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Moderating Effects (moderating + effects)
Kinds of Moderating Effects Selected AbstractsUNDERSTANDING REACTIONS TO JOB REDESIGN: A QUASI-EXPERIMENTAL INVESTIGATION OF THE MODERATING EFFECTS OF ORGANIZATIONAL CONTEXT ON PERCEPTIONS OF PERFORMANCE BEHAVIORPERSONNEL PSYCHOLOGY, Issue 2 2006FREDERICK P. MORGESON Redesigning jobs from a traditional workgroup structure to a semi-autonomous team structure has become increasingly popular, but the impact of such redesigns on employee effectiveness criteria has been mixed. The present longitudinal quasi-experimental study showed that although such a redesign had positive effects on 3 performance behaviors (effort, skill usage, and problem solving), its effectiveness also depended on aspects of the organizational context. In conditions where the organizational reward and feedback and information systems were effective, redesigning work into a semi-autonomous team structure had no discernible effect on performance behaviors. In conditions where these systems were poor, however, such a redesign produced large positive benefits. This suggests that work redesigns that enhance worker autonomy are most effective in contexts where other supportive management systems are absent. [source] Moderating Effects of Rater Personality on the Relation Between Candidate Self-Monitoring and Selection Interview RatingsINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2004Aryeh Lazar The present study examined the moderating effect of rater personality , extroversion and sensitivity to others , on the relations between selection interview ratings and measures of candidate self-monitoring (SM) and social anxiety (SA). In a real-life military selection procedure setting in which 445 candidates and 93 raters participated, rater extroversion moderated the relation between candidate SM and selection interview ratings so that this relation was negative for raters low on extroversion and positive for raters high on extroversion. Rater extroversion was also found to moderate the negative relation between candidate SA and selection interview ratings. No support was found for the moderating effect of rater sensitivity to others. An explanation of the moderating effect of rater extroversion based on the assumption that extroversion is negatively related to critical interpersonal sensitivity was suggested. [source] Middle Manager Leadership and Frontline Employee Performance: Bypass, Cascading, and Moderating EffectsJOURNAL OF MANAGEMENT STUDIES, Issue 4 2010Jixia Yang abstract We investigated the relationship between middle managers' transformational leadership and the performance of frontline employees who are two levels below the middle managers. We identified two pathways through which this cross-level influence occurs and tested two moderators operating on these two pathways. The first pathway is a direct effect from middle managers to employees, bypassing the influence of employees' immediate supervisor (the bypass effect). We further hypothesized that the bypass effect is moderated by the employees' collectivistic value. The second pathway is a cascading of leadership behaviours from middle managers to first-line supervisors, whose transformational leadership then enhances employees' performance (the cascading effect). We further hypothesized that this cascading effect is moderated by the supervisors' power distance value. These hypotheses were tested with a sample of 491 frontline employees, 98 frontline supervisors, and 30 middle managers in three organizations in China. The three-level hierarchical linear modelling results supported the four hypotheses. [source] The Relation Between Popularity and Aggressive, Destructive, and Norm-Breaking Behaviors: Moderating Effects of Athletic Abilities, Physical Attractiveness, and ProsocialityJOURNAL OF RESEARCH ON ADOLESCENCE, Issue 3 2009Jan Kornelis Dijkstra The aim of this study was to examine the relations between popularity and different types of aggressive, destructive, and norm-breaking behaviors in a large cross-sectional sample of adolescents (N=3,312, M age=13.60). We were interested in the extent to which the relations of these behaviors with popularity were moderated by positive features (i.e., athletic abilities, physical attractiveness, and prosociality). From a goal-framing perspective, it was argued that positive features evoke positive affect, which in turn enhances the positive impact of aggressive, destructive, and norm-breaking behaviors on popularity. The results supported our notion that these latter behaviors are especially related to popularity in adolescents who also exhibit positive features. [source] Investigating the Moderating Effects of Leader,Member Exchange in the Psychological Contract Breach,Employee Performance Relationship: A Test of Two Competing PerspectivesBRITISH JOURNAL OF MANAGEMENT, Issue 2 2010Simon Lloyd D. Restubog Leader,member exchange (LMX) has been characterized as a form