bluuebunny/crossref_metadata_2025 huggingface dataset:
A HIERARCHICAL CONSTRUCT OF SELF‐MANAGEMENT LEADERSHIP AND ITS RELATIONSHIP TO QUALITY OF WORK LIFE AND PERCEIVED WORK GROUP EFFECTIVENESS
Authors: COHEN SUSAN G. , CHANG LEI , LEDFORD GERALD E.
Published: December 2006

This study validates the self‐management leadership theory as operationalized by the Self‐Management Leadership Questionnaire (Manz & Sims, 1987) in a large telephone company. The sample for this study is 390 self‐managing and 412 traditionally managed employees and 94 external leaders from 58 self‐managing and 60 traditionally managed teams. Results support Manz and Sims' 6‐factor pattern at the first‐order level, and in addition, identify a common second‐order factor. The hierarchical factor structure is invariant in employee and leader samples drawn from both self‐managing and traditionally managed work teams, suggesting that the construct of self‐managing leadership is similar for members and leaders of both types of teams. Respondents perceive slightly more self‐management leadership behaviors in the self‐managing than the traditional work teams. Respondents evaluate self‐managing work teams as more effective than traditional work teams, and this difference is moderate in size. Self‐managing leadership behaviors are positively associated with QWL (mainly employee satisfaction) and self‐rated effectiveness for both self‐managing and traditional teams. In general, self‐managing work teams are not that different from traditionally managed groups in the relationship of self‐managing leadership to outcomes. We conclude that self‐management leadership is a hierarchical concept, constituted of specific strategies as well as a general orientation toward empowering employees. These leadership behaviors are applicable to managing both traditional and self‐managing work teams.
APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION
Authors: JUDGE TIMOTHY A. , CABLE DANIEL M.
Published: December 2006

This study examined the dispositional basis of job seekers' organizational culture preferences and how these preferences interact with recruiting organizations' cultures in their relation to organization attraction. Data were collected from 182 business, engineering, and industrial relations students who were seeking positions at the time of the study. Results obtained from multiple sources suggested that the Big Five personality traits (neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness) generally were related to hypothesized dimensions of culture preferences. Results also suggested that both objective person‐organization fit (congruence between applicant culture preferences and recruiting organization's reputed culture) and subjective fit (applicant's direct perception of fit) were related to organization attraction. Further, subjective fit mediated the relationship between objective fit and organization attraction.
REVIEWER AND EDITOR DECISION MAKING IN THE JOURNAL REVIEW PROCESS
Authors: GILLILAND STEPHEN W. , CORTINA JOSÉ M.
Published: December 2006

Much research on the journal review process has found little consistency among reviewers' evaluations of manuscripts. We propose theoretical explanations for these differences related to gatekeeping and particularism phenomena and generate hypotheses regarding influences on initial editorial decisions. A sample of 823 original submissions to the Journal of Applied Psychology were analyzed with respect to author and paper characteristics, reviewer evaluations, and editor decisions. Support was found for gatekeeping functions in that reviewers and editors appeared to pay particular attention to the adequacy of the research design, operationalization of constructs, and theoretical development. Evidence was found for variable gatekeeping in reviewer evaluations, and the impact of reviewer evaluations on editor decisions was moderated by this variability across reviewers. Little evidence was found for social particularism (i.e., favoritism based on gender or affiliation) or content particularism (preference for or against particular research settings or methodologies).
IMPLICATIONS OF THE MULTIDIMENSIONAL NATURE OF JOB PERFORMANCE FOR THE VALIDITY OF SELECTION TESTS: MULTIVARIATE FRAMEWORKS FOR STUDYING TEST VALIDITY
Authors: MURPHY KEVIN R. , SHIARELLA ANN HARRIS
Published: December 2006

Although most studies of criterion‐related validity focus on univariate relationships, the complex and multidimensional nature of the performance construct and the widespread use of multiple selection devices argue in favor of multivariate frameworks for evaluating validity. Using a Monte Carlo simulation we estimated the validity of general cognitive ability tests and personality tests in predicting “job performance,” where performance is conceptualized as a composite of multiple performance measures (i.e., individual job task performance and organizational citizenship behaviors). The validity of a selection battery varies substantially as a function of the relative weight given to both predictors and criteria; the 95% confidence interval for validities ranged from .20 to .78. The effective weights given to performance dimensions accounted for 34% of the variance in selection battery validities; depending on precisely how “performance” is defined, the same test battery can have relatively high or relatively low levels of validity. Our model suggests that the way an organization defines job performance is a source of true and important variability in validities, and that the validity of selection tests for predicting complex performance criteria may show considerably less generalizability that current metaanalysis of univariate validities would suggest.
APPLICANT WITHDRAWAL: THE ROLE OF TEST‐TAKING ATTITUDES AND RACIAL DIFFERENCES
Authors: SCHMIT MARK J. , RYAN ANN MARIE
Published: December 2006

