TURNOVER AND RETIREMENT: A COMPARISON OF THEIR SIMILARITIES AND DIFFERENCES

This study sought to demonstrate that turnover and retirement intentions were distinct forms of organizational withdrawal and to empirically examine the similarities and differences between their antecedents. In a sample of 375 (126 men and 247 women) working adults, a confirmatory factor analysis supported the contention that items measuring turnover intent and retirement intent were related to 2 separate constructs. In addition, the correlation between the 2 measures was low and not significant. The influence of common and unique variables that influence turnover intent and retirement intent were then examined. The results suggested that there were significant differences between the predictors of turnover intentions and retirement intentions. These findings suggest that there are important differences between turnover and retirement and it is necessary to treat them separately for some purposes.     

RESEARCH ON OCCUPATIONAL STRESS: AN UNFINISHED ENTERPRISE

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial-organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.     

THE DISCRIMINANT VALIDITY OF SCALES DEVELOPED BY RETRANSLATION

The retranslation procedure is designed to yield unambiguous sets of behaviors exemplifying conceptually important and distinct performance dimensions. Previous research has shown that dimensions developed with the retranslation procedure possess only low to moderate discriminant validity. This study proposed a multiple-group factor analysis of the scaled behavioral examples for improving the discriminant validity of retranslation dimensions. Multitrait-multimethod analyses of actual ratings indicated that the factor-analytic procedure led to an improvement in discriminant validity. Nonetheless, the amount of discriminant validity possessed by the dimensions was still low. Several suggestions were made for further improving the discriminant validity of dimensions developed with the retranslation procedure.     

PERSONAL AND ORGANIZATIONAL STRATEGIES FOR HANDLING JOB STRESS: A REVIEW OF RESEARCH AND OPINION

The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed. The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists. Many strategies for managing job stress exist but their effectiveness has not been evaluated. It is important that such strategies receive the immediate, scientific attention of I/O psychologists. Issues that must be faced before significant progress can be achieved are discussed.     

The California Family Health Project: VI. Multidomain Analyses

The preceding articles in this series have reported associations between each of four domains of family variables (World View, Emotion Management, Structure/Organization, Problem Solving) and the Health of adults in a community-based sample of 225 families. In this article, we explore the relationships among all four family domains (73 variables) and between all four family domains and adult Health. The results of both principal components and multidimensional scaling analyses suggested the viability of the four-family-domain framework. As expected, the pattern of relationships among the variables in each family domain was maintained when Health was added to the analyses. Using multidimensional scaling analysis, we also found that the relationship between some family domains and Health changed when viewed in the context of the other family domains. These shifts suggested the importance of family context on the relationship of that family domain and Health. Family World View and Emotion Management maintained their relationships with Health; family Structure/Organization shifted relatively moderately; and Problem Solving shifted substantially. Family World View and family Emotion Management may be relatively more independent in their relation to family member health than family Structure/Organization and Problem Solving.     

How is Christ Present to the World?*

Abstract: The issue of how Christ is present to the world covers many themes. Christ is the proper presence of God, made known to the world through the witnessing activity of the church. In this, the Holy Spirit plays an important role. Furthermore, in so far as it is God's intention to be present to the world in this way, we may see a link between the notions of God's presence in Christ, providence and sacramentality.     

Relational Judgments in an Influence Context

We contend that communication episodes tend to focus interactants’attention on one or the other of two relational judgments: dominance or affiliation. Further, when one judgment is relatively more salient, individuals will use the salient judgment as the basis for inferring other aspects of the relationship. To test that notion, a judgment study was conducted in which participants viewed a set of influence messages that varied in degree of dominance and explicitness. The influence context was chosen because it naturally highlighted dominance. After viewing the messages, participants provided ratings of dominance, explicitness, and two aspects of affiliation: liking and involvement. When the resulting data were submitted to a structural equation analysis, it was found that judgments of liking depended on judgments of explicitness and dominance. Judgments of involvement depended on judgments of liking and dominance. Both findings support the claim that one relational judgment may provide the basis for another.