CONTACT INFORMATION
Office:	311 Kalkin  FIND OFFICE
Phone:	656-3302
E-Mail:	dajones@bsad.uvm.edu
Office Hours:	Tues: 1:00 2:00 PM or by appointment

• BSAD 120 - Principles of Management and Organizational Behavior
  Section A, 003 Kalkin 11:30-12:45 TR - ON-LINE SYLLABUS
  Section Z1, 003 Kalkin 11:30-12:45 TR - ON-LINE SYLLABUS

Publication History

Journal Article, Academic Journal

• Jones, D. A. - "In Press: Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme" (Refereed) - Journal of Occupational and Organizational Psychology - 2009 [Show/Hide Abstract]
  Abstract: Little is known about how employees might respond to their company???s socially responsible business practices. Hypotheses derived from organizational identification and social exchange theories were tested to explain why employees (N = 162) may respond positively to their company???s volunteerism programme, a program through which employees could spend time volunteering during their paid work hours. Support was found for mediated effects suggesting that employees??? attitude toward the volunteerism programme ultimately predicted outcomes (e.g., intentions to stay) through its effect on organizational identification. Results also showed that exchange ideology moderated the effects of volunteer-programme attitudes on supervisor-reported organizational citizenship behaviour measured six months later, suggesting that some employees reciprocate the benefits they receive from a volunteerism programme. The implications of these findings are discussed for theory and research, and for leveraging volunteerism programs and other socially responsible business practices to benefit companies and their employees.
  
• Jones, D. A. - "A novel approach to business ethics training: Improving moral reasoning in just a few weeks" (Refereed) - Journal of Business Ethics - 2009 - v. 88, pp. 367-379 [View publication] [Show/Hide Abstract]
  Abstract: I assessed change in students' moral reasoning following five 75-minute classes on business ethics and two assignments utilizing a novel pedagogical approach designed to foster ethical reasoning skills. To minimize threats to validity present in previous studies, an untreated control group design with pre- and post-training measures was used. Training (n = 114) and control (n = 76) groups comprised freshmen business majors who completed the Defining Issues Test before and after the training. Results showed that, controlling for pre-training levels of moral reasoning, students in the training group demonstrated higher levels of post-training principled moral judgment than students in the control group.
  
• Jones, D. A. - "Getting even with one's supervisor and one's organization: Relationships among types of injustice, desires for revenge, and counterproductive work behaviors" (Refereed) - Journal of Organizational Behavior - 2009 - v. 30, no. 4, pp. 525-542 [View publication] [Show/Hide Abstract]
  Abstract: I tested hypotheses derived from the agent-system model of justice specifying that, among the different types of justice, interpersonal and informational justice explain the most unique variance in counterproductive work behavior (CWB) directed toward one's supervisor, and procedural justice explains the most unique variance in CWB directed toward one's organization. I also tested whether individuals' desires for revenge against one's supervisor and one???s organization mediate certain justice-CWB relationships. Results (N = 424) provided considerable support for the study hypotheses, showing that employees tend to direct their CWB toward the source of perceived mistreatment, and that desires for revenge explain part, but not all, of the relationships between some types of injustice and CWB. Implications for theory, research, and practice are discussed.
  
• Jones, D. A.; Martens, M. L. - "The mediating role of overall fairness and the moderating role of trust certainty in justice-criteria relationships: The formation and use of fairness heuristics in the workplace" (Refereed) - Journal of Organizational Behavior - 2009 - v. 30, no. 8, pp. 1025-1051 [Show/Hide Abstract]
  Abstract: Theory suggests that perceptions of overall fairness play an important role in the justice judgment process, yet overall fairness is insufficiently studied. We derived hypotheses from fairness heuristic theory, which proposes that perceptions of overall fairness are influenced by different types of justice, are more proximal predictors of responses than specific justice types, and are used to infer trust when trust certainty is low. Results from Study 1 (N = 1,340) showed that employees??? perceptions of overall fairness in relation to a senior management team mediated the relationships between specific types of justice and employee outcomes (e.g., affective commitment). In Study 2 (N = 881), these mediated effects were replicated and trust certainty moderated the effect of overall fairness on trust as hypothesized. Study 2 also showed that, relative to procedural and informational justice, distributive and interpersonal justice had stronger effects on overall fairness. To explore how the organizational context may have influenced these findings, we performed qualitative analyses in Study 3 (N = 268). Results suggested that, consistent with the quantitative findings from Study 2, some types of justice were more salient than others. We discuss the implications of our findings for theory, research, and practice.
  
