William F. Giles

Job Performance and Turnover Decisions: Two Field Studies

Hypotheses involving relationships between job performance and turnover decisions were tested in two settings within the context of an integrated model. In an initial test with a sample of manufacturing operatives, support was foundfor (a) a curvilinear relationship between performance and turnover intentions, and (b) a satisfaction X performance interaction in predicting such intentions. A second test of the same hypotheses, using actual turnover as a criterion, was conducted for first-line manufacturing supervisors. Only the curvilinear hypothesis received support.

Evaluating and rewarding OCBs

Purpose – The paper aims to address a topic that has not been systematically studied in the organisational citizenship behaviour (OCB), performance appraisal and rewards literature. Specifically, this paper seeks to examine the potential effects of rewarding OCBs by explicitly incorporating them into performance appraisal and reward systems.Design/methodology/approach – A review of relevant theory and literature is provided and propositions concerning the possible effects of assessing and rewarding OCBs are offered.Findings – The findings show that there are potential advantages and disadvantages of formally incorporating OCBs into performance appraisal systems and that it seems likely that more organisations will move toward formally measuring and rewarding OCBs.Originality/value – While most research indicates that OCBs are associated with positive outcomes, this paper also addresses potential negative consequences of formally evaluating and rewarding OCB.

Procedural fairness in performance appraisal: Beyond the review session

Utilizing an organizational justice perspective, this cross-organizational study developed procedural fairness dimensions for the appraisal review session and two contextual domains of the performance appraisal process. The contextual domains were: (a) the structure, policies, and support characterizing the formal appraisal system, and (b) the appraisal-related interactions that occur throughout the year between supervisors and subordinates. In addition, relationships of the three procedural variable sets and their respective individual variables with three fairness (two distributive justice and one global) criteria were assessed. Procedures from the session and system domains were found to be most useful for predicting the fairness criteria.

Accuracy of Interviewers' Perceptions of the Importance of Intrinsic and Extrinsic Job Characteristics to Male and Female Applicants

The study sought to determine how accurate male interviewers are (I) in assessing the job characteristics desired by male and female job applicants and (2) in predicting the preferences of applican...

Job Enrichment Versus Traditional Issues at the Bargaining Table: What Union Members Want

The article focuses on the reaction of union leaders toward job enrichment and motivation programs. The study presented attempts to examine the attitudes of union members to the use of job enrichment as a possible collective bargaining issue. According to the author, this study differs from earlier works in a number of ways, including its request that union members allocate the percentages of time that representatives will spend for traditional negotiation issues as well as issues surrounding job enrichment.

THE INFLUENCE OF SUPPORTIVE SUPERVISOR COMMUNICATION ON LMX AND PERFORMANCE: THE TEST OF A THEORETICAL MODEL.

The Influence of Supportive Supervisor Communication on LMX and Performance: The Test of a Theoretical Model Abstract This study examined the relationship between supportive supervisor communicatio...

What College Graduates Want In a Compensation Package

To design a compensation/benefit package that will attract and retain employees, compensation managers must know the form of pay and benefits that various groups of employees prefer. The authors show how they found out...

The role of perceptions of political tactics in predicting turnover from behavioral intentions

The role of behavioral intentions in predicting turnover has received considerable attention in recent years. The purpose of the present study was to examine the potential moderating impact of a persons perceptions of political tactics (PPT) on the relationship between turnover intentions and voluntary turnover. The research sample consisted of 404 white-collar employees working for a textile manufacturing firm. Logistic regression indicated support for the hypothesized moderator effect. Results suggested that turnover intentions were less predictive of turnover for individuals who perceived political tactics to be useful in attaining organizational success as compared to those who perceived them not to be useful. Future research suggestions are provided.

The Relationship of Satiseaction Level and Content of Job Satisfaction Questionnaire Items to Item Sensitivity

In this article the authors discuss research they conducted that examined the relationship between item sensitivity on job satisfaction questionnaires and the respondents level of job satisfaction. They note that respondents would be more likely to falsely answer questions that they believe would have negative consequences if their identity were revealed. Their aim is to discover what items can be considered to be of high and low sensitivity. They found that low sensitivity items related to impersonal matters and working conditions while high sensitivity items related to supervision, competency of colleagues and overall job satisfaction.

Volunteering for job enrichment: Reaction to job characteristics or to change?

Abstract Employee reactions to the opportunity to participate in a job enrichment program were examined in relation to higher-order need satisfaction levels. It was found that employees whose higher-order needs were less satisfied were more likely to volunteer for job enrichment. The results also indicated that employees reacted to the opportunity for job enrichment in terms of reaction to job characteristics rather than on the basis of desire for a change. Implications for the practice of self-selection in relation to job enrichment are discussed.