Organizations, Managers, and Wage Inequality

Lips (2012) has offered a useful critique of the human capital approach to understanding the wage gap. In this essay, rather than offering ways to fix human capital theory, I direct readers away from supply-side accounts of wage determination, by reviewing theory and U.S.-based research on the organizational bases of wage inequality and other forms of workplace stratification. Specifically, I concentrate on one growing line of empirical investigation – the effect of women in powerful organizational positions – arguing that evidence of women managers being agents of change is growing, but additional research and data collection efforts are needed. I conclude by arguing that further research on workplace stratification should focus on the pivotal role of managers.     

Applicant Referent Information at Hiring Interview and Subsequent Turnover among Part-Time Workers

This study used referent choice theory (Kulik & Ambrose, 1992) as a basis for assessing the degree to which applicant market-referent information and self-referent information collected just before the hiring interview were predictive of subsequent turnover among 152 entry-level, part-time workers. Logistic regression results showed that two forms of applicant market-referent information, number of applications filed and degree of target organization wage information possessed, were both significantly and positively related to turnover. For self-referent information, the difference between beginning wage and wage expected and the difference between beginning wage and recent wage were both significantly and positively related to turnover. An alternative analysis of the self-referent information conducted by including the three self-referent variables in a logistical regression equation indicated that recent wage earned had a significant positive and beginning wage had a significant negative relationship to turnover, while the results related to expected wage were not significant. Overall, the results suggest that referent choice theory warrants further investigation as a framework for predicting subsequent applicant and organizational outcomes based on referent information available at the point of hiring.     

Trading jobs for health: Ionizing radiation,occupational ethics,and the welfare argument

Blue-collar workers throughout the world generally face higher levels of pollution than the public and are unable to control many health risks that employers impose on them. Economists tend to justify these risky workplaces on the grounds of the compensating wage differential (CWD). The CWD, or hazard-pay premium, is the alleged increment in wages, all things being equal, that workers in hazardous environments receive. According to this theory, employees trade safety for money on the job market, even though they realize some of them will bear the health consequences of their employment in a risky occupational environment. To determine whether the CWD or hazard-pay premium succeeds in justifying alleged environmental injustices in the workplace, this essay (1) surveys the general theory behind the “compensating wage differential”; (2) presents and evaluates the “welfare argument” for the CWD; (3) offers several reasons for rejecting the CWD, as a proposed rationale for allowing apparent environmental injustice in the workplace; and (4) applies the welfare argument to an empirical case, that of US nuclear workers. The essay concludes that this argument fails to provide a justification for the apparent environmental injustice faced by the 600,000 US workers who have labored in government nuclear-weapons plants and laboratories. Shrader-Frechette is O’Neill Professor of Philosophy and Concurrent Professor of Biological Sciences. She teaches ethics, philosophy of science, quantitative risk assessment, and environmental science. The latest of her 280 articles and 14 books is her 2002 volume from Oxford University Press, Environmental Justice: Creating Equality, Reclaiming Democracy. Shrader-Frechette is grateful to the National Science Foundation, Ethics and Values Program, for research support for this article through grant SES-98-10611. All opinions are those of the author, not the NSF.     

Levels of Analysis and Effects: Clarifying Group Influence and Climate by Separating Individual and Group Effects

This article addresses conceptual and methodological levels of analysis issues in research on work group and organizational settings. Using organizational climate data, it provides a detailed example of the use of a recent data analysis model (Kenny & La Voie, 1985) which separates individual and group effects. The reanalysis of an earlier study of organizational climate influences on three dependent variables (Giamartino & Wandersman, 1983) revealed that several important relationships between climate dimensions and the dependent variables were masked in the earlier study. Implications for potential misinterpretations within existing group and organizational research are drawn and suggestions for addressing theoretical and measurement problems involving climate research are offered.     

