Natalie Allen

The University of Western Ontario | UWO · Department of Psychology

By examining 20 years of research conducted on groups (and teams), in field, academic, and laboratory settings, we used statistical aggregation indices to evaluate arguments that in newly formed groups, (a) evidence of the emergence of group-level shared constructs should be minimal and (b) evidence of the emergence of such constructs should increa...

The current study adds to our understanding of the nomological network associated with equity sensitivity by examining its relations with the Dark Triad traits. Participants were 829 university students who completed the Equity Preference Questionnaire and two recently developed measures of the Dark Triad the Dirty Dozen and the Short Dark Triad. I...

By drawing attention to task conflict resolution and reporting on its empirical relations with key team variables, the present study offers a new perspective on team effectiveness. Specifically, we examined how three "dark" personality traits (Manipulativeness, Narcissism, and Secondary Psychopathy) relate to team conflict resolution, team innovati...

Jehn (e.g., 1997) offered three distinct types of team conflict, namely, task conflict, relationship conflict, and process conflict. Despite existing meta-analyses, there remain important and ongoing issues that warrant further meta-analytic investigation. Our contribution is threefold. First, we report novel meta-analytic findings involving modera...

We explicate the theoretical foundations of employee commitment to organization-sponsored causes—voluntary, socially responsible practices or programs espoused by an organization—as targets of employee commitment. Although scholarly interest in organization-sponsored causes is increasing, little is understood about the mechanisms for employee invol...

Context: Middle managers are increasingly required to work with, and between, many groups within an organization. This work is known as "boundary spanning," and it has been shown to support information flow throughout the organization. This work has also been reported to assist with the coordination of tasks that require contributions from multipl...

Illustrates the use and demonstrates the value of the construct approach within organizational psychology by focusing particular attention on the conceptualization and measurement of organizational commitment. The authors begin with a brief history of research on organizational commitment. This is followed by an overview of research in this area fr...

Despite widespread interest in shared mental models (SMMs) within teams and groups and an extensive empirical literature examining SMM-performance links, very little is known about the convergent validity of commonly used measures of SMMs. In this study, two-person teams (n = 96) engaged in a complex flight task and completed three SMM measures: co...

Although most work teams use meetings as a tool for accomplishing their objectives, there is little research examining meeting-related variables in teams. In this article, we propose a new construct, team meeting attitudes (TMA), that involves individuals’ thoughts, feelings, and evaluations of team meetings. We constructed a scale that measures in...

In this study, we examined whether the alignment of individual and group absence depended on an individual's similarity or dissimilarity with his or her group mates. The study hypotheses were tested with organizational data, involving 1382 employees from 181 work groups. Our criterion was individual absence frequency, observed over a 12-month perio...

Group diversity researchers are often faced with the problem of calculating diversity indices for groups that are incomplete due to participant nonresponse. Because participant nonresponse may attenuate the correlations that are observed between group diversity scores and outcome variables, some researchers use group-retention rules based on within...

Although much is known about personality and individuals' job performance, only a few studies have considered the effects of team-level personality on team performance. Existing research examining the effects of personality on team performance has found that, of the Big Five factors of personality, Conscientiousness is often the most important pred...

Although advocates of teamwork suggest that teams enhance performance, empirical evidence does not consistently, or robustly, support these claims. Still, a belief in the effectiveness of teams—among managers, employees, and the general lay population—seems very strong. What accounts for this ‘romance of teams’? In this paper, we offer a psychologi...

Many organizations are blurring the boundaries between work and nonwork through practices such as flextime, telecommuting, and on-site day-cares. Such integration of work and nonwork is purported to help employees find the seemingly elusive “work-life balance.” Scholarly investigations of this issue have increased in number, but a standard measure...

Provision of in-home services to seniors involves the contributions of numerous professional and paraprofessional health-care providers but is largely dependent upon the involvement of caregiver networks consisting of friends and family members. Therefore, in-home provider/family caregiver relationships have become an essential component of care pr...

Provision of in-home services to seniors involves the contributions of numerous professional and paraprofessional health-care providers but is largely dependent upon the involvement of caregiver networks consisting of friends and family members. Therefore, in-home provider/family caregiver relationships have become an essential component of care pr...

RÉSUMÉ Les données démographiques changeantes et les compressions imposées aux hôpitaux ont exercé de plus en plus de pressions sur le secteur des soins à domicile. Bon nombre des personnes recevant des soins à domicile sont des aînés dont l'état chronique exige une méthode concertée. Les orientations paternalistes des deux fournisseurs envers les...

The extensive research examining relations between group member dissimilarity and outcome measures has yielded inconsistent results. In the present research, the authors used computer simulations to examine the impact that a methodological feature of such research, participant nonresponse, can have on dissimilarity-outcome relations. Results sugges...

Research examining relations between work group diversity and outcome measures often relies on diversity scores that are calculated on the basis of individual responses to organizational surveys. When employees fail to respond to a survey, however, the resultant diversity score representing their group will be somewhat distorted. The authors conduc...

This research examined polychronicity, which refers to an individual’s preference for working on many things simultaneously as opposed to one at a time. It was hypothesized that supplies–values fit on this temporal variable is related to well-being. Specifically, it was predicted that deficient and excess polychronicity supplies are associated with...

