Document Text Contents
Page 1
University of Tennessee, Knoxville
Trace: Tennessee Research and Creative
Exchange
Doctoral Dissertations Graduate School
5-2004
Personality and Work Situational Predictors of Exit,
Voice, Loyalty, and Neglect: An Interactionist
Perspective
Michelle Lynne Roberts
University of Tennessee, Knoxville
This Dissertation is brought to you for free and open access by the Graduate School at Trace: Tennessee Research and Creative Exchange. It has been
accepted for inclusion in Doctoral Dissertations by an authorized administrator of Trace: Tennessee Research and Creative Exchange. For more
information, please contact [email protected]
Recommended Citation
Roberts, Michelle Lynne, "Personality and Work Situational Predictors of Exit, Voice, Loyalty, and Neglect: An Interactionist
Perspective. " PhD diss., University of Tennessee, 2004.
https://trace.tennessee.edu/utk_graddiss/4726
https://trace.tennessee.edu
https://trace.tennessee.edu
https://trace.tennessee.edu/utk_graddiss
https://trace.tennessee.edu/utk-grad
mailto:[email protected]
Page 2
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Page 51
Reversed items were converted for scoring. Cronbach alpha for the current study was
.86.
Proactive Personality (PROAC). Proactive personality was measured using the
17-item Proactive Personality Scale (Bateman et al., 1993). Participants rated agreement
with each item on a 7-point Likert scale ranging from "Strongly disagree" to "Strongly
agree" ( e.g., "Wherever I have been, I have been a powerful force for constructive
change"). Reverse items were converted for scoring and the higher the total score, the
stronger the proactive personality. Bateman et al. (1993) reported Cronbach alphas
across three samples ranging from .87 to .89 and test-retest reliability was .72 over a
three-month period. Roberts & Ladd (2003) reported a Cronbach alpha of .90.
Furthermore, proactive personality has demonstrated criterion validity with several
organizational variables including job perfo1mance (Crant, 1995), career success (Seibert,
Crant, & Kraimer, 1999), leadership (Crant & Bateman, 2000), and organizational
innovation (Parker, 1998). Cronbach alpha for the current study was .90.
EVLN Model Dependent Measure
EVLN Model Measure. Items representing the categories of exit, aggressive
voice, considerate voice, loyalty, and neglect were selected from previous EVLN model
scales proposed by Rusbult et al. (1988) and Hagedoom et al. ( 1999). Items from these
two studies were included in order to maximize the possibility of selecting valid and
reliable items. The measure consisted of a total of 42 items, each of which was measured
on a 7-point Likert scale going from "Definitely would not react in this way" to
"Definitely would react in this way". Exit was comp1ised of 4 items from Rusbult et al.
(1988) and 6 items from Hagedoom et al. (1999) (e.g., "I would think about quitting my
38
Page 52
job"). Considerate voice was comprised of 1 1 items from Hagedoorn's et al. ( 1 999)
study (e.g., "Together with my supervisor, explore each other's opinions until the
problems are solved"). Aggressive voice was comprised of 5 items from Hagedoorn's et
al. ( 1 999) study ( e.g., "I would deliberately make the problem sound more problematic
than it really is"). Loyalty consisted of 4 items from Rusbult et al. ( 1 988) and 5 items
from Hagedoorn et al. ( 1 999) ( e.g., "I would have faith that something like this would be
taken care of by the organization without my contributing to the problem-solving
process"). Finally, Neglect was measured using the 5 item scale from Rusbult et al.
( 1 988). Higher scores represent higher intentions to perform each category of behaviors.
Previous research has demonstrated that the EVLN measure has adequate criterion
related validity as well as convergent and discriminant validity ( e.g., Farrell & Rusbult,
1 992; Farrell, 1 983). Cronbach alphas for the current study were .92 for considerate
voice, .52 for aggressive voice, .79 for loyalty, .90 for exit, and .75 for neglect. The
Cronbach alpha for the aggressive voice subscale was lower than desired, however, this
measure has demonstrated strong reliability in the past and is still relatively new
(Hagedoom et al., 1 999). Therefore, it was retained in all subsequent analyses.
Procedures
Participants from the organizational sample were emailed a web link for the on
line survey. The survey was operated by the University of Tennessee's Office of
Information Technology. Participants were prompted to read an informed consent form
before beginning the survey and were assured that individual responses were completely
confidential. Once the survey was completed, each participant was asked to "Submit
their answers" and the data was stored in an SPSS file.
39
Page 102
nd
Page 103
Michelle is currently employed as a Career Development Consultant for Lowe's
Companies Inc. located at the headquarters in Mooresville, NC. Her work involves
targeting areas of employee development, the creation of succession planning career
paths, executive coaching and mentoring, and the design of Assessment Centers. In her
free time, she enjoys playing golf and tennis, gardening, spending time with her family,
and watching SEC sports.
