Researchers have long studied the precursors to the reporting of deviant workplace acts. Previous research has often relied on descriptive studies utilizing survey research and/or simplistic models with one or two narrowly defined antecedents and demographic proxy variables. Results of these studies have resulted in inconsistent and even conflicting findings. The current study aimed to examine the causal antecedents of deviant act reporting in a more holistic way. Policy capturing was utilized to study intentions to report workplace deviant acts. Policy capturing is an idiographic approach where scenarios are used to establish the differential weighting of cues in judgment formation or behavioral intentions. Three causal antecedents were investigated. The locus of aggression and seriousness of the offense antecedents were based on the Robinson and Bennett (1995) typology of deviant acts. The third antecedent was the manipulation of the workplace offender (e.g., supervisor or peer). Subfacets of the Big Five characteristics previously found to be correlated with deviant behaviors were chosen for inclusion. Participants were educators or administrators in higher education and were asked to rate how likely they would be to report a deviant incident via two different reporting options (e.g., internal vs. external). Each participant completed several demographic items, three subfacet personality inventories, and 32 hypothetical scenarios. Hierarchical linear model was utilized for the analyses. Results showed support for the hypotheses predicting that the three situational cues would affect intentions to report. For the internal model, the three situational cues and two-way interactions accounted for a 48.2% reduction in error variance; a 52.3% reduction for the external model. The minor/serious situational cue had the highest relative cue weight for both reporting avenues. Personality variables had little effect on reporting intentions. The only significant result was found in the internal model where more cooperative individuals were more likely to report an infraction. This study serves as a baseline for future research on deviant act reporting. By utilizing the Robinson and Bennett (1995) typology, this research took an innovative approach to examining the reporting of acts within a classification system as opposed to previous studies which only examined specific behaviors. / Doctor of Philosophy / The interest in understanding deviant act reporting stems from the fact that deviant incidents are high, there are negative effects on other employees, and organizations can incur substantial financial ramifications. However, these acts are often not reported by other employees and, subsequently, behaviors are never addressed or rectified. Research in the area of reporting deviant acts has been inconsistent and has often lead to contradictory findings. The current study examined workplace deviant act reporting more holistically. A technique called policy capturing was utilized to determine which aspects of deviant acts are most likely to impact reporting intentions. Three aspects of the deviant act were examined. The locus of aggression (interpersonally directed vs. organizationally directed) and seriousness of the offense (minor vs. serious) were based on a typology of deviance developed by Robinson and Bennett (1995). The third aspect of the deviant act to be examined was the manipulation of the offender (supervisor of the witness or a peer of the witness). In addition, the impact of three personality aspects (cooperation, dutifulness and assertiveness) were examined. Participants were educators or administrators in higher education and the scenarios were based on potential scenarios applicable to this setting. Participants were asked to rate the likelihood they would report the deviant act either internally or externally. Results showed that all three aspects of the deviant act played a role in reporting intentions via both reporting channels. By far, the seriousness of the offense was the most important aspects in individuals' decision to report. Personality variables had little effect on reporting intentions with cooperative individuals being more likely to report an infraction through internal channels. This study serves as a baseline for future research on workplace deviant act reporting.

Managers within firms seek to align their portfolio of capabilities to best respond to their competitive environment. Processes used by firms to acquire resources, bundle those resources into capabilities, and then leverage those capabilities to obtain competitive advantage are of interest to scholars and practitioners alike. In this study I explore the bundling process and how firms create advantage from its use in different environmental conditions. Using policy capturing survey techniques analyzed with hierarchial linear modeling while manipulating environmental contexts of dynamism, munificence, and punctuated threats, I observe how firms vary their resource bundling processes to create advantage and improve performance. For each combination of environmental condition, hypotheses are presented and tested with respect to firm response. Due to a lack of differentiation between the three bundling sub-processes, several proposed hypotheses were not testable and thus, unsupported. Current theory details three bundling sub-processes; however, I demonstrate evidence that fewer or greater numbers of sub-processes may be required to capture the bundling process. Other evidence suggests that firms do alter bundling sub-processes in response to changing conditions of munificence, but fail to do so during punctuated events.

