Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing a theoretical model to explain retirement decisions are also discussed.

Examination of Gender Differences in Modeling OCBs and Their Antecedents in Business Organizations in Taiwan

This research presents a model of organizational citizenship behaviors (OCBs) mediated by social network ties using gender as a moderator. In the proposed model, OCBs are influenced indirectly by the need for power-prestige, outcome interdependence, and person-organization fit through the mediation of instrumental ties and expressive ties, which are considered social network ties. Gender moderates several paths in the model. The moderating effects of gender are simultaneously examined using data collected in Taiwan. Test results show that the influence of the need for power-prestige on expressive ties is stronger for women than for men, and the influence of the need for power-prestige on instrumental ties is stronger for men than for women. Moreover, the influence of outcome interdependence on instrumental ties is stronger for men than for women. Finally, detailed findings and their implications are discussed.     

Room for a view: on the metaphysical subject of personal identity

Sydney Shoemaker leads today’s “neo-Lockean” liberation of persons from the conservative animalist charge of “neo-Aristotelians” such as Eric Olson, according to whom persons are biological entities and who challenge all neo-Lockean views on grounds that abstracting from strictly physical, or bodily, criteria plays fast and loose with our identities. There is a fundamental mistake on both sides: a false dichotomy between bodily continuity versus psychological continuity theories of personal identity. Neo-Lockeans, like everyone else today who relies on Locke’s analysis of personal identity, including Derek Parfit, have either completely distorted or not understood Locke’s actual view. Shoemaker’s defense, which uses a “package deal” definition that relies on internal relations of synchronic and diachronic unity and employs the Ramsey–Lewis account to define personal identity, leaves far less room for psychological continuity views than for my own view, which, independently of its radical implications, is that (a) consciousness makes personal identity, and (b) in consciousness alone personal identity consists—which happens to be also Locke’s actual view. Moreover, the ubiquitous Fregean conception of borders and the so-called “ambiguity of is” collapse in the light of what Hintikka has called the “Frege trichotomy.” The Ramsey–Lewis account, due to the problematic way Shoemaker tries to bind the variables, makes it impossible for the neo-Lockean ala Shoemaker to fulfill the uniqueness clause required by all such Lewis style definitions; such attempts avoid circularity only at the expense of mistaking isomorphism with identity. Contrary to what virtually all philosophers writing on the topic assume, fission does not destroy personal identity. A proper analysis of public versus perspectival identification, derived using actual case studies from neuropsychiatry, provides the scientific, mathematical and logical frameworks for a new theory of self-reference, wherein “consciousness,” “self-consciousness,” and the “I,” can be precisely defined in terms of the subject and the subject-in-itself.     

Work-life benefits and organizational attachment: Self-interest utility and signaling theory models

This study examines two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment. The self-interest utility model posits that work-life policies influence organizational attachment because employee use of these policies facilitates attachment. The signaling model posits that these policies facilitate attachment indirectly through perceived organizational support. Regression analyses explored both models using a sample of 286 full time employees. Results supported both the signaling model and the self-interest utility model. For women, the availability of work-life benefits influenced organizational attachment irrespective of use, and these effects were mediated by support perceptions, consistent with the signaling model. In contrast, the self-interest model was also supported for men only. Specifically, the availability and use of flexible schedules interacted in predicting affective commitment among men such that flexible schedule availability was positively related to commitment only when use was high and negatively related to commitment when use was low. Dependent care assistance and schedule flexibility also interacted in predicting affective commitment, turnover intentions, and perceived organizational support, suggesting that the effect of policy implementation may depend on what other policies are already offered by the organization. Findings are discussed in terms of implications for theory and organizational practice.     

The relation between employee organizational and professional development activities

A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a sample of 197 medical technologists over a four year time period. Prior ODA and PDA were controlled for before testing hypotheses. Results showed that the common antecedent of learning motivation was a robust indicator of both ODA and PDA. Looking at parallel antecedents, job satisfaction and affective organizational commitment had a positive impact on ODA, while occupational satisfaction and affective occupational commitment had a positive impact on PDA. ODA had a negative impact on subsequent intent to leave organization, but PDA did not have a similar impact on intent to leave profession. Study limitations, issues around operationalizing ODA and PDA, and future research directions are discussed.     

浅析信息接受者认知调节在组织沟通中的作用

组织沟通是实现组织目标的基础,组织沟通效果受沟通要素、组织结构、个人因素以及组织文化和社会环境等众多因素的影响,而信息接受者的认知调节作用在沟通过程中起重要作用,决定着沟通有效的程度。本文旨在为今后研究沟通效果的改善策略提供依据。     

Meaningfulness and Identities

Ethical Theory and Moral Practice - Three distinct but related questions can be asked about the meaningfulness of one’s life. The first is ‘What is the meaning of life?,’ which...     

Can infants be "taught" to attend to a new physical variable in an event category? The case of height in covering events

As they observe or produce events, infants identify variables that help them predict outcomes in each category of events. How do infants identify a new variable? An explanation-based learning (EBL) account suggests three essential steps: (1) observing contrastive outcomes relevant to the variable; (2) discovering the conditions associated with these outcomes; and (3) generating an explanation for the condition-outcome regularity discovered. In Experiments 1-3, 9-month-old infants watched events designed to "teach" them the variable height in covering events. After watching these events, designed in accord with the EBL account, the infants detected a height violation in a covering event, three months earlier than they ordinarily would have. In Experiments 4-6, the "teaching" events were modified to remove one of the EBL steps, and the infants no longer detected the height violation. The present findings thus support the EBL account and help specify the processes by which infants acquire their physical knowledge.     

Development and validation of a measure of an individual’s lateness attitude

The authors developed and validated a measure of employees’ attitudes toward lateness at work. Analyses provided clear evidence of the reliability and validity of the new measure. Specifically, high reliabilities were observed in both student (α = .82) and employee (α = .84) samples. Using objective lateness data from organizations, the measure significantly predicted two lateness behaviors, lateness frequency (r = .25, p < .01) and duration (r = .24, p. < .01), over a six-month period. Most importantly, lateness attitude improved prediction of lateness behavior above and beyond prediction made with only general job attitudes and conscientiousness.     

Bestowal Without Appraisal: Problems in Frankfurt’s Characterization of Love and Personal Identity

Harry Frankfurt characterizes love as “a disinterested concern for the existence of what is loved, and for what is good for it.” As such, he views romantic love as an inauthentic paradigm for love since such love desires reciprocation, sexual gratification and so on. I argue that Frankfurt’s conception of love is (a) too general—he does not distinguish between the type of love one has for one’s partner, one’s country, a moral ideal, etc., (b) it overemphasizes the role of bestowal at the expense of the part played by appraisal and (c) it is insufficiently social. Certain forms of love, romantic love and friendship for instance, are defined largely in terms of reciprocation. For Frankfurt, reciprocation is somewhat of an accidental feature of love. This deficiency in Frankfurt’s conception of love can be traced to a problem in his conception of selfhood which I argue is insufficiently social in nature.