Putting the Horse Before the Cart: The Influence of Trigger Events on Justice Perceptions and Work Attitudes

To date very little research on organizational justice and work attitudes has focused on what starts the process that leads to these perceptions. A considerable amount of organizational research is focused on the end result (e.g., employees’ perceptions, attitudes, or behaviors), which can become difficult to effectively manage or change after-the-fact in a timely or productive manner (Tekleab et al., 2005). In this paper, two studies are conducted that explore a variety of events employees might notice and how they influence workplace outcomes. Study One explores 16 trigger events from prior research and surveys employees in a manufacturing organization about the events, and identifying 24 additional events. Study Two examines relationships between the trigger events and outcomes of pay and job satisfaction, organizational commitment, and intent to leave, using organizational justice as a mechanism for sensemaking. Results from Study Two show that trigger events significantly predicted all four workplace attitudes. Procedural justice was significantly related to all dependent variables, interactional justice was significantly related only to job satisfaction and intention to leave, marginally unrelated to pay satisfaction, and unrelated to organizational commitment. Distributive justice was significantly related to job satisfaction, intention to leave, and pay satisfaction, but not organizational commitment. Seven of the 48 interaction terms examined were significant. Limitations and implications for future research are discussed

University Lodging Demand: An analysis of its stability and guidance for estimating its growth potential at the market level

This translational research study analyzes university-related lodging demand over a 24-year period through 2013. In so doing, this research project focuses on 27 university towns in an attempt to best isolate the dynamics of lodging supply and demand related to universities. Also, the study compares the supply and demand in university towns to U.S. averages and to similarly-sized cities that are not dominated by a university. This study finds that lodging demand in university towns is more stable than both U.S. averages and to similarly-sized small cities. This study also evaluates factors that hotel developers and analysts should consider when studying proposed lodging development or acquisition in markets dominated by a university. Significant predictors of lodging demand include city employment and population trends, as would be expected. Interestingly, university grant funding and graduate student populations are also strong predictors of lodging demand. Among the primary implications and recommendations of this study are that hotel feasibility analysts should evaluate both grant funding and graduate student population trends when studying individual markets. The results of this study may be useful to lodging feasibility analysts and developers evaluating university-related lodging demand in a variety of markets, not only small towns dominated by a major university

The “Name Game”: Affective and Hiring Reactions to First Names

Purpose – The paper seeks to examine how the uniqueness and ethnicity of first names influence affective reactions to those names and their potential for hire. Design/methodology/approach – In study 1, respondents evaluated 48 names in terms of uniqueness and likeability, allowing us to select names viewed consistently as Common, Russian, African-American, and Unusual. In Study 2 respondents assessed the uniqueness and likeability of the names, and whether they would hire someone with the name. Findings – Results indicated that Common names were seen as least unique, best liked, and most likely to be hired. Unusual names were seen as most unique, least liked, and least likely to be hired. Russian and African-American names were intermediate in terms of uniqueness, likeability and being hired, significantly different from Common and Unique names, but not significantly different from each other. Research limitations/implications – The name an individual carries has a significant impact on how he or she is viewed, and conceivably, whether or not the individual is hired for a job. Practical implications – Human resource professionals need to be aware that there seems to be a clear bias in how people perceive names. When resumés are screened for hiring, names should be left off. Our findings also suggest that when selecting, parents may want to reconsider choosing something distinctive. Originality/value – This study offers original findings in regards to names, combining diverse research from social psychology and labor economics, and offering practical implications

Strategic Directions of Hotel Industry Expectations

A factor analysis is presented which indicates that among 20 potential strategic issues reated by hotl industry executives three fundamental strategic directions exist. The author summarizes an empiracle study that queried these individuals\u27 beliefs regarding strategic issues they rated at most important

Design Literacy for Children

The goals of this thesis are to propose specific graphic design methods that can be used as a supplement to enhance the 8th grade English Language Arts Learning Standards of the New York State Department of Education. The thesis includes a guidebook for educators