William H. Hendrix

Organizational and extraorganizational factors affecting stress, employee well-being, and absenteeism for males and females

The purpose of this research is to examine separately for males and females, the effects of different sources of job and life stress on the emotional and physical well-being of those individuals, and in turn on absenteeism. Results using a sample of 170 males and 204 females indicated that females experienced higher levels of job stress, absenteeism, and poorer emotional well-being. Patterns of relationships for males and females were similar, however, the data suggest that sex moderates the effects of different sources of stress on emotional and physical well-being and absenteeism. The model developed as a part of this research was more complicated for females than for males.

Effect of social support on the stress-burnout relationship

Business organizations have become interested in recent years in the role of social support in reducing the negative effect of stress. The purpose of this research is to examine the effects of two types of social support (i.e., job and life support) on the relationships between job and life stress and burnout. Participants consisted of 270 males and 254 females. For both males and females job stress and life stress correlate positively with burnout, while job and life support were negatively correlated with burnout. The hypothesis that social support would moderate stress-burnout relationships was not supported. Neither job support nor life support moderated job stress or life stress-burnout relationships. Females exhibited significantly higher levels of burnout, job stress, and life stress than males; however, there was no difference between males and females in the amount of social support received.

Job and personal factors related to job stress and risk of developing coronary artery disease.

Results indicated that job stress is affected by physical stressors, role conflict, quantitative workload, job boredom, and whether one has an external locus of control. Coronary artery disease potential, as measured by the cholesterol ratio, was affected by sex, height-weight index, and smoking.

Constraining Forces and the Work Performance of Finance Company Cashiers

A field study was performed examining the influence of situational constraints on the job performance of 368 finance company cashiers. Increasing levels of contextual constraint (as rated by a cashiers immediate supervisor) were negatively related to supervisory performance ratings, self-appraisals, and objective performance criteria. No differences were in evidence in the degree ofperformance variation found in high and low constraining task environments. Constraints were also found to be weakly related to ancillary measures of cashier work load.

Development of a turnover model that incorporates a matrix measure of valence-instrumentality-expectancy perceptions

A sample of 365 managers of a full service U.S. restaurant chain was used to test a model incorporating a matrix measure of valence-instrumentality-expectancy (VIE) perceptions leading to the outcomes of job performance and turnover. This study used Hollenbacks (1979) method of computing motivational force scores deriving from VIE perceptions. The model hypothesized one path from VIE to pay satisfaction, another from VIE to job performance, and a third set of links from job satisfaction to intentions to leave the organization to voluntary turnover. The results supported a revised model including the major hypothesized path from VIE perceptions to pay satisfaction to job satisfaction to intent to leave to voluntary turnover. In addition, the job performance to turnover paths were supported. The most noteworthy paths not receiving support were from VIE perceptions to job performance; however, there was an unhypothesized, indirect effect of VIE perceptions on job performance through pay satisfaction.

Effects of Perceived Decision-Making Influence on Labor Relations and Organizational Outcomes

By providing employees with an outlet for expressing dissatisfaction and advocating remedial action, influence in organizational decision making may foster more harmonious industrial relations. Longitudinal research at a U.S. federal mint found that degree of perceived influence was significantly correlated with organizational outcomes (e.g., organizational commitment, sick leave) and labor relations outcomes (e.g., unfair labor practice complaints, adverse actions). Hierarchical regression analysis, controlling for a range of personal and organizational factors, yielded mixed support for relationships between perceived influence and outcome. Boundary conditions and theoretical implications relating to the studys results are outlined.

Development of a Contingency Model Organizational Assessment Survey for Management Consultants

The development of an Organizational Assessment Package (OAP) for use by Air Force management consultants is presented. Development was based on a contingency model of effectiveness with separate inventories measuring the major components of the model. Data were collected using the OAP from 4,786 Air Force military and civilian personnel. Factor analyses resulted in 22 factors which were orthogonal within each inventory. Internal consistency indices were computed using the coefficient alpha formula for the highest loading items which defined each factor. Some redundancy between inventories was identified and recommendations for items and factors for an operational OAP were made.

Organizational Effectiveness as a Function of Managerial Style, Situational Environment, and Effectiveness Criterion

Military and civilian personnel (N = 4786) were administered an attitudinal survey that measured managerial, situational, and organizational effectiveness factors. Three managerial styles in three ...

Feedforward and Feedback in Multiple Cue Probability Learning-Facilitating or Debilitating?.

Abstract : Three levels of feedforward information and five levels of feedback information were administered during a 200 two-cue trial experiment to 150 subjects. The feedforward information consisted of instructions on correlative relationships and cue validities. The feedback information consisted of outcome feedback presented at different rates. Results indicated that: (a) subjects provided with a psychologically relevant MCPL setting with labeled cues can perform at a very high level of proficiency without feedforward or feedback information, (b) statistically naive subjects are unable to use feedforward information to improve their performance, (c) whether subject performance increases or decreases when provided with feedback information depends upon the performance index used (i.e., r sub a and R sub s decrease, while r sub m increases), and (d) withdrawal of feedback generally has little effect upon subject performance. (Author)

Assignment Procedures in the Air Force Procurement Management Information System.

Abstract : This report presents an overview of the procedure for offering jobs in the Air Force Procurement Management Information System (PROMIS). The overview was presented at the 19th Annual Conference of the Military Testing Association, San Antonio, Texas, 19 October 1977. A general framework for viewing personnel assignment systems is presented first. Then the job offering approach is described. The procedure involves the estimation of the value to the Air Force of each possible person-job assignment. These pay-off values are derived through Policy Specifying-a variation of Policy Capturing. The pay-off generator includes consideration of the interaction between the persons aptitude and the job aptitude requirement, the predicted technical school success, the aptitude area preference, the rate of job fill, and the percentage of jobs filled by minorities. The Allocation Index used for ordering the opportunities list of jobs is based on a Decision Index which is described. Extension of the PROMIS assignmentsystem can provide a vehicle through which human resources research findings can affect and improve individual personnel assignments. (Author)