Terry A Beehr
Biographic Data
| ID | 1607302 |
|---|---|
| NAME | Terry A Beehr |
| GIVEN NAMES | Terry A |
| FAMILY NAME | Beehr |
| SIGNATURE | BEEHR T A |
| AFFILIATIONS | Central Michigan University |
| ORCID | 0000-0001-8537-1553 |
| VERIFIED | Yes |
| TOTAL WORKS | 61 |
| TOTAL CITATIONS | 316 |
| AUTHOR COUNT | 61 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1976 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 11 |
Too much information! When job resources become job demands, producing a curvilinear relationship between informational social support and creativity
OBJECTIVE: Informational social support can have both positive and negative effects on employees. This research aims to examine the curvilinear relationship between informational social support and employees' cognitive processes, specifically cognitive depletion and creativity. Additionally, we investigate the moderating role of emotional stability on this curvilinear relationship, particularly regarding cognitive depletion. METHODS: A total of 1…
Job insecurity keeps me awake at night: Is my supervisor making me insecure
The moderating role of working hours norm in the relationship between time pressure and outcomes
Culture plays a crucial role in shaping individuals’ thought processes and their appraisal of the working environment. In this research, we integrate the construct of cultural norms with cognitive appraisal theory to examine how cultural norms influence employees’ perceptions of time-related stressors. Specifically, we conceptualize normal working hours at different levels—national, state, and organizational—as a form of cultural norm. We propose…
Too much of a good thing? Curvilinear effect of instrumental social support on task performance via work engagement
Based on the Threat‐to‐Self‐Esteem (TSE) model integrated with the Conservation of Resources (COR) theory, we proposed an inverted U‐shaped curvilinear relationship between receiving instrumental social support and task performance, mediated by work engagement. Further, grounded on the TSE model, we proposed the provision of instrumental social support neutralises the curvilinear association between receiving instrumental social support and work …
The Good Life Versus the “Goods Life”: An Investigation of Goal Contents Theory and Employee Subjective Well-Being Across Asian Countries
How much do survey response rates affect relationships among variables
Previous research extensively studied reasons for and ways to avoid low response rates, but it largely ignored the primary research issue of the degree to which response rates matter, which we address. Methodological survey research on response rates has been concerned with how to increase responsiveness and with the effects of response rates on variables’ means and frequencies. More important to theory-oriented research, however, are effects of …
Individualism‐collectivism and nation as moderators of the job satisfaction‐organisational citizenship behaviour relationship in the United States, China, and Kuwait
Employees who hold collectivistic values care more about the interests of their group or collective than do their individualistic counterparts. We examined the potential effects of the combination of individual values, nations, and job satisfaction on organizational citizenship behaviours among 308 public school teachers in China, Kuwait, and the United States. Collectivist values of employees predicted their organizational citizenship behaviours…
So far, so good: Up to now, the challenge–hindrance framework describes a practical and accurate distinction
There are many ways to categorize work‐related stressors, and in recent years, a common distinction in occupational health psychology is between stressors viewed as challenges versus hindrances. Is this a useful conceptualization that provides practical and theoretical implications for IO psychologists? As Kurt Lewin famously prescribed, “there is nothing so practical as a good theory,” and we discuss the challenge–hindrance framework as a develo…
Employee Responses to Empowering Leadership: A Meta-Analysis
A recent and growing number of studies examined how empowering leadership influences employee outcomes. At the individual level, we meta-analyzed 55 independent samples to determine the association between empowering leader behaviors and subordinates’ responses. Results confirmed the positive links of empowering leadership with evaluations of the leader as well as with employee motivation and resources, attitudes, and performance; the strongest c…
Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being
Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem, and meaningful work, over an 8-week period. With 347 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with organiz…
Dirty” Workplace Politics and Well-Being: The Role of Gender
We build and empirically test an integrative model of gender, workplace politics, and stress by integrating social role theory and prescriptive gender stereotypes with the transactional theory of stress. To examine the effect of gender on the relation between exposure to non-sanctioned political influence tactics (NPITs; e.g., self-serving and socially undesirable behaviors such as manipulation and intimidation) and stress outcomes, we employed a…
Self-Efficacy and Psychological Ownership Mediate the Effects of Empowering Leadership on Both Good and Bad Employee Behaviors
