Perceived homogeneity and familial loyalty between Chinese and Americans

On the basis of both previous and recent research on intercultural perceptions (Lee & Ottati, 1993; Triandis & Vassiliou, 1967), it is hypothesized that perceived group homogeneity would be intimately related to familial loyalty (or commitment) and stability. A cross-cultural questionnaire study was conducted both in the People’s Republic of China (n=182) and in the United States of America (n=182). The results revealed that both Chinese and American subjects perceived a collectivistic society to have more familial commitment and stability while they perceived an individualistic society to have less familial commitment and stability. The implications for this study have been discussed.     

Perceived Child Rearing Practices as Predictors of University Students' Satisfaction with their Sexual Relationships

The aim of this study was to determine the effects that perceived child-rearing practices have on the sexually intimate relationship satisfaction of a sample of 130 male (n=62) and female (n=68) fourth year South African university students. Participants completed the Parenting Bonding Instrument (Parker, Tupling, & Brown, 1979), Stevens Relationship Questionnaire (Stevens & Stevens, 1994) and the Sexual Knowledge Questionnaire (Louw, 2000) to measure perceived parent-child attachment, respondents' sexually intimate relationships and level of sex education. Hierarchical regression analysis was conducted to investigate the influence of perceived child rearing practices on sexually intimate relationship satisfaction. The results suggest that parent-child attachment explained a significant percentage of the variance in intimate relationship in young adulthood.     

Organizational and client commitment among contracted employees: A replication and extension with temporary workers

This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment.     

Differences in smoking attitudes of adolescents and young adults

This study employed the Theory of Planned Behavior to examine the differences between adolescent (n = 182) and young adults (n = 209) in their intention to smoke and examined possible differences. Analysis showed that young adults had more positive self-reported attitudes toward smoking than adolescents, had higher intentions to smoke, lower perceived behavioral control over smoking and perceived they were more informed about smoking. The Theory of Planned Behavior provided good prediction of intention for both young adults (R2 = .70, attitudes, information, and past behavior significant) and adolescents (R2 = .68, attitudes, past behavior significant). For both samples attitudes were the strongest predictor of intentions to smoke. Implications for understanding intention toward smoking between adolescents and young adults are discussed.     

Fluctuation in on‐again/off‐again romantic relationships: Foreboding or functional?

This study explored how fluctuations in satisfaction and perceived partner commitment were associated with stability measures (e.g., commitment, perceived stability, relational uncertainty, turbulence) in both on‐again/off‐again and noncyclical relationships. Participants completed an initial survey, 8 weekly surveys, and a final survey. Results suggest fluctuation in perceived partner commitment across the weekly surveys was associated with all measures of stability when moderated by relationship type; fluctuation was negatively associated with the stability measures for noncyclical relationships but positively for on–off relationships. For fluctuation in satisfaction, this same pattern was found for commitment only. Overall, fluctuation, particularly in perceived partner commitment, was not viewed as disruptive for on–off partners; rather, fluctuation appeared to foster more steady and viable views of the relationship.     

Psychological Distress in Orphan,Vulnerable Children and Non-Vulnerable Children in High Prevalence HIV/AIDS Communities

The degree of psychological distress and access social support is investigated in children (n = 741) living in nine high prevalence HIV/AIDS communities. They comprised (i) vulnerable, maternally-orphaned (n = 319); (ii) vulnerable and not orphaned (n = 276); and (iii) typically developing (n = 146). The following psychometric tests were administered: The Trauma Symptom Checklist for Children (Townsend, 2002); the Reynolds Depression Scale for Children (Reynolds, 1989); and the Social Support Scale (Beale Spencer, Cole, Jones & Phillips Swanson, 1997). Primary caregivers completed the Conners' Parent Rating Scale (Conners, Parker, Sitarenios, & Epstein, 1998) and an Adversity Index (Killian, 2004a) to establish the vulnerability status of each child. The data were analysed to distinguish the groups from each other regarding profiles of distress. The findings suggest that vulnerable children, be they orphaned or not, manifest similar degrees of emotional distress and perceived themselves as unable to access social support. Interventions should address the needs of both orphans and other vulnerable children, without prioritising the needs of orphans over other vulnerable children.     

