Showing papers in "Journal of Organizational Behavior in 1990"
TL;DR: In this article, a sample of 224 MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated, and two types of obligations were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay.
Abstract: Summary Psychological contracts are individual beliefs in reciprocal obligations between employees and employers. In a sample of 224 graduating MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated. Two types of obligation were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay. These types of obligations are connected with two forms of legal contracts: transactional and relational. Relational contract obligations for employers correlated with employee expected length of stay with the firm. Transactional contract obligations were associated with careerist motive on the part of new recruits. The relationship between these and other motives of new hires was also investigated.
1,716 citations
TL;DR: In this paper, the authors summarize empirical evidence about the relationship between organizational commitment and work outcomes and examine the effect of methodological decisions on the OC-work outcome relationship, concluding that the overall empirical relationship between OC and outcome variables is generally weak, but positive.
Abstract: Extensive research on the consequences of organizational commitment (OC) has been conducted over the past decade. The purpose of this paper is to summarize empirical evidence about the relationship between OC and work outcomes and to examine the effect of methodological decisions on the OC–work outcome relationship. A meta-analysis of 35 studies of the OC–work outcome linkage reveals that the overall empirical relationship between OC and outcome variables is generally weak, but positive. While subgroup analyses reveal that conceptualization, research design, sampling, operationalization and observation technique decisions have a definite impact on the OC–work outcome correlation, the relationship remains essentially weak. Multiple regression analysis reveals that the type of work outcome and methodological decisions explain only 19 per cent of the variance in the OC–work outcome relationship, with conceptualization decisions having the largest impact.
411 citations
TL;DR: The Person-Environment (P-E) fit approach to stress has become widely accepted among organizational stress researchers (Eulberg, Weekley and Bhagat, 1988) as discussed by the authors.
Abstract: In recent years, the person-environment (P-E) fit approach to stress has become widely accepted among organizational stress researchers (Eulberg, Weekley and Bhagat, 1988) The P-E fit approach characterizes stress as a lack of correspondence between characteristics of the person (eg abilities, values) and the environment (eg demands, supplies) This lack of correspondence is hypothesized to generate deleterious psychological, physiological, and behavioral outcomes, which eventually result in increased morbidity and mortality This basic framework forms the core of many current theories of organizational stress, such as those presented by French and his colleagues (French, Rogers and Cobb, 1974; French, Caplan and Harrison, 1982), McGrath (1976), Karasek (1979), Schuler (1980), and others
388 citations
TL;DR: This article explored the bicultural life experience of black career-oriented women and found that women perceive themselves as living in two distinct cultural contexts, one black the other one white, and they tend to have highly complex life structures to embrace both cultural contexts.
Abstract: Summary This study explores the bicultural life experience of black career-oriented women. Seventy-one women participated in a larger study on the life experiences of black women. Of this sample, 21 (29 per cent) of the women were identified as being career-oriented. Findings reveal that the women perceive themselves as living in two distinct cultural contexts, one black the other one white. The women compartmentalize the various components of their lives in order to manage the bicultural dimensions. In addition, they tend to have highly complex life structures to embrace both cultural contexts.
384 citations
TL;DR: This article examined the influence of race on proteges' experiences of forming developmental relationships and found that white proteges have almost no developmental relationships with persons of another race, while black proteges, however, form 63 per cent of their developmental relationship with whites, and that same race relationships were found to provide significantly more psychosocial support than cross-race relationships.
Abstract: This study examines the influence of race on proteges' experiences of forming developmental relationships. Data were collected from 88 black and 107 white managers, who, collectively, accounted for 487 developmental relationships. The results indicate that white proteges have almost no developmental relationships with persons of another race. Black proteges, however, form 63 per cent of their developmental relationships with whites. Blacks are more likely than whites to form relationships outside the formal lines of authority and outside their departments. Furthermore, same-race relationships were found to provide significantly more psychosocial support than cross-race relationships.
381 citations
TL;DR: This article found that only a small minority of managers were seriously worried about imminent job loss, with substantially more anxious about a deterioration in working conditions and long-term security, and concern about any aspect of job insecurity was associated with decreased personal well-being and deterioration of work behavior and attitudes.
