Showing papers in "Journal of Business and Psychology in 1991"

Sensation seeking and financial risk taking in everyday money matters

Abstract: The present study investigated the degree to which the previously established relationship between sensation seeking and risk taking associated with gambling could be extended to everyday financial matters (e.g., personal banking activities). The subjects, classified into high and low sensation seekers, were asked to make a series of everyday financial decisions that varied in their degrees of risk. Overall, the results indicate high sensation seekers displayed greater risk-taking tendencies in everyday financial matters than low sensation seekers. This difference in everyday financial risk taking between high and low sensation seekers was also found within each gender group. Implications and suggestions for future research involving sensation seeking in other personal and professional financial decision-making areas are also presented.

The effects of personal alienation on organizational identification: A quality-of-work-life model

Abstract: It was hypothesized that personal alienation has a negative impact on organizational identification. The negative relationship between alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement. More specifically, it was hypothesized that alienation increases need deprivation, which in turn decreases job satisfaction, which in turn decreases job involvement, which ultimately decreases organizational identification. A study was conducted involving 219 service deliverers to the elderly. Self-report measures were administered. The data was subjected to a path analysis. The results provided moderate support for the quality-of-work-life model. Management implications are discussed.

An investigation of selected variables affecting telecommuting productivity and satisfaction

Abstract: While telecommuting has received considerable attention in recent years, most of the discussion is descriptive and the empirical investigations have been limited. Accordingly, the purpose of this study was to determine the effect of selected variables on telecommuting productivity and satisfaction. Respondents (N=97) were from eleven different public and private organizations. Five research propositions were examined. Among the findings, telecommuter satisfaction with the performance evaluation system was significantly correlated with both telecommuting productivity and satisfaction. Technical and emotional support received from the telecommuting supervisor was significantly correlated with telecommuting satisfaction, and the negataive correlation between family disruptions and telecommuting satisfaction was also statistically significant. A significant negative correlation between the ratio of telecommuting hours to total work hours and telecommuting productivity was revealed. Interestingly, child care issues and most demographic and occupational characteristics were not significantly correlated with either telecommuting productivity or satisfaction. A detailed discussion of the implications of the results is provided.

Perceived organizational climate and employee counterproductivity

Abstract: In this study, we replicated and extended the research of Hollinger and Clark (1983) on the prevalence and correlates of employee counterproductivity. Two separate employee groups completed an expanded version ofReid Survey III. Roughly one-third of subjects admitted to employee theft. Separate scales measuring perceived attitudes of management, of supervisors, of coworkers, and of employees themselves regarding theft all intercorrelated positively, supporting the concept of a pervasive organizational theft climate. Further, these climate measures were related to subjects' self-reported on-the-job theft. Parallel results were obtained for employee substance abuse. Implications for controlling employee counterproductivity are discussed.

Time congruity in the organization: A proposed quality-of-life framework

Abstract: The present paper examines the importance of matching thetime styles of individuals with thetime styles established by organizations. The authors introduce the notion oftime congruity to represent such a matching process. While time use has been studied in both organizational and individual contexts, lesser attention has been given to such multi-level analysis. When the individual's self time preferences are matched to the time use methods of the organization, a fit is thought to exist, potentially leading to satisfactory performance and enhancement of quality of work and general life. A framework is proposed for identifying and exploring such congruity, leading to several research propositions. Managerial implications are developed for human resource issues and business combinations, such as joint ventures, mergers, and acquisitions.

Combining personality and cognitive ability predictors for hiring service-oriented employees.

Abstract: Recent developments in personality theory and assessment have led to calls for inclusion of personality measures in personnel selection A measure of service-oriented personality was used in conjunction with cognitive and perceptual ability tests in a concurrent validation study of 202 medical clerical positions The ability tests explained 5% of criterion variance; an additional 5–8% was accounted for by the personality measures The results were interpreted as tentative support for broadening use of personality measurement in personnel selection, although a need for greater attention to construct validation was also emphasized

The relationship between advertisement variables and applicant responses to newspaper recruitment advertisements

Abstract: The relationship between recruitment advertisement variables and applicant response rate was investigated. Three hundred and fifty companies were surveyed about applicant responses to their classified advertisements. One hundred and thirty-three surveys were completed and sent back for a return rate of 38%. The results of this study indicate that advertisements which include variables to enhance the physical features of the advertisement: such as white space, size, border, and graphics—are positively related to the quantity of an applicant pool.

