Social and Behavioral Sciences Commons^™

Religious Involvement And Dispositional Characteristics As Predictors Of Work Attitudes And Behaviors, Tami Leigh Knotts

Doctoral Dissertations

The purpose of this dissertation was to empirically examine the effects of (1) religious involvement on job attitudes, (2) dispositions on job attitudes, and (3) religious involvement on workplace behaviors. This study also assessed whether job attitudes mediated the effect of religious involvement an workplace behaviors or the interaction effect of religious involvement and dispositional characteristics on workplace behaviors.

Higher levels of religious involvement were hypothesized to lead to more positive work attitudes and behaviors. Conservative and self-transcendent values along with positive well-being were expected to lead to positive attitudes at work. The effect of religious involvement on work behaviors …

A Social-Cognitive Approach To Salesperson Work Motivation, Lawrence Scott Silver

Doctoral Dissertations

The purpose of this study was to apply a social-cognitive model of motivation, used extensively in educational psychology, to a sales setting. The topic pertaining to work motivation and its importance is evidenced by the amount of research devoted to the topic. The literature examined for this study was selected from the fields of industrial/organizational psychology, educational psychology, and marketing/sales. Specifically, this study addressed the following research questions: (1) To what extent is salespeople's goal orientation determined by their implicit personality theory? (2) Do salespeople's goal orientation determine their behavior pattern? (3) Does optimism moderate the relationship between salespeople's implicit …

Team Conflict, Integrative Conflict-Management Strategies, And Team Effectiveness: A Field Study, Donnamaria Christina Vigil-King

Doctoral Dissertations

A longitudinal field study examined team effectiveness, including both performance and viability, in relation to team conflict management strategies and three types of team conflict. Hypotheses predicted that integrative conflict-management strategies would correlate with team performance and viability, and that these relationships would vary with the level and type of team conflict. Teams using integrative conflict management styles were expected to have higher performance and viability than teams using less integrative styles. When higher levels of relationship conflict were perceived by the team, the performance and viability of teams using a more integrative strategy would be higher than teams using …

An Empirical Examination Of Individual, Issue-Related, And Organizational Determinants Of Ethical Judgments, Sean Robert Valentine

Doctoral Dissertations

The purpose of this dissertation was to empirically examine an ethical decision-making model that contained individual, issue-related, and organizational factors. At the individual level, the relationship between two job attitudes, job satisfaction and organizational commitment, and ethical judgments was assessed. At the issue-related level, the association between moral intensity and ethical judgments was examined. At the organizational level, the relationship between ethical context and ethical judgments was examined. The hypothesized moderating effect of ethical context on the relationship between job attitudes and ethical judgments was also tested.

A national sample of 3,000 sales professionals was used to test the hypotheses. …

Consequences Of Contingent Compensation, James Herschel Turner

Doctoral Dissertations

The principal objective of this study is the explication of the impact of incentives on measures of performance. The effects of contingent compensation (commissions and bonuses) on role stress, job attitudes, and performance outcomes were studied in a multi-industry sample of 255 employees.

It was hypothesized that as compensation contingency increases, role conflict and financial anxiety also increase and the increase in stress would be negatively related to in-role performance, organizational commitment, and job satisfaction. Finally, it was hypothesized that as organizational commitment and job satisfaction are reduced, intent-to-leave will be increased and extra-role performance will be reduced. The sum …

Social Processes In Work Groups: A Model Of The Effect Of Involvement, Credibility, And Goal Linkage On Training Success, Catherine S. Clark

Doctoral Dissertations

The effect of social processes in the work group on training has not been systematically studied. A model is proposed that considers the influence of pre-training social processes and supervisor credibility on expected training utility, training motivation and learning.

Survey data were collected before and after training in organizations from a large southern metropolitan area. Social process variables include group goal linkage, expected supervisor and work group training transfer climates, and involvement in training decision. In addition, job involvement and supervisor credibility were assessed. Dependent variables included expected job and career utility of training, motivation to take training, and learning. …

The Well-Being Of Working Family Women: Demands And Rewards, Social Support And Coping With Interrole Stress, Dianne Sheila Leader

Doctoral Dissertations

This study examined the relationship between the lifestyle of working family women and their well-being. Previous research had indicated that role conflict between home and work roles was common, and that it could have adverse effects on personal outcomes. One objective of the inquiry was to test previously proposed relationships between home and work demands, interrole stress and well-being. Another aim of the study was to explore the effects of including positive resources (coping behavior, social support and personal rewards) together with demands and interrole stress in examining the well-being of working family women. A conceptual framework was developed based …

The Effect Of Job Involvement And Organizational Commitment On The Psychometric Characteristics Of Job Performance Ratings, Steven Ronald Gordon

Doctoral Dissertations

The purpose of this study was to examine a theoretical model developed to predict the influence of rater job involvement and organizational commitment on the process of appraising employee job performance . The model is based upon Fishbein ' s (1967) theory relating attitudes to behavioral intentions and specific behaviors . Organizational commitment is incorporated as an indication of the subjective norm and the performance -- self-esteem definition of job involvement represents the attitudinal component . Hypotheses proposed to test the model addressed the psychometric characteristics of ratings assigned by individuals with varying levels of a composite measure of job …

An Investigation Of The Relationship Between Extrinsic And Intrinsic Outcomes And Anticipated Job Satisfaction, Attitudes Toward Management, And Attitudes Toward Unions, Douglas P. Massengill

Doctoral Dissertations

One hundred sixty-seven trainees at a vocational training school were provided with job descriptions in which the levels of intrinsic and extrinsic outcomes along with whether or not the jobs were unionized were varied. Ss then completed questionnaires to assess anticipated reactions to the jobs.

It was predicted that both intrinsic and extrinsic outcomes would be related to anticipated job satisfaction, that whether or not a job was unionized would moderate the relationship between extrinsic outcomes and anticipated attitudes towards management, that only extrinsic outcomes would be related to anticipated attitudes toward a union, and that only extrinsic outcomes would …