Theories of work commitment suggest that gender differences exist in the parenthood-work commitment relationship (Meeker, 1983). Differences in men's and women's family role identification presumably account for gender differences in the parenthood-work commitment relationship. Men, because of their strong identification with the provider role, presumably perceive additional wage earning responsibilities once they become parents and, therefore, increase their work commitment (Baruch & Barnett, 1987). Alternatively, women presumably identify with the caregiver role which leads them to decrease their work commitment (Gutek, Searle, & Klepa, 1991). Research on gender differences in the parenthood-work commitment relationship, however, has produced mixed results (Lorence, 1987). Furthermore, researchers have failed to consider potential change in societal gender role definitions. Using a sample of employed Tulane University alumni with at least one child age 12 or younger living with them, the present study examined the extent to which men and women identify with the provider and caregiver roles. As expected, men identified more strongly with the provider role than women whereas women identified more strongly with the caregiver role than men. The present study also examined the relationship between family role identification and organizational commitment. As expected, provider role identification predicted continuance commitment and no gender differences were found in this relationship. Contrary to prediction, no relationship was found between provider role identification and affective commitment. This study also predicted that satisfaction with child care arrangements, rather than caregiver role identification, influences organizational commitment. The results showed that satisfaction with the quality and the hours available for child care predicted affective commitment whereas satisfaction with the cost and location of child care predicted continuance commitment. Caregiver role identification had no effect on affective or continuance commitment. Finally, caregiver role identification was expected to moderate the relationship between satisfaction with child care arrangements and affective and continuance commitment. No support was found for this hypothesis / acase@tulane.edu

This dissertation examines the potential dark side of organizational identification, by showing how identification by organizational members can interact with members' social dominance orientation (SDO) to predict mistreatment of constituents outside of an organization. I present a theoretical model, explaining why I expect organizational identification and SDO, above and beyond their main effects, to interact to produce derogation of out-group members. I then test this model empirically, using an in-basket exercise with a sample of Bogota, Columbia police officers. While the hypothesis were not supported with regards to behavioral mistreatment, mixed support was found with regards to out-group evaluations / acase@tulane.edu

There has been extensive research conducted on the constructs of role ambiguity and strain at the individual level of analysis (cf. Jackson & Schuler, 1985). Although theoretical justification exists for considering these constructs at the group level of analysis, the literature has not adequately addressed role ambiguity and strain as group level phenomena. This study attempted to increase the understanding of strain and role ambiguity as group level phenomena. A model was posited which suggested that group role ambiguity would lead to both group strain and lower group effectiveness, and that these relationships would be mediated by interpersonal cohesion and task cohesion, respectively. Another purpose of the present study was to investigate the moderating influence of task interdependence on the posited model. The model was expected to be more strongly supported in work groups that are high in task interdependence than in groups that are low in task interdependence. Results reveal partial support for the hypothesis that the model of consequences of group role ambiguity would be moderated by task interdependence. Although the model did not fit the data well in either the high or low task interdependence conditions, it did fit the data better in the high task interdependence condition than in the low task interdependence condition. Because of the failure of the model to adequately fit the data in both low and high task interdependence groups, a post-hoc exploratory analysis was conducted. Specifically, the model of the consequences of group role ambiguity was modified by adding a direct path between group role ambiguity and group performance. Analyses revealed that the overall fit of the model in both task interdependent groups could be improved by adding a direct path between group role ambiguity and group performance. Additionally, results revealed that the model fit the data well in the high task interdependent condition but not in the low task interdependent condition. These results provide a support for the notion that the revised model of the consequences of group role ambiguity may be moderated by task interdependence. Implications of these findings for theory and practice are discussed / acase@tulane.edu

Recent research on program effectiveness has emphasized a global perspective of training that includes consideration of individual variables in the design of the system (Tannenbaum & Yukl, 1992). The present study investigated the influence of trainee characteristics, specifically, trainee self-efficacy, causal attributions, and metacognition on acquisition and transfer of complex decision-making behavior. In order to investigate the self-regulatory mechanisms presumed to govern complex decision-making behavior, various methods of training (metacognitive instruction, metacognitive instruction supplemented with attributional training, and no instruction) were provided to 131 undergraduate psychology students as they solved a computer simulation task. The present research proposed that trainee self-efficacy perceptions would be positively related to task performance, and that, in general, individuals receiving the metacognitive instruction would exhibit more metacognitive activity and increased task performance that individuals who did not receive instruction. Further, the present study proposed that individuals who were lower in self-efficacy perceptions would demonstrate greater increases in self-efficacy and task-related behavior after receiving metacognitive skill instruction supplemented with attributional training than the low self-efficacious individuals who received metacognitive skill instruction alone or no metacognitive skill instruction. The present research also purported that individuals who were higher in self-efficacy perceptions would demonstrate greater increases in self-efficacy and task-related behavior after receiving metacognitive skill instruction, either supplemented with attributional training or alone, than those who received no metacognitive skill instruction. Results indicated that, as predicted, trainee self-efficacy perceptions were significantly related to task performance and that metacognitive instruction significantly increased the metacognitive activity and task-related behaviors of the trainees. However, the hypothesized moderated relationship between pre-training self-efficacy and metacognitive instruction was not supported. Findings are discussed in terms of the implications for practice and future research / acase@tulane.edu

