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.     

Evaluation of a statewide initiative to reduce expulsion of young children

This program evaluation study describes 3 years of implementation of Arkansas's BehaviorHelp (BH) system, a statewide expulsion prevention support system for early care and education (ECE). BH coordinates three tiers of supports to ECE professionals, including phone support, on‐site technical assistance (TA), and infant and early childhood mental health consultation (IECMHC). We examine differences in characteristics of those served across BH service tiers, describe short‐term case outcomes, and explore factors associated with expulsions. BH accepted referrals for 1,195 children in 488 ECE programs. The majority of referrals involved male children over the age of three, and most cases were assigned to the TA tier (68.5%). Cases assigned to receive IECMHC (28.4%) were more likely to involve children in foster care, receiving developmental therapies, and with higher rates of exposure to potentially traumatic events. The expulsion rate among referred children was 2.9%, and reported teacher engagement with the support process was high. Teachers receiving IECMHC services reported significant improvements in children's symptoms of emotional and behavioral problems. Exploratory analyses revealed that risk factors for expulsion included being a male, in foster care, in a lower quality ECE environment, and having a teacher with less training in social–emotional development.     

Being perceived as a knowledge sender or knowledge receiver: A multistudy investigation of the effect of age on knowledge transfer

As a result of demographic changes, workforces are becoming older and more age diverse. While interactions between workers from different age groups can provide opportunities for mutual learning through bidirectional knowledge transfer, research has yet to investigate how age influences knowledge transfer between age‐diverse colleagues. Building on the organizational theory of age effects, we conducted two studies to examine how age influenced the roles assigned to individuals in knowledge transfer processes, that is, whether they were perceived as knowledge senders or knowledge recipients. In Study 1, we used an experimental vignette design with 450 employees to assess how age affected perceived ability and motivation to share and receive knowledge. Further, we tested the extent to which trustworthiness moderated these relationships. In Study 2, we extended these findings using a dyadic research design with data from 53 age‐diverse knowledge transfer dyads. We examined through which mechanisms the age of one's colleague affected one's knowledge transfer behaviour. We found that the age of one's colleague had a positive effect on one's knowledge receiving behaviour and a negative effect on one's knowledge sharing behaviour. Further, perceived ability to receive knowledge and perceived motivation to share knowledge mediated these effects.     

Exploring the black box of the contingent reward leadership–performance relationship: The role of perceived justice and emotional exhaustion

Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed.     

Client supportiveness in contingent employment: The role of relationship quality

Extant literature dealing with nonstandard employment relationships reveals that contingent (“temporary”) workers are influenced by the supportiveness levels of their client organizations. However, the antecedents and consequences of client supportiveness remain underinvestigated. Specifically, the link between client supportiveness and relationship quality (i.e., the relationship between client organizations and temporary help services [THS] firm) has received minimal attention. I proposed that (1) the quality of the relationship between client organizations and the THS firm will influence client supportiveness, (2) client supportiveness will influence contingent workers’ job attitudes, (3) these job attitudes will influence future levels of relationship quality, and (4) relationship quality will predict unit-level profitability. A time-lagged, unit-level test of this model using large samples of worker and client data obtained from 89 business units of a THS firm provided complete support for the first three proposed relationships. Further, the association between relationship quality and profitability was found to be significant for medium-sized and large business units, but not for small business units.     

Reference dependence in iterative choices

Valuation of goods often proceeds from a series of hypothetical pairwise choices. We examine reference dependence on the outcome of such evaluations in a large-scale study in which respondents make a series of choices between areas that differ on cost of living and the quality of lakes and rivers. We uncover three substantial reference effects. First, we find that respondents’ choices are altered by being told the national value of water quality. For these people, consistent with prospect theory, changes in water quality below the 65% referenced national standard are treated as losses and given more weight while identical changes above 65% are treated as gains and given less weight. Second, we find that the sequence of iterative choices matters in a surprising way. The iterations proceed by encouraging switching either by degrading the chosen alternative or improving the item chosen. We show that improving the item not chosen produces the greatest switching, a result consistent with prospect theory, but only if the item changed in the iteration becomes the reference alternative. Finally, we find a strong starting reference effect. That is, we show that the trade-off in the first choice reflected in the change in cost of living divided by the change in water quality has a substantial impact on the final valuation. We assess the relative impact of these three reference effects and suggest ways of dealing with them for valuation of non-market goods.     

What we know now that we didn’t know then: reply to critics of <Emphasis Type="Italic">The Age of Meaning</Emphasis>

Author’s response to critical essays by Brian Weatherson, Alex Byrne, and Stephen Yablo on Philosophical Analysis in the Twentieth Century, Volume 2 The Age of Meaning     

The well-being of Romanian workers in Spain: antecedents and moderators

This study adds to our understanding of the negative effect that job insecurity (JI) has over the well-being of migrating workers. The moderating effect of acculturation and support for family was investigated while considering engagement, burnout and physical and psychological health as criteria, in a sample of 477 Romanian employees who work in Spain. Results show that acculturation buffers against the negative effects of JI on engagement, and it attenuates the relationship between JI and burnout or mental health complaints. Support for family has no intervening effect between JI and well-being outcomes. In a three-way JI × support for family × acculturation interaction, JI had a positive relationship with burnout, when migrating workers were married and experienced a low level of acculturation. The findings are of value because they emphasize the importance of acculturation for the occupational health of migrating workers.