Knowledge that Transforms

A significant two-way interaction between self-set goal level instructions (an instruction given to subjects to set hard, easy, or any goals) and methods of payment (straight piece-rate, differential piece-rate with goal attainment step bonus, and hourly flat rate) in influencing personal goals, subsequent personal goals, and goal valences was found. The highest level of personal goals was set under straight piece-rate (pay for performance) in which self-set hard goal instructions were given. In addition, goal valences were found to partially mediate the interactive effects of methods of payment and self-set goal level instructions on personal goals. Furthermore, personal goals were found to: (1) completely mediate the effects of goal valences on performance; and (2) completely mediate the main effects of self-set goal level instructions—as well as the interactive effects of both self-set goal level instructions and methods of payment—on subsequent personal goals. This research sheds light on the determinants, process, and consequences of personal goals and performance and shows that organizational contextual variables such as the reward systems and instructions to choose goals of a certain level significantly interact to influence personal goals, subsequent personal goals, and goal valences.

Sexual harassment often consists of ambiguous behaviors subject to interpretation. Remedial accounts that clarify and explain such behaviors can play a major role in influencing organizational representatives’ perceptions of harassment. Data from 351 employees indicated that type of account, gender of participant, and type of harassing behavior influenced judgments of sexual harassment, perceived offensiveness, and perceived need for disciplinary action. Denials were the most mitigating type of account, followed by excuses, justifications, and concessions. Men and women differed in the extent to which their ratings were influenced by accounts; men’s ratings were more likely to be influenced by denials, whereas women’s ratings were more likely to be influenced by concessions. In addition, remedial accounts were found to be more effective for less severe types of harassing behavior (gender harassment and unwanted sexual attention) and less effective for more severe behavior (sexual coercion).

This paper argues that most utility analysis (UA) applications are flawed because they employ an overly simplistic formula. This piece reviews the literature on UA adjustments and demonstrates that the adjustments have a large impact on resulting estimates. These results imply that human resources programs do not invariably yield positive returns; rather, intervention success is contingent on program-specific, organizational, and environmental factors.

In this study, we proposed and tested an interaction between positive affectivity (PA) and job satisfaction in predicting two organizationally relevant job attitudes, frustration and intention to quit. Specifically, we predicted that job satisfaction would be strongly and negatively related to frustration and intention to quit among high-PA, but not low-PA, individuals. The predictions were tested using survey data from commercial bank employees (N = 172) in the United Arab Emirates. Hierarchical regressions supported the hypothesized interactions for both dependent variables. The results contribute to the evidence that high-PA can be associated with generally unfavorable organizational outcomes in certain situations, and they point to the stability of dispositional research in different cultures.

A significant two-way interaction between self-set goal level instructions (an instruction given to subjects to set hard, easy, or any goals) and methods of payment (straight piece-rate, differential piece-rate with goal attainment step bonus, and hourly flat rate) in influencing personal goals, subsequent personal goals, and goal valences was found. The highest level of personal goals was set under straight piece-rate (pay for performance) in which self-set hard goal instructions were given. In addition, goal valences were found to partially mediate the interactive effects of methods of payment and self-set goal level instructions on personal goals. Furthermore, personal goals were found to: (1) completely mediate the effects of goal valences on performance; and (2) completely mediate the main effects of self-set goal level instructions—as well as the interactive effects of both self-set goal level instructions and methods of payment—on subsequent personal goals. This research sheds light on the determinants, process, and consequences of personal goals and performance and shows that organizational contextual variables such as the reward systems and instructions to choose goals of a certain level significantly interact to influence personal goals, subsequent personal goals, and goal valences.

Despite suffering from content ambiguity, a sample-specific scoring procedure, and the inappropriate use of cut scores, the Equity Sensitivity Instrument (Huseman, Hatfield, & Miles, 1985) has been the primary measure used in equity sensitivity research. The purpose of the present undertaking was to propose and evaluate a new measure of equity sensitivity based on systematic item-development procedures that are crucial in both constructing a reliable and content-valid measure and for gaining an unbiased understanding of the nomological network linking equity sensitivity to other theoretically relevant constructs. The design and evaluation of the 16-item Equity Preference Questionnaire (EPQ) occurred in six studies. Two pilot studies were initially conducted to purify the EPQ and assess its reliability. Two validity assessment studies were then undertaken to examine the EPQ’s construct validity. A laboratory experiment was performed next to determine the EPQ’s validity for predicting satisfaction with different reward conditions. Finally, a test-retest reliability study was conducted to provide evidence regarding the consistency of the measurements yielded by the EPQ across time. Possible study limitations aside, the EPQ seems to be both psychometrically sound and useful for advancing equity sensitivity research. Various areas in equity sensitivity research that merit further examination are also addressed.

Following recommendations by Rajagopalan, Rasheed, and Datta (1993) and Schwenk (1995), this study attempts to extend what is known about integrative models of strategic decision-making by examining decision-making variable interactions in a field study of non-North American managers. We find some evidence to support the use of integrative models and variable interaction. We also find that some previous results seem to generalize to our Dutch setting, whereas others do not. The study concludes by noting that: (1) integrating multiple perspectives (environmental-based decision-making and managerial characteristics) and including variable interactions enhances what we know about the strategic decision-making process; and (2) much more research is needed before knowing which aspects of strategic decisionmaking can be generalized and which cannot.

This study examined the direct and interactive relationships of interdependence (task and reward) and preference for group work on the satisfaction and performance of group members. Hypotheses were tested among a sample of task-performing group members over a four-month period (N’s = 328–432). Consistent with a “community of fate” perspective, hierarchical regressions revealed that interdependence (task and reward) and preference for group work were positively related to group-member satisfaction. Consistent with “supplies-values fit” framework, the interaction of task interdependence and preference for group work was significantly related to group-member performance. Implications for the design of group tasks, the effects of group-member preferences, and the prediction of individual satisfaction and performance in group contexts are discussed.

In this study we formulate and test models of voluntary turnover and downsizing in a hospital undergoing workforce reduction following a merger. Targeted separation packages were primarily employed by the hospital in selecting departments and units as having surplus staff, as well as identifying individual employees. Determinants for the models were derived from the disparate disciplines of economics, sociology, and psychology, as well as demographic and reactions to change variables. Applying event history analysis to data from a sample of 415 hospital employees over a five year period, the results indicate that older, full-time employees, who were less absent, and had an acceptable workload, yet experienced lower co-worker support and responded negatively to the amalgamation of the hospital were more likely to be downsized. Conversely, employees who were younger, white-collar, intended to leave, and predisposed to the amalgamation were more likely to resign. In addition, the differential effects (based on discriminant function analysis) of the five categories of variables found that age, blue-collar, co-worker support, full-time, amalgamation, and work overload discriminated between the two forms of turnover. The theoretical and practical implications of the findings are discussed.