The role of test‐taking attitudes in the decisions of applicants to withdraw from a selection process was examined. Measures of test‐taking attitudes were administered to 3,290 police officer applicants. Interviews were conducted with 618 applicants who withdrew from the selection process. Comparative anxiety, motivation, and literacy scales were found to predict withdrawal, but the effects were quite small. African‐Americans were more likely to withdraw. Small race differences were found on test attitude scales. The requirement of taking a test was not a major factor in applicant withdrawal; procedural fairness and several other factors appeared to play a greater role. A model of applicant withdrawal is proposed based on the qualitative data from applicants who withdrew.
WHERE ALL THE CHILDREN ARE ABOVE AVERAGE: THE PERFORMANCE APPRAISAL PURPOSE EFFECT
Authors: JAWAHAR I. M. , WILLIAMS CHARLES R.
Published: December 2006

More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half refuting it. To account for those differences, a meta‐analysis of performance appraisal purpose research was conducted with 22 studies and a total sample size of 57,775. Our results support Taylor and Wherry's hypothesis as performance evaluations obtained for administrative purposes were, on average, one‐third of a standard deviation larger than those obtained for research or employee development purposes. In addition, moderator analyses indicated larger differences between ratings obtained for administrative and research purposes when performance evaluations were made in field settings, by practicing managers, and for real world subordinates. Implications for researchers and practitioners are discussed.
A METHODOLOGY FOR DEVELOPING AND VALIDATING MINIMUM QUALIFICATIONS (MQs)
Authors: LEVINE EDWARD L. , MAYE DORIS M. , ULM RONALD A. , GORDON THOMAS R.
Published: December 2006

This paper concerns minimum qualifications (MQs) for jobs, which are statements of education, experience, and closely related personal attributes needed to perform a job satisfactorily. MQs are often used as screening devices in personnel selection, particularly in the public sector. Those not meeting MQs are disqualified from the applicant pool. After a brief description of a new job analysis method to develop and validate MQs, data are presented supporting the adequacy of the scales used in the job analyses and in the determination of content validity of MQs for selected jobs in a large mental health facility. Results suggest that the methodology yields MQs which demonstrate high levels of content validity. Interrater reliability is also high when resultant MQs are used to screen applications for jobs. Degree of adverse impact is not uniformly affected; it decreases in some cases and increases in others. Future research should continue the evaluation of the methodology and its associated scales on additional jobs, and should explore the constructs being measured by MQs.
SELF‐OTHER AGREEMENT: DOES IT REALLY MATTER?
Authors: ATWATER LEANNE E. , OSTROFF CHERI , YAMMARINO FRANCIS J. , FLEENOR JOHN W.
Published: December 2006

A current controversy in the self‐other rating and 360‐degree feedback literature is the extent to which self‐other agreement (and lack of agreement) has an impact on individual and organizational outcomes. Using a large sample and a multi‐source data set, the current study addressed some methodological limitations of prior research. Results from polynomial regression analyses demonstrated that both self‐ and other ratings are related to performance outcomes. This procedure revealed the underlying three‐dimensional relationship between self‐ratings, other ratings, and effectiveness. Findings indicate that the relationship between self‐ratings, other ratings and outcomes are somewhat more complex than previous conceptualizations in this area. Simultaneous consideration of both self‐ and other ratings in terms of the direction and magnitude of self‐ and other ratings is important for explaining effectiveness outcomes.
TEST PREPARATION PROGRAMS IN SELECTION CONTEXTS: SELF‐SELECTION AND PROGRAM EFFECTIVENESS
Authors: RYAN ANN MARIE , PLOYHART ROBERT E. , GREGURAS GARY J. , SCHMIT MARK J.
Published: December 2006

Research examining coaching effects on test performance and other outcomes in selection settings has been limited despite an increase in test orientation programs. This study examined factors potentially related to self‐selection into a test preparation program, the outcomes of such a program, and the differential effectiveness of the program. Attendees were more likely to be female, African American, and low in Stress Tolerance. After considering potential differences due to self‐selection, attendance was unrelated to ability test performance, anxiety, or motivation levels. No evidence of the differential effectiveness of the program based on characteristics of attendees was found. Implications for research and practice related to test preparation programs in selection contexts are discussed.
HEALTHY, WEALTHY, OR WISE: PREDICTING ACTUAL ACCEPTANCES OF EARLY RETIREMENT INCENTIVES AT THREE POINTS IN TIME
Authors: KIM SEONGSU , FELDMAN DANIEL C.
Published: December 2006

Using a sample of several thousand faculty members and multiple measures of health, wealth, and productivity, this study examines the predictors of actual acceptance of 3 successive early retirement incentive offers. Consistent with previous research, the results here suggest that poorer health, lower salary, and higher pension benefits were significantly related to early retirement decisions. In addition, the results suggest that faculty members who planned on working part time after retirement and who expected there would be no future incentive programs were more likely to accept early retirement offers, while those with higher productivity and with spouses still in the workforce were less likely to do so. Implications for future research on early retirement and for the design of early retirement programs are discussed as well.
FAMILY‐FRIENDLY BACKLASH–FACT OR FICTION? THE CASE OF ORGANIZATIONS ON‐SITE CHILD CARE CENTERS
Authors: ROTHAUSEN TERESA J. , GONZALEZ JORGE A. , CLARKE NICOLE E. , O'DELL LISA L.
Published: December 2006

