Author
Christine M. Riordan
Other affiliations: Terry College of Business, University of Denver, Texas Christian University ...read more
Bio: Christine M. Riordan is an academic researcher from University of Georgia. The author has contributed to research in topics: Job satisfaction & Similarity (psychology). The author has an hindex of 21, co-authored 26 publications receiving 4102 citations. Previous affiliations of Christine M. Riordan include Terry College of Business & University of Denver.
Papers
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TL;DR: In this paper, the authors present a review of cross-cultural studies that use self-report instruments and identify common practices prevalent in this type of research, which serve as a basis for the identification of best-practice recommendations for cross-culture researchers.
Abstract: Cross-cultural studies that use self-report instruments can present researchers with a variety of challenges. This article reviews the organizational research literature between the years of 1995 and 2001 to identify common practices prevalent in this type of research. Key methodological issues are examined within the context of a three-stage framework: (a) the development of the research question, (b) the alignment of the research contexts, and (c) the validation of the research instruments. This examination serves as a basis for the identification of best-practice recommendations for cross-cultural researchers.
720 citations
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TL;DR: In this paper, the effects of an individual's similarity to the demographic composition of the workgroup on individual-level attitudes with 98 workgroups from a life insurance company were examined and found that similarity in race-ethnicity affected individuals' attitudes toward their work group, as well as perceptions of advancement opportunities.
Abstract: In this study the authors examined the effects of an individual's similarity to the demographic composition of the workgroup on individual-level attitudes with 98 workgroups from a life insurance company. Results indicated that similarity in race-ethnicity affected individuals' attitudes toward their work group, as well as perceptions of advancement opportunities. Nonsignificant results were found for both similarity in gender and tenure. These findings suggest that demographic variables may have differing complexities in their effects on employee attitudes within work units.
519 citations
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TL;DR: In this paper, the authors examined the relationship of the entrepreneur's personality to long-term venture survival and found that conscientiousness was positively related to longterm venture survivability, while extraversion, emotional stability, agreeableness, conscientiousness, and openness to experience were negatively associated with the likelihood of survival.
423 citations
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TL;DR: In this paper, the authors developed and empirically tested a model which links corporate leaders' actions, employees' perceptions of corporate image, and the employees' level of association with the organization.
Abstract: Corporate image is a function of organizational signals which determine the perceptions of various stakeholders regarding the actions of an organization Because of its relationship to the actions of an organization, image has been studied as an indicator of the social performance of the organization Recent research has determined that social performance has direct effects on the behaviors and attitudes of the organization's employees To better understand these effects, this study develops and empirically tests a model which links corporate leaders' actions, employees' perceptions of corporate image, and the employees' level of association with the organization The effects of managing the social environment of an organization on its employees' perceptions of image, attitudes, and intended behaviors are discussed
416 citations
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01 Jan 2000
TL;DR: The theory of relational demography within groups has generated considerable interest because of its importance for understanding the meaning and impact of demographic diversity within work organizations as discussed by the authors, which suggests that the more similar an individual is to a social unit in demographic characteristics, the more positive will be his/her work-related attitudes and behaviors.
Abstract: The theory of relational demography within groups has generated considerable interest because of its importance for understanding the meaning and impact of demographic diversity within work organizations. Specifically, relational demography suggests that the more similar an individual is to a social unit in demographic characteristics, the more positive will be his/her work-related attitudes and behaviors. However, previous research has not produced a clear and consistent pattern of results supporting the idea that demographic similarity positively affects individuals' attitudes and behaviors or, conversely, that demographic dissimilarity negatively affects individuals' attitudes and behaviors. It is an appropriate time in the life cycle of relational demography research to conduct a systematic review of the literature. As such, the purposes of this chapter were to describe the theoretical foundations of relational demography, review previous research and identify contradictions, and discuss new directions for future research.
381 citations
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TL;DR: In this paper, the authors examined the change in the goodness-of-fit index (GFI) when cross-group constraints are imposed on a measurement model and found that the change was independent of both model complexity and sample size.
Abstract: Measurement invariance is usually tested using Multigroup Confirmatory Factor Analysis, which examines the change in the goodness-of-fit index (GFI) when cross-group constraints are imposed on a measurement model. Although many studies have examined the properties of GFI as indicators of overall model fit for single-group data, there have been none to date that examine how GFIs change when between-group constraints are added to a measurement model. The lack of a consensus about what constitutes significant GFI differences places limits on measurement invariance testing. We examine 20 GFIs based on the minimum fit function. A simulation under the two-group situation was used to examine changes in the GFIs (ΔGFIs) when invariance constraints were added. Based on the results, we recommend using Δcomparative fit index, ΔGamma hat, and ΔMcDonald's Noncentrality Index to evaluate measurement invariance. These three ΔGFIs are independent of both model complexity and sample size, and are not correlated with the o...
10,597 citations
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TL;DR: The establishment of measurement invariance across groups is a logical prerequisite to conducting substantive cross-group comparisons (e.g., tests of group mean differences, invariance of structura, etc.).
Abstract: The establishment of measurement invariance across groups is a logical prerequisite to conducting substantive cross-group comparisons (e.g., tests of group mean differences, invariance of structura...
6,086 citations
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4,201 citations
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TL;DR: In this article, a meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person group, and person-supervisor fit with pre-entry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure).
Abstract: This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.
4,107 citations
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TL;DR: In this article, the authors discuss cohesion and deviance, leadership, subgroup and sociodemographic structure, and mergers and acquisitions in organizational psychology, and show how these developments can address a range of organizational phenomena.
Abstract: Although aspects of social identity theory are familiar to organizational psychologists, its elaboration, through self-categorization theory, of how social categorization and prototype-based depersonalization actually produce social identity effects is less well known. We describe these processes, relate self-categorization theory to social identity theory, describe new theoretical developments in detail, and show how these developments can address a range of organizational phenomena. We discuss cohesion and deviance, leadership, subgroup and sociodemographic structure, and mergers and acquisitions.
3,478 citations