Identification of interaction effects is of increasing importance to the social sciences; however, interaction (or moderator) effects have often been difficult to detect with continuous data. Structural equation modeling (SEM) methods have been touted as a solution to the problem of detecting moderators with continuous data because they are thought to account for the presence of measurement error. Also some of the optional fitting algorithms are thought to be less sensitive to non-normality, a common characteristic of the cross-product terms used in evaluation of interaction effects. Although much of the literature to date describes SEM methods to detect interactions among latent variables, the current study contrasts well known moderated multiple regression (MMR) as compared to various analogous SEM models for estimating moderation among manifest variables. While some SEM estimation methods were found inferior, no clear advantage of any SEM method over MMR was observed in the detection of interaction effects. Furthermore, SEM models, with stable Type I error rates, either failed to converge or reported errors about 10% of the time while MMR always yielded a solution / acase@tulane.edu

The study had three objectives: (a) to determine the causes of turnover among particular career service employees in the Departments of Corrections (DC), Highway Safety and Motor Vehicles (DHSMV), Health and Rehabilitative Services (DHRS), and Agriculture and Consumer Services (DA & CS); (b) to examine the impact of turnover in these agencies; and (c) to estimate the costs of this turnover. / Of the 1,005 questionnaires distributed in the agencies, 552 (54.9%) were usable. Also, 17 supervisors and three personnel directors were interviewed about the impact and cost of turnover among specific groups of employees. / Multiple regression analysis indicated that supervision, job character, organizational commitment, personal standards, and length of service had significant impact on employees' turnover intentions. In addition, participation in decision making, age, and pay had significant impact on employees' intention to transfer. The study also revealed that frequent and high turnover incidents have a negative impact on the remaining employees' performance, morale, and social and communication patterns. Estimates of the costs of turnover for the positions of Chemist II (DA & CS), Computer Programmer Analyst I (DHSMV), and Correctional Probation Officer (DC) ranged from $1989 to \$7717. / The study results contribute to a very limited academic literature dealing with turnover among public employees. It concluded with practical implications of the findings for top management and future research. / Source: Dissertation Abstracts International, Volume: 56-04, Section: A, page: 1522. / Major Professor: Frank P. Sherwood. / Thesis (Ph.D.)--The Florida State University, 1995.

This thesis argues the importance of the quality of relation between the individual and the large group in work organisations. The main thrust of this argument is that where relations between the individual and the large organisation are mutually recognising both the individual and the large organisation benefit. The research explores three unstructured large groups through experiences of participants. The conceptual framework underpinning the research follows system psychodynamic traditions. These traditions support in depth exploration of both conscious and unconscious aspects of group life. A multi case study design allows analysis of each of the case studies of the large groups, first separately and then together. Each of the single case analyses reveals patterns of interaction that are thought about as defense against the difficulties of being in the particular large group. The findings of the single case studies then become data for the multicase analysis. In the multicase analysis intersubjective theory is introduced. These theories, along with traditional system psychodynamic theories, allow opportunity to deeply consider the way in which individuals relate to the large group, and the impact of this relation on the formation and development of the large group. The multicase analysis shows the difficulties group members had in asserting themselves and finding recognition in each of the large groups. The analysis also shows that despite these problems members continued to seek a recognising relation to the large group. This type of recognition, �large group recognition�, is distinguished from recognition found within interpersonal relations. The multicase data suggests group members found large group recognition through direct and representative relations to the formal authorities and through subgroup competition. However, this recognition appeared to be characterised by dynamics of domination and submission rather than by mutual recognition. In intersubjective terms this is the dialectic of the master and slave. Recognition garnered through a master slave dynamic is understood to be compromised and deplete of the self-affirming qualities of mutuality. Consequently, where large group culture and structure are characterised by, and perpetuate master slave dynamics, the large group and the individual do not function optimally. This is proposed as the circumstance in the large groups of this study. Specifically, it is argued that the large size of the groups, along with tendencies towards patriarchal structure and culture, were instrumental in fostering master slave dynamics in each of the groups. To conclude the thesis the research findings are considered with respect to large work organisations. This discussion explores the value of organisational contexts informed by mutuality, most particularly as organisations face the challenges of the post industrial era.

