| Gender as a Moderator of the Relationship Between Psychological Climate Perceptions and Employee Dedication: A Look at Organizational Commitment and Turnover Intentions |
| | Bing, Mark N. | U. of Tennessee, Knoxville | MNB343@AOL.COM | (423)-909-0591 |
| | Burroughs, Susan M. | U. of Tennessee, Knoxville | SusanMBurr@AOL.COM | (423)-974-3161 |
| | Helford, Michael C. | Roosevelt University | MHelford@AOL.COM | (847)-724-6804 |
| | This study was designed to investigate whether or not the relationship between psychological climate and employee dedication depended upon employee gender. Specifically, the moderating influence of gender on the relationship between eight dimensions of psychological climate (autonomy, cohesion, trust, pressure, support, recognition, fairness, and innovation) and three components of employee dedication (affective commitment, continuance commitment, and turnover intentions) was examined. The sample consisted of 572 (299 women, 273 men) working adults from 10 organizations. When testing the research questions posed, we controlled for critical covariates of gender including employee age, education level, job tenure, and organizational membership. Of the employee dedication variables only continuance commitment was significantly related to gender, with female employees having higher levels in comparison to men. Trust was the only climate variable related to gender, with males perceiving a significantly higher level of workplace trust in comparison to females. The task-oriented psychological climate dimensions of organizational support and innovation were significant predictors of employee dedication for males, whereas the relationship-oriented psychological climate dimensions of cohesion and recognition were significant predictors of employee dedication for females. Limitations, implications, and future research directions are discussed. |
| | Keywords: gender; climate; commitment |
| The Impact of Demographic Diversity and Perceived Similarity on Mentoring Outcomes: The Moderating Effect of Time |
| | Turban, Daniel B. | U. of Missouri, Columbia | Turban@missouri.edu | 573 882-0305 |
| | Dougherty, Thomas W. | U. of Missouri, Columbia | dougherty@missouri.edu | (573)-888-4412 |
| | Lee, Felissa K. | U. of Missouri, Columbia | c697618@showme.missouri.edu | [(573)-817-0450] |
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The purpose of this study was to examine the impact of demographic diversity (similarity) and perceived similarity on
protégé perceptions of mentoring outcomes. In particular, we hypothesized that these relationships would vary depending
upon the duration of the relationship. Specifically, we expected that demographic diversity would lead to negative outcomes
early in the relationship, but that such effects would dissipate later in the relationship. Furthermore, we predicted that
perceived similarity, conceptualized as deep-level similarity, would be more strongly related to mentoring outcomes for
longer duration versus shorter duration dyads. In general, duration of the relationship moderated the effects of perceived
similarity and demographic diversity on mentoring outcomes, although the pattern of means was more complex than
originally hypothesized. We discuss implications of our results for scholars interested in diversity and mentoring. |
| | Keywords: Demographic Diversity; Mentoring Relationships; Time |
| Global and Facet Variables as Predictors of Intention to Quit for Managerial and Non-Managerial Men and Women |
| | Campbell, Donald J. | National U. of Singapore | fbadjc@nus.edu.sg | (65) 874-6886 |
| | Campbell, Kathleen M. | National U. of Singapore | fbakmc@nus.edu.sg | (65) 773-3349 |
| | Prior research on gender and turnover has produced inconsistent findings. Some investigators have argued that the use of more highly focused job, work and organization facets can reveal
patterns not captured by more global measures,and thus resolve some of these contradictory results. Using a sample of almost 1200 individuals, the current study first examined the
relationship between quit intentions and global measures of job satisfaction and organizational commitment within each of four groups (male non-managers, male managers, female non-managers
and female managers). As hypothesized, the global measures were highly and similarly correlated to an individual's intention to quit in all four groups, suggesting no gender/job level
effects. However, when we substituted a set of 11 specific facet measures in place of the two global measures, a unique facet pattern for each group emerged, as hypothesized. Discussion
centered on some cautions in interpreting the research and on the need for fully developed theoretical models to guide facet research. |
| | Keywords: Intention To Quit; Gender Effects; Job Satisfaction |
| 'Playing the race card': Effect of race on affective commitment and intent to turnover of university faculty |
| | Smith, Janice Witt | North Carolina A&T State U. | janices@nr.infi.net | (336) 334-7656 x-4037 |
| | Academic faculty represent an elite occupation, where the rules of entry and requirements
for the title of "faculty colleague" to be conferred upon those who have earned doctorates are well defined.
Individuals who attain the highest level of education may gain entrée into these hallowed ranks.
Racioethnic minorities in a variety of occupations experience numerous organizational and
societal barriers to their success and have less success in terms of objective outcomes than their Caucasian
counterparts. This study examines whether racioethnic minority academic faculty, who have made the
same capital investments as their majority counterparts, experience the organization differently,
impacting their affective commitment and intent to turnover.
Despite the barriers that racioethnic minorities face, there are no differences between the groups,
in their affective organizational commitment or intent to turnover. However, when the
intersection of race and organization are examined, there is an effect on affective commitment. It is not
"merely" the individual's race but the policies and practices of the organization which impact the level of
the individual's affective commitment. The individual's tenure status and organization affect the
individual's intent to leave the organization, while the intersection of race and school (organization)
does not affect an individual's intent to turnover. If equally prepared individuals are affectively
committed similarly and have basically the same intent to turnover, what accounts for differences in
objective outcomes continues to be fruitful for further inquiry.
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| | Keywords: race; commitment; faculty |