Employee pregnancy: The impact on organizations, pregnant employees and co-workers

Abstract: Perceptions of current and appropriate practices, and behavioral intentions regarding the treatment of pregnant employees were examined utilizing the “Pregnancy in the Workplace” questionnaire. Subjects believed employing organizations should provide more supportive maternity leave policies and should seek to minimize negative career impacts (e.g., reduced promotional opportunities) on pregnant employees. However, subjects also felt employers were too generous in making workload reductions for pregnant employees. While subjects believed more should be done to assist pregnant employees, they were unwilling to agree to support such actions with their personal behaviors. Opinions varied as a function of sex, age, and nationality of the respondent, as well as supervisory experience with a pregnant employee. Women, younger employees, non-U.S. citizens, and those without experience supervising a pregnant employee were significantly more supportive of pregnant employees, and indicated greater support for legislation to assist pregnant employees.

Person-environment fit and accident prediction

Abstract: Person-environment (P-E) fit theory suggests that poor fit may result in lowered performance and productivity and may possibly influence the occurrence of accidents and injuries. A sample of transportation workers (N=696) and their supervisors (N=117) completed an instrument designed to measure their attitudes towards and fit with their work environment and supervisory safety practices. Results of a MANOVA in the first study found significant differences on P-E fit measures between workers who had and had not been injured in the previous twelve months. Results of a discriminant analysis correctly classified 68.8% of workers who became injured after completing the research instrument. Implications of these results are discussed.

The effects of computer administration and identification on the Job Descriptive Index (JDI)

Abstract: The purpose of this study was to test the effects of computer administration and identification of respondents on responses on the Job Descriptive Index (JDI) Affordable and user-friendly computer technology has made it possible to administer organizational surveys on computers However, the effect of this recent technology on survey responses is not certain In addition to response bias, the study compared the differences in candor, enjoyability, and reliability of responses between paper-and-pencil and computer administration One hundred seventy-six subjects were randomly assigned to computer or paper-and-pencil administration of the survey, and to three levels of identification Subjects completed the JDI and additional questions on paper-and-pencil or on computer terminals The equivalent levels of job satisfaction on both methods of administration demonstrate the feasiblity of computer administration of the JDI In addition, the JDI subscales demonstrated similar levels of reliabilities on computer and on paper-and-pencil Identification of subjects influenced responses on the Supervision subscale only, identified subjects scoring higher than anonymous participants Subjects perceived both methods of administration as being equally truthful and enjoyable

Machiavellian managers: Do they perform better?

Abstract: This study investigates the relationship between Machiavellianism and job performance, as measured by sales per square foot, gross margin percentage, and inventory turnover, among 60 retail store managers. Except for a significant relationship between male store managers' gross margin percentage no other relationships were observed between Machiavellianism and job performance. Several explanations for the absence of significant relationships were discussed.

Neglected questions in job design: How people design jobs, task-job predictability, and influence of training

Abstract: Three questions important to job design interventions but neglected in research were explored. First, how do people design jobs? Internal processes (e.g., growth needs) from psychological (or job enrichment) models of job design were not apparent. Instead, groupings of tasks into jobs suggested simple cognitive categorization based on task similarity, reflecting an engineering (or work simplification) orientation. Second, can job design be predicted from task design? Separate measures for job and task designs were unrelated, indicating that the whole is not predictable from the parts in job design, Third, can job design principles be trained? Subjects easily learned and applied different job design approaches.

Personnel selection to control employee violence

Abstract: There is a range of on-the-job violent behaviors which are costly and of concern to employers. This review of research shows that on-the-job violence can be predicted when standardized instruments and a statistical model of prediction are used for personnel selection. The research shows that persons will reveal violent tendencies on psychological tests.

Assessing privacy invasiveness of psychological test items: Job relevant versus clinical measures of integrity

Abstract: This pilot study was conducted to determine if clinically-oriented test items are judged to be more offensive than job-related test items. Clinical tests typically ask more personal questions while employment tests usually ask job-relevant questions. A random selection of items from three employment tests was analyzed. Two of the tests evolved from clinical-personality tests, while the third test was designed specifically for employment settings. The results suggest that if companies are interested in using employment tests that are perceived as being job-relevant, inoffensive, and non-invasive, then they should consider selecting tests that include job-relevant items as opposed to tests that are derivatives of clinical assessment instruments.