Discusses the body of work that appears in this issue that taken together encompasses a wide scope, both substantively and methodologically. The author begins with a discussion of the conceptual and measurement issues within military commitment research. In this section building on theory is addressed. Description follows focusing on the Organizati...

Although it is clear that group members' attitudes, beliefs, and abilities are factors that contribute to group success, the interplay among these factors has received little attention. This study examined the impact of group potency, group goal commitment, and group ability on group performance. One hundred forty-three Officer Cadets, working in 5...

To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more...

We conducted two studies to determine whether the three-component model of organisational commitment (Meyer & Allen, 1991) is generalisable to a non-Western culture using data from South Korea. In Study 1, we found that when the 6-item versions of the scales (Meyer, Allen, & Smith, 1993) were translated into Korean, the psychometric properties of t...

Although it has been claimed that the attitudes that employees have toward their work influence how customers react to the organization, its service and products, relatively little empirical research has examined these possible linkages. The focus in this article is on the relations between organizational commitment and customer reactions (e.g., cu...

Relations between occupational commitment (OC) and several person- and work-related variables were examined meta-analytically (76 samples; across analyses, Ns ranged 746-15,774). Major findings are as follows. First, OC was positively related to job-focused constructs such as job involvement and satisfaction, suggesting that attitudes toward the jo...

The Canadian workplace is undergoing extensive changes that have the potential to alter dramatically the psychological commitments that employees experience with regard to their work. The purpose of this article is to examine the interplay between these changes and employee commitment. The authors begin by outlining a well-established three-compone...

We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organizational entry, and obtained measures of commensurate work experiences and three forms of commitme...

Within the past few years, several studies have used the Affective, Continuance, and Normative Commitment Scales (Allen & Meyer, 1990; Meyer & Allen, 1984, 1991) to assess organizational commitment. The purpose of this paper is to review and evaluate the body of evidence relevant to the construct validity of these measures. Although some empirical...

In this set of three studies, comparisons were made between computer-administered questionnaires and those administered in written form. Specifically, we examined nonclinical subjects' affective reactions to the two modes of questionnaire administration and their responses to a variety of commonly used attitude and personality measures. Subjects' a...

The authors tested the generalizability of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and con...

The authors tested the generalizability of J. P. Meyer and N. J Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and cons...

Research examining work attitudes from a career stage perspective addresses two issues: changes in attitudes across stages and the relations between work experiences and attitudes at different stages. Unfortunately, employee age, organizational tenure, and positional tenure are all used to define career stages, making cross-study comparisons diffic...

To test hypotheses concerning the influence of prospective and retrospective rationality in the development of organizational commitment, measurement of both the affective and continuance commitment of recent university graduateson three occasions during their first year of employment and examined their relations with variables measured prior to an...

Diversity in the conceptualization and measurement of organizational commitment has made it difficult to interpret the results of an accumulating body of research. In this article, we go beyond the existing distinction between attitudinal and behavioral commitment and argue that commitment, as a psychological state, has at least three separable com...

In this replication and extension of an earlier study, we found that newcomers' organizational socialization experiences were negatively related to role innovation after they had been on their jobs 6 and 12 months and positively related to organizational commitment after 6 months. Role innovation and commitment were negatively correlated at 6 month...

The factor structure of the Affective and Continuance Commitment Scales (ACS and CCS; J. P. Meyer and N. J. Allen; see record 1984-32952-001), as well as the causal links between affective and continuance commitment, were examined. Data were obtained from 2 employee samples on a single occasion and from a sample of new employees on 3 occasions duri...

The factor structure of the Affective and Continuance Commitment Scales (ACS and CCS; Meyer & Allen, 1984), as well as the causal links between affective and continuance commitment, were examined. Data were obtained from 2 employee samples on a single occasion and from a sample of new employees on 3 occasions during their first year of employment....

Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachmen...

In this study, the Organizational Commitment Questionnaire and self-report measures of work experiences were completed by newly hired university graduates 1, 6 and 11 months after starting employment. The time-lagged influence of work experiences on commitment, and of commitment on work experiences, was examined using structural regression analyses...

The purpose of this longitudinal study was to examine the development and consequences of organizational commitment early in employees' careers. University graduates who had recently accepted full-time permanent employment were administered the Organizational Commitment Questimnaire (OCQ) and self-report measures of work experiences, work behaviour...

A variety of client-focused programs are staffed almost entirely by volunteers. It is argued here that there exist social and organizational differences between these programs and comparable staff-run programs which have important implications for the evaluation of the former. Particular attention is given to the effects of these differences on thr...

Two studies were conducted to demonstrate that both the instruments used to measure commitment-those scales developed by G. Ritzes and H. M. Trice (1969) and by L. G. Hrebiniak and J. A. Alutto-and the side-bet indexes (age and tenure) used in previous tests of the side-bet theory of H. S. Becker are inappropriate for that purpose. In Study 1, 64 u...

Two studies were conducted to demonstrate that both the instruments used to measure commitment––those scales developed by G. Ritzes and H. M. Trice (1969) and by L. G. Hrebiniak and J. A. Alutto ––and the side-bet indexes (age and tenure) used in previous tests of the side-bet theory of H. S. Becker are inappropriate for that purpose. In Study 1, 6...

Thesis (Ph. D.)--University of Western Ontario, 1985. Includes bibliographical references.