Cherlyn Skromme Granrose

Sources of Motivation to Choose Employee Ownership as An Alternative to Job Loss

Survey data from 943 supermarket-chain employees facing a shutdown indicated that those inclined toward employee ownership held stronger entrepreneurial and collective attitudes than other employee...

A Proposed Model of Support Provided by Two-Earner Couples

Predictors of providing support among two-earner couples have rarely been examined. This paper reviews existing literature on work family dynamics and proposes that providing support is a consequence of factors in the support environment, the providers resources, and the providers willingness to provide support based on perceptions of equity, appropriateness, and rewards.

A Fishbein-Ajzen model of intention to work following childbirth

Abstract This research identifies factors which influence college womens intention to work during the first 3 years following childbirth. It uses a model, derived from M. Fishbein and I. Ajzen (1975, Belief, attitude, intention, and behavior , Reading, MA, Addison-Wesley) as modified by P. M. Bentler and G. Speckart (1979, Psychological Review , 86 , 452–464), which proposes that intentions are a function of own work experience, vicarious experience with a working mother, subjective normative pressure, and attitudes. Data collected via a mailed questionnaire from 202 white women and analyzed using maximum likelihood estimation of structural equation parameters supported the fit of the model. Attitudes had the strongest influence on intentions.

Factors influencing women's decision to leave an organization following childbirth

The purpose of this study was to understand the reasons why college-educated women leave organizations after childbirth. Results from 228 women who participated in a study of intention to work following childbirth indicated specific work and family factors that differentiated mothers who returned to work from mothers who stayed home after childbirth. Comparisons were also made between women who had a child and those who anticipated having a child. The findings are discussed in terms of their implications for organizational policy makers.

Are Women Interested in Saving Their Jobs Through Employee-Ownership?

This report compares sex differences in motivation to pledge money to become an employee-owner among 943 men and women workers faced with an area-wide shutdown of supermarkets. Women and men were equally likely to desire employee-ownership, but some differences exist in factors related to their decision. Among women, support for the union contract and entrepreneurial ideals was related to desire for employee-ownership, and having insufficient income was the most important barrier. Among men, entrepreneurial ideals, risk taking and collective ideals were important predictors of pledging while protecting seniority benefits was the most important detractor.

Work goals of Taiwanese men and women managers in Taiwanese, Japanese and American owned firms

Abstract This study compares the importance of ten work goals for 1,820 Taiwanese men and 104 Taiwanese women, working in Taiwan for firms controlled primarily by Taiwanese, Japanese or American investors. When age, education, tenure, and position level are controlled, men believe the work goals of contributing to company success, advancement, earnings, and task challenge are more important than women do. Only the importance of good working conditions differs by firm type. These findings partially support the hypothesis that Taiwanese cultural work goals remain the same even in non-Taiwanese work settings.

Employee Ownership and Older Workers

This paper examines the response of older workers to an employee ownership alternative when A&P shut down all supermarkets in one geographic area of the United States. Older workers lost more benefits and were more dissatisfied with the contract negotiations that resulted in employee ownership but this dissatisfaction was not related to willingness to pledge money to become an employee owner. Older workers who were not old enough to retire, who were willing to take risks, and who believed in entrpreneurism were most likely to want to become employee owners, but, in general, employee ownership does not appear to be a particularly desirable solution to problems of unemployment among older workers.