of social support capable of buffering the effects of negative work experiences. However, employees with high-quality relationships with leaders in the organization may have stronger negative reactions when psychological contracts are breached. Thus, while a social support perspective would suggest that LMX minimizes the adverse impact of psychological contract breach on employee performance, a betrayal perspective proposes that high LMX would aggravate the negative effects. Using cross-sectional and longitudinal research designs, results across three samples provided support for the betrayal perspective. That is, breach had a stronger negative relationship with organizational citizenship behaviours and in-role performance under conditions of high LMX. Implications of these results and future research directions are discussed. [source] Moderating effects of political skill, perceived control, and job-related self-efficacy on the relationship between negative affectivity and physiological strainJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2008Kelly L. Zellars The present study examined whether employees high in negative affectivity (NA) are destined to experience strain at a higher level than those low in NA. We used data collected from 230 employees to investigate the moderating effects of political skill, as a form of interpersonal control, on the relationship between NA and physiological strain. As hypothesized, NA was positively related to physiological strain (i.e., facial muscle tension as measured by electromyography (EMG)), and political skill buffered this effect such that the relationship was weaker among employees who were higher in political skill. Tests of mediated moderation further suggested the means by which political skill moderates the NA/strain relationship; specifically, the results were consistent with the idea that perceived control and, in turn, job-related efficacy explain the moderating effect of political skill. Strengths and limitations of the study, practical implications, and directions for future research are discussed. Copyright © 2007 John Wiley & Sons, Ltd. [source] A dual-sequence framework for B2C relationship formation: Moderating effects of employee communication style in online group chatPSYCHOLOGY & MARKETING, Issue 2 2009Pratibha A. Dabholkar Past research on B2C relationships has typically focused on unidimensional constructs of satisfaction, trust, and commitment, ignoring underlying psychological dimensions. Although some studies have examined cognitive and affective dimensions of these relational constructs, dual sequential effects in relationship formation have not been investigated. This study proposes and finds (in the context of online group chat) that parallel cognitive and affective sequences of relationship formation take place, thus expanding scholarly understanding of underlying psychological processes and offering marketing practitioners two different ways to build relationships with consumers. The proposed dual-sequence relational framework further advances theory by shedding light on counterintuitive findings in past research. The study also supports the proposed moderating effects of employee communication style, such that sequential effects of cognitive (affective) relational constructs are stronger with a task-oriented (socially oriented) employee, thus offering insights to practitioners in hiring and training employees to match specific organizational goals for building relationships with consumers. © 2009 Wiley Periodicals, Inc. [source] GUARDIANSHIP IN CONTEXT: IMPLICATIONS FOR BURGLARY VICTIMIZATION RISK AND PREVENTION,CRIMINOLOGY, Issue 4 2007PAMELA WILCOX Survey data from 4,227 Seattle residents nested within 100 "neighborhoods" (census tracts) were analyzed to discern interrelationships between various dimensions of individual-level and neighborhood-level guardianship. We focused on four dimensions of guardianship,physical (target hardening), personal (home occupancy), social (informal control), and natural (surveillance through environmental design),at both individual and neighborhood levels. A multilevel opportunity, theoretical framework guided hypotheses, which suggests that each of the four dimensions of individual guardianship would be related more negatively to burglary as each of the four dimensions of aggregate guardianship increased. Multilevel logistic regression analysis revealed support for many of such hypothesized moderating effects of aggregate guardianship. More specifically, 6 of the 16 possible interaction effects were statistically significant at the .05 level and an additional 3 interaction effects were significant at the .10 level. In particular, individuallevel target hardening, place management, and natural surveillancewere related more negatively to burglary as neighborhood-level target hardening increased, as neighborhood-level informal social control increased, and as neighborhood-level natural surveillance increased. [source] Modeling