept and its components
Authors: Friedman Isaac A. 
Published: July 2007

AbstractThis study attempted to identify the unique components of burnout among school principals using Facet Theory as a theory construction tool. A total of 571 elementary and secondary school principals in Israel completed a questionnaire containing items relating to their feelings about themselves, their environment and work. Data were analyzed employing Small Space Analysis (SSA). Results indicated that burnout among school principals may be presented in a two‐dimensional space, incorporating: experiences (weariness or discontent), and the focus (internal or external) of those experiences. Four components of the burnout phenomenon in principals emerged in this two‐dimensional space: exhaustion, self‐discontent, aloofness, and deprecation.
The relationship between job experiences and psychological distress: A structural equation approach
Authors: Barnett Rosalind C. , Brennan Robert T. 
Published: July 2007

AbstractUsing structural equations, we estimated the relationship between employees' experiences of seven job conditions, that have been identified as potential job stressors, and psychological distress in a random sample of 504 full‐time employed men and women in dual‐earner couples. The seven job conditions were: skill discretion, decision authority, schedule control, job demands, pay adequacy, job security, and relations with supervisor. We found that two job conditions — skill discretion and job demands — were related to psychological distress, whereas five other conditions were not. These findings lend partial support to Karasek's job demand — job control model. In our analysis, skill discretion, one of the two components of job control (referred to jointly as decision latitude) was related to distress, however, decision authority, the second component, was not. A third aspect of control, schedule control, was also unrelated to distress. For full‐time employed women and men in dual‐earner couples, the additive effects of feeling concerned about having to do dull, monotonous work and having to work under pressure of time and conflicting demands were associated with psychological distress. Finally, the magnitude of the relationships between these job experiences and psychological distress did not differ between men and women.
Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior
Authors: Robinson Sandra L. , Morrison Elizabeth Wolfe 
Published: July 2007

AbstractThis study examines the relationship between violation of an employee's psychological contract and civic virtue behavior. A psychological contract is a set of beliefs regarding mutual obligations between employee and employer. One hundred twenty‐six MBA alumni were surveyed at the time of hire (T1), and after 18 months (T2) and 30 months (T3) on the job. When employees felt that their employers had failed to fulfil employment obligations at T2, they were less likely to engage in civic virtue behavior at T3. There was evidence that this relationship was partly mediated by trust. These findings have implications for research on OCB and for managers seeking to maintain employee citizenship behavior.
The effects of transformational leadership on teacher attitudes and student performance in Singapore
Authors: Koh William L. , Steers Richard M. , Terborg James R. 
Published: July 2007

AbstractTransformational leadership theory was examined in 89 schools in Singapore using a split sample technique (N = 846 teachers). The study sought to examine the influence of transformational leader behavior by school principals as it related to organizational commitment, organizational citizenship behavior, teacher satisfaction with leader, and student academic performance. Attitudinal and behavioral data were collected from both teachers and principals; student academic performance was collected from school records. School level analyses showed that transformational leadership had significant add‐on effects to transactional leadership in the prediction of organizational commitment, organizational citizenship behavior, and teacher satisfaction. Moreover, transformational leadership was found to have indirect effects on student academic achievement. Finally, it was found that transactional leadership had little add‐on effect on transformational leadership in predicting outcomes. Implications and directions for future research are discussed.
Implicit Stress Theory: An experimental examination of subjective performance information on employee evaluations
Authors: Fernandez Denise Rotondo , Perrewé Pamela L. 
Published: July 2007

AbstractImplicit theories lead individuals to make assumptions about one trait based on their knowledge of another trait. These assumptions can be particularly costly to organizations if they bias performance evaluations. Two studies experimentally examined Implicit Stress Theory (IST) using a 2 (high and low stressor) × 2 (high and low performance) design across three dependent variables: ratings of effectiveness, commitment, and burnout. Results from a sample of MBA students and a sample of practicing managers showed that employees in a high‐stressor job were rated as more effective, committed, and burned out than employees in a low‐stressor job when performance was indicated using subjective descriptive anchors. Interactive patterns in the manager sample demonstrated that the biasing effects were more pronounced for low performing employees.
The justice perspective of job stress
Authors: Zohar Dov 
Published: July 2007

AbstractThe study presents a new variable, role justice, pertaining to the perceived fairness of role senders reaction when the focal individual is under conflict, ambiguity, overload, or restricted latitude. The effect of this variable on symptoms of strain was explored, with the expectation of finding either additive or interactive effects vis‐à‐vis the above four role stressors. Using hierarchical multiple regression, the data supported the additive model which suggested that role injustice constitutes an additional source of stress. The study was conducted with a sample of hospital nurses, known to have significant levels of job stress. The results suggest that the role stress model ought to be expanded to include social appraisal constructs because of the social origin of the stressor variables it deals with.