bluuebunny/crossref_metadata_2025 huggingface dataset:
Staff/line distinctions in job and organizational commitment
Authors: Koslowsky Meni
Published: August 2011

Recently researchers have begun to investigate distinctions between job and organizational commitment. The study reported here investigated the relationship between staff/line distinctions and the two categories of commitment. The degree of perceived fit between job and organizational goals was suggested as an intervening variable. A sample of 207 police officers responded to a questionnaire that measured moral and calculative organizational commitment and job commitment. Findings supported the hypothesis that line employees would show more job commitment than staff personnel. In addition, the perceived fit variable explained most of these observed differences. Limitations of the measures and comparisons with findings from related areas are presented.
Organization and personality correlates of participative behaviours using an in‐basket exercise
Authors: Tett Robert P. , Jackson Douglas N.
Published: August 2011

The present study was designed to initiate evaluation of an in‐basket measure of managerial participative decision making, examine the organization of participative behaviours, and examine the relations between participative tendency and six personality traits selected from the Personality Research Form (PRF; Jackson, 1986) and the Jackson Personality Inventory (JPI; Jackson, 1976). In‐basket responses from 78 Canadian managers were coded for six participative behaviours: (1) delegation, (2) seeking advice, (3) following advice, (4) requesting to meet with an individual, (5) seeking non‐advisory information, and (6) asking to be kept informed as to how a problem is developing. Results showed that these behaviours are reliably measured with an in‐basket simulation, and supported a unidimensional interpretation of participative tendency as an individual difference variable. As predicted, PRF‐cognitive structure was negatively related to participative tendency; but contrary to prediction, both PRF‐autonomy and PRF‐dominance correlated positively with participative tendency. Interpretations of these findings call for research into the role of authority‐threatening situations in moderating the links between PDM and power‐based motives. Implications for personnel decision making are discussed.
Assessment centre dimensions, personality and aptitudes
Authors: Crawley Bronach , Pinder Robert , Herriot Peter
Published: August 2011

Assessees at two assessment centres (N = 117 and N = 157) completed personality inventories and aptitude tests. Correlations between personality attributes and assessment dimensions were generally low, and suggested that some attributes permitted competencies to be expressed in behaviour. Correlations between intellectual aptitude and dimensions were higher, with aptitude being related to the more cognitive dimensions. Implications for assessment centre practice are explored.
The impact of health habits and life‐style on the stressor—strain relationship: An evaluation of three industries
Authors: Steffy Brian D. , Jones John W. , Noe Ann Wiggins
Published: August 2011

Three industry populations representing a total of 58 organizations and more than 3000 individuals were surveyed to assess the influence of life‐style and health habits on stress outcomes. Results suggest a strong direct relationship between life‐style and health habits and stress outcomes. Contrary to hypotheses, life‐style and health habits did not consistently moderate, or ‘buffer’, the stressor‐strain linkage.
Gender differences in job attribute preferences: Work—home role conflict and job level as mediating variables
Authors: Wiersma Uco J.
Published: August 2011

Role theory is used to test the notion that inter‐role conflict between work and non‐work spheres of life explains why men and women have been known to prefer different job attributes. Four job attribute factors were tested: intrinsic, career orientation, work conditions and parental support. Together with job level, all variables and their causal linkages were modelled in a path diagram. Multiple regression and path analysis were used to test the model. Questionnaires were distributed in northeast USA to married, employed parents, and usable responses were received from 155 males and 161 females. Results show that males and females differ on three of the four job attribute categories: career orientation (r = ‐.14, p < .01); work conditions (r = .31, p < .01); and parental support (r = .51, p < .01), and that females experience more role conflict than males (r = .38, p < .01). Role conflict explains in part why men and women differ on the parental support factor. However, job level, rather than role conflict, explains gender differences on the career orientation and work conditions factors.
Central tendency and its impact on three SDy procedures: A case study
Authors: Barrick Murray R. , Barrett Gerald V. , Doverspike Dennis , Robison Steven J. , Grubs Lori L.
Published: August 2011

This study investigated the extent of convergence among SDy estimates from three different techniques. As reported, the dollar‐based (Schmidt, Hunter, McKenzie & Muldrow, 1979) and performance‐based (Eaton, Wing & Mitchell, 1985) judgemental estimates were nearly equivalent to the precentage of salary SDy estimate (Hunter, Schmidt & Judiesch, in press). Close inspection revealed that these similarities were, in large part, attributable to the various measures of central tendency adopted by these procedures.
The association between income, financial strain and psychological well‐being among unemployed youths
Authors: Ullah Philip
Published: August 2011

