bluuebunny/crossref_metadata_2025 huggingface dataset:
Leadership decision making in a service organization: A field test of the Vroom‐Yetton model
Authors: Paul Robert J. , Ebadi Yar M.
Published: August 2011

Current research findings concerning subordinate participation in organizational decision making suggest that the degree of participation should vary with the particular problem or situation facing the decision maker as well as with the issue involved. There is growing support for this hypothesis for manufacturing (goods‐producing) organizations but not much evidence for service organizations. This paper describes research designed to examine leader decision‐making styles, and their impact on employee job satisfaction and productivity, in a service organization.

The units selected for study were 36 departments in a large retail department store. The departments were quite similar with regard to technology, tasks, hierarchical structure and working environment. Leader decision‐making styles were examined by use of the Vroom‐Yetton model, which gives specific instructions to the decision maker concerning how to categorize the problem and select an appropriate decision method. Performance was measured by work sampling and employee job satisfaction was measured by the Job Description Index.

It was found that leaders who used decision‐making styles that agree with the Vroom‐Yetton model (agreement with the feasible set) had more productive subordinates. The subordinates were also more satisfied with some aspects of their jobs (work itself and their co‐workers). These findings are in agreement with the findings of other tests of the Vroom‐Yetton model.
Work attitudes and employee absenteeism: A synthesis of the literature*
Authors: Hacket Rick D.
Published: August 2011

Three meta‐analyses of the relationship of employee absenteeism to job satisfaction have appeared in the literature (cf. Hackett & Guion, 1985; McShane, 1984; Scott & Taylor, 1985). While the size of the parameter estimates was similar across the three reviews, different interpretations were offered. Moreover, agreement was lacking over the status and impact of moderators. This paper summarizes and compares the results of these three separate reviews. Some refined analyses of the comprehensive data set showed that the strongest relationships were between absence frequency and work satisfaction (p = −0.21), and absence duration and overall job satisfaction (p = −0.23). Sex was identified as a strong and consistent moderator. A synthesis of these findings is offered.
Unemployment duration and affective well‐being in the young
Authors: Winefield Anthony H. , Tiggemann Marika
Published: August 2011

Data are presented from an Australian longitudinal study of school‐leavers. In each of three successive years after leaving school, three main target groups, defined by their current occupational status, were compared in terms of self‐esteem, depressive affect and mood using their at‐school measures as a baseline. The three target groups were employed, or full‐time students, or unemployed. The unemployed were further divided into five subgroups based on how long they had been continuously unemployed. The employed and student groups overall displayed well‐being significantly superior to the unemployed, although within the latter group those unemployed for intermediate periods were worse off than those unemployed for shorter or for longer periods. These results support the findings reported by Warr & Jackson (1984, 1985, 1987), who showed improved well‐being with increased unemployment duration among long‐term unemployed British men, thus establishing cross‐cultural generality. The theoretical and practical implications of the findings are discussed.
The measurement of job profile similarity for the prediction of transfer of learning: A research note
Authors: Sparrow J. A.
Published: August 2011

The prediction of transfer of learning between jobs is important within organizational and national human resource management. This paper proposes a methodology for examining the implications of different measures of job similarity. The validity of families of jobs with reciprocal transfer is questioned.
Union commitment: An examination of antecedent and outcome factors
Authors: Thacker James W. , Fields Mitchell W. , Barclay Lizabeth A.
Published: August 2011

This research examined antecedent and outcome models for all four factors of union commitment (loyalty to the union, responsibility to the union, willingness to work for the union and belief in unionism). A hypothesis that union commitment would act as an intervening variable between the antecedents and outcomes was also tested. Unionized employees (n = 481) from a large mid‐western communications company completed a survey. Antecedents of loyalty to the union included national and local union mission fulfilment, and chief steward and officer accessibility. Chief steward accessibility and sex were identified as antecedents of responsibility to the union. Belief in unionism was predicted by local union mission fulfilment. Both national and local union mission fulfilment were significant antecedents of willingness to work for the union. All of the outcomes in the study, both behavioural (attendance at union meetings, union activity and member voting behaviour) and attitudinal (cognitive consideration in voting, member support for political action), were related to at least one of the four factors. Support was also found for establishing union commitment as an intervening variable between the hypothesized antecedents and outcomes.
Predicting employee commitment to company and union: Divergent models
Authors: Barling Julian , Wade Bill , Fullagar Clive
Published: August 2011