Abstract: To date, popular accounts and systematic studies of the effects of job insecurity have focused exclusively on firms in acute crisis. In contrast, this study examines perceptions of the reactions to insecurity as a chronic, ambiguous threat. None of the 1291 managers surveyed was currently facing layoff, but half worked for firms that had laid off managers in the previous five years and half worked in a stable, expanding firm. As in previous studies, concern about any aspect of job insecurity was associated with decreased personal well-being and deterioration of work behavior and attitudes. However, only a small minority of managers were seriously worried about imminent job loss, with substantially more anxious about a deterioration in working conditions and long-term security.
343 citations
TL;DR: All illness indicators showed that the process of job reorganization itself was associated with significantly higher symptoms (‘change stress’), however for males (only) symptoms levels when reorganization was accompanied by increased control were often as low or lower than symptom levels for no reorganization at all.
Abstract: Associations between increased job control and health status were tested with questionnaire data from a random sample of full-time workers (n = 8504) from the national Swedish white collar labor federation, TCO (representing 25 per cent of the Swedish work force). Of these subjects, 1937 had undergone a company-initiated job reorganization during the previous several years. Workers in the job reorganization group who had influence in the reorganization process and obtained increased task control as a result had lower levels of illness symptoms on 11 of 12 health indicators controlling for age and sex (11 of 12 associations significant for males, four of 12 associations significant for females).
A previously validated measure of coronary heart disease was significantly lower in circumstances of increased job control for males (8.6 per cent symptom frequency with decreased control versus 3.4 per cent with increased control; p = 0.05). Absenteeism was lower: 10.7 per cent versus 5.0 per cent (0.01). Depression was lower 27.8 per cent to 13.7 per cent (0.001). However, smoking was significantly higher for women 11.0 per cent versus 23.5 per cent (0.01). All illness indicators showed that the process of job reorganization itself was associated with significantly higher symptoms (‘change stress’). However for males (only) symptoms levels when reorganization was accompanied by increased control were often as low or lower than symptom levels for no reorganization at all. Unfortunately, job reorganizations involving employee influence and increased task control were less frequent than job reorganizations involving reduced influence and no increased control, especially for women and older workers.
313 citations
TL;DR: A review of journal research addressing issues of race in organizations was conducted by as discussed by the authors, who found that the amount of total published research is small relative to the importance of the topic, that the recent trend is for less rather than more research, and that the designs and research questions have been very narrow and the topics covered are not representative of the domain of organization behavior.
Abstract: Twenty-five years after passage of the Civil Rights Act, the full integration of racial minorities in the Unites States workforce has still not been achieved. Recent demographic trends indicating that the workforce will be increasingly composed of racial minorities make this a critical issue for academics and practitioners alike. This paper reports on a review of journal research addressing issues of race in organizations. Articles published in twenty major outlets for organization behavior research between 1964 and 1989 were reviewed. Data on the quantity, types and topics of published work are presented. Results indicate that the amount of total published research is small relative to the importance of the topic, that the recent trend is for less rather than more research, that the designs and research questions have been very narrow, and that the topics covered are not representative of the domain of organization behavior. Based upon the findings, some suggestions for future research are offered.
256 citations
TL;DR: A theoretical model was developed and evaluated which describes the differential relationship that organizational attitudes (organizational commitment and satisfaction job attitudes (job involvement and satisfaction) have with several behavioral intentions (turnover, absenteeism, and performance) as discussed by the authors.
Abstract: A theoretical model was developed and evaluated which describes the differential relationship that organizational attitudes (organizational commitment and satisfaction job attitudes (job involvement and satisfaction) have with several behavioral intentions (turnover, absenteeism, and performance). One hundred and fifty-seven male and 409 female participants filled out a survey. Results generally supported the proposed model.
171 citations
TL;DR: In this article, the case for a descriptive classification of coping methods based on careful empirical work rather than pre-determined conceptual frameworks is presented and the results of four studies of supervisors and administrators, nurses, teachers and church ministers are presented and compared Principal components analysis of check-lists developed specifically for each population revealed five forms of coping which emerged consistently across the studies.
Abstract: The study of coping has assumed an increasingly central role in studies of work-related stress However the measurement of coping is poorly developed and is dominated by very general conceptual frameworks The case for a descriptive classification of coping methods based on careful empirical work rather than pre-determined conceptual frameworks is presented The results of four studies of supervisors and administrators, nurses, teachers and church ministers are presented and compared Principal components analysis of check-lists developed specifically for each population revealed five forms of coping which emerged consistently across the studies These components are rational task-oriented behavior, emotional release, distraction, passive rationalization and social support The limitations of existing conceptualizations and in particular the need to recognize the range and variety of palliative techniques are emphasized
156 citations
TL;DR: This paper used meta-analysis to determine whether intolerance of ambiguity represents a significant vulnerability factor in the role stress-strain relationship and found that it does moderate the impact of role ambiguity.