Studies investigating the causes of poor psychological health during unemployment have tended to neglect the role played by financial hardship. This study made use of government‐led reductions in the amount of welfare benefits paid to unemployed Australian youths to investigate the possible psychological impact of reduced income during unemployment. Samples of 161 and 201 unemployed youths were obtained before and after the changes were made, respectively. Although respondents in the latter sample received less money from welfare benefits, their overall level of income did not differ from that of the first sample. Analyses showed that respondents reported a range of weekly incomes, from a variety of sources. Correlational analyses on the combined samples showed that the subjective level of financial strain experienced, but not the actual amount of income received, was independently associated with psychological well‐being. Lower incomes were not associated with a greater commitment to obtaining a job or a lower level of structured time use, though higher levels of financial strain were associated with both. It is suggested that financial strain mediates the effect of low incomes on psychological health, activity levels, and commitment to obtaining employment.
Attempting to improve the validity of a well‐established assessment centre*
Authors: Jones A. , Herriot P. , Long B. , Drakeley R.
Published: August 2011

Various procedural changes were introduced to an assessment centre (AC) for the selection of naval officers in order to assist the assessors to use the evidence more appropriately in arriving at their overall assessment rating (OAR). Procedural changes included: the reduction in the number of dimensions assessed; assembling component predictor information under the relevant dimension on an evidence organizer; a visual indication of predictive validity of components on the evidence organizer; and focusing assessors' discussion on areas of disagreement or criticality. Data concerning component predictors, dimensions and the OAR were examined for applicant groups before and after the changes were introduced. Assessors seem to have used the numerical components correctly when assessing two of the three dimensions although the OAR still appeared to place too much weight on the group exercises (compared with written evidence). No improvements in OAR predictive validities against training performance criteria were obtained after the changes, although there was an improvement in the prediction of voluntary turnover. These results are discussed in terms of implications for the AC studied, subjective versus mechanical integration of AC data, and explanations of AC validity. It is argued that, at least in the selection context, the traditional explanation of OAR validity (in terms of ‘high’ assessment technology) is not tenable. An explanation in terms of the availability of a wide range of evidence, and the assessors' belief in behavioural consistency, is better supported by the available data.
Management selection: A comparative survey of methods used in top British and French companies
Authors: Shackleton Viv , Newell Sue
Published: August 2011

This paper presents results of a study comparing the methods used to select managers in 73 British and 52 French organizations. While larger companies in both countries are more likely to use reliable and valid selection methods, British companies are significantly more likely to do so. These results are discussed in terms of cultural differences. The data are also used to look at changes over time in the use of management selection methods in Britain, comparing these current data with those obtained by Robertson & Makin (1986) in 1984. Results are encouraging since they suggest that methods such as psychological tests, biodata and assessment centres are being used more frequently, although the interview remains dominant.
Estimating the standard deviation of professors' worth: The effects of frame and presentation order in utility analysis
Authors: Bobko Philip , Shetzer Larry , Russell Craig
Published: August 2011

This study examined the effects of two cognitively oriented dimensions, framing and anchoring, on estimates of the standard deviation of the overall worth (SDy) of full professors in organizational behaviour. The estimates were produced using the Schmidt et al. (1979) procedure in utility analysis. In order to manipulate the framing variable, half of the subjects were presented the estimation task positively, in terms of potentially acquiring a new professor (in order to fill a vacancy); the remaining half were presented a negatively framed task, in terms of potentially losing a professor (thereby creating a vacancy). Different orders of eliciting percentile estimates provided the anchoring manipulations. A significant main effect for framing was obtained. Insignificant effects were found for both the ordering variable and its interaction with framing. Based on previous literature and the current study, it can be concluded that the Schmidt et al. procedure is highly susceptible to contextual effects and a multiplicity of estimates of SDy should be expected. Alternative techniques for estimating SDy should be considered by future researchers.
Primary appraisal, secondary appraisal and coping: Their role in stressful work encounters
Authors: Dewe Philip
Published: August 2011

Despite continued interest in occupational stress research at least three issues continue to confront researchers. These include the way work stress is operationalized; the measurement of work stressors and the role of coping in work‐stress research. The aim of this study is to develop a framework which clearly reflects these contemporary issues. It incorporates this perspective into work‐stress research by exploring the way in which individuals cognitively appraise and cope with stressful encounters. The results clearly establish the significant role that appraisals and coping play. More particularly they point to the potential benefits for work‐stress research that can be derived from this sort of approach. Further construct refinement and methodological developments can only add to what must become a more conceptually integrated body of knowledge.
An analysis of the predictive power of the panel interview and pre‐employment tests
Authors: Roth Philip L. , Campion James E.
Published: August 2011

