Moshe Krausz

Correlates of employee lateness : Some theoretical considerations

Using hypothesis-driven meta-analytic procedures on 30 samples containing 118 correlations, researchers examined competing models of the relationship between lateness and assorted work-related variables. Consistent with a progression withdrawal model, the mean corrected lateness-absence correlation, .40, was found to be higher than the lateness-turnover correlation, .27. Hypotheses regarding the relationships between lateness and attitudes, performance, and demographics were generally supported. Methodological issues, including the need for longitudinal designs in the field and the inclusion of other moderators such as organizational and personality variables, were discussed.

Effects of short‐ and long‐term preference for temporary work upon psychological outcomes

The study examined differences between voluntary and involuntary Canadian (N = 224) temporary help employees (THEs). The hypotheses stated that compared to involuntary THEs, voluntary THEs, particularly those who see it as a long‐term employment arrangement, are more satisfied and involved and less stressed. Results supported most of the hypotheses. Long‐term THEs were higher in overall satisfaction and in two of three measures of facet satisfaction. They were also lower in role conflict and role ambiguity. Analyses rule out the possibility that the results merely express adaptation of attitudes to imposed employment realities. It was also found that involuntary THEs prefer long assignments with a single client‐company whereas voluntary THEs prefer the variety associated with short‐term assignments. Few male (21.5 per cent of the sample) and female differences in outcome measures were found. Implications for client companies, for human resource agencies, and for individual employees are suggested.

Sabbatical Leave: Who Gains and How Much?

A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss declined and resource gain and well-being rose during the sabbatical. The comparison group showed no change. Moderation analysis revealed that those who reported higher respite self-efficacy and greater control, were more detached, had a more positive sabbatical experience, and spent their sabbatical outside their home country enjoyed more enhanced well-being than others.

EFFECTS OF ATTACHMENT STYLE ON PREFERENCES FOR AND SATISFACTION WITH DIFFERENT EMPLOYMENT CONTRACTS: AN EXPLORATORY STUDY

Based on the characteristics of three attachment styles—secure, anxious/ambivalent, and avoidance—hypotheses were derived for differences between them with regard to preferences for three employment relationships differing in whether employees are internal—hired and paid by an organization or external—employed through software houses. In addition, hypotheses were also drawn for differences in overall and facet work satisfaction. The sample consisted of computer science students of whom a large proportion have also been working in that field, and individuals employed as software engineers. Anxious/ambivalents were relatively higher in preference for the external contract and lower in preference for the internal contract, as compared to the two other styles. Contrary to the hypotheses, the avoidants did not differ from the secure style in expressing the highest preference to the internal permanent contract and the lowest to the external contract. Work satisfaction was highest among the secure style but contrary to hypotheses, the anxious/ambivalent group did not differ significantly from that group concerning overall, intrinsic, and extrinsic satisfaction. The avoidants were lowest on those measures. Findings are discussed in light of the different attachment styles and the unique features of the high-tech industry.

On the Relationship between Commuting, Stress Symptoms, and Attitudinal Measures: A LISREL Application

The relationship between commuting time and attitudinal measures of organizational outcomes has not been clearly identified. The present field study tested a model with an index of stress symptoms as a mediator between the two sets of variables. More than 600 nurses participated in a large personnel study that included questions on commuting time, stress, and several attitudinal measures. Results based on the use of the LISREL computer program indicated that, for nurses driving their own cars, stress acted as a mediator between commuting and attitudinal outcomes. Issues for further investigation and practical implications of the model are suggested.

Stressor and personal variables in the commuting experience

The past few years have seen an increase in studies on the effects of commuting stress on various measures of strain. In particular, commuting impedance, a combination of time and distance between home and work, has been suggested as the independent variable that best describes the commuting experience. As demographic characteristics have been hypothesized as affecting strain, data were collected on personal variables and mode of transportation. Presents results from subjects in the present study consisting of 200 employees of a service organization near Tel Aviv, Israel. Whereas results verified the impact of commuting impedance on strain measures related to the commuting experience, the association between personal variables and strain was found to be inconsistent. Although the subjects were drawn from one organization only, they manifested many of the commuting patterns observed in other western nations. Proposes several suggestions for investigating the relationship among commuting stress and strain variables in future studies.

Impact of shift work and department type upon strain and attitudinal measures of hospital nurses

Abstract The effects of shift work (fixed versus rotating), type of hospital department (intensive care unit versus non-ICU), and job scope on stress and attitudes have been reported previously. The goal of the present study was to examine the interactive, as well as individual, impact of these variables on measures of perceived work stress, strain, work satisfaction and withdrawal intentions. Respondents in the study were nurses in a large general hospital in Israel. None of the two- or three-way interactions received empirical support. However, significant multivariate main effects for each of the three independent measures were found. The negative influence of rotating work shift compared to fixed work shift was supported. Nurses who thought that their job was more enriching were more satisfied and perceived their workload as being lower. Department type affected only burnout level; nurses in non-ICUs were lower in burnout. Several theoretical and practical possible interpretations and possible implica...

Student Self-Selection for Specializations in Engineering.

Abstract The general hypothesis that students self-selecting themselves for different occupational fields differ in relevant values and interests was tested for specializations within engineering. Industrial engineers were found to be different in work values and in their image of their subfield from students of other engineering specializations. The study concludes that in terms of type of student selecting engineering, the profession cannot be treated as an undifferentiated entity. It is suggested that in future research engineering students may be regarded as relatively homogenous with respect to work values only if their area of specialization is duly considered.

The Many Faces of Voluntary Employee Turnover

Recent statistics show that throughout their careers, American workers hold an average of eight jobs (Wegmann, 1991). This implies that employees leave their jobs seven times, on average, throughout their active career life. It also means that seven companies will have to deal with the turnover of that employee. The impact of turnover also spreads to other entities such as the employees’ families, their communities, and the wider society, affecting economic, social, and cultural systems. For theoreticians and researchers, the obvious implication is that employee turnover has many faces and levels and has, therefore, to be analyzed from a multilevel perspective. The wider theoretical and practical implication is that multilevel constituencies affect turnover and are potentially being affected by it. Turnover may be caused by personal and personality factors, family issues, work team relations, career plans, the overall level of human resource demand and supply in the community or the occupational field, as well as organizational structure and strategic human resource practices (Huselid, 1995). Previous experiences of organizational departure and the socialization into the next organization (Adkins, 1995) can also be expected to affect intentions, as well as actual turnover from the current job.

Factors affecting post‐relocation adaptation in a case of an entire plant relocation

Pre‐relocation measures as well as measures collected subsequent to it were used to predict employees’ post‐relocation adaptation in a case where an entire plant relocated its premises. The distance between the old and the new site did not require home relocation, with the result that the change was deemed less of a “family issue” than an essentially work and organizational change. The sample consisted of 176 employees, for whom matched before and after questionnaires were available. Pre‐relocation measures included demographics, justification of management’s decision to relocate, and positive and negative emotional reactions to the move. In addition, measures of perceived changes were taken after the move. The three post‐relocation adaptation measures were work satisfaction, loyalty to the organization, and relocation satisfaction. Findings are discussed in the light of previous findings, although most of that research dealt with individual as opposed to plant relocation, and of very few studies dealing with post‐relocation variables.