Employer offerings of on‐site child care benefits have grown tremendously in the past few decades; both beneficial and detrimental effects on worker attitudes and behaviors have been noted. Some research suggests that offering on‐site child care benefits can cause resentment among childless workers and/or workers with children who do not use the center. In a field sample of 271 employees, current and past use of the on‐site child care center, as well as anticipated future use of the on‐site child care center, were related to more positive proximal reactions such as attitudes closely related to the on‐site child care center, but not to more general attitudes or behaviors. Results indicate that any “family‐friendly backlash” may be limited to proximal reactions. These findings are discussed in light of organizational justice theories.
AN EMPIRICAL ASSESSMENT OF DATA COLLECTION USING THE INTERNET
Authors: STANTON JEFFREY M.
Published: December 2006

Identical questionnaire items were used to gather data from 2 samples of employees. One sample (n= 50) responded to a survey implemented on the World Wide Web. Another sample (n= 181) filled out a paper version of the survey. Analyses of the 2 data sets supported an exploration of the viability of World Wide Web data collection. The World Wide Web data had fewer missing values than the paper and pencil data. A covariance analysis simultaneously conducted in both samples indicated similar covariance structures among the tested variables. The costs and benefits of using access controls to improve sampling are discussed. Four applications that do not require such access controls are discussed.
INTERACTIVE VIDEO ASSESSMENT OF CONFLICT RESOLUTION SKILLS
Authors: OLSON‐BUCHANAN JULIE B. , DRASGOW FRITZ , MOBERG PHILIP J. , MEAD ALAN D. , KEENAN PATRICIA A. , DONOVAN MICHELLE A.
Published: December 2006

In this research we developed and validated an interactive video assessment of conflict resolution skills. A model of conflict management was used to develop the conflict scenarios and part of the scoring key. Computer assessments of conflict resolution skills and two cognitive abilities were administered to 347 supervisors and job performance ratings were collected from their managers. The conflict skills assessment was found to be significantly related to supervisory ratings of on‐the‐job performance in managing conflict but to be unrelated to the measures of cognitive ability. In addition, the conflict skills assessment had no adverse impact for women. The implications of these results and directions for future research are discussed.
HEARING IT THROUGH THE GRAPEVINE: THE INFLUENCE OF SOURCE, LEADER‐RELATIONS, AND LEGITIMACY ON SURVIVORS' FAIRNESS PERCEPTIONS
Authors: MANSOUR‐COLE DINA M. , SCOTT SUSANNE G.
Published: December 2006

This study developed and tested a model of survivors' fairness perceptions. Data on leader‐member relations and affective commitment was collected from 217 R&D professionals approximately 15 months prior to a major layoff. A second wave of data assessed source of layoff announcement, legitimacy of the organizational account, and procedural and distributive fairness 1 month after the layoff occurred. Results of path analysis confirmed hypothesized relationships, and the variance accounted for in distributive and procedural fairness was 24% and 48%, respectively. Procedural fairness was higher for survivors who were informed of impending layoffs by their managers. However, this effect was stronger for high than for low leader‐member exchange (LMX) employees. Legitimacy of the account was positively related to procedural fairness. Distributive fairness was indirectly related to the independent variables through procedural fairness. Affective commitment of 78 of the original respondents was assessed approximately 24 months after the layoff. Post‐layoff affective commitment was significantly related to procedural but not to distributive fairness perceptions. The findings underscore the critical role of direct supervisors in layoff announcements as well as providing evidence of the long‐term effects of procedural fairness on survivor commitment.
ANTECEDENTS OF INTERVIEW INTERACTIONS, INTERVIEWERS' RATINGS, AND APPLICANTS' REACTIONS
Authors: STEVENS CYNTHIA KAY
Published: December 2006

This study examined the effects of two antecedents–interviewers' perceived screening‐recruiting priorities and training–on interview interactions and outcomes. Data from 39 interview transcripts, 364 interviewer evaluations, and 106 applicant surveys were analyzed. Results showed that recruitment‐oriented interviewers talked 50% more, volunteered twice as much information, and asked half as many questions as did joint‐focus or screening‐oriented interviewers. Trained interviewers asked more secondary, open, and performance‐differentiating questions than did untrained interviewers and were less likely to discuss non‐job‐related topics. The untrained (but not the trained) interviewers became significantly harsher in their evaluations as their orientations shifted from recruitment to screening. Although applicants detected behavioral differences by interviewers' orientations and training, these differences did not affect their attraction to interviewers' organizations. Research and practical implications are highlighted.
EXPATRIATES' PSYCHOLOGICAL WITHDRAWAL FROM INTERNATIONAL ASSIGNMENTS: WORK, NONWORK, AND FAMILY INFLUENCES
Authors: SHAFFER MARGARET A. , HARRISON DAVID A.
Published: December 2006

