
Christopher L. MartinLouisiana Tech University | Louisiana Tech · College of Business
Christopher L. Martin
Doctor of Philosophy
About
36
Publications
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3,984
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Introduction
Skills and Expertise
Additional affiliations
July 2015 - December 2017
Publications
Publications (36)
Purpose
This research examines the extent overall supervisor injustice reduces self-control resources while simultaneously enhancing anticipatory injustice beliefs. Minimized self-control resources, in turn, are expected to alter the anticipatory supervisor injustice beliefs’ impact on subsequent unjust encounters. Self-control resources therefore...
Purpose
This study examined the dual roles of supervisor-directed surface acting (SDSA) and unfairness talk emerging from low overall justice judgments and the impact of these variables on subordinates' job satisfaction and emotional exhaustion.
Design/methodology/approach
Working professionals ( n = 203) were sampled from online panel services in...
Supervisors directly influence employees’ perceptions of supervisor justice and subsequent supervisor-supportive behaviors by displaying just treatment through ongoing work interactions. Using a two-study design, we build on this target similarity approach by examining the potential for an indirect actor to be held accountable when a direct offende...
The success of an organization may be dependent on limiting the potential for deviant behavior, and if necessary, reacting to deviant behavior in a positive way. Focusing on the successful management of deviant behavior in the workplace and the role of the organization in creating conditions for this behavior is a crucial topic of study for those i...
The prevalence (and ambiguity) of deviant behavior at work: An overview Jake LaFrentz, human resources (HR) manager at Fistra, a company of approximately 100 employees, sought to increase the level of employee involvement in the organization. To do so, LaFrentz and Fistra's president, Barbara Maggio, began a series of town hall meetings with the em...
The impact of questionnaire purpose (job screening interview vs. consumer survey) and the impact of questionnaire mode (paper-and-pencil vs. computer) on multiple measures of socially desirable responding (SDR) were examined. Students (N= 85) participated in experimental job screening (high SDR demand) and consumer survey (low SDR demand) condition...
Research on layoff victims reports that interactional justice judgments influence important work-related attitudes, such as organizational commitment. In this paper, the authors build on this emerging literature through an examination of the role that both interactional justice and organizational support have in explaining the organizational commit...
The present study explored the relationship between self-affirmation theory and survivors' reactions to an unfair organizational downsizing. All participants in the present study witnessed the layoff of a confederate. Three conditions were created. In two of the conditions the layoff was handled unfairly; in one of these conditions participants eng...
It has been posited that high self-esteem persons (high SEs) are more confident than low self-esteem persons (low SEs) of their capability to provide meaningful input in a decision process. If this is so, then high SEs should be more influenced by their perceived level of voice, relative to low SEs. Survey data from 4 field studies showed that voic...
It has been posited that high self-esteem persons (high SEs) are more confident than low self-esteem persons (low SEs) of their capability to provide meaningful input in a decision process. If this is so, then high SEs should be more influenced by their perceived level of voice, relative to low SEs. Survey data from 4 field studies showed that voic...
Using a multilevel framework, we hypothesized that both employee perceptions of procedural justice and a work unit level measure of procedural justice context would be associated with employee reports of job satisfaction and organizational commitment. 323 employees from 53 branches of a savings and loan corporation were used to test this hypothesis...
The studies reported here evaluated the conditions under which the relationship between employees' trust in and support for organizational authorities will be more or less pronounced. We hypothesized that employees' trust in organizational authorities would be more strongly related to their support for the authorities when they perceived the outcom...
A multimethod series of studies examined factors that moderate the effects on layoff survivors of their fellow survivors' reactions. Studies 1 and 2 showed that survivors' work performance was more influenced by the reactions of fellow survivors who were relatively attractive. Study 3 revealed that survivors' work performance and turnover intention...
The organizational literature includes a number of studies examining the relationship between satisfaction and commitment. In all, the discrepant findings characteristic of this research seem to be a function of both the range of independent variables used by researchers to model the satisfaction-commitment relationship and the choice of satisfacti...
The organizational literature includes a number of studies examining the relationship between satisfaction and commitment. In all, the discrepant findings characteristic of this research seem to be a function of both the range of independent variables used by researchers to model the satisfaction-commitment relationship and the choice of satisfacti...
This study investigates the influence of employee involvement (EI) program membership on attitudes towards an organization, its management, and the union during organizational downsizing. Respondents were 147 union members who had been notified of their discharge from a large manufacturer. EI membership had significant effects on worker commitment...
Research on layoff victims reports that interactional justice dimensions influence their reactions to layoffs. We build on this emerging literature, examining the role of organizational support during layoffs. Our results suggest that interactional justice is associated with organizational support and organizational support mediates the relationshi...
Behavioral decision theory suggests that the perceived favorability of outcomes depends on how they are framed. Recent research in the justice literature suggests that perceived outcome favorability and procedural fairness interactively combine to influence employees′ reactions to a resource allocation decision. The present study tested a hypothesi...
This study investigates the influence of employee involvement (EI) program membership on attitudes towards an organization, its management, and the union during organizational downsizing. Respondents were 147 union members who had been notified of their discharge from a large manufacturer. EI membership had significant effects on worker commitment...
This article reports the results of a longitudinal study of layoff victims and how they cope with job loss. We examine whether the perceived fairness of layoff procedures, corporate and government assistance programs, and individual differences influence the choice of problem-focused and/or symptom-focused coping strategies. Our findings challenge...
Recent United States Congress legislation (the WARN Act of 1988) mandates that organizations must provide at least 60 days notice before a layoff of 50 or more employees can be instituted. As a consequence, individuals who are notified of their layoff often remain in their jobs for a significant period of time-and managers hope that these people wi...
A field survey and laboratory experiment examined the determinants of survivors' reactions to job layoffs. Independent variables included (1) change in the perceived intrinsic quality of the content of survivors' jobs relative to before the layoffs and (2) context favorability, as determined by (a) the perceived fairness of the layoffs and (b) surv...
An alternative to the traditional overtime-pay scheme can save a company substantially in direct-labor costs. It's legal under the Fair Labor Standards Act—but it's not trouble-free.
We examined the effects of computerized interviewing on applicant responses within the context of a laboratory simulation in which subjects were interviewed for either a low- or high-status position (clerk or management trainee) under one of four interview conditions: computerized, paper-and-pencil, or face-to-face with a warm or a cold behaving in...
We examined the effects of computerized interviewing on applicant responses within the context of a laboratory simulation in which subjects were interviewed for either a low- or high-status position (clerk or management trainee) under one of four interview conditions: computerized, paper-and-pencil, or face-to-face with a warm or a cold behaving in...
In the terms of referent cognitions theory, high-justification procedures are those sufficiently appropriate to inhibit resentment regardless of the outcomes they produce. With low-justification procedures, however, resentment is predicted to increase the more unfavorably actual outcomes compare with those that would have resulted from using other...
Determinants of relative deprivation were examined in a laboratory experiment. Discontent associated with relative deprivation was hypothesized to be a function of likelihood, or the perceived probability of actually obtaining a desired outcome under existing circumstances, and referent cognitions, which involve the subjunctive probability of obtai...
The small manufacturer increasingly finds that its environment is becoming more turbulent. Recently, larger manufacturers have adopted the service factory concept into their operations; it is thought that small manufacturers should follow their lead and use the service factory concept as another competitive weapon. This concept emphasizes that the...
Ph.D. Charles K. Parsons