Bobby Medlin

Developing optimism to improve performance: an approach for the manufacturing sector

An organizational optimism model is developed and tested. The constructs of optimism subculture and goal setting process are investigated as antecedents to the level of employee optimism and individual and organizational performance are investigated as direct and indirect consequences of the level of employee optimism. Data relating to the constructs were collected from 133 manufacturers and subjected to structural equation modeling analysis. The proposed model fits the data well. Results indicate that managers may improve individual and organizational performance by raising levels of employee optimism and that levels of optimism may be raised through development of an optimism subculture and implementation of a goal setting process.

Impact of relational differences on supervisor/subordinate dyad

Purpose – Prior research indicates that workplace diversity negatively impacts the job satisfaction and organizational commitment levels of minority workers. This study investigates the impact of age and gender diversity between human resources (HR) professionals and their supervisors on the satisfaction and commitment levels of the professionals.Design/methodology/approach – Data from 279 HR professionals employed by large US manufacturers were collected using a traditional mail methodology and were analyzed using ANOVA.Findings – Neither age differential, gender differential nor age and gender differential interaction were found to impact the job satisfaction and organizational commitment levels of HR professionals.Research limitations/implications – Although it appears that the number of females and, in particular, female supervisors is under represented in the sample, it is likely that the sample accurately reflects the current status of the manufacturing labor force.Practical implications – The negat...

Impact of recession-based workplace anxiety

The impact of recession-based workplace anxiety on employee engagement, organisational commitment and job satisfaction is investigated. Data collected from a sample of 304 full-time employees are analysed following a structural equation modelling methodology. Although recession-based workplace anxiety directly and negatively impacts employee engagement, organisational commitment and job satisfaction as hypothesised, the structural model does not fit the data well. A proposed alternate model with anxiety directly impacting engagement and indirectly impacting commitment and satisfaction through engagement better fits the data. Results indicate that workers experiencing anxiety related to recessions may experience reductions in engagement, commitment and satisfaction.