Showing papers in "Employee Responsibilities and Rights Journal in 1993"

Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice

Abstract: A study was conducted to measure the relative contribution of perceptions of procedural justice toward predicting organizational citizenship behavior (OCB) controlling for the effects of job satisfaction and organizational commitment. Employees in a national cable television company completed a survey containing measures of work satisfaction, affective and continuance commitment, and perceptions of fairness, while their managers completed an OCB survey. Results using LISREL 7 indicated support fpr relationships between procedural justice and commitment, satisfaction, and OCB. However, no individual relationships between commitment and OCB nor between satisfaction and OCB were found once the relationships between justice and citizenship were controlled. These findings are discussed using the group value model of procedural justice.

Justice and Organizational Citizenship Behavior: What Is the Relationship?

Abstract: This study investigates the relationship between perceptions of overall fairness, organizational citizenship behavior, employee attitudes, and the quality of the supervisory/subordinate relationship based on the justice and organizational citizenship literature. Results show that employees do form perceptions of overall fairness and that these perceptions influence job satisfaction and organizational commitment. Relationships are found between altruism and perceptions of overall fairness, job satisfaction and categories of organizational citizenship behavior, and the quality of the supervisory-subordinate relationship and perception of overall fairness and organizational citizenship behavior. Practical implications and issues for future research are discussed.

Just laid off, but still a “good citizen?” only if the process is fair

Abstract: Recent United States Congress legislation (the WARN Act of 1988) mandates that organizations must provide at least 60 days notice before a layoff of 50 or more employees can be instituted. As a consequence, individuals who are notified of their layoff often remain in their jobs for a significant period of time-and managers hope that these people will be good “organizational citizens” during thisremaining time. This article identifies different psychological factors that could explain why individuals would remain good citizens, even after notification of their impending termination. In a survey of 147 skilled employees who received notification of their layoffs, we found that the perceived fairness of the layoff process was the primary factor influencing their citizenship behavior. Additional analyses suggested that the perceived adequacy of the explanation of the layoffs, and whether the layoff victims were treated with respect and dignity, were the primary factors influencing the perceived fairness of the layoff process. The theoretical implications of these results are discussed.

Justice, motivation, and performance beyond role requirements

Abstract: This article focuses on the possible instrumental characteristics of extrarole behaviours. Specifically, the motivation to perform beyond role requirements for future rewards is discussed. It is first argued that the motivation to engage in extrarole behaviors may stem from a reaction to inequity, or from a desire to receive rewards that cannot be achieved through the performance of official role requirements. Then, using data from two recent studies as support, it is proposed that these extrarole behaviors will only occur if the organizational reward system operates in a just, procedurally fair manner. Finally, the conceptual issues of how procedural justice might contribute to intrapreneurship and entrepreneurship are discussed.

Justice and organizational citizenship: A commentary on the state of the science

Abstract: The present article discusses the state of the science regarding the connection between organizational justice and organizational citizenship behavior (OCB) as reflected by the articles included in this issue. The research described in these articles reaches a conclusion in need of further elaboration—namely, that people will behave altruistically toward the oroganizations in which they work when they believe those organizations have treated them fairly. Various conceptual issues are discussed. These include: the willingness of people to express inequity distress by withholding OCB, the relative importance of procedural justice compared to distributive justice as a determinant of OCB (especially the social aspects of procedural justice), and the extent to which a reduction in OCB may reflect a desire to influence another individual, or the organization in general. A variety of methodological issues are also discussed. In this connection, it is suggested that correlational, questionnaire measures be supplemented by open-ended interview studies as well as laboratory investigations. Moreover, if questionnaires continue to be used, then it is recommended that attempts be made to improve the validity of both measures of justice and OCB.

The role of organizational justice in organizational citizenship behavior

Abstract: This special issue highlights the relationships between the concepts of organizational justice and organizational citizenship behavior. The articles advance our understanding of these concepts and their relevance to organizational behavior by describing the theoretical and empirical relationship between them. The present article sets the stage for the papers that follow by providing background on the concepts of organizational justice and organizational citizenship behavior and explaining various connections between them.

Citizenship behavior and fairness in organizations: Issues and directions for future research

Abstract: In this review, we discuss the preceding papers in the special issue, and explore their implications for future research. In particular, the effects of fairness on citizenship behaviors are summarized, the role of managerial responses to OCBs on subsequent perceptions of fairness are explored, and directions for future research are discussed.

