A longitudinal test of the investment model: The impact on job satisfaction, job commitment, and turnover of variations in rewards, costs, alternatives, and investments.

A 12-mo longitudinal study of 88 newly hired nurses and junior accountants (mean age of all Ss 24 yrs) tested a series of assumptions from the authors' (see record 1981-31481-001) investment model concerning the determinants of job satisfaction, job commitment, and turnover. In general, greater job satisfaction resulted from high job rewards and low job costs; whereas strong job commitment was produced by high rewards, low costs, poor alternative quality, and large investment size. Whereas the impact of job rewards on satisfaction and commitment remained relatively constant, job costs seemed to exert an increasingly powerful influence over time. Investment size also exerted greater impact on job commitment with the passage of time. Just prior to their leaving, the job commitment of Ss who left was best predicted by a combination of rewards, costs, and alternatives. Ss who stayed and those who left differed from one another with regard to changes over time in each investment model factor—those who left experienced greater decline in rewards, increase in costs, increase in alternative quality, and decrease in investment size than those who stayed. Turnover appeared to be mediated by a decline over time in degree of job commitment. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of personal work goals in newcomers' job satisfaction and organizational commitment: A longitudinal analysis.

This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A three-wave longitudinal analysis of the causal ordering of satisfaction and commitment on turnover decisions.

L. J. Williams and J. T. Hazer (see record 1986-23287-001) explicated the antecedents and consequences of job satisfaction and organizational commitment on turnover. Their causal model related personal and organizational characteristics to satisfaction, satisfaction to commitment, and commitment to turnover intention. Their structural equation reanalysis of cross-sectional data from C. E. Michaels and P. E. Spector (see record 1982-10938-001) and A. C. Bluedorn (see record 1982-22265-001) support the model. The present study applied structural equation methodology to assess the plausibility of this model with longitudinal data from 440 Ss. Only partial support was obtained for the model. The relations among satisfaction, commitment, and reenlistment intention changed with increased tenure in the organization. This finding suggests that commitment and satisfaction may be either cyclically or reciprocally related. The implications for future turnover research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal analysis of the early development and consequences of organizational commitment.

Examined the development and consequences of organizational commitment early in employees' careers. 54 university graduates who had recently become employed were administered an organizational commitment questionnaire (R. T. Mowday et al [1979]) and self-report measures of work experiences, work behavior, and turnover intention after 1, 5, and 9 mo on the job. Comparison of means over time revealed a significant decline in commitment and the favorableness of work experiences during the 1st 9 mo of employment. Analyses provided evidence consistent with the hypothesis that early work experiences influenced commitment to the organization but did not support the hypothesis that commitment influenced work behavior and turnover intention. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Goal striving, need satisfaction, and longitudinal well-being: The self-concordance model.

An integrative model of the conative process, which has important ramifications for psychological need satisfaction and hence for individuals' well-being, is presented. The self-concordance of goals (i.e., their consistency with the person's developing interests and core values) plays a dual role in the model. First, those pursuing self-concordant goals put more sustained effort into achieving those goals and thus are more likely to attain them. Second, those who attain self-concordant goals reap greater well-being benefits from their attainment. Attainment-to-well-being effects are mediated by need satisfaction, i.e., daily activity-based experiences of autonomy, competence, and relatedness that accumulate during the period of striving. The model is shown to provide a satisfactory fit to 3 longitudinal data sets and to be independent of the effects of self-efficacy, implementation intentions, avoidance framing, and life skills. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Marital interaction and satisfaction: A longitudinal view.

Two longitudinal studies of marital interaction were conducted using observational coding of couples attempting to resolve a high-conflict issue. We found that a different pattern of results predicts concurrent marital satisfaction than predicts change in marital satisfaction over 3 years. Results suggest that some marital interaction patterns, such as disagreement and anger exchanges, which have usually been considered harmful to a marriage, may not be harmful in the long run. These patterns were found to relate to unhappiness and negative interaction at home concurrently, but they were predictive of improvement in marital satisfaction longitudinally. However, three interaction patterns were identified as dysfunctional in terms of longitudinal deterioration: defensiveness (which includes whining), stubbornness, and withdrawal from interaction. Hypotheses about gender differences in roles for the maintenance of marital satisfaction are presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A test of the social support deterioration model in the context of natural disaster.