Integrating the expatriate adjustment and employee turnover literatures, we develop a model of expatriates' decisions to quit their assignments. This model explicitly considers the role of adjustment, the project‐based nature of international assignments, and the importance of several nonwork and family context factors in this withdrawal process. We test this model with a sample of 452 expatriates and a matched subsample (providing multiple sources of data) of 224 expatriates and spouses, living in 45 countries. Consistent with domestic turnover research, multiple regression analyses indicated that the work‐related factors of job satisfaction and organizational commitment were significant predictors of expatriate withdrawal cognitions. We also found support for the direct, indirect, and moderating influence of nonwork satisfaction and several family context variables (i.e., family responsibility, spouse adjustment, spouse overall satisfaction, and living conditions) on decisions of expatriates to quit their assignments. Implications for both organizational withdrawal and international HRM researchers and practitioners are discussed.
PERSONALITY CHARACTERISTICS OF JOB APPLICANTS AND SUCCESS IN SCREENING INTERVIEWS
Authors: CALDWELL DAVID F. , BURGER JERRY M.
Published: December 2006

Although there is substantial evidence that personality constructs are valid predictors of job performance, there is less systematic evidence of how personality characteristics relate to success in the interviewing process. Measures of the Big Five personality markers were obtained from a sample of graduating college seniors (n= 83) who were engaged in a job search. At a later time these students reported the strategies used in the job search and success in generating follow‐up interviews and job offers. Extraversion, Openness to Experience, and Conscientiousness were positively related to the use of social sources (e.g., talking to others) to prepare for interviews. Conscientiousness was positively related to the use of non‐social preparation. Use of social sources for preparation for initial interviews was positively related to the likelihood of receiving follow‐up interviews and job offers. The results suggest that personality is related to interviewee's success in part through actions taken well before the interviewing process begins and in part through the interviewers' inferences of the applicants' personality during the interview.
A COMPARISON OF RUSSIAN AND U.S. PAY ALLOCATION DECISIONS, DISTRIBUTIVE JUSTICE JUDGMENTS, AND PRODUCTIVITY UNDER DIFFERENT PAYMENT CONDITIONS
Authors: GIACOBBE‐MILLER JANE K. , MILLER DANIEL J. , VICTOROV VLADIMIR I.
Published: December 2006

This article reports the results of two studies of pay‐related attitudes and behaviors of Russian and U.S. managers and students. In a pay allocation role play, managers in both countries place primary emphasis on individual performance (equity) and secondary emphasis on coworker relations and equality. In addition, Russian managerial subjects utilized need in their pay allocations. In a series of experiments, both Russian and U.S. students preferred the equity rule, although there were no productivity effects across different allocation rules. Procedural justice effects were also observed. Implications for pay practices are examined.
A FRAMEWORK FOR UNDERSTANDING PRE‐PRACTICE CONDITIONS AND THEIR IMPACT ON LEARNING
Authors: CANNON‐BOWERS JANIS A. , RHODENIZER LORI , SALAS EDUARDO , BOWERS CLINT A.
Published: December 2006

The purpose of this paper is to describe a framework for delineating those conditions that might affect the utility and effectiveness of practice in training. The framework includes factors that occur prior to, during, and after practice. Pre‐practice conditions, such as attentional advice, advance organizers, goal orientation, and pre‐training briefs, are designed to make the time spent in practice more efficient and useful. This paper first reviews the existing literature concerning the pre‐practice conditions that have been identified. Next, a description of the underlying mechanisms for each pre‐practice condition is suggested, and a set of propositions regarding these conditions is offered. Finally, past findings are summarized regarding pre‐practice conditions and provide an agenda for future research.
TOWARD AN INTEGRATED MODEL OF WORK EXPERIENCE
Authors: TESLUK PAUL E. , JACOBS RICK R.
Published: December 2006

Work experience and related concepts such as tenure and seniority have been and continue to be used extensively in a variety of human resource functions. However, research on experience has proceeded without a clear theoretical orientation, adequate consideration of contextual and individual factors, and appropriate attention to measurement and design. These issues are addressed and a model of the work experience construct is offered. Work experience is described as consisting of qualitative and quantitative components that exist at different levels of specification and which interact and accrue over time. The model provides a nomological net for the experience construct linking it to contextual and individual factors critical for the development of experience and its translation into immediate outcomes of work‐based knowledge, skills, attitudes, and motivation, and secondary outcomes such as performance. The model provides a basis for specific research propositions and human resource applications that consider work experience as a multidimensional, multilevel, and temporally dynamic construct.
THE ROLE OF COGNITIVE ABILITY IN THE SUBGROUP DIFFERENCES AND INCREMENTAL VALIDITY OF ASSESSMENT CENTER EXERCISES
Authors: GOLDSTEIN HAROLD W. , YUSKO KENNETH P. , BRAVERMAN ERIC P. , SMITH D. BRENT , CHUNG BETH
Published: December 2006