The validity of pre‐employment interviews has been debated for a long period of time. One recently advocated way to improve validity has been to use a panel of two or more interviewers. A cohort of petroleum process technicians was selected by pre‐employment tests and the panel interview. The interview predicted job performance and promotions while the pre‐employment tests predicted training success and job performance. The panel interview also showed ‘incremental validity’ over and above the pre‐employment tests for job performance.
A meta‐analytic review and empirical test of the potential confounding effects of social desirability response sets in organizational behaviour research
Authors: Moorman Robert H. , Podsakoff Philip M.
Published: August 2011

Recently, several authors have questioned the potential biasing effects of social desirability response sets on the findings reported in organizational behaviour research. This paper reports the results of two studies designed to examine this issue. In the first study, a meta‐analytic review of 33 studies that have examined the relationships between social desirability response sets and organizational behaviour constructs was conducted. The results of this study indicated that social desirability, as traditionally measured in the literature, is significantly (although moderately) correlated with several widely used constructs in organizational behaviour research. The second study was designed to see if the meta‐analytic results would be replicated using a new measure of socially desirable responding. The results from this study indicated that even though a number of the measures commonly used in organizational behaviour research are significantly correlated with Paulhus' (1989) impression management dimension, the majority of these correlations are generally small to moderate in size, and controlling for socially desirable responding had little impact on the nature of the relationships reported. The importance of these findings for those using self‐report questionnaires is then discussed.
The personality of UK managers: 16PF norms for short‐listed applicants
Authors: Bartram Dave
Published: August 2011

There is little information available on the performance of UK managers on the 16PF when administered as part of a selection procedure. The present paper reports the results of analyses of data from 1796 short‐listed managers who were given the 16PF (Form A). The assessment was part of a selection procedure carried out for a wide range of clients by an executive recruitment agency. Normative analyses of these data are presented and effects related to age and gender are examined. Internal consistencies of both primary and secondary scales are presented and the problem of low primary reliabilities is discussed. Factor analysis of the primary scale scores produced five second‐order factors which closely match the 16PF second‐order factor scales.
Psychological health and employment status in an island community
Authors: Harding Leonora , Sewel John
Published: August 2011

This study focuses on the relationship between psychological health and employment status in a rural island community. Comparisons are made between different groups within and between the island population and more urban populations reported in other studies. Within the island differences are reported between men and women. For men psychological health varied, especially between the employed and the unemployed. For women no such comparable differences emerged. Although the differences that were found in the island population were of the same kind as reported from urban populations, they were very much less pronounced. It is argued that the relationship between psychological health and employment status can be modified by and is better understood through reference to the local social and community context.
Spare time use and psychological well‐being in employed and unemployed young people
Authors: Winefield Anthony H. , Tiggemann Marika , Winefield Helen R.
Published: August 2011

Results are presented from a longitudinal study of school leavers spanning the years 1980–1987. Those who were unemployed in 1987 reported spending relatively more of their spare time doing nothing in particular than those who were employed, although the groups did not differ in their reported use of spare time when they were at school. Also there were no differences in reported spare time use between those employed in satisfactory jobs and those employed in unsatisfactory jobs. As other studies have shown, in the unemployed spare time spent in purposeful activities with other people was positively correlated with psychological well‐being. Similar associations were observed in the dissatisfied employed, although not in the satisfied employed. The results suggest that purposeful use of spare time may play a buffering role in coping with the stresses of both unemployment and unsatisfactory employment.
Sex‐role identity and discrimination against same‐sex employees
Authors: Sundvik Lilli , Lindeman Marjaana
Published: August 2011

The study examined the combined effect of superiors' (N = 257) sex‐role identity, superiors' sex and subordinates' sex on personnel ratings. The subjects' sex‐role identities were measured by the Bern Sex‐Role Inventory. The subjects also assessed subordinates with a performance assessment scale for an actual selection process. As expected, the sex‐typed subjects rated the opposite‐sex subordinates more favourably than the same‐sex subordinates, whereas non‐sex‐typed subjects rated same‐sex and opposite‐sex subordinates equally. The results are discussed in terms of raters' sex‐role identity and with consideration for further research on sex‐effects in personnel ratings.
Occupational stress, life stress and mental health among dentists
Authors: DiMatteo M. Robin , Shugars Daniel A. , Hays Ron D.
Published: August 2011

