Margaret S. Stockdale

The Validity of the Three-Component Model of Organizational Commitment in a Chinese Context.

Abstract This study examined the construct validity of Meyer and Allen’s (1991) three-component model of organizational commitment in a Chinese context and compared levels of OC between the Chinese sample and previously published data from Canada and South Korea. In a study of 226 Chinese employees in six foreign-invested companies, a five-factor oblique model, which included both substantive and method factors, fit the data best. However, the three-component model had a reasonably good fit. The proposed antecedents of each of the three principal OC dimensions tended to associate most strongly with their respective scales. Affective commitment and normative commitment significantly predicted job satisfaction and all three components predicted turnover intention, although associations between continuance commitment and these outcomes were moderated by normative commitment. Finally, we found that normative and affective commitment were significantly higher in the Chinese sample than in previously published samples from Canada and South Korea. Continuance commitment in the Chinese sample was lower than the Canadian and Korean samples. Implications of these findings are discussed in more detail.

THE DIRECT AND MODERATING INFLUENCES OF SEXUAL‐HARASSMENT PERVASIVENESS, COPING STRATEGIES, AND GENDER ON WORK‐RELATED OUTCOMES

This study explores the direct and moderating influences of sexual-harassment (SH) pervasiveness, coping strategies, and gender on work-related consequences of sexual harassment among a national, representative sample of federal employees who had experienced some form of unwanted sexual attention (N = 553 men and 1,782 women). Regression analysis revealed that, contrary to conventional wisdom, individuals who experienced frequent SH and who used confrontive coping strategies tended to experience worse job outcomes than did others. Furthermore, use of confrontive coping tended to amplify associations between harassment pervasiveness and consequences, especially for men. A “wimpy male” hypothesis to explain this last finding is discussed. Finally, the study suggests that efforts to help both women and men to effectively respond to sexual harassment are needed.

Coming to Terms with Zero Tolerance Sexual Harassment Policies

ABSTRACT Although the term “zero tolerance” (ZT) has been used to describe sexual harassment policies, among other policies against undesired behavior, for several years, a zero tolerance industry has mushroomed since the Supreme Court fashioned the “affirmative defense” in their twin 1998 sexual harassment decisions. We take a critical look at policies noting that no clear definition exists, although either “absolutist” or “symbolic” classes of definitions appear to guide ZT proponents. As such ZT policies run the risk of increasing backlash against women, obfuscating proactive organizational climates, and emphasizing “form” over “substance.” We recommend that employers look at the root causes of sexual harassment and provide leadership in role modeling egalitarian, respectful work environments.

Sexual Harassment and Posttraumatic Stress Disorder: Damages Beyond Prior Abuse

This study examined the extent to which harassment experiences correlate with posttraumatic stress disorder (PTSD) symptoms, and whether diagnosable PTSD on the basis of sexual harassment occurs after accounting for prior PTSD, prior sexual abuse, and prior psychological dysfunction. The sample consisted of a two-wave panel of 445 women who had received a domestic violence protective order from a Kentucky court. Hierarchical linear and logistic analyses confirmed that sexual harassment experiences were significantly correlated with PTSD symptoms after controlling for an extensive set of trauma variables measured in both the baseline and follow up interviews. Our findings lend further evidence that claims of PTSD from sexual harassment may be credible even if claimants have been victims of other forms of trauma.

Barriers to Women in Management Careers: Confirmatory Factor Analysis of the Women as Managers Scale

Stereotyping, prejudice, and discrimination serve as major barriers to womens career adjustment and advancement. To assess the current level of attitudes and the change in attitudes toward members of diverse populations in a variety of occupational roles, psychometrically sound assessment instruments are needed. The Women as Managers Scale is one such instrument. Exploratory factor and principle components analyses have been used in past research to challenge the dimensionality and reliability of the Women as Managers Scale. Confirmatory factor analyses revealed that a three-factor model was superior to a one-factor model, and was stable across subgroups. Evidence for discriminant validity among the factors was, however, weak. A possible explanation of the lack of discriminant validity is offered.