This study investigates the degree to which subgroup (Black‐White) mean differences on various assessment center exercises (e.g., in‐basket, role play) may be a function of the type of exercise employed; and furthermore, begins to explore why these different types of exercises result in subgroup differences. The sample consisted of 633 participants who completed a managerial assessment center that evaluated them on 14 ability dimensions across 7 different types of assessment exercises. In addition, each participant completed a cognitive ability measure. The results suggest that subgroup differences varied by type of assessment exercise; and furthermore that the subgroup difference appeared to be a function of the cognitive component of the exercise. Lastly, preliminary support is found that the validity of some of the assessment center exercises in predicting supervisor ratings of job performance is based, in part, on their cognitive component; however, evidence of incremental validity does exist.
AN EXPLORATORY INVESTIGATION INTO THEORETICAL MECHANISMS UNDERLYING REALISTIC JOB PREVIEWS
Authors: HOM PETER W. , GRIFFETH RODGER W. , PALICH LESLIE E. , BRACKER JEFFREY S.
Published: December 2006

This research explored complex theories about why realistic job previews (RJPs) deter turnover. After designing an RJP booklet about nursing work, we delivered this RJP to 82 newly hired nurses during orientation, while presenting a traditional recruitment brochure to 76 other nurses. Nurses also completed surveys on two occasions, assessing processes commonly thought to translate RJP influence: met expectations; commitment; perceived employer caring; coping efficacy; and value orientation. The RJP lowered voluntary quits: 8.5% of nurses given previews quit versus 17.8% of control nurses (p ≤ .10). Using structural equation methodology (SEM), we compared two integrative formulations portraying different structural networks among mechanisms behind RJP influence. Observed data appeared more consistent with an interdependent than independent mediating process model. In particular, these data suggest that met expectations have direct and indirect effects through other mediators (e.g., organizational concern and coping) on turnover precursors–namely, job satisfaction and organizational commitment.
THE SUBSTANTIVE NATURE OF PERFORMANCE VARIABILITY: PREDICTING INTERINDIVIDUAL DIFFERENCES IN INTRAINDIVIDUAL PERFORMANCE
Authors: PLOYHART ROBERT E. , HAKEL MILTON D.
Published: December 2006

The nature of intraindividual performance variability over time, along with individual difference predictors of such variability, was examined using latent growth curve methodology. Quarterly sales performance for a sample of securities analysts (n= 303) was measured at 8 times. Average intraindividual performance approximated a basic “learning” curve, although there were considerable individual differences in each of the latent performance growth parameters. Individual difference predictors from a biodata inventory were moderately related to these latent growth parameters. Theoretical and practical implications of performance variability for personnel selection are also discussed.
EMPLOYMENT AT‐WILL AND EMPLOYEE DISCHARGE: A JUSTICE PERSPECTIVE ON LEGAL ACTION FOLLOWING TERMINATION
Authors: DUNFORD BENJAMIN B. , DEVINE DENNIS J.
Published: December 2006

In contrast to statutory constraints on employment‐related discrimination, the primary legal context for employee discharge is the common law doctrine of employment at‐will. Although some attention has been given to legal issues surrounding employee discharge, there has been little systematic effort to identify the psychological antecedents of the decision to bring suit against organizations for discharge‐related reasons. This paper provides an overview of employment at‐will and its history in the U.S. and reviews legal developments related to at‐will since the late 1980s. We then offer a preliminary model addressing the decision by a discharged employee to bring suit against an organization and the factors influencing the likelihood of liability. We end with a number of practical suggestions that follow from the literature review and model.
GENDER DIFFERENCES IN NEGOTIATION OUTCOME: A META‐ANALYSIS
Authors: STUHLMACHER ALICE F. , WALTERS AMY E.
Published: December 2006

Studies reporting the objective settlements obtained by men and women in negotiations were reviewed. Differences in outcomes were expected due to differences in perceptions, behaviors, and contextual factors between men and women. In the sample of studies, men negotiated significantly better outcomes than women. Opponent sex, relative power of the negotiator, integrative potential of the task, mode of communication and year of the study were tested as moderators of the effect. Although the overall difference in outcomes between men and women was small, none of these hypothesized moderators or several exploratory moderators reversed or eliminated this effect. The organizational significance of the findings is discussed in terms of the glass ceiling, a gender‐based earnings differential and women in negotiation positions. Directions for future research in the laboratory and the field are suggested.
FURTHER STUDIES OF SITUATIONAL TESTS
Authors: WEEKLEY JEFF A. , JONES CASEY
Published: December 2006

In the present paper, results are reported for two different situational judgment tests (SJT) used in validation studies with almost 4,000 employees in 7 different organizations. Across the 2 studies, it was shown that situational test scores were significantly related to performance (weighted average r= .19), cognitive ability (weighted average r= .45), and experience (weighted average r= .20). In one study, there was a slight tendency for experience and cognitive ability to interact in the prediction of situational judgment, such that cognitive ability became less predictive as experience increased. Situational judgment fully mediated the effects of cognitive ability in one study, but not in the other. Finally, SJT race effect sizes were consistent with past research and, while not trivial, smaller than those typically observed for cognitive ability tests. The studies yielded very similar results despite the use of different keying methods (empirical vs. subject matter expert opinion). The preponderance of the evidence indicates that situational judgment measures mediate avariety of job relevant skills. Limitations to these studies and directions for future research are reviewed.
ACADEMIC RESEARCH INSIDE ORGANIZATIONS: INPUTS, PROCESSES, AND OUTCOMES
Authors: RYNES SARA L. , MCNATT D. BRIAN , BRETZ ROBERT D.
Published: December 2006