the Effects of a Service Guarantee on Perceived Service Quality Using Alternating Conditional Expectations (ACE),DECISION SCIENCES, Issue 3 2002Chee-Chuong Sum ABSTRACT This paper addresses the dearth of empirical research on the relationship between service guarantee and perceived service quality (PSQ). In particular, we examine the moderating effects of a service guarantee on PSQ. While a recent study provided empirical evidence that service quality is affected by service guarantee and employee variables such as employee motivation/vision and learning through service failure, the nature and form of the relationships between these variables remain unclear. Knowledge of these relationships can assist service managers to allocate resources more judiciously, avoid pitfalls, and establish more realistic expectations. Data was obtained from employees and customers of a multinational hotel chain that has implemented a service guarantee program in 89 of its hotels in America and Canada. As the employee variables could affect performance in a non-linear fashion, we relaxed the assumption of model linearity by using the Alternating Conditional Expectations (ACE) algorithm to arrive at a better-fitting, non-linear regression model for PSQ. Our findings indicate the existence of significant non-linear relationships between PSQ and its determinant variables. The ACE model also revealed that service guarantee interacts with the employee variables to affect PSQ in a non-linear fashion. The non-linear relationships present new insights into the management of service guarantees and PSQ. Explanations and managerial implications of our results are presented and discussed. [source] Patterns of comorbidity in panic disorder and major depression: findings from a nonreferred sampleDEPRESSION AND ANXIETY, Issue 2 2005Joseph Biederman M.D. Abstract Previous findings in referred adult samples document major depression as having important moderating effects on the patterns of comorbidity for panic disorder and major depression. This study evaluated whether these patterns of comorbidity are moderated by referral bias. Panic disorder (PD) and major depression (MD) were used to predict the risk for comorbid psychiatric disorders and functional outcomes using data from a large sample of adults who had not been ascertained on the basis of clinical referral (N=1,031). Participants were comprehensively assessed with structured diagnostic interview methodology to evaluate childhood and adult comorbid psychiatric disorders. PD increased the risk for anxiety disorders, independently of MD. MD increased the risk for mania, antisocial personality disorder, psychoactive substance use disorder, disruptive behavior disorders, overanxious disorder, social phobia, and generalized anxiety disorder, independently of PD. These results extend to nonreferred samples' previously reported findings documenting that MD has important moderating effects on patterns of comorbidity for PD and indicate that patterns of comorbidity for PD are not due to referral bias. Depression and Anxiety 21:55,60, 2005. © 2005 Wiley-Liss, Inc. [source] Hypofrontality in schizophrenia: a meta-analysis of functional imaging studiesACTA PSYCHIATRICA SCANDINAVICA, Issue 4 2004K. Hill Objective:, Hypofrontality is not a well-replicated finding in schizophrenia either at rest or under conditions of task activation. Method:, Studies comparing whole brain and frontal blood flow/metabolism in schizophrenic patients and normal controls were pooled. Voxel-based studies were also combined to examine the pattern of prefrontal activation in schizophrenia. Results:, Whole brain flow/metabolism was reduced in schizophrenia to only a small extent. Resting and activation frontal flow/metabolism were both reduced with a medium effect size. Duration of illness significantly moderated resting hypofrontality, but the moderating effects of neuroleptic treatment were consistent with an influence on global flow/metabolism only. Pooling of voxel-based studies did not suggest an abnormal pattern of activation in schizophrenia. Conclusion:, Meta-analysis supports resting hypofrontality in schizophrenia. Task-activated hypofrontality is also supported, but there is little from voxel-based studies to suggest that this is associated with an altered pattern of regional functional architecture. [source] Mimicking disliked others: Effects of a priori liking on the mimicry-liking linkEUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 5 2010Mariëlle Stel The sharing of bodily states elicits in mimicker and mimickee corresponding conceptualisations, which facilitates liking. There are many studies showing the relatedness of mimicry and liking. However, the mimicry-liking link has not been investigated under conditions in which the mimickee is liked or disliked a priori. In two studies, we examined moderating effects of a priori liking on the mimicry-liking link. Liking was measured via self-report measures (Studies 1 and 2) and