This study examined the potential effects of empowering leadership on followers’ in-role performance and deviant behaviors via self-efficacy and psychological ownership over a 3-week period in a sample of 299 full-time employees working in the United States. Results from structural equation modeling demonstrated that empowering leadership was positively related to both self-efficacy and psychological ownership, which in turn were both negatively …
Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors
This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower level…
A rigorous test of a model of employees' resource recovery mechanisms during a weekend
Employees' recovery from the effects of occupational stress can be affected by their actions during time away from work. Conservation of resources theory argues that a key to an effective stress recovery process is the replenishment of resources during off‐work time (a weekend in the present study). We test a model of the stress recovery process during a weekend whereby two recovery mechanisms (weekend activities and recovery experiences) improve…
Illegitimate tasks as a source of work stress
Illegitimate tasks represent a task-level stressor derived from role and justice theories within the framework of "Stress-as-Offense-to-Self" (SOS; Semmer, Jacobshagen, Meier, & Elfering, 2007). Tasks are illegitimate if they violate norms about what an employee can properly be expected to do, because they are perceived as unnecessary or unreasonable; they imply a threat to one's professional identity. We report three studies testing associations…
The role of hindrance stressors in the job demand–control–support model of occupational stress: A proposed theory revision
Previous research on the job demand–control–support (JDCS) model of occupational stress has generally been inconsistent at best regarding a key issue: the interaction of demands, control, and support in predicting employee health and well‐being. However, the model continues to be tested in a variety of studies and academic journals owing to its intuitive appeal. By incorporating conservation of resources theory with knowledge from the challenge–h…
Working After Retirement: Features of Bridge Employment and Research Directions
The majority of (U.S.) retirees now work for pay after they retire from their major/longer-term job, a phenomenon referred to as bridge employment. Retirement can take many forms, as can bridge employment, which is sometimes considered a form of partial retirement spanning the period from full-time work to full retirement. Although bridge employment has occurred for a long time, its study in the social sciences is relatively new and sparse. The d…
Effects of initial resources on the development of strains during a stressful training situation: Some counterintuitive results
Resource theories of occupational stress argue that employees' personal and environmental resources protect them from too much distress or strain during stressful work experiences. We examined four resources (emotional stability, previous experience, low drain on pre‐existing resources, and workgroup quality) available to soldiers at the beginning of a stressful 3‐month training experience as predictors of the trajectories of their strains over t…
To retire or not to retire: That is not the question
Retirement decisions are multiple choice, not true–false, because retirement takes many forms. Multiple theories have been used to predict retirement and to do research on it, but rational‐economic decision‐making theories, often assuming intentional behavior, dominate the retirement research domain. Although employment serves both manifest (economic) and latent (psychological) functions, research on the decision to move from employment to retire…
Antecedents and outcomes of employee perceptions of intra‐organizational mobility channels
Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance‐based and nonperformance‐based. Then we use justice and social exchange theories to develop a model linking employee perceptions of promotion criteria to pe…
Extending the challenge-hindrance model of occupational stress: The role of appraisal
A three-phase model of retirement decision making
The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for future research on retirement decision making, including perceptions of declining person-environment fi…
A contingency model of union commitment and participation: Meta‐analysis of the antecedents of militant and nonmilitant activities
Correlation estimates from a meta‐analysis of 108 studies including 126 independent samples and nearly 70 000 participants were used to test multiple path models of the antecedents of militant and nonmilitant union participation. Variables moderating the relationship between union commitment and participation were examined. The magnitude of the relationship between commitment and militant participation was moderated by status‐based group membersh…
Managers' Beliefs About the Glass Ceiling: Interpersonal and Organizational Factors
The glass ceiling refers to the difficulty of women trying to be promoted into the top management levels. The present study examined managers' potential explanations, implicit or explicit, for why women rarely reach the top hierarchical levels in their own organization. Among 685 managers at a large Midwestern insurance company, a model was supported in which beliefs about interpersonal and situational variables in the organization were related t…
The emotional meaning of instrumental social support.
