Researcher: Marcus, Justin
Name Variants
Marcus, Justin
Email Address
Birth Date
11 results
Search Results
Now showing 1 - 10 of 11
Publication Metadata only Toward optimized effectiveness of employee training programs(Hogrefe Publishing Corp, 2022) Uslu, Dilek; Department of Business Administration; Department of Psychology; Marcus, Justin; Sakarya, Yasemin Kisbu; Faculty Member; Faculty Member; Department of Business Administration; Department of Psychology; College of Administrative Sciences and Economics; College of Social Sciences and Humanities; 124653; 219275Although organizations invest heavily on employee training, the effectiveness of employee training programs has not been well-established. In the current study, we examine the training delivery features of employee training programs to derive a better understanding of features that may be of best benefit in the improvement of employee affective outcomes. Specifically, and via the use of meta-analysis (k = 79 studies totaling 107 independent effect sizes), we focus on two broad classes of affective employee training outcomes including attitudinal and motivational outcomes. Results evidence support for the effectiveness of employee workplace training interventions and indicate that employee training programs associated with attitudinal versus motivational outcomes require different features while being delivered to reach optimal effectiveness.Publication Metadata only Perceptions of organizational tightness-looseness moderate associations between perceived unfair discrimination and employees' job attitudes(Sage Publications Inc, 2022) N/A; Department of Business Administration; Department of Business Administration; N/A; Marcus, Justin; Aksoy, Eda; Alemu, Gashaw Tesfa; Faculty Member; Faculty Member; Master Student; Department of Business Administration; College of Administrative Sciences and Economics; College of Administrative Sciences and Economics; Graduate School of Social Sciences and Humanities; 124653; 261803; N/AFusing social psychological theory on the BIAS map and attributions with cross-cultural theory on organizational tightness-looseness, we examine the interactive effects of active/passive facilitation/harm by organizational members and perceptions of organizational tightness on employee job attitudes. Study hypotheses were tested using a sample of bank employees located across 26 branches of a large bank in Addis Ababa, Ethiopia (N = 324). Using a norm-behavior alignment perspective, we hypothesized that (supportive) active facilitation behaviors would be more strongly related to employee attitudes in tight versus loose perceived organizational cultures, whereas (negative) passive facilitation, active harm, and passive harm behaviors would be less strongly related to employee attitudes in tight versus loose perceived organizational cultures. Results provided overall support for these expectations. The present findings have implications for the mitigation of the effects of unfair discrimination on employee attitudes in organizational contexts, theorized associations between cultural T-L and unfair discrimination, and the generalizability of cultural T-L theory to developing country contexts that are typified by collectivistic and tight societal cultures.Publication Metadata only Capturing intranational cultural variation in international business research: microsocietal differences in collectivism across Turkey(Elsevier Science Inc, 2019) Kahraman, Fatma; Su, Shiyang; Fritzsche, Barbara A.; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653We introduce an approach toward predicting intranational variance in individualism-collectivism, via utilization of ecological cultural practices and psychological cultural values. Using the climato-economic theory of culture, we modeled intranational collectivism using four measures, including normative behavioral and spatial collectivism practices, and the mean and dispersion of collectivism values, in one country, Turkey. Results evidenced confluence of findings based on both ecological measures and dispersion-based collectivism values. Conversely, mean collectivism values fared poorly. Study predictors explained up to approximate to 87% of the variance in intranational collectivism. Richer provinces with harsher climates were less collectivistic; vice-versa for poorer provinces with harsher climates.Publication Metadata only The essential role of intersectionality in the science of work and aging comment(Oxford University Press (OUP), 2022) N/A; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653N/APublication Metadata only On the interactive effects of objective and subjective age on work outcomes for men and women(Oxford Univ Press, 2019) Fritzsche, Barbara A.; Ng, Yin Lu; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653Based upon theory on successful aging at work and the social identity of age, we hypothesized interactive effects of sex, objective chronological age, and subjective psychological/organizational age on age-based stereotype ratings of older workers, psychological well-being including both