• Fassina, N.; Jones, D. A.; Uggerslev, K. - "Meta-analytic tests of relationships between organizational justice and citizenship behavior: Testing agent-system and shared variance models" (Refereed) - Journal of Organizational Behavior - 2008 - v. 29, pp. 805-828. The first and second authors contributed equally [Show/Hide Abstract]
  Abstract: Research on the unique effects of different types of perceived fairness on citizenship behavior that benefits individuals (organizational citizenship behavior (OCB-I) and organizations (OCB-O) has produced mixed results. We assert that how OCB-O and OCB-I are conceptualized affects the patterns of results, and we hypothesize that, when OCB is conceptualized appropriately, an agent-system model is supported (interactional and procedural justice are the strongest unique predictors of OCB-I and OCB-O, respectively). We also hypothesize that shared variance among the justice types explains additional variance in OCB. Analyses of semipartial correlations conducted on meta-analytic coefficients supported our hypotheses. Theoretical and practical implications are discussed.
  
• Fassina, N.; Jones, D. A.; Uggerslev, K. - "Relationship clean-up time: Using meta-analysis and path analysis to clarify the relationships among job satisfaction, perceived fairness, and citizenship behaviors" (Refereed) - Journal of Management - 2008 - v. 34, pp. 161-188 [View publication] [Show/Hide Abstract]
  Abstract: Although perceived fairness and job satisfaction predict organizational citizenship behaviors (OCB), researchers have pondered the conceptual relationships among these constructs. Using path analysis on meta-analytically derived coefficients, the authors compared four models: full mediation (job satisfaction mediates fairness-OCB relationships), partial mediation, independent effects, and a spurious effects model (the job satisfaction-OCB relationship is spurious because perceived fairness is a common cause). The authors found greatest support for the independent effects model: Job satisfaction and different types of perceived fairness accounted for unique variance in OCB dimensions. The article discusses implications for research and practice, and offers suggestions to advance theory in this area.
  
• Jones, D. A.; Shultz, J. W.; Chapman, D. S. - "Recruiting through job advertisements: The effects of cognitive elaboration on decision making" (Refereed) - International Journal of Selection and Assessment - 2006 - v. 14, pp. 167-179 [Show/Hide Abstract]
  Abstract: We investigated whether individuals' decisions about responding to job advertisements are affected by how deeply they process recruitment messages (i.e., elaboration likelihood, EL). We manipulated individuals' (N = 112) motivation and ability to carefully process the job ads. As hypothesized, individuals in the lower (versus higher) EL conditions chose more ads containing cues unrelated to the job (e.g., bolded font, white space) and fewer ads containing higher quality arguments. We present evidence showing that job seekers differ in their EL and discuss the practical implications of the findings for recruiters who wish to increase the size of their applicant pool.
  
• Chapman, D. S.; Uggerslev, K. L.; Carroll, S.; Piasentin, K. A.; Jones, D. A. - "Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes" (Refereed) - Journal of Applied Psychology - 2005 - v. 90, no. 5, pp. 928-944 [View publication] [Show/Hide Abstract]
  Abstract: Attracting high performing applicants is a critical component of personnel selection and overall organizational success. In this study, we meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job/organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus non-applicant status were also examined. Results showed that applicant attraction outcomes were predicted by job/organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. We discuss the implications of these findings for recruiting theory, research, and practice.
  
• Jones, D. A.; Skarlicki, D. P. - "The effects of overhearing peers discuss an authority's reputation for fairness on reactions to subsequent treatment" (Refereed) - Journal of Applied Psychology - 2005 - no. 90, pp. 363-372 [Show/Hide Abstract]
  Abstract: Fairness heuristic theory was used to examine how information from one's peers affects an individual's interpretation of, and reactions to, an authority's subsequent behavior. Participants (N=105) overheard their peers discuss an experimenter's reputation (fair, unfair, or absent) before interacting with the experimenter who behaved more versus less fairly. Results showed that the social cues biased participants' subsequent information processing: Controlling for the experimenter's behavior, interactional justice mediated the effect of social cues on retaliation. Social cues and the authority's behavior also interacted to predict retaliation. Participants who were treated less fairly retaliated more after being led to expect fair treatment than did participants who heard no prior information about the experimenter. (PsycINFO Database Record (c) 2005 APA, all rights reserved)
  
• Jones, D. A.; Skarlicki, D. P. - "The relationship between perceptions of fairness and voluntary turnover among retail employees" (Refereed) - Journal of Applied Social Psychology - 2003 - v. 33 , no. 6, pp. 1226-1243 [Show/Hide Abstract]
  Abstract: Research on the relationship between perceived fairness and employee turnover has tended to focus on turnover intentions rather than behavior, and the few studies that have assessed actual turnover have reported inconsistent results. In the present study, we examined the interactive effects of distributive, procedural, and interactional justice on turnover among 159 retail employees. Results showed that the effect of distributive justice on turnover was stronger when interactional justice was perceived as low rather than high. Our findings also suggest that disproportionate turnover group base-rates favoring stayers over leavers can affect results of justice-turnover research.
  

