bluuebunny/crossref_metadata_2025 huggingface dataset:
The relationship of six managerial characteristics to the assessment of managerial effectiveness in Canada, Hong Kong and People's Republic of China
Authors: Okechuku Chike
Published: August 2011

This study investigates the relationships of the managerial characteristics of supervisory ability, achievement motivation, intellectual ability, self‐actualization, self‐assurance, and decisiveness to the assessment of managerial effectiveness in Hong Kong and the People's Republic of China relative to a Western country such as Canada. It was found that, as in Canada, several of these managerial characteristics were significant predictors of managerial effectiveness in the Eastern cultures. In addition, senior managers in the PRC were quite similar to their counterparts in Canada, but differed from those in Hong Kong, in their use of these characteristics in inferring the effectiveness of their subordinates. Self‐actualization was the most important predictor of managerial effectiveness rating in Canada, self‐assurance in Hong Kong, and intellectual ability in the PRC. Supervisory ability was the second most important predictor in each country.
Individual differences in the nature of the relationship between job and life satisfaction
Authors: Judge Timothy A. , Watanabe Shinichiro
Published: August 2011

There is a controversy in the literature over which theory of the job‐life satisfaction relationship (spillover, compensation or segmentation) is correct. We argue in the present study that each model is possible for different individuals. Using techniques derived from Ghiselli (1960), the results suggested that while the relationship is positive for most individuals, it is not for all. Contributions of the findings and future research directions are discussed.
Teacher quality of work life: Integrating work experiences, psychological distress and morale
Authors: Hart Peter M.
Published: August 2011

What are the positive and negative work experiences reported by teachers, and how do these contribute to their quality of work life? This paper reports structural equation analyses conducted on questionnaire data obtained during three studies from 1539 Australian primary and secondary school teachers. Drawing on perceived quality of life research it was hypothesized that psychological distress and morale would be separate outcomes of positive and negative work experiences. Results confirmed that psychological distress and morale operate on different dimensions. Three structural equation models showed that positive experiences were stronger determinants of morale than psychological distress, whereas negative experiences were stronger determinants of psychological distress than morale. Psychological distress and morale contributed equally to teachers' overall quality of work life. When examined simultaneously it was found that positive experiences contributed only to morale whilst negative experiences contributed only to psychological distress. These findings challenge conventional wisdom and suggest that it is not possible to enhance morale by reducing negative experiences, nor is it possible to reduce psychological distress by focusing on positive experiences.
Undergraduate education and the career orientation of professional engineers: Comparison between individuals from enhanced engineering courses and those from conventional engineering courses
Authors: Keenan Tony
Published: August 2011

Previous research has distinguished between professional engineers who have a managerial career orientation and those who have a technical orientation. One of the aims of the Dainton enhanced engineering courses was to produce engineers who are managerially, rather than technically, oriented. As part of a large‐scale evaluation of these courses, the career orientations of 744 students and 220 graduates from these programmes were compared with those of a control group of 1424 students from conventional engineering courses. Data were collected for all years of the courses, and, in the case of the enhanced group, from respondents with up to five years' work experience following graduation. There was evidence of self‐selection on to the courses based on pre‐existing attitudes, with respondents embarking on enhanced courses equally oriented towards managerial and technical work, while those starting conventional courses showed an initial preference for technical work. Technical orientation declined in both groups as the courses progressed, but this was significantly greater in the case of those on enhanced courses. Those on enhanced courses were more management orientated in later years of the courses, unlike those on conventional courses. The data from the graduates suggested that the changes observed in the undergraduate groups were maintained over the first five years following graduation. The results were interpreted as indicating that the greater management orientation of graduates from enhanced engineering courses compared with those from conventional courses was due to the combined influence of self‐selection at the outset of the programmes and attitude change induced by the programmes themselves.
Validation of a visual attention test as a predictor of driving accident involvement
Authors: Arthur Winfred , Strong Mark H. , Williamson John
Published: August 2011

A computer‐administered test of visual attention was investigated as a predictor of driving accident involvement. Three forms of the test were administered to three independent samples. The correlation between test performance and self‐reported driving accident involvement was significant. Furthermore, the magnitude of this relationship was within the upper range of validities typically reported for most selection devices. The potential utility of the test and suggestions for future research are discussed.
Rater training for performance appraisal: A quantitative review
Authors: Woehr David J. , Huffcutt Allen I.
Published: August 2011

