The Impact of High Involvement Work Processes on Organizational Effectiveness: A Second-Order Latent Variable Approach

Group and Organization Management

Volumn 24, Issue 3, 1999, Pages 300-339

  Vandenberg, Robert J ^c   Richardson, Hettie A ^d   Eastman, Lorrina J ^a,b,e  

^a LOMA Inc   (United States)

^b Holiday Inn ^*  (China)

^c UNIVERSITY OF GEORGIA   (United States)

^d UNIVERSITY OF GEORGIA   (United States)

^e Holiday Hospitality Corporation

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0033454272     PISSN: 10596011     EISSN: None     Source Type: Journal    
DOI: 10.1177/1059601199243004     Document Type: Article

References (104)

1. A.M. Best Company. Best's insurance reports - life-health insurance edition. (1995). Oldwick, NJ: Author.
2. Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45, 488-506.
3. Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.
4. Becker, G. S. (1964). Human capital. New York: National Bureau of Economic Research.
5. Bernardi, R. A. (1994). Validating research results when Cronbach's alpha is below 70: A methodological procedure. Educational and Psychological Measurement, 54, 766-765.
6. Bollen, K. A. (1989). Structural equations with latent variables. New York: John Wiley.
7. Bollen, K. A., & Long, J. S. (1993). Testing structural equation models. Newbury Park, CA: Sage.
8. Borman, W. C. (1991). Job behavior, performance, and effectiveness. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial organizational psychology (pp. 272-326). Palo Alto, CA Consulting Psychologists Press.
9. Bretz, R. D., Jr., Ash, R. A., Dreher, G. F. (1989). Do people make the place? An examination of the attraction-selection-attrition hypothesis. Personnel Psychology, 42, 561-580.
10. Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. Sociological Methods and Research, 21, 230-258.
11. Bryk, A. S., Raudenbush, S. W. (1992). Hierarchical linear modeling. Newbury Park, CA: Sage.
12. Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47, 317-348.
13. Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job-choice decisions and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294-311.
14. Cammann, C., Fichman, M., Jenkins, D., & Klesch, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, Ann Arbor, University of Michigan.
15. Chakravarthy, B. S. (1986). Measuring strategic performance. Strategic Management Journal, 7, 437-458.
16. Cohen, J., & Cohen, P. (1983). Applied multiple regression/correlation analysis for the behavioral sciences Hillsdale, NJ: Lawrence Erlbaum.
17. Connor, P. E. (1992). Decision-making participation patterns: The role of organizational context. Academy of Management Journal, 35, 218-231.
18. Cotton, J. L., Vollrath, D. A., Froggatt, K. L., Lengnick-Hall, M. L., & Jennings, K. R. (1988). Employee participation Diverse forms and different outcomes. Academy of Management Review, 13, 8-22.
19. Dachler, H. P., & Wilpert, B. (1978). Conceptual dimensions and boundaries of participation in organizations: A critical evaluation. Administrative Science Quarterly, 23, 1-34.
20. Deckop, J. R. (1987). Top executive compensation and the pay-for-performance In D. B. Balkin & L. R. Gomez-Mejia (Eds.), New Perspectives on Compensation (pp. 285-293). Englewood Cliffs, NJ: Prentice-Hall.
21. Delaney, J. T. Lewin, D. & Ichniowski, C. (1989). Human resource policies and practices in American firms Washington, DC: Government Printing Office.
22. Flamholtz, E. G. & Lacey, J. M. (1981). Personnel management, human, capital theory, and human resources accounting. Los Angeles: Institution of Industrial Relations, University of California.
23. French, J. R.P., Israel, J., & As, D. (1960). An experiment in a Norwegian factory: Interpersonal dimensions in decision-making. Human Relations, 13, 3-19.
24. Galbraith, J. R. (1973). Designing complex organizations. Reading, MA: Addison-Wesley.
25. Gerbing, D. W., Hamilton, J. G., & Freeman, E. B. (1994). A large-scale second-order structural equation model of the influence of management participation on organizational planning benefits. Journal of Management, 20, 859-885.
26. Gerhart, F. & Milkovich, G. T. (1992). Employee compensation: Research and practice. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial organizational psychology (pp. 481-569). Palo Alto, CA: Consulting Psychologists Press.
