Prejudice matters: understanding the reactions of Whites to affirmative action programs targeted to benefit Blacks.

The authors examined, in 2 studies, the effects of equal employment opportunity/affirmative action (EEO/AA) policies on Whites' job-related attitudes. First, in an experiment, White prospective job recruits, as expected, rated a potential employer whose EEO/AA policies were framed as targeted to benefit Blacks as less attractive than a potential employer whose EEO/AA policies were framed more generally. Second. the results of a field study showed that prejudice against Blacks moderated the relationship between Whites' perceptions that their organization's EEO/AA policies were targeted to benefit Blacks and their satisfaction with promotion opportunities. Specifically, among prejudiced Whites, this relationship was negative and considerable in size (r = -.39. p < .01); whereas, among nonprejudiced Whites, it was negligible (r = -.04, ns). The implications of our findings for the study of prejudice in organizations are discussed.

The role of negative affectivity in understanding relations between self-reports of stressors and strains: a comment on the applied psychology literature.

On the basis of a brief review of the health, organizational, and personality psychology literatures supportive of the expectation that observed relations between self-reports of stressors and strains are influenced by the mood-dispositional dimension negative affectivity (NA), reanalyses of four data sets were conducted. The results of these reanalyses, contrary to the assertions of several authors in the applied psychology literature, offered further support for the hypothesized "nuisance" properties of NA in studies involving relations between self-reports of stressors and strain. A discussion of how NA and other mood-dispositional dimensions may be of interest to investigators concerned with relations between self-reports of any condition of employment and any affective state of workers is presented.

Integrating bottom-up and top-down theories of subjective well-being: the case of health.

As a means of integrating bottom-up and top-down theories of subjective well-being (SWB), a framework was proposed that, in part, posits that both objective life circumstances and global personality dimensions indirectly affect SWB through their effects on the interpretation of life circumstances. This proposition was tested both cross-sectionally and longitudinally among a sample of approximately 375 men and women. Personality was operationalized in terms of the dispositional trait negative affectivity (NA), and the life circumstance investigated was health. Strong support was obtained for the hypothesized indirect effects of NA and objective health on SWB. Implications of the integrative framework for the study of SWB are discussed.

Feeling good-doing good: a conceptual analysis of the mood at work-organizational spontaneity relationship.

Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood at work is a pivotal construct in the model and posited as the direct precursor of organizational spontaneity. Primary work-group characteristics, the affective tone of the primary work group, affective disposition, life event history, and contextual characteristics are proposed to have direct or indirect effects, or both, on positive mood at work. Motivational bases of organizational spontaneity also are described. The model and its implications are discussed.

The workplace and problem drinking as seen by two novices.

Based on a selective review of the occupational alcoholism literature, a number of difficulties with the research regarding the effects of the workplace on problem drinking were identified. The identification of these difficulties led to an alternative model being proposed. The alternative emphasizes interactions between predispositional factors and the workplace and does not advocate continuing to search for main effects of the workplace on problem drinking. The paper closes with 10 recommendations for future research.

Negative affectivity and the reporting of stressful life events.

Maddi, Bartone, and Puccetti (1987) and Schroeder and Costa (1984) reported inconsistent findings regarding the impact of negative affectivity (NA; i.e., neuroticism) contaminated life event items on observed life event-illness relationships. Here, unlike the previous studied, such contaminated items were nonjudgmentally identified. Among a sample of managers and professionals, it was found that NA-contaminated items correlated significantly with three measures of well-being (depression, life satisfaction, and physical symptoms) and that uncontaminated items were unassociated with the well-being indicators. Moreover, in two of three cases, the correlations between contaminated items and the well-being measures were significantly different from the correlations between uncontaminated items and the well-being indicators. Therefore, we concluded that prior life event-well-being findings are inflated considerably by the use of NA-contaminated events. Suggestions for future life events research that incorporate the NA construct are detailed.

Measuring affect at work: confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems.

Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed. The first-order Two-Factor Model (i.e., descriptively bipolar positive and negative affect factors) hypothesized to underlie the 20 affect items did not provide a strong fit to the data in the three samples. A first-order Four-Factor Model with descriptively unipolar factors labeled as Positive Arousal (Enthusiasm), Negative Activation (Nervousness), Low Arousal (Fatigue), and Low Activation (Relaxation) provided a better fit across the samples. These results support the measurement of positive and negative mood as descriptively unipolar factors. The measurement implications of these results as well as conceptual linkages between the four mood factors and the two major cortical regulatory systems, left-lateralized dopaminergic activation and right-lateralized noradrenergic arousal, are discussed.

Work and the quality of life.

Wilensky's (1960, 1961) proposition that the integration of work into one's total life is contingent upon the technological and social organization of the work was tested in a national probability sample of approximately 1,025 men and women. In line with Wilensky's arguments, it was found that a composit measure of job complexity and occupational status moderated the job satisfaction-life satisfaction relationship. Specifically, the relationship between job- and life satisfaction was greatest for individuals with occupations characterized as complex and high in status. The magnitude of the detected moderating effects, as well as that of job satisfaction per se, on life satisfaction, were small, however. It is argued that the scope of variables considered in attempts to understand the relationship between life- and job satisfaction should be expanded and suggestions for future research are offered.

Developing a usable performance appraisal system.

A sound, effective performance appraisal system is an important management tool for the nursing administrator. The author describes an approach to developing a performance appraisal system that yields reliable information about performance and is trusted and accepted by both appraisers and appraisees.

The job characteristic inventory: an examination.

Psychometric properties of the Sims, Szilagyi, and Keller (1976) Job Characteristic Inventory (JCI) were evaluated. In particular, internal consistency reliability of JCI subscales, convergent and discriminant validity as assessed by use of a multitrait-multirater (superior and subordinate) matrix, relationships of subscale scores to measures of social desirability of responses and of acquiescence tendencies, and substantive validity were considered. The JCI was seen to be largely independent of social desirability and acquiescence tendencies. However, the results suggest some overlap between subscales, little convergence between superior and subordinate ratings of the subordinate's job, and that substantive validity is in question.