Sexual harassment: Rights and responsibilities

Abstract: This article briefly reviews the development of a philosophy about sexual harassment at work and legal protection for victims of harassment It then focuses on the rights and responsibilities of three groups affected by sexual harassment: the target of harassment, the alleged harasser, and the employing organization A discussion follows regarding the current status of the rights and responsibilities of the relevant parties as well as opportunities for abuse of rights and abnegation of responsibilities

The relevance of democracy to organizational management

Abstract: The relationship between democratic ideals and organizational structuring and functioning receives attention in this article. After a brief historical consideration of liberal democracy in the United States, we analyze social, managerial, ethical, and economic issues defining the relevance of democracy to organizational management. These issues lead to a presentation of specific purposes that particular mechanisms of organizational democracy can serve. Because of other scholarly attention to participative management and employee ownership, hierarchical constraints receive emphasis here.

The effect of strike militancy intentions and general union attitudes on the Organizational Citizenship Behavior of university faculty

Abstract: Using a sample of unionized faculty, this study investigated whether faculty members' militancy intentions and general union attitudes affected their level of organizational citizenship behavior (OCB). OCB was divided into three dimensions (OCB-teaching, OCB-faculty, and OCB-university), and separate predictions were made for each. Results indicated weak relationships at best between the predictor variables and OCB, suggesting that unionization is not likely to affect this important aspect of job performance.

Factors influencing women's decision to leave an organization following childbirth

Abstract: The purpose of this study was to understand the reasons why college-educated women leave organizations after childbirth. Results from 228 women who participated in a study of intention to work following childbirth indicated specific work and family factors that differentiated mothers who returned to work from mothers who stayed home after childbirth. Comparisons were also made between women who had a child and those who anticipated having a child. The findings are discussed in terms of their implications for organizational policy makers.

Effects of demographic, experiential, and attitudinal factors on occupational sex stereotypes

Abstract: The purpose of this study was to (a) compare the occupational sex stereotypes of 366 college students with those reported by Shinar in 1975, and (b) examine the relationships between demographic, experiential, and attitudinal variables and these occupational sex stereotypes. The results indicated a significant difference in occupational ratings from Shinar's study, with females' perceptions shifting more than males' perceptions. In addition, subjects' gender, tenure with female managers, and attitudes toward women as managers, were shown to be significant predictors of occuptational ratings. The implications of these findings for both employees and managers are then discussed.

Law without justice: The dilemmas of formalization and fairness in the legalistic organization

Abstract: There is growing evidence of a “litigation mentality” rampant in organizations, which has created a legalistic mindset in many managers. Increasingly, managerial decisions are becoming dominated by a concern for what is legally defensible at the expense of broader social considerations such as justice and fairness. The papers in this special issue explore how this legalistic mindset has created new organizational and social dilemmas, and situations of “law whithout justice.”

The separation of law and justice: Managing impressions of corporate ethics programs

Abstract: Thbs article is based on the study of two companies that differ in their definition of ethics, one with a narrower definition than the other The one with the narrower definition invited skepticism about its commitment to the spirit of ethics but was better able to manage expectations about its ethics program The one with the broader definition might have appeared more true to the spirit of ethics but was more vulnerable to claims made against their own standards and language The implications of these findings for corporate ethics programs are discussed

Employee-initiated defamation lawsuits: Organizational responses and dilemmas

Abstract: The fast-growing category of defamation lawsuits in the United States involves actions by employees against their employers. Over the last decade, the courts have increasingly ruled in favor of the employee plaintiffs, thus creating an employee's right to reputation. This article identifies a variety of responses undertaken by organizations to reduce their legal liability and lessen the likelihood of employee defamation lawsuits. We argue that while organizational actions to reduce their legal liability may appear “rational,” such responses may also be creating situations in which employers, employees, and the public may be the unintended victims of a “law without justice.” The article concludes with a discussion of balancing the freedom necessary for managers to communicate about employees and the fairness of that communication.

The employer as social arbiter: Considerations in limiting involvement in off-the-job behavior

Abstract: This article analyzes the trend of increasing employer involvement in social issues through human resource policies that influence employee behavior off the job and away from the workplace. Many employers are increasingly acting as “social arbiters”—regulators of the private conduct, personal behaviors, and habits of their employees. Relying on historical perspectives from (1) an exchange transaction economic view of the employment relationship, and (2) the origins and nature of the corporate form, a framework is developed to analyze the conditions under which employer involvement in employee personal matters may be appropriate. Our criteria generally guide an employer to act conservatively in invoking mandatory policies that affect employees' personal lives unless there is a clear individual employee performance problem or the personal behavior imposes harm on employees or customers. Two tests should be satisfied for mandatory programs: (1) the policy must have a discernible impact on the employee's performance on the current job based on individually based data, or (2) the behavior poses an immediate danger to or has an established discernible impact on the safety of co-workers or customers. The difficulties that may arise in administering specific polices such as no smoking, drug and medical testing, child care, and fitness policies are discussed.