A Longitudinal Study of Shop Stewards’ Union Commitment and Perceptions of Union Instrumentality and Support

Although previous studies have hypothesised that union perceptions (e.g. perceived union instrumentality, perceived union support) predict members’ commitment to the union, these relationships have only been tested cross‐sectionally. Drawing on attitude–behavior consistency theory, this study hypothesised that union commitment may be an antecedent of union perceptions. Cross‐lagged structural equation models with one year separating waves of data collection (N = 676) provided the most support for a model suggesting that commitment precedes perceptions of the union. These results point to the need to consider new models of union commitment for shop stewards and, potentially, union members.     

Coach Commitment and Burnout: A One-Year Follow-Up

This study is a one-year follow-up to Raedeke, Granzyk, and Warren's (2000) Raedeke, T. D., Granzyk, T. L. and Warren, A. 2000. Why coaches experience burnout: A commitment perspective. Journal of Sport and Exercise Psychology, 22: 85–105. [Web of Science ®] , [Google Scholar] study on coach burnout from a commitment perspective and was designed to examine whether changes in the theoretical determinants of commitment related to changes in the exhaustion dimension of burnout and commitment level. For this study, 141 swim coaches completed a mail survey two-times one year apart that assessed commitment determinants (i.e., satisfaction, benefits, costs, investments, alternative options, and social constraints), feelings of exhaustion, and commitment. Based on static scores, results revealed that a majority (64%) of coaches were assigned to the same commitment profile at Time 1 and Time 2. From a longitudinal perspective, cluster analysis revealed three coach profiles reflecting increasing attraction to coaching, increasing signs of entrapment, and decreasing coaching interest based on commitment model variables. Subsequent MANOVA results revealed a cluster by time interaction for both exhaustion and commitment. Coaches with characteristics suggesting increased entrapment showed the largest increase in exhaustion whereas those with decreased coaching interest had the lowest commitment.     

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

Are organisational politics responsible for turnover intention in French Firefighters?

PurposeThe purpose of this paper is to examine the effect of different facets of perceived organisational politics and workplace attitudes onto turnover intention in the French Fire and Rescue service.MethodologyAn electronic survey was administered to fire department employees (n = 255) to investigate the effects of different forms of perceived organisational politics (POP) onto turnover intention, and test for mediation by affective organisational commitment and job satisfaction with structural equation modelling (Lisrel 8.80).FindingsBoth pay-and-promotion and general perceived organisational politics indirectly predicted turnover intention in French firefighters, although the total effect of pay-and-promotion politics was greater than general politics. Affective organisational commitment and job satisfaction mediated the effect of perceived organisational politics onto turnover intention.Practical implicationsPublic organisations, which have recently undergone reorganisations, should monitor perceptions of organisational politics to better understand the association with attitudes (such as affective organisational commitment and job satisfaction), as well as to predict turnover intention.Originality/valueThe study goes expands on the identification of various turnover intention's antecedents to contribute to consider understanding of its reasons, such as perceived organisational politics, where pay-and-promotion politics appears to be more salient factor than general politics. Affective organisational commitment and job satisfaction mediate the effects of POP onto turnover intention with nuanced effects. We also generated support for the order of factors in the model, where job satisfaction is a first-order predictor of turnover intention and organisational commitment second-order one. The POP Scale (Kacmar & Ferris, 1991) was validated in French.     

Construction of Circumplex Scales for the Inventory of Interpersonal Problems

We constructed a set of circumplex scales for the Inventory of Interpersonal Problems (IIP; Horowitz, Rosenberg, Baer, Ureno, & Villasenor, 1988). Initial scale construction used all 127 items from this instrument in two samples of university undergraduates (n = 197; n = 273). Cross-sample stability of item locations plotted against the first two principal components was high. A final set of eight 8-item circumplex scales was derived from the combined sample (n = 470) and cross-validated in a third university sample (n = 974). Finally, we examined the structural convergence of the IIP circumplex scales with an established measure of interpersonal dispositions, the Revised Interpersonal Adjective Scales (IAS-R; Wiggins, Trapnell, & Phillips, 1988). Although both circumplex instruments were derived independently, they shared a common Circular space. Implications of these results are discussed with reference to current research methods for the study of interpersonal behavior.     