This study examined the prediction of occupational stress, general life stress and mental health among 108 randomly sampled dentists who completed mail‐survey questionnaires at two points in time. In multiple regression analyses, the outcome variables were the dentists' self‐reported general life stress, dental practice‐related stress and mental health. Predictors were locus of control, non‐verbal expressiveness, age, gender, income, hours worked per year, social desirability response set, and baseline measures of occupational stress and satisfaction with 10 aspects of dental practice: staff; income; professional relations; professional time; delivery of care; patient relations; practice management; personal time; professional environment; and respect received as a dentist. Both dental practice‐related stress and general life stress were predicted by baseline occupational stress, by feelings of lack of respect for practicing dentistry, and by dissatisfaction with the amount of professional time available to improve clinical skills. Poorer mental health was predicted by baseline occupational stress, by perceived lack of respect for practicing dentistry, and by feelings of having too little personal time.
A test of the relationship between affective and continuance commitment using non‐recursive models
Authors: Somers Mark John
Published: August 2011

Confirmatory factor analysis was used to assess the factor structure of Meyer & Allen's (1984) commitment scales. Results supported a three‐factor solution which included a bidimensional continuance commitment construct. Causal links between affective commitment and the two emergent dimensions of continuance commitment (personal sacrifices and low alternatives) were then studied with non‐recursive models. Only one significant relationship emerged—the sacrifice component of continuance commitment had a positive effect on affective commitment. This finding was interpreted from a self‐justification perspective.
An expectancy value analysis of the willingness to attend union meetings
Authors: Flood Patrick
Published: August 2011

This paper reports the findings of a study of the willingness to attend union meetings using the expectancy valence motivation framework of analysis at the individual level. A goal motive application of Klandermans' (1984a,b,c) model of union meeting attendance was tested on a sample of blue‐collar union members using a range of attitudinal measures. The willingness to participate was found to be strongly related to both goal motives and role‐related characteristics. The expectancy valence framework is shown to be relevant for procedural membership meetings. Pessimistic estimates of the likely participation of lay members was found to increase the importance for office holders of their own attendance.
Subordinates rating managers: Organizational and demographic correlates of self/subordinate agreement
Authors: Wohlers Arthur J. , Hall Mary‐Jo , London Manuel
Published: August 2011

As a step towards increased understanding of upward rating processes, this study examined organizational and demographic correlates of agreement between subordinate ratings of the supervisor and the supervisor's self‐ratings on motivation and performance items. Agreement measures included profile agreement (the correlation between the profile of ratings across items) and difference scores (the difference between the subordinate rating minus the self‐rating averaged across items). The hypotheses were derived from theory and research on organizational differences, impression management and interpersonal similarity. Variables examined as correlates of agreement included organizational type (military, government, large corporations and small private firms), demographic characteristics of raters and ratees (gender, race and age), and subordinates' participation in career planning. Regression analyses of data from 54 work groups showed lower self/subordinate profile agreement in the government/non‐military than the other types of organizations. Results also showed higher profile agreement for same race than different race supervisor/subordinate dyads. Supervisors over age 55 rated themselves more favourably than their subordinates rated them. Profile agreement was positively related to participation in career planning. Ways to avoid rater biases and calibrate organizational differences in upward ratings are discussed.
Mental health and work performance: Results of a longitudinal field study
Authors: Wright Thomas A. , Bonett Douglas G. , Sweeney Dennis A.
Published: August 2011

Results from a two‐year longitudinal field study supported the hypothesized positive relationship between mental health and subsequent work performance. Relative (retest correlational analysis) and absolute (change in mean level) stability analyses established mental health as a consistent and stable trait. The importance of dispositional (trait) explanations for organizational behaviours are discussed.
A theory of the validity of predictors in selection
Authors: Smith Mike
Published: August 2011

A theory is expanded which attempts to explain why some predictors are more valid than others. In essence, high validity is expected when a measure accurately reflects the degree to which work performance depends upon three domains of characteristics: (1) universals, the characteristics required by all work; (2) occupationals, the characteristics required by certain jobs; (3) relationals, the characteristics needed to relate to others in specific settings. It is suggested that selectors have frequently ignored the third domain.