90
1624 4866 10 i
11/03/04
RB
University of Tennessee, Knoxville
Trace: Tennessee Research and Creative
Exchange
Doctoral Dissertations Graduate School
5-2004
Personality and Work Situational Predictors of Exit,
Voice, Loyalty, and Neglect: An Interactionist
Perspective
Michelle Lynne Roberts
University of Tennessee, Knoxville
This Dissertation is brought to you for free and open access by the Graduate School at Trace: Tennessee Research and Creative Exchange. It has been
accepted for inclusion in Doctoral Dissertations by an authorized administrator of Trace: Tennessee Research and Creative Exchange. For more
information, please contact [email protected]
Recommended Citation
Roberts, Michelle Lynne, "Personality and Work Situational Predictors of Exit, Voice, Loyalty, and Neglect: An Interactionist
Perspective. " PhD diss., University of Tennessee, 2004.
https://trace.tennessee.edu/utk_graddiss/4726
https://trace.tennessee.edu
https://trace.tennessee.edu
https://trace.tennessee.edu/utk_graddiss
https://trace.tennessee.edu/utk-grad
mailto:[email protected]
Page 2
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��$0�68%0,A,1*�+(5(:,7+�$�',66(57$7,21�:5,A(1�%<��,&+(//(��<11(��2%(576�(17,7/('���(5621$/,7<�$1'
"25.��,78$7,21$/��5(',&7256�2)��;,7��!2,&(���2<$/7<��$1'��(*/(&7���1��17(5$&7,21,67��(563(&7,9(�����+$9(
(;$0,1('�7+(�@1$/�(/(&7521,&�&23<�2)�7+,6�',66(57$7,21�)25�)250�$1'�&217(17�$1'�5(&200(1'�7+$7�,7�%(
$&&(37('�,1�3$57,$/�)8/@//0(17�2)�7+(�5(48,5(0(176�)25�7+(�'(*5((�2)��2&725�2)��+,/2623+<��:,7+�$�0$-25�,1
�1'8675,$/�$1'��5*$1,=$7,21$/��6<&+2/2*<�
�2%(57�����$''���$-25��52)(6625
"(�+$9(�5($'�7+,6�',66(57$7,21�$1'�5(&200(1'�,76�$&&(37$1&(�
�$9,'�"2(+5���,.(��86+���5,&��81'67520
�&&(37('�)25�7+(��281&,/�
�,;,(����?203621
!,&(��529267�$1'��($1�2)�7+(��5$'8$7(��&+22/
��5,*,1$/�6,*1$785(6�$5(�21�@/(�:,7+�2>&,$/�678'(17�5(&25'6��
Page 51
Reversed items were converted for scoring. Cronbach alpha for the current study was
.86.
Proactive Personality (PROAC). Proactive personality was measured using the
17-item Proactive Personality Scale (Bateman et al., 1993). Participants rated agreement
with each item on a 7-point Likert scale ranging from "Strongly disagree" to "Strongly
agree" ( e.g., "Wherever I have been, I have been a powerful force for constructive
change"). Reverse items were converted for scoring and the higher the total score, the
stronger the proactive personality. Bateman et al. (1993) reported Cronbach alphas
across three samples ranging from .87 to .89 and test-retest reliability was .72 over a
three-month period. Roberts & Ladd (2003) reported a Cronbach alpha of .90.
Furthermore, proactive personality has demonstrated criterion validity with several
organizational variables including job perfo1mance (Crant, 1995), career success (Seibert,
Crant, & Kraimer, 1999), leadership (Crant & Bateman, 2000), and organizational
innovation (Parker, 1998). Cronbach alpha for the current study was .90.
EVLN Model Dependent Measure
EVLN Model Measure. Items representing the categories of exit, aggressive
voice, considerate voice, loyalty, and neglect were selected from previous EVLN model
scales proposed by Rusbult et al. (1988) and Hagedoom et al. ( 1999). Items from these
two studies were included in order to maximize the possibility of selecting valid and
reliable items. The measure consisted of a total of 42 items, each of which was measured
on a 7-point Likert scale going from "Definitely would not react in this way" to
"Definitely would react in this way". Exit was comp1ised of 4 items from Rusbult et al.
(1988) and 6 items from Hagedoom et al. (1999) (e.g., "I would think about quitting my
38
Page 52
job"). Considerate voice was comprised of 1 1 items from Hagedoorn's et al. ( 1 999)
study (e.g., "Together with my supervisor, explore each other's opinions until the
problems are solved"). Aggressive voice was comprised of 5 items from Hagedoorn's et
al. ( 1 999) study ( e.g., "I would deliberately make the problem sound more problematic
than it really is"). Loyalty consisted of 4 items from Rusbult et al. ( 1 988) and 5 items
from Hagedoorn et al. ( 1 999) ( e.g., "I would have faith that something like this would be
taken care of by the organization without my contributing to the problem-solving
process"). Finally, Neglect was measured using the 5 item scale from Rusbult et al.
( 1 988). Higher scores represent higher intentions to perform each category of behaviors.
Previous research has demonstrated that the EVLN measure has adequate criterion
related validity as well as convergent and discriminant validity ( e.g., Farrell & Rusbult,
1 992; Farrell, 1 983). Cronbach alphas for the current study were .92 for considerate
voice, .52 for aggressive voice, .79 for loyalty, .90 for exit, and .75 for neglect. The
Cronbach alpha for the aggressive voice subscale was lower than desired, however, this
measure has demonstrated strong reliability in the past and is still relatively new
(Hagedoom et al., 1 999). Therefore, it was retained in all subsequent analyses.
Procedures
Participants from the organizational sample were emailed a web link for the on
line survey. The survey was operated by the University of Tennessee's Office of
Information Technology. Participants were prompted to read an informed consent form
before beginning the survey and were assured that individual responses were completely
confidential. Once the survey was completed, each participant was asked to "Submit
their answers" and the data was stored in an SPSS file.
39
Page 102
nd
Page 103
Michelle is currently employed as a Career Development Consultant for Lowe's
Companies Inc. located at the headquarters in Mooresville, NC. Her work involves
targeting areas of employee development, the creation of succession planning career
paths, executive coaching and mentoring, and the design of Assessment Centers. In her
free time, she enjoys playing golf and tennis, gardening, spending time with her family,
and watching SEC sports.
90
1624 4866 10 i
11/03/04
RB