This study investigated the impact of diversity on the decision to trust at team formation when no history or prior relationship exists. The study consisted of two phases: 1) a selection phase and 2) a policy capturing phase. The first phase consisted of demographics, propensity to trust, and prejudice scales that were used to select participants for phase 2. The second phase consisted of a full factorial design, policy capturing study which consisted of 64 scenarios which varied the level (i.e., high and low) of 6 variables: cultural diversity, attribution, perceptions of risk, trustworthiness, third party information, and role clarity. The policy capturing study was used to identify the weights given to these variables when deciding whether or not to trust a new team member. Propensity to trust scores and prejudice ratings were used as moderators of the relationships between these 6 variables and the decision to trust. Findings showed that there was a strong moderating affect of the diversity of the simulated team member on the participant's decision to trust. However, there was no direct relationship between diversity and the decision to trust. The weight given to each variable, as well as the interaction of variables, was different based on the diversity of the new team member. Findings suggest that when forming teams, the diversity of new team members will impact what factors individuals consider in deciding to trust that other person. In addition to future research needs, the impact of these results is discussed in terms of both training and selection in teams.

The present study employed a novel approach to extend current knowledge of how ideal leader prototypes and self-concepts solely and dually influence leader categorization and effectiveness judgments. Cluster analysis and policy-capturing were employed to examine independent and dependent variables as patterns. Findings partially supported hypotheses and corroborated previous research. Leader categorization and effectiveness judgments were self-affirming across multiple managerial performance scenarios; implicit policies varied based on the pattern of traits exhibited within their self-concepts and ideal leader prototypes. On average, people who endorsed prototypical ideal leader prototypes and self-concepts were more stringent compared to individuals with less prototypical patterns. They categorized fewer managers as leaders, perceived them as less effective, and weighed Planning, Motivating, and Controlling performance behaviors more in their judgments. The study also showed ideal leader prototypes explained variance in implicit policies for leader categorization and effectiveness beyond the variance accounted for by self-concepts; however, the self-concept remained a significant predictor of implicit policies for leader effectiveness. This novel finding suggests the self-concept, like the ideal leader prototype, is relevant in weighting performance behaviors for effectiveness judgment. / Ph. D.

Using the resource-based view (RBV) of the firm, this research examines how organizations integrate organizational resources with Web technology to implement Web functionalities to support the four stages of the Customer Service Life Cycle (CSLC). This research examines how combinations of Web functionalities impact the relative importance of the stages of the CSLC in determining customer satisfaction. The relative important of the stages of the CSLC varied depending on the product being considered for purchase (textbook, personal computer, and pair of jeans) and the gender of the online customer. Results of six regressions using policy capturing indicate that, overall, customers consider Web functionality support for the pre-purchase stages of the CSLC to be most important, with the requirements stage or acquisition stage consistently being first in importance. Post-purchase support showed increased importance with the purchase of a personal computer and textbook, and with male shoppers. Significant differences were limited with the retirement stage being significantly different from all the other stages in five post hoc tests, and from just the acquisition stage in the jeans test. By considering the products sold online and gender of the targeted online customer, organizations can invest their resources to build Web functionalities that incorporate values, culture, and processes to increase customer satisfaction with the Web site and influence firm performance.

