Mark V. Roehling

An empirical examination of self-reported work stress among U.S. managers.

This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge-related self-reported stress is positively related to job satisfaction and negatively related to job search. In contrast, hindrance-related self-reported stress is negatively related to job satisfaction and positively related to job search and turnover. Future research directions are discussed.

The Relationship Between Work-Life Policies and Practices and Employee Loyalty: A Life Course Perspective

Using a representative sample of 3,381 American workers, this study investigates relationships among work/life policies, informal support, and employee loyalty over the life course (defined by age and parental status and age of youngest child). The central thesis is that our understanding of the impact of work/life policies on employee loyalty will be enriched by consideration of the non-work and work contexts that influence employee attitudes and behavior. The relationship between employee child care policies and loyalty varies for women and men at different stages of parenthood. Flexible-time policies have a consistent, positive association with employee loyalty with some variation based on life stage. Informal support (via supervisors and co-workers) has the greatest positive relationship with employee loyalty.

THE EMPLOYEE-ORGANIZATION RELATIONSHIP: A TIMELY CONCEPT IN A PERIOD OF TRANSITION

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.

The origins and early development of the psychological contract construct

The relationship between employees and their employers has been conceptualized as involving a “psychological contract” (PC). The PC construct is assumed by many to have a key role to play in understanding organizational behavior, and there has been a proliferation of writing regarding PCs in recent years. The history of the construct, however, has remained under‐reported, and largely undiscussed. This articles seeks to contribute to the evolution of the PC construct by providing a richer, more thorough historical perspective than can be presently found in the PC literature. The origins and early development of the PC construct are traced through a review of books, articles, and unpublished dissertations. Observations regarding historical developments are linked to the current state of the literature, and the implication of these observations for the future direction of the PC literature is briefly discussed.

The nature of the new employment relationship: A content analysis of the practitioner and academic literatures

At a general level, there appears to be almost universal agreement that the nature of the employment relationship is undergoing fundamental changes that have potentially enormous implications for how companies attract, motivate, and retain talent. This article is intended to assist HRM professionals in understanding, evaluating, and responding to those changes. The results of a study that evaluates current thinking regarding the nature of the new employment relationship by systematically analyzing the content of relevant articles are reported. Implications of the results for the management of employee relationships are discussed, and specific recommendations are provided.

A LONGITUDINAL STUDY OF THE RELATIONSHIPS AMONG JOB SEARCH SELF-EFFICACY, JOB INTERVIEWS, AND EMPLOYMENT OUTCOMES

This study investigates the relationships among job search self-efficacy beliefs, number of job interviews participated in, and job search outcomes using data collected from graduating college job seekers at multiple points in their respective job searches. Results indicate that job search self-efficacy is positively related to number of total offers and number of offers from a preferred employer. Consistent with our hypothesis, job search self-efficacy beliefs moderate the relationship between number of interviews and number of offers, indicating that highly confident job seekers were more efficient in converting interviews into job offers.

Employment Interview on Trial: Linking Interview Structure With Litigation Outcomes

The authors linked interview structure and litigation outcomes conceptually and empirically. Using legal and psychological literatures, they established a conceptual link based on reduced opportunities for differential treatment through standardization, reduced potential for bias through increased objectivity, and increased job relatedness. Analyzing decisions regarding 84 disparate-treatment claims and 46 disparate-impact claims in federal court cases, they established an empirical link between interview structure and how judges explained their verdicts. The 17 aspects of interview structure were scored in these cases. They collapsed into 3 composites: objective-job related, standardized administration, and multiple interviewers. Most items and composites were significantly related to favorable verdicts for defendants in both types of claims. The objective-job related composite was most highly related, followed by standardized administration. It is concluded that structure enhances interview reliability and validity, and it is also linked to litigation outcomes.

Investigating the Validity of Stereotypes About Overweight Employees The Relationship Between Body Weight and Normal Personality Traits

Research indicates that overweight job applicants and employees are stereo-typically viewed as being less conscientiousness, less agreeable, less emotionally stable, and less extraverted than their “normal-weight” counterparts. Together, the two reported studies investigate the validity of those stereotypes by examining the relationship between body weight and four relevant personality traits (conscientiousness, agreeableness, emotional stability, extraversion) using three measures of body weight (body mass index [BMI] based on self-reported height and weight, BMI based on clinically assessed height and weight, percentage body fat assessed by bio-impedance technology) in a diverse group of 3,496 adults from the United States. There is substantial convergence between the two studies, with findings tending to refute commonly held stereotypes about the personality traits of overweight employees.

Weight Discrimination in the American Workplace: Ethical Issues and Analysis

Research providing consistent evidence of pervasive discrimination against overweight job applicants and employees in the American workplace raises important questions for organizational stakeholders. To what extent is the disparate treatment of job applicants or employees based on their weight ethically justified? Are there aspects of weight discrimination that make it more acceptable than discrimination based on other characteristics, such as race or gender? What operational steps can employers take to address concerns regarding the ethical treatment of overweight individuals in the workplace? This article investigates these and related questions. Its purpose is to provide information and analysis that will assist organizations in formulating ethical responses to a widespread phenomenon: weight discrimination in the workplace. Although its focus is the American workplace, the proposed employer ethical obligations and the practical guidance that is provided are viewed as generalizing across countries and cultures.

The “Good Cause Norm” in Employment Relations: Empirical Evidence and Policy Implications

Critics of the American employment at-will doctrine have argued that it should be abandoned because it is at odds with a societal level norm that employees should only be discharged for good reasons (the “good cause norm”). This paper examines the extent to which there is conceptual and empirical support for the existence of such a norm. Theoretical perspectives supporting the norms existence are discussed and integrated, and an interdisciplinary review of relevant research is provided. In light of the support that is found for the existence of a good cause norm in the American workplace, it is proposed that the current employment at-will default rule be changed to a waivable employee right to be discharged for good cause only.