Citizenship behavior and social exchange.

This article develops and empirically examines a social exchange model of organizational citizenship behavior. An employee's trust in a supervisor is proposed to mediate the relationship between procedural fairness in the supervisor's decision making and employee citizenship. Data from 475 hospital employees and their supervisors were consistent with our model. We discuss future research directions.

Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance.

Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (turnover intentions and performance). Survey data from 195 employees in a pathology laboratory indicated that justice predicts employee attitudes and performance. Specifically, procedural justice, but not outcome fairness, predicted all 5 criterion variables. These results demonstrate the importance of procedural justice perceptions for predicting employee reactions to drug testing programs.

Intravaginal pressure assessed by the Kegel perineometer.

A first attempt was made to provide norms for intravaginal pressure in normal women measured by the Kegel perineometer. Data obtained from 78 white females and 64 black females indicate that resting pressure approximates 5 mm Hg and pressure with appropriate pelvic musculature contracted reaches an average of 15 mm Hg. The difference between resting and contracted pressures is unrelated to the former. There is a moderate negative correlation between number of vaginal births and contracted pressure in the white sample.