班级集体效能对初中生学业自我效能与学习倦怠的调节作用

采用学习倦怠、学业自我效能、班级集体效能问卷,选取26个班级的1125名初中生作为被试,运用多层线性模型探讨班级集体效能对学业自我效能与学习倦怠的影响。在控制性别和年级的影响后,结果发现:(1)班级集体效能与学习倦怠具有直接的关联:班级正向联合力越高,则学生的学习成就感越高;班级负向联合力越高,则学生的情绪与生理的消耗越严重;班级优秀成员的效能越高,则其他学生学习的成就感越低,师生关系越疏远、生理消耗越严重;而班级成员的自我效能越高,学生的学习成就感越高、情绪的损耗越小;(2)班级集体效能对学业自我效能与学习倦怠之间的关系具有显著的调节作用:班级的正向和负向联合力越强,则学业自我效能对师生疏离的负向影响就越弱;班级的负向联合力越强,则学业自我效能对情绪耗竭的负向影响就越小;优秀成员效能越高,则学业自我效能对学习低成就感的负向影响就越大;而成员自我效能强,则学业自我效能对师生疏离的负向影响也强。     

Exploring the relationship between compressed work hours satisfaction and absenteeism in front-line service work

There has been an upsurge of interest in compressed workweek schedules because of the opportunities they provide for enhanced organizational efficiency and more balanced work and life roles for employees. This study tested a moderated mediation model of the effects of compressed work hours satisfaction on absenteeism with the purpose of exploring both the mediation effects of emotional exhaustion and physical health and the moderating effects of sex on this relationship. It utilized data drawn from a sample of 236 contact-centre service workers linked to absenteeism data collected for a period of 12 months following the survey. Results indicated that compressed work hours satisfaction was associated with lower absenteeism and that this relationship was mediated sequentially through emotional exhaustion and physical health. Although the indirect effect of compressed work hours satisfaction on absenteeism through emotional exhaustion and physical health was not significantly different between women and men, the relationship between compressed work hours satisfaction and physical health was positive for women but not for men. The implications of these findings are discussed.     

Subjective evaluations of employer attributes by administration students

The paper is an application of the conjoint measurement methodology. An exploratory study was conducted of the trade-off relationships among four organizational attributes—dynamism, societal concern, functional/administrative emphasis, and relative size—as they relate to the selection of an employer by students of administration. Preference ranks of 36 employer concepts obtained from 86 graduate students of business, public, and hospital administration were analyzed according to the additive conjoint measurement model yielding implicit rank-ordering of the four organizational attributes as choice criteria. Irrespective of the program of study, dynamism and societal concern emerged as the most important determinants in employer selection, but differences existed among programs, year of study, and explicitly vs implicitly elicited weights.     

A Monte Carlo investigation of conjoint analysis index-of-fit: Goodness of fit,significance and power

Researchers in the field of conjoint analysis know the index-of-fit values worsen as the judgmental error of evaluation increases. This simulation study provides guidelines on the goodness of fit based on distribution of index-of-fit for different conjoint analysis designs. The study design included the following factors: number of profiles, number of attributes, algorithm used and judgmental model used. Critical values are provided for deciding the statistical significance of conjoint analysis results. Using these cumulative distributions, the power of the test used to reject the null hypothesis of random ranking is calculated. The test is found to be quite powerful except for the case of very small residual degrees of freedom.The authors thank the editor, the three reviewers and Ellen Foxman for helpful comments on the paper. Sanjay Mishra was a doctoral student at Washington State University at the time this research was completed. He is currently in the Department of Marketing at the University of Kansas.     

A two-stage algorithm for assessing violations of additivity via axiomatic and numerical conjoint analysis

An algorithm for assessing additivity conjunctively via both axiomatic conjoint analysis and numerical conjoint scaling is described. The algorithm first assesses the degree of individual differences among sets of rankings of stimuli, and subsequently examines either individual or averaged data for violations of axioms necessary for an additive model. The axioms are examined at a more detailed level than has been previously done. Violations of the axioms are broken down into different types. Finally, a nonmetric scaling of the data can be done based on either or both of two different badness-of-fit scaling measures. The advantages of combining all of these features into one algorithm for improving the diagnostic value of axiomatic conjoint measurement in evaluating additivity are discussed.     