This prospective longitudinal study examined stress-mediating potentials of 3 types of social support: social embeddedness, perceived support from nonkin, and perceived support from kin. As participants in a statewide panel study, 222 older adults were interviewed once before and twice after a severe flood. It was hypothesized that disaster exposure (stress) would influence depression directly and indirectly, through deterioration of social support. LISREL analyses indicated that postdisaster declines in social embeddedness and nonkin support mediated the immediate and delayed impact of disaster stress. No evidence was found for the mediational role of kin support. Findings are in accord with conceptualizations of social support as an entity reflecting dynamic transactions among individuals, their social networks, and environmental pressures. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in mate selection preferences: A test of the parental investment model.

Evolutionary-related hypotheses about gender differences in mate selection preferences were derived from R. Trivers's (1979, 1985) parental investment model, which contends that women are more likely than men to seek a mate who possesses nonphysical characteristics that maximize the survival or reproductive prospects of their offspring, and were examined in a meta-analysis of mate selection research (questionnaire studies, analyses of personal advertisements). As predicted, women accorded more weight than men to socioeconomic status (SES), ambitiousness, character, and intelligence, and the largest gender differences were observed for cues to resource acquisition (status, ambitiousness). Also as predicted, gender differences were not found in preferences for characteristics unrelated to progeny survival (sense of humor, "personality"). Where valid comparisons could be made, the findings were generally invariant across generations, cultures, and research paradigms. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal test of the influence of congruence: Job satisfaction, competency utilization, and counterproductive behavior.

The assumption that congruence between workers and jobs results in job satisfaction is fundamental to vocational theory. Evidence that person–job congruence goes with satisfaction is mixed; correlations are often too small to be of practical value. A hypothesis that interest congruence is more closely linked with job satisfaction for workers with clearly defined interests as opposed to workers with poorly defined interests is tested. Hypotheses about other consequences of person–job incongruence—counterproductive behavior, low job involvement, and turnover—also are tested in a predictive study. The hypothesis that differentiation moderates the relation between congruence and satisfaction and other hypotheses about the consequences of incongruence did not receive support, but the results do imply that congruence is a moderately efficient predictor of satisfaction when between-occupation sources of variance are excluded by the research design. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Received and perceived social support in times of stress: A test of the social support deterioration deterrence model.

The authors evaluated the impact of receiving social support on subsequent levels of perceived social support and psychological distress in 2 independent samples of victims of severe natural disasters: Hurricane Hugo (n?=?498) and Hurricane Andrew (n?=?404). A social support deterioration deterrence model was proposed that stipulated that postdisaster mobilization of received support counteracts the deterioration in expectations of support often experienced by victims of major life events. LISREL analyses of data collected 12 and 24 months after Hugo and 6 and 28 months after Andrew provided strong evidence for the hypothesized model: Perceived support mediated the long-term effects on distress of both scope of disaster exposure and postdisaster received support. Theoretical and application issues of social support are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model.

We conducted a meta-analysis to determine the relation between satisfaction–turnover correlations across studies and unemployment rates at the time those studies were conducted. On the basis of theoretical work by Muchinsky and Morrow (1980), we hypothesized that low relations would be found in studies conducted during times of high unemployment and limited employment opportunity, and high relations would be found in studies conducted during times of low unemployment and expanded opportunity. Results supported the hypothesis; correlations were found that ranged from –.18 to –.52 between unemployment rates and the magnitude of satisfaction–turnover relations across studies. A similar analysis was conducted for the relation between intention to quit and turnover. The correlations between the intention–turnover relation and unemployment were similar in magnitude to the corresponding satisfaction correlations, indicating that the behavioral-intention–turnover relation is also moderated by economic alternatives. Severe methodological problems with a similar study, which indicated the opposite results (Shikiar & Freudenberg, 1982), are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A test of the confluence model of intellectual development.

Longitudinal data from 53,000 children on the Stanford-Binet Intelligence Scale (collected at age 4 yrs), the WISC, and the Wide Range Achievement Test (collected at age 7 yrs) were used to test 5 confluence model hypotheses (R. B. Zajonc; 1975, 1976, 1979). Results failed to confirm the importance of birth interval as a determinant of intellectual development. Alternative interpretations, involving social class effects and prenatal care, are suggested. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting women's well-being in midlife: The importance of personality development and social role involvements.

Theories of adult development suggest that both personality and social roles are sources of adult well-being, but most research has examined only social roles. An integrated model was used, including personality, number of roles, and role quality, to predict well-being in 2 longitudinal studies of college-educated women. Results for both samples indicated that role quality and personality development were important components of the path to well-being, whereas number of roles occupied was important mainly in early adulthood. Moreover, the results provided support for E. Erikson's (1968) notion of the importance of the sequencing of personality development for later well-being. Path analyses indicated that engagement in multiple roles during early adulthood facilitated the development of identity, which predicted generativity and role quality, which in turn predicted well-being. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A longitudinal test of a model of the antecedents and consequences of union loyalty.

