A Social Influence Analysis of Perceived Organizational Support

This dissertation examined the effects of social influence on employees' perceptions of organizational support (POS). An important characteristic of POS is that it reflects an employee's subjective evaluation of the treatment he or she receives from the organization. Employees' interactions with their coworkers, then, may have an important influence on their POS. As a result, the development of POS may be a social process rather than solely an intrapsychic one. However, the majority of POS research has focused on how an individual employee's personal experiences with an organization affect his/her POS and largely ignored social factors. To address this gap in the literature, I argue that advice ties between employees will be related to similarity in POS because they serve as a source of social information. Friendship ties, on the other hand, will result in similarity in POS because they are utilized for social comparison. Finally, role model ties will result in similarity in POS because employees learn from the perceptions, attitudes, and behaviors of others they respect and admire. In addition, I explored the differential effects of strong and weak ties and muliplex versus simplex ties on similarity in POS. My expectation was that strong ties and multiplex ties would be more influential than weak ties and simplex ties. Finally, I explored the effects reciprocated and non-reciprocated ties with the expectation that reciprocated ties would be more highly associated with POS because they are characterized by information sharing. Social network methods were utilized to test hypotheses among 93 admissions department employees at a university in the eastern United States. Results indicated that when reciprocated ties were considered, employees tended to have POS that are similar to those of their strong role model ties, strong advice-role model ties, and strong friend-advice-role model ties. However, when reciprocity was not a requirement for strong ties between employees, only strong friend-advice-role model ties were related to similarity in POS. This pattern of results suggests that strong, multiplex ties in which two-way information sharing occured were more likely to lead to similarity in POS. Implications were drawn from these findings, and suggestions for future research were made

Statistical physics of vaccination

Historically, infectious diseases caused considerable damage to human societies, and they continue to do so today. To help reduce their impact, mathematical models of disease transmission have been studied to help understand disease dynamics and inform prevention strategies. Vaccination–one of the most important preventive measures of modern times–is of great interest both theoretically and empirically. And in contrast to traditional approaches, recent research increasingly explores the pivotal implications of individual behavior and heterogeneous contact patterns in populations. Our report reviews the developmental arc of theoretical epidemiology with emphasis on vaccination, as it led from classical models assuming homogeneously mixing (mean-field) populations and ignoring human behavior, to recent models that account for behavioral feedback and/or population spatial/social structure. Many of the methods used originated in statistical physics, such as lattice and network models, and their associated analytical frameworks. Similarly, the feedback loop between vaccinating behavior and disease propagation forms a coupled nonlinear system with analogs in physics. We also review the new paradigm of digital epidemiology, wherein sources of digital data such as online social media are mined for high-resolution information on epidemiologically relevant individual behavior. Armed with the tools and concepts of statistical physics, and further assisted by new sources of digital data, models that capture nonlinear interactions between behavior and disease dynamics offer a novel way of modeling real-world phenomena, and can help improve health outcomes. We conclude the review by discussing open problems in the field and promising directions for future research

THE DEVELOPMENT OF PSYCHOLOGICAL CLIMATE WITHIN INFORMATION SYSTEMS PROJECTS AND ITS IMPACT ON PROJECT PERFORMANCE

Information systems development (ISD) success hinges upon the creation and maintenance of a supportive climate. Yet how team members’ psychological climate (individual perceptions of the organizational context) is developed remains unanswered. This study contributes to understanding how relationships with co-workers are antecedents to a supportive psychological climate that in turn impact ISD project performance. Hypotheses are developed and tested using social network data from 172 dyads between employees and project managers of an information technology (IT) organization in the Southeastern United States. Results from PLS show that as hypothesized friendship and trust have a direct positive relationship and expertise has a direct negative effect with psychological climate. Further, trust positively moderates the relationship between expertise and psychological climate. Finally, psychological climate has a direct positive relationship with project performance controlling for gender, job tenure, age and race. Surprisingly, advice ties and advice ties moderated by trust did not relate to psychological climate as hypothesized. Implications of the findings are discussed

When distress hits home: The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision

We developed a model of the relationships among aggressive norms, abusive supervision, psychological distress, family undermining, and supervisor-directed deviance. We tested the model in 2 studies using multisource data: a 3-wave investigation of 184 full-time employees (Study 1) and a 2-wave investigation of 188 restaurant workers (Study 2). Results revealed that (a) abusive supervision mediated the relationship between aggressive norms and psychological distress, (b) psychological distress mediated the effects of abusive supervision on spouse undermining, (c) abusive supervision had a direct positive relationship with supervisor-directed deviance, (d) the positive relationship between psychological distress and spouse undermining was stronger for men as opposed to women, and (e) employees engaged in relationship-oriented occupations reported greater levels of abusive supervision and psychological distress. Implications for theory and practice are discussed

The AFL-CIO v. CTW: The Competing Visions, Strategies, and Structures

As the AFL-CIO approached its twenty-fifth biennial convention in July 2005, seven unions formed a new Change to Win (CTW) coalition to challenge the federation for lead position as the voice of the labor movement. These unions, most of which have disaffiliated from the AFL-CIO, formed the CTW to demonstrate their unsparing discontent with John Sweeney's leadership of the federation. We examine the reasons for the current breach in the house of labor, the competing visions offered by the AFL-CIO and CTW, and the likelihood that the CTW's strategy will revive unions. We find that the gulf between the two factions is philosophically deep and practically irreconcilable. The CTW advocates an "engineered breakthrough" approach to revitalize labor whereas the AFL-CIO relies on a more conservative "accelerated evolution" path. There are no guarantees that the CTW's strategy will work. It presupposes an unmet demand for unions that can be tapped through vast new investments. If the current model of unionism is lacking, as the CTW suggests, a viable replacement must be found. The CTW, with its limited resources, will have to experiment until it finds the right model, if one does indeed exist. The task of rebuilding labor is daunting, but it arguably requires a bold and fundamentally different course from what has been pursued. From this perspective, the breakup seems a logical development.

Consequences of Workplace Bullying on Employee Identification and Satisfaction Among Australians and Singaporeans

This study responds to the call for cross-cultural investigations of workplace bullying by examining the relationship between workplace bullying and attitudes among employees from two countries. The authors argue that employees from societies that are less inclined to accept that power differences exist as a result of structure (low power distance countries, e.g., Australia) will respond to workplace bullying more negatively than will employees from cultures that accept that power differences exist as a result of structure (high power distance, e.g., Singapore). In all, 165 Singaporean and 152 Australian employees completed surveys designed to assess workplace bullying, workgroup identification, and job satisfaction. Results showed that workplace bullying was negatively related to both workgroup identification and job satisfaction among employees from both countries. Moreover, national culture influenced the relationship between bullying and job satisfaction and workgroup identification such that the negative relationships between bullying and these attitudinal outcomes were stronger for Australians than Singaporeans

A Social Exchange-Based Model of the Antecedents of Workplace Exclusion

We conducted 2 studies of coworker dyads to test a theoretical model exploring why and under what circumstances employees are the targets of workplace exclusion. Adopting a victim precipitation perspective, we integrate belongingness and social exchange