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Diversity issues in organizations have long been the subject of organizational studies and cultural examinations. While organizations have made several advancements to balance the presence of female representation in their employees, there remains a paucity of women in certain fields, most notably the tech industry where, despite similar performance in courses, women are alarmingly underrepresented. This paper examines this lack of diversity and proposes some remedies for specifically addressing the lack of women in the tech industry and can be extended to participation in any STEM careers that makes up a significant portion of the tech industry.
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Organizations are currently moving toward increased pay openness in the workplace; thus, it is important to determine the influence pay communication practices (pay secrecy and pay openness) have on employee outcomes and whether the increase in pay openness is merited and more beneficial for organizations. The purpose of this article is to analyze pay communication’s influence on workplace deviance and organizational citizenship behaviors (OCBs). Specifically, pay secrecy practices are hypothesized to influence employees to engage in less OCBs and more workplace deviance. Informational justice and distributive justice perceptions are included as mediators. Pay secrecy leads to greater workplace deviance as well as less OCBs and justice perceptions and thus, inferring the pay openness movement is merited. A Pay Communication scale was developed and validated for this study. Practical implications, limitations, and future research directions are provided. © 2018 Eastern Academy of Management.
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Marker variables provide an efficacious means of post hoc detection of common method variance (CMV) in data. These variables are measured in the same way as substantive variables, but because they are conceptually unrelated to the variables of interest, they are believed to be a proxy for CMV. Although marker variables have demonstrated effectiveness, questions remain as to what they actually measure, and thus, why they work. This lack of knowledge prevents researchers from choosing appropriate marker variables to include in same source surveys. The purpose of this research is to determine how four different marker variables account for common rater effects which can cause CMV. A metacognitive approach is used to develop an empirical study using two samples, with a focus on the specific rater effects of mood state, transient mood, consistency motif, and illusory correlations. Findings indicate that these marker variables elicit similar respondent reactions and do not create a notable psychological separation between substantive variables. Additionally, there is evidence that respondents’ use of consistency motifs and illusory correlations influence substantive variable relations. Finally, using the confirmatory factor analysis marker technique, data from two samples indicate the presence of CMV, but not bias from CMV, indicating that the problem of artificially inflated results due to CMV may be overstated.
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Managing the impact of employees' personal and work-related difficulties on workplace productivity is becoming increasingly salient for organizations. Employee Assistance Programs (EAPs) are one approach to help improve the quality of life for employees and maximize their productivity. While EAPs have many benefits, potential negative ramifications and legal considerations must also be considered. This article highlights some important cases and the best practices for organizations to utilize in creating clear organizational policies that align with equal employment opportunity and privacy laws in collaboration with legal and human resources professionals and employee assistance providers to reduce or eliminate potential liability.
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Instances of employees being `dooced' because of a social media post are becoming commonplace. Three research questions are presented to better understand workplace firings due to social media posts using justice theory and social convergence to fit within the nomological net. The first question examines employees' awareness of their employer's social media policy. The second question examines the role of offensiveness in the perceived fairness of the termination. The third question asks whether work-related posts (social convergence) and the presence of a social media policy (social media governance) influence the perception of termination fairness. Two data collection efforts are presented to test the research questions. The research findings extend the social media marketing governance literature by incorporating role theory and script theory. Managerial implications include the importance of developing and communicating to employees the organization's social media policies.
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Social and behavioral science researchers who use survey data are vigilant about data quality, with an increasing emphasis on avoiding common method variance (CMV) and insufficient effort responding (IER). Each of these errors can inflate and deflate substantive relationships, and there are both a priori and post hoc means to address them. Yet, little research has investigated how both IER and CMV are affected with the use of these different procedural or statistical techniques used to address them. More specifically, if interventions to reduce IER are used, does this affect CMV in data? In an experiment conducted both in and out of the laboratory, we investigate the impact of attentiveness interventions, such as a Factual Manipulation Check (FMC) on both IER and CMV in same-source survey data. In addition to typical IER measures, we also track whether respondents play the instructional video and their mouse movement. The results show that while interventions have some impact on the level of participant attentiveness, these interventions do not appear to lead to differing levels of CMV.
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- Journal Article (6)