Functional social support can be described as emotional (i.e., caring, esteem, etc.) or instrumental (i.e., informational, tangible) support. Hypothesizing that instrumental support often is interpreted as helpful because of its emotional meaning (signalling caring, understanding, esteem), we asked hospital patients (N = 67) to describe situations (N = 109) during which they were supported, and to indicate why this support was helpful. Both the d…
A three-phase model of retirement decision making
The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for future research on retirement decision making, including perceptions of declining person-environment fi…
Working After Retirement: Features of Bridge Employment and Research Directions
The majority of (U.S.) retirees now work for pay after they retire from their major/longer-term job, a phenomenon referred to as bridge employment. Retirement can take many forms, as can bridge employment, which is sometimes considered a form of partial retirement spanning the period from full-time work to full retirement. Although bridge employment has occurred for a long time, its study in the social sciences is relatively new and sparse. The d…
Social support and occupational stress: Effects of talking to others
Employees' social support was examined using both the traditional global measures of emotional/instrumental support and more focused measures based on the contents (positive, negative, and non‐job) of verbally transmitted support. Contents were more closely related to global emotional support than to global instrumental support, with non‐job and positive communications especially strongly associated with emotional support, and they accounted for …
Occupational Stressors, Individual Strains, and Social Supports among Police Officers
In a survey of 121 police officers of a Midwestern state, it was found that occupational stressors (under-utilization of skills, quantitative workload, and job future ambiguity) and several types of social support are related to individual psychological strain. An interaction between occupational stressors and instrumental social support was opposite from the predictions of the buffering hypothesis, and explanations are offered for this "reverse …
Consistency of implications of three role stressors across four countries
Relationships between role stressors (ambiguity, overload, and conflict), anxiety, commitment (affective and continuance), and turnover intention were examined. These variables were measured via a survey of 1396 nurses in a total of 15 hospitals in Hungary, Italy, the United Kingdom, and the United States. Three role stressors were expected to predict anxiety and indirectly predict intention to leave. Anxiety was expected to predict affective and…
How retirees work: Predictors of different types of bridge employment
Employment after retirement, known as bridge employment, is expected to occur more frequently because the baby boom generation will increase the number of retirees. Little is known about which employees will obtain which type of bridge employment when they retire, even though it has important implications. The present study examined work‐related attitudes, job characteristics, and work‐related accomplishments of 171 retirees in order to predict w…
Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates
Among employees of comparable organizations in the United States and New Zealand, role stressors (ambiguity and conflict), along with effort‐to‐performance uncertainty, performance‐to‐outcome uncertainty and doubt about acceptance by one's supervisor, generally predicted job satisfaction, psychological strain and turnover intentions. Path analyses of three alternative theoretical models highlighted the importance of job satisfaction as a mediator…
To retire or not to retire: That is not the question
Retirement decisions are multiple choice, not true–false, because retirement takes many forms. Multiple theories have been used to predict retirement and to do research on it, but rational‐economic decision‐making theories, often assuming intentional behavior, dominate the retirement research domain. Although employment serves both manifest (economic) and latent (psychological) functions, research on the decision to move from employment to retire…
Employee Responses to Empowering Leadership: A Meta-Analysis
A recent and growing number of studies examined how empowering leadership influences employee outcomes. At the individual level, we meta-analyzed 55 independent samples to determine the association between empowering leader behaviors and subordinates’ responses. Results confirmed the positive links of empowering leadership with evaluations of the leader as well as with employee motivation and resources, attitudes, and performance; the strongest c…
Formal mentoring versus supervisor and coworker relationships: Differences in perceptions and impact
Formal mentoring programs in two companies were examined regarding (1) the extent to which mentees and mentors agreed on the nature of the mentoring relationships and (2) the extent to which dimensions of mentoring relationships were related to outcomes for the mentees, compared with the extent to which dimensions of supervisory and coworker relationships were related to the same outcomes: job satisfaction, organizational commitment, and turnover…
Occupational stress: Coping of police and their spouses
One hundred seventy‐seven police officers and their spouses from two metropolitan areas completed separate questionnaires regarding stress and coping. Both the police and spouses reported using four coping activities in response to their own stressors: problem focused, emotion focused, religiosity, and rugged individualism. Three potential police strains previously noted in non‐empirical literature were given special attention; divorce potential,…
So far, so good: Up to now, the challenge–hindrance framework describes a practical and accurate distinction
There are many ways to categorize work‐related stressors, and in recent years, a common distinction in occupational health psychology is between stressors viewed as challenges versus hindrances. Is this a useful conceptualization that provides practical and theoretical implications for IO psychologists? As Kurt Lewin famously prescribed, “there is nothing so practical as a good theory,” and we discuss the challenge–hindrance framework as a develo…