A substantial amount of research in the performance appraisal literature has focused on rater training as a means of improving performance ratings. Unfortunately the value of this research is somewhat equivocated by a lack of organization and integration. The present study provides an integration and a quantitative review of the rater training literature. A general framework for the evaluation of rater training is presented in terms of four rating training strategies (rater error training, performance dimension training, frame‐of‐reference training, and behavioural observation training) and four dependent measures (halo, leniency, rating accuracy and observational accuracy). Finally, a meta‐analytic review is presented to assess the effectiveness of the rater training strategies across the four dependent measures.
Reducing accidents using goal setting and feedback: A field study
Authors: Cooper M. D. , Phillips R. A. , Sutherland V. J. , Makin P. J.
Published: August 2011

Goal‐setting and feedback techniques, previously used in a study to improve safety in the UK construction industry, were applied to a three‐shift production plant, employing approximately 540 people. Critical safety behaviours were identified using accident records and ‘in‐depth' interviews. Checklists of critical behaviours were developed for each of 14 departments in the factory. Forty‐eight observers were trained to observe their colleagues' safety performance and complete the checklists. ‘Baseline’ measures were taken over a four‐ to six‐week period. Participative goal setting was used to set safety improvement ‘goals’ for the critical behaviours, within each department. Performance feedback was presented graphically in each department on a weekly basis. The results indicate significant improvements in safety performance, with a corresponding reduction in the plant's accident rate. Paradoxically, a statistical inverse relationship was not obtained between safety performance and accident rates, although the importance of non‐safety variables in accident causation was demonstrated.
The effects of family responsibilities on the work commitment and job performance of non‐professional women
Authors: Campbell Donald J. , Campbell Kathleen M. , Kennard Daniel
Published: August 2011

Much research has examined the effects of the employment of women on family life, but substantially less attention has been paid to the impact of family life on work behaviour. This research was undertaken to test four competing hypotheses about the effects of family life on a woman's job performance and work attitudes. A sample of 94 non‐professional women participated in the study. They completed several work and family‐oriented questionnaires. Their managers provided job performance ratings. Of the four hypotheses tested (diffusion of energy; spillover effect; compensatory effect; and motherhood demands), the pattern of results best supported the motherhood demands hypothesis. Results showed that women with children were significantly lower in occupational commitment relative to women without children. Contrary to expectation, women with younger children outperformed women with older children.
Change in self construction during the transition from university to employment: A personal construct psychology approach
Authors: Fournier Valerie , Payne Roy
Published: August 2011

A Personal Construct Psychology framework and repertory grids were used in a longitudinal study designed to analyse the qualitative and evaluative nature of change in graduates' self construction during the six months following organizational entry. In line with the hypotheses guiding the research, the results suggest that graduates undertook some important qualitative change in self‐construction, but that these trends of change reflected individual developmental paths rather than a common socialization effect; change took place through both the development of new core role constructs, and change in self‐ratings on stable constructs (slot change). The study provides some modest support for the hypothesis concerning the positive relationship between self‐esteem and role meaningfulness (challenge, responsibility, autonomy, workload and the extent to which work is worthwhile and interesting). However, the initial level of self‐esteem does not appear to moderate the effect of low role meaningfulness on subsequent level of self‐esteem, a finding which fails to support our hypothesis.
Supervisor trust building, leader‐member exchange and organizational citizenship behaviour
Authors: Deluga Ronald J.
Published: August 2011

This study employed social exchange and equity theory to investigate the connection among supervisor trust building activity, leader‐member exchange (LMX) quality, and subordinate organizational citizenship behaviours (OCB). Survey data were collected from 86 subordinate‐supervisor dyads employed in a variety of organizations. First, perceived fairness emerged as the supervisor trust building behaviour most closely associated with OCB. Contrary to the prediction, fairness perceptions were not positively associated with LMX quality. Finally, LMX quality was positively related to subordinate OCB. Social exchange and equity theory were used to interpret the findings. Implications and future research directions are outlined.
Stressor‐burnout relationship in software development teams
Authors: Sonnentag Sabine , Brodbeck Felix C. , Heinbokel Torsten , Stolte Wolfgang
Published: August 2011

Burnout is an experience relevant not only to psychosocial professions, but also to technical work. It is predicted that in a technical profession work stressors are related to burnout and that this relationship is moderated by control at work, task requirements, and the quality of team interaction. In a sample of 180 software professionals from 29 software development projects, stressors were found to be positively related to burnout measures. Control at work, complexity at work, and openness to criticism within the team were all found to be significantly negatively related to lack of identification. Moderated regression analyses revealed that high cognitive requirements, high learning requirements, and low competition within the team enhanced the relationship between stressors and burnout.
Coping with work‐related stress: A critique of existing measures and proposal for an alternative methodology
Authors: O'Driscoll Michael P. , Cooper Cary L.
Published: August 2011

