Description: Voluntary turnover has become a problem for many organizations in today's society. The cost of this turnover reaches beyond organizational impact, but also affects the employees themselves. For this reason, there has been a plethora of research conducted by both academicians and practitioners on the causes and consequences of voluntary turnover. The purpose of this study is to test the validity and generalizability of the job embeddedness model of voluntary turnover to the information technology (IT) industry. The IT field has been plagued with high turnover rates in recent years. In this study, the job embeddedness model (Mitchell et al., 2001) is applied to a population sample consisting of health care information technology employees.

Description: The purpose of this study was to assess the relationship between masculine gender role conflict, attachment variables, narcissism, and adjustment. It was expected that men who reported higher masculine gender role conflict would also report unhealthy attachment, have a greater degree of narcissism and poorer adjustment. This study employed a sample of undergraduate males who completed self-report questionnaires measuring masculine gender role conflict, narcissism, adjustment, and attachment. Hypotheses were tested using canonical correlation techniques. Results indicated that healthy attachment was related to low masculine gender role conflict; however, unhealthy attachment was not related to high masculine gender role conflict. In terms of narcissism, higher amounts of narcissism were related to high amounts of gender role conflict, but in a subset of results individuals who reported low masculine gender role conflict also reported higher narcissism in areas that are assumed to relate to positive self regard. Results related to adjustment indicated that high masculine gender role conflict was related to less psychological well-being replicating past studies. Theoretical and methodological issues were discussed in light of these findings.

Description: Given the paucity of research that has been conducted on aggression in girls (see Keenan, Loeber, & Green, 1999, for a review), it is important to examine different behavioral manifestations of aggression that may be more prevalent among girls than boys, such as relational aggression (see Crick et al., 1999, for a review). Relational aggression consists of behaviors that harm others through damage to their peer relationships or the threat of such damage (e.g., spreading rumors about a peer so that others will reject him/her, social exclusion; Crick & Grotpeter, 1995). Children with Attention-Deficit/Hyperactivity Disorder (ADHD) are a particular subset of youth who are at increased risk for exhibiting aggressive behavior (Henker & Whalen, 1999; Whalen & Henker, 1985). The purpose of the present study was to assess the prevalence of relational aggression among children with attention problems as compared to the general population. Gender differences in relational aggression were also examined. In the current study, participants included 91 3rd-5th grade public school students. Teacher ratings of aggressive behavior and attention problems were obtained. Parents also completed measures to assess attention problems and social-psychological adjustment. Contrary to prediction, results indicated children with attention problems were not more aggressive than children ...

Description: Organizational change and development (OCD) has been studied by researchers to identify the effectiveness of change initiatives. Because of the broad scope of interventions in OCD, these studies have covered a range of areas including multiple interventions and the methodological rigor used by researchers. However, few have looked at organizational versus individual change within an organization, to examine whether individual change is more effective than organizational change. The purpose of this study is to determine if organizational change occurs in a top down or bottom up manner. A meta-analysis was conducted using 238 field experiments. Each study was coded for intervention and organizational outcome and for individual or organizational level variables. Effect sizes were calculated for each study, each level, and each level by intervention and outcome measure. Results indicate that while OCD interventions overall had a moderate effect size, the level of intervention or outcome was not a moderating variable.

Description: Using hierarchical multiple linear regression, this study examined the predictive relationship between micro-career transitions and career related outcomes and how those relationships were moderated by equilibration style. Participants (n = 177) answered an online survey which included a variety of measures for control, predictor, moderator, and outcome criterion (i.e., demographic descriptors, Instrumentality, Openness, Job Insecurity, Social Support Satisfaction, Microtransitions, Equilibration Style, Job Satisfaction, Job Burnout, Life Dissatisfaction, and Career Optimism). Research questions addressed the nature of micro-career transitions (e.g., frequencies, average stress ratings, category types), their predictive relationship with job and career outcomes, and the moderating role of Identity Styles on that relationship. Micro-career transitions were described according to responses for the research sample (n = 638). Significant effects were discovered between microtransitions and career outcomes (p < .05 and .01). Equilibration styles were also established as having a moderating effect on the predictive relationship between microtransitions and career outcomes (p < .05 and .01). Interaction terms were decomposed to examine the direction of significant moderating effects. In all cases where interaction terms were significant, moderators enhanced the negative predictive relationship between microtransitions and career outcomes.