behavioural measures using a virtual environment technology (Study 2). Results showed that when participants intentionally mimicked a disliked person, liking for that person was not improved, whereas when participants mimicked a liked person, liking for that person increased. These effects were shown to be mediated by affiliation. These studies not only provided further evidence of a link between mimicry and liking, but also demonstrated that this relationship is moderated by a priori liking. Copyright © 2009 John Wiley & Sons, Ltd. [source] The Work-Family Interface: Differentiating Balance and FitFAMILY & CONSUMER SCIENCES RESEARCH JOURNAL, Issue 2 2004Maribeth C. Clarke Work-family fit has recently emerged in work and family literature, comparable to work-family balance in that it represents interactions between work and family and yet distinct because it precedes balance and other outcomes. This study explores the relationship between, predictive factors of, and interactive moderating effects of work-family fit and work-family balance. Data are from a survey of business graduate school alumni (n = 387). Findings indicate that fit and balance are two separate constructs. Fit is uniquely predicted by work hours, age, family income, and household labor satisfaction. Balance is uniquely predicted by frequency of family activities. Job satisfaction and marital satisfaction predicted both fit and balance. Analyses suggest that fit is based more on the structural aspects of work-family interactions, whereas balance appears to be based more on the psychological factors. Job satisfaction, marital satisfaction, and frequency of family activities moderated the relationship between fit and balance. [source] Interparental Conflict and Parenting Behaviors: A Meta-Analytic ReviewFAMILY RELATIONS, Issue 1 2000Ambika Krishnakumar The purpose of this study is to examine the association between interparental conflict and parenting using meta-analytic review techniques. One-hundred and thirty-eight effect sizes from 39 studies are analyzed. The overall average weighted effect size is ,.62, indicating a moderate association and support for the spillover hypothesis. The parenting behaviors most impacted by interparental conflict are harsh discipline and parental acceptance. Several moderating effects for subject and method characteristics are significant. [source] Neurocognitive variation in smoking behavior and withdrawal: genetic and affective moderatorsGENES, BRAIN AND BEHAVIOR, Issue 1 2009D. E. Evans A burgeoning literature suggests that attentional factors are associated with smoking behavior (e.g. direct nicotine effects and smoking withdrawal). This study examined differences in attentional processing between nonsmokers, satiated smokers and overnight nicotine-deprived smokers by comparing the amplitude of the P300 (P3) component of the event-related brain potential (ERP) elicited during a go,nogo task. We also examined the moderating effects of a common dopamine receptor genotype and state negative affect (SNA) on this ERP index of attention. Nonsmokers relative to smokers had greater nogo P3 amplitude. Carrying the A1 allele at the dopamine receptor D2 (DRD2) Taq1A polymorphism site moderated the effects of withdrawal on nogo P3 amplitude, suggesting the A1 allele is a vulnerability marker for withdrawal-related attentional deficits. Increased SNA also predicted attenuated P3 amplitude among deprived smokers. These findings suggest that DRD2 status and SNA moderate the effects of smoking status and withdrawal on neurocognitive variation during attentional processing. This research contributes to a better understanding of the role of individual differences and attentional processing in smoking behavior. [source] Posttraining interventions to enhance transfer: The moderating effects of work environmentsHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 2 2001Wendy L. Richman-Hirsch The study reported on in this article examined the effectiveness of two posttraining interventions,goal-setting and self-management training,and moderating effects of the work environment on improving training transfer. The findings indicate that training in goal-setting was effective in improving the extent to which trainees applied their skills to the job. Further, both interventions were found to be more effective in supportive work environments. Implications for training research and human resource practices are discussed. [source] Black and white and read all over: Race differences in reactions to recruitment Web sitesHUMAN RESOURCE MANAGEMENT, Issue 2 2008Caren B. Goldberg Based on signaling theory, this study examines the impact of Web-site design and content characteristics on applicants' intentions to pursue employment, the mediating effects of engagement with the Web site and attitude toward the organization, and the moderating effects of applicant race on these relationships. The design characteristics of ease of use and usefulness impact attraction