The adequacy of Mowday, Porter & Steers' (1982) model of organizational commitment for predicting both company and union commitment was assessed. Data were obtained from 100 members of a white‐collar union. Two months before this study, they had taken part in a three‐week strike and were still involved in a dispute with management. Measures of company and union commitment were regressed separately on work experiences (job satisfaction, job involvement and perceived organizational climate) and personal characteristics (educational level, sex, company and union tenure). In neither of the multiple regression analyses did the same predictor account for a significant portion of the variance in both union and company commitment. Job satisfaction, organizational climate and job involvement were significant predictors of company commitment, accounting for 17.8 per cent of the variance. Union tenure was the only significant predictor (5.3 per cent of the variance) of union commitment. The emergence of divergent predictors of company and union commitment suggests the need for greater specificity within the literature on ‘organizational commitment’. Consistent with the differing nature and function of unions and companies, it may be more appropriate to construct separate models of company and union commitment.
Decision making in the graduate selection interview: A field study
Authors: Anderson Neil , Shackleton Viv
Published: August 2011

The influence of candidate non‐verbal behaviour (NVB) upon interviewer impression formation in the graduate selection interview was investigated using a modified Brunswik lens model approach. The impact of three dysfunctions in interviewer decision making found to be salient in previous research was also examined: similar‐to‐me effect, personal liking bias and prototype bias. Thirty‐eight graduate interviewers participated in the study and completed assessments on 330 interviewees for 14 diverse occupational groups. Interviewer outcome decisions were found to be substantially linearly dependent upon impressions of candidate personality which were in turn linearly dependent upon candidate facial area NVBs. Overall evaluations correlated r = .50 with ratings of similarity‐to‐self and r = .64 with ratings of personal liking, indicating the pervasive bias of these two factors. Virtually no significant differences were found in accepted candidate personality profiles across the 14 job functions, suggesting the marked impact of prototype bias upon interviewer decision making. Implications for graduate recruitment practices, particularly usage of the selection interview, are discussed.
Two tests of direct gender bias in job evaluation ratings
Authors: McShane Steven L.
Published: August 2011

The study reported here investigated the effects of gender‐linked job title, percentage of female job incumbents, and inclusion/exclusion of current pay information on job evaluation scores. One hundred and sixty‐eight upper division business students rated five jobs on the five compensable factors of a job evaluation system used by a department of the Canadian government. Job title was manipulated by changing ‘special assistant‐accounting’ on one job description to ‘senior secretary‐accounting’ the stated number of male and female job incumbents was also altered experimentally on that job description. The results indicated that subjects assigned significantly lower job evaluation ratings to the manipulated job description with the female‐stereotyped title than the same description with the more gender‐neutral title. However, the stated percentage of women in the job did not appear to influence ratings on the manipulated job. Knowledge of current pay rates among the five jobs did not moderate the other effects. Implications of these findings for pay equity (comparable worth) are discussed.
Coping with job‐related stress: The case of teachers
Authors: Schonfeld Irvin Sam
Published: August 2011

In a study involving 67 veteran New York City teachers five occupational coping scales were constructed: advice seeking, positive comparisons, selective ignoring, discipline and direct action. Multiple regression analyses with controls for social‐demographic factors and adversity in the job environment indicated that advice seeking and direct action were most consistently related to lower (depressive and psychophysiologic) symptom levels and that positive comparisons and direct action were most consistently related to higher morale (job satisfaction and motivation to continue in the profession). Selective ignoring appeared to buffer the impact of adverse work environments on symptoms. The results suggest that teaching may constitute an occupational role which is an exception to Pearlin & Schooler's (1978) more general findings on the lack of efficacy of work‐related coping behaviours.
The relative effects of unemployment and quality of employment on the affect, work values and personal control of adolescents
Authors: O'Brien Gordon E. , Feather N. T.
Published: August 2011

This study examined the relative effects of unemployment and quality of employment on the affective states, personal control and work values of school‐leavers. Initially, students were surveyed at school and then reassessed two years later when they were either unemployed, employed or continuing their education. Those in employment were categorized as being in good or poor employment on the basis of the degree to which their jobs allowed them to utilize their skills and education. When school‐leavers who obtained good quality employment were compared with those who were unemployed, they had lower depressive affect, higher life‐satisfaction, higher internal control and higher personal competence. However, there was little difference on these variables between the unemployed and the poor employment groups. Both of these groups, when compared with students and those in good employment, had higher depressive affect, lower work values and lower personal control. All of these results were confirmed when analyses controlled for testing effects and initial differences on the dependent variables. These results show that the relative effects of employment and unemployment upon adolescents depend on the quality of experienced employment.
Building organizational commitment: A multifirm study
Authors: Caldwell David F. , Chatman Jennifer A. , O'Reilly Charles A.
Published: August 2011

