Marcus M. Butts

The Sources of Four Commonly Reported Cutoff Criteria What Did They Really Say

Everyone can recite methodological “urban legends” that were taught in graduate school, learned over the years through experience publishing, or perhaps just heard through the grapevine. In this article, the authors trace four widely cited and reported cutoff criteria to their (alleged) original sources to determine whether they really said what they are cited as having said about the cutoff criteria, and if not, what the original sources really said. The authors uncover partial truths in tracing the history of each cutoff criterion and in the end endorse a set of 12 specific guidelines for effective academic referencing provided by Harzing that, if adopted, should help prevent the further perpetuation of methodological urban legends.

How Important Are Work-Family Support Policies? A Meta-Analytic Investigation of Their Effects on Employee Outcomes

This meta-analysis examines relationships between work-family support policies, which are policies that provide support for dependent care responsibilities, and employee outcomes by developing a conceptual model detailing the psychological mechanisms through which policy availability and use relate to work attitudes. Bivariate results indicated that availability and use of work-family support policies had modest positive relationships with job satisfaction, affective commitment, and intentions to stay. Further, tests of differences in effect sizes showed that policy availability was more strongly related to job satisfaction, affective commitment, and intentions to stay than was policy use. Subsequent meta-analytic structural equation modeling results indicated that policy availability and use had modest effects on work attitudes, which were partially mediated by family-supportive organization perceptions and work-to-family conflict, respectively. Additionally, number of policies and sample characteristics (percent women, percent married-cohabiting, percent with dependents) moderated the effects of policy availability and use on outcomes. Implications of these findings and directions for future research on work-family support policies are discussed.

Individual reactions to high involvement work processes: investigating the role of empowerment and perceived organizational support.

This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. Furthermore, perceived organizational support (POS) was hypothesized to moderate the relationships between empowerment and these outcomes. With exception for the empowerment-job satisfaction association, support was found for our predictions. Future directions for research and the practical implications of our findings for both employees and organizations are discussed.

The intersection of work and family life: the role of affect.

This review examines the role that trait-based and state-based affect plays in understanding the intersection of work and family life. We start with the definition of key terms and concepts. This is followed by a historical overview of the two bodies of scholarship that are the focus of this review, the work-family interface and affect. Next, we provide a review and synthesis of 79 empirical studies examining affect in relation to work-family interaction, organized around three perspectives: the dispositional perspective, the state-based specific affective reactions perspective, and the state-based global affective reactions perspective. A methodological critique of these studies follows, providing a springboard for the discussion of recommended methodologies and data analytic approaches, along with directions for future research.

A Multilevel Model of Employee Innovation Understanding the Effects of Regulatory Focus, Thriving, and Employee Involvement Climate

Drawing from tenets of self-determination theory, we propose and test a multilevel model that examines the effects of employee involvement climate on the individual-level process linking employee regulatory focus (promotion and prevention) to innovation via thriving. Using data collected at three points in time from 346 participants in 75 groups, multilevel path analytic results demonstrated support for a positive indirect effect from promotion focus to innovation via thriving and a negative indirect effect from prevention focus to innovation via thriving. In addition, results showed a positive indirect effect from employee involvement climate to innovation via thriving. Perhaps most important, cross-level moderated mediation results demonstrated that employee involvement climate strengthens the relationship between promotion focus and thriving, which, in turn, positively relates to innovation. The theoretical and practical implications of these multilevel effects on innovation are discussed.

Do International Networks and Foreign Market Knowledge Facilitate SME Internationalization? Evidence from the Czech Republic

In this study we draw on the social network and international entrepreneurship literatures to examine the role of structural and relational embeddedness of international networks in firm internationalization. Based on a sample of 169 small– and medium–sized enterprises in the Czech Republic, we found that firms with chief executive officers who had developed strong and diverse international networks exhibited greater knowledge of foreign markets prior to internationalization. However, contrary to our expectations, no relationship was found between network density and such knowledge. In addition, our findings indicate that foreign market knowledge prior to the first international venture had a positive impact on venture performance.

The Nature of Giving A Theory of Planned Behavior Examination of Corporate Philanthropy

Scholars of social issues in management have consistently argued that corporate philanthropy is one key factor of a firm’s discretionary responsibilities. Several researchers have examined the links between philanthropy and such outcomes as financial profit and organizational reputation. It is interesting to note that the determinants of corporate philanthropy have been left largely unexamined; researchers have yet to fully understand why philanthropy takes place. In this manuscript, Ajzen’s theory of planned behavior (TPB) provides the theoretical foundation for the development of a model that will further our understanding of corporate philanthropic behaviors. The TPB has been used and validated in many different academic fields (such as psychology, exercise science, and management information systems) as a means to understand the determinants of behavior. The authors build on the TPB and examine empirically how altruistic and strategic forces, perceived behavioral control, self-identity, and slack influence philanthropic behaviors.

Psychological contract breaches and employee voice behaviour: The moderating effects of changes in social relationships

Guided by social exchange theory, this study found support for the prediction that the relationship of psychological contract breaches to voice behaviour (both constructive and aggressive) would be moderated by changes in leader–member exchange and coworker exchange over time. Specifically, the positive relationship between psychological contract breach and aggressive voice behaviour was weakened when employees had experienced increases in leader–member exchange during the preceding 8-month period. In addition, the relationships of psychological contract breaches with constructive and aggressive voice were also moderated by changes in coworker exchange over time. The article concludes with a discussion of the importance of improving the quality of relationships with superiors and colleagues as a means of mitigating breaches of psychological contracts with the organization as a whole.

Cross-Lagged Relations Between Mentoring Received From Supervisors and Employee OCBs: Disentangling Causal Direction and Identifying Boundary Conditions

Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.

Tethered to work: A family systems approach linking mobile device use to turnover intentions

We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbents mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbents organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions.