Arthur G. Bedeian

Outcomes of Work-Family Conflict Among Married Male and Female Professionals

The assumption that work and family are separate domains with little cross-impact has been increasingly questioned. Drawing on a sample of 423 male and 335 female accounting professionals, this study evaluates a model of the process by which work-related role stress and parental demands interact to influence job satisfaction and marital satisfaction and, ultimately, overall life satisfaction. Results indicate general support for the hypothesized model, revealing only minor sex differences. The relationship between parental demands and life satisfaction was mediated by satisfaction with childcare arrangementsfor women, but not men, with young children at home.

Work experiences, job performance, and feelings of personal and family well-being

Abstract The present study examined the interaction between job performance and specific work experiences on three indicators of personal and family well-being (marital adjustment, work-family conflict, and quality of life) among 336 accountants. Perceptions of a nonsupportive and inequitable work environment, role conflict, and extensive time commitment to work were each related to one or more indicators of well-being. In addition, the relationship between job performance and well-being varied as a function of gender, time commitment to work, and the degree of role conflict experienced.

Age, tenure, and job satisfaction: A tale of two perspectives

Abstract This study was designed to explore the relations among tenure, age, and job satisfaction as a way of testing two alternative paradigmatic perspectives. Accordingly, it tells a “tale of two perspectives” in which previous researchers, using different “lenses,” have seen different things even though ostensibly viewing the same employee characteristics. Hierarchical polynomial regression analysis was used to assess the form of the relations between tenure/age and job satisfaction, and to compare the stability of the relations as suggested by job experience and career stage models for separate samples of male (n = 172) and female (n = 592) respondents. Results indicate that though age and tenure are natural dependent, time-related variables which co-vary with one another, they are distinct variables leading to different outcomes. Tenure (however measured) was a more consistent and stable predictor of job satisfaction than chronological age. The functional relation between tenure and job satisfaction, however, was found to differ for males and females.

Breaking the Silence: The Moderating Effects of Self‐Monitoring in Predicting Speaking Up in the Workplace*

Whereas both management scholars and practitioners emphasize the importance of employee input for improving workplace practices, research suggests that many employees are hesitant to express their opinions or voice their views because doing so might lead to retaliation. Consequently, they remain silent rather than speak up about workplace happenings, actions or ideas of others, needed changes, and other job-related issues. Drawing on various literatures, we developed and tested a conceptual scheme for examining the influence of self-monitoring on the relationships between two individual (locus of control and self-esteem) and two contextual (top-management openness and trust in supervisor) factors and speaking up. Data from 118 telecommunications employees and their coworkers provided supporting evidence. As predicted, low self-monitors, in comparison to high self-monitors, spoke up more often as internal locus of control, self-esteem, top-management openness, and trust in supervisor increased. The theoretical and practical implications of our results are discussed. Copyright Blackwell Publishing Ltd 2003.

On the Use of the Coefficient of Variation as a Measure of Diversity

The coefficient of variation (V) is a statistical measure commonly used for comparing diversity in work groups. It has been employed by organizational researchers to index the relative internal variability of top-management teams, task groups, boards of directors, departments, and other social aggregates on numerous dimensions. Commenting on its widespread application, this article reviews cautions and pitfalls associated with its use for this purpose. Research implications associated with using V are also discussed.

Career commitment and expected utility of present job as predictors of turnover intentions and turnover behavior

Abstract This study investigated two hypotheses relevant to the employee withdrawal process as it relates to career commitment and expected utility of present job for attaining valued career outcomes. Data pertaining to career commitment, expected utility of present job, turnover intentions, and actual turnover of 244 nursing professionals were examined. Expected utility of present job for attaining valued career outcomes was found to interact with career commitment in predicting intent to leave. The relation between expected utility of present job and turnover intent was negative for subjects with high career commitment, but positive for subjects with low career commitment. Further, it was found that (i) while career commitment interacted with expected utility of present job to predict turnover intentions and (ii) while turnover intentions had a direct effect on turnover, (iii) neither career factor was related directly to turnover when holding turnover intentions constant, thus intimating that the individual career factors affect turnover through turnover intentions. Both the theoretical and the practical implications of these results for understanding the psychology of the withdrawal process are discussed.

Job Burnout and Employee Engagement A Meta-Analytic Examination of Construct Proliferation

Drawing on 50 unique samples (from 37 studies), the authors used meta-analytical techniques to assess the extent to which job burnout and employee engagement are independent and useful constructs. The authors found that (a) dimension-level correlations between burnout and engagement are high, (b) burnout and engagement dimensions exhibit a similar pattern of association with correlates, and (c) controlling for burnout in meta-regression equations substantively reduced the effect sizes associated with engagement. These findings suggest that doubts about the functional distinctiveness of the dimensions underlying burnout and engagement cannot be dismissed as pure speculation.

The Manuscript Review Process The Proper Roles of Authors, Referees, and Editors

Drawing on a 28-item survey, this article reports the editorial experiences of 173 lead authors of articles published in theAcademy of Management Journal andAcademy of Management Review, over the period 1999 to 2001, to explore some relatively new dynamics that have changed the character of the manuscript review process and given rise to a mounting debate over the proper roles of authors, referees, and editors. Among the survey’s more disturbing findings, more than one third of the responding authors reported that recommended revisions in their manuscripts were based on an editor’s or referee’s personal preferences, and almost 25% indicated that in revising their manuscripts they had actually made changes they felt were incorrect.

Outcomes of Role Stress: A Multisample Constructive Replication

Responses from four separate samples of accountants and hospital employees provided a constructive replication of the Bedeian and Armenakis (1981) model of the causal nexus between role stress and selected outcome variables. We investigated the relationship between both role ambiguity and role conflict--as specific forms of role stress--and job-related tension, job satisfaction, and propensity to leave, using LISREL IV, a technique capable of providing statistical data for a hypothesized population model, as well as for specific causal paths. Results, which support the Bedeian and Armenakis model, are discussed in light of previous research.

Simple Question, Not So Simple Answer: Interpreting Interaction Terms in Moderated Multiple Regression

The appropriate interpretation of interaction terms in studies employing moderated multiple regression (MMR) analysis is considered. It is argued that given a theory-based, a priori hypothesis, an MMR analysis is analogous to a planned statistical comparison and, thus, a significant overall F value is not a prerequisite for interpreting a significant interaction term.