Transitions in work memberships, relationships, and roles can result in work-related identity loss. This article contributes to a growing body of research examining identity transitions by providing ...a dynamic model to explain these identity losses. Our model incorporates principles from identity research and grief research to predict how employees will react to the loss of a work-related identity. We conceptualize the transition period as one of liminality, during which individuals engage in sensemaking and emotion regulation to determine who they were and who they are becoming. Specifically, the process involves cognitive and emotional processing in two domains: loss orientation and restoration orientation. We propose that emotions experienced (and their associated regulatory foci) are critical for determining whether individuals experience adaptive or maladaptive identity-related outcomes.
This cross-level field study, involving 187 employees from 35 groups in 20 organizations, examined how individuals' antisocial behaviors at work are shaped by the antisocial behavior of their ...coworkers. We found a positive relationship between the level of antisocial behavior exhibited by an individual and that exhibited by his or her coworkers. We also found that a number of factors moderated this relationship. Finally, we found that dissatisfaction with coworkers was higher when individuals engaged in less antisocial behavior than their coworkers.
This research examined the employment contracts and experiences of information technology contractors working on H-1B visas for bodyshopping firms in the United States. Examination of these ...nontraditional workers allows for the emergence of insights that promote theory development on psychological contracts (PCs). In a qualitative study of 54 Indian contractors, we identified experiences that both contradict and further develop our currently limited understanding of the PC development process. Specifically, we found evidence of underdeveloped contracts, different PC content, missing PC elements, a high frequency of breach, PCs becoming more transactional over time, and the significant role of context in the PC development process. We discuss the implications of our findings related to these nontraditional workers for research on PCs.
Organizational Socialization Chao, Georgia T; O'Leary-Kelly, Anne M; Wolf, Samantha ...
Journal of applied psychology,
10/1994, Letnik:
79, Številka:
5
Journal Article
Recenzirano
Content dimensions of the socialization domain were defined in order to determine relationships between learning particular features of a job/organization and the process and outcomes of ...socialization. Six socialization dimensions-performance proficiency, politics, language, people, organizational goals/values, and history-were supported by a factor analysis on data from 594 full-time professionals. The socialization process was then examined by comparing three groups of respondents who did not change jobs, changed jobs within the organization, or changed jobs and organizations. Results showed these groups had significantly different response patterns on all dimensions. Finally, relationships between socialization content and career outcomes showed the dimensions accounted for more variance in all criteria than typical tenure operationalizations of socialization. Furthermore, socialization changes were significantly related to changes in career outcomes for 1-, 2-, and 3-year time intervals.
Aggression and violence are of increasing concern to American employees and employers; however, these issues have received limited research attention in the management literature. We focus here on ...those aggressive actions and violent outcomes that are instigated by factors in the organization itself, labeled organization-motivated aggression (OMA) and organization-motivated violence (OMV). Specifically, we define the terms OMA and OMV, provide a social learning model of OMA, and present research propositions related to the model.
This research combined meta-analytic and narrative review methods in an effort to assess the influence of group goals on group performance. The meta-analytic review revealed a strong group goal ...effect. The narrative review discusses the generalizability of the group goal effect and provides suggestions for designing future group goal-setting research.
In research on sexual harassment, authors have given little attention to sexual harassers. We present an actor-focused model of sexual harassment interactions. In the model, which is based on ...interpersonal aggression research, we frame sexual harassment as one form of behavior an actor might choose for pursuing valued goals. The model is interactive, in that we discuss the effects of sexually harassing actions on the target's perceptions, motives, and behavioral response choice. We also provide propositions to guide future research.
This field experiment examined the main and interactive effects of self-efficacy and feedback (i.e. the use of feedback versus no feedback) on performance in a speed reading class. Results showed ...that the provision of feedback was beneficial to the performance of all subjects, however as subject self-efficacy increased, the beneficial effects of feedback to the subject's performance also increased. Subjects who received feedback on their performance experienced significantly greater increases in self-efficacy than subjects who received no feedback. The more positive the performance feedback received, the greater the increase in individual self-efficacy. The implications of these results for training programs are discussed.
This paper provides an overview of research related to participation programs in organizations. Although certain relationships, such as the participation-performance association, have been adequately ...addressed in the literature, other aspects of the participation process have received very limited research attention, We propose that research move away from a narrow focus on certain aspects of the participation process and move toward a more inclusive agenda. To facilitate this movement, we provide a participation framework that organizes what is and is not known about participation, develop an operational definition of participation, summarize the incentives that motivate participation, review individual and organizational contextual factors that relate to participation, describe participation-outcome relationships, and note essential measurement questions.
Recent research by
Tubbs and Dahl (1991)
and
Tubbs (1993)
has proposed that discrepancy measures of goal commitment are superior to self-report measures. We explore the theoretical, practical, and ...empirical problems with discrepancy measures of goal commitment. We reanalyzed some of the relationships discussed by these authors using their data and demonstrate that the failure to control for ability leads to incorrect conclusions regarding the relative usefulness of discrepancy versus self-report measures. In addition, we conducted a separate study to further compare the usefulness of these different measures. Finally, we discuss the meaning of goal commitment and the role of goals in the motivational process.
