L A Witt
Biographic Data
| ID | 4909033 |
|---|---|
| NAME | L A Witt |
| GIVEN NAMES | L A |
| FAMILY NAME | Witt |
| SIGNATURE | WITT L A |
| AFFILIATIONS | University of New Orleans |
| ORCID | 0000-0001-8701-0321 |
| VERIFIED | Yes |
| TOTAL WORKS | 23 |
| TOTAL CITATIONS | 87 |
| AUTHOR COUNT | 23 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1988 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 6 |
Emotions running high: Examining the effects of supervisor and subordinate emotional stability on emotional exhaustion
We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both sample…
Effects of Politics, Emotional Stability, and LMX on Job Dedication
Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader–member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader–member exchange quality yielded high levels of job dedication among all employee…
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered s…
The exhausted short-timer: Leveraging autonomy to engage in production deviance
This article explores the conditions under which autonomy may lead to production deviance (unsanctioned, non-task-focused behavior) rather than acting as a motivational job characteristic. In a study of 260 manual laborers, we applied Conservation of Resources Theory to propose an interaction among autonomy, emotional exhaustion and employment opportunity in predicting production deviance. We suggest that employees who experience emotional exhaus…
When does adaptive performance lead to higher task performance
Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro‐level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro‐level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attent…
The Pursuit of Public Journalism: Theory, Practice, and Criticism
The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support
Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from…
An examination of the curvilinear relationship between leader–member exchange and intent to turnover
Based on the theoretical identification of three different motivational forces for voluntary turnover—affective, calculative, and alternative—we hypothesize that the relationship between supervisor–subordinate relationship quality (i.e., leader–member exchange) and turnover intentions is best represented as curvilinear as opposed to linear. We test this hypothesis in two organizational samples consisting of 402 employees from a water management d…
Interactive Effects of Personality and Perceptions of the Work Situation on Workplace Deviance.
Previous research on workplace deviance has examined the relationship of either personality or employees' situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of …
Interactive effects of impression management and organizational politics on job performance
The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor‐rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white‐colla…
The interactive effects of conscientiousness and agreeableness on job performance.
The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in …
Interactive effects of personality and organizational politics on contextual performance
The authors explored the process of evaluating contextual performance in the context of a politically charged atmosphere. They hypothesized that the negative relationship between perceptions of organizational politics and contextual performance is weaker among workers high in three of the Big Five model of personality dimensions—agreeableness, extraversion, and conscientiousness. Data were collected from a matched sample of 540 supervisors and su…
The interactive effects of procedural justice and exchange ideology on supervisor‐rated commitment
Matched data collected from 143 employees and their immediate supervisors of a private sector organization indicated that employee perceptions of procedural justice were only related to supervisor‐rated affective commitment among employees with a strong exchange ideology. That is, individuals motivated by a fair exchange exhibited fewer affective commitment behaviors when they viewed the environment as unfair than when they perceived it to be fai…
The Role of Participation in Decision-Making in the Organizational Politics-Job Satisfaction Relationship
The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making with t…
Interpreting Moderator Effects: Substitute for the Signed Coefficient Rule
Users of moderated multiple regression analyses often have used the "Signed Coefficient Rule" to interpret a moderator effect. This approach involves using the sign of the regression coefficient of the cross product term as an indication of the form of the relationship. Dissuading further use of the procedure, others advocated plotting techniques. In contrast, the present authors provide steps to interpret the form of moderator effects that can b…
Dimensionality and Construct Validity of the Perceptions of Organizational Politics Scale (Pops)
The present study examined the dimensionality and construct validity of the Perceptions of Organizational Politics Scale (POPS) which is comprised of three subscales: (1) General Political Behavior, (2) Going Along to Get Ahead, and (3) Pay and Promotion. Results of analyses conducted on data collected from 1,297 civilian government employees were inconsistent with a multidimensional factor structure of the POPS. Principal components and confirma…
