Elisa J. Grant-Vallone

UNDERSTANDING SELF-REPORT BIAS IN ORGANIZATIONAL BEHAVIOR RESEARCH

Self-report and mono-method bias often threaten the validity of research conducted in business settings and thus hinder the development of theories of organizational behavior. This paper outlines a conceptual framework for understanding factors that influence the motivation of an employee to bias his or her responses to questions posed by organizational researchers. Using a longitudinal, multitrait-multimethod dataset, we illustrate various aspects of the problem and argue that traditional approaches for controlling self-report bias do not adequately prevent the problem. The results suggest the need for developing a theory of method effects and companion analytic techniques to improve the accuracy of psychological research in business settings.

Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances

This study of 366 ethnically diverse operating-level employees examined how their perceptions of discrimination from a variety of sources—including supervisors, coworkers, and the organization itself—affect their work-related attitudes and behaviors. The results suggest that all three types of perceived discrimination have an effect on organizational commitment, job satisfaction, and organizational citizenship behavior. Contrary to predictions, however, there was no relationship with grievances.

Consequences of Work-Family Conflict on Employee Well-Being Over Time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employees positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.

Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior

In most occupations, younger less experienced individuals learn from older, more experienced mentors. Mentorship relationships are often the primary means through which employees become socialized into an organization and career. Much research has shown that mentors advance a proteges career by providing emotional support and confidence, suggesting useful strategies for achieving work objectives, providing opportunities for the protege to demonstrate competence, bringing the protege to the attention of top management, protecting the protege from the repercussions of errors, helping them avoid risky situations for their careers, and advancing the proteges career by nominating him or her for promotions (cf. Kram & Hall, 1996; Ragins, 1995; 1997a; 1997b; Russell & Adams, 1997). One theoretical framework that provides insight into the mentoring process is social learning theory (Bandura, 1986). Social learning the-

An examination of work and personal life conflict, organizational support, and employee health among international expatriates

Abstract This study analyzes the effect of two types of work and personal life conflict and organizational support on expatriate employees’ mental well-being. Survey data were obtained from a culturally diverse sample of 118 employees working in Europe. Overall, employees reported higher levels of work interfering with their personal life, than personal life interfering with their work. Results demonstrated that work–personal life conflict was related to employees’ depression and anxiety and personal–work life conflict was related to employees’ concern for their health. Organizational support had significant main effects on well-being and conflict; however, organizational support did not buffer the effects of conflict on expatriates’ well-being. Although organizations are often concerned with the reduction of personal life interfering with work for expatriates (e.g., spouse employment, schooling for children), this study suggests that organizations should also concerned with how work is interfering with expatriates personal lives (e.g., reevaluate extensive travel, long hours.) Thus, programs that address both types of conflict are imperative to retain high quality employees. Finally, this study suggests that informal types of organizational support (e.g., a perception that the organization is concerned with ones personal life) are important for expatriate success, and should be incorporated into expatriate programs.

Opting in Between: Strategies Used by Professional Women with Children to Balance Work and Family.

Professional women with children are inundated with conflicting messages about how to manage their careers and personal lives and whether they should “opt in” or “opt out” of the workforce. Using in-depth interviews with 23 professional women, this study focused on the career choices that women make after having children. The authors found that many mothers neither opt in or opt out but successfully function in between these two choices, or opt “in between,” by working flexible hours, by working part-time, and/or by being involved with home-based entrepreneurial endeavors. Using the boundaryless career typology of knowing why, knowing how, and knowing whom, the authors summarize the key strategies that mothers use to opt in between. The interviewees were clear about why they were working, managed their careers by finding the right organizational fit, did not focus on guilt or perfectionism, and maintained excellent networks of friends, bosses, colleagues, and day care providers.