The model employment termination act: Provisions and discussion

Abstract: Recently, the National Conference of Commissioners on Uniform State Laws completed a drafting of the Model Employment Termination Act (META) The goal of this suggested state legislation is to end the patchwork of state-defined protections offered to employees who are terminated in at-will work environments If META provisions are adopted there will be a substantial change in both the protection offered employees and the litigation of wrongful discharge claims within the adopting state This article presents the changes proposed by META and discusses these changes and their potential implications for employers and employees

Safety issues beyond the workplace: Estimate relationships between work injuries and available supervision

Abstract: This study reports the results of an investigation of the relation between one measure of the performance of firms, work injuries, and the number of first level supervisors for 140 chemical, paper, and wood product manufacturing firms. Additional numbers of supervisors were found to be associated with lower work injuries in most cases, and the cost of such additional supervision was found to be partially justified in terms of the reduced costs of work injuries, although there was considerable variation across industry.

Productivity and its rewards: Toward a new work ethic

Abstract: A new American work ethic, needed to effectively compete in global markets, might develop if the wealth created by increased productivity is invested in creating open-ended, mutual obligations within organizations, and socially significant roles for employees beyond organizations. An anthropological perspective is applied to gain sharing to propose allocations that could engender job security, capital formation, enhanced social roles, higher productivity, and a new work ethic congruent with voluntaristic American culture. The proposed gain-sharing allocation supports participative work organization.

Legalistic organizational responses to catastrophic illness: The effect of stigmatization on reactions to HIV/AIDS

Abstract: The HIV/AIDS epidemic has focused increased attention on catastrophic illnesses in the workplace, and because of the stigmas associated with HIV/AIDS, it raises three primary concerns for organizations: (1) organizational avoidance of legal sanctions and litigation; (2) the maintenance of organizational legitimacy; and (3) organizational protection of employee rights. Although many organizations adopt legalistic responses to cope with these concerns, the analysis presented in this article suggests that while legalistic approaches function well to protect organizational interests in terms of both legal liability and legitimacy, the are only partially able to protect employee rights. Drawing upon the limited literature on HIV/AIDS in the workplace, this article presents an agenda for future research on organizational responses to HIV/AIDS.

Wrongful termination: Balancing employer and employee rights—A summary with recommendations

Abstract: The employer's right to terminate for any cause has been seriously constrained. Recent court rulings and discrimination legislation make employee termination a hazardous undertaking. The prevailing logic is based on the concept of “just cause.” This concept attempts to balance employer, employee, and society's rights and fit action to the situation. Recommended management action involves little more than careful management of human resources as practiced by well managed firms for many years.

Defined benefit versus defined contribution pension plans: How are the interests of employees and the public best served?

Abstract: Prior to the enactment of the Employee Retirement Income Security Act of 1974 the rate of formation of defined benefit retirement plans exceeded the rate of formation of defined contribution retirement plans. Following its enactment the trend has been reversed. This article reviews the development of public policy with respect to privately sponsored retirement benefits, takes note of the legislatively mandated regulatory distinctions between defined benefit and defined contribution plans, outlines the distinctions between the plans from the perspective of plan sponsors versus plan participants, and questions the appropriateness of the movement away from defined benefit plans in terms of public policy objectives regarding retirement income security.

Employee and management rights and responsibilities under the Americans with Disabilities Act (ADA): An overview

Abstract: The Americans With Disabilities Act (ADA) significantly expands the rights of disabled individuals in their access to employment opportunities, services, telecommunications, public accommodations, and transportation. This article provides an overview of the ADA with a particular emphasis on employment issues under Title I of the Act affecting the rights and responsibilities of disabled employees and employers. Permitted and prohibited actions by employers are discussed, as well as factors used to determine the definition and application of key terms under the Act. Some potential impacts of the ADA on the interests of disabled individuals and employers are discussed. Recommendations for effective management policies to comply with the employment provisions of the ADA are also included.

Union authorization card signatures and union certification election vote

Abstract: One stage of the union organizing process involves the legal requirement that at least 30% of the employees in a potential bargaining unit express a desire for union representation by signing union authorization cards. Beyond the necessary legal requirement, do the data generated by card signing provide a potentially valuable source of information that may be useful to the union organizer in formulating campaign tactics? In addition, do authorization cards provide a sufficiently valid basis for establishing bargaining unit recognition as is the case in Canada? In order to explore these possibilities, the relationship between card signing behavior and certification vote in six union representation elections is examined. Although card signing and vote for certification are significantly related, overall results indicate that relying on union authorization card data as an indicator of vote at the individual level is questionable.

Employee rights and issue-based inquiry: Reflections on papers in the special issue “Law Without Justice”

Abstract: The articles in this special issue “Law Without Justice” are reviewed. Although (like many other students of employee rights) the authors did not conceptualize rights adequately, they advanced understanding of employee rights by linking the analysis of concrete rights to the larger social context. Further, by directing attention to the processes of social construction which affect the relationship betweende jure andde facto rights, the articles help to fill an important gap in the existing literature. Some implications for research on employee rights (and applied social science more generally) driven by social issues rather than theories are explored.