The role of hindrance stressors in the job demand–control–support model of occupational stress: A proposed theory revision
Previous research on the job demand–control–support (JDCS) model of occupational stress has generally been inconsistent at best regarding a key issue: the interaction of demands, control, and support in predicting employee health and well‐being. However, the model continues to be tested in a variety of studies and academic journals owing to its intuitive appeal. By incorporating conservation of resources theory with knowledge from the challenge–h…
Becoming an undercover police officer: A note on fairness perceptions, behavior, and attitudes
Reactions to an undercover police officer selection system were analyzed for 271 officers. Officers given undercover assignments had higher procedural justice perceptions and outcome satisfaction than others awaiting assignment in a qualified applicant pool. Procedural and distributive justice perceptions were subsequently related to the undercover officer's job performance, job satisfaction, and organizational commitment. Copyright © 2003 John W…
Promotions and Employees' Perceived Mobility Channels: The Effects of Employee Sex, Employee Group, and Initial Placement
Information from questionnaires and personnel records (perceived and actual promotions in previous 5 years, hierarchical level, and perceptions of ways of obtaining promotions-mobility channels) was gathered on 14 administrative/professional and supervisory/technical university employees to determine how mobility patterns and employee perceptions of them vary as a result of employees' sex and different starting points in the organization. Two 2 x…
Self-Efficacy and Psychological Ownership Mediate the Effects of Empowering Leadership on Both Good and Bad Employee Behaviors
This study examined the potential effects of empowering leadership on followers’ in-role performance and deviant behaviors via self-efficacy and psychological ownership over a 3-week period in a sample of 299 full-time employees working in the United States. Results from structural equation modeling demonstrated that empowering leadership was positively related to both self-efficacy and psychological ownership, which in turn were both negatively …
Perceptions of Reasons for Promotion of Self and Others
In this study the reasons employees perceived for promotions of both themselves and others, and their reactions to those perceptions were examined. Previous research usually ignores (i) the potential antecedents of organizational justice regarding promotions and (ii) justice perceptions’ relations to the treatment of self versus others. Results showed that people consider promotions based on performance fair, whereas they consider non-performance…
Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being
Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem, and meaningful work, over an 8-week period. With 347 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with organiz…
Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors
This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower level…
Antecedents and outcomes of employee perceptions of intra‐organizational mobility channels
Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance‐based and nonperformance‐based. Then we use justice and social exchange theories to develop a model linking employee perceptions of promotion criteria to pe…
Descriptions of job characteristics and retirement activities during the transition to retirement
This study compares employees' descriptions of their jobs with their subsequent descriptions of the same jobs after they have been retired for some time; it also compares employees' descriptions of their expected retirement lives with their descriptions of their lives after they have actually retired. This will aid in the interpretation of past (and future) research about retirement that collects data only from older employees before they retire …
Social support, autonomy, and hierarchical level as moderators of the role characteristics‐outcome relationship
Although previous theory suggests that social support, job autonomy, and hierarchical level moderate role characteristics‐employee outcome relationships, the strength of these moderating effects among 2046 bank employees was practically zero. These theoretical moderators and three role characteristics (conflict, ambiguity, and overload) did have direct relationships with the outcomes (job satisfaction and job search intent), as summarized by cano…
A contingency model of union commitment and participation: Meta‐analysis of the antecedents of militant and nonmilitant activities
Correlation estimates from a meta‐analysis of 108 studies including 126 independent samples and nearly 70 000 participants were used to test multiple path models of the antecedents of militant and nonmilitant union participation. Variables moderating the relationship between union commitment and participation were examined. The magnitude of the relationship between commitment and militant participation was moderated by status‐based group membersh…
Managers' Beliefs About the Glass Ceiling: Interpersonal and Organizational Factors
The glass ceiling refers to the difficulty of women trying to be promoted into the top management levels. The present study examined managers' potential explanations, implicit or explicit, for why women rarely reach the top hierarchical levels in their own organization. Among 685 managers at a large Midwestern insurance company, a model was supported in which beliefs about interpersonal and situational variables in the organization were related t…
How much do survey response rates affect relationships among variables
Previous research extensively studied reasons for and ways to avoid low response rates, but it largely ignored the primary research issue of the degree to which response rates matter, which we address. Methodological survey research on response rates has been concerned with how to increase responsiveness and with the effects of response rates on variables’ means and frequencies. More important to theory-oriented research, however, are effects of …
Perceived situational moderators of the relationship between subjective role ambiguity and role strain.
