Master of Arts (MA), Bowling Green State University, 0, Psychology/Industrial-Organizational

Organizational justice and leader integrity have been proposed to impact employee attitudes and behaviors, however limited work has explored the interaction between these two sets of perceptions. The present study explores the individual and combined impact of these constructs on three important attitudinal outcomes. Across two surveys, I investigate how employee perceptions of organizational justice and leader integrity affect employee job satisfaction, organizational commitment, and withdrawal intentions. Findings suggest that perceived leader integrity significantly predicts job satisfaction, affective commitment, and withdrawal intentions. Additionally, perceptions of leader integrity significantly moderate the relationships between both procedural justice and interpersonal justice with job satisfaction, as well as the relationship between distributive justice and normative commitment. In short, the positive impact of given justice perceptions on these employee attitudes is nullified in the presence of low perceptions of leader integrity. The results of this study add a layer of nuance to the present understanding of the nature of the relationships organizational justice shares with two widely studied attitudinal outcomes and provides support for further investigation of the operationalization of leader integrity inclusive of a moral component.

Committee: Margaret Brooks Ph.D. (Committee Chair); Jari Willing Ph.D. (Committee Member); Michael Zickar Ph.D. (Committee Member) Subjects: Psychology

Master of Arts (M.A.), Xavier University, 2016, Psychology

The present study seeks to capture a larger picture of the dynamic nature of workplace humor by simultaneously assessing both the type and the source of the humor involved, and their effects on perceived job satisfaction. Based on the literature on in-group/out-group perceptions and incivility, two sources of humor (supervisor and co-worker) were examined in combination with two types of humor (affiliative and aggressive). Data for this vignette-based study were collected from undergraduate students. Results showed a significant effect for humor type on perceived job satisfaction, such that individuals exposed to affiliative humor reported higher levels of perceived job satisfaction than individuals exposed to aggressive humor. There was no support for the source of humor interacting with the type of humor on perceived job satisfaction. Future research should continue to explore the role that humor plays in the workplace by examining additional situational and social factors and by using data from actual organizations. Despite the subjective nature of humor, efforts to quantify humor and one's sense of humor should also continue to be explored.

Committee: Morrie Mullins Ph.D. (Committee Chair) Subjects: Psychology

Master of Science (MS), Ohio University, 2011, Industrial/Organizational Psychology (Arts and Sciences)

Using a work-role attachment perspective, this study examined the impact of work attitudes (i.e., job involvement, organizational commitment, and career commitment) on desires to extend career employment through phased retirement. Data were collected via questionnaires that were emailed to non-faculty university employees, and hypotheses were tested with correlational analyses and hierarchical regression analyses. Consistent with predictions, job involvement, organizational commitment, and two dimensions of career commitment (career identity and career resilience) demonstrated significant, positive bivariate relationships with preferences to work beyond the planned retirement age in phased retirement. Further, work attitudes collectively contributed to variation in phased retirement preferences, even after controlling for age, finance, and health. Consistent with previous research, some support was found for the influence of work attitudes on decisions regarding the timing of traditional retirement (as measured by the planned retirement age). Taken together, the results lend some support for the assumption that phased retirement may be used as a retention tool for dedicated workers. Future research is necessary to test whether these preferences are manifested in actual participation in a phased retirement program.

Committee: Rodger Griffeth PhD (Committee Chair); Jeffrey Vancouver PhD (Committee Member); Diana Schwerha PhD (Committee Member) Subjects: Business Administration; Labor Relations; Management; Organizational Behavior; Psychology; Vocational Education