| The Impact of Work-Life Policies and Practices on Employee Loyalty: A Life Course Perspective. |
| | Roehling, Mark V. | Western Michigan U. | mark.roehling@wmich.edu | (616)-387-5860 |
| | Roehling, Patricia V. | Cornell U. | pvrl@cornell.edu | 607-2550507 |
| | Moen, Phyllis | Cornell U. | pem3@cornell.edu | 607-255-0507 |
| | This study invesitgates the relationships among work-life policies (child care support, flexible time), informal support, and employee loyalty over the life course using survey data from a representative sample of 3,718 American workers. The central thesis is that our understanding of the impact of work-life policies on employee loyalty will be enriched by greater consideration of the multiple, intertwined, non-work and work contexts that influence employee attitudes and behavior. This thesis was reflected in specific hypotheses regarding the relationship of employers' child care policies and employee loyalty. The hypotheses received considerable support from the results of analyses that simultaneously take into account employee gender, life stage (defined by age and parental status), and marital status. The relationship between employee loyalty and child care policies vareis for men, women, and non-married women across the life course.
However, as predicted, employers' flexible time policies had a consistent, positive association with employee loyalty, across gender and life course. The theoretical and practical implications of the findings are discussed. |
| | Keywords: loyalty; work-life policies; life course |
| Employee Satisfaction With the Performance Appraisal and the Appraiser; The Role of Perceived Appraisal Use |
| | Boswell, Wendy R. | Cornell U. | wrh4@cornell.edu | 607-255-6552 |
| | Boudreau, John W. | Cornell U. | jwb6@cornell.edu | (607)-255-5427 |
| | This research investigates how employee perceptions of performance appraisal use relate to employee satisfaction with the performance
appraisal and with the appraiser--the employees' immediate supervisor. Survey data over two time periods and employee performance ratings
from a production equipment facility were used for the analyses. Employee perceptions that appraisals were used for development were
positively associated with both attitudinal variables, after controlling for performance ratings and demographics. Perceptions of appraisal use
for evaluation did not show a significant relationship with either employee attitude. The present research brings renewed support for the
importance of individual development in the performance appraisal process. Implications and limitations of the findings are discussed. |
| | Keywords: Performance appraisal; Attitudes; Development |
| A Model of Perceptions of Contingent Workers |
| | Bourhis, Anne C. | U. Laval | Anne.Bourhis@mng.ulaval.ca | (418) 656-2131, ext. 2448 |
| | A model is proposed to understand the work-related perceptions of contingent workers (i.e., job insecurity, unpredictability, control, psychological contract, and equity). Based on work by Beard and Edwards (1995), the current model suggests that job characteristics (i.e., working conditions, hierarchical level, and job content), individual characteristics (i.e., choice of employment status, individual needs), organizational characteristics (i.e., socialization, supervision), and social characteristics (i.e., economic and legal context) interact with employment status to influence workers' perceptions. The model and its implications are discussed. |
| | Keywords: Contingent employment; Workers' perceptions; |
| Differing Conceptualizations of Pay Satisfaction Dimensionality: A Test of a Random-Effects Model |
| | Sturman, Michael C. | Louisiana State U. | msturma@lsu.edu | 225-388-6195 |
| | Carraher, Shawn M. | Indiana State U. | MFCARRAH@BEFAC.INDSTATE.EDU | (812)-237-2086 |
| | This study examines how individuals conceptualize pay satisfaction as measured by Heneman and Schwab’s (1985) Pay Satisfaction Questionnaire. Most previous work has assumed a fixed-effects model, where one "true" correlation describes the relationship between two dimensions. We argue that this assumption is tenuous, and investigate how individual characteristics influence the nature of the relationships between the components of pay satisfaction. We test the appropriateness of a random-effects model, and we explore how cognitive complexity relates to the within-individual variance. Using a sample of teachers and financial service employees, we replicate factor analyses showing the PSQ to load on its hypothesized four dimensions. However, we show that there is systematic within-person variance. Furthermore, we show that some of this variance is predictable by individual levels of cognitive complexity. Implications from this work are drawn for future research on pay satisfaction and studies examining the dimensionality of other measures. |
| | Keywords: Pay Satisfaction; Random-Effets; PSQ |
| It's Not How Hard You Work, But How You Work Hard: Evaluating Workaholism Components |
| | Burke, Ronald J. | York U. | rburke@bus.yorku.ca | (416) 736-5096 |
| | This study examines the relationship of three workaholism components (work involvement, feeling driven to work, work enjoyment) proposed
by Spence and Robbins (1992) and a variety of work and psychological well being outcomes. Workaholism components generally had
significant relationships with these outcome measures, controlling for personal and situational factors. Feeling driven was more likely to be
associated with negative well-being outcomes; work enjoyment more likely associated with positive work outcomes. |
| | Keywords: work; workaholism |