Wendy Boswell - Academia.edu (original) (raw)

Papers by Wendy Boswell

Research paper thumbnail of Resentment Toward the Job Incumbent's Organization Measure

Research paper thumbnail of Voicing Discontent: The Role of Employee Loyalty and Informality

Academy of Management Proceedings, 2001

This study extends prior research on employee voice, loyalty, and post-voice outcomes by examinin... more This study extends prior research on employee voice, loyalty, and post-voice outcomes by examining a variety of mechanisms by which an employee may chose to voice a dispute (including but not limited to filing a grievance). Specifically, we argue that loyal employees may use less formal mechanisms such as talking with the other party or seeking assistance from a neutral third party to voice discontent. We also propose that the use of less formal voice mechanisms will relate to work outcomes such as higher satisfaction with the attempt to resolve the dispute, less job search activity, and lower intent to quit. Finally, this study investigates the interrelation between loyalty, voice method, and satisfaction with the attempt to resolve the dispute. Findings from a sample of university staff employees who indicated they had been treated unfairly in the past year provide support for the hypotheses. Implications for future research and practice are discussed.

Research paper thumbnail of Tethered to Work: A Family Systems Approach Linking Mobile Device Use to Turnover Intentions

The Journal of applied psychology, Jan 14, 2015

We examined the use of a mobile device for work during family time (mWork) to determine the role ... more We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbent's organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions. (PsycINFO Database Record

Research paper thumbnail of The Role of Technology in Managing the Work and Nonwork Interface

Oxford Handbooks Online, 2015

Technology has markedly changed the work and nonwork domains as well as the way in which individu... more Technology has markedly changed the work and nonwork domains as well as the way in which individuals navigate between them. This chapter offers a review of the literature on the role of information communication technology (ICT) in the work–nonwork interface. The key theoretical grounding in the literature, boundary theory and boundary management, is presented, particularly as it relates to technology. The predictors, consequences, and moderating factors of ICT use across role domains are examined. Relevant literature within the teleworking context is also discussed. The chapter concludes with a discussion of future research avenues on the topic to enhance our understanding of the role of communication technologies within the work–nonwork domains.

Research paper thumbnail of Blurring Boundaries: Integration and Segmentation Between Work and Nonwork

Research paper thumbnail of Changes in job satisfaction: A longitudinal study of organizational newcomers

Research paper thumbnail of You're Nobody'til Somebody Loves You": The Use of Job Search for Bargaining Leverage

CAHRS Working …, 2002

The purpose of this research is to investigate a previously overlooked yet important objective fo... more The purpose of this research is to investigate a previously overlooked yet important objective for an employee engaging in job search–seeking alternative employment to obtain leverage against the current employer. We focus specifically on how employees conduct ...

Research paper thumbnail of Out-Of-The-Money: The Impact of Underwater Stock Options on Executive Job Search

Personnel Psychology, 2005

The need for future leadership in organizations is widely recognized, and often addressed through... more The need for future leadership in organizations is widely recognized, and often addressed through leadership development, succession planning, and building a top talent pipeline among existing employees. Equally important is retaining talented executives. Executive retention has become a concern for organizations as plunging stock prices have led to vastly devalued stock options, perhaps causing executives to look elsewhere for more lucrative stock option portfolios. Yet, there has been little research on the relationship between stock option value and executive retention. In a cross-company, cross-industry sample of 610 U.S. executives, we explored the relationship between underwater stock options and job search. We found a positive association between the percentage of underwater stock options in executives' portfolios and job search. This relationship was moderated as predicted, by executives' perceptions of alternative employment and money inadequacy beliefs.

Research paper thumbnail of I Cannot Afford to Have a Life: Employee Adaptation to Feelings of Job Insecurity

Personnel Psychology, 2013

Research paper thumbnail of Blurring boundaries: Correlates of integration and segmentation between work and nonwork

Journal of Vocational Behavior, 2006

This study investigates the interrelations among role integration-segmentation, role identiWcatio... more This study investigates the interrelations among role integration-segmentation, role identiWcation, reactions to interruptions, and work-life conXict. Results from a Weld survey of university staV employees suggest that as highly identiWed roles are integrated into other domains, high role integration is related to less negative reactions to interruptions, and employees who integrate work into nonwork set fewer boundaries for using communication technologies during nonwork time and report higher work-life conXict. Findings from this research provide insight into how individuals integrate their work and life domains and the consequences of such integration to work-life conXict.