Although much research has been conducted in the area of organizational commitment, few studies have explicitly examined how organizations facilitate commitment among members. Using a sample of 291 respondents from 45 firms, the results of this study show that rigorous recruitment and selection procedures and a strong, clear organizational value system are associated with higher levels of employee commitment based on internalization and identification. Strong organizational career and reward systems are related to higher levels of instrumental or compliance‐based commitment.
A longitudinal study of the relationship between frequent job change and psychological well‐being
Authors: Isaksson Kerstin
Published: August 2011

A longitudinal study of male clients on social security in Stockholm (N = 76) investigated changes in employment status and the relationship to well‐being after a one‐year follow‐up. Almost half of the men were frequent job changers which resulted in repeated periods of short‐term unemployment. They also had a very low mean value of general mental health and a high degree of drug abuse. The question investigated was whether changes in employment status had the same impact on psychological well‐being in this group as in other unemployed groups. The impact of general mental health and frequency of job change was tested in a hypothetical model of factors often found to be important for the relationship between employment status change and changes in well‐being.

Results indicated that re‐employment was significantly related to increased sense of well‐being. The expected decline in psychological well‐being was found in only one of the unemployed groups but one of the other groups instead experienced significant increases in well‐being. This was interpreted as a possible sign of adaptation to repeated unemployment with delayed negative reactions during unemployment compared to other groups of unemployed. Another indication of adaptation could be the unexpected lack of association between employment commitment and well‐being.

Testing of the model revealed no direct relationship between changes in psychological well‐being and changes in employment status. The relationship was indirect and mediated by general mental health. It was concluded that the results indicated adaptation to frequent job change but that a rival explanation of increased vulnerability caused by earlier psychological problems was more plausible.
Longitudinal examination of the stability and variability of two common measures of absence
Authors: Léonard Christine , Dolan Shimon L. , Arsenault André
Published: August 2011

This study, conducted amongst 121 employees in two hospitals, examines sources of variability in two common measures of absence: frequency and time‐lost. Time series analyses over a five‐year span suggest substantial differences by month, season and year. More specifically, the analysis of variance of the frequency measure reveals significant differences between seasons and years and a significant season by year interaction. Peak frequencies are systematically recorded during the winter season, while the lowest occur in summer. These trends are less prominent with the time‐lost measure, with only the seasonal differences remaining significant. The paper concludes with a discussion of the implications of these findings for the study and measurement of absenteeism.
The effects of transformational and transactional leadership styles on the influencing behaviour of subordinate police officers
Authors: Deluga Ronald J. , Souza Joanne
Published: August 2011

The purpose of the study was to investigate the influencing behaviour of subordinates as a function of supervisor leadership style within a law enforcement setting. Fifty‐three subordinate police officers returned one of four randomly distributed scenarios depicting either a male—female transformational or male—female transactional leader (supervising officer). The subordinate police officers then completed the Profile of Organizational Influence Strategies—Form M (Kipnis & Schmidt, 1982) indicating the extent to which they would use rational, soft and hard approaches to influence their supervising officer as illustrated in the scenario. It was hypothesized that transactional leadership would be more closely associated with the three police officer influencing approaches than transformational leadership. Contrary to the prediction, transformational leadership was determined to be more closely related with subordinate rational influencing behaviour than transactional leadership. The findings are discussed in terms of the nature of transformational leadership and the unique characteristics of the police officer culture.
Participation—A framework and a foundation for ergonomics?
Authors: Wilson John R.
Published: August 2011

Participation, as a philosophy and as an underlying mechanism, is important to many work redesign approaches and initiatives. Within ergonomics it is especially relevant. With particular reference to physical workplace design the paper examines the notion of participation closely and critically. Requirements for its proper and successful use are identified.
Work factors and health: The predictive role of pre‐employment experiences
Authors: Kalimo Raija , Vuori Jukka
Published: August 2011

This follow‐up study focused on the effects of childhood home conditions, individual factors in youth, and health resources on the relationship between self‐reported job factors and subjective strain symptoms. Childhood data had been collected in another study in the early 1960s from a representative sample of 1084 Finnish children. Seventy‐seven per cent of the subjects responded to a questionnaire in 1985. The effects of the individual factors on the relationship between job factors and subjective symptoms were analysed by comparing the results of multiple regression analyses and more comprehensive linear structural analyses (LISREL). Individual factors played a substantial role in the perception of the subjects and thus in the self‐reports of work conditions and health. In the LISREL models, job demands explained psychological and somatic symptoms, and lack of influence at work explained low competence. Task control and assistance from others at work had a direct effect on the prevalence of the symptoms only for the less educated workers. Health status in youth was not a good predictor of perceived health later at work. The factors affecting the development of psychic health resources were more crucial. Weak intellectual capacity, poor self‐esteem and deficient social conditions in childhood set constraints on the development of resources. As a result, the probability of entering and remaining in inadequate working conditions increases, and health disturbances in adulthood are more prevalent.
Candidates' reactions to assessment centres and their outcomes: A longitudinal study
Authors: Fletcher Clive
Published: August 2011