Exchange Ideology as a Moderator of the Relationships Between Importance of Participation in Decision Making and Job Attitudes
The present study examined the relationships between reported importance of participation in decision making and three job attitudes of relevance to Yugoslav self-management, namely job satisfaction, perceptions of organizational support, and perceptions of organizational goal norms. Data collected from 134 of 200 randomly sampled workers in a Yugoslav tooling plant yielded weak correlations but also indicated a moderating effect of exchange ideo…
Perceived Probability of Going to Jail and Predictors of Attitudes toward Prisoners' Rights
In examining correlates of prisoners' rights, 109 undergraduates indicated the likelihood that they would never go to prison, completed the Just World Scale, a measure of conservatism, and a measure of attitudes toward prisoners' rights. Perceived likelihood of going to jail moderated the relationship between conservatism and attitudes toward prisoners' rights. That is, conservative students who expected never to go to prison showed little suppor…
Breadwinning Status as a Moderator of the Equity-Job Satisfaction Relationship
Delay of Gratification and Locus of Control as Predictors of Organizational Satisfaction and Commitment: Sex Differences
The relationships of two personality measures-locus of control and delay of gratification-with organizational satisfaction and commitment were investigated. Results indicated that orientation to delay reinforcement was positively related to commitment and satisfaction. Confirming previous findings, internality in locus of control was also positively related to the organizational constructs. However, results of analyses of sex differences and inte…
Sex Differences Among Bank Employees in the Relationships of Commitment with Psychological Climate and Job Satisfaction
Chusmir's (1982) model of sex differences in organizational commitment was examined. Bank employees (N = 106) responded to two measures of organizational commitment (Hrebiniak & Alutto, 1972; Porter, Steers, Mowday, & Boulian, 1974) and to the Job Description Index (Smith, Kendall, & Hulin, 1969) and the Organizational Climate Questionnaire (James & Jones, 1974), which provided data representing the three components of Chusmir's model—person vari…
Religion and Delay of Gratification
Breadwinner vs. Non-Breadwinner Differences in Married Women's Job Satisfaction and Perceptions of Organizational Climate
The present study investigated differences in job satisfaction, interpersonal values, and perceptions of organizational climate between "breadwinning" and non-breadwinning married working women in a private sector organization. The data suggested that the breadwinners were significantly more satisfied with their pay and their opportunities for promotion and that they perceived a more favorable reward system in the organization. The results sugges…
An examination of the curvilinear relationship between leader–member exchange and intent to turnover
Based on the theoretical identification of three different motivational forces for voluntary turnover—affective, calculative, and alternative—we hypothesize that the relationship between supervisor–subordinate relationship quality (i.e., leader–member exchange) and turnover intentions is best represented as curvilinear as opposed to linear. We test this hypothesis in two organizational samples consisting of 402 employees from a water management d…
The Role of Participation in Decision-Making in the Organizational Politics-Job Satisfaction Relationship
The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making with t…
The Pursuit of Public Journalism: Theory, Practice, and Criticism
Interactive effects of impression management and organizational politics on job performance
The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor‐rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white‐colla…
Interactive effects of personality and organizational politics on contextual performance
The authors explored the process of evaluating contextual performance in the context of a politically charged atmosphere. They hypothesized that the negative relationship between perceptions of organizational politics and contextual performance is weaker among workers high in three of the Big Five model of personality dimensions—agreeableness, extraversion, and conscientiousness. Data were collected from a matched sample of 540 supervisors and su…
The interactive effects of procedural justice and exchange ideology on supervisor‐rated commitment
Matched data collected from 143 employees and their immediate supervisors of a private sector organization indicated that employee perceptions of procedural justice were only related to supervisor‐rated affective commitment among employees with a strong exchange ideology. That is, individuals motivated by a fair exchange exhibited fewer affective commitment behaviors when they viewed the environment as unfair than when they perceived it to be fai…
The exhausted short-timer: Leveraging autonomy to engage in production deviance
This article explores the conditions under which autonomy may lead to production deviance (unsanctioned, non-task-focused behavior) rather than acting as a motivational job characteristic. In a study of 260 manual laborers, we applied Conservation of Resources Theory to propose an interaction among autonomy, emotional exhaustion and employment opportunity in predicting production deviance. We suggest that employees who experience emotional exhaus…
