Browsing by Author "Avery, Derek Reynold"
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Item Action or opportunity: A further examination of voice effects(2000) Avery, Derek Reynold; Quinones, Miguel A.This study assessed whether the effect of voice on procedural fairness is due to the opportunity to voice or to actual voice behavior. In addition, it examined several possible antecedents of voice behavior. In a laboratory experiment, 100 undergraduates completed measures of personality, self-evaluation, perceived voice instrumentality and opportunity to voice. Opportunity for voice, goal setting, and voice instrumentality were manipulated. The results show that opportunity to voice, but not voice behavior, predicted fairness perceptions. Further, goal setting, perceived instrumentality, conscientiousness, and voice self-efficacy significantly predicted voice behavior. Significant interactions between locus of control and voice instrumentality and goal setting and perceived instrumentality on voice behavior were detected. The implications of these findings and directions for future research are discussed.Item The role of race in organization choice: Are differences Black and White?(2001) Avery, Derek Reynold; Quinones, Miguel A.Several recent findings suggest that there are racial differences in organizational attraction. This study examines these differences using a sample of 258 undergraduate and graduate students. In an Internet "virtual site visit" to a fictional company, the level of racial structural integration (SI), salary, and the presence/absence of a diversity management program (DMP) were manipulated. SI, proposed by Cox (1991), is a means of describing the racial/ethnic diversity present among the employees of a firm, whereas diversity management programs are the successors to affirmative action plans. Black participants were most attracted to the organization with the highest level of SI. Furthermore, a type of ethnic identification, other-group orientation (OGO) significantly interacted with SI and participant race to predict organizational attraction. For Whites with low OGO, SI had a negative effect on attraction. For Blacks with high OGO, organizations high and low in SI (but not moderate) were the most attractive.