Three trends in organizational research suggest that our understanding of the mutual attraction and selection of individuals and organizations is incomplete and may be informed by considering these processes in light of research on interpersonal relationships and vocational psychology. Because people often move from job to job within organizations, researchers are beginning to acknowledge the importance of hiring people with the larger organizational context in mind in addition to the specific requirements of the job (Bowen, Ledford, & Nathan, 1991). The second trend concerns the recognition that traditional rational models of selection and job choice may be improved upon by supplementing them with noncompensatory (or satisficing) models of the choice process (cf. March & Simon, 1958). Finally, an approach to person-organization match based on similarity rather than complementarity has been proposed that incorporates existing literature from the fields of interpersonal attraction and group dynamics (Schneider, 1987a) In this dissertation, a rationale was developed for the commensurate measurement of people and organizations in which personality constructs were used in the assessment of each. Specifically, I hypothesized that the Big Five personality structure would provide a meaningful structure within which to assess individuals' perceptions of their work environments One hundred ten individuals from a medium-sized university responded to a survey regarding organizational characteristics. Scales for each of the Big Five 'organality' dimensions were developed from this sample and these scales exhibited the expected factor structure as well as acceptable levels of reliability. An assessment of interrater agreement indicated that there was organization-wide agreement with respect to all five organality variables An additional 112 respondents from the same university completed a different questionnaire that contained personality scales. Contrary to predictions from the attraction-selection-attrition model (ASA), there was no evidence of organization-wide personality similarity. Depending upon the way in which 'fit' was assessed, personality-organality fit was significantly related to satisfaction with the organization and intent to stay with the organization. The potential value for using interpersonal research as a guide for person-organization research is discussed as well as other possible uses of the organality concept / acase@tulane.edu

For some time, organizational theorists have advocated the importance of attending to stakeholder concerns. Within this literature, researchers have urged business leaders to identify and respond to issues of all stakeholders of their firm, in order to maintain a successful organization. However, limited empirical research attention has been devoted to the ways in which to identify balance, or imbalance, between stakeholder groups. To this end, the current investigation utilizes the multiple stakeholder climate framework as the basis to test hypothesized relationships between employee climate perceptions of support and affectively-based criteria, including positive and negative job-specific affect and affective organizational commitment. Survey data from 297 teachers provided assessments of concern for teachers and students, which was analyzed using polynomial regression and response surface methodology to determine if perceived balance in treatment was related to positive affective reactions representing stakeholder well-being. Results indicated that the support for each group led to more positive outcomes for teachers. Further, when the support for teachers exceeded or fell short of the support for students, indicating imbalance, job-specific negative affect increased. Implications for Stakeholder Theory are discussed, and future directions for both practice and research are offered / acase@tulane.edu

Although women in general are aware of and concerned about the 'gender wage gap,' individual women do not report significantly greater dissatisfaction with their pay. Crosby (1982) termed this phenomenon, 'the paradox of the contented female worker.' The current study focused on the reasons for women's satisfaction with lower pay, and proposed a model of the factors leading to pay satisfaction that were expected to account for this difference Specifically, men and women were expected to have different motives for making social comparisons, which would lead to differences in the direction of comparison. The direction of comparison, in turn, was hypothesized to affect pay expectations, which, along with actual pay, should impact entitlement. Finally, entitlement was expected to lead to satisfaction, with value of pay moderating this relationship These hypotheses were tested using a sample of male and female attorneys employed in public and private sector organizations. Limited support was found for the hypothesized relationships. There were no significant gender differences in motives for comparison, and the only motive for comparison significantly related to comparison direction was self-improvement. Comparison direction was not significantly related to pay expectations, and pay expectations was, unexpectedly, negatively related to feelings of entitlement. However, lower actual pay was related to greater feelings of entitlement for both men and women. Higher entitlement, higher value of pay, and lower actual pay all were associated with lower pay level satisfaction. Value of pay moderated the relationship between entitlement and benefit satisfaction, but only feelings of entitlement was predictive of raise satisfaction and administration satisfaction The results of this study suggest that although women have lower pay, they also have lower pay expectations, and thus men and women did not differ significantly in terms of their feelings of entitlement or satisfaction. Based on these findings, researchers interested in pay satisfaction are encouraged to investigate additional personal and situational characteristics that affect pay expectations / acase@tulane.edu