Research paper thumbnail of Relations between stress and work outcomes: The role of felt challenge, job control, and psychological strain

Journal of Vocational Behavior, 2004

... Wendy R. Boswell Corresponding Author Contact Information , E-mail The Corresponding Author ,... more ... Wendy R. Boswell Corresponding Author Contact Information , E-mail The Corresponding Author , a , Julie B. Olson-Buchanan b and Marcie A ... This is because there are multiple dimensions of stress, some of which are associated with positive work outcomes ([Bhagat et al., 1985 ...

Research paper thumbnail of Comparison of online and traditional performance appraisal systems

Journal of Managerial Psychology, 2009

PurposeThe purpose of this paper is to compare employee reactions to the use of an online perform... more PurposeThe purpose of this paper is to compare employee reactions to the use of an online performance appraisal (PA) system to the traditional paper‐and‐pencil (P&P) approach.Design/methodology/approachA quasi‐experimental study is conducted comparing the reactions of a group of 83 employees evaluate with a traditional P&P PA instrument to the reactions of a group of 152 employees evaluated with an online version of the same assessment tool.FindingsEmployees rate with the online version reported significantly higher levels of rater accountability and employee participation than employees rate with the traditional instrument. They report no difference in perceived security of the ratings, utility of the ratings, or satisfaction with the PA. Online employees report significantly lower levels of quality for the PA ratings than traditional employees.Research limitations/implicationsThe paper is limited to employees in one organization and the variables examined. In the future, researche...

Research paper thumbnail of The Use of Communication Technologies After Hours: The Role of Work Attitudes and Work-Life Conflict

Journal of Management, 2007

Communication technologies have made it increasingly feasible for employees to stay connected to ... more Communication technologies have made it increasingly feasible for employees to stay connected to work when not in the office. Yet we have little understanding of the implications for important aspects of work and work life. This study investigates how the use of communication technologies beyond normal work hours relates to work-related attitudes and work-to-life conflict. Results found that employees with higher ambition and job involvement were more likely to use communication technologies after hours. Furthermore, use of communication technologies after hours was associated with the employee's work-to-life conflict as reported by the employee and a significant other of the employee.

Research paper thumbnail of Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

Journal of Management, 2002

Research paper thumbnail of The role of employee loyalty and formality in voicing discontent

Journal of Applied Psychology, 2002

This study extends prior research on voice, loyalty, and postvoice outcomes by examining a variet... more This study extends prior research on voice, loyalty, and postvoice outcomes by examining a variety of methods by which an employee may choose to voice a dispute. The authors argue that more loyal employees may prefer and use less formal methods to voice discontent and that the use of less formal voice methods relates to less job search activity and lower intent to quit. This study also investigated the interrelation between loyalty, voice method, and satisfaction with the attempt to resolve the dispute. Findings from a sample of university staff employees (N = 452) provide support for the hypotheses.

Research paper thumbnail of Aligning employees with the organization's strategic objectives: out of ‘line of sight’, out of mind

The International Journal of Human Resource Management, 2006

This research focuses on the strategic alignment of a firm's human resources. Specifically, ... more This research focuses on the strategic alignment of a firm's human resources. Specifically, I investigate employee 'line of sight' to an organization's strategic objectives. Line of sight is conceptualized as an employee's understanding of an organization's objectives and how to contribute to ...

Research paper thumbnail of Thomas P. Bechet. Strategic Staffing: A Practical Toolkit for Workforce Planning. New York, AMACOM, 2002, 377 pages

Human Resource Management, 2003

Research paper thumbnail of The relationship between job search objectives and job search behavior

This research expands the notion of "job search" beyond traditional models of searching for an al... more This research expands the notion of "job search" beyond traditional models of searching for an alternative yet similar job, arguing that motivations for search are varied. Specifically, we investigate whether search objectives associate with use of different search processes. A study of high-level managers found mixed support for the hypotheses.

Research paper thumbnail of Personality, cognitive ability, and executive career success

Papers, 1997

The present study investigated the degree to which traits from the five-factor model of personali... more The present study investigated the degree to which traits from the five-factor model of personality (often termed the "Big five") and cognitive ability were associated with several dimensions of extrinsic (salary, number of promotions, job level) and intrinsic (job satisfaction, life satisfaction ...

Research paper thumbnail of Challenge" and" hindrance" Related Stress Among US Managers

CAHRS Working …, 1998

This study proposes that stress associated with two kinds of job demands or work circumstances, "... more This study proposes that stress associated with two kinds of job demands or work circumstances, "challenges" and "hindrances," are distinct phenomena that are differentially related to work outcomes. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge related stress is positively related to job satisfaction and negatively related to job search. In contrast, hindrance related stress is negatively related to job satisfaction and positively related to job search and turnover.

