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89 90 COHEN ET AL.robbery, $237,000 per rape and sexual assault, and $9.7 million per murder. The new figures are between 1.5 and 10 times higher than prior estimates and are thought to more fully represent social costs.

Research investigating differences in attitudes among full-time and part-time employees has a long history. Unfortunately, the empirical results have been mixed and conflicting. To resolve inconsistencies in prior research, the authors conducted 2 studies. In the 1st study, the authors developed a measure of work status congruence, which measures the degree to which employers match employee preferences for full-time or part-time status, schedule, shift, and number of hours. The authors hypothesized that a match or congruence between worker preferences and organizational staffing practices would be associated with positive employee attitudes and behaviors. In the 2nd study, the authors tested these hypotheses. The results indicate that work status congruence is positively associated with job satisfaction, organizational commitment, employee retention, as well as in-role and extra-role performance.

This article examines the impact of role ambiguity and trust on the transformation of task conflict into relationship conflict. Building on the work of Simons and Peterson (2000) we argue that the work environment—in the form of role ambiguity—provides information with which individuals assess the motivations underlying task conflict. We hypothesize that under high role ambiguity, individuals are less likely to attribute an ulterior motive to those engaging in task conflict because they see the conflict as stemming from the needs of the work itself. In a sample of 141 managerial, professional and administrative employees we find strong support for this hypothesis as well as the additional hypothesis that this effect is stronger under conditions of high trust.

This study investigates the impact of conflict style as a coping strategy in response to role conflict. Recent research has begun to examine workplace uncertainty as a mediator in the role stress process. Using this overall framework, we developed and tested hypotheses regarding the effect of conflict style activeness on the link between role conflict and uncertainty. Results supported the mediating role of uncertainty in the role stress process, thus replicating previous research. Additionally, the results showed that exhibiting a more active approach to conflict management decreased the negative impact of role conflict on uncertainty. These findings suggest that individuals may be able to reduce the negative individual impact of role conflict in their environment by adopting positive behavioral styles while avoiding negative ones.