27. Glew, D. J., O'Leary-Kelly, A. M., Griffin, R. W., & Van Fleet, D. D. (1995). Participation in organizations: A review of the issues and proposed framework for future analysis. Journal of Management, 21, 395-421.
28. Gomez-Mejia, L. R., & Balkin, D. B. (1992). Compensation, organizational strategy, and firm performance. Cincinnatti, OH: South-Western.
29. Gomez-Mejia, L. R. & Welbourne, T. M. (1988). Compensation strategy: An overview and future steps Human Resource Planning, 11, 173-189.
30. Hackman, J. R. & Lawler, E. E. III. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55, 259-286.
31. Hackman, J. R., & Lawler, E. E. III. (1979). Job characteristics and motivation: A conceptual framework. In L. E. Davis & J. C. Taylor (Eds.), Design of jobs. Santa Monica, CA: Goodyear.
32. Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
33. Hom, P. & Giffith, R. W. (1995). Employee turnover. Cincinnati, OH. South-Western.
34. House, R., Rousseau, D. M., & Thomas-Hunt, M. (1995). The meso paradigm: A framework for the integration of micro and macro organizational behavior. Research in Organizational Behavior, 17, 71-114.
35. Hu, L., & Bentler, P. M. (1995). Evaluating model fit. In R. H. Hoyle (Ed.), Structural equation modeling: Concepts, issues. and applications (pp. 16-99). Thousand Oaks, CA: Sage.
36. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672.
37. Huselid, M. A., Jackson, S. E., & Schuler, R. (1997). Technical and strategic human resource management effectiveness as determinants of firm performance. Academy of Management Journal, 40, 171-188.
38. Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. Annual Review of Psychology, 46, 237-264.
39. James, L. A., Demaree, R. G., & Hater, J. J. (1980). A statistical rationale for relating situational variables and individual differences. Organizational Behavior and Human Performance, 25, 354-365.
40. James, L. A., & James, L. R. (1989). Integrating work environment perceptions Explorations into the measurement of meaning. Journal of Applied Psychology, 74, 739-751.
41. James, L. R., James, L. A., & Ashe, D. K. (1990). The meaning of organizations: The role of cognitions and values. In B Schneider (Ed.), Organizational climate and culture (pp. 40-84). San Francisco: Jossey-Bass.
42. Jöreskog, K. & Sörbom, D. (1996). LISREL 8: User's reference guide Chicago: Scientific Software International.
43. Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organizational attraction Personnel Psychology, 50, 359-394.
44. Keats, B. W. (1988). The vertical construct validity of selected business economic performance indicators. Journal of Applied Behavioral Science, 24, 151-160.
45. Keats, B. W., & Hitt, M. A. (1988). A causal model of linkages among environmental dimensions, macro organizational characteristics, and performance. Academy of Management Journal, 31, 570-598.
46. Klein, K. J., Dansereau, F., & Hall, R. J. (1994). Levels issues in theory development, data collection, and analysis. Academy of Management Review, 19, 195-229.
47. Klein, K. J., Major, V. S., & Ralls, R. S. (1998). Worker participation What, why, and whither. Unpublished manuscript, University of Maryland, College Park.
48. Koch, M. J., & McGrath, R. G. (1996) Improving labor productivity human resource management policies do matter. Strategic Management Journal, 17, 335-354.
49. Kossek, E. E., & Nichol, V. (1992). The effects of on-site child-care on employee attitudes and performance. Personnel Psychology, 45, 485-509.
50. Lance, C. E. Hedge, J. W., & Alley, W. E. (1989). Joint relationships of task proficiency with aptitude, experience, and task difficulty: A cross-level interactional study. Human Performance, 2, 249-272.
51. 2: A proportion variance-accounted-for index for some cross level and person-situation research designs. Unpublished manuscript.
52. Lance, C. E., Parisi, A. G., Bennett, W. R., Teachout, M S., Harville, D. L., & Welles, M. L. (1998). Moderators of skill retention interval/performance decrement: Relationships in eight U.S. Air Force enlisted specialties. Human Performance, 11, 103-124.
53. Latham, G. P., Winters, D. C., & Locke, E. A. (1994). Cognitive and motivational effects of participation: A mediator study. Journal of Organizational Behavior, 15, 49-63.