indirectly through Web-site engagement and attitude toward the organization. Further, Web sites' parasocial interaction (allowance for two-way communication) predicts intentions to pursue both directly and indirectly through engagement and attitude toward the organization. Unexpectedly, diversity statements did not impact attraction in the full sample. Multigroup analyses revealed that many of the paths between the predictors of parasocial interaction and (to a lesser extent) diversity statements and the outcomes differed by race, with stronger effects observed for blacks than whites. Theoretical and practical implications are discussed. © 2008 Wiley Periodicals, Inc. [source] Aversive Workplace Conditions and Employee Grievance Filing: The Moderating Effects of Gender and EthnicityINDUSTRIAL RELATIONS, Issue 2 2008PETER BAMBERGER Studies examining the direct effects of employee demographic differences on grievance filing have yielded mixed results. Moreover, little is known regarding the possible moderating effect that such differences might have on the link between workplace adversity and grievance filing. Using a sample of 866 blue-collar workers drawn from four unions, we examine the potential moderating effects of gender and race/ethnicity. Our findings suggest that while gender and ethnicity are not significantly associated with perceptions of workplace adversity, grievance filing in response to certain forms of adversity is amplified among women (as compared to men) and among African Americans and Hispanics (as compared to whites). The meaning and implications of these findings are discussed. [source] The relationship between masculinity and the Type A behavior pattern: the moderating effects of femininityJAPANESE PSYCHOLOGICAL RESEARCH, Issue 2 2001Itsuko Dohi The purpose of the study was to examine whether a high level of masculinity is associated with the Type A behavior pattern, and whether the level of femininity moderates any main effect for masculinity. The subjects were 743 male and 560 female undergraduate students. In the statistical analysis, we found evidence of the masculinity effect on every Type A score, and a moderating effect of femininity on the "speed-power" subscale score. We discuss the validity of four models of the functions of masculinity and femininity, and consider the moderating effect of femininity in the light of the interactive androgyny model. [source] Negative Life Events, Patterns of Positive and Negative Religious Coping, and Psychological FunctioningJOURNAL FOR THE SCIENTIFIC STUDY OF RELIGION, Issue 2 2007JEFFREY P. BJORCK Religious coping may or may not be adaptive depending upon whether such coping is positive or negative. We investigated the potential moderating effects of positive and negative religious coping patterns on the relationship between negative life events and psychological functioning. Questionnaires included measures of negative life events, positive and negative religious coping, and psychological functioning, and were completed by 336 adult, Protestant church members. Even after controlling for religious participation, negative events were related to increased use of positive and negative religious coping and decreased psychological functioning. Moreover, negative events and positive religious coping produced an interaction effect on depression, such that the high use of positive religious coping buffered the deleterious effects of negative events. [source] Managing job stress in nursing: what kind of resources do we need?JOURNAL OF ADVANCED NURSING, Issue 1 2008Marieke Van Den Tooren Abstract Title.,Managing job stress in nursing: what kind of resources do we need? Aim., This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background., There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Method., Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59·4%). Data were analyzed by hierarchical regression analyses. Results., High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Conclusion., Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being. [source] The Relation Between Past Behavior, Intention, Planning, and Quitting Smoking: The Moderating Effect of Future OrientationJOURNAL OF APPLIED BIOBEHAVIORAL RESEARCH, Issue 2 2007Velibor Bobo Kova The present study examined the moderating effects of two measures of future orientation on the relation between intention, planning, and past behavior on the one hand, and quitting smoking on the other. The degree of future orientation was assessed by the Consideration of Future Consequences (CFC) Scale and the Stanford Time Perspective Inventory (STPI). Both CFC and STPI significantly moderated the intention,quitting behavior and past behavior,quitting behavior relationships. CFC also moderated the relation between planning and quitting behavior, whereas STPI failed to moderate the planning,quitting relation. The results indicate that the extent to which a person is future oriented represents an important moderating variable