Employee stock ownership plans and three‐component commitment

Previous studies of employee ownership have conceptualized its chief attitudinal outcome principally as an emotional bond to the organization (i.e. affective commitment), despite a growing consensus that commitment is multifaceted. Using a sample of airline pilots, we assessed relationships between ESOP (employee stock ownership plan) attributes and three‐component commitment (Meyer & Allen, 1991). Regarding continuance commitment, high financial value was associated with pilots feeling freer to leave rather than being bound to the organization, as side‐bet theory suggests. As predicted, perceived workplace empowerment was strongly related to normative commitment — consistent with Meyer and Allen's theoretical formulation emphasizing unfulfilled reciprocity norms but inconsistent with the non‐contingent, loyalty norm explanation.     

Two- versus three-alternative concurrent-chain schedules: a test of three models

Two experiments with pigeons used concurrent-chain procedures with variable-interval schedules as initial links and different delays to food as terminal links. Two schedules were present in all sessions, but a 3rd schedule was alternately present and absent in successive sessions. When the 3rd schedule delivered food with no terminal-link delay, the presence of this schedule led to an increase in preference for the schedule with the shorter terminal link of the 2 unchanged schedules. When the terminal-link delay for the 3rd schedule was 30 s, the presence of this schedule led to a decrease in preference for the schedule with the shorter terminal link of the 2 unchanged schedules. These results are inconsistent with the predictions of R. Grace's (1994) contextual-choice model, but they are consistent with 2 other mathematical models--delay-reduction theory and the hyperbolic value-added model.     

Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance

Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (turnover intentions and performance). Survey data from 195 employees in a pathology laboratory indicated that justice predicts employee attitudes and performance. Specifically, procedural justice, but not outcome fairness, predicted all 5 criterion variables. These results demonstrate the importance of procedural justice perceptions for predicting employee reactions to drug testing programs.     

Menatal addition: A test of three verification models

Three explanations of adults’ mental addition performance, a counting-based model, a direct-access model with a backup counting procedure, and a network retrieval model, were tested. Whereas important predictions of the two counting models were not upheld, reaction times (RTs) to simple addition problems were consistent with the network retrieval model. RT both increased with problem size and was progressively attenuated to false stimuli as the split (numerical difference between the false and correct sums increased. For large problems, the extreme level of split (13) yielded an RT advantage for false over true problems, suggestive of a global evaluation process operating in parallel with retrieval. RTs to the more complex addition problems in Experiment 2 exhibited a similar pattern of significance and, in regression analyses, demonstrated that complex addition (e.g., 14+12=26) involves retrieval of the simple addition components (4+2=6). The network retrieval/decision model is discussed in terms of its fit to the present data, and predictions concerning priming facilitation and inhibition are specified. The similarities between mental arithmetic results and the areas of semantic memory and mental comparisons indicate both the usefulness of the network approach to mental arithmetic and the usefulness of mental arithmetic to cognitive psychology.     

A comparison of three simple test theory models

In very simple test theory models such as the Rasch model, a single parameter is used to represent the ability of any examinee or the difficulty of any item. Simple models such as these provide very important points of departure for more detailed modeling when a substantial amount of data are available, and are themselves of real practical value for small or even medium samples. They can also serve a normative role in test design.As an alternative to the Rasch model, or the Rasch model with a correction for guessing, a simple model is introduced which characterizes strength of response in terms of the ratio of ability and difficulty parameters rather than their difference. This model provides a natural account of guessing, and has other useful things to contribute as well. It also offers an alternative to the Rasch model with the usual correction for guessing. The three models are compared in terms of statistical properties and fits to actual data. The goal of the paper is to widen the range of minimal models available to test analysts.This research was supported by grant AP320 from the Natural Sciences and Engineering Research Council of Canada. The author is grateful for discussions with M. Abrahamowicz, I. Molenaar, D. Thissen, and H. Wainer.     

A prescribed employee fitness program and job-related attitudes

A prescribed physical fitness exercise program was initiated in a small furniture manufacturing plant. The present purpose was to investigate the effect of an intervention to change employees' attitudes and sense of well-being. The objective was to evaluate the changes in employees' attitudes (well-being) attributable to the exercise program. The method of evaluation was the survey administered to a treatment (n = 22) and a mixed (n = 30) control group. A multidimensional attitude survey questionnaire was administered to assess effects over a 6-mo. period. While some changes in job attitudes were observed for the treatment group, those were not the expected changes. Possible explanations for the findings are discussed.     

