The present study examined the relationships of organizational justice and the psychological contract with four outcome variables in a downsizing context. Multinational data were gathered from survivors representing a variety of organizations and industries. The main focus of the current study examined the relationships between survivors' perceptions of procedural, interpersonal, and informational justice and organizational commitment, job satisfaction, turnover intentions, and trust in management. Correlational data indicated that procedural, interpersonal, and informational justice all demonstrated significant correlations with the outcome variables with interpersonal justice demonstrating higher correlations with the outcome variables than procedural justice. Additionally, the results of two structural models indicated that, although both models fit the data equally well, interpersonal justice was the dominant predictor of the outcome variables. Finally, moderated multiple regression analyses indicated that the psychological contract did not act as a moderator on the relationships between the justice and the outcome variables. However, supplemental confirmatory factor analysis suggested that the justice variables might act as a mediator of the psychological contract - outcome variable relationships. Possible explanations of the results as well as implications for practice and future research are provided.

The purpose of the present study was to study the relationship of MCMI-III clinical scales with MMPI-2 clusters in a chronic pain population. Data was obtained through assessment data (N = 242) from the Dallas Spinal Rehabilitation Center (DSRC), that included MMPI-2 and MCMI-III, as well as pre-and post-assessment information (n = 21) and follow-up questionnaires (n = 19). Subjects' age ranged from 18 to 64. Each patient had a primary diagnosis related to a back and/or a cervical injury, a chronic pain diagnosis, and often medical prescription dependency and/or addition. Each has experienced back pain in the lumbar region (L1 to L5) or cervical region (C1 to C7) for an average of 32 months. Patients with thoracic (mid-spine) and carpal tunnel pain were excluded from this study. A multivariate cluster analysis procedure was performed that yielded 3 homogeneous female MMPI-2 clusters and 4 MMPI-2 homogeneous male clusters. Seven multiple regression analyses were performed to determine which MCMI-III clinical scales predicted cluster membership in the MMPI-2 clusters. Results indicated that MCMI-III clinical scales "7" Compulsive, "X" Validity and "C" Borderline were predictors for membership in the male MMPI-2 clusters. Membership in the female MMPI-2 clusters were predicted by MCMI-III clinical …

A review of literature indicates limited effort to understand and explain employees' acclimation to, and adoption of, new behaviors required by organization change initiatives. Psychological theories of individual behavior change have, in restricted instances, been applied into organizational environments. The transtheoretical model of change (TTM) offers a comprehensive explanation of behavior change uniting multiple theories of individual change. TTM describes change as a series of stages that individual progress through before arriving at the decision to implement a change in behavior. Movement through the stages is facilitated by processes which increase the probability of a behavior change effort's success. The present research investigated the potential applicability of TTM for explaining individual level change within a new context, specifically, an organizational environment. To examine if individual change in the context of an organization occurs in the fashion described by TTM, measures of core TTM constructs were delivered to employees in a water department of a city in the American southwest. The water department was immersed in an organization change initiative necessitating individual behavior change by its employees. Results of TTM core construct measures and their relationships with each other and the stages of change were examined. Initial findings are indicative of …

The primary interest of this investigation concerned working memory functioning and cue/act discrimination during encoding of intentions. The study included manipulations of working memory and intention load to investigate the encoding processes related to prospective memory (PM). Three experiments are presented that involve working memory distraction tasks at the time of encoding the PM intentions, as well as varying numbers of cues and actions. In the first experiment three cues were paired with one action, in the second, one cue with three actions, and in the third, three cues with three actions. Results suggest that the central executive is involved in binding a cue to an action, and that this operation is key to PM success. Furthermore, the phonological loop seems primarily involved with processing of cues and the visuospatial sketchpad with actions. It is further proposed that the processes of the phonological loop and visuospatial sketchpad must be successful before the central executive can bind the cues and acts together, which is possibly the most important part in the encoding of intentions. By directly examining PM at the time of encoding, information was gained that allows for a more complete understanding of the nature of how we form and …