<p> An organization can adopt one of two implementation techniques to execute layoffs. Through involuntary layoffs, management can unilaterally select which employees to layoff. Alternatively, through voluntary layoffs, employees can self-select through volunteering for a layoff. A model from the turnover realm was adapted and applied to assess antecedents of the layoff decision for both implementation techniques. Antecedents included work related variables (job performance, salary, job satisfaction, stress, organizational commitment, severance packages) and non-work related variables (age, education, tenure, gender, family size).</p> <p> A policy-capturing approach compared voluntary versus involuntary layoffs. Management and employee dyads assessed employee profiles and judged the layoff decision for each profile. Given the exploratory nature of this research, subject matter experts (SMEs) assessed 388 profiles to validate the model. Semi-structured interviews with SMEs provided improvements adopted for the field study. The field study involved managers and employees from three companies evaluating 976 employee profiles to determine the likelihood for voluntary or involuntary layoffs. Logit regression analysis provided the significance, strength and direction of influence for each antecedent on the layoff decision.</p> <p> The results provide evidence that job performance, job satisfaction and organizational commitment have a negatively correlated relationship with both layoff implementation techniques. Slightly more than half (56.35%) of employees had the same stay or leave decision during voluntary versus involuntary layoffs. The residual (43.65%) represent mismatches that are a result of different influence and interpretation of the remaining layoff antecedents. This thesis provides evidence that voluntary and involuntary layoff implementation techniques result in a different mix of employees leaving the organization. From a policy perspective, recommendations on how to minimize mismatch are provided. From a theory perspective, a closer bridge between layoff and turnover research is proposed. This thesis also suggests that layoffs should be assessed based on the voluntary-involuntary divide in future research.</p> / Thesis / Doctor of Philosophy (PhD)

No / We use the method of policy capturing to address three open-ended questions regarding how people judge the fairness of events. First, do people differ in how they judge whether a situation is fair or unfair; second, are fairness judgments stable within-person; and, third, how much insight do people have into how they make fairness judgments? To investigate these questions, we used the method of policy capturing and a representative design that samples situations as well as participants. Forty-nine employees rated the global fairness of 56 performance appraisals sampled from their own organization (N = 2,744 situations), and regression methods were used to infer their judgment policy from their choices. We found that people differed greatly in how they judged fairness but used quite consistent policies across similar situations. Participants also provided self-reports of their judgment policies, and comparisons of these self-reports with actual policies revealed limited levels of self-insight.

Entrepreneurs face constraints that more mature organizations may not. These constraints cause unique pressures within entrepreneurship. Although ethics and entrepreneurship have individually received much attention in the academic literature, not enough research has investigated ethics within entrepreneurship. This study addresses the need of ethics research within entrepreneurship. Utilizing the theory of planned behavior, this research investigates the ethical decision making process of entrepreneurs. Not all ethical situations are created equally, and not all entrepreneurs are created equally. The ethical environment of any situation can be financially concerned or socially concerned. Likewise, entrepreneurs can be motivated by a private financial gain or a social impact. A multi-scenario approach known as policy-capturing is used to examine the relative importance entrepreneurs place on attitude, subjective norms, perceived behavioral control (PBC), and self-identity when faced with a financial and a social ethical decision. The findings suggest that the environment does affect the ethical decision making process as defined by the relative importance of the variables. Within each environment, personal demographic variables of entrepreneurs were also found to affect their ethical decision making process. Such variables included entrepreneurial orientation, gender, love of money, financial security, spirituality/religiosity, idealism, and relativism. By considering the effects of the ethical environment along with the demographics of the entrepreneur, potential investors may be able to more accurately gauge investment opportunities. Implications of the findings, limitations of the study, and future research areas are discussed.

In this study, we test the assumption that the way target firm employees respond to a takeover is contingent on their national origin. The antecedents of target firm member trust in the acquiring firm management were examined in a cross-national sample of German and Singaporean employees using a policy-capturing design. Five factors hypothesized to affect target firm member trust after a takeover were found to be significant influences on employees' trust judgments in a decision-making simulation: (i) combining firms' collaboration history, (ii) mode of takeover, (iii) whether it was a domestic or cross-border acquisition, (iv) degree of autonomy removal, and (v) attractiveness of the acquiring firm's human resource policies and reward system. Further analyses suggest that the relative importance of these factors in predicting target firm employees' reactions to a takeover varies depending on their national origin. We conclude that companies engaged in cross-border acquisitions need to consider contingencies in the cultural and institutional contexts in which the acquired firms are embedded and adapt their approaches for integrating them accordingly.

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