Juan I. Sanchez

Outcomes of Perceived Discrimination Among Hispanic Employees: Is Diversity Management a Luxury or a Necessity?

Perceived discrimination is hypothesized to influence employee outcomes above and beyond other work stressors. Data from 139 Hispanic employees of multiple organizations supported this prediction. ...

Family-Responsive Interventions, Perceived Organizational and Supervisor Support, Work-Family Conflict, and Psychological Strain

With the increased representation of women in the labor market and an associated growth in the proportion of dual-earner families, individuals and organizations in many countries are confronted with the challenge of managing the balance between work, family, and personal life (Aryee, Fields, & Luk, 1999; Boyar, Maertz, Pearson, & Keough, 2003; Elloy & Smith, 2003). This challenge has been discussed in the literature for over 20 years, and many organizations have put in place initiatives to assist their employees in maintaining a balance between work and family lives (Frone, 2003). These interventions are generally aimed at facilitating flexibility and supporting employees with child care, although recently elder care support also has received some attention. Numerous strategies have been implemented by organizations to alleviate the negative impact of interference between work and family commitments and responsibilities, which is typically referred to as work-family conflict (Frone, 2003). However, there is a paucity of empirical research examining the effects of organizational policies and initiatives on employees, and especially the mechanisms by which these practices influence employee psychological well-being.

Locus of Control and Well-Being at Work: How Generalizable are Western Findings?

Managers from 24 geopolitical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salut...

Corporate Support in the Aftermath of a Natural Disaster: Effects on Employee Strains

Relief services provided by corporations to employees following a natural disaster were expected to be associated with reduced levels of employee strains. Data from 143 hurricane victims partially ...

The Effects of Diversity Awareness Training on Differential Treatment

A quasi-experimental design was used to evaluate the effects of cultural diversity awareness training among 125 managers and supervisors. Approximately half of the participants attended a cultural diversity awareness training session where as the other half served as a matched comparison group. A coworker specifically designated for each participant evaluated the extent to which the participant engaged in differential treatment of culturally different individuals. Trainees’ reactions to the training program were positive. However, there was an interaction between training and coworker’s ethnicity, such that trainees received higher ratings of differential treatment from non-White coworkers than did matched controls. Post training interviews suggested that such difference was due to a resentful demoralization of trainees. The results should warn organizations that diversity awareness training may not have the desired effects in the absence of a supportive work context.

A cross-national comparative study of work/family demands and resources

This article presents phase 2 of the Collaborative International Study of Managerial Stress (CISMS2) with the objective of studying cross culturally/cross-nationally potential causes and consequences of work-family conflict. This collaborative international study contributes to the existing literature on work and family by adding a different theoretical perspective (interaction between demands and resources, and resource loss), following the thinking of Grandey and Cropanzano, focusing on a specific collective (managers), and testing both universalistic and cross cultural hypotheses in a large sample taken from 25 countries in different continents, representing different socio-cultural contexts. It will explore cross cultural/cross-national issues in a comparative sense, looking at how family and societal differences relate to work-family conflict. More specifically we expect that individualism/collectivism and the presence of family-supportive government policies will moderate relationships between demands, resources and work-family conflict.

Accuracy or consequential validity: which is the better standard for job analysis data?

The value of research on the accuracy of job analysis is questioned. It is argued that the traditional criteria employed to evaluate job analysis accuracy (i.e., interrater agreement and deviations from proxy true scores) provide information of little practical value. Alternative criteria focusing on the consequences of job analysis data are suggested. Consequence-oriented criteria are clarified through a review of the various inferential leaps or decision points that job analysis supports. In addition, the consequences of job analysis are also thought to be a function of the rules governing the making of job-analysis-based inferences which, unfortunately, are sometimes unspecified in even the most molecular job analysis methodologies. Copyright

Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment.

A quasi-experiment was conducted to investigate the effects of frame-of-reference training on the quality of competency modeling ratings made by consultants. Human resources consultants from a large consulting firm were randomly assigned to either a training or a control condition. The discriminant validity, interrater reliability, and accuracy of the competency ratings were significantly higher in the training group than in the control group. Further, the discriminant validity and interrater reliability of competency inferences were highest among an additional group of trained consultants who also had competency modeling experience. Together, these results suggest that procedural interventions such as rater training can significantly enhance the quality of competency modeling.

The interaction of expatriate pay differential and expatriate inputs on host country nationals' pay unfairness

This study investigates expatriate compensation from the under-researched perspective of host-country nationals (HCN). HCNs are typically compensated at lower levels than expatriates are, even when they hold similar jobs and possess similar qualifications. Such pay differential may provoke HCN perceptions of pay unfairness, which can in turn affect other HCN outcomes such as performance and turnover. The study identifies a number of factors that may offset or attenuate the negative influence of pay differential on HCNs perceived pay unfairness, namely awareness of expatriate contributions and special needs, expatriate interpersonal sensitivity, HCN pay advantage over other locals, and HCN contact with expatriates. Data from HCNs working with similarly qualified expatriates largely supported the hypotheses. Implications, limitations, and suggestions for future research are discussed.

Moderator Search in Meta-Analysis: A Review and Cautionary Note on Existing Approaches.

Meta-analytic searches for moderators or boundary conditions of relationships between variables have increased over the years. Multiple regression and subgroup analysis are the two most common strategies used to search for moderators in a meta-analysis. This short note develops the argument that estimates of the moderator effect may vary depending on the approach (regression or subgroup) chosen by the meta-analyst. The difference results from the ambiguity in assigning the variance shared by correlated moderators when that shared variance is also shared with the effect size. Formulae are presented to estimate the magnitude of the difference, and illustrative examples of tables for different levels of moderator effects and moderator intercorrelations are provided.