Psychological mobility and career success in the ‘New’ career climate

We examined the influence of two types of psychological mobility, i.e. boundaryless mindset and organizational mobility preference, on career success. We hypothesized that this relationship would be partially mediated by physical mobility. In addition, we expected the direction of the influence to depend on the type of psychological mobility. We tested our hypotheses using data of 357 business alumni. Results showed that a boundaryless mindset related positively to wage and promotions, while organizational mobility preference led to less promotions, lower job satisfaction and lower career satisfaction. The relationship between boundaryless mindset and career success was partially mediated by functional mobility whereas organizational mobility preference impacted career success via organizational mobility. Implications and limitations of the study are discussed.     

When time is money: The effect of hourly payment on the evaluation of time

Empirical research shows decisions about time are often made differently than decisions about money, belying the oft-quoted maxim that “time is money”. However, there are organizational practices such as payment on the basis of time that can make the equivalence of time and money salient and are associated with an economic evaluation of time. Study 1 showed that people paid by the hour applied mental accounting rules to time that are typically only applied to money. Using data from a nationally representative survey, Study 2 documented that people paid by the hour weighed economic returns more strongly in making tradeoffs between time and money. Study 3 showed that participants’ prior exposure to hourly payment was associated with a greater willingness to trade more time for money and that participants randomly assigned to calculate their hourly wage rate expressed greater willingness to trade more time for money. The interaction of prior experience with whether or not participants calculated an hourly wage in predicting participants’ willingness to trade more time for money was fully mediated by the salience of economic criteria in participants’ decision-making.     

Using the shifting standards model of stereotype-based judgments to examine the impact of race on compensation decisions

The Shifting Standards Model (SSM) of stereotypic judgments is presented as a model of implicit bias that produces a psychological mechanism contributing to continued racial wage disparities. The SSM is used to explain race-based differences in subjective evaluations of compensation decisions. We report three experimental studies in which research participants made compensation decisions for either a White or Black employee. Across three studies, participants judged a Black employee's raise as subjectively better than a comparably described White employee's raise. Participants who work in Human Resources fields (Study 3) and those with experience making compensation decisions (Study 2) were as likely as other participants to show evidence of the shifting standards effect. The findings are discussed in the context of individual implicit biases contributing to continued wage disparities and potential organizational practices to ameliorate these influences.     

Pictorially displayed metaphors as an assessment instrument

The accuracy of a novel assessment instrument compared with conjoint family interview derived diagnoses is reported. The assessment instrument consisted of seven illustrations containing disguised depictions of family organizational styles and two distractors. When forty-seven families were requested to select by agreement a favourite among the nine illustrations, twenty-seven chose a pattern concordant with a family therapist's formulation of the family's organizational style (χ²= 16.91, P <0.001). These findings support the feasibility of developing a similar instrument for use in clinical practice. Comments address the rationale of the instrument, the study, and possible implications of the findings.     

企业组织的学习结构

在理论综述的基础上,通过访谈、预试和大规模调查,对企业组织学习结构进行了实证研究。根据访谈和预试,初步确定组织学习问卷的项目。采用探索性因素分析和验证性因素分析,对来自全国不同地区43家企业的管理者和员工的调查数据进行了分析。结果表明,我国企业组织学习是一个6因素的结构模型：组织间学习、组织层学习、集体学习、个体学习、利用式学习、开发式学习;组织学习问卷具有一定的信效度。组织学习的作用和影响因素以及这三者之间的复杂作用机制还有待更为深入的研究     

Relationships between organizational justice, identification with organization and work unit, and group-related outcomes