Abstract: Occupational role stress has received increased attention in recent years. However, there have been few systematic efforts to review potential moderators of the role stress–strain relationship. The few narrative reviews that do exist conclude that the evidence for individual difference moderators is mixed and inconclusive. The purpose of this review was to utilize meta-analysis to determine whether intolerance of ambiguity represents a significant vulnerability factor in the role stress–strain relationship. Results indicated that intolerance of ambiguity does moderate the impact of role ambiguity. The implications of this finding for future job stress research and stress management programs are discussed.
TL;DR: A theoretical framework is introduced to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators and predicts how these independent variables differentially affect system performance, job-related strain and job satisfaction.
Abstract: This paper introduces a theoretical framework to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators The framework has two main aspects First, based on the emerging literature on the job content implications of AMT, it identifies four key constructs, namely: control, cognitive demand, production responsibility and social interaction Second, by drawing on the more established job design, stress and related literatures, it predicts how these independent variables differentially affect system performance, job-related strain and job satisfaction The wider implications and limitations of the theoretical framework are discussed
TL;DR: In this paper, a mixed idiographic-nomothetic technique was used to assess the personal goals and perceived goal dimensions of 150 employees and found that employees were more satisfied with their jobs to the extent that they had higher goal commitment, perceived high chances of success for attaining their goals and had few negative goals in their job situation.
Abstract: This paper examines the relationship of job satisfaction to dimensions of employee personal work goals. Based on past theory and research, it was hypothesized that the probability of goal success, positivity and negativity of goals, goal commitment, expected negative consequences for goal attainment, and goal clarity would be related to job satisfaction. A mixed idiographic-nomothetic technique was used to assess the personal goals and perceived goal dimensions of 150 employees. Most hypotheses were confirmed, indicating that employees were more satisfied with their jobs to the extent that they had higher goal commitment, perceived high chances of success for attaining their goals, and had few negative goals in their job situation. In addition, two indices of goal clarity, knowing the means for goal attainment and having specific deadlines for goal attainment were also related to satisfaction. The results suggest that the goal dimensions important for performance and motivation may also be responsible for job satisfaction. Implications for the design of goal setting programs to maximize both performance and satisfaction are discussed.
TL;DR: In this article, six major ways in which individuals define the activity of working are empirically identified among national samples of employed labor force members in Belgium, Federal Republic of Germany, Israel, Japan, the Netherlands and the U.S.A.
Abstract: Six major ways in which individuals define the activity of working are empirically identified among national samples of employed labor force members in Belgium, Federal Republic of Germany, Israel, Japan, the Netherlands and the U.S.A. Several types of exchanges being made between working individuals and their working environments are suggested. Primary emphasis is placed upon national similarities and differences in work definition pattern distributions in the six nations. Secondary emphasis is placed upon the influence of demographic context and organizational role context on work definition patterns. Finally, an argument is made for different levels of appropriateness for two specific work definition patterns in work forces of the future.
TL;DR: Schuler's process model of employee participation in decision-making and job satisfaction (Schuler, 1980; Lee and Schuler, 1982) was tested using a path analytic approach.
Abstract: Schuler's process model of employee participation in decision-making and job satisfaction (Schuler, 1980; Lee and Schuler, 1982) was tested using a path analytic approach. Reanalysis of Schuler's data and replication on a new sample indicated that (a) participation in decision-making has both direct and indirect effects on job satisfaction; and (b) performance–outcome expectancy, role conflict, and role ambiguity all appear to mediate the relationship between participation and satisfaction. In an extension of the model, organizational level and job involvement were hypothesized to moderate the participation–satisfaction relationship (i.e. function interactively). Although neither variable functions as a moderator, job involvement operates in a fashion similar to participation in the model. In general, consistent results across four independent samples strongly support Schuler's basic process model.
TL;DR: The work values of engineers were similar to those of managers and different from those of production and clerical workers as discussed by the authors, and work values were also related to behavioral outcomes such as performance and tardiness.