In the present study we aimed to construct a process model of union loyalty. Various personal, work, and union-related variables were hypothesized to predict union loyalty, which in turn would cause greater participation in essential union activities. Furthermore, the study assessed whether different models of union loyalty existed for 169 Black and 139 White members of a multiracial South African union. For both samples, cross-lagged regression analyses showed that union loyalty caused greater formal participation in union activities. Separate path analyses demonstrated that perceptions of union instrumentality, extrinsic job dissatisfaction, and early socialization experiences predicted union loyalty in both samples. However, the nature and strength of several relationships between the antecedent variables and union loyalty were moderated by race. In further refinement of the model, perceived union instrumentality was found to moderate the relationship between union loyalty and union participation, and the relationships between the predictor variables and union loyalty. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Impact of early socialization on union commitment and participation: A longitudinal study.

New members of a union (N?=?305) were surveyed twice over a 1-year period to assess the effects of institutional and individual socialization practices on union commitment and participation. Whereas individual socialization practices were found to impact on both affective and behavioral involvement in the union, institutional socialization practices were shown to be ineffective at best and counterproductive at worst. The theoretical and practical implications of the findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Marital satisfaction, depression, and attributions: A longitudinal analysis.

Examined the longitudinal relation between causal attributions and marital satisfaction and tested rival hypotheses that might account for any longitudinal association found between these variables. Data on attributions for negative partner behaviors, marital satisfaction, depression, and self-esteem were provided by 130 couples at 2 points separated by 12 mo. To the extent that spouses made nonbenign attributions for negative partner behavior, their marital satisfaction was lower a year later. This finding was not due to depression, self-esteem, or initial level of marital satisfaction, and also emerged when persons reporting chronic individual or marital disorder were removed. Results support a possible causal relation between attributions and marital satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived control and distress following sexual assault: A longitudinal test of a new model.

Longitudinal data were collected from female sexual assault survivors (N=171) at 4 points postassault. Consistent with the predictions of the temporal model (P. Frazier, M. Berman, & J. Steward, 2002), past, present, and future control were differentially related to posttrauma distress. Both personal past (behavioral self-blame) and vicarious past (rapist blame) control were associated with higher distress levels. In addition, the belief that future assaults are less likely was more strongly associated with lower distress levels than was future control. Present control (i.e., control over the recovery process) was most adaptive. Hierarchical linear modeling analyses revealed that changes in perceived control were associated with changes in distress after linear change in distress over time was accounted for. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The drinking partnership and marital satisfaction: The longitudinal influence of discrepant drinking.

The objective was to determine whether discrepancies between husbands' and wives' past-year heavy drinking predicted decreased marital satisfaction over time. Participants (N = 634) were recruited at the time they applied for their marriage licenses. Couples completed questionnaires about their alcohol use and marital satisfaction at the time of marriage and again at their 1st and 2nd anniversaries. Generalized estimating equation models were used to evaluate the association between discrepancies in husbands' and wives' heavy drinking in the year prior to marriage and marital satisfaction at the 1st wedding anniversary and the association between discrepancies in heavy alcohol use in the 1st year of marriage and marital satisfaction at the 2nd wedding anniversary. In these prospective time-lagged analyses, discrepancies in husbands' and wives' heavy drinking predicted decreased marital satisfaction over time while controlling for heavy drinking. Over time, these couples may be at greater risk for decreased marital functioning that may lead to relationship dissolution. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Supervisees' perceptions of their development: A test of the counselor complexity model.

Examined the perceptions of 91 trainees in counseling and clinical psychology regarding their development of counseling and supervision behaviors. Ss were from 8 geographically diverse training programs and were categorized into 3 levels on the basis of a composite of their degree of experience in graduate school, counseling, and received supervision. Ss' responses to an instrument designed to assess constructs relevant to the 2nd author's (see record 1981-06282-001) counselor complexity model were examined across these experience levels. Results indicate that higher-level Ss reported greater self-awareness, autonomy, acquisition of counseling skills and understanding of theory than did Ss at a lower experience level. Implications for developmental models of supervision are discussed. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The development of collective efficacy in teams: A multilevel and longitudinal perspective.

The authors developed and tested a longitudinal multilevel model of collective efficacy formation. In 50 self-managing student teams, they investigated the effects of individual-level and team-level factors on observed behaviors and the subsequent development of collective efficacy for mastering a complex team task. Self-efficacy for teamwork, task-relevant knowledge, and collective efficacy predicted individual teamwork behaviors (rated by peers). Aggregated measures of teamwork behavior were related to subsequent collective efficacy, which was significantly related to final team performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)