The paper considers the theory from the viewpoint of criteria and concludes by outlining the uses of the theory in terms of (1) further theory building; (2) improving understanding of existing predictors; (3) improvement of existing predictors; and (4) development of new predictors.
The Team Climate Inventory (TCI) and group innovation: A psychometric test on a Swedish sample of work groups
Authors: Agrell Anders , Gustafson Roland
Published: August 2011

The Team Climate Inventory (Anderson & West, 1994) was translated into Swedish and administered to a total of 16 work teams in different types of private enterprises. Independent observers rated each group's production in terms of innovativeness, quantity and quality of production. An item analysis indicated that all items should be retained in the questionnaire and further analyses yielded high overall coefficients for reliability (Cronbach's alpha = .95) and acceptable validity (r = .48). A factor analysis was also successful in extracting the four original factors, together accounting for 54 per cent of the total variance. It is concluded that the Swedish version of the Team Climate Inventory is a useful instrument to measure group climate dimensions that may facilitate work teams' innovative capacity. Differences in general work climate between Sweden and the United Kingdom are discussed.
The effect of work dimensions and need for autonomy on nurses' work satisfaction and health
Authors: Landeweerd Jan A. , Boumans Nicolle P. G.
Published: August 2011

A study of nurses' job satisfaction, experienced job significance, psychological and psychosomatic health complaints and sickness absenteeism is reported. Hackman & Oldham's Job Characteristics Model was an important starting‐point for the study. The relationships of characteristics of nursing jobs, leadership style and type of nursing care system to such reactions of nurses to their work are analysed and the possible moderating role of preference for autonomy is investigated. Subjects are 561 trained staff nurses from 36 nursing units in 16 Dutch hospitals. Variables are assessed by means of questionnaires. Stepwise regression analysis reveals that variances in the four dependent variables to a certain extent can be explained by the nine predictors. Some job characteristics (e.g. feedback and clarity and autonomy), as well as social‐emotional leadership positively affect nurses' reactions. Other dependent variables (e.g. work pressure and instrumental leadership) appear to have negative effects. Using subgroup regression analysis, evidence for a moderating role of need for autonomy is found to be rather scarce.
The structure of office workers' experience of organizational environments
Authors: Donald Ian
Published: August 2011

In most developed Western nations the majority of employees are now office based. Despite this there is little place given to the physical environment of the office in organizational theory. Most research in the area is concerned with individual aspects of the environment such as lighting. There are few studies which have attempted to uncover the basic underlying dimensions or facets of workers' experience and evaluation of their offices. The limitations of those studies are discussed, and the criticisms of them addressed in the design of the present work. Using the approach of facet theory, four facets of worker experience are proposed: level, organizational unit, referent and focus. An office evaluation questionnaire was developed using the proposed facets. A survey of 215 employees in four organizations was carried out. The data were analysed using the MDS technique of smallest space analysis. The results support the proposed facets. They also show that central to people's evaluations are the affective rather than the instrumental functions of the office environment.
A causal modelling test of the relationship between Chief Executive Officer experience and corporate strategy
Authors: White Michael , Tansey Richard , Smith Mark
Published: August 2011

The categorical nature of many research variables used in personnel and organizational behaviour presents a serious methodological problem for traditional regression‐based data analysis. Because categorical data inherently contain less information than continuous data and require non‐traditional statistical techniques, the empirical research has been hindered. This is particularly true of longitudinal studies containing categorical variables which are so often called for in the social science literature, but seldom done. Loglinear modelling is a multivatiate statistical technique that is designed specifically for analysing categorical data. This manuscript presents a longitudinal application of loglinear modelling to a behavioural research question.
A validation of Belbin's team roles from 16PF and OPQ using bosses' ratings of competence
Authors: Dulewicz Victor
Published: August 2011

This paper presents a summary of Belbin's original nine‐year study of team roles (TR) and a description of each of the roles. Data collected from 100 middle managers on their TRs, derived from two personality questionnaires (the 16PF and the OPQ) were used to investigate their reliability and validity. First, the intercorrelations between the TRs, both within and between each instrument, provide some support for their construct validity and inter‐method/equivalent form reliability, and for the factor structure of the TRs from both questionnaires. In addition, evidence of the concurrent validity of the TRs is also presented, based on job performance ratings by the managers' bosses on 12 independent dimensions (supra‐competences). Finally, correlations between the TRs and various measures of the managers' salary and responsibilities are presented. These results provide virtually no support for the proposition that some roles are associated with specific levels of status and responsibility.
Challenge, skill and positive subjective states in the! daily life of a sample of YTS students
Authors: Haworth John , Evans Stephen
Published: August 2011