Numerous instruments have been developed to assess coping strategies used by individuals during stressful transactions. We discuss some of the problems and limitations inherent in existing coping measures, along with issues surrounding their development. An alternative approach to examining stress coping is proposed, based upon critical incident analysis of stressors experienced by individuals, the behaviours they exhibit and the outcomes of those behaviours. While some studies have used aspects of this technique, the present proposal offers a framework for assessing the interrelationships between stressors, behaviours and consequences.
Organizational change: Main and interactive effects
Authors: Ferguson E. , Cheyne A.
Published: August 2011

To fully understand any system, something about the nature of the complex interactions between the different levels of that system needs to be examined. Two hundred and forty‐five responses from the staff of a large British university were randomly selected and surveyed on their perceptions of job satisfaction, workload, participant decision management, and attitudes after a large change to the structure of teaching. In addition, information on various possible organizational moderators was obtained. An interaction was found between two levels of that system, workload (psychological) and occupation position (organizational structure), in relation to job satisfaction. This interaction indicated that support staff actually became more satisfied as their workload increased, whereas the converse were true for academic staff.
Instruments to measure opportunities to satisfy needs, and degree of satisfaction of needs, in the workplace
Authors: Medcof John W. , Hausdorf Peter A.
Published: August 2011

Research on person–environment fit issues would be greatly enhanced by the development of instruments which measure environments and people using conceptually related dimensions. In this study, instruments were developed to measure jobs (environments) using dimensions based upon the characteristics of people, specifically with respect to their needs. The instruments measured opportunities on the job to satisfy needs for achievement, power and affiliation, and the degree of satisfaction of those needs. Evaluation of these scales by confirmatory factor analysis and other techniques showed them to have good psychometric properties. Tests of validity were also supportive. Further development of the scales and their use for research in organizations is recommended. Similar instruments should be developed for use with other conceptual frameworks that deal with person–environment fit.
Achievement motivation and female entrepreneurs
Authors: Langan‐Fox Janice , Roth Susanna
Published: August 2011

A typology of the female entrepreneur was developed on the basis of psychological characteristics of 60 Australian founder businesswomen. Reviews of past research on the psychological profiles of entrepreneurs have shown that studies of women entrepreneurs are non‐existent, and that most research has been conducted with men. In the present study, a number of projective and self‐report measures were used to assess multiple dimensions of personality within the traditional theoretical framework of David McClelland. Other variables influencing the motivations of entrepreneurs, for instance motives usually attributed to managers, were explored and included self‐attributed need for power and influence, ability to influence/have power, resistance to subordination, internal locus of control, job satisfaction, and achievement values. Analyses revealed three psychological types of female entrepreneurs: the need achiever entrepreneur, the pragmatic entrepreneur and the managerial entrepreneur. The need achievers had high need achievement scores, the managerial entrepreneurs had high self‐attributed need for power and influence scores, and the pragmatic entrepreneurs were moderate on both motivations of achievement and power.
The predictive validity of the EPI and 16PF for military flying training
Authors: Bartram D.
Published: August 2011

The study was carried out to assess the validity of the Eysenck Personality Inventory (EPI) and Cattell's 16 Personality Factor Questionnaire (16PF) as predictors of flying training outcome. In addition, it examines differences in profile between self‐selected applicants for flying training and the general population; the effects of test‐taking conditions on scale scores; incidental selection effects related to personality differences and the reliability of the personality data. The EPI and 16PF inventories were administered to samples of men during selection testing at the RAF Officer and Aircrew Selection Centre, Biggin Hill. Further samples were tested at the Army Air Corps Centre at Middle Wallop prior to their Selection Board interviews. In addition, data were obtained for non‐enlisted applicants tested at Biggin Hill and amateur aviators tested at various flying clubs.

