Richard A Posthuma
Biographic Data
| ID | 6084639 |
|---|---|
| NAME | Richard A Posthuma |
| GIVEN NAMES | Richard A |
| FAMILY NAME | Posthuma |
| SIGNATURE | POSTHUMA R A |
| AFFILIATIONS | The University of Texas at El Paso |
| ORCID | 0000-0002-9639-9938 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 5 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 2 |
| FIRST PUBLICATION YEAR | 2005 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
Is more always better? The influences of guanxi beliefs, participative decision-making and perceived organizational politics on HK and US nurses’ job satisfaction
Purpose Drawing on the challenge–hindrance stressor framework and the “too-much-of-a-good-thing” principle, this study examined the curvilinear effects of two emic social challenge stressors (guanxi beliefs and participative decision-making (PDM)) and the moderating effect of an etic social hindrance stressor (perceived organizational politics) on Hong Kong and United States nurses’ job satisfaction. Design/methodology/approach A quantitative sur…
National culture moderators of pay for individual performance and the financial performance of multinational enterprises
We examined the effectiveness of pay for individual performance (PFIP) in companies operating in multiple cultures. With the use of data from 308 multinational enterprises (MNEs) collected by IBM's WorkTrendsTM project, we tested hypotheses regarding the moderating influence of the nine dimensions of the GLOBE country culture model on the relationship between PFIP and changes in financial performance over time. Multiple employees per firm (mean N…
Extending the boundaries of psychological ownership research
Purpose Psychological ownership (PO) theory and extended self theory explain why someone feels like the owner of his/her job or organization. Yet, there is limited prior research examining whether PO differs as an individual versus collective phenomenon, and in different cultural contexts. The authors extend this literature by examining the dimensionality of PO, multiple outcomes and cultural values as boundary conditions. Design/methodology/appr…
Attractor landscapes and reaction functions in escalation and de-escalation
Purpose – The purpose of this paper is to compare and contrast two formal models of escalation and de-escalation: the attractor landscape model and the S-shaped reaction function model. Also, the paper aims to enumerate conditions that affect the shape and location of reaction functions and, hence, the stability of less and more escalated states. Design/methodology/approach – Both models are presented together with geometric proofs of the main as…
Age Stereotypes in the Workplace
The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors …
From antiquity to the factory floor
Purpose The purpose of this article is to propose a conceptual framework for elucidating cross‐cultural paradoxes in dispute resolution and present a case study of a hybrid process that combines aspects of interest‐based mediation and indigenous dispute resolution in order to inform the design of conflict management systems in multinational enterprises (MNEs). Design/methodology/approach – A case study approach utilizing participant observation a…
Procedural justice's relationship with turnover
Despite arguments for a significant negative relationship, there have been ambiguous findings on the empirical relationship between procedural justice and turnover behavior. This study attempts to clarify these past findings by examining the effects of multiple dimensions of procedural justice on the voluntary turnover behavior of nurses in a work‐scheduling context ( N = 190). The advance notice and consistency dimensions were significantly and …
Comparing the Validity of Turnover Predictors in the United States and Mexico
This article compared the relative validity of traditional predictors of turnover intentions using samples from the USA and Mexico. Matched samples of retail grocery store employees (USA: N = 187; Mexico: N = 150) completed questionnaires that reported perceptions of inter-role conflict, positive affect, job satisfaction, perceived ease of movement and turnover intentions. Results indicate that job satisfaction and perceived ease of movement pred…
Procedural justice's relationship with turnover
Despite arguments for a significant negative relationship, there have been ambiguous findings on the empirical relationship between procedural justice and turnover behavior. This study attempts to clarify these past findings by examining the effects of multiple dimensions of procedural justice on the voluntary turnover behavior of nurses in a work‐scheduling context ( N = 190). The advance notice and consistency dimensions were significantly and …
From antiquity to the factory floor