Employee attitude surveys: examining the attitudes of noncompliant employees

Employees (N = 194) from a wide variety of organizations participated in this study aimed at describing the attitudes of individuals who refuse to respond to an employee survey request (noncompliants). Noncompliants, in comparison with those individuals who would comply with the survey request, possessed greater intentions to quit, less organizational commitment, and less satisfaction toward supervisors and their own jobs. Noncompliants also possessed more negative beliefs regarding how their organization handles employee survey data (e.g., does not act on survey data). No significant differences were found for work-related demographic variables, satisfaction with pay, and satisfaction with promotion opportunities. Implications for survey research are discussed along with methods to address nonresponse and noncmpliance.     

Work attitudes and decisions as a function of manager age and employee age

Research has shown the importance of employee age relative to coworker age in determining attitudes, performance, and career-related opportunities. The authors used chronological and subjective measures of employee and manager age to determine whether employee age relative to the manager has an impact on these same outcome variables. One hundred eighty-five managers and 290 employees completed surveys. The strongest and most consistent age effects were observed for interactions between employee and manager chronological age. Both the magnitude and pattern of the employee-manager age interactions varied by self- and manager-rated outcome measures of work attitudes, performance and promotability assessments, and developmental experiences. Results are discussed in light of the relational demography and career timetable literatures.     

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions.     

Attitudes towards cancer as a function of experience with the disease: A test of three models

Abstract

The present study develops and tests three models that can account for the relationship between cancer attitudes and experience with the disease. Individuals were classified according to the extent of their experience with cancer: personal experience, familial experience and minimal experience. In three studies, each using a different sample and different method of attitude measurement, it was found that those with personal cancer experience held the most positive attitudes towards cancer, while those with familial cancer experience held the most negative attitudes. These findings are consistent with the predictions of the proposed dual process model. Results are discussed in terms of the importance of understanding the impact that cancer attitudes have on the physical and emotional management of the disease.     

Personality and conditioning: a test of four models

Four experiments were conducted to test hypotheses derived from 4 alternative models of individual differences in instrumental conditioning. A standard go--no-go discrimination learning task was used in each of the 4 experiments. The results indicate that individual differences in performance of this discrimination are more consistently and strongly associated with impulsivity and anxiety than with extraversion and neuroticism. In each of the experiments, high anxiety hindered the learning of a go--no-go discrimination more among high impulsive Ss than among low impulsive Ss, and in 2 of the experiments high anxiety actually facilitated learning among low impulsive Ss. These findings are incompatible with Eysenck's and Gray's hypotheses regarding extraversion but are not inconsistent with Newman's. Aspects of these results do support Spence's and Gray's models of anxiety and instrumental conditioning. However, both of these models were contradicted by other trends in the data. A modification of Gray's model of impulsivity and anxiety that emphasizes the role of expectancies was proposed to fit these data.     

Justice and employee attitudes during organizational change: The mediating role of overall justice

IntroductionSeveral studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has neglected to examine OJ during the process of organizational change, as suggested in fairness heuristic theory (FHT).ObjectiveThis study aims to replicate the results of previous studies and expand them by examining, in two contexts of organizational change implementation, the mediating role of OJ in the relationships between procedural, interpersonal, and informational justice (PJ, ITJ, and IFJ, respectively) and employee attitudes (job satisfaction, turnover intentions, and organizational commitment).MethodologyWe surveyed 537 employees experiencing a company reorganization (Study 1) and 188 employees experiencing a merger (Study 2).ResultsEach dimension of justice is related to OJ, which in turn is associated to employee attitudes. Furthermore, bootstrap results indicated that OJ mediates the effects of PJ, ITJ, and IFJ on job satisfaction and turnover intentions (in both studies), and on affective, normative, and continuance commitment (in Study 2).ConclusionOur findings show the importance of fairness during organizational change. Treating employees fairly in times of change is crucial for managers.     