The results confirmed previous findings that applicants for pilot training are highly ‘self‐selected’, being much more emotionally stable and more extraverted than the general population. Furthermore, the 16PF profile for the unselected sample was found to be very similar to that for US airline pilots. The pattern of differences between those who succeeded and those who failed in training was as expected. The magnitude of these correlations (in the region of r = .20) was also at the level expected. The results support the findings of previous work and indicate that there are small but potentially valuable increments in validity to be obtained by considering personality factors in selection for pilot training. The problems associated with the use of self‐report measures in selection are discussed.
Partner support and gender: Contexts for coping with job loss
Authors: Walsh Susan , Jackson Paul R.
Published: August 2011

This study examines the ways in which partner support and gender mediate the individual's experience of active coping in unemployment. The results revealed the impact of gender and partner support upon the meaning, value and impact of purposive activity in a sample of 75 unemployed women and men with dependent children. In particular, respondents with supportive partners reported better relationship quality, lower severity of problems, and a lower incidence of use of both active and avoidance coping strategies and less reliance on the support of professionals. Overall, women reported poorer relationship quality; while lack of support from the partner had a much greater effect on women than on men. Unsupported women reported higher problem severity and a greater need for practical help outside the family. The results are discussed in the light of the need to elaborate the conceptual and relational underpinnings of proactivity in unemployment research.
Job stressors, job involvement and employee health: A test of identity theory
Authors: Frone Michael R. , Russell Marcia , Cooper M. Lynne
Published: August 2011

Identity theory postulates that the psychological importance or salience of the job role may intensify relationships between job stressors and employee health. Therefore, this study tested the moderating influence of job involvement on the relationships of work pressure, lack of autonomy, and role ambiguity to depression, physical health, and heavy alcohol use. Data were obtained through household interviews with a randomly selected community sample of 795 employed adults. Moderator regression analyses provided limited support for the stress‐exacerbating influence of job involvement. Of nine interactions tested, three were significant. Specifically, high levels of job involvement exacerbated the relationships between role ambiguity and physical health, role ambiguity and heavy alcohol use, and work pressure and heavy alcohol use. Implications for future research are discussed.
On the factoring and interpretation of ipsative data
Authors: Closs S. J.
Published: August 2011

The debate in this journal on the validity of factoring ipsative data has involved the use of synthetic data and artificial ipsatization of scores, processes which can often obscure rather than clarify the issues in dispute. This paper presents a more direct illustration of these issues by having subjects make both ipsative and non‐ipsative responses to the same test items. The results show clearly the dangers of factoring correlation matrices derived from ipsative data. It is also argued that conventional norms should not be used for the interpretation of scores from ipsative tests.
Strengths and limitations of ipsative measurement
Authors: Baron Helen
Published: August 2011

The relative merits of ipsative measurement for multi‐scale psychometric instruments are discussed. Standard psychometric analyses are found to be inappropriate with small numbers of scales, or sets of scales with strong positive intercorrelations. However, for larger sets of scales (N ∼ 30) with low average intercorrelations, ipsative data seems to provide robust statistical results in reliability analyses but not under factor analysis. It is argued that the potential of forced‐choice formats to control for some of the response biases typical of normative scales means that they could have substantial advantages while data from score distributions are used to show that for higher numbers of scales, the vast majority of profiles are not so skewed that they would be likely to be distorted by a forced‐choice response format. The implications for score interpretation are discussed.
Methodological moderators in validating biographical data in personnel selection1
Authors: Bliesener Thomas
Published: August 2011

Numerous studies have demonstrated the validity of biographical data in psychological diagnosis, and several meta‐analyses have confirmed their effectiveness in specific applications. In contrast, the present meta‐analysis (based on 116 studies with 165 independent validities) addresses the recent discussion on methodological artifacts in the development and validation of biographical instruments. Threats to validity are identified in (a) general issues of research design and (b) specific techniques used to construct and validate biographical data. The effects on estimated mean validity of both methodological artifacts and situational moderator variables were compared, and it was demonstrated that they cannot be treated independently. The meta‐analysis also showed that a validity of .220 still remained after making corrections for all analysed artifacts, and that not all methodological criticisms were justified.
The interactive effects of participation and outcome favourability on turnover intentions and evaluations of supervisors
Authors: Magner Nace , Welker Robert B. , Johnson Gary G.
Published: August 2011

Prior research suggests that employees who receive unfavourable decision outcomes from their organization will have less negative attitudes towards the organization and organizational officials if they participated in the decision than if they did not participate. Questionnaire data from 220 academic accountants were analysed with regression to test for this proposed interaction between participation and outcome favourability in a performance evaluation context. In support of the proposed interaction, unfavourable outcomes had the least negative relationship with intent to stay with the organization and trust in immediate supervisor when participation was high. This phenomenon may be attributable to a belief on the part of employees that participation afforded them influence in decision making to ensure they received the best possible outcomes under the circumstances.
Gender differences in managers' causal explanations for their work performance: A study in two organizations
Authors: Rosenthal Patrice , Guest David , Peccei Riccardo
Published: August 2011