Abstract: Summary Engineers and scientists have been compared in previous research on their work attitudes. Conceivably the interest in comparing these two groups of professionals was a result of the joint work they often do in research and development departments. The present framework suggests that engineers who work in production departments would have work values and attitudes which would be more similar to those of managers. Survey data was collected from 432 employees in two industrial corporations in Israel. Profile analysis showed that the work values of engineers were similar to those of managers and different from those of production and clerical workers. Furthermore, work values were also related to behavioral outcomes such as performance and tardiness. Implications regarding the study of engineering as a profession and the use of work values in organizational research are discussed.
TL;DR: The authors examines issues that should be considered by researchers interested in testing nonrecursive causal models and identifies choices that can be made in specifying those models which will minimize bias in estimation as well as facilitate the overall interpretation.
Abstract: Summary This paper examines issues that should be considered by researchers interested in testing nonrecursive causal models. It identifies choices that can be made in specifying those models which will minimize bias in estimation as well as facilitate the overall interpretation. A series of analyses demonstrate the importance of these issues. Implications for organizational behavior research and recommendations are discussed.
TL;DR: The relationship between various measures of the Protestant Work Ethic (PWE) and Holland's (1973) hexagonal model of vocational preference which specifies six personality and environmental types was examined in this article, showing that PWE measures would be positively correlated with realistic, enterprising and conventional types but not social investigative or artistic.
Abstract: The study examined the relationship between various measures of the Protestant Work Ethic (PWE) and Holland's (1973) hexagonal model of vocational preference which specifies six personality and environmental types It was predicted that PWE measures would be positively correlated with realistic, enterprising and conventional types but not social investigative or artistic The hypotheses were supported but the PWE measures, themselves all correlated, were also positively correlated with the artistic type Implications of these findings for vocational guidance and the assessment of individual differences is discussed
TL;DR: In a two-day assessment workshop as mentioned in this paper, 71 black professional women explored the kinds of supportive relationships they have formed with significant black women friends and the consequences of these supportive relationships for their growth and development.
Abstract: In two-day assessment workshops 71 black professional women explored the kinds of supportive relationships they have formed with significant black women friends and the consequences of these supportive relationships for their growth and development.
Findings show two major types of supportive relationships: (1) other-oriented relationships, in which participants' bonds with other black women emphasize the provision of support to the other, and (2) self-enhancing relationships, in which participants' bonds with other black women are reciprocal in nature or are oriented toward self. Within these two types of relationships, three main functions of support were found: (1) social companionship, (2) task help, and (3) supportiveness. Of these three functions, the receipt of supportiveness consisting of emotional support, high commitment to one another, and encouragement to tackle life's obstacles resulted in the highest levels of growth and development among the participants, thus most effectively validating and addressing their experience of bicultural stress.
TL;DR: In this article, a field study was conducted to assess the moderating role of job experience and task component complexity, or the number of distinct and independent actions an individual must process, using respondents from several organizations across a variety of job levels.
Abstract: Summary Research in goal setting has demonstrated moderating roles of job experience and task complexity in the relation of goals to performance. Goal setting appears to have its strongest effect on an individual's performance and task strategy quality for jobs having low task complexity. A field study (n = 347) was conducted to assess the moderating role of job experience and task component complexity, or the number of distinct and independent actions an individual must process, using respondents from several organizations across a variety of job levels. The results of moderated regression analyses demonstrate support for the hypothesis that task component complexity would moderate the effect of goal setting on performance. In addition, experience moderated the relation of goal setting to task strategy quality and performance for jobs having a great deal of task component complexity. The results are discussed as further evidence of the lagged beneficial effect of goals on task performance for a job high in task component complexity.
TL;DR: This paper investigated the role of three possible mediating variables (job attitude, job knowledge, and job acceptance intention) to explain the effects of realistic job previews (RJPs) on entry-level outcomes.
Abstract: A laboratory experiment was conducted to investigate the role of three possible mediating variables (job attitude, job knowledge, and job acceptance intention) to explain the effects of realistic job previews (RJPs) on entry-level outcomes. In addition, the effectiveness of an oral realistic job preview presented by an employment interviewer was compared to a written RJP. Sixty undergraduate student volunteers were randomly assigned to one of three conditions: (1) an oral RJP presented to job applicants by the employment interviewer during an employment interview; (2) a written RJP given to job applicants to read before an employment interview; and (3) a control condition in which job applicants received general job information from the interviewer during an employment interview. Results indicated that knowledge was an important mediator of RJP effects on several entry-level outcomes whereas attitude and job acceptance intention did not mediate RJP effects although both were strongly related to job acceptance decisions. In addition, the oral RJP was more effective than both the written RJP and general job information in creating positive preceptions of interviewer and organization honesty. Both the oral and the written RJP lowered subjects' job expectations and increased role clarity in comparison to the control group but did not affect job acceptance or commitment to job choice. The implications for future RJP research and application are discussed.