Purpose The purpose of this article is to propose a conceptual framework for elucidating cross‐cultural paradoxes in dispute resolution and present a case study of a hybrid process that combines aspects of interest‐based mediation and indigenous dispute resolution in order to inform the design of conflict management systems in multinational enterprises (MNEs). Design/methodology/approach – A case study approach utilizing participant observation a…
Comparing the Validity of Turnover Predictors in the United States and Mexico
This article compared the relative validity of traditional predictors of turnover intentions using samples from the USA and Mexico. Matched samples of retail grocery store employees (USA: N = 187; Mexico: N = 150) completed questionnaires that reported perceptions of inter-role conflict, positive affect, job satisfaction, perceived ease of movement and turnover intentions. Results indicate that job satisfaction and perceived ease of movement pred…
Comparing the Validity of Turnover Predictors in the United States and Mexico
This article compared the relative validity of traditional predictors of turnover intentions using samples from the USA and Mexico. Matched samples of retail grocery store employees (USA: N = 187; Mexico: N = 150) completed questionnaires that reported perceptions of inter-role conflict, positive affect, job satisfaction, perceived ease of movement and turnover intentions. Results indicate that job satisfaction and perceived ease of movement pred…
Procedural justice's relationship with turnover
Despite arguments for a significant negative relationship, there have been ambiguous findings on the empirical relationship between procedural justice and turnover behavior. This study attempts to clarify these past findings by examining the effects of multiple dimensions of procedural justice on the voluntary turnover behavior of nurses in a work‐scheduling context ( N = 190). The advance notice and consistency dimensions were significantly and …
From antiquity to the factory floor
Purpose The purpose of this article is to propose a conceptual framework for elucidating cross‐cultural paradoxes in dispute resolution and present a case study of a hybrid process that combines aspects of interest‐based mediation and indigenous dispute resolution in order to inform the design of conflict management systems in multinational enterprises (MNEs). Design/methodology/approach – A case study approach utilizing participant observation a…
Age Stereotypes in the Workplace
The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors …
Attractor landscapes and reaction functions in escalation and de-escalation
Purpose – The purpose of this paper is to compare and contrast two formal models of escalation and de-escalation: the attractor landscape model and the S-shaped reaction function model. Also, the paper aims to enumerate conditions that affect the shape and location of reaction functions and, hence, the stability of less and more escalated states. Design/methodology/approach – Both models are presented together with geometric proofs of the main as…
Extending the boundaries of psychological ownership research
Purpose Psychological ownership (PO) theory and extended self theory explain why someone feels like the owner of his/her job or organization. Yet, there is limited prior research examining whether PO differs as an individual versus collective phenomenon, and in different cultural contexts. The authors extend this literature by examining the dimensionality of PO, multiple outcomes and cultural values as boundary conditions. Design/methodology/appr…
National culture moderators of pay for individual performance and the financial performance of multinational enterprises
We examined the effectiveness of pay for individual performance (PFIP) in companies operating in multiple cultures. With the use of data from 308 multinational enterprises (MNEs) collected by IBM's WorkTrendsTM project, we tested hypotheses regarding the moderating influence of the nine dimensions of the GLOBE country culture model on the relationship between PFIP and changes in financial performance over time. Multiple employees per firm (mean N…
Is more always better? The influences of guanxi beliefs, participative decision-making and perceived organizational politics on HK and US nurses’ job satisfaction
Purpose Drawing on the challenge–hindrance stressor framework and the “too-much-of-a-good-thing” principle, this study examined the curvilinear effects of two emic social challenge stressors (guanxi beliefs and participative decision-making (PDM)) and the moderating effect of an etic social hindrance stressor (perceived organizational politics) on Hong Kong and United States nurses’ job satisfaction. Design/methodology/approach A quantitative sur…
Psychology (8 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Political science (5 works) · Economics (4 works) · Management (4 works) · Social Psychology (4 works) · Business (3 works) · Law (3 works) · Statistics (3 works)