when it comes to the relation between deliberative processes and actual behavior. The implications of the results are discussed. [source] The Moderating Role of Social Support Between Role Stressors and Job Attitudes Among Roman Catholic Priests,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 12 2008Michael J. Zickar This study examined the relations role stressors and job attitudinal variables, as well as the potential moderating effects of social support in a sample of 190 Roman Catholic priests. The priesthood is an important occupation to study because the work priests do can be considered a vocation instead of a job. Role stressors were negatively correlated with job attitudes (e.g., job satisfaction, turnover intention). Consistent with a buffering hypothesis, several sources of social support (parishioners, staff, fellow priests) consistently moderated this relationship, in that the relationship attenuated as social support increased. The implications of these results are discussed with respect to the role of the priest, as well as with other types of work-based vocations. [source] Young mothers' involvement in a prenatal and postpartum support program,JOURNAL OF COMMUNITY PSYCHOLOGY, Issue 2 2010Xiaoli Wen The involvement of 124 young mothers in a doula support program was measured in two dimensions,quantity of program contact and quality of mother,doula helping relationship. The study examined each dimension's differential associations with maternal outcomes, as well as the moderating effects of mother characteristics on these associations. Quantity of program contact was related to the quality of helping relationship, especially when rated by doulas. Both quantity and quality of involvement predicted the maternal outcomes, although not always in the expected direction. For mothers with limited vocabulary skills and better connections with the baby's father, program contact was more likely to promote positive birth experiences. A negative association between program contact and parenting behaviors was observed among mothers who were less mature or had less positive social relationships. The study suggests the multidimensionality of program involvement and the complexity of interactions between program and participant factors in producing program outcomes. © 2010 Wiley Periodicals, Inc. [source] A meta-analysis of serotonin metabolite 5-HIAA and antisocial behaviorAGGRESSIVE BEHAVIOR, Issue 4 2002Todd M. Moore Abstract During the past 25 years, researchers have examined the relationship between neurochemical variables and antisocial behavior in human adults, but none has been studied more intensely than the serotonin metabolite 5-hydroxyindoleacetic acid (5-HIAA). The goal of the current study was to employ meta-analytic procedures to quantitatively evaluate selected evidence on the relationship between 5-HIAA and antisocial behavior. It was expected that antisocial groups would show reduced cerebrospinal fluid 5-HIAA compared with non,antisocial groups. This study also aimed to assess moderators that could influence the relationship between 5-HIAA and antisociality. An electronic search and strict inclusion criteria identified 20 reports used in this meta-analysis. Results showed a significant overall mean effect size (ES = ,.45, P < .05) in the direction of lowered 5-HIAA in antisocial vs. non,antisocial groups. A significant moderating effect for age indicated that groups comprised of antisocial individuals younger than 30 years exhibited larger negative effect sizes (ES = ,1.37, P < .05) than groups with older subjects (ES = ,.31, P < .05). There were no moderating effects for gender, target of violence, history of suicide, and alcoholism. Age effects may help explain age-related declines in crime. The fact that effects did not differ based on other moderating variables supports models of reduced serotonin in antisocial individuals, regardless of type of crime or psychiatric problems. Aggr. Behav. 28:299,316, 2002. © 2002 Wiley-Liss, Inc. [source] The influence of wine attributes on region of origin equity: An analysis of the moderating effect of consumer's perceived expertiseAGRIBUSINESS : AN INTERNATIONAL JOURNAL, Issue 3 2006Jean Philippe Perrouty This research addresses the interaction between the components of brand. More specifically, the authors evaluate how the region of origin as a component of a wine brand adds value to a wine purchaser. Previous research suggests that the region of origin equity is significantly moderated by the other wine attributes with which it is combined on the wine label: commercial brand, level of price, type of bottler, grape variety. The authors test whether the moderating effects depend on self-perceived consumer expertise. They use a discrete choice method to survey 1,162 European wine purchasers, about equally selected from France, Austria, Germany, and the UK. Results show that the region of origin equity is indeed significantly moderated by the other wine attributes. They