Christine M. Riordan

A Review of Cross-Cultural Methodologies for Organizational Research: A Best- Practices Approach

Cross-cultural studies that use self-report instruments can present researchers with a variety of challenges. This article reviews the organizational research literature between the years of 1995 and 2001 to identify common practices prevalent in this type of research. Key methodological issues are examined within the context of a three-stage framework: (a) the development of the research question, (b) the alignment of the research contexts, and (c) the validation of the research instruments. This examination serves as a basis for the identification of best-practice recommendations for cross-cultural researchers.

Defining and Measuring Employees’ Identification with Their Work Groups

The objective of this study was to develop a conceptually and methodologically sound measure of employee identification with the work group. A three-phase analysis approach was used. First, a content analysis was conducted with subject matter experts (SMEs) in the field of organizational behavior and psychology. Second, an exploratory factor analysis of the factor structure was conducted using a sample of employees from a credit union (N = 140). Finally, confirmatory analyses using LISREL 8 were conducted with a sample of employees derived from four insurance organizations (N = 309). The exploratory and confirmatory factor analyses supported the factor structure of the identification measure and the scale scores showed acceptable levels of internal consistency in both samples ([.alpha] = .78; [.alpha] = .79, respectively). We also demonstrated that the construct of work group identification is distinct from but related to both work group cohesiveness and work group communication.

A Review and Examination of Demographic Similarity Measures Used to Assess Relational Demography Within Groups

Relational demography within groups, or an individuals demographic similarity to a group, is a type of cross-level theory labeled as an individual-within-the-group model. Previous researchers used three different approaches for measuring the core construct of demographic similarity: the difference score, interaction term, and perceptual approaches. This article provides an in-depth review of the measurement definition, conceptual properties, and limitations of each approach, highlighting similarities and differences among them. Then, the authors use data from four financial service organizations to demonstrate that the three measures minimally relate to one another and differentially relate to work outcomes. Although researchers often use the three measures interchangeably, this article suggests that they assess distinct components of the demographic similarity construct or measure the construct with differing degrees of success. Based on the review, the authors offer best-practice guidelines for researchers as to how to use each approach most effectively.

Is all sexual harassment viewed the same? Mock juror decisions in same- and cross-gender cases.

Given recent court decisions, there is a need to investigate less common forms of sexual harassment, including women harassing men and same-gender harassment. The present study was a 2 (harasser gender) x 2 (target gender) x 2 (participant gender) factorial design in which 408 mock jurors made decisions in a hostile work environment case. Women harassing men were more likely to be found guilty than were men harassing women, and harassers in same-gender cases were more likely to be found guilty and were perceived more negatively than harassers in cross-gender cases. Participant gender differences were found in cross-gender, but not same-gender, conditions. Results suggest that the gender composition of the harasser and target may be an extralegal factor influencing managerial and juror decision making.

The Development of a Measure of Desired Moral Approbation.

The moral approbation model has recently been proposed as a partial explanation for the observed disparity between moral decisions and moral action. A critical component of this model is an untested individual-difference variable, desired moral approbation, defined as the amount of approval that individuals require from themselves or others in order to proceed with moral actions without discomfort. This study focused on the development of a scale that measures individuals’desire for moral approbation. Factor analysis of data gathered from university business students (N = 382) supported the viability of desired moral approbation, which was composed of three distinct constructs: (a) desire for moral praise from others, (b) desire to avoid moral blame from others, and (c) desire for moral approval from the self.

From Quality Circles to Self-Managed Work Teams: Are Employee Teams Legal in the United States?

This paper focuses on the legal status of employee teams, such as quality circles, that are commonly used within organizations in the United States. At present, the National Labor Relation Act (the Act), which governs labor–management relations, also has direct implications for the types of employee teams that can be legally implemented within organizations. This paper reviews the governing sections of the Act and analyzes how they apply to the use of employee teams. Suggestions for avoiding or dealing with illegally formed employee teams are offered.