burnout and self-esteem, and behavioral self-reports of perceived unfair age and sex discrimination. Study hypotheses were tested using a survey-based sample of N = 1,583 workers from 3 countries, including Turkey, the United States, and Malaysia, and who were employed across a variety of occupations. Potential confounds resultant of socioeconomic status (education level), and the macro environment (country) were statistically controlled. Results generally found support for theoretically expected relations between age and work outcomes. Both psychological and organizational age interacted with chronological age such that different patterns of outcomes were found for men and women. Overall, although older subjective age benefited chronologically older workers, these interactive associations were less beneficial for older women as compared to older men. Implications of study findings for theory and practice are discussed.Publication Metadata only Generation me: an intra-nationally bounded generational explanation for convergence and divergence in personal vs. social focus cultural value orientations(Elsevier Science Inc, 2022) Ergin, Canan; Ceylan, Savaş; Department of Business Administration; Department of International Relations; Marcus, Justin; Carlson, David George; Faculty Member; Faculty Member; Department of Business Administration; Department of International Relations; College of Administrative Sciences and Economics; College of Administrative Sciences and Economics; 124653; N/AResponding to calls by international business scholars to examine contextual factors driving cultural change in developing and traditionally collectivistic countries, we examine cultural values shift in one such country, Turkey, from 1998 to 2019. Confirming study hypotheses, results evidenced a trajectory toward individualism. The percentage of respondents endorsing personal focus values in 2019 was over double that in 2009. Generational differences drove this shift - Late Millennials (born 1992-2001) in 2019 were over twice as likely to endorse personal over social focus values as same-age Early Millennials (born 1982-1991) in 2009. These trends were most pronounced in the most urbanized Turkish provinces.Publication Metadata only The confluence of culture and ageism at work(Oxford Univ Press, 2022) N/A; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653N/APublication Metadata only “Beware the young doctor and the old barber”: development and validation of a job age-type spectrum(Elsevier, 2021) Reeves, Michael Dennis; Fritzsche, Barbara Ann; Smith, Nicholas Anthony; Ng, Yin Lu; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653Taking a worker-centric approach, with evidence based on the experiences of working individuals, the current study examines the age-related stereotypes of jobs, the characteristics of age-stereotyped jobs, and the consequences of occupying them. In Study 1, we utilize samples of working adults from the US, Turkey, and Malaysia to establish validation evidence for a spectrum of 160 jobs (n = 123 raters per job). Study 1 findings indicate that entry-level jobs and jobs requiring manual labor or the use of technology are younger-typed, whereas senior level jobs and jobs requiring large investments in training or education are older-typed. The age-typing of jobs was found to be similar across countries for the vast majority of jobs. We then provide criterion validity evidence in Study 2, by testing the interactive effects of chronological age, job age-type, and sex on psychological age and perceived age and sex discrimination across samples of workers from these same three countries (n = 1469). Results upheld theoretical predictions based upon career timetables theory, prototype matching theory, and intersectional salience of ageism theory. The interactive effects of chronological age and job age-type were stronger for women than for men; the hypothesized patterns of effects were overall consistent for women but not for men.Publication Metadata only Global issues in work, aging, and retirement(Taylor and Francis, 2018) Rudolph, Cort W.; Zacher, Hannes; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653This chapter reviews and discusses research related to work, aging, and retirement from a global, international, and cross-cultural standpoint. With the lifespan developmental perspective as an organizing theoretical framework, global issues in work, aging, and retirement are considered from four conceptual standpoints: (a) demography and workforce aging; (b) workforce health and worker well-being in the face of global population aging; (c) worker mobility in a global context; and (d) overarching cultural and institutional issues. A summary of the state-of-the-science is provided in each of these four key areas. Relevant directions for future research and implications for practitioners are discussed.Publication Metadata only Clarifying multilevel and temporal influences on successful aging at work: an ecological systems perspective(Cambridge Univ Press, 2020) N/A; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653N/A