This research examined the differential antecedents and consequences of organizational identification and work-unit identification. Specifically, we hypothesized that organization-focused procedural justice and distributive justice would be positively related to organizational identification, whereas supervisor-focused interactional justice would be positively related to work-unit identification. A further hypothesis was that organizational identification would relate to organization-focused outcomes (turnover intentions and extra-role behavior toward the organization), and work-unit identification to work-unit-focused outcomes (extra-role behavior toward the work unit). Our results from a sample of 160 employees of a research institution supported these hypotheses. In addition, we found some evidence that organizational identification and work-unit identification differentially mediated the relationships between organization-focused and supervisor-focused justice, and organization-focused and work-unit-focused outcomes. We discuss our findings in terms of their implications for social-identity research on organizational identification, and for research on organizational justice.     

Theory and tests of the conjoint commutativity axiom for additive conjoint measurement

The empirical study of the axioms underlying additive conjoint measurement initially focused mostly on the double cancellation axiom. That axiom was shown to exhibit redundant features that made its statistical evaluation a major challenge. The special case of double cancellation where inequalities are replaced by indifferences–the Thomsen condition–turned out in the full axiomatic context to be equivalent to the double cancellation property but without exhibiting the redundancies of double cancellation. However, it too has some undesirable features when it comes to its empirical evaluation, the chief among them being a certain statistical asymmetry in estimates used to evaluate it, namely two interlocked hypotheses and a single conclusion. Nevertheless, thinking we had no choice, we evaluated the Thomsen condition for both loudness and brightness and, in agreement with other lines of research, we found more support for conjoint additivity than not. However, we commented on the difficulties we had encountered in evaluating it. Thus we sought a more symmetric replacement, which as Gigerenzer and Strube (1983) first noted, is found in the conjoint commutativity axiom proposed by Falmagne (1976, who called it the “commutative rule”). It turns out that, in the presence of the usual structural and other necessary assumptions of additive conjoint measurement, we can show that conjoint commutativity is equivalent to the Thomsen condition, a result that seems to have been overlooked in the literature. We subjected this property to empirical evaluation for both loudness and brightness. In contrast to Gigerenzer and Strube (1983), our data show support for the conjoint commutativity in both domains and thus for conjoint additivity.     

Dominance and Dialogue in Couple Therapy for Psychological Intimate Partner Violence

Although there is controversy concerning indications for conjoint therapy in Intimate Partner Violence (IPV), both research and practice have come to recognize that it has some important benefits. This study analyzes issues of dominance and dialogue in a conjoint therapy for psychological IPV within a naturalistic setting, in which the spouses sought couple therapy on a voluntary basis. The method used to analyze the therapy was Dialogical Investigations of Happenings of Change (DIHC). Results on dominance indicated that the male client showed more quantitative dominance, whereas semantic dominance was more present in the female client, and therapists used more interactional dominance. Results on dialogue analysis showed that dialogical dialogue might help to construct a new-shared meaning of the issue of violence. In the Discussion section some research and clinical implications of the results are derived.     

AN EMPIRICAL TEST OF CAUSAL INFERENCE BETWEEN ROLE PERCEPTIONS, SATISFACTION WITH WORK, PERFORMANCE AND ORGANIZATIONAL LEVEL

Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six-month time-lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational level.     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

Enhancing precision in the prediction of voluntary turnover and retirement

The present research examines the differential validity of the facets of organizational commitment and job embeddedness to predict who will reenlist or retire from a branch of the armed services. We tested hypotheses with survey data from 1839 enlisted personnel in the U.S. Air Force. For personnel facing the decision to reenlist or separate, continuance commitment and organizational job embeddedness predicted reenlistment. For those eligible to retire, affective and normative commitment as well as organizational job embeddedness predicted who would reenlist rather than retire. However, unlike previous studies, for both criteria (reenlistment and retirement), people who were more embedded in their communities were more likely to voluntarily leave. This finding identifies an important boundary condition for job embeddedness theory.