摘要:

AbstractThe present study provides support for the utility of studying absence as a multi‐dimensional criterion. Survey responses were collected from 194 bus drivers and paired with categorized archival absences. Seven absence indices were created and linked with three categories of predictors: (1) affective reactions to the work environment; (2) work‐related perceptions; and (3) individual resource characteristis. The relationships between the multiple absence criteria and the three sets of predictors were examined both separately and combined using part canonical, and canonical correlation analyses. Affective responses fully mediated the influence of work perceptions on absence, and partially mediated the influence of individual resource variables. Redundancy coefficients and a rotated structure matrix were employed to identify two significant dimensions labeled,nonwork obligationsandstress reactions, that linked the combined predictor sets with the set of absence measures. Together these dimensions accounted for 15 per cent of the variance in absence, with predictors differing in their explanatory power. Implications for the management of employee absence programs were discus

ISSN:0894-3796    

DOI:10.1002/job.4030140602

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

摘要:

AbstractThe present study investigated the discrepancies, or conflict, between the attributions of leaders and members as a function of LMX quality and explored the relation between attributional conflict and subordinate job satisfaction, perceptions of equity, and turnover intentions. Data for the study were provided by 141 supervisor‐subordinate dyads from the managerial ranks of a large manufacturing organization. Both parties of the dyad made attributions for subordinate loyalty, affect, and contributions, member behaviors identified as critical in previous LMX research. Limited support emerged for the hypothesis that attributional conflict would be greater in dyads where subordinates reported lower rather than higher LMX quality. Findings suggested that attributional discrepencies are due, in part, to the tendency of leaders to make more favorable attributions for subordinates reporting higher LMX quality than for subordinates reporting lower LMX quality. Results also revealed that, while attributional conflict was negatively related to subordinate satisfaction and perceptions of equity and positively related to turnover intentions, attributional conflict did not predict subordinate work outcomes when the effects of LMX quality were controlled. Implications of these findings were discusse

ISSN:0894-3796    

DOI:10.1002/job.4030140603

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

摘要:

AbstractNumerous studies have documented a positive relationship between work‐family conflict and both psychological distress and somatic symptoms. Little research, however, has explored the relationship of work‐family conflict to alcohol use/abuse. Consequently, this study investigated the relationship of work‐family conflict to several indicators of abusive alcohol consumption. In addition, the moderating influence of gender and tension‐reduction expectancies was examined. Data were obtained through household interviews with a random sample of 473 employed adults. As hypothesized, work‐family conflict was positively related to abusive alcohol consumption. In addition, there was strong support for the moderating influence of tension‐reduction expectancies. As anticipated, the positive relationship between work‐family conflict and abusive alcohol consumption was found almost exclusively among individuals who believe that alcohol use promotes relaxation and tension reduction. In contrast, the hypothesis that gender moderates the relationship between work‐family conflict and alcohol use/abuse was not supported. Implications for future research and intervention efforts aimed at reducing alcohol abuse in the workforc

ISSN:0894-3796    

DOI:10.1002/job.4030140604

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

摘要:

AbstractIn previous research on unemployment, conflicting evidence has been found for a ‘reverse causation interpretation’, indicating that prolonged unemployment is a consequence of psychological distress instead of the reverse. The present longitudinal study was conducted to test this reverse causation explanation. A second issue addressed in this study was whether getting a job or not depends more strongly on subjective or psychological factors than on objective factors (e.g. a person's biographical background, length of unemployment). Two independent samples were examined: Sample 1 (n= 635) consisted of school‐leavers, and sample 2 (n= 467) consisted of subjects who had been unemployed for more than one year. Some support was found for the reverse causation explanation. In addition, more than objective factors, a strong job orientation and a problem focused coping style appeared to be a precursor of success in the labour market. Accordingly, getting a job seems to be primarily a function of one's own ef

ISSN:0894-3796    

DOI:10.1002/job.4030140605

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

摘要:

AbstractThese comments on the Schaufeli and Van Ypersen (1993) article on success and failure in the labor market consider the generalizability of their results across different samples and cultures. They also consider the need to move beyond empirical studies that are primarily concerned with identifying predictor variables to theory‐drive studies that tie research on unemployment into existing or new theoretical frameworks, thereby providing order and meaning to the findings from unemployment researc

ISSN:0894-3796    

DOI:10.1002/job.4030140606

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030140607

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

摘要:

Abstract‘Work hard and get ahead’ is a fundamental tenet of modern organizations, but employees have different interpretations of what it means to ‘work hard’ and perceive that there are multiple channels to ‘get ahead’. The current research explores employees' perceptions of the factors affecting their intra‐organizational upward mobility. Results using a survey instrument in a large American medical college show that employees can distinguish among intra‐organizational mobility channels based on reliable role performance, on exceptional role performance, and on non‐performance factors such as personal characteristics (e.g. race and gender), or luck and favoritism. Perceptions of mobility channels are related to such organizationally relevant outcomes as employee satisfaction and turnover intentions. Occupational sub‐groups, however, perceive different structures

ISSN:0894-3796    

DOI:10.1002/job.4030140608

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

摘要:

AbstractPrevious research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfaction and performance. In the first study both NA and PA were associated with organizational commitment and turnover intentions. Additionally, commitment mediated the relationship between dispositional affectivity and turnover. Finally, PA and tenure interacted to predict job performance, such that PA and job performance were positively related, but only for high tenure employees. In Study 2 the findings were generally similar, but not identical. Both NA and PA were related to global job satisfaction and turnover intentions. However, only PA was related to affective organizational commitment. Moreover, both job satisfaction and affective commitment mediated the relationship between dispositional affectivity and turnover intentions. Finally, unlike Study 1, PA was not related to job performance. Rather, NA and tenure interacted such that when individuals were lower in tenure, NA was negatively related to performance.

ISSN:0894-3796    

DOI:10.1002/job.4030140609

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030140610

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030140611

出版商:John Wiley&Sons, Ltd.    

年代:1993

数据来源: WILEY