Thesis (Ph. D.)--University of Akron, Dept. of Psychology-Industrial/Organizational Psychology, 2009. / "May, 2009." Title from electronic dissertation title page (viewed 12/2/2009). Advisor, Rosalie J. Hall; Co-Advisor, Harvey L. Sterns; Committee members, Rose A. Beeson, Dennis Doverspike, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Chand Midha; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

Thesis (Ph. D.)--Florida State University, 2003. / Advisor: Aubrey Kent, Florida State University, College of Education, Department of Sport Management, Recreation Management, and Physical Education. Title and description from dissertation home page (viewed Apr. 8, 2004). Includes bibliographical references.

Thesis (Ph. D.)--University of California, San Diego, 2001. / Vita. Includes bibliographical references (leaves 363-368).

This thesis presents the results of two field studies: a preliminary qualitative ethnographic study and an empirical field survey. The research investigated the strategies used by customer-contact workers in service industries when they experience role stress. Four strategies emerged: effort, negotiation, preempting, and avoiding. Negotiation was positively related to role conflict and role ambiguity. Job satisfaction was positively related to effort and negatively related to avoiding. Implications of the findings for service industry managers and researchers are discussed.

This study uses a survey of a large sample of public and private sector employees in Tucson, Arizona, to reveal the determinants of employee extra work effort. Extra work effort is defined as those actions benefitting their employer performed by employees for which employees are not explicitly compensated. The current literature suggests employee empowerment through the variation of personnel systems to allow for greater employee responsibility and decision-making as a powerful determinant of employee extra work effort. The finding of this research suggests that while the implementation of these personnel systems may increase other positive occupational traits, such as job satisfaction and employee interest, no direct connection can be made between employee empowerment managerial systems and employee extra work effort. Instead, organizational commitment is a more robust determinant of employee extra work effort. Implications of these findings are suggested for the current literature and practical application.

This research starts from the premise that women's entry into, and substantial representation in, the workforce has changed the nature of the relationship between family and work roles. Specifically, the purpose is to show that the roles people play in their families significantly affects their determination of job satisfaction. Equity theory and relative deprivation theory suggest that a pivotal factor in determining job satisfaction is the selection and use of a referent. In practice, however, the research on referent use in job satisfaction has not considered family role effects because job satisfaction research has focused almost exclusively on the work domain. This research seeks to expand upon this literature by hypothesizing that family role will influence the choice of the referent and will be a meaningful explanatory variable in job satisfaction models. Analysis of the survey results reveals basic support for the inclusion of family role in models of job satisfaction in four job satisfaction contexts. The family role variable of breadwinning status is positively related to job satisfaction and emerges as a better explanatory variable for job satisfaction responses than respondent sex. The effects of family role on referent choice, however, are not consistent or strong. Instead, only respondent-referent similarity was found to have a robust effect on referent choice. Other referent choice decisions were explored on a post-hoc basis. Overall, the results of this study indicate that breadwinning status is a statistically significant factor in job satisfaction decisions. The data are supportive of a model in which beliefs about the relationship between work and family role obligations mediate the effects of breadwinning status on job satisfaction. Given the exploratory nature of this study, further research is suggested to replicate and expand the major findings.

To prove a hostile environment sexual harassment claim, a plaintiff must show that the alleged conduct was sufficiently severe or pervasive to have created a hostile, intimidating, or abusive work environment. In determining whether that standard has been met, courts ask whether a reasonable person in the same or similar circumstances would have found the conduct harassing. Since 1991, some courts have determined that this objective standard can best be operationalized by asking the triers of fact to view the behavior from a "reasonable woman's" perspective. In the landmark case, Ellison v. Brady, the court justified the need for a sex-specific standard by implicitly relying on findings from social science research suggesting that men and women differ in how they define sexual harassment. A meta-analysis of 79 studies that examined male/female differences on definition of sexual harassment was conducted. A small but persistent sex effect was found (r=.1635) such that women tend to have broader definitions of sexual harassment than men. A closer look at male/female differences on individual stimuli showed that they varied considerably, however, suggesting that the important differences may relate more to the type of behavior being evaluated than to the sex of the evaluator. Additional research exploring these stimulus effects should be conducted.