Delay of Gratification and Locus of Control as Predictors of Organizational Satisfaction and Commitment: Sex Differences
The relationships of two personality measures-locus of control and delay of gratification-with organizational satisfaction and commitment were investigated. Results indicated that orientation to delay reinforcement was positively related to commitment and satisfaction. Confirming previous findings, internality in locus of control was also positively related to the organizational constructs. However, results of analyses of sex differences and inte…
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered s…
When does adaptive performance lead to higher task performance
Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro‐level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro‐level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attent…
Exchange Ideology as a Moderator of the Relationships Between Importance of Participation in Decision Making and Job Attitudes
The present study examined the relationships between reported importance of participation in decision making and three job attitudes of relevance to Yugoslav self-management, namely job satisfaction, perceptions of organizational support, and perceptions of organizational goal norms. Data collected from 134 of 200 randomly sampled workers in a Yugoslav tooling plant yielded weak correlations but also indicated a moderating effect of exchange ideo…
Breadwinner vs. Non-Breadwinner Differences in Married Women's Job Satisfaction and Perceptions of Organizational Climate
The present study investigated differences in job satisfaction, interpersonal values, and perceptions of organizational climate between "breadwinning" and non-breadwinning married working women in a private sector organization. The data suggested that the breadwinners were significantly more satisfied with their pay and their opportunities for promotion and that they perceived a more favorable reward system in the organization. The results sugges…
Emotions running high: Examining the effects of supervisor and subordinate emotional stability on emotional exhaustion
We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both sample…
Effects of Politics, Emotional Stability, and LMX on Job Dedication
Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader–member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader–member exchange quality yielded high levels of job dedication among all employee…
Religion and Delay of Gratification
Breadwinner vs. Non-Breadwinner Differences in Married Women's Job Satisfaction and Perceptions of Organizational Climate
The present study investigated differences in job satisfaction, interpersonal values, and perceptions of organizational climate between "breadwinning" and non-breadwinning married working women in a private sector organization. The data suggested that the breadwinners were significantly more satisfied with their pay and their opportunities for promotion and that they perceived a more favorable reward system in the organization. The results sugges…
Sex Differences Among Bank Employees in the Relationships of Commitment with Psychological Climate and Job Satisfaction
Chusmir's (1982) model of sex differences in organizational commitment was examined. Bank employees (N = 106) responded to two measures of organizational commitment (Hrebiniak & Alutto, 1972; Porter, Steers, Mowday, & Boulian, 1974) and to the Job Description Index (Smith, Kendall, & Hulin, 1969) and the Organizational Climate Questionnaire (James & Jones, 1974), which provided data representing the three components of Chusmir's model—person vari…
Breadwinning Status as a Moderator of the Equity-Job Satisfaction Relationship
Delay of Gratification and Locus of Control as Predictors of Organizational Satisfaction and Commitment: Sex Differences
The relationships of two personality measures-locus of control and delay of gratification-with organizational satisfaction and commitment were investigated. Results indicated that orientation to delay reinforcement was positively related to commitment and satisfaction. Confirming previous findings, internality in locus of control was also positively related to the organizational constructs. However, results of analyses of sex differences and inte…
Perceived Probability of Going to Jail and Predictors of Attitudes toward Prisoners' Rights
In examining correlates of prisoners' rights, 109 undergraduates indicated the likelihood that they would never go to prison, completed the Just World Scale, a measure of conservatism, and a measure of attitudes toward prisoners' rights. Perceived likelihood of going to jail moderated the relationship between conservatism and attitudes toward prisoners' rights. That is, conservative students who expected never to go to prison showed little suppor…
Exchange Ideology as a Moderator of the Relationships Between Importance of Participation in Decision Making and Job Attitudes
The present study examined the relationships between reported importance of participation in decision making and three job attitudes of relevance to Yugoslav self-management, namely job satisfaction, perceptions of organizational support, and perceptions of organizational goal norms. Data collected from 134 of 200 randomly sampled workers in a Yugoslav tooling plant yielded weak correlations but also indicated a moderating effect of exchange ideo…
