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Social Identities At Work : How Do Multiple Social Identities Influence Organizational Attraction?, Aileen Dowden
Social Identities At Work : How Do Multiple Social Identities Influence Organizational Attraction?, Aileen Dowden
Legacy Theses & Dissertations (2009 - 2024)
Social Identity Theory posits that people hold a social identity from which they derive meaning to groups and organizations they join. That individuals use group affiliation to serve social identity concerns is a hallmark of social identity theory. In these studies, two social identity concerns were tested, social adjustment and value expression, to examine if people could hold both or neither concerns simultaneously (study 1) and how they influenced attraction to organizations (study 2). For study 1, archival data was analyzed using latent class analysis to extract groups of respondents for different levels of social identity concerns. Five classes were …
How Much Weight Do Organizational Personality Inferences Have On Judgments Of Organizations?, Levi Sassaman
How Much Weight Do Organizational Personality Inferences Have On Judgments Of Organizations?, Levi Sassaman
Legacy Theses & Dissertations (2009 - 2024)
Organizational personality inferences are the human-like attributes individuals ascribe to organizations. Extant research has shown that individuals can reliably distinguish organizations on these traits, and that these inferences can influence individuals’ judgments of organizations. Theory of Symbolic Attraction (TSA) posits that the importance given to an organizational personality trait when forming judgments depends on the type of person. Utilizing a full-factorial policy capturing design, this study (1) investigated how much weight individuals give to each personality factor when forming judgments of organizations, and (2) tested TSA propositions that individual social identity concerns moderate the weight given. Results show that organizational …
The Influence Of Leader Behaviors And Individual Cultural Values On Interpersonal And Informational Justice Perceptions, David Swiderski
The Influence Of Leader Behaviors And Individual Cultural Values On Interpersonal And Informational Justice Perceptions, David Swiderski
Legacy Theses & Dissertations (2009 - 2024)
Leadership and culture are two constructs often studied along with organizational justice, however; much of the past research has focused on measuring these constructs broadly. By measuring these constructs at a more granular level, this study aims to explore the specific linkages between clarifying, supporting, and recognizing leader behaviors and their relationship with interpersonal and informational justice. Results from this study go beyond broader leadership theories by finding that clarifying, supporting, and recognizing leader behaviors are important for predicting interpersonal justice perceptions. In addition, clarifying and supporting leader behaviors were also important predictors of informational justice perceptions. No significant moderating …
Assessing Factors Influencing Employees' Voice Behavior In Organizations, Nikita Agnihotri
Assessing Factors Influencing Employees' Voice Behavior In Organizations, Nikita Agnihotri
Legacy Theses & Dissertations (2009 - 2024)
The purpose of the present study was threefold: (1) to investigate the relationship between organizational based self- esteem and voice behavior, (2) to examine whether or not organizational identification interacts with organizational based self-esteem in significantly predicting voice behavior, and (3) to test another moderation effect, interaction of perceived organizational support and organizational based self-esteem in predicting voice behavior. Based on data from 482 undergraduate students, results suggested organization based self-esteem is strongly positively related to voice behavior. Additionally, the interaction of organization based self-esteem with both perceived organizational support and organizational identification in predicting voice behavior was not significant. …
The Cost Of Inconsistent Supervisor Treatment On Psychological Detachment And Daily Home Affect : A Multilevel Mediation Study, Yi-Ren Wang
Legacy Theses & Dissertations (2009 - 2024)
With the assumption that the more justice the better, studies in the past have overlooked the implications of the consistency in daily justice experiences. Interpersonal justice especially tends to be associated with frequent fluctuations on the daily basis among the justice dimensions. Drawing on uncertainty management theory (Van den Bos & Lind, 2002; Van den Bos, 2001), the author argued that the uncertainty and the difficulty in consolidating a sense of justice from inconsistent fairness treatments can make people engage in sense-making or rumination after work. Hence, the purpose of the study was to investigate the potential negative spillover impact …