A longitudinal study was carried out on the effects of attending an assessment centre and of assessment decision on candidates. Questionnaire measures of need for achievement, organizational commitment, job involvement, and psychological well‐being were administered immediately before, immediately after and six months after an assessment centre for identifying management potential. Results indicate that the experience of going through an assessment centre does have an impact on candidates, but that some elements of this tend to diminish over time. Assessment decision also had a significant effect, with unsuccessful candidates showing a drop in self‐esteem and lower scores on some aspects of need for achievement. However, there were consistent differences between successful and unsuccessful candidates across all stages of the study which were not attributable to the impact of assessment decision. The implications of the findings for assessment centre feedback processes and for research methods in this area are discussed.
The discriminant validity of the Leader Reward and Punishment Questionnaire (LRPQ) and satisfaction with supervision: A two‐sample, factor analytic investigation
Authors: Schriesheim Chester A. , Hinkin Timothy R. , Tetrault Linda A.
Published: August 2011

The conceptualization of leaders as reinforcement mediators is a relatively recent development, which has generated substantial interest in leadership research. Accompanying this new approach has been the development and use of perceived leader reinforcement questionnaires; a rapidly growing literature has developed as a result. This article reports a factor analytic investigation of what is probably the most commonly used and reliable measure in this domain ‐ the Leader Reward and Punishment Questionnaire (LRPQ: Podsakoff, Todor, Grover & Huber, 1984). Using samples of hospital employees (N = 375) and bankers (N = 297), with principal axes factor extraction and varimax rotation, the results show relatively good discriminant validity when the LRPQ is factored with the Minnesota Satisfaction Questionnaire's ‘satisfaction with supervision’ items (MSQ: Weiss, Dawis, England & Lofquist, 1967). A consistent pattern of weak to moderate cross‐loadings does exist, however, suggesting that research which employs affective dependent variables may need to interpret cautiously some of the relationships obtained. Avenues for future research are briefly discussed.
The reliability and validity of normative and ipsative approaches in the measurement of personality
Authors: Saville Peter , Willson Eric
Published: August 2011

Ipsative questionnaires of personality have been attacked as necessarily inferior to normative approaches. Some even go so far as to accuse the authors of ipsative scales of reporting spurious statistics and of ‘cheating at patience'. Despite previous papers which claim to demonstrate that ipsative scales overestimate reliabilities, cannot be factored soundly and yield uninterpretable validity coefficients, this investigation shows with synthetic data that these generalizations are ill‐advised. The results demonstrate with simulated data that ipsative scores can be factored soundly, that reliability data are not overestimated, and that under moderate conditions of central tendency bias in normative items, ipsative scores actually correlate better with hypothetical ‘true’ scores than the normative form. When replicated on real data from a sample of 243 subjects, a high correlation was found between ipsative and normative scale scores, ipsative scaling did not produce spuriously high reliabilities, and both normative and ipsative data showed sensible and significant correlations with external rating criteria.
Workplace variables, affective responses, and intention to leave among women managers
Authors: Rosin Hazel M. , Korabik Karen
Published: August 2011

This study investigated workplace variables and affective responses as precursors of intentions to leave organizations via a survey of 306 women managers. The contribution of workplace variables typically included in turnover studies was assessed, as well as that of additional variables thought to be particularly pertinent to professional women's organizational experiences. The results of a canonical correlation analysis indicated that women who felt that their expectations had not been met, who described their jobs as limited in leadership, responsibility, variety, time flexibility and autonomy and who cited office politics and being in a male dominated environment as potential factors in a leave decision, expressed low job satisfaction and organizational commitment and had a greater intention to leave. Implications for organizations are discussed and directions for further research are suggested.
The measurement of effective working styles during entry‐level training
Authors: Warr Peter , Conner Mark
Published: August 2011