Research paper thumbnail of Resentment Toward the Job Incumbent's Organization Measure

Research paper thumbnail of Voicing Discontent: The Role of Employee Loyalty and Informality

Academy of Management Proceedings, 2001

This study extends prior research on employee voice, loyalty, and post-voice outcomes by examinin... more This study extends prior research on employee voice, loyalty, and post-voice outcomes by examining a variety of mechanisms by which an employee may chose to voice a dispute (including but not limited to filing a grievance). Specifically, we argue that loyal employees may use less formal mechanisms such as talking with the other party or seeking assistance from a neutral third party to voice discontent. We also propose that the use of less formal voice mechanisms will relate to work outcomes such as higher satisfaction with the attempt to resolve the dispute, less job search activity, and lower intent to quit. Finally, this study investigates the interrelation between loyalty, voice method, and satisfaction with the attempt to resolve the dispute. Findings from a sample of university staff employees who indicated they had been treated unfairly in the past year provide support for the hypotheses. Implications for future research and practice are discussed.

Research paper thumbnail of Tethered to Work: A Family Systems Approach Linking Mobile Device Use to Turnover Intentions

The Journal of applied psychology, Jan 14, 2015

We examined the use of a mobile device for work during family time (mWork) to determine the role ... more We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbent's organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions. (PsycINFO Database Record

Research paper thumbnail of The Role of Technology in Managing the Work and Nonwork Interface

Oxford Handbooks Online, 2015

Technology has markedly changed the work and nonwork domains as well as the way in which individu... more Technology has markedly changed the work and nonwork domains as well as the way in which individuals navigate between them. This chapter offers a review of the literature on the role of information communication technology (ICT) in the work–nonwork interface. The key theoretical grounding in the literature, boundary theory and boundary management, is presented, particularly as it relates to technology. The predictors, consequences, and moderating factors of ICT use across role domains are examined. Relevant literature within the teleworking context is also discussed. The chapter concludes with a discussion of future research avenues on the topic to enhance our understanding of the role of communication technologies within the work–nonwork domains.

Research paper thumbnail of Blurring Boundaries: Integration and Segmentation Between Work and Nonwork

Research paper thumbnail of Changes in job satisfaction: A longitudinal study of organizational newcomers

Research paper thumbnail of You're Nobody'til Somebody Loves You": The Use of Job Search for Bargaining Leverage

CAHRS Working …, 2002

The purpose of this research is to investigate a previously overlooked yet important objective fo... more The purpose of this research is to investigate a previously overlooked yet important objective for an employee engaging in job search–seeking alternative employment to obtain leverage against the current employer. We focus specifically on how employees conduct ...

Research paper thumbnail of Out-Of-The-Money: The Impact of Underwater Stock Options on Executive Job Search

Personnel Psychology, 2005

The need for future leadership in organizations is widely recognized, and often addressed through... more The need for future leadership in organizations is widely recognized, and often addressed through leadership development, succession planning, and building a top talent pipeline among existing employees. Equally important is retaining talented executives. Executive retention has become a concern for organizations as plunging stock prices have led to vastly devalued stock options, perhaps causing executives to look elsewhere for more lucrative stock option portfolios. Yet, there has been little research on the relationship between stock option value and executive retention. In a cross-company, cross-industry sample of 610 U.S. executives, we explored the relationship between underwater stock options and job search. We found a positive association between the percentage of underwater stock options in executives' portfolios and job search. This relationship was moderated as predicted, by executives' perceptions of alternative employment and money inadequacy beliefs.

Research paper thumbnail of I Cannot Afford to Have a Life: Employee Adaptation to Feelings of Job Insecurity

Personnel Psychology, 2013

Research paper thumbnail of Blurring boundaries: Correlates of integration and segmentation between work and nonwork

Journal of Vocational Behavior, 2006

This study investigates the interrelations among role integration-segmentation, role identiWcatio... more This study investigates the interrelations among role integration-segmentation, role identiWcation, reactions to interruptions, and work-life conXict. Results from a Weld survey of university staV employees suggest that as highly identiWed roles are integrated into other domains, high role integration is related to less negative reactions to interruptions, and employees who integrate work into nonwork set fewer boundaries for using communication technologies during nonwork time and report higher work-life conXict. Findings from this research provide insight into how individuals integrate their work and life domains and the consequences of such integration to work-life conXict.