There is laboratory evidence of gender differences in causal attribution for performance, the nature of which may have deleterious consequences for women's career progression in management. There are, however, reasons to question whether these laboratory results generalize to organizational settings. The present study investigated the effect of gender on 87 managers' causal explanations for incidents of their successful and unsuccessful performance. Subjects occupied either junior or middle levels of management in two organizations, a hospital unit of a local health authority and a financial services firm. Based on the proportion of the managerial population who were women, the financial services firm was a more atypical environment for women managers than the health organization. Two null hypotheses were tested: one, that male and female managers would not differ in their attributional perceptions; and two, that the gender pattern of attribution would not vary by organizational setting. Results indicate that controlling for organization and level, women managers attribute their success significantly less strongly to ability. The organizational setting (or managerial level) did not significantly affect this tendency. There were no significant effects on explanations for unsuccessful performance. Research and practical implications of the results are discussed.
Gender and equal opportunities in public sector organizations
Authors: Kremer John , Hallmark Adrian , Cleland Jennifer , Ross Vilinda , Duncan Jan , Lindsay Bill , Berwick Sinead
Published: August 2011

Findings from six qualitative research projects were combined to construct an evaluation of gender and equality of opportunity in public sector organizations in Northern Ireland. Through interviews and focus groups, these projects targeted equal opportunities officers, chief executives, general staff and trade unionists. In addition, a computer database containing all documentation relating to equal opportunities was developed. The evaluation addressed four primary areas, namely policy development and implementation; resources, channels of communication and organizational structures; where women figure and barriers to progress; and practical steps and positive action. The research found large differences in organizational responses to equal opportunities, with related activities often on the periphery of day‐to‐day management of the organization. Perceptions of the organizations' commitment to equality also varied considerably, with managers describing the proximity between the organization's value system and equal opportunities but employees and trade unionists being more sceptical of these claims. The implications for policy, structures and training needs are discussed in the light of these findings.
Career success: An assessment of a gender‐specific model
Authors: Melamed Tuvia
Published: August 2011

The paper assesses a gender‐specific model of career success, using human capital attributes, career choices, and opportunity structures as predictors. The model was evaluated in two studies using a sample of managers from a public sector organization, and a sample of British employees from the general workforce. The results demonstrated the need for gender‐specific models, as the paths to career success vary between the sexes. The importance attached to specific predictors of career success varied between men and women. Job‐specific attributes influenced more the career success of men; whereas women's achievements were obtained more through job‐relevant merits, career‐move decisions and organizational and occupational opportunities' structures. The results and their implications for future studies of career success are discussed.
Sex similarity, quality of the employment interview and recruiters' evaluation of actual applicants
Authors: Graves Laura M. , Powell Gary N.
Published: August 2011

Using structural equation modelling, the present study examined the effect of sex similarity on interviewers' evaluations of actual applicants and assessed whether interview quality mediated this effect. It was hypothesized that sex similarity would positively affect interview quality, which, in turn, would affect interview outcomes. Interviewers were expected to view interactions with same‐sex applicants as higher in quality than interactions with opposite‐sex applicants. As a result, same‐sex applicants were expected to receive more favourable outcomes than opposite‐sex applicants. Analysis of data from 680 interviews provided partial support for this hypothesis. Sex similarity did not affect male recruiters' perceptions of interview quality or evaluations of applicants. However, as hypothesized, female recruiters reported better interview experiences with female applicants than male applicants and, in turn, evaluated them more favourably. Gender differences in recruiters' communication styles, social identification processes, and reactions to organizational equal opportunity policies are offered as possible explanations for the disparate results for male and female recruiters.
‘Shared job strain’: A new approach for assessing the validity of job stress measurements
Authors: Semmer Norbert , Zapf Dieter , Greif Siegfried
Published: August 2011

While problems of self‐report measures of work stress have long been recognized, those of more ‘objective’ measures are often underestimated. Combining both in structural equation models yields more valid estimates, yet correlations with indicators of well‐being or strain rarely exceed .30. To decide whether this is due to insufficient validity of instruments or to the multi‐causal aetiology of well‐being, the concept of ‘shared job strain’ is introduced. This is a latent variable, with individual symptoms of strain of two workers holding the same job as indicators. Thus, it represents the strain that these two workers have in common, while truly individual variance is removed. It should, therefore, show much higher correlations with job stressors than do individual symptoms of strain. To estimate stressors, self‐reports of the two workers and of two independent observers are used as indicators. Four stressors explained two‐thirds of the variance in ‘shared job strain’. It is concluded (a) that estimating latent job stressors on the basis of self‐report and observer indicators yields highly valid measurement and (b) that the substantive argument is supported. There probably is an upper limit of 15 to 20 per cent variance in total strain symptoms that can be explained by job stressors.
Intent to leave and absenteeism as reactions to perceived inequity: The role of psychological and social constraints
Authors: VAN Yperen Nico W. , Hagedoorn Mariët , Geurts Sabine A. E.
Published: August 2011

