BENEFIT COVERAGE AND EMPLOYEE COST: CRITICAL FACTORS IN EXPLAINING COMPENSATION SATISFACTION

This research examined the joint effects of benefit coverage and the costs borne by employees on multiple dimensions of compensation satisfaction. Information regarding pay and benefit practices was collected by interviewing personnel specialists and reviewing policy and procedure documents in eight organizations. At a later time, satisfaction data were collected from employees via mail surveys. The results indicated that satisfaction with benefits increased with improved coverage and decreased with higher employee costs. Employees were particularly sensitive to variation in the cost of health insurance. Also, for respondents possessing accurate information about actual coverage levels, the relationship between coverage and satisfaction was more pronounced. For the organizations studied here, salaries and benefits were being administered using compensatory allocation rules. Salary levels were negatively correlated with the levels of benefit coverage, and the various components of the compensation systems covaried in complex ways. The methodological implications associated with this research are emphasized and suggest that the interpretability of much of the past research devoted to employee benefits has been compromised.     

Specific Onboarding Practices for the Socialization of New Employees

Onboarding is frequently used by organizations to help socialize newcomers, but little research has focused on the specific onboarding practices organizations use or the effectiveness of those practices in facilitating newcomer adjustment. To begin addressing this gap, this study explores specific onboarding practices and evaluates the Inform‐Welcome‐Guide framework of onboarding practices. Data are presented from representatives of 10 organizations regarding what onboarding practices they offer and how those practices are offered. Three hundred seventy‐three new employees from those same 10 organizations also shared their perceptions of the practices they experienced, when those practices were experienced, and the perceived helpfulness of those practices. Lastly, the extent to which new employees were socialization was assessed. Several research questions and hypotheses among these variables were examined, and most of the hypotheses supported. Implications of these findings for future research and practice are discussed.     

Implementing computerized technology: an organizational analysis

Why do some organizations succeed and others fail in implementing the innovations they adopt? To begin to answer this question, the authors studied the implementation of manufacturing resource planning, an advanced computerized manufacturing technology, in 39 manufacturing plants (number of individual respondents = 1,219). The results of the plant-level analyses suggest that financial resource availability and management support for technology implementation engender high-quality implementation policies and practices and a strong climate for implementation, which in turn foster implementation effectiveness--that is, consistent and skilled technology use. Further research is needed to replicate and extend the findings.     

Collaboration Talk: The Folk Theories of Nano Research

The nano initiative in the US and elsewhere encourages and promotes various forms of multi-stakeholder activities, such as industrial collaborations. Forming part of the discourse of expectations around emerging technologies, collaboration is an important resource holding together different practices of knowledge production. In the conversations between policy and science, collaboration becomes a measurable entity and a measure in itself, figuring in the evaluations of the performance of individual faculty and research centres; however, the policy metaphor of ‘collaboration’ stands for a variety of different forms and shapes of interactions between university and industry. From a discourse analysis perspective, ‘folk theories’ of nano collaboration help to explore the dynamics of the university/industry boundary in the scientific organisational discourse as in a recent series of interactions with scientists, university officials and technology transfer officers in a number of US universities. What does the introduction of the new entity (nano) mean for scientists, and for university practices of technology transfer and commercialisation, in terms of trying to accommodate individual ‘nano’ cases into university regulations and procedures? How are these practices and experiences discussed in terms of collaboration? Assessments of value of collaboration ranged between polarised views, raising questions about occasions, audiences and communities of assessors invoked in the construction of acceptable accounts of nano collaboration. Metaphors and analogies were used to mobilise specific meanings in the discourses of the innovative potential of emerging fields. As such, assessments of the potential of terms pertinent to the emerging discourses, such as collaboration, would be better based on the assumption of shared meanings, not fixed and given, but actively achieved.     

“Ye Double-Minded”: Black Parishioners’ Attitudes toward Nonaffirming Church Climates

Homophobia in the black community has been largely attributed to the Black Church's conservative views concerning sexual orientation. Prior research demonstrates that black congregations are generally nonaffirming of nonheterosexuality; however, few studies have investigated black congregants’ responses to their churches’ climates regarding sexuality. Using in-depth interviews, this paper examines the extent to which black Christians are content with their congregations’ nonaffirming climates. Findings indicate that although some black parishioners are content with or indifferent to their churches’ climates, most respondents advocate for a change in how their congregations address sexual orientation, specifically calling for open conversations about sexuality. Furthermore, an examination of the language respondents used to evaluate congregational climates suggests discussions of sexuality in churches that humanize and encourage empathy for nonheterosexual identities may help facilitate such conversations. These results challenge assumptions of ideological homogeneity within religious organizations and could inform strategies to promote nonheterosexual inclusion in congregations.     

