We examine the relationship between job characteristics and employee attitudes in the context of temporary employees who are assigned to work at the client organizations but are formally employed by a temporary agency. Based on the rationale provided by social exchange and social identity theories, we hypothesized that job characteristics would be related to job satisfaction, organizational commitment, and turnover intention in regard to both the client organization and the temporary agency. Results based on data collected from a large temporary agency supported all hypothesized relationships in regard to the client organization, and most hypothesized relationships in regard to the temporary agency. We discuss implications of these findings for research and the practice of managing temporary employee attitudes.j asp_628 1539..1565

In an exploratory study using temporary workers, a model based on social exchange and social identity theories was developed and tested. Results revealed that, for both the temporary employee attitudes toward the client organization and the temporary employee attitudes toward the temporary agency, there was a positive association between job satisfaction and organization commitment and negative associations between job satisfaction and turnover intention and organizational commitment and turnover intention. Concerning the "crossover effects ", results showed that job satisfaction with the client organization had a weak positive association with organizational commitment for the temporary agency and organizational commitment for the temporary agency had a weak negative association with turnover intention for the client organization. Managerial implications of these results are discussed.

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We tested the effects of positive and negative framing on risky decision making in a simulated managerial judgement task. Until now the extensive research on framing effects has been characterized by static contexts, explicit probabilities, and hypothetical gambles. In contrast we simulated a more realistic decision making environment in which individuals chose more or less risky goals in a complex dynamic task that featured uncertain outcomes and meaningful consequences. Decision makers chose a series of performance goals under conditions of either potential losses or gains and also received feedback about their goal attainment. Our results failed to replicateProspect Theory predictions about initial gain vs.loss framing typically found in static decision making contexts. In addition, we tested competing hypotheses derived from Prospect Theory and Quasi-Hedonic Editing (QHE) Theory about the effects of performance outcome feedback on subsequent decisions. Consistent with QHE Theory, decision makers who had failed to reach their goals set lower, less risky goals in subsequent decisions. Our findings illustrate the need for further risk taking research in environments that more closely resemble managerial decision making.

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