Growth coping, work satisfaction and turnover: A longitudinal study.

Abstract: A longitudinal organizational field study examined work satisfaction and employee growth coping as joint predictors of turnover. Three employee categories were examined: 1) No Turnover, 2) turnover within the same occupational field (Intraoccupational Turnover), and 3) turnover to a new occupational field (Interoccupational Turnover). Work satisfaction was moderate in the first two groups and low in the third group. As predicted, a specific strategy of employee coping, growth, was lowest in the first group, moderate in the second group, and highest in the third group. Through the use of linear discriminant analysis, 66.4% of the employees were correctly classified into No Turnover, Intraoccupational Turnover, and Interoccupational Turnover groups based only on information regarding work satisfaction and growth coping. The first squared canonical correlation was found to equal .30, far surpassing the modest work satisfaction/turnover correlations found in all previous studies.

The content of management work: Formation of task and job skill composite classifications

Abstract: The purpose of this study was to evaluate and integrate classifications of managerial tasks and job skills based on results of job analysis surveys using the questionnaire approach. Twenty-one studies which focused on the task composition of managerial jobs and 10 studies which focused of the job skill content of management work were obtained for analysis and evaluation. A qualitative analysis was then performed to group representative task and job skill content into homogeneous dimensions based on judged similarity. The resulting 21 dimension task and and 22 dimension job skill classifications were evaluated in terms of internal consistency using the kappa statistic (Fleiss, Nee, & Landis, 1979) and with reference to a standard or “correct solution” using the statisticG (Light, 1971). In both cases (task and job skill classifications), a sample of industrial psychologists (n=10) and a sample of business managers (n=10) demonstrated overall group agreement and agreement with the “correct” solution in their assignment of representative descriptors to the classification solutions. The resulting classifications constitute a composite description of management jobs in terms of task composition and job skill requirements. The results are compared to previous findings and the applications to major areas of human resource management are discussed.

Quality-of-life (QOL) assessment of older consumers: A retrospective review

Abstract: This article provides a series of historical reflections (for a period corresponding roughly to the past 20 or 30 years) on the evolving QOL status of older consumers. It uses a two-category QOL framework consisting ofobjective components (e.g., socioeconomic indicators, health and longevity, housing and family living arrangements, and gender differences) andsubjective components (e.g., life satisfaction and cognitive age) to explore the QOL of older consumers. It then examines the strategic reality of “diversity” and speculates on strategic implications of these QOL observations.

Determinants of satisfaction with specific job facets: A test of Locke's model

Abstract: Survey results supported Locke's (1969, 1976) contention that facet job satisfaction is a function of three basic determinants: 1) facet amount; 2) wanted amount; and 3) facet importance. We found several three-way interactions that were generally consistent with Locke's model. Specifically, facet satisfaction was highest when employees wanted a large amount of the facet in question, were currently receiving a large amount, and felt that the facet was personally important. Conversely, satisfaction was lowest when employees wanted a large amount of the facet, were currently receiving only a small amount, and felt that the facet was personally important. When job facets were viewed as unimportant to employees, however, the amount of facet desired and currently possessed had little impact on satisfaction. Implications, limitations, and directions for research are discussed.

Development of a turnover model that incorporates a matrix measure of valence-instrumentality-expectancy perceptions

Abstract: A sample of 365 managers of a full service U.S. restaurant chain was used to test a model incorporating a matrix measure of valence-instrumentality-expectancy (VIE) perceptions leading to the outcomes of job performance and turnover. This study used Hollenback's (1979) method of computing motivational force scores deriving from VIE perceptions. The model hypothesized one path from VIE to pay satisfaction, another from VIE to job performance, and a third set of links from job satisfaction to intentions to leave the organization to voluntary turnover. The results supported a revised model including the major hypothesized path from VIE perceptions to pay satisfaction to job satisfaction to intent to leave to voluntary turnover. In addition, the job performance to turnover paths were supported. The most noteworthy paths not receiving support were from VIE perceptions to job performance; however, there was an unhypothesized, indirect effect of VIE perceptions on job performance through pay satisfaction.