Is There Such a Thing as Relative Analyticity?

Fine bases his influential conception of essence on a particular account of definitions. And he complements it with a specific account of analyticity. I will argue that Fine's conception of relative analyticity confuses the idea of a sentence's being true in virtue of a term's definition with the idea of a sentence's being true in virtue of a term's meaning. His idea that correct definitions specify essential properties of meanings is mistaken. The correctness of definitions can only be assessed by reference to the actual usage of the terms involved. The resulting conception of definitions leads to a deflationary interpretation of claims about essences.     

The Individual in Organizations: Rediscovered or Lost Forever?

In this article the author argues that managers are confronted with increasing pressures to transform the human being into a sheer economical resource. Three related factors are discussed to explain this penetrating influence of a utilitarian conception of the human being: (1) A movement away from a communitarian towards a new individualistic ideology, (2) the overriding influence of a materialistic, meta-economic theory, and (3) the deep separation of clinical and organizational psychology in teaching, research, and practice. The trend to reduce the human being to an instrumental resource is illustrated by a discussion of current management and consulting practices. These practices include participation as social engineering, modal management with lack of concern for understanding the human being in his or her individuality, and the practice of contracted relations between organizations and employees.     

Trait Entitlement and Perceived Favorability of Human Resource Management Practices in the Prediction of Job Satisfaction

Purpose  

Inconsistency in offerings of human resource management (HRM) practices across organizations is potentially problematic for employees with high levels of entitlement as they tend to believe they get less than they deserve. The purpose of this study was to examine the moderating effect of trait entitlement on the relationship between the favorability of HRM practices and job satisfaction.     

Searching for Models of Fully Functioning Women

Fifty-one feminist women responded to an open-ended questionnaire which asked participants to identify the qualities they associate with the psychologically fully functioning woman. Analysis of responses revealed that the fully functioning woman is seen as possessing a balance between independence and interdependence by this particular group of respondents. We argue that the development of feminist-based definitions is desirable and necessary for advancing a feminist agenda and for facilitating feminist therapy, and that the use of subjective reports of different groups of feminists can be an invaluable aid in this process.     

Achieving Safety: Safer Sex, Communication, and Desire among Young Gay Men

Conceptualizations of safer sex practices among young gay men (YGM) are frequently structured around communication between partners and the subsequent utilization or absence of condoms in a sexual encounter. Drawing on a sample of 34 in-depth interviews with YGM, ages 18 to 24, we explore the ways in which conceptualizations and definitions of safer sex are discussed and enacted. Placing attention on their safer sex practices, we analyze the conversations that do and do not occur among YGM and their partners, including the strategies (e.g., negotiated safety, condom communication and negotiation) that are commonly perceived as most useful by YGM. We provide recommendations regarding how to craft safer sex messages for YGM by considering their competing demands.     

Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects?

A dominant theme within the human resource management (HRM) literature concerns the identification of "best practices" that will enhance both organizational performance and employee commitment. Although research exploring the impact of these practices at the level of the individual is considerably limited, it is implied that they may be applied both across and within organizations, yielding favourable outcomes such as higher organizational performance and enhanced employee commitment. This is despite claims that commitment is multidimensional and that certain organizational and individual variables are related to different forms of commitment. It is possible that organizations seeking to promote commitment might need to tailor HR practices to suit employees' needs, thus challenging the best practice perspective at the employee level. This article extends on the literature by examining whether the relationship between attitudes towards HR practices and commitment is moderated by career stage. The empirical research is based on an employee attitude survey within three financial service organizations in Ireland (N?=?288). Using hierarchical regression analysis, the findings show that interaction effects are evident regarding attitudes towards HR practices and affective, continuance, and normative commitment. The implications of these findings for the management of commitment are discussed.     

National cultures, performance appraisal practices, and organizational absenteeism and turnover: a study across 21 countries

Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations and (b) the contribution of the level of congruence between societal cultural practices and the characteristics of organizational PA practices to absenteeism and turnover. The results, based on a large data set across multiple countries and over 2 time periods, support the hypothesized effects of societal (national) cultural practices on particular PA practices and the interactive effects of societal cultural practices and PA practices on absenteeism and turnover. We discuss theoretical and practical implications of our findings.     

Management skill in student organizations

Seventy-two social fraternities were studied to discover some reasons for the variation in the degree of success attained by these student organizations on a college campus. The specific factors studied were management practices that could be employed by the groups. Analysis revealed a significant positive relationship between success as a fraternity and the use of certain management practices, and it identified several individual practices or characteristics highly associated with more successful groups. This article proposes that student organizations would find such practices influential in their future survival and success.