Most entry‐level training is directed to the enhancement of specific functional competences in a job. However, it is also important to seek to develop more general styles of effective working. This study distinguishes between intellectual and non‐intellectual working styles, viewing the former primarily in terms of metacognitive processes and the latter as proactivity, social competence and self‐confidence. A Working Styles Index is devised and refined, to permit measurement through judgements made by individuals and by their peers and supervisors. Evidence for internal and test–retest reliability is provided, and validity is illustrated in relation to previously established instruments and ratings made by other people. Analyses of longitudinal data across a year within the national scheme of Youth Training reveal a significant increase in intellectual working style, which is predictable from personality‐scale scores obtained at the outset of training. Applications of the Working Styles Index in processes of review and guidance within training are described.
Evidence on the reliability and construct validity of Warr's (1990) well‐being and mental health measures
Authors: Sevastos Peter , Smith Leigh , Cordery John L.
Published: August 2011

Warr's 1990 measures of job‐related well‐being and mental health are evaluated using data from a large sample (N = 3044) of white‐collar employees within a large public service organization. Analyses based on age, gender and job characteristics produced similar findings to those reported by Warr. However, a confirmatory factor analysis failed to find support for the underlying model. Also, exploratory factor analysis pointed to some problems with the mental health scales. Recommendations for the improvement of the measures and modifications to the well‐being model follow.
Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study
Authors: Chen Peter Y. , Spector Paul E.
Published: August 2011

Based on findings from the domain of organizational frustration, the conceptual similarity between stress and frustration, and the functional similarity between frustrated events and work stressors, the relationships of behaviours (aggression, withdrawal, theft and substance use) with work stressors and affective reactions were investigated. Relations between reported stressors and behaviours were strongest for the more directly aggressive actions (sabotage, interpersonal aggression, and hostility and complaints), and for intention to quit. Relations with theft and absence were modest. None of the stressors correlated with reported substance use at work. Among the relations between affective reactions and the reported behaviours, anger and job satisfaction correlated with all behaviours except substance use at work. Hierarchical regression results further showed that the observed associations between stressors and behaviours were not attributed to affective variables for most cases.
Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity
Authors: Agho Augustine O. , Price James L. , Mueller Charles W.
Published: August 2011

The discriminant validity of measures used to assess job satisfaction, positive affectivity and negative affectivity was empirically evaluated using data collected from a sample of 550 employees of a 327‐bed Veterans Administration Medical Center. Confirmatory factor analysis with LISREL as the estimation technique was used to test the hypothesized three‐factor configuration. Results of this test and other data supported the discriminant validity of the three constructs.
The construct validity of union commitment: Development and dimensionality of a shorter scale
Authors: Kelloway E. Kevin , Catano Victor M. , Southwell Robert R.
Published: August 2011

This paper presents two studies examining the dimensionality and construct validity of the union commitment scale (Gordon, Philpot, Burt, Thompson & Spiller, 1980). In the first study, analysis of the 20‐item (Friedman & Harvey, 1986) and 30‐item (Gordon et al., 1980) versions of the scale in two large samples (N = 229 and N = 551) suggests that (a) both versions of the scale share a common factor structure and (b) the interpretation of the belief in unionism dimension is confounded with the use of negatively worded items. We propose a shorter 13‐item scale measuring union loyality, responsibility to the union and willingness to work for the union. In the second study (N = 847), the dimensionality and construct validity of the shorter scale is examined and supported.
Unemployment distress, reasons for job loss and causal attributions for unemployment in young people
Authors: Winefield Anthony H. , Tiggemann Marika , Winefield Helen R.
Published: August 2011

This paper reports analyses from a study of school leavers in which emotional reactions to unemployment were examined in relation to the reasons given for being unemployed. Young people who had left full‐time jobs through dismissal were no worse off than those who had left for other reasons. However, those who gave external causal attributions for their unemployment displayed higher self‐esteem and less hopelessness than those who gave internal causal attributions. On the other hand, the stability of causal attributions was not associated with hopelessness. The results arc discussed in relation to Weiner's (1985) attributional theory of achievement motivation and emotion.
Unemployment and alcohol disorder in 1910 and 1990: Drift versus social causation
Authors: Dooley David , Catalano Ralph , Hough Richard
Published: August 2011

Despite almost a century of research, the nature of the relationship between unemployment and mental health remains in dispute. One problem concerns the direction of causation: does behavioural disorder cause job loss (drift) or does job loss cause behavioural disorder (social causation) or both (reciprocal causation)? Another problem pertains to the severity of the mental distress associated with unemployment: only subclinical symptoms or severe diagnosis‐specific psychopathology? Evidence about the association of alcohol disorder and unemployment comes from two studies. The first is a reanalysis of data gathered in a survey in 1910 by Rowntree and Lasker. The second analyses the epidemiologic catchment area data collected in the 1980s. The results from both studies support both drift and social causation processes and demonstrate that at least one diagnosis‐specific psychopathology is linked to unemployment.
Unemployment and psychological distress among graduates: A longitudinal study
Authors: Schaufeli Wilmar B. , VanYperen Nico W.
Published: August 2011

A longitudinal study which addresses the relationship between unemployment and psychological distress in Dutch technical college graduates is presented.