This study shows that (1) the perception of inequity is related to intentions to withdraw, i.e. the intent to report sick and the intent to leave, and to actual absence behaviour; (2) deprived employees were less likely to leave the organization when they felt involved in their jobs; (3) deprived employees who perceived an intolerant group absence norm were less apt to report sick.
Personality and job competences: A comment on the Robertson & Kinder (1993) study
Authors: Salgado Jesús F.
Published: August 2011

Robertson & Kinder (1993) carried out an exploration of the criterion‐related validity of some personality variables as measured by the Occupational Personality Questionnaire. Using meta‐analytic integrations of validity coefficients, they suggested that in some circumstances personality measures can fail as predictors of job performance. Although their estimation of the average validity for each criterion area is correct, their estimation of sampling error is based on a computational error. The error influenced the estimation of the residual variance and the 90 per cent credibility values. A reanalysis using the data reported by Robertson & Kinder shows that, against the Robertson & Kinder conclusions, the OPQ generalizes its validity for 11 criterion areas and the lower boundary of the credibility values are substantially far from zero in all cases, except for the energy area. If the Robertson & Kinder findings are taken together with those of this reanalysis, the results offer support for the criterion‐related validity of personality variables.
What factors are associated with the outcome of individual‐focused worksite stress management interventions?
Authors: Bunce David
Published: August 2011

There is a need to understand more of the factors governing the effectiveness of individual‐focused stress management interventions in the workplace. This article examines research contrasting different approaches to stress management. It is argued that due to design and methodological limitations in the majority of studies, a new generation of research is required which (a) delineates clearly between interventions of differing technical content; (b) includes session process measures to help distinguish the degree of outcome variance associated with specific and non‐specific factors; (c) focuses on the moderators of change enabling greater understanding of the circumstances in which a particular stress management intervention is appropriate; and, (d) examines the mediators of change thereby increasing our understanding of the psychological mechanisms underpinning outcome change. A framework is proposed to help guide future research into these issues.
Transactional versus transformational leadership: An analysis of the MLQ
Authors: Den Hartog Deanne N. , VAN Muijen Jaap J. , Koopman Paul L.
Published: August 2011

A questionnaire used often to measure transformational, transactional and laissez‐faire leadership is the Multifactor Leadership Questionnaire developed by Bass (Bass & Avolio, 1989). This study aims to test the factor structure of the MLQ as developed by Bass & Avolio. The MLQ‐8Y was analysed using data collected in Dutch organizations. Seven hundred employees from eight organizations rated their leader's behaviour with the MLQ. First, an indication of the internal consistency of the scales developed by Bass is reported. The results of subsequent factor analyses show that the three types of leadership can be found in the data; however, the scales found here are slightly different from Bass' scales. Especially, the transactional and laissez‐faire scales have been altered on theoretical and empirical grounds. The adapted version of the MLQ covers the domain with fewer items.
Generalizable biodata? An application to the vocational interests of managers
Authors: Wilkinson Larry J.
Published: August 2011

Despite having a good record as a predictor of job performance, biodata is seldom used for the selection of managers. Its infrequent use can be explained in part by noting that traditional biodata prediction models of job performance, developed in one context, do not readily transport into different ones. Organizations wishing to use biodata must first develop and validate such an instrument. As this is only feasible for large organizations, an alternative approach is to develop biodata instruments to predict specific attributes of a person. Such instruments will be more generalizable than those developed to predict a person's job performance.

This approach was tested by developing biodata models to predict vocational interest (as measured bv Holland's Self Directed Search—SDS) of a group of likely applicants for managerial jobs. Following factor analysis of the biodata, regression models were developed to predict individuals' scores on the six SDS scales. The models developed predict the criteria well. The findings indicate that biodata is a good predictor of vocational interest of individuals irrespective of their job or organization.
Assessor type, number of distinguishable dimension categories, and assessment centre construct validity
Authors: Sagie Abraham , Magnezy Rachela
Published: August 2011