The study examined the relationship of challenge and challenge‐skill balance to the positive subjective states of enjoyment, interest, happiness and relaxation in the daily life of 57 students in the Youth Training Scheme using the innovative ‘experience sampling method’. Respondents answered questions in a diary on the receipt of a signal from a pre‐programmed watch or radio pager eight times a day for one week. The study showed a significant association between the mean level of challenge experienced by individuals over the seven‐day period and the mean level of enjoyment and interest, but not happiness and relaxation. When incidences of high challenge were matched by high skills, enjoyment and interest both tended to be high in line with ‘flow’ model predictions. Contrary to ‘flow’ theory the study found that situations of low challenge which were exceeded by skill were associated with enjoyment, happiness and relaxation. Implications are highlighted for research into training and quality of life.
Situational specificity and within‐setting validity variability
Authors: Salgado Jesús F.
Published: August 2011

Ghiselli (1966) compiled the results of most of the published and unpublished studies on the validity of tests used to predict performance in different jobs. He found that observed validity coefficients vary considerably across studies even when jobs and tests appear to be very similar. Because of Ghiselli's work, most other psychologists concluded that a validation study must be conducted when the test is to be used in a different job, situation, company or group of applicants. This conclusion has been labelled the situational specificity hypothesis. This hypothesis holds that, if the setting does not vary, validity will not vary. Two studies were conducted to prove this prediction, the first study using a composite test and the second study using a psychomotor test. It was found that (a) even when the setting was held constant, there was great variability in observed validity coefficients; (b) the variability was similar for both composite and psychomotor tests. These findings contradict the situational specificity hypothesis. However, they are consistent with the predictions of the validity generalization hypothesis. Furthermore, the findings are consistent with results obtained by Schmidt & Hunter (1984).
Police stress and well‐being: Integrating personality, coping and daily work experiences
Authors: Hart Peter M. , Wearing Alexander J. , Headey Bruce
Published: August 2011

What are the personal and work related factors which contribute to a police officer's psychological well‐being? This question was examined within a Perceived Quality of Life (PQOL) framework that integrates personality, coping processes and a police officer's positive (beneficial to well‐being) and negative (harmful to well‐being) work experiences. Structural equation analyses were conducted on questionnaire data obtained from 527 police officers during two related studies. Two structural equation models showed that positive and negative work experiences independently contributed to an officer's PQOL, and that organizational rather than operational experiences were more important. A third model supported these findings, but showed that the personality dimensions of neuroticism and extraversion were the strongest predictors of an officer's PQOL. It was also shown that problem‐focused coping resulted in positive work experiences, whereas emotion‐focused coping contributed to negative work experiences. Comparisons with other community and occupational groups suggested that police reported relatively favourably levels of psychological well‐being. Collectively, these results indicate that policing is not highly stressful, and demonstrate the need for a systemic view in order to understand police officers' psychological responses to their work.
An exploratory study of goal setting in theory and practice: A motivational technique that works?
Authors: Yearta Shawn K. , Maitlis Sally , Briner Rob B.
Published: August 2011

Although goal setting is a common organizational practice, studies concerning goal setting have almost exclusively been carried out in experimental settings. It may therefore be erroneous to assume that the relationships found to exist in controlled settings will hold true within organizations. Goal difficulty and participation in the goal setting process were examined as they related to goal performance. Participants were 132 scientists and professional staff, and 27 of their supervisors. The positive linear relationship between goal difficulty and performance typically found in controlled settings was not replicated. Consistent with some previous studies, a modest but significant relationship between participation and performance was found. The results of this research have implications for practitioners, researchers conducting goal setting studies within applied settings, and for goal setting theory in general.
Change of work perceptions and work outcomes as a result of voluntary and involuntary job change
Authors: VAN DER Velde Mandy E. G. , Feij Jan A.
Published: August 2011

In this study hypotheses on the differential psychological effects of voluntary and involuntary job change versus remaining in the same job on perceived work characteristics and outcomes were tested. Subjects were young adults, who were interviewed and completed a questionnaire in two waves: 1987 and 1991. Measures included nine work perceptions (organizational, departmental and task related variables) and five work outcomes: job satisfaction, organizational commitment, intention to leave, absenteeism and tardiness. Three subgroups were compared: (1) young adults who stayed in the same job (N = 217), (2a) young adults who voluntarily changed jobs (N = 168), and (2b) people who changed jobs involuntarily (N = 79) between time 1 and time 2. Using tests of differences in correlation coefficients over time, t tests, multivariate and univariate analyses of variance of mean scores at time 2, controlling time 1 scores and biographical variables, the hypotheses were partially confirmed by the data. In line with the hypotheses, perceptions and outcomes of job changers had lower correlation coefficients over time than those of stayers. With respect to change in mean scores on these variables the hypotheses were confirmed for the voluntary job changers: they experienced more positive work characteristics and outcomes in time. Involuntary changers did not change in this respect, and stayers experienced significantly more negative work characteristics and outcomes in time, which was not predicted. The results indicate that young employees should have an active attitude towards their career and that the career policy of organizations should include regular job mobility.
Perceptions of work and workplace: Mediators of the relationship between job level and employee reactions
Authors: Carlopio James , Gardner Dianne
Published: August 2011

