PAY SATISFACTION AND ORGANIZATIONAL OUTCOMES

Using multi level and multi method data, we investigated the relationship between pay satisfaction and outcomes at the organizational level of analysis. Individual-level survey data on pay satisfaction (including satisfaction with pay level, satisfaction with pay structure, satisfaction with pay raises, and benefits) were collected from 6,394 public school teachers. Organizational-level outcome data, both survey and archival, were collected from the 117 public school districts employing these teachers. With respect to its influence on organizational outcomes, pay satisfaction was positively related to school district-level academic performance and negatively related to average teacher intention to quit. We also explored the relationship between district-level union satisfaction and pay satisfaction, which was found to be positive. We discuss implications of our findings for for-profit companies that are knowledge based and human capital intensive (e.g., the service sector) and address possible future directions for research on pay satisfaction.     

THE INFLUENCE OF LAYOFF SEVERITY ON POSTLAYOFF UNION COMMITMENT AMONG SURVIVORS: THE MODERATING EFFECT OF THE PERCEIVED LEGITIMACY OF A LAYOFF ACCOUNT

This study used a moderated cross-level design to predict union commitment among 355 union survivors after layoffs. Survivors experiencing varying degrees of layoffs at 15 job sites judged the legitimacy of the company's layoff explanation. In each case, the account implicated the union as the agent responsible for the layoff decision. Company records were used to aggregate layoff severity within job site. Survey measures were used to assess retrospective belief in the account and commitment to the union after the layoff event. Based on interactional justice theory, a significant interaction was predicted between layoff severity and belief in the account as related to postlayoff union commitment. Survivors with higher levels of belief in the account were expected to be less committed to the union than those with moderate or lower levels of belief under more severe layoffs. Moderated regression analyses of overall commitment supported the expected interaction. Regression analyses of commitment components revealed that only willingness to work for the union was affected by the interaction. Additional analyses, in which the willingness to work component was regressed onto layoff severity within high to low belief subgroups, were also consistent with the prediction. Theoretical and practical implications of the findings for company and union officials in managing union survivors are discussed.     

ORGANIZATIONAL RECRUITING AS MARKETING MANAGEMENT: AN INTERDISCIPLINARY STUDY OF ENGINEERING GRADUATES

With the intent of encouraging interdisciplinary research, this study applies principles, theories, and practices of marketing management to examine engineering recruitment as a process of "job marketing." Six hypotheses concerning campus recruiters and strategic recruiting issues were proposed and investigated through a national survey of 242 graduating engineers representing five engineering fields. Survey responses revealed that both overall satisfaction with recruiting processes and likelihood of job acceptance were significantly related to recruiter interpersonal skills and interview information provided about compensation/benefits, job/career, and security/success issues. Further, student satisfaction with recruiting processes was significantly related to recruiter/job applicant similarity in gender and educational characteristics. Contrary to conventional inferences of recruiting research, students did not respond more favorably to line management or engineering recruiters than to personnel representatives. Implications of these findings are identified and discussed in terms of both the marketing and management literatures.     

TESTING FOR FAIRNESS WITH A MODERATED MULTIPLE REGRESSION STRATEGY: AN ALTERNATIVE TO DIFFERENTIAL ANALYSIS1

It is argued that analyses of subgroup differences utilizing a bivariate correlation strategy do not provide an adequate examination of test fairness. An analysis of differential prediction, which involves slopes and intercepts of regression lines results in more complete coverage of the test fairness issue, since the overall regression line determines the way in which a test is used for prediction. While subgroup correlation coefficients yield information concerning the slopes and intercepts, means and standard deviations must also be examined. A moderated multiple regression strategy is recommended as an alternative to separate analyses by subgroups. An ordered step-up regression procedure is presented which is more encompassing than the bivariate strategies, while avoiding inherent problems associated with subgroup coding in multiple regression.     

Physiological Desensitization and Judgments About Female Victims of Violence

Earlier published studies have indicated that exposure to filmed violence against women leads to decreased perceptions of violence, systematic reductions in emotional reactions, reduction in self-reported physiological arousal to the violence in the films, and a tendency for subjects exposed to the violence to judge a victim of a sexual assault presented in a more realistic context more harshly. The present study was designed to measure physiological desensitizatian (heart rate) and to investigate the relationships between this measure and other cognitive, affective, and attitudinal components of the desensitization process. Subjects were either exposed to a two-hour videotape portraying violence against women or to exciting, nonviolent material (i.e., auto races, nonviolent sex). Following this, all subjects were exposed to two brief clips of violence perpetrated by a man against a women. During these clips, all subjects’ heart rates were monitored. Afterwards mood reactions and perceptions of the perpetrators and victims depicted in the dependent measure clips were measured. The results indicated that heart rates for subjects exposed to the violent videotape were lower during the final 90 seconds of each violent dependent measure film clip than controls. Although the violence-viewing subjects experienced no change in moods, control subjects experienced significant increases in hostility, anxiety, and depression during the dependent measure clips. Subjects in the violence-viewing condition attributed less injury to the victims but greater responsibility to the perpetrators in the dependent measure clips, compared to control subjects. There was no apparent relationship between physiological desensitization and later victim/perpetrator judgments.     

THE SOUNDNESS OF SUPERVISORY RATINGS AS PREDICTORS OF MANAGERIAL SUCCESS

A model of career development is presented. Using this model, three types of validity, empirical, content, and construct, are considered for supervisors' rating of non-managers as a predictor of success as managers. As denned in the Uniform Guidelines and the professional literature, all three are inapplicable to this prediction situation. Characteristics of a sound rating system are suggested.