Two samples were studied: sample 1 (N = 635) consisted of students leaving technical college and sample 2 (N = 487) consisted of technical college graduates who had been unemployed for more than one year.

In contrast to the results of many recent published studies, unemployment was only found to be associated with psychological distress among those unemployed for more than two years. Males and females were not found to react differently to unemployment. Less psychologically distressed graduates were more likely to become employed than more distressed graduates, and the mean level of psychological distress decreased significantly over time for both employed and unemployed technical graduates. Individual vulnerability explained about twice as much variance in psychological distress of these respondents compared with changes in their employment status. Furthermore, this study indicates the importance of taking into account group‐specific aspects (i.e. level of education) as well as the (Dutch) structural and cultural context in understanding the consequences of unemployment.
Towards a social psychology of the labour market: Or why we need to understand the labour market before we can understand unemployment
Authors: Burchell Brendan
Published: August 2011

In this paper it is argued that the attention given by psychologists to individuals who happen, at a particular point in time, to be unemployed, has detracted from an understanding of the more widespread and complex ways in which conditions in the labour market affect the psychological health of the population. In focusing on unemployment rather than on other correlates of economic recession the literature has largely ignored the economic and sociological literature on the labour market. Not only has this blinkered researchers to the real nature of the experience of unemployment and the amount of psychological distress that accompanies a reduction in the demand for labour, but it would also have serious repercussions if the psychological literature were to influence government policy towards labour market regulation. It is proposed that the most fruitful way forward for psychological research to go will be to enlarge its sphere of interest, perhaps by adapting the explanatory frameworks developed in the studies of unemployment and psychological well‐being to other labour market phenomena such as job insecurity, promotions and demotions, stagnated careers or thwarted expectations.
The nature of burnout: A study of the three‐factor model of burnout in human service and non‐human service samples
Authors: Evans Brian K. , Fischer Donald G.
Published: August 2011

The factor structure of the Maslach Burnout Inventory (MBI) in a human service sample (teachers) and non‐human service sample (computer company employees) was investigated. Critics of the three‐factor model underlying the MBI (Garden, 1987, 1989; Shirom, 1989) have suggested that the exhaustion factor represents the only intrinsic dimension of burnout and that the other dimensions, particularly depersonalization, are artifacts of the human service samples used to generate the original structure. Confirmatory factor analysis of four models of the dimensionality of the MBI offered partial support to the critics by showing that depersonalization indicators do not form a coherent factor in the non‐human service sample. However, a coherent lack of personal accomplishment factor was found in the non‐human service sample. Results are discussed in the context of the ongoing debate on the nature of burnout.
Job attributes: Preferences compared with reasons given for accepting and rejecting job offers
Authors: Turban Daniel B. , Eyring Alison R. , Campion James E.
Published: August 2011

Applicants of a large chemical company completed an adapted Job Preferences Form (Jurgensen, 1978) and, after making a job offer decision, indicated the importance of the same attributes in their decision to accept or reject the offer. This study investigated which job attributes applicants reported they preferred in a job, which attributes applicants indicated influenced their job offer decision, and whether the preferred attributes actually were important in the job offer decision. The majority of applicants ranked type of work as the most preferred job attribute. There were differences, however, in the reasons applicants gave for accepting or rejecting the job offer. Specifically, the job was rejected because of the location and accepted because of the type of work. A comparison of job attribute preferences with the importance of those attributes in the employment decision suggested that preferences were more similar to reasons given for accepting than for rejecting the job. Finally, the implications of the finding that applicants accept and reject jobs for different reasons were discussed, and it was suggested that applicants may be using a non‐compensatory decision process.
Dashed hopes: Organizational determinants and personal perceptions of managerial careers
Authors: Herriot Peter , Gibson Gwendy , Pemberton Carole , Pinder Robert
Published: August 2011