This study examined the hypothesis that the well‐established relationship between hierarchical job level and employee affective outcomes is mediated by perceptions of work and workplace. A total of 228 employees of a large bank completed questionnaires. Analyses of variance and covariance revealed that employee perceptions of control and influence (i.e. work experiences) and perceptions of privacy and crowding (i.e. workplace experiences) accounted for job grade differences in satisfaction and turnover intentions. These results provide support for an application of the Job Characteristics Model, suggest a potential extension of the model, and illustrate the significant effects of employee perceptions of work and workplace on affective outcomes.
Asymmetrical effects of rewards and punishments: The case of social loafing
Authors: George Jennifer M.
Published: August 2011

An assumption in the social loafing literature is that contingent rewards and contingent punishments have symmetrical effects on the reduction of social loafing in groups. Literature is reviewed from several areas of psychology and organizational behaviour which suggests that rewards and punishments do not have symmetrical effects on individuals and their behaviours. Based upon this review, hypotheses are developed concerning the relationship between supervisor reward and punishment behaviour and social loafing in groups. These hypotheses were tested among a sample of 448 salespeople working in groups ranging in size from four to 10 members. As hypothesized, supervisor contingent reward was negatively associated, and supervisor non‐contingent punishment was positively associated with social loafing in ongoing groups. Also as expected, neither supervisor contingent punishment nor non‐contingent reward was significantly associated with social loafing. The implications of these results and directions for future research are discussed.
The recruitment and selection of young people by small businesses
Authors: Bartram Dave , Lindley Patricia A. , Marshall Linda , Foster Julie
Published: August 2011

The study investigated the methods used by small businesses to select people under the age of 20. While over 88 per cent of all businesses employ fewer than 25 people (about a third of the total workforce), very little is known about how they recruit and select their staff. A national sample of 498 small businesses, employing a total of 5612 people, were interviewed by a team of about 50 interviewers. A structured face‐to‐face interview was used to explore each organization's most recent selection of one or more young people. The recruitment and selection procedures they followed and techniques they used were probed in detail. Data were analysed in terms of general trends and differences relating to four main variables: size of business; geographical location; industry sector; and type of occupation. The results raise questions about ‘good’ and ‘fair’ practice and are discussed in terms of difference in selection practice between small and larger businesses.

The selection and recruitment procedures used by small businesses, especially those employing 10 or fewer people, differ markedly from those of large organizations, being far more informal and unstructured. Among the major findings was a strong emphasis by employers on the importance of personality characteristics—such as honesty and integrity—and of interest in the job. All were rated as far more important than ability, aptitude or attainment.
The adaptive—innovative (A—I) cognitive styles of male and female project managers: Some implications for the management of change
Authors: Tullett Arthur D.
Published: August 2011

This paper reports for the first time the results of a study of the adaptive–innovative cognitive style of the managers of change projects. The Kirton Adaption–Innovation Inventory (KAI) was completed by 133 such managers and the mean KAI score of 109.4 (SD = 14.0) indicates a preferred innovative approach to making decisions and solving problems when managing projects involving significant change. This result is consistent with those of other studies which have shown that activities which involve working across functional boundaries in organizations are generally undertaken by those with an innovative cognitive style (Foxall, 1990; Foxall & Hackett, 1994; Kirton, 1980, 1994). The implications of these results for change project managers are discussed in terms of the interpersonal problems which can arise when working with client managers who are likely to have a more adaptive cognitive style.
Two field tests of an explanation of assessment centre validity
Authors: Russell Craig J. , Domm Donald R.
Published: August 2011