also show these moderating effects are more important for consumers who perceive themselves as "more expert" than for consumers who feel they are "novices." [EconLit citation: M310]. © 2006 Wiley Periodicals, Inc. Agribusiness 22: 323,341, 2006. [source] Age, work experience, and the psychological contractJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2009Thomas W. H. Ng The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the variety of reasons why contract malleability and replicability become greater with age and work experience and how contract malleability and replicability may temper negative reactions to psychological contract breaches. We also address the different ways contract malleability and replicability mediate the relationships between age and work experience, on one hand, and exit, voice, loyalty, and neglect behaviors on the other. We consider the moderating effects of age similarity and dissimilarity here as well. The paper concludes with a discussion of the implications for future research designs and for managing older and more experienced workers. Copyright © 2009 John Wiley & Sons, Ltd. [source] Long work hours: a social identity perspective on meta-analysis dataJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2008Thomas W. H. Ng The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta-analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta-analysis also allowed us to explore other important correlates of hours worked (e.g., situational demands, job performance, mental health, and physical health), moderating variables (e.g., age, gender, and job complexity), and curvilinear relationships of work hours to social identity indicators. Overall, we found that occupational factors and situational demands had the strongest relationships with hours worked, hours worked were negatively associated with measures of employee well-being, gender had several significant moderating effects, and there were curvilinear relationships between hours worked and well-being and work,family conflict variables. The article concludes with directions for future theoretical and empirical research. Copyright © 2008 John Wiley & Sons, Ltd. [source] Moderating effects of political skill, perceived control, and job-related self-efficacy on the relationship between negative affectivity and physiological strainJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2008Kelly L. Zellars The present study examined whether employees high in negative affectivity (NA) are destined to experience strain at a higher level than those low in NA. We used data collected from 230 employees to investigate the moderating effects of political skill, as a form of interpersonal control, on the relationship between NA and physiological strain. As hypothesized, NA was positively related to physiological strain (i.e., facial muscle tension as measured by electromyography (EMG)), and political skill buffered this effect such that the relationship was weaker among employees who were higher in political skill. Tests of mediated moderation further suggested the means by which political skill moderates the NA/strain relationship; specifically, the results were consistent with the idea that perceived control and, in turn, job-related efficacy explain the moderating effect of political skill. Strengths and limitations of the study, practical implications, and directions for future research are discussed. Copyright © 2007 John Wiley & Sons, Ltd. [source] A field study of group diversity, workgroup context, and performanceJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2004Karen A. Jehn We explore how the context of an organizational workgroup affects the relationship between group diversity and various performance outcomes. In particular, we theorize and empirically examine the moderating effects of three categories of workgroup context variables: cultures (people- and competition-oriented), strategies (stability-, growth- and customer-oriented), and human resource practices (diversity- and training-oriented). We perform analyses on 1528 workgroups from a Fortune 500 information-processing firm. The results showed, for example, that members of groups diverse in functional background were paid higher composite bonuses when their workgroup context emphasized people-oriented cultures and lower levels of bonuses in contexts with a focus on stability-oriented strategies. In addition, members of groups diverse in level of education were awarded higher amounts of bonuses in workgroup environments that emphasized customer- and growth-oriented strategies. However, members of such groups had lower levels of composite bonuses in environments that focused on training- and diversity-oriented human resource practices. We discuss future research directions regarding diversity, workgroup context, and performance outcomes and outline some implications for managers and group leaders. Copyright © 2004 John Wiley & Sons, Ltd. [source] | |||||||||||||||||||||||||||||||