E. Kevin Kelloway

Effects of Transformational Leadership Training on Attitudinal and Financial Outcomes: A Field Experiment

A pretest-posttest control-group design (N = 20) was used to assess the effects of transformational leadership training, with 9 and 11 managers assigned randomly to training and control groups, respectively. Training consisted of a 1-day group session and 4 individual booster sessions thereafter on a monthly basis. Multivariate analyses of covariance, with pretest scores as the covariate, showed that the training resulted in significant effects on subordinates perceptions of leaders transformational leadership, subordinates own organizational commitment, and 2 aspects of branch-level financial performance.

Using the Job-related Affective Well-being Scale (JAWS) to investigate affective responses to work stressors

Prior research linking job stressors to psychological strains has been limited to a small number of emotional reactions. This article describes research linking job stressors to a wide range of affective states at work. In Study 1, a multidimensional scaling procedure was used on a matrix of similarity judgments by 51 employees of 56 job-related affective statements to support a 2-dimensional view of affective well-being. In Study 2, ratings of the affect statements by 100 employees further supported the contention that the dimensions were pleasure-displeasure and degree of arousal. In Study 3, 114 full-time university employees responded to the Job-Related Affective Well-Being Scale, which was found to be related to measures of job stressors as well as job satisfaction and physical symptoms.

Behind Closed Doors: In-Home Workers' Experience of Sexual Harassment and Workplace Violence,

The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their clients home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested.

Job insecurity and health : The moderating role of workplace control

Based on data from 187 black South African gold miners, we examine the relationships between job insecurity, workplace control and personal outcomes (psychosomatic symptoms, negative mood, blood pressure) and organizational outcomes (turnover intentions, organizational commitment). Job insecurity was positively related to turnover intentions and negative mood. Perceptions of workplace control (ie the ability to protect oneself from negative events at work) were negatively related to both turnover intentions and negative mood, and positively related to organizational commitment. Perceived control moderated the relationship between somatic symptoms and blood pressure on the one hand, and job insecurity. Job insecurity was positively associated with somatic symptoms and blood pressure when perceived workplace control was low, but unrelated to these outcomes when perceived workplace control was high. Implications of these results for interventions are discussed.

Preemployment predictors of union attitudes : the role of family socialization and work beliefs

A process model of the preemployment predictors of union attitudes was developed and tested. Fifty-nine high school and 143 university students completed questionnaires on family socialization, work beliefs, union attitudes, and willingness to join a union. Linear structural equation modeling showed that union attitudes predicted willingness to join a union and were predicted by humanist and Marxist work beliefs and by subjects perceptions of their parents union attitudes. Subjects perceptions of their parents union attitudes were predicted by perceptions of parents involvement in union activities. The results extend findings that union attitudes are of critical importance to unionization in a sample of individuals not yet employed. In addition, several predictors of union attitudes prior to entry into the workplace were identified.

Time management and achievement striving interact to predict car sales performance.

Recent research (T. H. Macan, 1994) questioned the importance of time management in predicting performance. The authors tested the hypothesis that time management behaviors interact with achievement striving to predict car sales performance. On the basis of data from 102 salespeople, moderated regression analyses supported that hypothesis. There was a significant interaction between short-range planning and achievement striving. Results show how time management is related to job performance under conditions of high motivation. Despite a large literature lauding the benefits of time management behaviors in general (e.g., Warihay, 1978) and for sales performance in particular (e.g., Berkowitz & Ginter, 1978; Feiertag, 1991; Friedman, 1993), the available literature suggests some controversy regarding whether the expected benefits of time management are realized in practice (Macan, 1994). Empirical findings suggest that positive time management practices are associated with self-evaluations of academic performance (Macan, Shahani, Dipboye, & Phillips, 1990), objective grade point average (Britton & Tesser, 1991 ), job satisfaction (Landy, Rastegary, Thayer, & Colvin, 1991 ), and self-perceived organizational performance (Lim, 1993). However, there are also data suggesting that time management behaviors may have little effect on objectively measured job performance (Macan, 1994).

Members' participation in local union activities: measurement, prediction, and replication

Past research on membersparticipation in union activities has been characterized by the lack of a psychometrically adequate criterion for participation and an exploratory focus on the correlates of participation. We report two studies addressing these issues. In the first study, we found that participation was best understood as a unidimensional and cumulative construct. Across three large data sets (ns = 229, 551, and 413), a Guttman scale model provided a good fit to the data. The scale demonstrated temporal reliability, and correlations with external criteria support the construct validity of the measure. In the second study, we formulated a model to predict members participation on the basis of the theory of reasoned action and the partisan model of political participation

The Impact of Caregiving on Employment: A Mediational Model of Work-Family Conflict.

This research evaluates a mediational model of work-family conflict among employees with caregiving responsibilities for older relatives. In a survey of employees from eight organizations, 396 women and 316 men completed measures assessing their eldercare involvement, the extent to which their family responsibilities interfered with work (FIW), the extent to which their work interfered with family (WIF), job satisfaction, job costs (e.g., missed meetings), and absenteeism. Eldercare involvement was significantly associated with FIW for women but not for men. Among women, FIW was related to job dissatisfaction and absenteeism; among men, it was related to job costs and absenteeism. WIF was unrelated to eldercare, but was associated with FIW and job costs for both women and men. It also was associated with job satisfaction for men. The findings of the current study suggest that eldercare responsibilities impact on the workplace indirectly by arousing conflict between family and work.

Item Content Versus Item Wording: Disentangling Role Conflict and Role Ambiguity

Rizzo, House, and Lirtzmans (1970) Role Ambiguity Scale and Role Conflict Scales assess ambiguity with 6 negatively worded items and conflict with 8 positively worded items, respectively. This methodological confound between item wording and content precludes unambiguous interpretation. In the present study, confirmatory factor analysis of these 2 scales and Beehr, Walsh, and Tabers 0976) Role Overload Scale (which has positively and negatively worded items) was used to disentangle this confound. Across 2 independent samples (N= 767 and N= 363), a 3-factor model consistent with conceptual definitions of role ambiguity, conflict, and overload fit the data better than models with (a) one general role-stress factor, (b) a general role-stress and a method (item wording) factor, or (c) two method (positive and negative wording) factors. These results support the construct validity of Rizzo et al.s (1970) scales; the consistency of the results across 2 independent samples suggests their generalizability.

Prediction and replication of the organizational and personal consequences of workplace sexual harassment

Develops, tests and replicates a model of workplace sexual harassment and its personal and organizational consequences. The frequency of sexual harassment experiences predict workplace negative mood which, in turn, predicts psychosomatic wellbeing, turnover intentions and interpersonal (i.e. co‐worker and supervisor) job dissatisfaction. Using LISREL VIII, shows that the model fits the data for a sample of employed Canadian females (n = 202), but not for a sample of employed Canadian males (n = 137). Finally, an analogous model suggesting that sexual harassment predicts negative mood which, in turn, predicts self‐esteem, concentration difficulties and grades, fit the data for a sample of 120 female undergraduate students. Discusses conceptual and practical implications, and future research directions.