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Articles 1 - 13 of 13
Full-Text Articles in Social and Behavioral Sciences
Asymmetrical Effects Of Positive Job Experiences And Generalized Workplace Harassment On Well-Being, Grace Lemmon
Asymmetrical Effects Of Positive Job Experiences And Generalized Workplace Harassment On Well-Being, Grace Lemmon
Grace Lemmon
No abstract provided.
Burnout And Perceived Organisational Support Among Frontline Hospitality Employees, Gabrielle Walters, Michael Raybould
Burnout And Perceived Organisational Support Among Frontline Hospitality Employees, Gabrielle Walters, Michael Raybould
Michael Raybould
This article describes research designed to investigate the relationship between burnout and perceived organisational support (POS) among front-line hospitality employees. Three hundred front-line employees of a multisite hospitality firm were surveyed using an instrument comprising the general survey version of the Maslach Burnout Inventory and the 17-item version of the Survey of Perceived Organisational Support (POS). Significant relationships were found between POS and each of the three burnout dimensions of exhaustion, cynicism and personal efficacy. The findings of this study contribute to the existing academic literature and provide hospitality managers with a better understanding of the factors that contribute to …
Identity’S Role In The Relationship Between Abusive Supervision And Family Outcomes, Grace Lemmon
Identity’S Role In The Relationship Between Abusive Supervision And Family Outcomes, Grace Lemmon
Grace Lemmon
No abstract provided.
Caution! Hazardous Substances: Recognizing And Deflecting Toxic Personalities In The Library Workplace, Mary Freier, Terrence Bennett, Ann Riley
Caution! Hazardous Substances: Recognizing And Deflecting Toxic Personalities In The Library Workplace, Mary Freier, Terrence Bennett, Ann Riley
Mollie Freier
No abstract provided.
Carelessness And Discriminability In Work Role Requirement Judgments: Influences Of Role Ambiguity And Cognitive Complexity, Erich Dierdorff, Robert Rubin
Carelessness And Discriminability In Work Role Requirement Judgments: Influences Of Role Ambiguity And Cognitive Complexity, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
Fundamental to effective human resource systems is the capture of data regarding work role requirements. However, previous research on factors that influence work role requirement judgments has been largely equivocal. From a sample of 203 incumbents, representing 73 unique occupations, we investigated 2 cognitive sources of influence on carelessness and discriminability in work role requirement judgments. We hypothesized that incumbents perceiving high role ambiguity would provide ratings that were more careless and showed less discriminability, and cognitively complex individuals would provide more careful and discriminating ratings. These influences were hypothesized to vary across different work descriptors and rating scales. Results …
Consensus In Work Role Requirements: The Influence Of Discrete Occupational Context On Role Expectations, Erich Dierdorff, Frederick Morgeson
Consensus In Work Role Requirements: The Influence Of Discrete Occupational Context On Role Expectations, Erich Dierdorff, Frederick Morgeson
Erich C. Dierdorff
Although role theory has long described how expectations shape role behavior, little empirical research has examined differences among work role requirements and how features of the discrete occupational context may influence the extent to which role expectations are shared among role holders. The authors examined consensus in work role requirements from a sample of over 20,000 incumbents across 98 occupations. They found that consensus systematically decreased as work role requirements ranged from molecular tasks to responsibilities to molar traits. In addition, they found that consensus in these work role requirements was significantly influenced by the amount of interdependence, autonomy, and …
Placing Peer Ratings In Context: Systematic Influences Beyond Ratee Performance, Erich Dierdorff, Eric Surface
Placing Peer Ratings In Context: Systematic Influences Beyond Ratee Performance, Erich Dierdorff, Eric Surface
Erich C. Dierdorff
Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis and multivariate latent growth modeling (MLGM), we specifically examine peer ratings from 740 participants on 5 performance dimensions across 3 distinct performance situations for systematic sources of variance beyond ratee performance. Results demonstrate that both ratee performance and the performance context have systematic effects, with contextual effects varying by how “strong” or “weak” the situation is for …
Communication And Conflict, Mara Olekalns, Linda Putnam, Laurie Weingart
Communication And Conflict, Mara Olekalns, Linda Putnam, Laurie Weingart
Mara Olekalns
Communication is central to the experience and management of conflict. It is through communication that people express their desires, realize differences, and attempt to resolve those differences. While there is a rich tradition of research on conflict in organizational settings, the focus on the role communication is more recent. In 1987, Putnam and Poole wrote one of the first reviews of this literature, noting that “communication constitutes the essence of conflict in that it undergirds the formation of opposing issues, frames perceptions of the felt conflict, translates emotions and perceptions into conflict behaviors, and sets the stage for future conflicts” …
