Expatriate managers and the psychological contract.

ObjectivesThis study aimed to validate the Japanese version of the Survey of Perceived Organizational Support (SPOS-J) for the Japanese workforce by examining its reliability, factorial, construct, and test-retest validity.MethodsWe conducted an online baseline survey with 6,220 employed Japanese individuals, followed by a follow-up survey two weeks later to examine the test-retest reliability of the SPOS-J. The SPOS-J was translated in accordance with the ISPOR Task Force Guidelines. Both confirmatory and exploratory factor analyses were utilized to examine factorial validity. Construct validity was assessed using Pearson’s correlation analysis, while internal consistency was determined through the calculation of Cronbach’s alpha values. Additionally, test-retest reliability was evaluated with Cohen’s weighted kappa and intraclass correlation coefficients.ResultsThe SPOS-J demonstrated a better fit for a two-factor structure, comprising two subscales - SPOS-J (supported) and SPOS-J (unsupported) – compared to the one-factor structure of the original version. It exhibited high internal consistency, with Cronbach’s alpha coefficients of .93 for the overall SPOS-J, .97 for the SPOS-J (supported), and .95 for the SPOS-J (unsupported). Test-retest reliability was found to be good for the overall SPOS-J (.62) and moderate for its subscales, with Cohen’s weighted kappa values of .54 for SPOS-J (supported) and .42 for SPOS-J (unsupported). The construct validity was confirmed with significant correlations between the SPOS-J, its antecedents, and outcomes.ConclusionsThe SPOS-J is a reliable and valid measure for assessing perceived organizational support among Japanese workers.

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Schedule preferences, congruence and employee outcomes in unionized shift workers

Wittmer

Shepard

Martin

2015

American Journal of Business

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Purpose – Employees working nonstandard schedules outside the daytime hours of the Monday-Friday work week are increasing. Using Social Exchange Theory (SET), the purpose of this paper is to hypothesize relationships between scheduling preferences, attitudes, and retention indicators. Design/methodology/approach – Survey data were collected from 343 US Postal Service mail processors (day, evening, or night shift; all shifts working weekends) from three cities. Multivariate analysis of covariance and multiple linear regression were used to test hypotheses related to participants’ perceptions of scheduling preferences and attitudes. Findings – The authors found that preferences and attitudes toward shift worked had stronger relationships with each other and employee retention indicators for the night and evening shifts than the day shift, and these same relationships were stronger for the day shift when focussing on days of the week worked. Research limitations/implications – Although limited by generalizability concerns, this study provides a distinctive application of SET to work schedules and offers a unique perspective on how working nonstandard days and nonstandard times, individually, impact the employment relationship. Practical implications – Better work schedule management, with increased flexibility and control, may be one way of reducing negative employee reactions to nonstandard schedules. Originality/value – This study goes beyond the typical examinations of standard vs nonstandard shifts, to study multiple nonstandard shifts and examines the relationships of these schedules on employee retention variables, focussing on both shift and weekend work.

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Expatriate managers and the psychological contract.

Cited by 23 publications

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Expatriates and their Families Abroad

Expatriates and their Families Abroad

Reliability and Validity of the Japanese Version of the Survey of Perceived Organizational Support

Schedule preferences, congruence and employee outcomes in unionized shift workers

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