The Relationship Between Supervisor Supportive Behavior And Perceived Organizational Support : Test Of Mediator And Moderator Variables, Wei Zhuang
Legacy Theses & Dissertations (2009 - 2024)
A growing body of evidence suggests that perceived organizational support (POS) associates with varies outcomes (employee well-being, performance, orientation toward organization). Current study contributes to the growing literature on perceived organizational support by proposing and testing the possible attributional heuristics employee engaged in to develop perceived organizational support. Study tests the indirect effect of supervisor supportive behaviors on employee attitudes toward supervisor and organization mediated by perceived supervisor support and perceived organizational support in sequence as well as the moderation effects of supervisor power, workload, and organization environmental turbulence on the relationship between supervisor supportive behaviors and perceived support. The …
Does The Way We Measure Fit Matter? : Predicting Behaviors And Attitudes Using Different Measures Of Fit, Jennifer A. Cavanaugh
Does The Way We Measure Fit Matter? : Predicting Behaviors And Attitudes Using Different Measures Of Fit, Jennifer A. Cavanaugh
Legacy Theses & Dissertations (2009 - 2024)
The literature on person-organization (P-O) fit has been plagued with inconsistencies in the conceptualization, operationalization and measurement of P-O fit. Despite numerous studies examining the relationship between P-O fit and outcomes, these inconsistencies in measurement and operationalization have led to mixed findings concerning specific individual outcomes. The goal of this dissertation was to address some of these inconsistencies by examining the relationship between P-O fit, using perceived and subjective measures of fit, and attitudinal and behavioral outcomes. In addition, previously unexplored mediators of the P-O fit-outcome relationships were examined.
Linking Goal Perceptions To Employee Performance In The Public Sector : Assessing The Mediating Role Of Psychological Empowerment And The Moderating Role Of Work Context, Jaehee Jong
Legacy Theses & Dissertations (2009 - 2024)
A substantial number of management and psychology studies have examined the positive effect of goal setting on organizational outcomes (Locke & Latham, 1990, 2002). Conceptually, goal setting theory is as applicable for motivating an employee in the public sector as it is for motivating an employee in the private sector (Latham, Borgogni, & Petitta, 2008). There have, however, been relatively few studies that have examined employee motivation as a linking mechanism between goal setting and employee performance in the context of public sector organizations (Perry, Mesch, & Paarlberg, 2006; Wright, 2001, 2004). In addition to suggesting the motivational mechanism underlying …
The Role Of Organizational Politics, Justice, And Trust On Work Outcomes, David Swiderski
The Role Of Organizational Politics, Justice, And Trust On Work Outcomes, David Swiderski
Legacy Theses & Dissertations (2009 - 2024)
Political behaviors that are driven by self-interest are a common part of every organization yet little research has been done to examine their relationship to work outcomes (Ferris et al., 2002). The purpose of the present study is to explore two possible mediators that play a role in the relationship between organizational politics and work outcomes. Using social exchange theory as a foundation, organizational justice and trust were thought to mediate the relationship between organization politics and relevant work outcomes, including affective commitment, organizational citizenship behaviors, and perceived organizational support. Empirical data showed that interactional justice mediated the relationship between …
Building Perceived Organizational Support Through Justice : The Mediating Effect Of Perceived Organizational Support On The Relationship Between Justice Interventions And Organizational Outcomes, Maria Belen Arboleda
Building Perceived Organizational Support Through Justice : The Mediating Effect Of Perceived Organizational Support On The Relationship Between Justice Interventions And Organizational Outcomes, Maria Belen Arboleda
Legacy Theses & Dissertations (2009 - 2024)
Research on perceived organizational support has focused on theoretical antecedents and organizational outcomes, however to date there is limited research on practical interventions to enhance POS. The present study examined, in a lab setting, whether two operationalizations of justice, provision of information (informational justice) and encouraging suggestions (procedural justice) influence the extent to which employees feel supported by their organization. Further, this study explored the mediating effect of POS on the relationship between these justice interventions and organizational outcomes supported in the literature, affective commitment, extra-role performance and in-role performance. One hundred and seventy three participants were randomly assigned to …