Research paper thumbnail of Relations between stress and work outcomes: The role of felt challenge, job control, and psychological strain

Journal of Vocational Behavior, 2004

... Wendy R. Boswell Corresponding Author Contact Information , E-mail The Corresponding Author ,... more ... Wendy R. Boswell Corresponding Author Contact Information , E-mail The Corresponding Author , a , Julie B. Olson-Buchanan b and Marcie A ... This is because there are multiple dimensions of stress, some of which are associated with positive work outcomes ([Bhagat et al., 1985 ...

Research paper thumbnail of Comparison of online and traditional performance appraisal systems

Journal of Managerial Psychology, 2009

PurposeThe purpose of this paper is to compare employee reactions to the use of an online perform... more PurposeThe purpose of this paper is to compare employee reactions to the use of an online performance appraisal (PA) system to the traditional paper‐and‐pencil (P&P) approach.Design/methodology/approachA quasi‐experimental study is conducted comparing the reactions of a group of 83 employees evaluate with a traditional P&P PA instrument to the reactions of a group of 152 employees evaluated with an online version of the same assessment tool.FindingsEmployees rate with the online version reported significantly higher levels of rater accountability and employee participation than employees rate with the traditional instrument. They report no difference in perceived security of the ratings, utility of the ratings, or satisfaction with the PA. Online employees report significantly lower levels of quality for the PA ratings than traditional employees.Research limitations/implicationsThe paper is limited to employees in one organization and the variables examined. In the future, researche...

Research paper thumbnail of The Use of Communication Technologies After Hours: The Role of Work Attitudes and Work-Life Conflict

Journal of Management, 2007

Communication technologies have made it increasingly feasible for employees to stay connected to ... more Communication technologies have made it increasingly feasible for employees to stay connected to work when not in the office. Yet we have little understanding of the implications for important aspects of work and work life. This study investigates how the use of communication technologies beyond normal work hours relates to work-related attitudes and work-to-life conflict. Results found that employees with higher ambition and job involvement were more likely to use communication technologies after hours. Furthermore, use of communication technologies after hours was associated with the employee's work-to-life conflict as reported by the employee and a significant other of the employee.

Research paper thumbnail of Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

Journal of Management, 2002

Research paper thumbnail of The role of employee loyalty and formality in voicing discontent

Journal of Applied Psychology, 2002

This study extends prior research on voice, loyalty, and postvoice outcomes by examining a variet... more This study extends prior research on voice, loyalty, and postvoice outcomes by examining a variety of methods by which an employee may choose to voice a dispute. The authors argue that more loyal employees may prefer and use less formal methods to voice discontent and that the use of less formal voice methods relates to less job search activity and lower intent to quit. This study also investigated the interrelation between loyalty, voice method, and satisfaction with the attempt to resolve the dispute. Findings from a sample of university staff employees (N = 452) provide support for the hypotheses.

Research paper thumbnail of Aligning employees with the organization's strategic objectives: out of ‘line of sight’, out of mind

The International Journal of Human Resource Management, 2006

This research focuses on the strategic alignment of a firm's human resources. Specifically, ... more This research focuses on the strategic alignment of a firm's human resources. Specifically, I investigate employee 'line of sight' to an organization's strategic objectives. Line of sight is conceptualized as an employee's understanding of an organization's objectives and how to contribute to ...

Research paper thumbnail of Thomas P. Bechet. Strategic Staffing: A Practical Toolkit for Workforce Planning. New York, AMACOM, 2002, 377 pages

Human Resource Management, 2003

Research paper thumbnail of The relationship between job search objectives and job search behavior

This research expands the notion of "job search" beyond traditional models of searching for an al... more This research expands the notion of "job search" beyond traditional models of searching for an alternative yet similar job, arguing that motivations for search are varied. Specifically, we investigate whether search objectives associate with use of different search processes. A study of high-level managers found mixed support for the hypotheses.

Research paper thumbnail of Personality, cognitive ability, and executive career success

Papers, 1997

The present study investigated the degree to which traits from the five-factor model of personali... more The present study investigated the degree to which traits from the five-factor model of personality (often termed the "Big five") and cognitive ability were associated with several dimensions of extrinsic (salary, number of promotions, job level) and intrinsic (job satisfaction, life satisfaction ...

Research paper thumbnail of Challenge" and" hindrance" Related Stress Among US Managers

CAHRS Working …, 1998

This study proposes that stress associated with two kinds of job demands or work circumstances, "... more This study proposes that stress associated with two kinds of job demands or work circumstances, "challenges" and "hindrances," are distinct phenomena that are differentially related to work outcomes. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge related stress is positively related to job satisfaction and negatively related to job search. In contrast, hindrance related stress is negatively related to job satisfaction and positively related to job search and turnover.