Managers (N = 753) responded to a questionnaire regarding their current managerial level, salary and subjective timetable. For the younger managers (CA = 23–34, N = 309), mobility predicted level and salary, but not for the middle (CA = 35–44, N = 309) or older (CA = 45 +, N = 135) groups. For younger and older managers, higher levels and salaries were to be found in smaller organizations. Amongst younger managers, women were paid lower salaries, while amongst the middle age group, men attained a higher level. These findings were taken to support a structurally determined tournament model of careers. Managers' subjective timetables were found to be related to their mobility, so that those who moved jobs more often perceived themselves to be more ahead. This finding occurred in both middle and older age groups, despite there being no objective evidence for such a relationship. This was explained in terms of subjective timetables being drawn from earlier and now irrelevant experience.
Explaining pay forms for strategic employee groups in organizations: A resource dependence perspective
Authors: Balkin David B. , Bannister Brendan D.
Published: August 2011

This paper applies a resource dependence perspective to examine evidence and explain how pay forms may be influenced by groups of employees in critical positions that affect firm performance. Contingency factors that impact the degree of dependence of management on groups of employees in critical positions are identified. Propositions are developed that predict specified forms of pay subject to various conditions. Implications for further research that utilizes a resource dependence perspective are discussed.
Fuzzy sets and personnel selection: Discussion and an application
Authors: Alliger George M. , Feinzig Sheri L. , Janak Elizabeth A.
Published: August 2011

Advances have occurred in incorporating fuzzy sets into decision theory but these advances have not been applied to the personnel selection process. Rating data obtained from employment interview or performance appraisal settings may, in fact, be particularly appropriate for such a fuzzy decision approach since these data are subjective. One fuzzy set decision approach allowing for importance estimates of various dimensions of a decision (Yager, 1981) is described and applied to two sets of employment interview rating data.
Construct validity of the Miner Sentence Completion Scale
Authors: Carson Kenneth P. , Gilliard Debora J.
Published: August 2011

The construct validity of the Miner Sentence Completion Scale (MSCS)—a widely used predictor of managerial effectiveness—is investigated. The results indicate that the MSCS has the predicted pattern of correlations with other measures of personality, that the MSCS is positively related to various measures of managerial effectiveness, and that the MSCS is predictive of those who will opt for a career in management.
Book review
Authors: KIDD JENNIFER M.
Published: August 2011

Book reviewed in this article:

Careers and Identities. By Michael Banks, Inge Bates, Glynis Breakwell, John Bynner, Nicholas Emler, Lynn Jamieson and Kenneth Roberts.
The Maslach Burnout Inventory: Testing for factorial validity and invariance across elementary, intermediate and secondary teachers
Authors: Byrne Barbara M.
Published: August 2011

The purposes of the study were: (a) to test for the factorial validity of the Maslach Burnout Inventory (MBI) separately for elementary (N = 1159), intermediate (N = 388) and secondary (N = 1384) teachers; (b) given findings of inadequate model fit, to propose and test an alternative factorial structure; (c) to cross‐validate this structure across an independent sample for each teacher group; and (d) to test for the equivalence of item measurements and theoretical structure across these three teaching panels. Although confirmatory and exploratory factor analytic findings supported a three‐factor structure, the deletion of two items (nos 12 and 16) yielded a better fitting model that was, for the most part, psychometrically and structurally invariant across groups. This study is the most rigorous to date in testing the factorial validity of the MBI in general, and as it bears on members of the teaching profession in particular.
A psychometric assessment of the Belbin Team‐Role Self‐Perception Inventory
Authors: Furnham Adrian , Steele Howard , Pendleton David
Published: August 2011

This paper set out to examine the psychometric properties of the extensively used, but little tested, Belbin (1981) Team‐Role Self‐Perception Inventory which examines how people behave in teams. The original 56‐item inventory was given to over 100 people from a variety of backgrounds in a non‐ipsative Likert scaling form. The alpha coefficients for the eight roles were not impressive and factor analysis did not provide clear evidence of the proposed structure. The second experiment attempted a similar non‐ipsative analysis with the more recent 70‐item version of the questionnaire which has nine team roles. Again the alpha coefficients were modest and the factor analysis suggested a more simple solution than suggested. Team‐role scores did not correlate significantly with a large number of demographic factors any more than may be expected by chance. A third experiment used the original scale with the original ipsative scoring system using full‐time managers as subjects. Again alpha levels were low, intercorrelations not as predicted and the factor structure unclear. Implications of these findings are discussed.
Social support, individual differences and well‐being: A study of small business entrepreneurs and employees
Authors: Chay Yue Wah
Published: August 2011

This study examined the relationships between social support and personality factors as moderators of stress arising from demands in the workplace. Data on personal, demographic and job characteristics as well as measures of individual traits, social support and psychological well‐being were collected from a sample of 117 entrepreneurs and employees. The results showed significant differences in the work patterns and personality characteristics between the two occupational groups but no differences in well‐being were found. Extraversion and need achievement jointly predicted perceived support with interpersonal control being the strongest predictor. Extraverts and internals reported the highest levels of interpersonal support compared with introverts and externals. Overall, the findings provide evidence for the buffering role of social support. The importance of broadening the concept of social support to include individual differences in future research is emphasized.
Error handling in office work with computers: A field study
Authors: Brodbeck Felix C. , Zapf Dieter , Prümper Jochen , Frese Michael
Published: August 2011

