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Martha C. Andrews

Other affiliations: West Virginia University
Bio: Martha C. Andrews is an academic researcher from University of North Carolina at Wilmington. The author has contributed to research in topics: Job satisfaction & Organizational commitment. The author has an hindex of 23, co-authored 38 publications receiving 3095 citations. Previous affiliations of Martha C. Andrews include West Virginia University.

Papers
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Journal ArticleDOI
TL;DR: In this article, the authors viewed turnover as a key predictor in determining unit-level unit-levy performance and used it as a predictor of the unit level performance of employees.
Abstract: Most turnover research positions employee turnover as the dependent variable and focuses on identifying its antecedents. In this study, we viewed turnover as a key predictor in determining unit-lev...

375 citations

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TL;DR: The discriminant validity of perceptions of organizational politics, organizational support, and procedural and distributive justice was examined as the distinctions between these variables have been blurred in past research in this article.
Abstract: The discriminant validity of perceptions of organizational politics, organizational support, and procedural and distributive justice was examined as the distinctions between these variables have been blurred in past research. Results from a sample of 418 full-time employees provided evidence of discriminant validity for these variables. First, structural equation modelling was used to isolate the best structural representation of these four variables. Then, six theoretically relevant predictors (i.e., leader–member exchange, centralization, formalization, co-worker cooperation, role conflict, and locus of control) were examined in an effort to provide further conceptual separation. Five of the six antecedents distinguished among politics, justice, and support. Suggestions for additional research that can shed light on the distinctions and similarities of these variables are offered based on the results of this study. Copyright © 2001 John Wiley & Sons, Ltd.

363 citations

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TL;DR: This article examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees and found that the effect of PDM on job satisfaction was robust at high levels of perceived politics.
Abstract: The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making with their supervisors. We used confirmatory factor analyses to determine whether the variables used in this study reflected distinct constructs. Then, we used correlational analysis and hierarchical moderated multiple regression analyses to test the hypotheses. Results indicated that the variables reflected distinct constructs and confirmed the hypotheses. Examination of the interaction indicated that the effect of PDM on job satisfaction was robust at high levels of perceived politics.

261 citations

Posted Content
TL;DR: In this article, a model of antecedents and outcomes of ethical behavior in work organizations was developed and tested, which included corporate ethical values, organizational justice, and organizational commitment.
Abstract: [enter Abstract Body]In the present study, a model of antecedents and outcomes of ethical behavior in work organizations was developed and tested. Antecedents included are corporate ethical values, organizational justice, and organizational commitment. The outcome of organizational citizenship behaviors was also examined. Data were gathered from 489 members of a regional chapter of the National Association of Purchasing Managers (NAPM). Structural equation modeling was used to test the model. Results indicated the data fit the model well. Implications for managers and directions for future research are discussed.

257 citations

Journal ArticleDOI
TL;DR: In this article, a model of antecedents and outcomes of ethical behavior in work organizations was developed and tested, which included corporate ethical values, organizational justice, and organizational commitment.

231 citations


Cited by
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Journal ArticleDOI
TL;DR: In this paper, the authors address conceptual difficulties and highlight areas in need of additional research in social exchange theory, focusing on four issues: the roots of the conceptual ambiguities, norms and rules of exchange, nature of the resources being exchanged, and social exchange relationships.

6,571 citations

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TL;DR: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS) and indicated that 3 major categories of beneficial treatment received by employees were associated with POS.
Abstract: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

5,828 citations

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TL;DR: This article examined the correlates of distributive, procedural, and interactional justice using 190 studies samples, totaling 64,757 participants, and found the distinction between the three justice types to be merited.

3,299 citations

Journal ArticleDOI
TL;DR: In this paper, a meta-analysis reviewed four categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences.
Abstract: Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined.

1,987 citations

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TL;DR: The authors examined the effects of three dimensions of HR systems (skillsenhancing, motivationenhancing and opportunity-enhancing) on the ability-motivation-opportunity model.
Abstract: Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems—skills-enhancing, motivation-enhancing, and opportunity-enhancing—on p...

1,624 citations