Relationships of stress to individually and organizationally valued states: Higher order needs as a moderator.
Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review 1
Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive res…
Effects of Perceptions of Presence of Audience and Achievement Instructions on Performance of a Simple Task
Task performance was investigated under achievement- or nonachievement-related and real, perceived, or no-audience conditions (101 females and 19 males). The achievement conditions had no effect, but performance with both a real and a perceived audience was stronger than with no audience. Personality measures were administered to test for their moderating effects, but the results were not significant
Relationships among employees' work and nonwork responses
This study was concerned with an examination of the relationships among employee responses to the work setting. Responses in the work and nonwork spheres were examined, and an attempt made to determine the stability of the relationships across organizations. Data were obtained from 651 employees of five midwestern organizations using four data sources—structured interviews, on‐the‐job observations, supervisory ratings, and personnel records. The …
Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations
This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are…
Relationship of the Life Experiences Survey to Internal/External Control, Social Desirability, and Work-Related Satisfaction
The Life Experiences Survey was investigated for possible contamination with internal-external control, social desirability, and affect toward work-related facets of life, and independence of three of its possible subscales. There appears to be relatively little contamination of the scale, although there is some problem with the independence of some of the subscales
Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations
This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are…
A Meta-Model of the Effects of Goal Characteristics, Feedback, and Role Characteristics in Human Organizations
Recent literature reviews have attempted to link goal-setting processes with other traditional human relations topics, possibly in a search for explanations of the inconsistent results among some empirical studies. The present reformulation builds upon the models developed in these literature reviews by offering more specific propositions regarding the variables in these models and by integrating these variables with three other organizational th…
The Process of Retirement: A Review and Recommendations for Future Investigation
Since the average ages of many industrialized nations' workers are increasing, it is important to know (1) the causes of employees' decisions to retire early and (2) the effects of retirement on the lives of retirees and on their employing organizations. The fields of gerontology and of social, clinical, and developmental psychology have investigated retirement, usually focusing on individual well‐being as a criterion. Industrial/organizational p…
Effects of applicant sex, applicant physical attractiveness, type of rater and type of job on interview decisions
Applicant sex, applicant physical attractiveness, type of rater (120 students and 105 professional employment interviewers) and the type of job were manipulated experimentally in a 2 times 2 × 2 times 2 design. Physical attractiveness of job candidates had the broadest influence on employment decisions. There was no main effect for applicant sex, but professional interviewers were biased in favour of female applicants while student raters were no…
Social support, autonomy, and hierarchical level as moderators of the role characteristics‐outcome relationship
Although previous theory suggests that social support, job autonomy, and hierarchical level moderate role characteristics‐employee outcome relationships, the strength of these moderating effects among 2046 bank employees was practically zero. These theoretical moderators and three role characteristics (conflict, ambiguity, and overload) did have direct relationships with the outcomes (job satisfaction and job search intent), as summarized by cano…
Organizational Management Styles, Employee Supervisory Status, and Employee Responses
Employees' perceptions, attitudes, and behaviors are compared in two automotive supply organizations that are similar in size, technology, industry, employee characteristics, and geographic location, but are different in formal management styles. The data are examined separately for supervisors and production workers to identify hierarchical differences. Overall, the results indicate that rank-and-file employees' perceptions, attitudes, and behav…
Occupational Stressors, Individual Strains, and Social Supports among Police Officers
In a survey of 121 police officers of a Midwestern state, it was found that occupational stressors (under-utilization of skills, quantitative workload, and job future ambiguity) and several types of social support are related to individual psychological strain. An interaction between occupational stressors and instrumental social support was opposite from the predictions of the buffering hypothesis, and explanations are offered for this "reverse …
Promotions and Employees' Perceived Mobility Channels: The Effects of Employee Sex, Employee Group, and Initial Placement
Information from questionnaires and personnel records (perceived and actual promotions in previous 5 years, hierarchical level, and perceptions of ways of obtaining promotions-mobility channels) was gathered on 14 administrative/professional and supervisory/technical university employees to determine how mobility patterns and employee perceptions of them vary as a result of employees' sex and different starting points in the organization. Two 2 x…