Conflicting Social Motives In Negotiating Groups, Laurie Weingart, Jeanne Brett, Mara Olekalns, Philip Smith
Conflicting Social Motives In Negotiating Groups, Laurie Weingart, Jeanne Brett, Mara Olekalns, Philip Smith
Mara Olekalns
Negotiators’ social motives (cooperative versus individualistic) influence their strategic behaviors. This study used multi-level modeling and analyses of strategy sequences to test hypotheses regarding how negotiators’ social motives and the composition of the group influence group members’ negotiation strategies. Four-person groups negotiating a 5 issue mixed-motive decision making task were videotaped, transcribed, and coded. Group composition included two homogeneous conditions (all cooperators and all individualists) and three heterogeneous conditions (3 cooperators/1 individualist; 2 cooperators/2 individualists; 1 cooperator/3 individualists). Results showed that cooperative negotiators adjusted their use of integrative and distributive strategies in response to the social motive composition of the …
Resolving The Empty Core: Trust As A Determinant Of Outcomes In Three-Party Negotiations, Mara Olekalns, Feyona Lau, Philip Smith
Resolving The Empty Core: Trust As A Determinant Of Outcomes In Three-Party Negotiations, Mara Olekalns, Feyona Lau, Philip Smith
Mara Olekalns
This research examined how trust affected resource allocation in a 3-party negotiation. Negotiators were presented with an empty core problem in which their theoretical share of resources exceeded the resources available for distribution. We tested which of three components of trust – reliability, predictability and empathy – predicted negotiators’ outcomes. We distinguished between absolute and relative trust. We found that relative trust was a more consistent predictor of individual outcomes than absolute trust and that the most trusted party in a network obtained the highest individual outcomes. This finding highlights the importance of social context in shaping trust judgements. The …
Does Prevalence Mitigate Relevance? The Moderating Effect Of Group Level Ocb On Employee Performance, William Bommer, Erich Dierdorff, Robert Rubin
Does Prevalence Mitigate Relevance? The Moderating Effect Of Group Level Ocb On Employee Performance, William Bommer, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
This article explores multilevel relationships between group-level OCB, individual-level OCB, and work performance. We also discuss conceptualizing OCB with regard to context and multiple levels of analysis. We hypothesize that group-level OCB moderates the relationship between individual-level OCB and job performance. Results based on 100 work groups in a manufacturing firm indicate that group-level OCB significantly moderated the relationship between individual-level OCB and job performance. Comparing contexts in which group-level OCB was rare with those in which it was prevalent, we found that high individual-level OCB yielded greater significant increases in job performance ratings when group-level OCB was rare.
Loose With The Truth: Predicting Deception In Negotiation, Mara Olekalns, Philip Smith
Loose With The Truth: Predicting Deception In Negotiation, Mara Olekalns, Philip Smith
Mara Olekalns
Using a simulated, two-party negotiation, we examined how characteristics of the actor, target, and situation affected deception. To trigger deception, we used an issue that had no value for one of the two parties (indifference issue). We found support for an opportunistic betrayal model of deception: deception increased when the other party was perceived as benevolent, trustworthy and as having integrity. Negotiators’ goals also affected the use of deception. Individualistic, cooperative and mixed dyads responded differently to information about the other party’s trustworthiness, benevolence and integrity when deciding to either misrepresent or leverage their indifference issue. Mixed dyads displayed opportunistic …
Exposure To The Field And The Meanings Managers Hold: Evidence From Manufacturing Best Practices Programs, Peter Cebon, E. Geoffrey Love
Exposure To The Field And The Meanings Managers Hold: Evidence From Manufacturing Best Practices Programs, Peter Cebon, E. Geoffrey Love
Peter Cebon
A central proposition of neo-institutional theory is that exposure to institutional fields shapes the meanings actors within the field hold. We test that proposition by asking whether variations in exposure to field-level processes will lead to variations in meanings held by actors. To do so, we examine the implementation of a managerial practice – Manufacturing Best Practices Programs – across a large sample of manufacturing sites in Australia and New Zealand. We assess exposure to field-level processes both indirectly (through structural characteristics such as site size and technological sophistication), and directly (as contact with theorizing agents and communities of practice). …