The emphasis in this research was on the perception of job ambiguity since it is believed to produce an uncomfortable psychological state that is likely to be avoided by procrastination. In addition, the aspects of the work situation that give rise to the perception of job ambiguity as well as the personal characteristics of the individual employee that inhibit or enhance these effects were considered in explaining procrastination behavior at work Employees of a large petrochemical company in Venezuela served as subjects in the present study. Employees' perceptions regarding the ambiguity experienced in their jobs, work-related information received, and predisposition to procrastinate were obtained from each focal employee by means of a questionnaire The results indicated that the basic assumptions of the model were not supported. Perceived job ambiguity did not account for variance in supervisors' ratings of subordinates' procrastination behavior. Furthermore, results showed that neither predisposition to procrastinate nor work-related experience moderated this relationship. However, certain situational factors in the model, notably job exception and contingency information, were found to be related to procrastination behavior. In addition, all aspects of perceived job ambiguity were related to employees' self-report of their own procrastination Under conditions of high job feedback, an employee's predisposition to procrastinate moderated the effect of scheduling information on procrastination behavior. Similarly, the effect of evaluation information was found to be moderated by predisposition to procrastinate under conditions of high job ambiguity. In instances of either high or low job analyzability, predisposition to procrastinate moderated the effect of method information on procrastination behavior Finally, a new construct was also examined based on a principal component analysis performed on the procrastination behavior scale. This construct was referred to here as 'autonomy procrastination' and the main regression analyses performed on the procrastination behavior construct were reexamined on this dependent measure All results were interpreted for each construct in this study and potential alternative explanations were provided where unexpected findings were obtained. (Abstract shortened with permission of author.) / acase@tulane.edu

This paper explores the effects of declarative and procedural knowledge, of motivation, and of the interaction between knowledge and motivation on task and contextual performance in manufacturing operations. Using a field study, this study tests the following hypotheses: (a) Knowledge is positively related to task and contextual performance; (b) Motivation is positively related to task and contextual performance; and (c) Knowledge interacts with motivation to predict both task and, contextual performance. The hypothesized interaction is such that individuals with low levels of motivation display at best a moderate relationship between knowledge and performance, but for more highly motivated individuals, knowledge is more important in determining the level of task and contextual performance. In addition, this study tests the following hypotheses regarding the dominance analysis: (a) Motivation is expected to have a greater influence on contextual performance than knowledge, and (b) Knowledge is expected to have a greater impact on task performance relative to the effect of motivation. Results indicate that job-specific task proficiency is better predicted by measures of Knowledge, whereas demonstrating effort is better predicted by measures of Motivation. In summary, this study provides tentative support for the dominance effect of Knowledge over Motivation in predicting job-specific task proficiency and the dominance effect of Motivation over Knowledge in predicting demonstrating effort / acase@tulane.edu

Worker procrastination has received very little attention in organizational behavior research, despite the potentially serious impact of such behavior on organizational productivity and effectiveness. This study examined the degree to which variance in procrastination at work is explained by a personal predisposition to delay; by characteristics of the job; and by interactions between such predispositions and job factors A predisposition to procrastinate measure was collected from 280 employees of a diversified organization where work functions included varying conditions of self-paced, machine-paced, and consumer-paced operations. The personal predisposition accounted for significant variance in procrastination on the job as reported by each focal worker's immediate supervisor. Employee perceptions of characteristics of the job explained additional variance. Perceived inadequacy of time and resources were positively related to procrastination. Perceived job autonomy and job satisfaction were negatively related to procrastination, as was a measure of the perceived instrumental relationship between timely productivity and work rewards. Instrumentality of rewards produced a significant interaction with the predisposition, such that individuals who were most highly predisposed to delay showed the greatest reduction of such behavior under conditions of high instrumentality of rewards Other variables measuring workers' perceptions of their job-related competence, and characteristics of job feedback, variety, analyzability, and information did not assist in explaining variance in reported procrastination behavior. Among personal and organizational demographics measured, only worker salary level was significant. Supervisor reported procrastination was greater when worker salary was low or approaching a peak in the salary scale Worker perceptions of job factors were found to be more important than worker predispositions to delay in explaining procrastination at work. Particularly important was autonomy. Where workers perceived autonomy on the job, delay was less prevalent. Results suggest the need for continued research on managerial manipulation of affective and support variables in the work environment, particularly those variables relating to workers' autonomy, satisfaction, rewards, and the adequacy of resources and time in controlling procrastination at work / acase@tulane.edu