Suicidal tendencies and ego identity in adolescence

Studies distinguishing between adolescent suicide attempters and others usually deal with demographic, physiological, or familial contributing factors. The objective of this study was to investigate the relationship between ego identity development and suicidal inclinations at adolescence. The main hypothesis was that ego identity formation at adolescence may serve as a "buffering" force by providing stability, continuity, meaningfulness, social recognition, commitment, and inner strength against suicidal attempts. Two groups of adolescents, a suicidal group (n = 10) recruited from mental health clinics and a normative group (n = 30), were matched for intelligence, demographic variables, and socioeconomic status. The Adolescent Ego Identity Scale (AEIS; Tzuriel, 1984) and the Israeli Index of Potential Suicide (IIPS) based on Zung's (1974) scale were administered to both groups. The results indicated that the normative group scored significantly higher than did the suicidal group on all but one of the AEIS factors and lower on the IIPS. A MANOVA carried out on ego identity factors revealed a significant overall difference between the two groups. Univariate analyses indicated that most of the ego identity factors differentiated between the two groups. Negative correlations between AEIS and IIPS were found in both groups, especially between total AEIS score and IIPS in the normative group (r = -.89, p less than .001). The findings in general confirm the "buffering" force hypothesis. These preliminary results are discussed in regard to theoretical and preventive aspects.     

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.     

New Employee Development Tactics: Perceived Availability, Helpfulness, and Relationship with Job Attitudes

This study examined the availability and helpfulness of twenty new employee development tactics and their relationship with seven job attitudes. Bachelor's graduates surveyed twelve months after graduation (n = 378) reported low availability of many tactics but high perceived helpfulness. Multiple regression analyses revealed strong correlations (R = .50–.58) with satisfaction, commitment, intent to quit, psychological success, and post-decision dissonance. The most important tactic was allowing new employees to fully utilize their skills and abilities. Implications for new approaches to new employee development in organizations and for human resource professionals are discussed.     

College students' perceptions of mothers: Effects of maternal employment-childrearing pattern and motive for employment

This study examined primarily middle-class Caucasian college students' (n = 460) perceptions of mothers as a function of their employment-child-rearing pattern (continuous employment following 6 weeks of maternity leave, interrupted employment until the child was in first grade, or discontinued employment after the child's birth) and employment motive (fulfillment, financial, or unstated). Results showed that continuously employed compared to other mothers were perceived as less communal and were less positively evaluated. Further, continuously employed mothers were seen as less communal if their employment was for fulfillment rather than financial necessity. Inferences about the mother's perceived commitment to the maternal role help explain some of the communality findings, and perceived maternal role commitment and communality explain the evaluation findings. Discussion focuses on college students' views of normative roles and characteristics for women.     

Rural African American Adolescents' Future Orientation: The Importance of Self-Efficacy,Control and Responsibility,and Identity Development

Future orientation has been linked to a range of positive adolescent outcomes (e.g., Nurmi, 1991, 1993; Pulkkinen & Ronka, 1994), whereas a lack of orientation to the future has been associated with delinquency (e.g., Oyserman & Saltz, 1993; Trommsdorff & Lamm, 1980). The purpose of this study was to examine variation in future education and future career orientation within a sample of rural, African American adolescents. It was found that identity exploration and commitment, self-efficacy, control, and responsibility were predictive of future orientation. Furthermore, grade level moderated the relation between control and responsibility and future orientation; for younger adolescents, greater perceived control and responsibility was related to a stronger future orientation. In addition, gender moderated the relation between identity exploration and future orientation; for male adolescents, having higher levels of identity exploration was related to a stronger future orientation.     

