Joel T. Nadler

Perceptions of organizational attractiveness

Purpose – Past research on flextime programs often treat work schedule flexibility as a homogeneous construct. The purpose of this paper is to empirically demonstrate the relationship between different flexible work schedules and employee perceptions of organizational attractiveness.Design/methodology/approach – Participants (n = 655) reviewed a scenario with work schedule flexibility manipulated into one of eight consecutively more flexible schedules. Participants then rated the job offer within the scenario on organizational attractiveness.Findings – The study found significant differences in organizational attractiveness based on the eight types of work schedule flexibility. The studys results supported categorizing flextime programs as heterogeneous constructs.Research limitations/implications – The study utilized scenarios reducing generalization to work situations. Participants were college students with a limited work experience and may have viewed organizational attractiveness based on expectatio...

Gender roles and organizational citizenship behaviors: effects on managerial evaluations

Purpose – Organizational citizenship behaviors (OCBs) are defined as non-required workplace behaviors that have potential positive organizational impact. This study examined gender roles and differences in employee evaluations based on OCB participation. The paper aims to discuss these issues. Design/methodology/approach – College students (n=160) rated male and female managers, who did or did not participate in OCBs, on the evaluation of behaviors and possessed gendered traits (agentic and communal). Additionally, participants rated the gendered nature of OCBs. Findings – OCB participation had a direct effect on managerial ratings and OCBs were perceived to be more feminine than masculine. Gender did not predict differences in ratings; however, women were seen as more likely to participate in OCBs compared to men. Additionally, the gender roles associated with OCBs were measured and OCBs were perceived to be mostly feminine in nature. Research limitations/implications – The results indicated the importan...

Applied Research Consultants (ARC) A Vertical Practicum Model of Training Applied Research

The demand for highly trained evaluation consultants is increasing. Furthermore, the gap between job seekers’ evaluation competencies and job recruiters’ expectations suggests a need for providing practical training experiences. A model using a vertical practicum (advanced students assisting in the training of newer students) is suggested as an ideal training solution. Applied Research Consultants (ARC) is a 2-year vertical practicum conceptually built around a student-run consulting firm. ARC provides opportunities for graduate students to apply what they have learned in the classroom to real-world situations, thereby gaining invaluable experience. ARC’s history, structure, and successes are discussed in the context of suggested goals in teaching, training, and hiring competent evaluation consultants. Additional methods of providing practical training in evaluation and consultation including class projects, mentored projects, internships, and practicum programs are discussed. The resources, institutional commitment, and possible limitations of a vertical practicum training model are also discussed.

Millennials, Media, and Research: Ageism and the Younger Worker

Traditionally, employment concerns of ageism in the USA have focused on individuals over the age of 40. Indeed, the most common research on ageism, considered in this chapter as discriminatory acts targeting specific age groups (Palmore 1999), examines topics like the protection of older workers (Rothenberg and Gardner 2011), whether discrimination of older workers is intentional or unintentional, subsequent effects on employee attitudes (James et al. 2013), and the relationship between discrimination of older workers and intended retirement age (Bayl-Smith and Griffin 2014). Furthermore, US legislation focuses its protection against age discrimination solely on individuals over the age of 40, as is evident from the Age Discrimination in Employment Act (ADEA) of 1967. Despite the parameters of the ADEA, ageism is not limited to those who are 40 and older.

Chapter 2 Emotional expression, gender, personality, and workplace appropriate behaviors

The impact of emotional displays on ratings of workplace performance was examined using scenarios presented to college students (N=175). Four scenarios featured either a male or female employee expressing either anger or sadness. Contrary to previous findings in research on gender differences, the only consistent significant finding was the type of emotion displayed. Displays of anger resulted in reductions in perceptions of organizational commitment (F(1,170)=19.78, p<0.001) and job performance (F(1,169)=12.19, p<0.001). The differences in emotion displayed were expected; however, the null findings of gender effects were unexpected and are discussed here.

Interview support on perceptions of organizational attractiveness: The effects of applicant gender and socio-economic status

Purpose The purpose of this study was to examine how interview support materials provided on a company’s website would impact potential employees’ perceptions of organizational attractiveness (OA). This study examined the effects of interviewer, interview support and employee variables on employees’ perceptions of OA. Design/methodology/approach This study obtained data from 276 working adults. The participants were asked to visualize that they were selected for an interview, then were given one of four manipulations (with interview support, without interview support; informed participant interview would be with a potential peer, or interview would be with a potential supervisor) and post-manipulation measures (OA perception, trait anxiety, demographics). Findings This study’s results indicated that interviewer characteristics (peer or supervisor) were not significant; however, women and individuals with a lower socio-economic (SES) status found organizations to be more attractive when provided with interview support. There was an opposite effect on men and those with a higher SES. Research limitations/implications This study recognizes that the lack of demographic diversity and realism were limitations that must be considered; however, this study also recognizes that these findings have several practical implications (considering offering interview support, potential ideas to increase OA) and social implications (increasing demographic diversity in the workplace by also aiding historically disadvantaged groups). Practical implications Knowledge of who would be conducting the selection interview potential future peer versus a future supervisor did not affect organizational attraction OA ratings. Interview support offered on a company website had a positive impact on perceptions of OA for women and individuals with lower SES; however, the same support had a negative impact on perceptions of OA for men and individuals with higher SES. Originality/Value In addition to the social and practical implications this study holds, the authors of this study are not aware of any additional studies that examine gender and SES on organizational attraction.

Sex Differences in Delaying Family: Effects on Job and Life Satisfaction

Individuals in the workplace can have a difficult time advancing both career and family, and this remains especially true for women. The decision to forego or delay a relationship in favor of advancement at work can have a detrimental impact on satisfaction. A national sample (N = 3504) was examined for sex differences in delaying relationships and the resulting impact on life and job satisfaction. An interaction was found between sex and delaying relationship commitments in relation to pay satisfaction. Men who had not delayed committing to a relationship were significantly more satisfied with pay than those who delayed. However, women did not show this difference. Men and women who delayed a relationship displayed significantly lower levels of life satisfaction. Women also reported lower earnings and more family stress, but also reported higher levels of job satisfaction. Overall, delay of marriage and family can lead a decrease in pay satisfaction, life and family satisfaction and an increase in stress.