Klimoski & Brickner (1987) described two sets of constructs underlying assessment centre ratings. The trait explanation holds that dimensional ratings capture a candidate's personal characteristics, skills and abilities. The performance consistency/role congruency explanation holds that dimensional ratings are predictions of how well the candidate will perform various tasks and/or roles in the target job. While past research has failed to find support for the trait explanation, no studies have explicitly examined the validity of assessment centres designed to make task or role‐based dimensional ratings. We report two field evaluations of this explanation. In Study 1 assessor training was modified to have assessors view traditional assessment dimensions as role requirements. Concurrent validation of assessor evaluations of retail store managers resulted in correlations ranging from .22 to .28 with superiors' performance appraisal ratings and .32 to .35 with store profit. Study 2 evaluated the criterion‐related validity of ratings on both job requirements and traits. Findings indicate that task‐based ratings demonstrate concurrent validity in a sample of entry level unit managers while the traditional trait‐based ratings do not. Implications for the construct validity and design of assessment centres are drawn.
Uncertainty amidst change: The impact of privatization on employee job satisfaction and well‐being
Authors: Nelson Adrian , Cooper Cary L. , Jackson Paul R.
Published: August 2011

A longitudinal study of the impact of privatization and reorganization was carried out on 397 employees of a regional water authority in Great Britain. The employees were surveyed over three stages during the organization's transition from a public to a private company. Dependent variables included measures of job satisfaction, and mental and physical health; independent variables included measures of perceived uncertainty, locus of control, Type A behaviour and trait neuroticism. The sample was broken down into three broad categories of employees: staff and administrative grades; management; and manual workers. The results supported a number of the original hypotheses. First, significant differences between the three occupational levels were observed over all three stages of the survey on measures of job satisfaction; second, that systematic variation in the scores on these measures occurred over the periods of transition within the organization, this hypothesis was partially supported by the finding that significant within‐subject variance was observed in job satisfaction both during the eight‐month period which encompassed privatization and also in the second period of 12 months during which reorganization took place. This was characterized by a decline in job satisfaction in the period during which privatization took place and an upturn in the period prior to and following the reorganization. Furthermore significant variation in self‐reported physical health symptoms was observed for the period prior to and following the privatization. Finally, employees' locus of control and their perceptions of uncertainty were shown to partially account for the degree of variation in measures over this period.
Is job satisfaction U‐shaped in age?
Authors: Clark Andrew , Oswald Andrew , Warr Peter
Published: August 2011

It is generally believed that job satisfaction increases linearly with age. However, there are persuasive arguments, and some empirical evidence, that the relationship is U‐shaped, declining from a moderate level in the early years of employment and then increasing steadily up to retirement. This paper investigates that relationship, using survey responses from a large sample of British employees. For overall job satisfaction, satisfaction with pay, and satisfaction with the work itself, a strongly significant U‐shape is observed. Ordered probit techniques, which take account of the ordinality of satisfaction data, are used to analyse the relationship between these forms of satisfaction and a large set of individual and job characteristics. Despite the inclusion of 80 control variables, significant coefficients persist for the age and age‐squared variables (the latter representing the non‐linear component). The paper thus provides strong evidence for a U‐shaped relationship between age and job satisfaction. Furthermore, it is shown that a similar age pattern occurs for employees' context‐free mental health, suggesting that both job satisfaction and context‐free mental health are affected by non‐job factors of life‐stage and personal circumstances. The importance of changes in expectations with increasing age is emphasized.
Criterion and construct validation of an assessment centre
Authors: Chan David
Published: August 2011

This study is an attempt in assessment centre research to apply both criterion and construct validation strategies to a single sample and examine, simultaneously, a relatively comprehensive set of variables including assessor ratings, psychological test measures, supervisory ratings of job performance and actual promotions, hence allowing more direct comparisons of a variety of validities and explorations of previously unexamined issues. Results showed a lack of both internal construct validity as demonstrated by multitrait–multimethod analyses and factor analysis and external construct validity when placed in a nomological network of constructs independent of the centre. Assessment centre ratings were found to be predictive of subsequent promotion (r = .59, p < .001) but not of concurrent supervisory ratings of performance (r = .06, n.s.). Logistic regression analyses showed that assessment centre ratings produced a significant and substantial increment in validity in predicting promotion over and above current supervisory ratings of job performance (Δχ2(1) = 20.06, p < .001), which is an important relationship that has not been previously examined. Implications of these findings for the nature of constructs in assessment centres and future research are discussed in the context of Klimoski & Brickner's (1987) ‘performance consistency’ explanation and ‘subtle’ criterion contamination explanation as to why assessment centres work.
The job characteristics of computing and non‐computing work activities
Authors: Medcof John W.
Published: August 2011

The data in this study show that the degree to which computers have a positive or negative effect upon job characteristics depends upon the relative amounts of time spent at the computing and non‐computing components of a job, the nature of the work done on the computer, and the nature of the work done apart from the computer. The beginnings of a theoretical explanation for the effects of these variables upon job characteristics, and for the finding that different job characteristics are differentially affected by them, are also presented.