Amanda Shantz
Biographic Data
| ID | 4084009 |
|---|---|
| NAME | Amanda Shantz |
| GIVEN NAMES | Amanda |
| FAMILY NAME | Shantz |
| SIGNATURE | SHANTZ A |
| AFFILIATIONS | Kingston University |
| ORCID | 0000-0002-6469-2574 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 49 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 4 |
Organizational telework access dispersion and firm performance
This study investigates how disparities in access to telework arrangements within organizations influence collective outcomes. By incorporating social identity with justice theories, we develop a conceptual model and hypothesize that greater dispersion in organizational telework access correlates with diminished organizational performance, primarily due to its association with lower collective positive affective tone. However, we argue that colle…
Information, beliefs, and motivation
Despite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave sur…
Enhancing Volunteer Engagement to Achieve Desirable Outcomes
Engagement is a positive psychological state that is linked with a range of beneficial individual and organizational outcomes. However, the factors associated with volunteer engagement have rarely been examined. Data from 1064 volunteers of a wildlife charity in the United Kingdom revealed that both task- and emotion-oriented organizational support were positively related to volunteer engagement, and volunteer engagement was positively related to…
Committed to Whom? Unraveling How Relational Job Design Influences Volunteers’ Turnover Intentions and Time Spent Volunteering
This study presents a framework for understanding the processes through which volunteers’ perception of relational job design influences their turnover intentions and time spent volunteering. Data sourced from an international aid and development agency in the United Kingdom ( n = 534 volunteers) show that volunteers who perceive that their roles are relationally designed (1) report lower intentions to leave their voluntary organization due to th…
Service employees and self-verification
Despite the growing number and importance of service occupations, we know little about how jobholders’ perceptions of societal stigmas of service jobs influence their identification with and attitudes towards work. The present study presents a framework that accords key roles to research on occupational stigma consciousness and the verification of employees’ self-views (i.e. core self-evaluations) to understand employees’ responses to occupationa…
Still in the Ghetto? Experiences of Secretarial Work in the 21st Century
Secretarial work has been described as one of the most persistently gendered of all occupations. Historically, it has been characterized as a ghetto occupation with three key features: low status and poor pay, narrow and feminized job content and poor promotion prospects. Twenty years ago, when a major study last took place in the UK, it was thought that new office technologies might transform the role, leading to a newly defined occupation equal…
Networking with boundary spanners
Purpose The purpose of this paper is to explore a potential mechanism through which gender segregation in the engineering profession is created and sustained. Specifically, boundary spanners for women and men were examined because they may be a source of valuable information to job seekers. Design/methodology/approach Applicant data for the role of a senior technical engineer ( n =100) from an engineering organisation in the UK were analyzed. Fin…
Enhancing Volunteer Engagement to Achieve Desirable Outcomes
Engagement is a positive psychological state that is linked with a range of beneficial individual and organizational outcomes. However, the factors associated with volunteer engagement have rarely been examined. Data from 1064 volunteers of a wildlife charity in the United Kingdom revealed that both task- and emotion-oriented organizational support were positively related to volunteer engagement, and volunteer engagement was positively related to…
Service employees and self-verification
Despite the growing number and importance of service occupations, we know little about how jobholders’ perceptions of societal stigmas of service jobs influence their identification with and attitudes towards work. The present study presents a framework that accords key roles to research on occupational stigma consciousness and the verification of employees’ self-views (i.e. core self-evaluations) to understand employees’ responses to occupationa…
Committed to Whom? Unraveling How Relational Job Design Influences Volunteers’ Turnover Intentions and Time Spent Volunteering
This study presents a framework for understanding the processes through which volunteers’ perception of relational job design influences their turnover intentions and time spent volunteering. Data sourced from an international aid and development agency in the United Kingdom ( n = 534 volunteers) show that volunteers who perceive that their roles are relationally designed (1) report lower intentions to leave their voluntary organization due to th…
Still in the Ghetto? Experiences of Secretarial Work in the 21st Century
Secretarial work has been described as one of the most persistently gendered of all occupations. Historically, it has been characterized as a ghetto occupation with three key features: low status and poor pay, narrow and feminized job content and poor promotion prospects. Twenty years ago, when a major study last took place in the UK, it was thought that new office technologies might transform the role, leading to a newly defined occupation equal…
Information, beliefs, and motivation
Despite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave sur…
Networking with boundary spanners
Purpose The purpose of this paper is to explore a potential mechanism through which gender segregation in the engineering profession is created and sustained. Specifically, boundary spanners for women and men were examined because they may be a source of valuable information to job seekers. Design/methodology/approach Applicant data for the role of a senior technical engineer ( n =100) from an engineering organisation in the UK were analyzed. Fin…
Still in the Ghetto? Experiences of Secretarial Work in the 21st Century
Secretarial work has been described as one of the most persistently gendered of all occupations. Historically, it has been characterized as a ghetto occupation with three key features: low status and poor pay, narrow and feminized job content and poor promotion prospects. Twenty years ago, when a major study last took place in the UK, it was thought that new office technologies might transform the role, leading to a newly defined occupation equal…
Committed to Whom? Unraveling How Relational Job Design Influences Volunteers’ Turnover Intentions and Time Spent Volunteering
This study presents a framework for understanding the processes through which volunteers’ perception of relational job design influences their turnover intentions and time spent volunteering. Data sourced from an international aid and development agency in the United Kingdom ( n = 534 volunteers) show that volunteers who perceive that their roles are relationally designed (1) report lower intentions to leave their voluntary organization due to th…
Service employees and self-verification
Despite the growing number and importance of service occupations, we know little about how jobholders’ perceptions of societal stigmas of service jobs influence their identification with and attitudes towards work. The present study presents a framework that accords key roles to research on occupational stigma consciousness and the verification of employees’ self-views (i.e. core self-evaluations) to understand employees’ responses to occupationa…
Enhancing Volunteer Engagement to Achieve Desirable Outcomes
Engagement is a positive psychological state that is linked with a range of beneficial individual and organizational outcomes. However, the factors associated with volunteer engagement have rarely been examined. Data from 1064 volunteers of a wildlife charity in the United Kingdom revealed that both task- and emotion-oriented organizational support were positively related to volunteer engagement, and volunteer engagement was positively related to…
Information, beliefs, and motivation
Despite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave sur…
Organizational telework access dispersion and firm performance
This study investigates how disparities in access to telework arrangements within organizations influence collective outcomes. By incorporating social identity with justice theories, we develop a conceptual model and hypothesize that greater dispersion in organizational telework access correlates with diminished organizational performance, primarily due to its association with lower collective positive affective tone. However, we argue that colle…
Psychology (6 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Political science (4 works) · Social Psychology (4 works) · Perception (3 works) · Sociology (3 works) · Work-Family Balance Challenges (3 works) · Applied Psychology (2 works) · Applied Psychology (2 works)