Terri A. Scandura

Research Methodology In Management: Current Practices, Trends, And Implications For Future Research

This study is a comparison of the strategies employed in management research in two periods, 1995–97 and 1985–87. Through a content analysis of articles from the Academy of Management Journal, Admi...

Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction

Psychological contract theory (Rousseau, 1995) suggests that women and those with family responsibilities may negotiate new psychological contracts that include family-responsive benefits such as flexible work hours. Relationships of gender, family responsibility, and flexible work hours to organizational commitment and job satisfaction were examined among 160 matched male and female managers in a cross-organizational study. Results revealed that women who perceived their organizations offered flexible work hours reported higher levels of organizational commitment and job satisfaction than women who did not. Also, flexible work hours were related to higher organizational commitment and job satisfaction for those having family responsibilities. Implications of these results for future research and organizational policy are discussed.

Exploratory and confirmatory factor analysis: guidelines, issues, and alternatives

AMY E. HURLEY, TERRI A. SCANDURA, CHESTER A. SCHRIESHEIM, MICHAEL T. BRANNICK, ANSON SEERS, ROBERT J. VANDENBERG AND LARRY J. WILLIAMS Department of Professional Studies, Chapman University, U.S.A. Department of Management, University of Miami, U.S.A. Department of Psychology, University of South Florida, U.S.A. Department of Management, Virginia Commonwealth University, U.S.A. Department of Management, The University of Georgia, U.S.A. Department of Management, University of Tennessee, U.S.A.

Leader-Member Exchange and Supervisor Career Mentoring as Complementary Constructs in Leadership Research

The literature on transformational and transactional leadership suggests integrating the leader-member exchange (LMX) approach with research on mentoring. Using LISREL VII confirmatory factor analy...

Dysfunctional Mentoring Relationships and Outcomes

A comprehensive review of the mentoring literature reveals that unpleasant aspects of mentoring relationships at work have been understudied. This persists, despite evidence that dysfunctions may be occurring in mentoring relationships. A typology of negative mentoring styles is presented. Next, a model of outcomes that may be associated with dysfunctional mentoring is developed to underscore the need to investigate the full range of mentorship in future work.

Burden or blessing? Expected costs and benefits of being a mentor

We investigated the relationship between anticipated costs and benefits of being a mentor, mentoring experience, and intentions to mentor among a sample of 275 executives. Individuals lacking mentoring experience anticipated greater costs and fewer benefits than experienced individuals. Anticipated costs and benefits were related to intentions to mentor, and this relationship varied by mentoring experience. The results suggest that mentoring may be an intergenerational process. Copyright

Paternalistic Leadership: A Review and Agenda for Future Research

The growing interest in paternalistic leadership research has led to a recent proliferation of diverse definitions and perspectives, as well as a limited number of empirical studies. Consequently, the diversity of perspectives has resulted in conceptual ambiguities, as well as contradictory empirical findings. In this article, the authors review research on paternalistic leadership in an effort to assess the current state of the literature. They investigate the construct of paternalistic leadership and review the findings related to its outcomes and antecedents as well as the various measurement scales used in paternalistic leadership research. On the basis of this review, the article concludes with an agenda for future theoretical and empirical research on this emerging and intriguing new area for leadership research.

The MLQ revisited: psychometric properties and recommendations

Abstract The Multifactor Leadership Questionnaire (MLQ) is one of the most widely used instruments to measure transformational and transactional leader behaviors in the organizational sciences. A review of this literature reveals inconsistent research findings, which may be due to the psychometric properties of the MLQ. Data from four samples of managers were employed to investigate the underlying factor structure of the MLQ. In independent samples, the data fail to support the hypothesized structure of the MLQ in first- and second-order confirmatory factor analyses (CFA). However, a reduced set of items from the MLQ appear to show preliminary evidence of construct and predictive validity. Implications for future research and theoretical development are discussed.

Rethinking leader-member exchange: An organizational justice perspective

Abstract The literature on leader-member exchange (LMX) is examined from an organizational justice perspective. The concepts of distributive, procedural, and interactional justice expand the LMX model to consider social comparison processes operating within work groups. A model of LMX development over time is presented that suggests that the differentiation of work groups into in-groups and out-groups has implications for the emergence of organizational justice. New research propositions based upon the model are offered to encourage further research integrating LMX and organizational justice.

The Way We Were: Gender and the Termination of Mentoring Relationships

The relationship between gender and the termination of mentoring relationships was assessed in a matched sample of 142 male and female ex-protégés. Counter to prevailing assumptions, when gender differences in rank, salary, tenure, and other demographic and organizational variables were controlled, women did not differ from men in the number or duration of prior relationships or in their reasons for terminating the relationship.