TL;DR: In this article, a study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential, and the correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability.
Abstract: This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of situational interviews in a new job family, i.e. administrative jobs in a large U.K. financial services organization. The discussion questions the extent to which situational interviews provide unique or overlapping predictive validity when compared with mental ability tests.
TL;DR: In this article, the authors explored the effect of workspace characteristics (i.e., number of people and number of enclosures) on the relationship between behavioral interferences and affective responses among individuals with high and low ability to screen.
Abstract: This study explored the joint moderating (i.e. intensifying) effect of two central workspace characteristics (i.e. number of people and number of enclosures) on the relationships between behavioral interferences and affective responses among individuals with high and low ability to screen. One hundred and fifty-two clerical employees from a large university participated in the study. The results suggest that individual reactions to behavioral interferences at work (i.e. work fatigue and psychosomatic complaints) are intensified by the joint presence of few enclosures and high number of people in the setting; however, this intensification effect appears to hold primarily among individuals with low screening ability. Thus, the joint moderating effect of workspace characteristics itself appears to be buffered (i.e. moderated) by personal ability to screen. Implications of the results and suggestions for future research are discussed.
TL;DR: In this article, a longitudinal questionnaire study examines the psychological impact of managerial job moves which are downward in status, and considers the effects of periods of unemployment between job changes, finding that among managers the negative impact of downward status moves on psychological adjustment is greater than that of temporary role loss.
Abstract: Research examining the effects of unemployment among white collar workers has produced patterns of findings different to those for lower socio-economic groups. The present longitudinal questionnaire study examines the psychological impact of managerial job moves which are downward in status, and considers the effects of periods of unemployment between job changes. The results indicate that among managers the negative impact of downward status moves on psychological adjustment is greater than that of temporary role loss. These effects are associated with decrements in preceived growth and development opportunities at work. The relationship between work and non-work life for our understanding of psychological adjustment is considered.
TL;DR: In this article, the role of dyadic duration, the amount of time a subordinate has worked for the same supervisor, in leadership dynamics was examined, focusing on the exchange process between individual leaders and followers.
Abstract: This research focused on the role of dyadic duration, the amount of time a subordinate has worked for the same supervisor, in leadership dynamics. Specifically, a field study of engineering personnel examined dyadic duration as a moderator of the relationships between supervisory leadership behavior and subordinates' attitudes and behavior. Moderated regression analysis revealed that the length of time a subordinate had served under the same supervisor influenced the relationship between supportive and directive leader behaviors and follower performance. Implications of these findings were discussed, focusing on the exchange process between individual leaders and followers.
TL;DR: The stress associated with labor-management negotiations is investigated in two longitudinal studies as discussed by the authors, where changes in anxiety and blood pressure following a simulated negotiation exercise are assessed, while family support moderated the relationship, while personality hardiness yielded a negative buffering effect on this relationship.
Abstract: The stress associated with labor-management negotiations is investigated in two longitudinal studies. In Study 1, changes in anxiety and blood pressure following a simulated negotiation exercise are assessed. The sample consisted of 49 advanced undergraduate Industrial Psychology students, divided into experimental (n = 24) and control (n = 25) groups. The experimental group engaged in a simulated labor–management negotiation, whereas the control group participated in a class discussion session. Anxiety and blood pressure levels of both groups were tested before and after the manipulation. Statistically controlling for pretest differences, the experimental group yielded more negative changes in anxiety and blood pressure levels than the control group from pretesting at posttesting. In Study 2, moderators and psychological consequences of participation during in vivo labor–management negotiations were studied. Data were collected from 96 industrial relations (IR) practitioners immediately before negotiations and three months later. Using moderated multiple regression, negatively perceived IR stress predicted negative changes in psychological well-being. Family support moderated the relationship, while personality hardiness yielded a negative buffering effect on this relationship. Explanations of the findings are discussed and implications for future research are suggested.