Conference Proceeding

• Jones, D. A.; Willness, C.; MacNeil, S. - "Corporate social responsibility and recruitment: Person-organization fit and signaling mechanisms" (Refereed) - Paper Proceedings of the Sixty-ninth Annual Meeting of the Academy of Management - 2009
• Martens, M. L.; Jones, D. A. - "Justice, overall fairness, and employee attitudes: Using qualitative data to understand how context affects quantitative findings" (Refereed) - Proceedings of the British Academy of Management conference, York, UK - 2008
• Jones, D. A.; Martens, M. - "The mediating role of overall fairness and the moderating role of trust certainty in justice-criteria relationships: Testing fundamental tenets of fairness heuristic theory" (Refereed) - Paper proceedings of the sixty-seventh annual meeting of the Academy of Management - 2007 [Show/Hide Abstract]
  Abstract: Fairness heuristic theory (Lind, 2001) proposes that perceptions of overall fairness are (a) influenced by information pertaining to different types of justice, (b) more proximal predictors of responses relative to specific types of justice, and (c) used to infer trust, especially under conditions of uncertainty. In Study 1 (N = 1,340), support was found for the mediating role of overall fairness in the relationships between specific types of justice and employee attitudes. These mediated effects were replicated in Study 2 (N = 881), and the effect of overall fairness on trust in senior management was moderated by trust certainty.
  
• Jones, D. A.; Fassina, N.; Uggerslev, K. - "Meta-analytic tests of justice and OCB: Agent-system, agent-dominance, and shared-variance models." (Refereed) - Paper Proceedings of the Sixty-sixth Annual Meeting of the Academy of Management - 2006 - pp. Jon, Fas, & Ugg, 2006; 1 & 2 contributed equally
• Jones, D. A. - "Counterproductive work behavior toward supervisors & organizations: Injustice, revenge, & context" (Refereed) - Paper Proceedings of the Sixty-fourth Annual Meeting of the Academy of Management - 2004
• Jones, D. A. - "Predicting retaliation in the workplace: The theory of planned behavior and organizational justice" (Refereed) - Paper Proceedings of the Sixty-third Annual Meeting of the Academy of Management (CD) - 2003
• Jones, D. A. - "Employee narratives of procedural justice: A content analysis of 1600 intranet postings" (Refereed) - The Canadian Industrial and Organizational Psychologist, - 2002 - v. 18, pp. 15-17. (Jones, 2002)
• Jones, D. A.; Holton, T. A.; Bramfield, T. D.; Heinrich, C. L. - "From individual to collective learning: An examination of intra-net discourse from information technology employees" (Refereed) - 2nd International Conference on Researching Work and Learning: Conference Proceedings - 2001 - no. July , pp. 517-525

Book, Chapter in Scholarly Book-New

• Jones, D. A. - "Getting even for interpersonal mistreatment in the workplace: Triggers of revenge motives and behavior" - Insidious Workplace Behavior - Psychology Press - 2010 - pp. Forthcoming, early 2010 [Show/Hide Abstract]
  Abstract: In this chapter I focus on the role of insidious workplace behavior (IWB) in the revenge process and on triggers of revenge motives. Data from interviews with individuals (N = 30) who engaged in revenge at work showed that several avengers (n = 20) experienced IWB for, on average, about one year before they experienced a single mistreatment event that triggered desires for revenge. Using these data to illustrate theoretical assertions, I first explore why some individuals can experience IWB over time, yet do not experience strong desires for revenge. I then focus on how a history of being a target of IWB facilitates the extent to which individuals make hostile attributions about subsequent mistreatment events, which leads to their desires for revenge. I then present a framework specifying the characteristics of mistreatment events that act as breaking points at which individuals switch from more passively tolerating mistreatment to having a deep-seated desire to harm the transgressors. I argue that mistreatment events are particularly likely to trigger revenge motives when the events violate or threaten important psychological needs and arouse specific justice motives. I conclude by exploring implications for managerial practice.
  

