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The authors used social comparison theory in conjunction with fairness theory to investigate the impact of differences between personal and third-party perceptions of change justice on commitment to the change and turnover intentions.... more
The authors used social comparison theory in conjunction with fairness theory to investigate the impact of differences between personal and third-party perceptions of change justice on commitment to the change and turnover intentions. Results involving data from manufacturing employees, who had recently undergone a sweeping organizational change, indicated that differences in perceived fairness for oneself versus others were negatively related
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Multilevel researchers have predominantly applied either direct consensus or referent-shift consensus composition models when aggregating individual-level data to a higher level of analysis. This prevailing focus neglects both theory and... more
Multilevel researchers have predominantly applied either direct consensus or referent-shift consensus composition models when aggregating individual-level data to a higher level of analysis. This prevailing focus neglects both theory and empirical evidence, suggesting that the variance of group members' responses may complement the absolute mean level of group members' judgments. The goals of this article are to demonstrate the application of dispersion-composition models for capturing variability among group members' collective judgments and highlight the statistical challenges (and inherent constraints) of using group means and variances as predictors of study criteria. To this end, the authors present and illustrate a six-step sequential framework for applying dispersion-composition models using data from two independent field samples. The authors contend that the application of dispersion-composition models not only will strengthen a study’s conclusions by eliminatin...
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To extend research on fundamental motivational orientations into a new domain, we explored the achievement (positive) and avoidance (negative) orientations of formal organization-based mentors and protégés as joint predictors of personal... more
To extend research on fundamental motivational orientations into a new domain, we explored the achievement (positive) and avoidance (negative) orientations of formal organization-based mentors and protégés as joint predictors of personal learning experienced by both parties. We also examined the extent of mentoring functions provided by mentors as a hypothesized partial mediator. Regression analyses of 8-month data from 61 dyads revealed that mentors’ personal learning was predicted by protégés’ achievement (positive) and avoidance (negative) orientations, whereas protégés’ personal learning was predicted by their own achievement orientation (positive). Although the extent of mentoring functions facilitated personal learning equally among mentors and protégés, it did not function as a mediator. Finally, mentor–protégé congruence on achievement orientation had implications for the personal learning of protégés.
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Research Interests: Marketing, Psychology, Applied Psychology, Mental Health, Performance, and 15 moreMilitary, Problem Solving, Teamwork, Social cohesion, Humans, Business and Management, Female, Team work, Male, Team Effectiveness, Social Environment, Physical Fitness, Adult, Team Performance, and Cooperative Behavior
The authors explored the idea that teams consisting of members who, on average, demonstrate greater mastery of relevant teamwork knowledge will demonstrate greater task proficiency and observed teamwork effectiveness. In particular, the... more
The authors explored the idea that teams consisting of members who, on average, demonstrate greater mastery of relevant teamwork knowledge will demonstrate greater task proficiency and observed teamwork effectiveness. In particular, the authors posited that team members' mastery of designated teamwork knowledge predicts better team task proficiency and higher observer ratings of effective teamwork, even while controlling for team task proficiency. The authors investigated these hypotheses by developing a structural model and testing it with field data from 92 teams (1,158 team members) in a United States Air Force officer development program focusing on a transportable set of teamwork competencies. The authors obtained proficiency scores on 3 different types of team tasks as well as ratings of effective teamwork from observers. The empirical model supported the authors' hypotheses.
Research Interests: Marketing, Psychology, Applied Psychology, Organizational Culture, Cognition, and 15 moreTeamwork, Humans, Business and Management, Applied, Structural equation models, Hypothesis testing, MENTAL MODEL, Questionnaires, Team Performance, Professional Competence, Field Data, Cooperative Behavior, Empirical Model, United States Air Force, and Structural model
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The present study extends the research on organizational commitment by examining (a) the dimensionality of O'Reilly and Chatman's (1986) psychological attachment... more
The present study extends the research on organizational commitment by examining (a) the dimensionality of O'Reilly and Chatman's (1986) psychological attachment instrument, (b) the relationships between psychological attachment and correlates of traditional organizational commitment measures, and (c) the relationships between psychological attachment and preferences regarding the early developmental experiences of newly hired, "high-potential" employees. Psychological attachment is demonstrated to be
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This study compared the original intrinsic and extrinsic subscales of the Minnesota Satisfaction Questionnaire short form to revised subscales using data from two samples. The revised subscales were formed according to critiques by... more
This study compared the original intrinsic and extrinsic subscales of the Minnesota Satisfaction Questionnaire short form to revised subscales using data from two samples. The revised subscales were formed according to critiques by several researchers. Confirmatory factor analysis of the original and revised subscales supported the discriminant validity of scores on the intrinsic and extrinsic job satisfaction measures. Several hierarchical regression models were tested that included job involvement, overall job satisfaction, and volitional absence variables, in addition to the job satisfaction components. The analyses from both samples indicated that revising the intrinsic and extrinsic subscales made little difference in the results obtained.
Research Interests: Psychology, Psychometrics, Higher Education, Job Satisfaction, Test Validation, and 9 moreAbsenteeism, Confirmatory factor analysis, Measurement Error, STEM (short form), Questionnaires, Regression Model, Discriminant Validity, Educational & Psychological Measurement, and Minnesota Satisfaction Questionnaire
Page 1. Journal of Business and Psychology, Vol. 16, No. 4, Summer 2002 (2002) JOB-CONTENT PERCEPTIONS, PERFORMANCEREWARD EXPECTANCIES, AND ABSENTEEISM AMONG LOW-WAGE PUBLIC-SECTOR CLERICAL EMPLOYEES Robert R. ...