Overall previous research has found assessment centres to have low construct validity. Criticism of the analytical procedures used in such research have stimulated a re‐evaluation of this issue. In the present study we have examined two variables whose influence on assessment centre construct validity has been neglected. These variables are assessor type (or profession, i.e. psychologist or manager) and the number of distinguishable dimension categories required to adequately represent the ratings. Using Marsh's (1989) approach to confirmatory factor analysis for the assessment centre ratings, we have found that two different models fit the psychologist and manager data. While all the predetermined dimensions were reflected in the psychologists' ratings (i.e. high construct validity), only two broad dimension categories: performance skills and interpersonal skills, accounted for the managers' ratings. Theoretical and practical implications of the findings are discussed.
The relationship of anticipation to newcomer socialization processes and outcomes: A pilot study
Authors: Holton Elwood F. , Russell Craig J.
Published: August 2011

The construct of new employee anticipation was explored within a model of newcomer socialization. Measures of anticipation, socialization processes and outcomes obtained from new college graduates one year after graduation (N = 378) suggested low‐anticipation newcomers report lower job satisfaction, commitment, work motivation, job involvement and psychological success. Graduates who anticipated their jobs perceived organizations as being more receptive to them, jobs as more challenging, greater control over their work, more influence on the organization, and understood the culture better. In addition, graduates who had not anticipated their current jobs reported lower levels of satisfaction with the transition, greater stress and more difficulty with the transition. Implications for socialization research and human resource systems are discussed.
Team roles and team performance: Is there ‘really’ a link?
Authors: Senior Barbara
Published: August 2011

Belbin's (1981, 1993) team role theories are evaluated in terms of the claim that high team performance is associated with teams which are balanced in terms of the team roles represented amongst team members. Eleven teams from a mixture of private and public organizations were surveyed to test the proposition that a balanced team will be a high performing team and vice versa. Issues of measurement of team balance and team performance are addressed. The research is believed to be unique in including a number of criteria for team role balance rather than the single, simplistic measure frequently used. An innovative measure of team performance is used. The results of the investigation give some support to the link Belbin makes between team role balance and team performance. These are discussed in the light of the paucity of rigorous research in this area to date.
The influence of training on perceptions of recruiters' interpersonal skills and effectiveness
Authors: Connerley Mary L.
Published: August 2011

In order to employ superior employees, organizations must attract and select the best applicants. One strategy for attracting better employees is to improve the quality of the recruiters that applicants meet during the job choice process. One approach for improving the quality of recruiters is training. The present study obtained data from 216 recruiters and 1571 matched applicants following employment interviews. Regression results suggest that training influenced recruiters' self‐perceptions of their interpersonal effectiveness. However, training had very little effect on applicant perceptions of recruiter effectiveness. Implications for organizational recruitment practice and future research directions are discussed.
A short note on the persistence of retest effects on aptitude scores
Authors: Burke Eugene F.
Published: August 2011

Data are presented on the gain in aptitude test scores on retest for intervals of up to five years. While the strength of the retest effect was found to differ by type of test, retest effects within test type were found to be almost constant irrespective of the interval between original and retest administrations. The implications of these gains for personnel testing are discussed.
Contributions of job content and social information on organizational commitment and job satisfaction: An exploration in a Malaysian nursing context
Authors: Pearson Cecil A. L. , Chong Jeannette
Published: August 2011

This study reports the responses of 286 nursing staff of a large Malaysian hospital. Using a path‐analytic approach it was shown that perceived information cues substantially contributed to job satisfaction, but the content task attributes were non‐significant determinants of affective responses. Path analysis also revealed that the task content properties of identity, significance and autonomy as well as the interpersonal task attribute of dealing with others were significant contributors of organization commitment. An inference of regression analyses is that cultural relativity is a central element of the task environment. Implications, from these findings, for the Malaysian health care system and multicultural work settings, in general, are discussed.
The Team Climate Inventory (TCI)—four or five factors? Testing the structure of TCI in samples of low and high complexity jobs
Authors: Kivimäki Mika , Kuk George , Elovainio Marko , Thomson Louise , Kalliomäki‐Levanto Tiina , Heikkilä Armo
Published: August 2011

