Mary A Konovsky
Biographic Data
| ID | 3470795 |
|---|---|
| NAME | Mary A Konovsky |
| GIVEN NAMES | Mary A |
| FAMILY NAME | Konovsky |
| SIGNATURE | KONOVSKY M A |
| AFFILIATIONS | Tulane University |
| VERIFIED | No |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 47 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2008 |
| H-INDEX | 3 |
Commitment, procedural fairness, and organizational citizenship behavior: A multifoci analysis
Research on commitment, procedural fairness, and organizational citizenship behavior (OCB) suggests that employees maintain distinct beliefs about, and direct behaviors towards, multiple targets in the workplace (e.g., the organization as a whole, their supervisor, and fellow workgroup members). The present studies were designed to test for “target similarity effects,” in which the relationships between commitment, procedural fairness, and OCB we…
Understanding Procedural Justice and Its Impact on Business Organizations
This paper reviews the procedural justice literature published since 1990. The distinction between procedural justice and distributive justice, with few exceptions, is well accepted in the literature. Four theories exploring procedural justice are presented. The antecedents, consequences and contexts for procedural justice effects are reviewed. Two additional issues discussed are the relationship between procedural justice and distributive justic…
Dispositional and contextual determinants of organizational citizenship behavior
This study of 402 professional and administrative employees of a VA hospital addressed the question of whether certain dispositional factors (Agreeableness, Conscientiousness, and Equity Sensitivity) could account for the relationship between contextual work attitudes and organizational citizenship behavior (OCB). Findings indicate this not to be the case. Fairness/satisfaction had independent effects on OCB. Additionally, Conscientiousness predi…
Citizenship Behavior and Social Exchange.
This article develops and empirically examines a social exchange model of organizational citizenship behavior. An employee's trust in a supervisor is proposed to mediate the relationship between procedural fairness in the supervisor's decision making and employee citizenship. Data from 475 hospital employees and their supervisors were consistent with our model. We discuss future research directions.
Dispositional affectivity as a predictor of work attitudes and job performance
Previous research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfactio…
Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance.
Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (…
Cognitive versus affective determinants of organizational citizenship behavior.
In this research we tested the relative importance of subjective appraisals of the job versus mood state in accounting for organizational citizenship behavior (OCB). A total of 369 individuals from two hospitals provided data concerning their typical mood state at work and appraisals of their jobs a
Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions.
We conducted a survey to examine the impact of distributive and procedural justice on the reactions of 217 employees to decisions about pay raises. Distributive justice accounted for more unique va...
Of the Psychometric Properties of the Manifest Needs Questionnaire
Recent work has questioned the psychometric properties of the Manifest Needs Questionnaire. The present analysis suggests that this instrument's subscales exhibit unacceptably low levels of internal consistency. Moreover, the factor structure of this instrument does not coincide with that suggested by the existing version of the questionnaire. The rather harsh admonition that “the MNQ does not seem well suited for organizational studies” may have…
Intravaginal pressure Assessed by the Kegel perineometer
Dispositional affectivity as a predictor of work attitudes and job performance
Previous research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfactio…
Commitment, procedural fairness, and organizational citizenship behavior: A multifoci analysis
Research on commitment, procedural fairness, and organizational citizenship behavior (OCB) suggests that employees maintain distinct beliefs about, and direct behaviors towards, multiple targets in the workplace (e.g., the organization as a whole, their supervisor, and fellow workgroup members). The present studies were designed to test for “target similarity effects,” in which the relationships between commitment, procedural fairness, and OCB we…
Intravaginal pressure Assessed by the Kegel perineometer
Intravaginal pressure Assessed by the Kegel perineometer
Of the Psychometric Properties of the Manifest Needs Questionnaire
Recent work has questioned the psychometric properties of the Manifest Needs Questionnaire. The present analysis suggests that this instrument's subscales exhibit unacceptably low levels of internal consistency. Moreover, the factor structure of this instrument does not coincide with that suggested by the existing version of the questionnaire. The rather harsh admonition that “the MNQ does not seem well suited for organizational studies” may have…
Cognitive versus affective determinants of organizational citizenship behavior.
In this research we tested the relative importance of subjective appraisals of the job versus mood state in accounting for organizational citizenship behavior (OCB). A total of 369 individuals from two hospitals provided data concerning their typical mood state at work and appraisals of their jobs a
Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions.
We conducted a survey to examine the impact of distributive and procedural justice on the reactions of 217 employees to decisions about pay raises. Distributive justice accounted for more unique va...
Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance.
Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (…
Dispositional affectivity as a predictor of work attitudes and job performance
Previous research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfactio…
Citizenship Behavior and Social Exchange.
This article develops and empirically examines a social exchange model of organizational citizenship behavior. An employee's trust in a supervisor is proposed to mediate the relationship between procedural fairness in the supervisor's decision making and employee citizenship. Data from 475 hospital employees and their supervisors were consistent with our model. We discuss future research directions.
Dispositional and contextual determinants of organizational citizenship behavior
This study of 402 professional and administrative employees of a VA hospital addressed the question of whether certain dispositional factors (Agreeableness, Conscientiousness, and Equity Sensitivity) could account for the relationship between contextual work attitudes and organizational citizenship behavior (OCB). Findings indicate this not to be the case. Fairness/satisfaction had independent effects on OCB. Additionally, Conscientiousness predi…
Understanding Procedural Justice and Its Impact on Business Organizations
This paper reviews the procedural justice literature published since 1990. The distinction between procedural justice and distributive justice, with few exceptions, is well accepted in the literature. Four theories exploring procedural justice are presented. The antecedents, consequences and contexts for procedural justice effects are reviewed. Two additional issues discussed are the relationship between procedural justice and distributive justic…
Commitment, procedural fairness, and organizational citizenship behavior: A multifoci analysis
Research on commitment, procedural fairness, and organizational citizenship behavior (OCB) suggests that employees maintain distinct beliefs about, and direct behaviors towards, multiple targets in the workplace (e.g., the organization as a whole, their supervisor, and fellow workgroup members). The present studies were designed to test for “target similarity effects,” in which the relationships between commitment, procedural fairness, and OCB we…
Psychology (9 works) · Job Satisfaction and Organizational Behavior (8 works) · Organizational commitment (7 works) · Social Psychology (7 works) · Organizational citizenship behavior (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Job satisfaction (3 works) · Management Theory and Practice (3 works) · Political science (3 works)