Attachment and loss: a test of three competing models on the association between attachment-related avoidance and adaptation to bereavement

It is widely assumed that emotionally avoidant or defensive individuals will have a difficult time adjusting to the loss of a loved one. However, recent research suggests that defensive individuals tend to adapt quite well to loss. Such findings pose a number of challenges to attachment theory--a theory that has traditionally held that emotional avoidance is indicative of poor psychological adjustment. In this article, the authors argue that contemporary models of individual differences in adult attachment allow the derivation of at least three competing hypotheses regarding the relationship between avoidant attachment and adaptation to loss. These hypotheses are tested using two-wave data on 59 bereaved adults. Results indicate that whereas some avoidant individuals (i.e., those who are fearfully avoidant) have a difficult time adapting to the loss of a loved one, other avoidant adults (i.e., those who are dismissingly avoidant) show a pattern of resilience to loss.     

Person-environment congruence and employee job satisfaction: a test of Holland's theory

Person-environment congruence as assessed by Holland's model of vocational preference was tested in a sample of 362 employees from five environmental typologies (Realistic, Investigative, Social, Enterprising, and Conventional). Employees were classified as having congruent or incongruent person/environment pairings according to their occupation and their responses to Holland's Self-Directed Search. It was hypothesized that congruent employees would be significantly more satisfied with their jobs than incongruent employees. The results indicated that congruent employees were significantly more satisfied with the job facet satisfaction measures of work, pay, promotions, supervision, and coworkers as well as overall satisfaction compared to incongruent employees. In addition, the results revealed several Environment × Congruence interactions, indicating that the effects of person-environment congruence vary across different environmental typologies. The results are discussed in the context of establishing a fit between individual attributes and organizational environments.     

The determinants of employee absenteeism: An empirical test of a causal model*

LISREL estimates of the parameters of a causal model of absenteeism are reported for a sample of 425 full-time employees of a 327-bed medical centre. The model modifies and extends the conceptual framework of Steers & Rhodes (1978) and includes routinization, centralization, pay, distributive justice, work involvement, role ambiguity, conflict and overload, kinship responsibility, organizational permissiveness, job satisfaction, job involvement, organizational commitment, health status and alcohol involvement as the determinants of absenteeism. Based on self-report measures of absence frequency, significant positive direct effects of kinship responsibility, organizational permissiveness, role ambiguity and alcohol involvement, and negative direct effects of centralization, pay and job satisfaction yielded an R² for absenteeism of 21.6. Job satisfaction completely mediated the effects of routinization and work involvement, and partially mediated the effects of centralization and role ambiguity.     

Leader responsiveness, equity sensitivity, and employee attitudes and behavior

This study investigated the relationships between leader responsiveness to employee requests and employee attitudes and behaviors in a sample of managers and their subordinates. Additionally, the study investigated the moderating effect of an individual difference variable (equity sensitivity), on the relationships between leader responsiveness and employee attitudes and behaviors. Leader responsiveness related significantly with job satisfaction, organizational commitment, and organizational citizenship behavior. Furthermore, equity sensitivity moderated the relationships between leader responsiveness and job satisfaction. Entitleds reported lower job satisfaction when manager fulfillment of employee requests was low than did Benevolents, whereas differences were minimal when manager request fulfillment was high. Implications of the findings were discussed.     

The relationship between employee attitudes and conflicting expectations for lying behavior

In this study, the author explores the relationship between conflicting ethical expectations for lying behavior and employee attitudes. In a sample of 140 full-time employees, the findings indicated that as the difference between formal codes of ethics and supervisor expectations for lying behavior increases, intentions to turnover and expressed feelings of intrapersonal role conflict increase, and job and organizational satisfaction and affective commitment decrease. However, conflicting ethical expectations were not significantly associated with a commitment to continue in the job.     

The combining of multiple hemispheric resources in learning-disabled and skilled readers' recall of words: a test of three information-processing models

Three theoretical models (additive, independence, maximum rule) that characterize and predict the influence of independent hemispheric resources on learning-disabled and skilled readers' simultaneous processing were tested. Predictions related to word recall performance during simultaneous encoding conditions (dichotic listening task) were made from unilateral (dichotic listening task) presentations. The maximum rule model best characterized both ability groups in that simultaneous encoding produced no better recall than unilateral presentations. While the results support the hypothesis that both ability groups use similar processes in the combining of hemispheric resources (i.e., weak/dominant processing), ability group differences do occur in the coordination of such resources.