Although many opinions have been expressed about the potential merits and pitfalls of conducting academic research inside organizations, empirical research on the question is nearly nonexistent. Consequently, the present study examined the origins, processes, and outcomes of 141 academic research projects that were conducted in (nonacademic) organizations and published in 4 top‐tier industria organizational psychology and management journals over a 3‐year period. Three outcomes were assessed: implementation of research findings, academic organizational relationship continuation, and research impact (as measured by other‐author citations). Results suggested a number of relationships between the way projects began, the relative contributions of organizations and authors to the research process, and eventual outcomes. Suggestions for future research are offered.
LEADERSHIP EMERGENCE IN AUTONOMOUS WORK TEAMS: ANTECEDENTS AND OUTCOMES
Authors: TAGGAR SIMON , HACKEW RICK , SAHA SUDHIR
Published: December 2006

The aim of this study was to investigate (a) personality attributes and cognitive ability (g) as determinants of leadership emergence in teams, and (b) the impact of leadership that can emerge from the team leader (operationalized as the team member with the highest leadership score) and other team members (staff) on team performance. Autonomous work team members who had been working together for 13 weeks were studied. Participants were 480 undergraduates in 94 initially leaderless teams of 5 or 6. We found that leadership emergence was associated most strongly with g, followed by conscientiousness, extraversion, and emotional stability. Teams performed best when both the team leader and staff were high in leadership. Furthermore, an effective team leader does not ameliorate the negative affects of a staff low in leadership.
ANALYSIS OF WORK GROUP PRODUCTIVITY IN AN APPLIED SETTING: APPLICATION OF A TIME SERIES PANEL DESIGN
Authors: SAWYER JOHN E. , LATHAM WILLIAM R. , PRITCHARD ROBERT D. , BENNETT WINSTON R.
Published: December 2006

We provide a demonstration of a time series panel analysis applied under typical field research conditions characterized by (a) a small number of groups (b) all of which experience an intervention (thus there is no traditional control group), and (c) perform noncomparable tasks. The time series techniques allow a direct test of Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations applied to work group productivity in a large‐scale study of work groups conducted by Pritchard and colleagues (1989). The responses of 5 work groups to priority scores for 37 indicators of productivity over 23 months were used to predict month‐by‐month changes in productivity for each of the 37 group products. The results show that group productivity improvements can be explained by feedback including priority scores derived from nonlinear contingency functions of the productivity indicators. Furthermore, groups differed in their response to priority feedback. Goal setting positively affected productivity gain consistently across work groups, after the effects of priority feedback and the interaction of work groups with priority feedback were accounted for. Implications for group performance strategies and appropriate applications of the time series panel analysis are discussed.
WEIGHT‐BASED DISCRIMINATION IN EMPLOYMENT: PSYCHOLOGICAL AND LEGAL ASPECTS
Authors: ROEHLING MARK V.
Published: December 2006

This article takes an interdisciplinary approach to the issue of weight‐based discrimination in employment, drawing on diverse literatures (psychology, law, sociology, economics), and integrating a review of empirical research and a traditional legal analysis. First, empirical research that focuses on the extent of bias against overweight individuals in employment contexts is reviewed and evaluated. Second, current legal requirements relevant to weight‐based discrimination in employment are identified and discussed, and those requirements are applied to the research findings to assess the extent to which the weight‐based bias identified in the reviewed studies involves illegal discrimination. Third, based on the results of the review of the research and legal literatures, future research directions are offered and practical implications for employers and policy makers are identified.
MAKING DECISIONS FROM AN INTERVIEW: EXPERT MEASUREMENT AND MECHANICAL COMBINATION
Authors: GANZACH YOAV , KLUGER AVRAHAM N. , KLAYMAN NIMROD
Published: December 2006

One way of making decisions on the basis of qualitative impressions is to identify a number of relevant dimensions, translate the impressions into quantitative ratings on each of the dimensions, and integrate the ratings using a mechanical combination scheme. The paper compares the output of this method to global (clinical) judgment. The basis for the comparison is a large database that includes both information collected in a structured interview and a relevant criterion. The results clearly suggest that mechanical combination outperforms clinical judgment, but also that the combination of both schemes produces the highest accuracy.
THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR‐RATED PERFORMANCE
Authors: CALIGIURI PAULA M.
Published: December 2006

