DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS

This paper presents logic, procedures, validity, and use of employee attitude surveys targeted on strategic objectives of the firm. The logic is that employees at the front line are in an optimal position to report on the degree to which strategic initiatives are being carried out. The procedure is to design survey questions that focus on the initiative rather than on employees' personal feelings or satisfaction. To validate employee reports, the relationships between those reports and customer satisfaction over four quarters of the use of the survey are shown. Evidence shows that the logical and empirical keying of employee surveys to strategic initiatives and objectives of the firm provide data of immediate use to management, in the present case to both marketing and human resources management.     

THE ATTRACTION PARADIGM REVISITED Responses to Dissimilar Others

A laboratory study investigated the effects of three kinds of information on response to dissimilar others. A2 × 2 × 2 design with two levels of “expectation of evaluation” (expressed like or dislike), two levels of “message openness” (open or closed), and two levels of “attribution of intent” (expressed desire to share or change attitudes) was employed to test hypotheses related to impression formed, defensiveness of response, and attraction toward a dissimilar other. Results from a multivariate analysis showed that response to dissimilarity differed significantly with variation in expectation of evaluation and message openness, but that responses did not vary in relation to attribution of intent. Results support uncertainty reduction theory, and it is suggested that some of the rewards normally associated with similarity can also be associated with dissimilar others, thus making for a more positive response to dissimilarity.     

Defining the Nature of Spirituality in the Context of Maslow's and Rogers's Theories

This article discusses the presence and power of the spiritual content in the counseling process and in the attainment of optimum wellness. Spirituality and spiritual wellness are defined and the intrinsic nature of spirituality is discussed in the context of Rogers's and Maslow's self-actualization theories as well as the importance of optimum psychological wellness.     

EMPLOYMENT AT-WILL AND EMPLOYEE DISCHARGE: A JUSTICE PERSPECTIVE ON LEGAL ACTION FOLLOWING TERMINATION

In contrast to statutory constraints on employment-related discrimination, the primary legal context for employee discharge is the common law doctrine of employment at-will. Although some attention has been given to legal issues surrounding employee discharge, there has been little systematic effort to identify the psychological antecedents of the decision to bring suit against organizations for discharge-related reasons. This paper provides an overview of employment at-will and its history in the U.S. and reviews legal developments related to at-will since the late 1980s. We then offer a preliminary model addressing the decision by a discharged employee to bring suit against an organization and the factors influencing the likelihood of liability. We end with a number of practical suggestions that follow from the literature review and model.     

Private Prayer and Civic Involvement

We analyze the relationship between private prayer and participation in voluntary association. We argue that prayer fosters a cognitive connection to the needs of others, and thus promotes membership in associations that emphasize personal relationships. Private prayer is not related to membership in political groups. The effect of prayer is strengthened by membership in religious groups, suggesting the relevance of both organizational and devotional aspects of religion for civil society participation.     

Engaged in Engagement: We Are Delighted We Did It

We emphasize that science and practice issues are equally salient when pursuing thinking and research on employee engagement. We agree with much of what the commentaries have to say, especially that organizational competitive advantage is the relevant focus of engagement research and practice and that engagement is not a new construct but one that required clarification vis-a-vis existing constructs. We also agree that state engagement can be highly variable, that disengagement needs study, that negative situations can induce engagement behaviors, that engagement surveys should yield actionable data, and that people can be hired who are more likely to be engaged. We disagree with the idea that all employee attitudes are essentially equal and that existing conceptualizations of performance make engagement behavior a nonuseful construct.     

Choosing Outcome Assessment Devices: An Organizational and Conceptual Scheme

The assessment of counseling outcome is an important issue that has theoretical, ethical, empirical, and practical significance. Our examination of the state of the science, however, revealed much diversity and disorder. To impose order on this chaos, an organizational and conceptual scheme consisting of content, source, technology, and time orientation dimensions was proposed. The scheme's utility was demonstrated through a review of and application to outcome studies found in two leading counseling journals over the past 3 years. The conceptual scheme was further illustrated through an in-depth application to one specific outcome study. This scheme may guide future outcome research efforts, and its utility may be broadened to include the selection of outcome instruments in career counseling and supervision research.