Robert A. Snyder

Sex and Position as Predictors of Organizational Commitment

The present study empirically examines sex and position as predictors of organizational commitment for 583 employees of social service organizations. The results of simple correlational and multipl...

Quality of Vertical Dyad Linkages: Congruence of Supervisor and Subordinate Competence and Role Stress as Explanatory Variables

Supervisor and subordinate competence and role stress were ex amined as explanatory variables of the vertical exchange within supervisor/subordinate dyads. Three hypotheses were proposed to examine these linkages: (1) subordinate competence is directly related to the vertical exchange between supervisors and subordi nates; (2) this competence/exchange relationship is moderated by the role stress experienced by the parties; and (3) the subordinate competence/exchange relationship is moderated by the supervisors competence. These hypotheses were tested using a heterogeneous sample of (626) supervisor-subordinate dyads within social service organizations. Multiple hierarchical regression that included inter action terms supported the first and third hypotheses. As subordi nate competence increased, the vertical exchange reported increased. The results also demonstrated that congruence between supervisor/ subordinate competence resulted in higher level exchanges than did incongruence in competence levels.

Age, Tenure, and Work Perceptions as Predictors of Reactions to Performance Feedback

Summary Two large samples (n = 683, n = 833) of public service employees were used to investigate differences in reaction to performance feedback and their relation to individual demographic and perceptual variables. Stepwise regression was used to measure the incremental impact of the relevant variables. The results support the notion that many work-related perceptions vary consistently with performance feedback reactions. The strongest predictor of feedback reactions was a measure of vertical dyad linkage. Role conflict, role clarity, and multiple measures of competence had lesser, but still significant, effects. Age, tenure on the job, and tenure in the organization failed to show hypothesized relationships to reactions to performance feedback.

Age/Job Satisfaction: Assessment of the Shape of the Relationship from a Systems Perspective

Prominent review articles conclude that the relationship between age and job satisfaction is probably linear because the clear majority of studies has produced linear findings. Recent research has suggested, however, that if the age/satisfaction relationship was investigated using appropriate multivariate techniques while controlling for levels of employee tenure, the “true” shape of the relationship could be determined. Unfortunately, studies which have done so have come to opposite conclusions about the linearity/curvilinearity of the relationship. The present investigation, using 457 employees of a US social service organization, suggests that the shape of the age/satisfaction relationship is neither universal nor invariate but, in fact, depends on individual and situational differences.

Let's Burn Them All: Reflections on the Learning-Inhibitory Nature of Introduction to Management and Introduction to Organizational Behavior Textbooks.

This essay provides evidence from the neurosciences that standard Introduction to Management and Introduction to Organizational Behavior textbooks may inhibit, rather than facilitate, learning of the basic concepts and the rudimentary knowledge-basis that underlie the complex skills business students should learn in subsequent coursework and that they must hone in practice as future managers. Specific introductory textbook limitations that are addressed include the following: (a) the nearly total absence of neuroscience findings that have important relevance and application to management and organizational behavior; (b) the ineffective manner in which theories are presented; (c) the use of idiosyncratic, academically derived, or simply spot-invented language; (d) the nonengaging manner in which information (generally speaking) is presented; and (e) the question of whether such textbooks are being read, much less studied. Based on my recent, joyous experience in not using such textbooks, I propose, for readers’ possible consideration, an alternative (hyperlink) practice that is (a) fully compatible with recent neuroscience research on management, learning, and information retention/retrieval and (b) likely to dramatically increase student engagement with assigned readings in Introduction to Management and Introduction to Organizational Behavior courses and their ability to retrieve content and apply it during class discussions.

Prediction of Absenteeism from Attitudes, Prior Absenteeism, and Performance

In a four‐year longitudinal study, data from 117 mental health employees in two organisations were used to examine baseline year absenteeism, performance, and attitudes as predictors of subsequent absenteeism. Results indicated that baseline absence behaviour was a strong predictor of subsequent absenteeism over the comparatively long temporal course of the study. Performance contributed little unique variance as a predictor when the influence of baseline absenteeism was accounted for. Baseline year attitudes increased in strength as predictors of subsequent absenteeism over the four years. Moreover, the substantial total variation explained by the set of variables showed in little deterioration between the first (adjusted R⊃2 = 0.29) and last (adjusted R⊃2 = 0.27) criterion years of this four year study. Results are compared to earlier findings in a framework of tentative implications for future research.

Sex and position differences among predictors of perceived work-related competence

Many previous articles have suggested that social cues and situational information contribute differentially to perceptions of work-related competence of women versus men. Certain theorists have concluded that the perceived competence of women is more dependent upon social cues and less upon situational information than is the competence of men, while other theorists have concluded that the opposite is true. The present study empirically examined the relative contribution of these two classes of variables to the perceived competence of 583 employees of social service organizations in 23 states. In addition, the study investigated a rival hypothesis that occupancy of a supervisory position, not sex, is a more likely modifier of the relationship between competence and either social or situational factors. Contrary to all hypotheses, the results suggest that (a) there are no practically significant sex differences in sensitivity to social cues or situational information, and [b] occupancy of a supervisory position may have a direct impact on perceived competence, but position occupancy does not moderate [to a practically significant degree] the relationships between competence and social cues or situational information.

THE FACTOR STRUCTURE OF THE WAGNER AND MORSE COMPETENCE INDEX: ANOTHER VIEW

Srinivasan and Anantharamans analysis of the factor structure of the Wagner and Morse (1975) Competence Index is considered in light of previous research and new data. Results support the factor structure proposed by Snyder and Morris in 1978.