Jusanne M. Vest

Factors Influencing Employee Beliefs That Pay Is Tied to Performance

The unique relationship of perceived pay level equity, perceived appraisal accuracy, merit increase satisfaction, trust in supervisor, and trust in top management to employee beliefs that pay is tied to performance was investigated in a sample of 658 managerial, professional, and clerical employees. Pay level equity, merit increase satisfaction, and trust in top management exhibited a significant unique relationship. Post hoc analysis found appraisal accuracy exhibited a significant unique relationship with belief that pay is tied to performance among employees receiving a lower or higher than expected performance appraisal, but not among employees receiving the expected performance appraisal.

Factors Influencing a Manager's Decision to Discipline Employees for Refusal to Work with an HIV/AIDS Infected Coworker

This research investigates the influence of gender, fear of AIDS, and the likelihood that a manager will share AIDS-related health information about an HIV/AIDS infected coworker with subordinates on a managers decision to discipline an employee for refusing to work with the HIV/AIDS infected coworker. Data was obtained using questionnaires administered to 194 managers employed in service, manufacturing, and government organizations. Both fear of AIDS and sharing AIDS-related health information exhibited a significant unique negative relationship with the decision to discipline. No significant unique relationship was found between gender and the decision to discipline. However, gender was found to moderate the relationship between fear of AIDS and the decision to discipline. There was a significant negative relationship between fear of AIDS and the decision to discipline among male but not among female managers. Study findings, implications, and suggestions for future research are discussed.

Profiling Managerial Entrants To the Hospitality Industry

Does gender influence the preferred work environment of potential employ ees? In other words, what precisely is the relationship between gender and work- related attribute preferences? This investigative study looked to a sample of graduating hospitality students for possible clues. Cluster analysis revealed four distinct groupings based on work-related (WR) attribute preferences: high achiev ers, interrelaters, riskavoiders, andexpeditors. The study showed that females were more highly represented than expected in the high achieverand interrelater clusters. Males, on the other hand, were overrepresented in the risk avoider group. The findings of the study should be useful to hospitality corporations as they attempt to recruit new managers based on matching individuals needs with job and organiza tional benefits.

Explaining Rights Arbitrator Willingness to Accept Public Sector Interest Arbitration Cases

A model is proposed to explain rights arbitrator willingness to accept interest arbitration cases. Findings suggest that rights arbitrators are more likely to accept interest arbitration cases if they are younger, they are not a NAA member, they have strong beliefs in their ability to render interest arbitration decisions, and they have more experience handling interest arbitration cases. The proposed model accounted for just under half the variance (Adjusted R2 = 0.48) in rights arbitrator willingness to accept interest arbitration cases. Study limitations and suggestions for future research are discussed.

Job seeker gender and its relationship to work-related attributes

Abstract The relationship of job seeker gender to the importance placed on work-related attributes was examined for a national sample of students graduating from hospitality programs in the United States. Male-female comparisons were tested with respect to twenty items (job and organizational characteristics) and factor analyzed into five dimensions: Benefits, Growth, Control, Constraints, and Salary. Female job seekers were found to place significantly greater emphasis on items which loaded on Growth, Control, and Constraints factors. These findings are part of a developing trend in work-related attribute preferences which may be reflective of changes in sex role socialization. This study suggests that to enhance their attractiveness to potential employees, organizations need to acknowledge the manner in which males and females prioritize work-related attributes.

The Newest Industry Challenge:: Transforming Americans with Disabilities Law into Workplace Practice

The Americans with Disabilities Act (ADA) is the most extensive piece of legislation to bar discrimination against the disabled and necessitate changes to accommodate disabled customers and employees. In order to make ADA truly workable, employers must be knowledgeable about the law, and more importantly, seek to implement its requirements. The purpose of this article is to help foodservice managers get started on an important aspect of the ADA implementation process-employee training. Two diagnostic scales for assessing managerial knowledge of law and attitudes toward the disabled are introduced and their application to training program development is explained.