Thomas H. Stone

Role conflict and burnout: The direct and moderating effects of political skill and perceived organizational support on burnout dimensions.

Drawing from previous research on the effect of role conflict on burnout and the Conservation of Resources theory, the authors propose that individual differences in political skill and perceptions of organizational support will be negatively related to burnout and will also moderate the relationship between perceived role conflict and burnout. In a sample of 120 professional employees, political skill was associated with less depersonalization and feelings of reduced personal accomplishment and moderated the role conflict-reduced personal accomplishment relationship. Perceived organizational support was associated with less emotional exhaustion and depersonalization and moderated the role conflict-emotional exhaustion relationship. Implications of results are discussed and directions for future research are offered.

Recruiting Sources and Posthire Outcomes for Job Applicants and New Hires: A Test of Two Hypotheses

In this study, unlike most recruitment source research, we tested for and ruled out the contaminating effects of prescreening and self-selection bias by examining applicants and new hires for nursing positions (Rynes & Barber, 1990)

The Impact of Employee Empowerment on the Quality of a Service Recovery Effort

Abstract Predictions from a service recovery model regarding employee and customer responses to empowerment in a restaurant context were examined in two experiments. Empowerment via training and autonomy led to higher service employee satisfaction. Greater customer satisfaction following a service failure was created by higher employee responsiveness and empathy during a service recovery.

Predicting Academic Misconduct Intentions and Behavior Using the Theory of Planned Behavior and Personality

The efficacy of Azjens (1985, 1991) Theory of Planned Behavior (TPB) for the prediction of cheating intentions and behaviors was examined in a sample of 241 business undergraduates. Mediated structural equation models of the TPB, with personality constructs, adjustment, and prudence, as antecedents were examined. The TPB model explained 21% of the variance in cheating intentions and 36% of cheating behavior. Results support both the TPB model and a partially mediated model in which prudence, but not adjustment, is significantly related to model components, attitudes, norms, control, and behavior but not intention to cheat. These results suggest that the TPB model may parsimoniously integrate and advance academic misconduct research. Further TPB research and practical implications are discussed.

Associations among altruism, burnout dimensions, and organizational citizenship behaviour

Most studies of burnout have focused on lack of resources, prevalence of burnout, and negative outcomes. In contrast, this study examined the relationships among altruism, burnout and a positive outcome, namely, the engagement in organizational citizenship behaviour. Web questionnaires were distributed to employees in three professional organizations. The results from the 178 respondents indicated that altruism is related to organizational citizenship behaviour. Of the three dimensions of burnout, only reduced personal accomplishment was (negatively) associated with engagement in organizational citizenship behaviours. Implications of the results are discussed and directions for future research are offered.

Using the theory of planned behavior and cheating justifications to predict academic misconduct

Purpose – The purpose of this paper is to show that academic misconduct appears to be on the rise; some research has linked academic misconduct to unethical workplace behaviors. Unlike previous empirically‐driven research, this theory‐based study seeks to examine the usefulness of a modification of Ajzens theory of planned behavior to predict academic misconduct.Design/methodology/approach – A total of 271 students enrolled at a US university were surveyed. Structural equation modeling was used to test the model.Findings – The modified theory of a planned behavior model in which intentions and justifications both serve as antecedents to behavior fits the data well. The model accounted for 22 per cent of the variance in intentions to cheat and 47 per cent of the variance in self‐reported cheating.Research limitations/implications – The primary limitations of this research are the cross‐sectional research design, the self‐selected sample, and the single source of survey data.Practical implications – The st...

Fairness perceptions and satisfaction with components of pay satisfaction

Purpose – The purpose of this paper is to integrate two streams of research and investigate the associations of different forms of justice perceptions on attitudinal reactions to four components of compensation: pay level, pay raises, benefits, and structure and administration In doing so, it responds to calls for more primary studies linking interactional justice perceptions to pay satisfaction.Design/methodology/approach – In total, 151 technology professionals employed at an international consulting company were surveyed to investigate hypotheses. Structural equation modeling was used to test the model.Findings – As hypothesized, distributive justice was related to satisfaction with pay level, procedural justice to satisfaction with benefits, raises and pay structure and administration, and informational justice to pay level and structure and administration.Research limitations/implications – The primary limitations of this research are the cross‐sectional research design and a single source of survey ...

Conflict and abusive workplace behaviors

Purpose – The purpose of this study is to investigate the moderating effects of social competencies, specifically, political skill, self‐monitoring and emotional intelligence, on the workplace conflict‐abusive behavior relationship.Design/methodology/approach – The study utilized data collected from graduate and undergraduate students majoring in psychology, management, human relations and social work who were recruited from two mid‐sized mid‐western universities. Hierarchical multiple regression analysis was used to test the study hypotheses.Findings – Results indicated that interpersonal conflict in the workplace is associated with employee engagement in counterproductive work behaviors. Results also suggested that social competencies interacted with interpersonal conflict to predict the likelihood of abusing others at work. Politically skilled workers and high self‐monitors were more likely to engage in abusive behaviors when experiencing high levels of interpersonal workplace conflict.Originality/valu...

Absence Schema and Managerial Judgment

Two studies investigated the cognitive categorization of absences by managers. In study 1, managers produced absence patterns for hypothetical employees who were labeled as having excellent, typical, uncontrollable, and controllable absence-prone attendance records. In study 2, managers rated the reliability of employees with absence patterns like those found in study 1. Study I found the distinction between excellent and absence-prone employees was related mainly to the total days absent and absence-episode parameters of prototypical absence records. The controllability distinction affected the proportions of absences reported as excused or adjacent to scheduled days off Study 2 obtained results generally consistent with study 1 butfound that the adjacency manipulation produced the hypothesized results only for experienced managers.

Selection Decision Making by Sales Managers and Human Resource Managers: Decision Impact, Decision Frame and Time of Valuation

A field experiment was conducted to extend the work of Marshall, Mowen, and Stone (1995) on salesperson selection decision making by adding two types of decision makers. Practicing sales managers and human resource managers evaluated a simulated hiring scenario for an open sales position and indicated their preferences between two job candidates with different levels of risk and performance potential. Experimental conditions were level of decision impact (sales manager or HR manager), decision frame (loss or gain), and time of valuation (outcome of the decision known soon or in the more distant future). The results provide evidence to support the findings of prior research in that an interaction occurred between decision frame and time of valuation such that the higher risk/higher performance potential candidate was preferred when managers framed the decision from a loss domain and the decision outcome occurred in the future. In addition, the higher risk/higher performance potential candidate was more preferred by sales managers than by HR managers. The findings are discussed in terms of their importance to salesperson selection research and practice.