The Role of Individual Differences in the Referent Selection Process
Angela M. Young
California State University, Los Angeles
Robert A. Brymer
Florida State University

Based in equity theory and referent selection (Adams, 1963; Goodman, 1974; Kulik & Ambrose, 1992), this study examined the predictive strength of individual differences on referent selection and equity perceptions regarding pay. Data were collected from 231 managers and findings indicated that individuals high in need for achievement or power are most likely to use Self referents. Further, results provide evidence that referent type is more strongly associated with perceptions of pay equity than are individual differences. Go to Article

With the trend in recent years for business decisions to be made by teams rather than by individuals, many instructors have incorporated team learning into their classes. While the use of classroom teams has increased, few instructors have focused attention on improving their functioning. The "Team Charter Assignment" is one vehicle the authors have found useful for increasing classroom team effectiveness. Go to Article

Women in a "Combat, Masculine-Warrior" Culture:
The Performance of Emotion Work
Jamie L. Callahan
Virginia Polytechnic Institute and State University

Emotion work is a phenomenon in which individuals attempt to control emotions to meet social guidelines. Guidelines associated with military culture are often biased against women. This qualitative study looked at emotion work performed in response to gender bias within a nonprofit organization strongly influenced by the U.S. Air Force culture. Although both men and women desired a more diverse culture, the emotion work they performed to meet existing social guidelines stifled potential cultural change.  Go to Article

Extraversion and Organizational Work Beliefs
as Pre-Employment Predictors of Union Attitudes
Jeffery D. Houghton
Virginia Polytechnic Institute and State University

In order to examine the role of personality and work beliefs as determinants of general union attitudes and the willingness to join a union, a model of extraversion, organizational work beliefs, union attitudes, and joining intentions was developed and tested. Structural equation modeling procedures indicated significant linear relationships among these constructs as hypothesized within the model. The ramifications of these relationships for both union leaders and company executives are discussed, along with directions for future research endeavors.   Go to Article

Extending Test Validation Results from One Plant Location to Another:
Application of Transportability Evidence

Mark A. Johnson
James P. Jolly
Idaho State University

The EEOC Uniform Guidelines for Employee Selection Procedures require validation evidence for tests having adverse impact.  The Guidelines identify criterion-related, content, and construct validity strategies as viable methods for establishing validity. The Guidelines also address the acceptability of other forms of validity, specifically transportability and validity generalization.  Unfortunately, neither the guidelines nor the selection literature provide very much guidance concerning acceptable means for establishing transportability. This paper raises a number of questions facing researchers interested in establishing transportability evidence and describes how the transportability of validity evidence was implemented for a multi-plant food processing organization.  Go to Article