Perceived intra‐organizational mobility: Reliable versus exceptional performance as means to getting ahead
‘Work hard and get ahead’ is a fundamental tenet of modern organizations, but employees have different interpretations of what it means to ‘work hard’ and perceive that there are multiple channels to ‘get ahead’. The current research explores employees' perceptions of the factors affecting their intra‐organizational upward mobility. Results using a survey instrument in a large American medical college show that employees can distinguish among int…
Job Applicant Similarity on Cognitive Ability, Vocational Interests, And Personality Characteristics: Do Similar Persons Choose Similar Jobs
This study examines whether people who have similar cognitive ability, vocational interests, and personality characteristics choose similar jobs. Subjects were 139 job applicants at a private employment agency: 49 individuals applied for general laborer positions, 48 for bookkeeping positions, and 42 for secretarial positions. As expected, people who had similar cognitive ability and vocational interests chose similar jobs. Contrary to expectatio…
Social support and occupational stress: Effects of talking to others
Employees' social support was examined using both the traditional global measures of emotional/instrumental support and more focused measures based on the contents (positive, negative, and non‐job) of verbally transmitted support. Contents were more closely related to global emotional support than to global instrumental support, with non‐job and positive communications especially strongly associated with emotional support, and they accounted for …
Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates
Among employees of comparable organizations in the United States and New Zealand, role stressors (ambiguity and conflict), along with effort‐to‐performance uncertainty, performance‐to‐outcome uncertainty and doubt about acceptance by one's supervisor, generally predicted job satisfaction, psychological strain and turnover intentions. Path analyses of three alternative theoretical models highlighted the importance of job satisfaction as a mediator…
Descriptions of job characteristics and retirement activities during the transition to retirement
This study compares employees' descriptions of their jobs with their subsequent descriptions of the same jobs after they have been retired for some time; it also compares employees' descriptions of their expected retirement lives with their descriptions of their lives after they have actually retired. This will aid in the interpretation of past (and future) research about retirement that collects data only from older employees before they retire …
Occupational stress: Coping of police and their spouses
One hundred seventy‐seven police officers and their spouses from two metropolitan areas completed separate questionnaires regarding stress and coping. Both the police and spouses reported using four coping activities in response to their own stressors: problem focused, emotion focused, religiosity, and rugged individualism. Three potential police strains previously noted in non‐empirical literature were given special attention; divorce potential,…
Working in small family businesses: Empirical comparisons to non-family businesses
Members of the owning family of a small family firm are reputed to experience special problems, most notably specific types of conflicts and outcomes associated with them. This analysis uncovered more advantages than disadvantages, however, when family members were compared to non-family members of the same firms and to members of similar non-family-owned businesses. Previous literature had not used comparison groups and may have been based upon …
Working in small family businesses: Empirical comparisons to non‐family businesses
Members of the owning family of a small family firm are reputed to experience special problems, most notably specific types of conflicts and outcomes associated with them. This analysis uncovered more advantages than disadvantages, however, when family members were compared to non-family members of the same firms and to members of similar non-family-owned businesses. Previous literature had not used comparison groups and may have been based upon …
Organizations' Environment and Retirement: The Relationship Between Women's Retirement, Environmental Munificence, Dynamism, and Local Unemployment Rate
The results suggest that environmental factors may influence retirement timing. Additional theoretical and empirical work is suggested to help sort out direct environmental effects and possible moderating third variables
Work stressors and coworker support as predictors of individual strain and job performance
This study examined job stressors and coworker social support in relation to both psychological strains and performance. One hundred and ninety-eight door-to-door bookdealers, employed on a seasonal basis, completed self-report measures of job stressors, psychological strains, coworker social support, and job performance. Performance data were also obtained from company records. Results indicated that stressors predicted both psychological strain…
Psychology (57 works) · Social Psychology (50 works) · Social Psychology (35 works) · Job Satisfaction and Organizational Behavior (30 works) · Economics (19 works) · Applied Psychology (16 works) · Political science (15 works) · Job satisfaction (14 works) · Management (14 works) · Occupational stress (14 works)