Dimensionality and Construct Validity of the Perceptions of Organizational Politics Scale (Pops)
The present study examined the dimensionality and construct validity of the Perceptions of Organizational Politics Scale (POPS) which is comprised of three subscales: (1) General Political Behavior, (2) Going Along to Get Ahead, and (3) Pay and Promotion. Results of analyses conducted on data collected from 1,297 civilian government employees were inconsistent with a multidimensional factor structure of the POPS. Principal components and confirma…
Interpreting Moderator Effects: Substitute for the Signed Coefficient Rule
Users of moderated multiple regression analyses often have used the "Signed Coefficient Rule" to interpret a moderator effect. This approach involves using the sign of the regression coefficient of the cross product term as an indication of the form of the relationship. Dissuading further use of the procedure, others advocated plotting techniques. In contrast, the present authors provide steps to interpret the form of moderator effects that can b…
The Role of Participation in Decision-Making in the Organizational Politics-Job Satisfaction Relationship
The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making with t…
The interactive effects of procedural justice and exchange ideology on supervisor‐rated commitment
Matched data collected from 143 employees and their immediate supervisors of a private sector organization indicated that employee perceptions of procedural justice were only related to supervisor‐rated affective commitment among employees with a strong exchange ideology. That is, individuals motivated by a fair exchange exhibited fewer affective commitment behaviors when they viewed the environment as unfair than when they perceived it to be fai…
The interactive effects of conscientiousness and agreeableness on job performance.
The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in …
Interactive effects of personality and organizational politics on contextual performance
The authors explored the process of evaluating contextual performance in the context of a politically charged atmosphere. They hypothesized that the negative relationship between perceptions of organizational politics and contextual performance is weaker among workers high in three of the Big Five model of personality dimensions—agreeableness, extraversion, and conscientiousness. Data were collected from a matched sample of 540 supervisors and su…
Interactive Effects of Personality and Perceptions of the Work Situation on Workplace Deviance.
Previous research on workplace deviance has examined the relationship of either personality or employees' situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of …
Interactive effects of impression management and organizational politics on job performance
The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor‐rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white‐colla…
An examination of the curvilinear relationship between leader–member exchange and intent to turnover
Based on the theoretical identification of three different motivational forces for voluntary turnover—affective, calculative, and alternative—we hypothesize that the relationship between supervisor–subordinate relationship quality (i.e., leader–member exchange) and turnover intentions is best represented as curvilinear as opposed to linear. We test this hypothesis in two organizational samples consisting of 402 employees from a water management d…
The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support
Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from…
The Pursuit of Public Journalism: Theory, Practice, and Criticism
When does adaptive performance lead to higher task performance
Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro‐level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro‐level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attent…
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered s…
The exhausted short-timer: Leveraging autonomy to engage in production deviance
This article explores the conditions under which autonomy may lead to production deviance (unsanctioned, non-task-focused behavior) rather than acting as a motivational job characteristic. In a study of 260 manual laborers, we applied Conservation of Resources Theory to propose an interaction among autonomy, emotional exhaustion and employment opportunity in predicting production deviance. We suggest that employees who experience emotional exhaus…
Effects of Politics, Emotional Stability, and LMX on Job Dedication
Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader–member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader–member exchange quality yielded high levels of job dedication among all employee…
Emotions running high: Examining the effects of supervisor and subordinate emotional stability on emotional exhaustion
We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both sample…
Psychology (23 works) · Social Psychology (21 works) · Job Satisfaction and Organizational Behavior (19 works) · Social Psychology (16 works) · Political science (12 works) · Perception (10 works) · Job satisfaction (8 works) · Politics (8 works) · Economics (7 works) · Organizational commitment (7 works)