Applying the evolutionary theory of personality, this study proposed and tested the hypotheses that each of the Big Five personality characteristics (Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness or Intellect) predict two criteria of expatriate success: (a) desire to prematurely terminate the expatriate assignment, and (b) supervisor‐rated performance on the expatriate assignment. The participants were 143 expatriate employees (and 94 supervisors) from a U.S.‐based information technology company. Results from correlation and regression analyses suggest that Extroversion, Agreeableness, and Emotional Stability are negatively related to whether expatriates desire to terminate their assignment. Conscientiousness is positively related to the supervisor‐rated performance on the expatriate assignment. Practical implications for expatriate management (e.g., self‐selection) are given.
SIGNIFICANCE TESTS AND CONFIDENCE INTERVALS FOR THE ADVERSE IMPACT RATIO
Authors: MORRIS SCOTT B. , LOBSENZ RUSSELL E.
Published: December 2006

The two most common methods for assessing adverse impact, the four‐fifths rule and the z‐test for independent proportions, often produce discrepant results. These discrepancies are due to the focus on practical versus statistical significance, and on differing operational definitions of adverse impact. In order to provide a more consistent framework for evaluating adverse impact, a new significance test is proposed, which is based on the same effect size as the four‐fifths rule. Although this new test was found to have slightly better statistical power under some conditions, both tests have low power under the typical conditions where adverse impact is assessed. An alternative to significance testing would be to report an estimate of the adverse impact ratio along with a confidence interval indicating the degree of precision in the estimate.
INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS
Authors: MOUNT MICHAEL K. , WITT L. A. , BARRICK MURRAY R.
Published: December 2006

The major purpose of this study was to determine whether empirically keyed, cross‐validated biodata scales accounted for incremental variance over that accounted for by the five factor model (FFM) of personality and GMA predictors. A concurrent validation study was employed using 376 employees in a clerical job (222 in the developmental sample and 154 in the cross‐validation sample). Results for the cross‐validation sample provided support for the hypothesis that biodata predictors accounted for substantial incremental variance beyond that accounted for by the FFM predictors and GMA for 3 of the 4 criteria. Support was also found for the hypothesized zero‐order correlations between GMA, FFM, and biodata predictors and the 4 criteria. Theoretical and practical implications are discussed.
THE EFFECT OF A MASTERY PRACTICE DESIGN ON LEARNING AND TRANSFER IN BEHAVIOR MODELING TRAINING
Authors: MAY GARY L. , KAHNWEILER WILLIAM M.
Published: December 2006

This study employed a pretest‐posttest control group design in a field setting with 38 supervisors and managers to test the effect of a theory‐based mastery practice design for interpersonal skills training. The mastery practice protocol was drawn from recent research in cognitive and educational psychology on complex skill acquisition. Dependent measures included knowledge retention, behavioral skill demonstration, and far transfer to the workplace based on a multirater 360‐degree survey instrument. In addition, qualitative data were collected using a semistructured interview process. Comparison of the mastery practice design to conventional behavior modeling workshop practice indicated improvements in retention and behavioral demonstration measures but failed to document any effect on transfer. Implications for future research and practice are discussed.
AGE DIFFERENCES IN TECHNOLOGY ADOPTION DECISIONS: IMPLICATIONS FOR A CHANGING WORK FORCE
Authors: MORRIS MICHAEL G. , VENKATESH VISWANATH
Published: December 2006

This research investigated age differences in individual adoption and sustained usage of technology in the workplace using the theory of planned behavior. User reactions and technology usage behavior were studied over a 5‐month period among 118 workers being introduced to a new software system. At 2 points of measurement, compared to older workers, younger workers' technology usage decisions were more strongly influenced by attitude toward using the technology. In contrast, older workers were more strongly influenced by subjective norm and perceived behavioral control, although the effect of subjective norm diminished over time. These findings were robust, even after controlling for key confounding variables identified in prior organizational behavior research (i.e., income, occupation, and education levels). Theoretical and practical implications for understanding the effects of aging on technology adoption and usage in the workplace are discussed.
SELECTION AMONG EMPLOYER‐SPONSORED PENSION PLANS: THE ROLE OF INDIVIDUAL DIFFERENCES
Authors: DULEBOHN JAMES H. , MURRAY BRIAN , SUN MINGHE
Published: December 2006

Recognizing the explosive growth and increasing importance of alternative forms of retirement plans, this study investigated determinants of employees' choice among the three major types of employer‐sponsored pension plans: defined benefit, defined contribution, and hybrid cash balance. Using a field survey of 2,400 employees who participated in a state sponsored retirement system covering 60 participating employers, we tested a general model of public employee pension choice, and examined the roles of plan feature preferences, employee attitudes, and demographics in pension plan participation choices. The results identified primary predictors distinguishing plan selection and indicated that employees' preferences for plan features explained significant variation in their selection among pension plans. The results challenged the conventional wisdom regarding the nature of pension plan choice and highlighted the critical role played by individual differences.
SINCE WHEN IS NO NEWS GOOD NEWS? THE RELATIONSHIP BETWEEN PERFORMANCE AND RESPONSE RATES IN MULTIRATER FEEDBACK
Authors: CHURCH ALLAN H. , ROGELBERG STEVEN G. , WACLAWSKI JANINE
Published: December 2006