The problem of business ethics: Oxymoron or inadequate vocabulary?

Abstract: Recently critics have faulted American business schools for failing to impart to their students an understanding of ethics and its role in business. In this paper, we agree and attribute this situation, at least in part, to the need for a vocabulary of ethics and a failure to communicate Adam Smith's moral orientation to capitalism. So long as business schools fail to recognize explicitly that Smith, whoseThe Wealth of Nations serves as an intellectual backdrop for business school curricula, did in fact provide a place for ethics in capitalist economic relations (indeed, some would argue a dominant place), they will continue to advocate implicitly the theory of amorality in business—the idea that ethics has no place in business. By examining Smith's ethical arguments we can explicate the moral underpinnings of stakeholder analysis, a currently popular approach to management decision-making.

Using discrepancies to predict the perceived quality of work life

Abstract: Two job satisfaction surveys tested the hypothesis that discrepancy models provide stronger predictions of satisfaction than do more parsimonious models relying solely on a single component of discrepancy scores. Questionnaire data from samples of 180 working college students and 125 human service workers focused on specific facets of the job, such as: pay, promotion opportunity, and hours of work. Wanted amount of specific job facets was the standard of comparison considered in both surveys. The questionnaires provided measures of facet satisfaction, facet amount, wanted amount, the perceived discrepancy between facet amount and wanted amount as well as the calculated discrepancy between facet amount and wanted amount. Results from 60 tests of differences between correlations provided mixed support. Discrepancy scores were consistently stronger predictors of satisfaction than were wanted amount scores; 24 of 30 tests provided significant support and only 2 of 30 tests provided significant differences in the direction opposite to the hypothesis. Discrepancy scores were not, however, consistently stronger predictors of satisfaction than were facet amount scores; only 8 of 30 tests provided significant support and 8 of 30 test provided significant differences in the direction opposite to the hypothesis. Discussion focused on the importance of addressing these findings in efforts to improve discrepancy theories of satisfaction.

Cultures and creativity within hierarchical organizations

Abstract: This study examined cultural pluralism along the lines of hierarchy among eight large public accounting firms. Although no significant cultural differences among the different functional units (auditing, tax, and management consulting) of the firms were found, culture was found to be related to hierarchical level. Specifically, top level managers (partners) perceived the culture of their organization as significantly more innovative and supportive than did individuals at lower hierarchical levels (managers/supervisors and senior/ staff accountants). Creativity was not affected by culture.

Quality-of-life studies in marketing and management: An overview

Abstract: Business in general is beginning to realize that its responsibility to people extends beyond meeting market demand and generating employment. Business's responsibility is also to contribute to the quality-of-life (QOL) of its employees, its consumers, and the community. That is, business is now expected to contribute to the social, as well as the economic, welfare of society (e.g., Davis and Blomstrom, 1975). Businesses cannot simply sell products and services they "happen" to make. They have to engage in research in order to understand human needs and wants, and to deliver goods and services that can satisfy important needs in such a way as to enhance the QOL of a certain consumer segment, while not debilitating the QOL of other publics. Similar expectations are building with respect to the public sector, i.e., government, schools, and other nonprofit organizations. The QOL movement has been clearly articulated in management thought by the classic works of McGregor (1960) and his followers. McGregor described two styles of management which he termed Theories X and Y. Theory X managers believe that workers in general are lazy, dislike responsibility, are self-centered, and are motivated strictly by extrinsic rewards (e.g., money). Hence, managers should allocate much energy toward directing and controlling people, and organizing the elements of productive enterprise. Theory Y managers, on the other hand, believe that workers are inherently not lazy and self-centered. Workers can enjoy responsibility and are motivated to the most extent by intrinsic rewards (e.g., self-esteem, belonginess, social recognition, and self-actualization). Managers who believe in the central tenets of Theory Y focus their efforts to arrange things so workers can achieve their individual goals while working toward organizational goals. The attention to the satisfaction of workers needs through organizational

The positioning of rhetorical and non-rhetorical questions and the use of self-referencing in print advertising

Abstract: This research examines the use of questions in advertising through a content analysis of magazine print ads. Three variables are examined: question type (rhetorical vs. non-rhetorical), position (pre-argument vs. post-argument) and self-referencing (present vs. absent). Results reveal that rhetorical (non-rhetorical) questions tend to be used after (before) the arguments to which they refer. Further, self-referencing tends to be used with rhetorical questions in the post-argument position. The findings are discussed illustrating how theoretically-based empirical research can be used to guide decisions in ad practice, and how the practice of advertising can provide support for testable ideas in the conduct of future research.

