Thomas Li-Ping Tang

An Examination of Organizational Trust Antecedents

The objective of this research is to empirically assess antecedents of organizational trust. To accomplish this objective, 83 managerial employees were surveyed in a branch of a federal governmental agency located in a large metropolitan city in the Southwestern United States. Multiple regression analysis showed that age, marital status, and work group cohesion were positively associated with organizational trust. Organizational trust did not differ by either race or gender. Results are discussed in light of competitive challenges facing human resource managers.

Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees?

This study examines a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. Direct paths suggested that the love of money was related to unethical behavior, but income (money) was not. Indirect paths showed that income was negatively related to the love of money that, in turn, was negatively related to pay satisfaction that, in turn, was negatively associated with unethical behavior. Pay satisfaction was positively related to organizational commitment. Thus, the love of money is the root of evil, but money is not.

THE DEVELOPMENT OF A SHORT MONEY ETHIC SCALE: ATTITUDES TOWARD MONEY AND PAY SATISFACTION REVISITED*

Abstract In order to measure peoples attitudes toward money, a 12-item Money Ethic Scale (MES) was developed based on a sample of 740 subjects. Three factors were identified: Success, Budget, and Evil. Attitudes toward money as related to peoples demographic variables, personality variables, and job satisfaction were examined. Those who scored high on the Money Ethic Scale (the overall Money score) tended to have high economic values, low religious values, high Type A behavior pattern, to be older, to have low pay satisfaction, and high political values. Implications related to compensation management are discussed.

Retaining and motivating employees

This paper reports two studies involving data collected from 583 participants in Hong Kong and 121 participants in the People’s Republic of China (PRC), and examines the most popular compensation components offered by organizations to employees and participants’ perceptions regarding the five most important compensation components to retain and motivate people in Hong Kong and PRC, respectively. Results suggested that in Hong Kong, base salary, merit pay, year‐end bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, year‐end bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. Results are discussed in light of economic, geographic, and culture‐related factors.

Antecedents of Organizational Citizenship Behavior Revisited: Public Personnel in the United States and in the Middle East

The antecedents of self-reported organizational citizenship behavior were examined in two samples of public personnel. Data for the first sample were collected from 155 workers in the Department of Mental Health and Mental Retardation in the southeastern U.S. The second sample consisted of 378 police officers and military personnel in the Middle East (Egypt and Saudi Arabia). The results of separate step-wise multiple regression analyses showed that, for both samples, organization-based self-esteem (OBSE), need for achievement (n Ach), intrinsic job satisfaction, and low extrinsic job satisfaction were predictors of altruism, whereas low work-related stress and high organization-based self-esteem were related to compliance. The results are discussed in light of intrinsic motivation, dispositional variables, and cultural differences.

Job satisfaction and organizational citizenship behavior (OCB): Does team commitment make a difference in self‐directed teams?

Purpose – The purpose of this paper is to propose a model in which team commitment in self‐directed teams moderates the relationship between job satisfaction and organizational citizenship behavior (OCB).Design/methodology/approach – Survey questionnaires measuring team commitment, OCB, and job satisfaction were administered to 242 full‐time employees who were involved in self‐directed teams at three geographically diverse manufacturing facilities. After carefully testing the psychometric properties of the scales, hierarchical multiple regression was used to test hypotheses.Findings – The relationship between job satisfaction and OCB was shown to be significant, as was the relationship between team commitment and OCB. Most importantly, the relationship between job satisfaction and organizational citizenship behavior was moderated by team commitment, such that the relationship was stronger when team commitment was high.Research limitations/implications – Due to heightened salience of self‐directed team fun...

The effects of hardiness, police stress, and life stress on police officers' illness and absenteeism.

A total of 60 police officers from seven suburban police departments were given a questionnaire twice over a six-month period. The results of four time-lagged hierarchical regression analyses showed that high levels of police stress and life stress (measured at Time 1) were significantly related to illness (measured at Time 2). Police stress (Time 1) was significantly associated with absenteeism (Time 2). Further, hardy police officers with a high level of police stress tended to have a high level of absenteeism than hardy officers with a low level of police stress, whereas nonhardy officers experienced a high level of absenteeism regardless of their level of police stress. Implications concerning the results of this study are discussed.

Sustainability in supply chain management: suggestions for the auto industry

Purpose – The auto industry in the USA is facing tremendous challenges – plunging demands due to economic downturn, the gloomy trend in technology development, and fierce global competition. This article aims to examine the challenges of supply chain management and to propose a triple‐C (cease‐control‐combine) remedy for the North American auto industrys supply chain management.Design/methodology/approach – The authors applied management theories, collected information from managers at different levels of the auto industrys supply chain management, and developed a novel theoretical model of sustainability in supply chain management for the auto industry.Findings – It is argued that outsourcing to low cost countries – the current supply chain strategy – is not only unsustainable but also irresponsible for the auto industry and society. A triple‐C (cease‐control‐combine) remedy is proposed for the auto industrys supply chain management.Practical implications – The proposed triple‐C strategy will save the...

The Meaning of Money among Mental Health Workers: The Endorsement of Money Ethic as Related to Organizational Citizenship Behavior, Job Satisfaction, and Commitment

Exploratory and confirmatory factor analyses were conducted to examine the measurement and dimensions of the 6-item Money Ethic Scale (MES) using a sample of mental health workers. Results showed that the items of the new Money Ethic Scale had very low and negligible cross-loadings and the inter-factor correlations were small. Thus, the three factors (Budget, Evil, and Success) measured fairly independent constructs. Further, the results of a multivariate multiple regression showed that the linear combination of the Factors Budget, Evil, and Success was a significant predictor of the linear combination of organizational citizenship behavior, job satisfaction, and organizational commitment.

From Income To Pay Satisfaction: The Love of Money and Pay Equity Comparison as Mediators and Culture (the United States and Spain) and Gender as Moderators

This study examined a mediating model of income and pay satisfaction with a direct path (income → pay satisfaction) and an indirect path with two mediators (income → the love of money → pay equity comparison → pay satisfaction). Results of the whole sample showed that the indirect path was significant and the direct path was insignificant. When the indirect path was eliminated, income contributed positively to pay satisfaction. We then tested the model across two moderators: culture (the United States versus Spain) and gender. This study provides the following theoretical and empirical contributions: the direct relationship between income and pay satisfaction depends on the indirect path and the extent to which (1) income enhances the love of money and (2) the love of money is applied to evaluate pay equity comparison satisfaction. If both conditions exist, income leads to pay dissatisfaction. If the second condition does not exist, income does not lead to pay dissatisfaction. Pay satisfaction depends on (1) one’s love of money and (2) how one compares. The role of the love of money in pay satisfaction is “not”universal across cultures and gender.