An observational field study gives an account of error types, error handling time and use of support in case of an error situation when working with computers in the office. Subjects were 198 clerical employees from 11 companies and seven small firms in Germany. The analyses are based on 1155 observed errors which were concordantly classified into an error taxonomy by two independent re‐raters. Clerical employees spent approximately 10 per cent of their computer working time handling errors. Error handling time is also positively related to indicators of emotional strain. Although the tasks performed were largely routine, more than 11 per cent of all errors required the use of supports such as advisory services, co‐workers, on‐line help and menus or user manuals. Different error classes showed variations in the amount of support used and in error handling time. On the basis of the results, we discuss how the error taxonomy and measures of the human error handling process can be of practical use for evaluation in software ergonomics and for improving human error handling while interacting with computers.
Further studies of the low‐fidelity simulation in the form of a situational inventory
Authors: Motowidlo Stephan J. , Tippins Nancy
Published: August 2011

This article reports two studies that extend results of Motowidlo, Dunnette & Carter (1990) by providing further evidence about relations between situational inventory scores, job performance, and demographic factors. Study 1 found an average predictive validity of .25 against supervisory performance ratings in a sample of 36 management applicants from one telecommunications company. Study 2 found an average concurrent validity of .20, again against supervisory performance ratings, in a sample of 109 to 128 marketing incumbents from four telecommunications companies. Combined with results reported earlier, these results yield an overall validity estimate of .26, with race and sex differences estimated at less than a third of a standard deviation, and confirm the potential usefulness of the low‐fidelity simulation in the form of a situational inventory for employee selection.
The contribution of personality traits, negative affectivity, locus of control and Type A to the subsequent reports of job stressors and job strains
Authors: Spector Paul E. , O'Connell Brian J.
Published: August 2011

Personality variables (negative affectivity, locus of control and two components of Type A behaviour), assessed in a cohort of graduating college seniors, were used approximately one year later to predict reports of job stressors (autonomy, role ambiguity, role conflict, workload, constraints and interpersonal conflict) and job strains (job satisfaction, work anxiety, frustration and somatic symptoms). For all variables, except work frustration, personality was a significant predictor. Possible mechanisms by which personality might affect reports of job stressors and strains, explanations for results, and suggestions for future research are discussed.
Event management and work team effectiveness in Japan, Britain and USA
Authors: Smith Peter B. , Peterson Mark F. , Misumi Jyuji
Published: August 2011

Rated effectiveness of work teams in four closely similar electronics assembly plants is compared with which of five sources of guidance were used in managing both routine and non‐routine events. No support was found for uniform ‘culture‐free’ effects. However, eight significant interaction effects were detected, indicating that country or organization‐specific factors were more important than uniformities. In Japan, relatively frequent reference to supervisors was associated with work quality, while relatively frequent reliance on manuals predicted productiveness and group cooperation. Supervisors of teams in the UK and USA differentiated more between preferred ways of handling routine and non‐routine events. The results are discussed in terms of Western managers' greater propensity to differentiate situationally appropriate responses.
Supervisory behaviour and team performance amongst police patrol sergeants
Authors: Brewer Neil , Wilson Carlene , Beck Karen
Published: August 2011

This study examined the generality of Komaki's operant model of supervision (Komaki, 1986; Komaki, Zlotnik & Jensen 1986; Komaki, Desselles & Bowman, 1989) in an organizational setting characterized by a formal chain of command. Ratings of subordinate performance were used to index supervisory effectiveness. Using the Operant Supervisory Taxonomy and Index, measures of supervisory behaviour were obtained from 20 police patrol sergeants over a period of several months. Compared with supervisors in other settings, police sergeants spent less time providing antecedents (i.e. instructions, rules, goals) and consequences (i.e. feedback), and more time monitoring subordinates' performance. Sergeants of higher performing teams spent more time monitoring performance and providing neutral performance consequences. In contrast with earlier findings, monitoring via work sampling was not related to subordinate performance. Performance was, however, related to the time supervisors spent soliciting self‐reports from subordinates, and the time they allocated to those solitary activities which provided more opportunities for monitoring subordinates' performance. The findings were consistent with Komaki et al.'s (1986) operant conceptualization of how supervisors motivate their subordinates.