How do managers in different levels explain their subordinates' success and failure?

Abstract: Forty-five male bank employees and 89 male army commanders, both located in various positions in the organizational hierarchy, were presented with hypothetical descriptions of success and failure of an imagined male subordinate. They were asked to assign weights (summing up to 100 points) to four factors that might explain the subordinate's performance: the subordinate, the latter's direct supervisor, a senior manager, and the nature of the task. Subjects allocated about a half out of 100 points to the subordinates as affecting their own success/failure, about a quarter of the points to the direct supervisor, and about one-eighth of the points each to the senior manager and the nature of the task. In addition, unrelated to the hypothetical descriptions, subjects were requested by means of a questionnaire to attribute responsibility to managers/ commanders, located at three levels in their respective hierarchies, for a subordinate success and/or failure. It was found that all subjects attributed more responsibility to a manager/commander thelower his position is in the hierarchy, for both the success and failure of the subordinate. In addition, interactions were found between subjects' hierarchical position in the organization and the outcome of the subordinate's performance. These findings are explained in terms of defensive attribution. The responses of managers and commanders were very similar and the few differences found are discussed.

Profile of the American CEO: Comparing Inc. and fortune executives

Abstract: Given the documented differences between entrepreneurial and traditional organizations in their structure and climate, a well as the predicted escalation of competition in global markets in the upcoming decade, the present study focused on the following questions. First, do chief executive officers (CEOs) from different corporate environments differ in the attributes, skills, and abilities they possess, and second, what meaning do these differences have for CEOs in confronting immediate and future challenges in small growth companies and large corporations. A sample of 35Fortune 500 CEOs and 35Inc. 500 CEOs was assessed on the London House STEP battery in order to identify differences between these groups. It was hypothesized that although there would be some overlap, the pattern of strengths and weaknesses would differ between the CEO groups. Specifically, it was expected thatInc. CEOs would be more creative whileFortune CEOs would exhibit a better balance in their breadth of managerial and executive skills. Results showed that these hypotheses were confirmed. Both groups were, not surprisingly, high in their potential for success and were not significantly different from one another in this overall dimension. However,Inc. CEOs were significantly higher in creativity, ability to work under pressure, and developing technical ideas, whileFortune CEOs excelled in the interpersonal skills of communications, developing teamwork, supervisory practices, developing employee potential and in the areas of leadership experience and financial responsibility. Findings are discussed in terms of developmental and strategic suggestions for current and aspiring CEOs.

Marketing and quality of life: Micro and macro considerations

Abstract: Each year, large amounts of human energy, mind, time, as well as raw materials and capital are converted into goods/services available for purchase. Developing basic science to support a task so significant for the quality of individual lives has fallen between the cracks of existing disciplines. Missing the true meaning of division of labor, existing conceptualizations focus on the producer's side of the transaction, neglecting the user's. To begin to remedy this imbalance, the present paper discusses the implications for the quality of individual lives of the marketer's task at micro and macro levels.

Autonomous work group selection

Abstract: The history of selecting office employees and autonomous work group employees is discussed. This study demonstrates the implementation of autonomous work group procedures with office/clerical employees. A selection model is developed advocating the use of skill, personality, and cognitive-based tests.

Employee assistance program liability and workplace privacy

Abstract: Privacy protection is an essential part of any credible Employee Assistance Program (EAP). This article describes how invasion of privacy, defamation, and emotional distress claims can occur in EAPs. Practical guidelines are recommended to ensure that company managers and EAP staff protect troubled employees' privacy rights at all times.

Law and regulation of preemployment inquiries

Abstract: State and federal regulation of impermissible preemployment inquiries has become increasingly pervasive. Twenty-two states publish specific-question lists on many topics. They include questions asked in interviews, and items in advertisements, application forms, bio-data forms, and psychological and attitude inventories. The regulations, laws, court and agency decisions, and relevant literature are reviewed, and the impact of such regulations is discussed.