Duane I. Miller

Development of Control-of-Outcome Scales and Self-Efficacy Scales for Women in Four Life Roles

Scales to measure control-of-outcome expectancies and self-efficacy expectancies based on social comparisons were developed for adult females in the four life roles of occupation, parenting, marriage, and economic management. Internal consistency and construct validity of the scales were examined in two studies. Internal consistency estimates of six of the eight scales exceeded .70. A factor analysis within each role supported the distinction between control-of-outcome expectancies and self-efficacy expectancies. Construct validity was supported by finding the hypothesized relations between the developed scales and standard measures of self-esteem, depression,and locus of control. As hypothesized, the developed scales accounted for unique portions of the variance in role-specific coping orientation and role stress. Specifically, control-of-outcome expectancies predicted active or passive coping orientation in the personal roles of parenting and marriage. It was concluded that the developed scales might have utility for understanding coping and experienced stress in various life roles.

Ecological Dissonance and Organizational Climate

Using some of the principles of cognitive dissonance theory, a theoretical corollary to Barkers 1968 ecological theory was developed. The result, referred to as ecological dissonance, was proposed as a theoretical explanation for several of the phenomena associated with the concept of organizational climate. The theory was also offered as an explanation of behaviors that can result from the introduction of stringent penalties for such offenses as driving-under-the-influence.

The Hooper equal opportunity measure: An operational definition of ecological dissonance theory

Research has indicated that organizations have climates that may affect the behavior of individuals within the organization. The purpose of this study was to define equal opportunity climate as a specialized form of organizational climate and to develop further the Hooper, Miller, Topping, and Wells-Parker (1989) measure of equal opportunity that is sensitive to sex inequity on the college campus. In addition, the study was designed to provide evidence for ecological dissonance theory, which predicts, among other things, that environments with ecological dissonance will result in low satisfaction and commitment among inhabitants. The results indicated, and it was concluded, that the factorial validity established through factor analysis, the internal consistency analysis, and the discriminant validity provided evidence for construct validity. Ecological dissonance theory predictions were also confirmed.

Factors of ability, communication, grievances, and personal optimism as predictors of student satisfaction, involvement, and alienation: An ecological dissonance interpretation

The present study examined the variables of ability, communication, grievances, and personal optimism as predictors of student satisfaction, involvement, and alienation. Weak but statistically significant correlations occurred between openness of communication and alienation (r = −.11), personal optimism and involvement (r = −.16), and grievances and student satisfaction (r = −.17). It was concluded that these results could have been loosely deduced from ecological dissonance theory (Miller, Topping, & Wells-Parker, 1989).

Leadership power discrepancies and worker morale: A test of ecological dissonance theory

The present study attempted to develop a new measure of ecological dissonance (Miller, Topping, & Wells-Parker, 1989) for an organization and to assess its relationship with measures of alienation, involvement, and satisfaction. Questionnaires were administered to 94 faculty members at Mississippi State University. It was hypothesized that respondents experiencing greater ecological dissonance would also show higher alienation scores, lower involvement scores, and lower satisfaction scores with regard to their jobs; it was also hypothesized that the ecological dissonance levels would vary among the four influence systems (department head, dean, provost, and president of university) and would affect morale to different degrees. Correlational analyses indicated significant correlations between the measures of ecological dissonance, alienation, involvement, and satisfaction. A regression analysis revealed that the ecological dissonance generated within the department head’s influence system was the best predictor of morale. Additionally, a repeated measures analysis of variance revealed that the four influence systems differed significantly in ecological dissonance. The results supported the hypotheses and ecological dissonance theory.

Ecological Dissonance Theory and Criterion Validity of the Hooper Equal Opportunity Measure

The purpose of the present study was to examine the Hooper Equal Opportunity measure as an operational definition of ecological dissonance theory and as a predictor of dissatisfaction with ones academic major, alienation from ones academic major, and involvement in ones academic major. The statistically significant correlations provided evidence for the criterion validity of the instrument while at the same time providing support for ecological dissonance theory.

Ecological dissonance in decision-making participation systems as a predictor of job satisfaction, involvement, alienation, and formalization

The discrepancy between measures of preferred and actual participation in decision making was used as a measure of ecological dissonance for an organization and then used to assess its relationship to job satisfaction, job involvement, job alienation, and job formalization. Questionnaires were administered to 143 faculty and staff members of Mississippi State University. Correlational analyses indicated mild relationships between the measures of ecological dissonance and job satisfaction, job involvement, job alienation, and job formalization, thus providing support for ecological dissonance theory (see Miller, Topping, & Wells-Parker, 1989). It was concluded that ecological dissonance in participation in decision making was a predictor of workers’ job satisfaction, job involvement, job alienation, and job formalization.

CONSTRUCTION AND VALIDATION OF A SEX-BASED EQUAL-OPPORTUNITY MEASURE FOR THE COLLEGE CAMPUS

The preliminary stages in constructing and validating a sex-based equal opportunity climate measure were researched. Content and construct validity were established for the initial instruments validation. 64 subjects comprised a content-evaluation panel to examine the measure based on content relating to equal opportunity. Construct validity was established through factorial validity, internal consistency, and discriminant validity. Three factors emerged in the factor analysis, indicating three subcategories related to an over-all construct of equal opportunity. Cronbach alphas for the internal consistency were high and corresponded to the factors. Statistically significant t tests indicated that each factor was sensitive to the experimental manipulation used to establish discriminant validity. It was concluded that the instrument had content and construct validity and would be a useful measure of ecological dissonance generated in sexist climates.

A work commitment typology of sales representatives in the college textbook industry

The paper presents the results of an empirical study designed to develop a work commitment typology of sales representatives based on the combination of scores for job involvement and organizational commitment. Four types are identified and profiled: the totally involved, the organizational prone, the job prone, and the unattached. A multiple discriminant analysis suggests the sales representatives view of work-related characteristics to be more useful than personal characteristics in predicting work commitment type. Strategies for influencing the predominant types are provided.