54. Lawler, E. E. III. (1986). High involvement management. San Francisco: Jossey-Bass.
55. Lawler, E. E. III. (1991). Participative management strategies. In J. W. Jones, B. D. Steffy, & D. W. Bray (Eds.), Applying psychology in business: The handbook for managers and human resource professionals (pp. 578-586). Lexington, MA: Lexington Books.
56. Lawler, E. E. III. (1992). The ultimate advantage: Creating the high involvement organization. San Francisco: Jossey-Bass.
57. Lawler, E. E. III. (1993). Creating the high involvement organization In J. R. Galbraith & E. E. Lawler, III (Eds.), Organizing for the future: The new logic for managing complex organizations (pp. 172-193). San Francisco: Jossey-Bass.
58. Lawler, E. E. III. (1994). Total quality management and employee involvement: Are they compatible? Academy of Management Executive, 8, 68-76.
59. Lawler, E. E. III. (1996). From the ground up: Six principles for building the new logic corporation. San Francisco: Jossey-Bass.
60. Lawler, E. E. III, & Jenkins, G. D., Jr. (1992). Strategic reward systems In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (pp. 1009-1055). Palo Alto, CA: Consulting Psychologists Press.
61. Lawler, E. E. III, Ledford, G. E., Jr., & Mohrman, S. A. (1989). Employee involvement in America: A study of contemporary practice. Houston, TX: American Productivity Center.
62. Lawler, E. E. III, Mohrman, S. A., Ledford, G. E. Jr. (1995). Creating high performance organizations. San Francisco: Jossey-Bass.
63. Leana, C. R., & Florkowski, G. W. (1992). Employee involvement programs: Integrating psychological theory and management practice. Research in Personnel and Human Resources Management, 10, 233-270.
64. Leana, C. R., Locke, E. A., & Schweiger, D. M. (1990). Fact and fiction in analyzing research on participative decision making: A critique of Cotton, Vollrath, Froggatt, Lengnick-Hall, and Jennings. Academy of Management Review, 15, 137-146.
65. Ledford, G. E., Jr. & Lawler, E. E. III. (1994). Research on employee participation: Beating a dead horse? Academy of Management Review, 19, 633-636.
66. Locke, E. A. (1976). The nature and causes of job satisfaction In M. D. Dunnette (Ed.), Handbook of industrial/organizational psychology (pp. 1297-1348). Chicago: Rand McNally.
67. Locke, E. A., & Schweiger, D. M. (1979). Participation in decision-making: One more look. In B. Staw & L. L. Cummings (Eds.), Research in organizational behavior (pp. 265-339). Greenwich, CT: JAI Press.
68. MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial Labor and Relations Review, 48, 197-221.
69. Macy, B. A., Peterson, M. F., & Norton, L. W. (1989). A test of participation theory in a work redesign field setting: Degree of participation and comparison site contrasts. Human Relations, 42, 1095-1165.
70. Marchington, M., Wilkinson, A., Ackers, P., & Goodman, J. (1994). Understanding the meaning of participation: Views from the workplace. Human Relations, 47, 867-894.
71. Marsh, H. W., Balla, J. R., & Hau, K. (1996). An evaluation of incremental fit indices: A clarification of mathematical and empirical properties. In G. A. Marcoulides & R. E. Schumacker (Eds.), Advanced structural equation modeling: Issues and techniques (pp. 315-353). Mahwah, NJ: Lawrence Erlbaum.
72. Marsh, H. W., Balla, J. R., & McDonald, R. P. (1988). Goodness-of-fit indices in confirmatory factor analysis: The effect of sample size. Psychological Bulletin, 102, 391-410.
73. McDonald, R. P. & Marsh, H. W. (1990). Choosing a multivanate model: Noncentrality and goodness-of-fit Psychological Bulletin, 107, 247-255.
74. McEvoy, G. M., & Cascio, W. F. (1985). Strategies for reducing employee turnover: A meta-analysis. Journal of Applied Psychology, 70, 342-353.
75. McGregor, D. (1960). The human side of enterprise. New York: McGraw-Hill Book Company.
76. Medsker, G. J., Williams, L. J. & Holahan, P. J. (1994). A review of current practices for evaluating causal models in organizational behavior and human resource management. Journal of Management, 20, 439-464.
77. Miller, K. I., & Monge, P. R. (1986). Participation, satisfaction, and productivity: A meta-analytic review. Academy of Management Journal, 29, 727-753.