Two alternative versions of the Team Climate Inventory (TCI; Anderson & West, 1994), consisting of either four or five factors, have been introduced by innovation researchers. This study compared the psychometric properties of these two versions by using data obtained from a Finnish sample of 2 265 local government employees. Exploratory factor analysis of the entire sample reproduced both the four‐ and five‐factor versions with good internal consistencies. When a distinction was made between samples with low and high job complexity, significant differences between the four‐ and five‐factor versions emerged. Exploratory factor analysis of the sample with low job complexity suggested that both factor versions obtained clear and interpretable structures. However, only the five‐factor version obtained a clear factor structure in the sample of high job complexity. Further LISREL confirmatory factor analyses of both samples suggested that the five‐factor structure provided significantly better fit to the data than the four‐factor version. In conclusion, the five‐factor version of the TCI, including subscales of vision, participative safety, task orientation, support for innovation and interaction frequency, is preferred to the four‐factor version because it is more structurally intact and less likely to be affected by job complexity.
The effects of hours of work on health: A meta‐analytic review
Authors: Sparks Kate , Cooper Cary , Fried Yitzhak , Shirom Arie
Published: August 2011

A quantitative and qualitative review of existing literature on working hours and health was carried out. Meta‐analyses were performed on 21 study samples. Results indicated small, but significant positive mean correlations between overall health symptoms, physiological and psychological health symptoms, and hours of work. Qualitative analysis of 12 other studies supported these findings of a positive relationship between hours of work and ill‐health. Different factors which may obscure the relationship between health and hours of work are discussed, together with other moderating influences. Taking these into account it is proposed that the results of the meta‐analyses together with the qualitative analysis offer support for a link between hours of work and ill‐health.
The interactive effect of role conflict and role ambiguity on job performance
Authors: Fried Yitzhak , Ben‐David Haim Ailan , Tiegs Robert B. , Avital Naftali , Yeverechyahu Uri
Published: August 2011

The interactive effect of role conflict and role ambiguity on job performance was examined in a sample from an Israeli industrial organization. The results supported the hypothesis that simultaneous increases in both role conflict and role ambiguity are associated with lower levels of job performance. Implications of the results and suggestions for future studies are discussed.
The relationship between individual personality orientation and executive leadership behaviour
Authors: Church Allan H. , Waclawski Janine
Published: August 2011

The following study was undertaken to explore the link between individual differences in personality orientation and subsequent leadership behaviours in the workplace. More specifically, relationships among two measures of personality and one measure of transformational–transactional leadership style were investigated using data collected from 253 senior executives (and their direct reports) from a highly diversified global corporation. After an initial examination of the personality variables using a correlational approach, a k‐means cluster analysis was used to generate four distinct ‘groups’ based on the mean personality orientation or style exhibited. These groups were labelled accordingly in order to reflect the dispositional characteristics among each cluster of executives: (1) innovators for change or inventors; (2) analytical coordinators or managers; (3) organized pragmatists or implementors; and (4) enthusiastic idealists or motivators. Subsequent ANOVA models using these cluster groups yielded significant differences with respect to the perceptions of both executives and their direct reports of their leadership behaviour. In general, inventors and motivators were found to be more transformational in their leadership style than managers and implementors. These results are discussed in terms of the characteristics of each personality cluster and their respective linkages to the leadership behaviours observed by self and others.
A comparison of assessor and self dimension ratings in an advanced management assessment centre
Authors: Clapham Maria M.
Published: August 2011

The relationships between assessor and self‐ratings of assessment centre dimensions were analysed. Participants were 167 candidates from an advanced management assessment programme. Assessor and self‐ratings showed significantly different means and low correlations. Overall assessment ratings, cognitive ability and gender did not moderate these relationships. Furthermore, self‐ratings were not strong predictors of overall assessment ratings. Despite the discrepancies between assessor and self‐ratings, these ratings had very similar factor structures.
Equivalence and predictive validity of paper‐and‐pencil and computerized adaptive formats of the Differential Aptitude Tests
Authors: Alkhadher Othman , Clarke David D. , Anderson Neil
Published: August 2011

This study evaluated two main issues associated with the use of computerized adaptive tests (CATs) for selection and assessment. The first was the equivalence of paper‐and‐pencil (P&P) and CAT formats of the Differential Aptitude Tests (DAT). The second was the assessment of the predictive utility of CATs to forecast training programme performance. Three DAT subtests were used: numerical ability (NA), abstract reasoning (AR) and mechanical reasoning (MR). A total of 122 refinery operator trainees (aged 18 to 20 years) took part in the study. The trainees were randomly assigned to two groups. The first group took the P&P format first, then the CAT format. The second group took the formats in reverse order. The study showed equivalence between the two modes for the AR and MR tests, but not for the NA test. Significant positive relationships were found between the NA and MR tests and the overall evaluation of trainee performance (range r = .27 to r = .41). However, this result was not found with the AR test. The CAT format displayed a marginally higher correlation with trainee performance than its P&P counterpart. The study also showed that high school performance is a valid and important predictor of training performance (r = .41).