Edward R. Kemery

Relationships between Bases of Power and Work Reactions: The Mediational Role of Procedural Justice

Though research has addressed relationships between social power bases and several work-related variables, processes that may underlie such relationships have generally not been examined. The present study considered relationships between bases of social power and subordinates’ affective work reactions, hypothesizing that procedural justice would mediate such relationships. Two samples, one drawn from two service-oriented companies and one collected from a hospital, were used to test a mediational model reflecting this hypothesis. Using theoretically grounded measures of social power and procedural justice, support was found for full mediation effects in connection with subordinates’ affective work reactions. Implications regarding the development of social power bases are discussed.

Career commitment and expected utility of present job as predictors of turnover intentions and turnover behavior

Abstract This study investigated two hypotheses relevant to the employee withdrawal process as it relates to career commitment and expected utility of present job for attaining valued career outcomes. Data pertaining to career commitment, expected utility of present job, turnover intentions, and actual turnover of 244 nursing professionals were examined. Expected utility of present job for attaining valued career outcomes was found to interact with career commitment in predicting intent to leave. The relation between expected utility of present job and turnover intent was negative for subjects with high career commitment, but positive for subjects with low career commitment. Further, it was found that (i) while career commitment interacted with expected utility of present job to predict turnover intentions and (ii) while turnover intentions had a direct effect on turnover, (iii) neither career factor was related directly to turnover when holding turnover intentions constant, thus intimating that the individual career factors affect turnover through turnover intentions. Both the theoretical and the practical implications of these results for understanding the psychology of the withdrawal process are discussed.

Partialling Factor Scores Does Not Control Method Variance: A Reply to Podsakoff and Todor

Podsakoff and Todor (1985) proposed partialling the first principal component from observed correlations as a procedure for controlling method variance. Using mathematical derivations and Monte Carlo simulation, we found that this procedure is biased. Partialling out the first principal component introduces a negative bias into the resulting correlations that seriously compromises subsequent analysis. Moreover, the extent of bias is not reduced by increasing sample size; however, it is inversely proportional to the number of variables. Therefore, partialling the first principal component is not recommended. Researchers are encouraged to collect data with multiple methods whenever feasible.

Managerial Use of Power Bases in a Model of Managerial Empowerment Practices and Employee Psychological Empowerment

This paper explores the potentially central role that managers play in a model of empowerment. Issues of organizational goal accomplishment and employee trust often plague application of empowerment practices, and managers likely play a vital role in the successful implementation of empowerment. In this study, managerial use of power bases (reward, expert, referent, legitimate, coercive) was proposed to impact the relationship between managerial empowerment practices and employee psychological empowerment. We found a positive relationship between empowerment practices and psychological empowerment. Managerial use of power bases (as perceived by subordinates) was related to empowerment practices and psychological empowerment. Finally, managerial use of power bases fully mediated the relationship between managerial empowerment practices and employee psychological empowerment. We call for further research into the managerial use of power bases in developing a more complete model of empowerment.

On Using Regression Coefficients to Interpret Moderator Effects

In moderated multiple regression analysis, several researchers have relied totally or partially on the sign associated with the regression weight of the cross-product term xz to interpret a moderator effect. This study examined a common convention used in such interpretations. First through logical exposition, and then through the use of a Monte Carlo approach to simulate various moderator conditions, it was found that this convention may lead to incorrect inferences regarding interaction effects. Alternative procedures for interpreting moderator effects are recommended.

Confounding Constructs and Levels of Constructs in Affectivity Measurement: An Empirical Investigation.

This study examined the potential for confounding constructs with levels of constructs in the measurement of positive and negative affectivity. Evidence for this confound was discovered in connection with measures grounded in a well-researched theoretical structure of affectivity. Self-report responses to affect-related descriptors were collected from a sample of managers in a major manufacturing organization. The results of a usefulness analysis suggested that when negative affectivity and positive affectivity are assessed by using only high-pole descriptors, a reduction in the amount of variance explained by affectivity measures may occur.

Replication Requisites: A Second Look at Klenke-Hamel and Mathieu (1990)

In a recent article, Klenke-Hamel and Mathieu (1990) report an operational replication and extension of the Bedeian and Armenakis (1981) investigation of the effects of role conflict and role ambiguity on a number of job-related attitudes. Utilizing multiple samples involving diverse jobs, they tested the generalizability of the Bedeian and Armenakis framework and explored the effects of employee personal characteristics on its focal variables. Although we encourage replication research, the Klenke-Hamel and Mathieu study contains concerns which may render its findings suspect. We examine some of these concerns, indicating where we feel interpretational problems surface, and comment on the role of replication in extending theory.

A Multifaceted Approach to Teamwork Assessment in an Undergraduate Business Program

We describe a multifaceted, multilevel approach to teamwork learning and assessment. It includes teamwork knowledge, peer and self-appraisal of teamwork behavior, and individual and team performance on objective tests for teaching and assessing teamwork in an undergraduate business program. At the beginning of this semester-long process, students learned about various aspects of working in groups, including group development, communication, and conflict resolution. Subsequently, they engaged in problem-solving exercises and provided midsemester collaborative peer feedback. Our data indicated that nearly 80% of students achieved a passing score on a teamwork knowledge test; they achieved high marks on self- and peer assessments; and most important, more than 75% of the time, teams achieved synergy (bested their best performer) on objective tests of course knowledge. In conclusion, we explain how aspects of our approach can be used for program assessment.

INTELLIGENCE AND PHYSICAL FITNESS AS PREDICTORS OF SUCCESS IN EARLY INFANTRY TRAINING

The purpose of this research was to assess how well success in early combat training was predicted by scores on a test of general intelligence (the General Technical composite of the Armed Services Vocational Aptitude Battery) and three measures of physical fitness (pushups, situps, and run time). Age and education were also considered as predictors. The criterion was performance on the test given at the end of training, and the subjects were 259 trainees in entry-level infantry training. Analysis indicated that intelligence test scores and run time significantly predicted success, each adding to the prediction provided by the other. The other variables did not appear to be useful predictors of success.

A TABLE OF CORRECTION FACTORS FOR ESTIMATING POINT-BISERIAL CORRELATIONS WITH EQUAL CATEGORY PROPORTIONS

A table of correction factors is presented for removing the downward bias in a point-biserial correlation resulting from an unequal number of observations in each category of the dichotomous variable. The procedure involves calculating the observed point-biserial correlation, transforming it to the biserial correlation, and then recomputing the point-biserial correlation with a 50–50 split. The latter two steps can be accomplished by use of the table presented herein. When conceptually appropriate, this procedure is recommended for obtaining more accurate estimates of population correlations, a priori and post hoc power analysis, and for removing the effect of disparate splits prior to aggregation in meta-analysis.