78. Mohrman, S. A., & Lawler, E. E. III. (1993). Human resource management: Building a strategic partnership. In J. R. Galbraith & E. E. Lawler, III (Eds.), Organizing for the future: The new-logic for managing complex organizations (pp. 229-255). San Francisco: Jossey-Bass.
79. Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-Organization linkages: The psychology of commitment, absenteeism and turnover. New York Academic Press.
80. Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
81. Neal, J. A., & Tromley, C. L. (1995). From incremental change to retrofit: Creating high-performance work systems. Academy of Management Executive, 9, 42-53.
82. Ostroff, C. (1992). The relationship between satisfaction, attitudes, and performance: An organizational-level analysis. Journal of Applied Psychology, 77, 963-974.
83. Ostroff, C. (1993). Comparing correlations based on individual-level and aggregated data. Journal of Applied Psychology, 78, 569-582.
84. Pearce, J. L. (1987). Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin & L. R. Gomez-Mejia (Eds.), New perspectives on compensation (pp. 169-178). Englewood Cliffs, NJ: Prentice-Hall.
85. Pfeffer, J. (1994). Competitive advantage through people Boston: Harvard Business School Press.
86. Pfeffer, J. (1995). Producing sustainable competitive advantage through effective management of people. Academy of Management Executive, 9, 55-69.
87. Pill, F. K., & MacDuffie, J. P. (1996) The adoption of high involvement work practices. Industrial Relations, 35, 423-455.
88. Prahalad, C. K., & Hamel, G. (1990). The core competence of the corporation. Harvard Business Review, 68, 79-91.
89. Riordan, C. M. (1995). The development and empirical examination of a model of relational demography within work groups. Unpublished doctoral dissertation, Georgia State University, Atlanta.
90. Riordan, C. M., & Vandenberg, R. J. (in press). Employee involvement and organizational effectiveness: An organizational system perspective. Academy of Management Journal.
91. Rousseau, D. M. (1985). Issues of level in organizational research: Multi-level and cross-level perspectives. Research in Organizational Behavior, 7, 1-37.
92. Rousseau, D. M. (1995). Psychological contracts in organizations. Thousand Oaks, CA: Sage.
93. Schein, E. H. (1992). Organizational culture and leadership (2nd ed.) San Francisco: Jossey-Bass
94. Skully, J. A., Kirkpatrick, S. A., & Locke, E. A. (1995). Locus of knowledge as a determinant of the effects of participation on performance, affect, and perceptions. Organizational Behavior and Human Decision Processes, 61, 276-288.
95. Steiger, J. H. (1990). Structural model evaluation and modification: An interval estimation approach. Multivariate Behavioral Research, 25, 173-180.
96. Steiger, J. H., Shapiro, A., & Browne, M. W. (1985). On multivariate asymptotic distribution of sequential chi square. Psychometrika, 50, 253-264.
97. Tanaka, J. S. (1993). Multifaceted conceptions of fit in structural equation models. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models (pp. 10-39). Newbury Park, CA: Sage.
98. Tucker, L., & Lewis, C. (1973). A reliability coefficient for maximum likelihood factor analysis. Psychometrika, 38, 1-10.
99. Vandenberg, R. J., & Lance, C. E. (1992). Examining the causal order of job satisfaction and organizational commitment. Journal of Management, 18, 153-167.
100. Vandenberg, R. J., & Scarpello, V. (1990). The matching model: An examination of the processes underlying realistic job previews. Journal of Applied Psychology, 75, 60-67.
101. Vandenberg, R. J., Self, R. M., & Seo, J. H. (1994). A critical examination of the internalization, identification, and compliance commitment measures. Journal of Management, 20, 203-217.
102. Wagner, J. A. III. (1994). Participation's effects on performance and satisfaction A reconsideration of research evidence. Academy of Management Review, 19, 312-330.
103. Wagner, J. A. III, Leana, C. R., Locke, E. A., & Schweiger, D. M. (1997). Cognitive and motivational frameworks in U.S. research on participation: A meta-analysis of primary effects. Journal of Organizational Behavior, 18, 49-65.
104. Williams, L. J., & Hazer, J. R. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods Journal of Applied Psychology, 71, 219-231.