Despite the popularity of multirater feedback in practice and research, few studies have examined the issue of response rates in these efforts. This study explored the relationship between performance, vis‐á‐vis a measure of service quality, and feedback response rates in a large‐scale developmental multirater feedback initiative using data from 538 senior service providers, 4,446 coworkers and supervisors, and 1,617 clients. The number of rater responses that the focal individual received was largely unrelated to his or her performance level as rated by his or her clients. More specifically, less than 2% of the variance in response rates was explained by the focal individual's performance. Data representativeness and feedback acceptance implications are discussed.
HYPOTHESIZING DIFFERENTIAL ITEM FUNCTIONING IN GLOBAL EMPLOYEE OPINION SURVEYS
Authors: RYAN ANN MARIE , HORVATH MICHAEL , PLOYHART ROBERT E. , SCHMITT NEAL , SLADE L. ALLEN
Published: December 2006

Cross‐cultural researchers have not used cultural dimensions to predict when differential item functioning (DIF) in attitude survey items is likely to occur. Predictive hypotheses for items related to supervision on a global corporate survey were developed based on 3 of Hofstede's (1991a) dimensions. In some cases, greater DIF was found on hypothesized items between countries differing on cultural dimensions. Implications for the use of this framework and DIF in examining multinational employee opinion surveys are discussed.
CONNECTIONS BETWEEN LOWER BACK PAIN, INTERVENTIONS, AND ABSENCE FROM WORK: A TIME‐BASED META‐ANALYSIS
Authors: MARTOCCHIO JOSEPH J. , HARRISON DAVID A. , BERKSON HOWARD
Published: December 2006

We conducted qualitative and quantitative reviews of the medical literature to develop an understanding of the linkages between nonspecific lower back pain (LBP) and employee absenteeism, and the efficacy of lower back pain interventions (LBPI) in reducing absenteeism. First, we offered a general time‐based framework to clarify the causal flows between LBP and absence. Second, we inspected LBPIs designed to ameliorate LBP, which should, in turn, lead to reduced absence‐taking. Third, we conducted a meta‐analysis of 45 effect sizes involving 12,214 people, to examine the relationships between both LBP and LBPIs and absenteeism. Consistent with a presumption in the medical literature, we found support for the idea that chronic LBP has a positive overall relationship with absence‐taking. The relationship was stronger for absence frequency measures than time lost measures. In addition, we found that increasing aggregation time (i.e., increases in the periods over which absence is observed) enhances the size of the chronic LBP‐absence connection. Further, evidence showed that LBPIs were effective overall in reducing absenteeism. Finally, when there was a temporal mismatch between the form of LBP (acute vs. chronic) and the absenteeism aggregation period in LBPI studies, effect sizes were significantly smaller. We concluded with a discussion of these results, methodological limitations, and suggestions for future research that blends medical with organizational approaches to the etiology of absence.
CONFLICT MANAGEMENT, EFFICACY, AND PERFORMANCE IN ORGANIZATIONAL TEAMS
Authors: ALPER STEVE , TJOSVOLD DEAN , LAW KENNETH S.
Published: December 2006

The study empirically links conflict management literature with research on efficacy and organizational teams. Sixty‐one self‐managing teams with 489 employees were recruited from the production department of a leading electronic manufacturer. Structural equation analysis supports the model that a cooperative instead of competitive approach to conflict leads to conflict efficacy that in turn results in effective performance as measured by managers. Findings suggest how organizational teams can be prepared to make use of their autonomy to deal with problems and conflicts so that they are productive.
PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON‐JOB AND PERSON‐ORGANIZATION FIT
Authors: KRISTOF‐BROWN AMY L.
Published: December 2006

Two studies were conducted to assess whether recruiters form distinguishable perceptions of applicant person‐job (P‐J) and person‐organization (P‐O) fit. The first study used repertory grid methodology with actual recruiters and mock applicants to demonstrate that knowledge, skills, and abilities are relied on more frequently to assess P‐J fit, and values and personality traits more often to assess P‐O fit. Study 2, which involved actual recruiters making decisions on applicants in a field setting, supported P‐J and P‐O fit perceptions as 2 discernable factors. Study 2 also found that both types of perceived fit offer unique prediction of hiring recommendations. Taken together, these results present compelling evidence that recruiters discriminate between applicants' P‐J and P‐O fit during early interviews.
THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS
Authors: CAMPION MICHAEL A , OUTTZ JAMES L. , ZEDECK SHELDON , SCHMIDT FRANK L. , KEHOE JERARD F. , MURPHY KEVIN R. , GUION ROBERT M.
Published: December 2006

A particular form of test score banding, in which bands are based on the reliability of the test and in which selection within bands takes into account criteria that are likely to enhance workforce diversity, has been proposed as an alternative to the traditional top‐down (rank‐order) hiring systems, but it has been hotly debated among both scientists and practitioners. In a question‐and‐answer format, this article presents three different viewpoints (proponents, critics, and neutral observers) on the scientific, legal, and practical issues. The article also attempts to seek some consensus among experts on this controversial procedure.