Technical Report

• Jones, D. A.; Brennan, A.; Brown, K.; Chapman, D.; Gibbons, D.; Lucas, C.; Ormond, W.; Paquet, S.; Scoltz, D.; Uggerslev, K. - "A technical report describing development & content validation of pre-employment structured interview for elementary school & kindergarten teachers" - Calgary Board of Education - 2001 [Show/Hide Abstract]
  Abstract: Describing the development of a structured interview for selection purposes. All authors contributed equally to this project and report.
  
• Uggerslev, K. L.; Paquet, S. L.; Jones, D. A.; Sulsky, L. M. - "Brain Injury Rehabilitation Center Performance Appraisal Implementation Manual and Evaluation Form: Program Manager Position" - Brain Injury Rehabilitation Center - 2000 - pp. February [Show/Hide Abstract]
  Abstract: Describes how to implement a performance appraisal instrument we designed, based on a job analysis, to evaluate the Program Manager.
  
• Jones, D. A. - "Assessing employee reactions to the Dream Service Day: A report of results and recommendations for volunteerism program design" - Prepared for Seventh Generation - 2007
• Jones, D. A. - "Seven reports and literature reviews including, Assessment of a company-funded volunteerism program: Associations with positive workforce outcomes and insight into decisions to volunteer" - Prepared for the Green Mountain Coffee Roasters Foundation - 2006
• Jones, D. A.; Carroll, S.; Day, A. L. - "Perceptions of Leadership Fairness in the Canadian Forces: Unintended Consequences and Transmission of Core Values" - Canadian Forces Leadership Institute - 2003 - no. March,
• Strebchuk, J.; Mansley, C. L.; Jones, D. A.; Ormond, W. - "Analysis of Psychology Help Desk log book" - Creating Organizational Excellence - 2001 - no. April, [Show/Hide Abstract]
  Abstract: Describes quantitative & qualitative analyses for program evaluation.
  
• Jones, D. A.; Brown, K. J.; Carroll, S. A.; Scholtz, D.; Uggerslev, K.; Vintila, R.; Kline, T. - "Item response theory, reliability, and confirmatory factor analyses: Assessment of the Test of Workplace Essential Skills" - Skillplan - 2001 - v. #04-2001, no. December, [Show/Hide Abstract]
  Abstract: Describes item-level and scale analyses of a test. All authors contributed equally to this project and technical report.
  
• Paquet, S. L.; Uggerslev, K. L.; Jones, D. A.; Kline, T. B.; Sulsky, L. M. - "Psychometric Analysis of Alternate Canadian Forces Aptitude Test" - Canadian Armed Forces, Director Human Resources Research and Evaluation - 2000 - pp. March [Show/Hide Abstract]
  Abstract: Describes item-level analyses of selection instrument.
  
• Jones, D. A.; Holton, T. L.; Bramfield, T. D. - "The discourse of fairness: Results and recommendations from a content analysis of 1600 intra-net postings" - Prepared for an I.T. division of a large Canadian company - 2000 - pp. September [Show/Hide Abstract]
  Abstract: Describes a content analysis of employee discourse & recommendations for practice.
  
• Jones, D. A.; Uggerslev, K. L.; Paquet, S. L.; Kline, T. B.; Sulsky, L. M. - "Trait Self-Descriptive Inventory: Validation of the Facets Using Basic and Advanced MOC Course Results and Self-Reported Job Performance" - Canadian Armed Forces, Director Human Resources Research & Evaluation - 2000 [Show/Hide Abstract]
  Abstract: Describes the psychometric evaluation of the facets underlying the factors of a personality inventory.
  
• Jones, D. A.; Kline, T. B. - "University of Calgary: Student Satisfaction with Residential Services" - University of Calgary - 2000 [Show/Hide Abstract]
  Abstract: Describes the results of a qualitative analysis of interview and focus group data.
  
• Jones, D. A.; Uggerslev, K. L.; Paquet, S. L.; Kline, T. B.; Sulsky, L. M. - "Validation of the Trait Self-Descriptive Inventory Factors Using Basic and Advanced MOC Course Results and Self-Reported Job Performance" - Canadian Armed Forces, Director Human Resources Research and Evaluation - 2000 [Show/Hide Abstract]
  Abstract: Describes psychometric evaluation of the factors of a personality inventory.
  

Other

• McIntosh, B. R.; Jones, D. A. - "Pharmacist Legacy Mentoring Survey" - CVS/Pharmacy Caremark - 2008