Research Interests:
Research Interests:
Page 1. The Journal of Applied Behavioral Science http://jab.sagepub.com/ Asian American Attitudes toward Affirmative Action in Employment Implications for the Model Minority Myth Myrtle P. Bell, David A. Harrison and Mary ...
Research Interests:
Research Interests:
Page 1. Dimensions, Determinants, and Differences in the Expatriate Adjustment Process Margaret A. Shaffer* THE HONG KONG POLYTECHNIC UNIVERSITY David A. Harrison** UNIVERSITY OF TEXAS AT ARLINGTON K. Matthew Gilley*** OKLAHOMA STATE... more
Page 1. Dimensions, Determinants, and Differences in the Expatriate Adjustment Process Margaret A. Shaffer* THE HONG KONG POLYTECHNIC UNIVERSITY David A. Harrison** UNIVERSITY OF TEXAS AT ARLINGTON K. Matthew Gilley*** OKLAHOMA STATE UNIVERSITY ...
Research Interests:
Multidimensional item response data were created from a hierarchical factor model under a variety of conditions. The strength of a second-order general factor, the number of first-order common factors, the distribution of items loading on... more
Multidimensional item response data were created from a hierarchical factor model under a variety of conditions. The strength of a second-order general factor, the number of first-order common factors, the distribution of items loading on those common factors, and the number of items in simulated tests were systematically manipulated. The computer program LOGIST effectively recovered both item parameters and trait
Research Interests: Psychology, Statistics, Item Response Theory, Parameter estimation, Factor analysis, and 11 moreCorrelation, Mathematical Models, First-Order Logic, Computer Program, Second Order, Educational statistics, Five Factor Model, Latent Trait Theory, Test Theory, Adaptive Testing, and Computerized Adaptive Test
Research Interests: Marketing, Psychology, Applied Psychology, Job Satisfaction, Virtual Teams, and 19 moreEmployment, Telework, Humans, Business and Management, Global virtual teams, Telecommuting Productivity Culture, Interpersonal Relations, Distributed Work, Meta Analysis, Virtual Work, Computer User Interface Design, Telecommuting Social Implications, Telecommuting, Theoretical Framework, Work Family Conflict, REMOTE WORK, Challenges in working with remote communities, Remote Workforce, and Personal autonomy
As corporate scandals proliferate, practitioners and researchers alike need a cumulative, quantitative understanding of the antecedents associated with unethical decisions in organizations. In this meta-analysis, the authors draw from... more
As corporate scandals proliferate, practitioners and researchers alike need a cumulative, quantitative understanding of the antecedents associated with unethical decisions in organizations. In this meta-analysis, the authors draw from over 30 years of research and multiple literatures to examine individual ("bad apple"), moral issue ("bad case"), and organizational environment ("bad barrel") antecedents of unethical choice. Findings provide empirical support for several foundational theories and paint a clearer picture of relationships characterized by mixed results. Structural equation modeling revealed the complexity (multidetermined nature) of unethical choice, as well as a need for research that simultaneously examines different sets of antecedents. Moderator analyses unexpectedly uncovered better prediction of unethical behavior than of intention for several variables. This suggests a need to more strongly consider a new "ethical…
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Affirmative action programs (AAPs) are controversial employment policies in the United States and elsewhere. A large body of evidence about attitudinal reactions to AAPs in employment has accumulated over 35 years: at least 126... more
Affirmative action programs (AAPs) are controversial employment policies in the United States and elsewhere. A large body of evidence about attitudinal reactions to AAPs in employment has accumulated over 35 years: at least 126 independent samples involving 29,000 people. However, findings are not firmly established or integrated. In the current article, the authors summarize and meta-analytically estimate relationships of AAP attitudes with (a) structural features of such programs, (b) perceiver demographic and psychological characteristics, (c) interactions of structural features with perceiver characteristics, and (d) presentation of AAP details to perceivers, including justification of the AAP. Results are generally consistent with predictions derived from self-interest considerations, organizational justice theory, and racism theories. They also suggest practical ways in which AAPs might be designed and communicated to employees to reduce attitudinal resistance.
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A model of attitude toward affirmative action programs (AAPs) was applied in 4 studies involving 1,622 participants. In Study 1, attributes people tacitly associate with AAPs were identified by open-ended elicitation. Using those... more
A model of attitude toward affirmative action programs (AAPs) was applied in 4 studies involving 1,622 participants. In Study 1, attributes people tacitly associate with AAPs were identified by open-ended elicitation. Using those attributes, an instrument was developed and administered in Studies 2, 3, and 4. In those studies, a multiplicative composite of beliefs and evaluations about the AAP attributes predicted AAP attitude, consistent with M. Fishbein and I. Ajzen's (1975) theory of reasoned action. Demographic effects on AAP attitude were partially mediated by this composite. In Studies 3 and 4, an experimental manipulation of AAP information was successful in changing AAP attitude, but in a way that polarized existing demographic differences. Study 4 also showed that AAP attitude and subjective norm jointly and uniquely predicted intentions to perform AAP-related behaviors. Intentions predicted the actual behavior of mailing postcards to political representatives reflecting participants' support for AAPs.