Self-esteem: Its mediating effects on the relationship between discrimination at work and employee organisation commitment and turn-over intention

This study examined self-esteem as a mediator of the relationship between perceived discrimination, employee intentions to quit, and affective organisation commitment. A convenience sample of 414 South African employees were participants (female?=?44.9%; black?=?42.3%; 38.2% between the age of 26 and 35). Of the participants, 72.7% were from the private sector. The employees completed measures of self-esteem, perceived discrimination, and affective organisation commitment. We utilised Structural Equation Modelling to determine the direct and indirect effects of self-esteem on employee attitudes, affective organisation commitment, and intentions to quit. Findings indicate that high self-esteem scores predict affective organisation commitment by ameliorating a sense of work-place discrimination. This is influenced by race, ethnicity, and gender. By contrast, low self-esteem scores predicted high intensions to quit due to perceived work-place discrimination. As such, high self-esteem is important for the reduction of the perceived work-place discrimination effects on affective organisation commitment and for job retention among workers of a society with a history of race-based civil strife.     

Employable,committed, and thus well-performing: a matter of interdependent forward-looking social exchange

This study probes the relationship between perceived external employability (i.e., the individual’s perception of available jobs on the external labour market) and affective commitment and performance within the framework of social exchange. An innovative feature is that we advance perceived external employability as a commodity of interdependent forward-looking exchange: employees who perceive themselves as externally employable anticipate successful exchange, which drives further responses, both relational (i.e., affective organizational commitment) and behavioural (i.e., performance). Strong features of this study are that we include (a) both the organization and the workgroup as foci of affective commitment, and (b) task, helping, and counterproductive behaviour as indicators of performance. Results from cross-lagged, structural equation modelling (SEM) analyses on two-wave survey data (N = 458 Belgian employees) largely align with our idea: perceived external employability has a positive cross-lagged effect on affective organizational and workgroup commitment. The two foci of commitment in turn have a cross-lagged effect on performance, positive in the case of helping behaviour and negative in the case of counterproductive behaviour. No significant cross-lagged effects were found in relation to task behaviour. We discuss these results in the light of Social Exchange Theory and potential routes for future research.     

Commitment to Nested Collectives in Special Operations Forces

Contemporary investigations of workplace commitment include research on commitment components and commitment to multiple, and sometimes nested, work units. Research on commitment within the hierarchical military structure may be particularly reflective of these perspectives. Affective commitment to 2 nested organizational units (Special Operations Forces and the military) was hypothesized to be distinguishable from each another and from military continuance commitment. Further, a model portraying the hypothesized relations between satisfaction and affective commitment for the 2 organizational units and career intentions was examined. Special Operations personnel (n = 3,968) from 3 service branches completed satisfaction and career intentions items in addition to modified versions (Gade, Tiggle, & Schumm, 2003 Gade, P. A., Tiggle, R., & Schumm, W. R. (2003/this issue). The measurement and consequences of military organizational commitment in soldiers and spouses. Military Psychology, 15, 191–207.[Taylor & Francis Online], [Web of Science ®] , [Google Scholar]/this issue) of the Meyer and Allen (1984) Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69, 372–378.[Crossref], [Web of Science ®] , [Google Scholar] commitment scales. Results of the research supported the distinction between the commitment scales and provided support for the model. Implications for operational environments and future research are discussed.     

Validating the Beck Depression Inventory-II for Hong Kong Community Adolescents

The primary purpose of this study was to test for the validity of a Chinese version of the Beck Depression Inventory-II (C-BDI-II) for use with Hong Kong community (i.e., nonclinical) adolescents. Based on a randomized triadic split of the data (N = 1460), we conducted exploratory factor analysis on Group1 (n = 486) and confirmatory factor analysis (CFA) within the framework of structural equation modeling on Groups 2 (n = 487) and 3 (n = 487); the second CFA served as a cross-validation of the determined factor structure. Factor analytic results, based on a 4-factor structure that comprised 1 2nd-order general factor of Depression and 3 1st-order factors representing Negative Attitude, Performance Difficulty, and Somatic Elements, replicated those reported previously for Canadian (Byrne & Baron, 1993), Swedish (Byrne, Baron, Larsson, & Melin, 1995), and Bulgarian (Byrne, Baron, & Balev, 1998) nonclinical adolescents. Based on this cross-validated factor structure, findings related to internal consistency reliability, stability over a 6-month time lag, and relations with relevant external criteria provided strong support for the valid use of the C-BDI-II in measuring depressive symptoms for Hong Kong community adolescents.