Self vs. Organizational Employment: The Neglected Case of Positive Spillover

Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280 self- and organizationally-employed certified public accountants and conducted a multivariate analysis comparing positive spillover and conflict between the two groups.The self-employed reported less work-to-family conflict with no differences with respect to family-to-work conflict or positive spillovers. However, there were different patterns between male and female subsamples: self-employed males experienced less conflict and more positive spillover than male employees, whereas self-employed females had less of one form of conflict but more of the other

McGregor\u27s Theory X/Y and Job Performance: A Multilevel, Multi-source Analysis

McGregor\u27s Theory X/Y (1957; 1960/1985; 1966; 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years. Yet the effect of X/Y attitudes on job performance has never been empirically demonstrated. The present research investigates whether X/Y attitudes and X/Y behaviors-examined as two distinct constructs-are related to job performance. Further, the present research uses a multilevel, multi-source design to examine via hierarchical linear modeling the performance effects of McGregor\u27s (1957; 1960/1985; 1966; 1967) theorizing about managerial assumptions (and behaviors) at both individual and workgroup levels. As predicted, managerial X/Y behaviors fully mediated the relationship between managerial X/Y attitudes and job performance at both the individual and group level. Whereas the three prior X/Y performance-related studies found non-significant relationships between X/Y attitudes and performance (correlations of r = -0.01, r = -0.07, and r = -0.08), the present research found support for the model of X/Y attitudes, X/Y behaviors, and performance with group level coefficients as high as (y = 0.54). Limitations, practical implications, and suggestions for future research are provided

Work-Family Culture: Key to Reducing Workforce-Workplace Mismatch?

Work, Family, Health, and Well-Being grew out of a conference held in Washington, D.C. in June 2003 on Workforce/Workplace Mismatch: Work, Family, Health, and Well-Being sponsored by the National Institutes of Health (NIH)

Relationships Among Faculty Perceptions of Their Tenure Process and Their Commitment and Engagement

Purpose: Notwithstanding the rise of contingent faculty, tenured and tenured track faculty continue to play vital roles in US higher education and the tenure decision is central to the lives of many academics. While the literature is replete with anecdotes about faculty complaining about the process to which they were subject, there has been surprisingly little empirical research on faculty perceptions of the clarity and fairness of the tenure process and the relationship of these perceptions to work outcomes. The purpose of this paper is to examine the motivational impact of these processes on faculty who are pre-tenure as well as those who had successfully navigated the tenure process

Relationships Among Faculty Perceptions of Their Tenure Process and Their Commitment and Engagement

Purpose: Notwithstanding the rise of contingent faculty, tenured and tenured track faculty continue to play vital roles in US higher education and the tenure decision is central to the lives of many academics. While the literature is replete with anecdotes about faculty complaining about the process to which they were subject, there has been surprisingly little empirical research on faculty perceptions of the clarity and fairness of the tenure process and the relationship of these perceptions to work outcomes. The purpose of this paper is to examine the motivational impact of these processes on faculty who are pre-tenure as well as those who had successfully navigated the tenure process

The Bride is Keeping Her Name: A 35-Year Retrospective Analysis of Trends and Correlates

We used data obtained from wedding announcements in the New York Times newspaper from 1971 through 2005 (N=2,400) to test 9 hypotheses related to brides\u27 decisions to change or retain their maiden names upon marriage. As predicted, a trend was found in brides keeping their surname, and correlates included the bride’s occupation, education, age, and the type of ceremony (religious versus nonsectarian). Partial support was found for the following correlates: officiants representing different religions, brides with one or both parents deceased, and brides whose parents had divorced or separated. There was mixed support for the hypothesis that a photograph of the bride alone would signal a lower incidence of name keeping. Results indicated that 14 out of the 30 hypothesized directional planned comparisons were statistically significant after Bonferroni adjustment