The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance

This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally supported the hypotheses. Job satisfaction had the strongest relationship, but both affective and continuance commitment showed an incremental effect even in the presence of job satisfaction. We also hypothesized that job satisfaction and affective commitment would positively and continuance commitment would negatively associate with general performance and leadership. As predicted, job satisfaction associated positively with performance, though not with leadership. Continuance commitment negatively associated with both performance and leadership

Open Door Policies: Measuring Impact Using Attitude Surveys

This study examines employee perceptions of an Open Door Complaint System from both those who have filed claims and those who have not. Our sample includes over 4000 employees working in a Fortune 100 company. We examine these perceptions through an organization wide employee attitude survey. Analyzing situation specific perceptions, we examine their relationship with overall fairness, satisfaction and intent to remain with the organization. Results suggest that a positive Open Door incident raises both distributive and procedural justice perceptions. In turn, fairness perceptions influence satisfaction levels. Finally, results indicate that satisfaction has a strong effect on the intent to remain with the organization. Implications are discussed for both complaint systems and employee opinion surveys

Effects of Selection Systems on Job Search Decisions

On the basis of Gilliland\u27s (1993) model of selection system fairness, the present study investigated the relationships between selection procedures, perceived selection system fairness, and job search decisions in both hypothetical and actual organizations. We conducted two studies to test the model. In Study 1, we used an experimental method to examine job seekers\u27 perceptions of, and reactions to, five widely used selection procedures. Results suggested that applicants viewed employment interviews and cognitive ability tests as more job related than biographical inventories (biodata), personality tests, and drug tests, and that job relatedness significantly affected fairness perceptions, which in turn affected job search decisions. Study 2 examined the hypothesized relationships between the selection systems and job seekers\u27 pursuit of actual, relevant organizations. Results from both studies offer support for the hypothesized model, suggesting that selection tests have differential effects on perceived selection system validity and fairness, which affect subsequent job search decisions

Recruitment Research and Applicant Attraction: What Have We Learned?

Developing labor shortages are increasing the importance of recruitment to organizations. However, previous recruitment research has provided few operational guidelines for persuading high quality candidates to apply for, and to accept, job offers. This is because most recruitment research has either ignored major independent variables (e.g., vacancy characteristics), and/or focused on dependent variables other than applicant attraction or job choice (e.g., turnover). Suggestions are made for increasing the relevance of future recruitment research to applicant attraction

What Lies Beneath: How Paranoid Cognition Explains the Relations Between Transgender Employees\u27 Perceptions of Discrimination at Work and their Job Attitudes and Wellbeing

With the recent public gender transitions of celebrities like Caitlin Jenner, greater visibility of transgender characters on television (e.g., Transparent), and controversial laws enacted in some U.S. states and cities banning transgender employees from accessing bathrooms that align with their gender identities, issues of gender expression have been thrust into the national spotlight. In order to promote greater awareness and acceptance of transgender people, greater knowledge of their life experiences is needed. Adding to a small, but growing, body of research on the work experiences of transgender individuals, the goal of the present study is to examine the cognitive processes that shape these individuals\u27 experiences in the workplace. Drawing on existing theory and research on paranoia, we examine the role of paranoid cognition, defined by hypervigilance, rumination, and sinister attributional tendencies, in explaining the relations between transgender employees\u27 perceptions of workplace discrimination and their job attitudes and psychological wellbeing. Our findings suggest that perceptions of transgender discrimination in the workplace are positively related to paranoid cognition at work; paranoid cognition is positively related to transgender employees\u27 turnover intentions and emotional exhaustion and negatively related to their job satisfaction; and paranoid cognition at work mediates the relations between perceptions of discrimination and each of these outcomes. We conclude by discussing the implications of our results, as well as avenues for future research on the work experiences of transgender employees

Job Search Behavior of Employed Managers

Job search typically has been thought of as an antecedent to voluntary turnover or job choice behavior. This study extends the existing literature by proposing a model of the job search process and examining the job search behavior of employed managers. Managers were initially surveyed about their job search activity over the past year. Approximately one year later, the same managers were surveyed to assess whether they had changed jobs since the initial survey, and the circumstances surrounding the job change. This survey data was matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that dissatisfaction with different aspects of the organization and job were more strongly related to job search than were perceptions of greener pastures. Moreover, although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. Implications of managerial job search on organizations are discussed

Reactions to Skill Assessment: The Forgotten Factor in Explaining Motivation to Learn

This study examined the effects of trainees’ reactions to skill assessment on their motivation to learn. A model was developed that suggests that two dimensions of trainees’ assessment reactions – distributive justice and utility – influence training motivation and overall training effectiveness. The model was tested using a sample of individuals (N = 113) enrolled in a truck driving training program. Results revealed that trainees’ who perceived higher levels of distributive justice and utility had higher motivation to learn. Training motivation was found to significantly predict several measures of training effectiveness. Trainees’ performance on the pre-training assessment and trait goal orientation exhibited direct and interactive effects on their reactions to the skill assessment. Implications of these findings for future research on reactions to skill assessments are identified along with the practical implications for the design and conduct of training needs assessment

Diagnosing performance management and performance budgeting systems: A case study of the U.S. Navy

We present here a case study of an organization within the U.S. Navy that created a new organizational construct and performance management system. We explore the issues faced by naval leaders as they attempt to use their performance information to make resource allocation decisions at the sub-organization level, and base budgets at the organization and service (navy) level. We attempt to diagnose many of the practical problems a government organization encounters when implementing a performance management system, to include trying to inform budgets, and make recommendations on actions that would improve the strength of the performance system. We find in the organization a good conceptual framework, organizational enthusiasm, and reasonable attempts to link disparate information systems into a coherent whole. The good intentions are hindered, however, by inadequate accounting systems, a lack of understanding of cost accounting methods, weak use of terminology and longstanding institutional attitudes. This case confirms challenges associated with both performance management systems and performance budgeting found in the literature, and we offer recommendations for public officials considering such endeavors

Video résumés portrayed: findings and challenges

Recent technological developments and the increased use of internet-based applications have resulted in the emergence of so-called video résumés. This chapter first presents the characteristics of video résumés as a selection instrument by comparing the instrument with other, related selection tools, like the job interview. The chapter proceeds with a review of existing research on video résumés and ends with an agenda for future research