bluuebunny/crossref_metadata_2025 huggingface dataset:
Occupational stress, clinical treatment and changes in job perceptions
Authors: Firth‐Cozens Jenny , Hardy Gillian E.
Published: August 2011

As part of a larger study looking at the processes and outcomes of psychological treatments for white‐collar workers suffering from stress at work, changes in job perceptions and symptoms which took place over the course of psychotherapy were assessed in order to explore the relationship over time between changes in clinical state and changes in job perceptions.

Following psychological treatment, clients showed both a reduction in symptomatology and anxiety, and viewed their jobs more positively. Moreover, there were significant relationships between changes in symptom levels and changes in job satisfaction and in attitudes towards opportunity for control, skill use, feeling valued and interpersonal contact. Other attitude change, such as perceptions of variety and clarity in the job, showed little relationship with clinical improvement. This suggests that while some job perceptions may be related to the levels of stress or clinical symptoms suffered by individuals, other perceptions are more independent and are likely to reflect the influence of organizations on individual health. This supports the need for stress management to be targeted at both the individual and organizational level.
Modelling the innovation process: An empirical comparison of approaches
Authors: King Nigel
Published: August 2011

Research into the innovation process requires models of the process which accurately describe, and can reliably be applied to, real examples of innovation in organizations. In this paper two models are compared empirically in terms of reliability and accuracy. The first (Zaltman, Duncan & Holbek, 1973) follows the traditional approach of depicting the process in a series of discrete stages. The second (Schroeder, Van de Ven, Scudder & Polley, 1989) shows the process to be more fluid, without a fixed sequence of stages. The models are applied to case histories of seven innovations observed in a longitudinal study of a hospital ward. Inter‐rater reliability is higher for Schroeder's model, while overall support across raters tends to be stronger for the individual stages of Zaltman's model. However, there are problems with the sequence of stages in the latter model. Future research should aim to develop empirically‐grounded models based on a wide range of different innovations.
The effects of extrinsic rewards in intrinsic motivation: A meta‐analysis
Authors: Wiersma Uco J.
Published: August 2011

Whereas some studies have shown that contingently applied extrinsic rewards decrease intrinsic motivation created by an interesting task, an equal number of studies have failed to support this phenomenon, known as the overjustification effect. Research studies from work and organizational psychology journals were categorized according to whether intrinsic motivation had been measured via free‐time or task performance measures. Results of a meta‐analysis, testing for a moderator effect, show that support for the overjustification effect occurs only when intrinsic motivation is operationalized as task behaviour during a free‐time measure. In contrast, task performance measures indicate that the effects of intrinsic and extrinsic rewards on motivation are additive. The advantages and disadvantages of different operationalizations of the intrinsic motivation construct are discussed.
Effects of group‐level and individual‐level variation in leader behaviours on subordinate attitudes and performance
Authors: Williams Margaret L. , Podsakoff Philip M. , Huber Vandra
Published: August 2011

This study compared two contrasting approaches to leadership, average leadership style and the dyadic approach, by examining the relationships between leader reward and punishment behaviours and subordinate satisfaction with supervision, role ambiguity, organizational commitment, and performance. Data collected from 369 nursing home employees from 37 different work groups were analysed using a sequential data‐analytic strategy. First, the appropriate level of analysis (group or individual) was assessed using within and between analysis. Second, in the appropriate situations, the relative contributions of both group and individual leader behaviour measures to explaining variance in subordinate attitudes and performance were examined using a regression procedure. Results indicated that for the majority of relationships individual ratings of leader behaviours (which represented the dyadic approach to leadership) played a larger role than group ratings (which represented the average leadership style approach) in explaining subordinate attitudes. This pattern was also true of performance. These findings were examined in the context of past research.
Agreement between subordinate and superior ratings of supervisory performance and effects on self and subordinate job satisfaction
Authors: Riggio Ronald E. , Cole Emmet J.
Published: August 2011

This study investigated the agreement between superior and subordinate performance ratings and the correlations between these performance ratings and standardized measures of job satisfaction. Subjects were 261 members of the fire service, representing three ranks in the organizational hierarchy: chiefs (N = 12), captains (N = 76), and firefighters (N = 173). Subjects completed performance ratings of both their superiors and subordinates, and standardized measures of job satisfaction. Results indicated significant agreement between superior (chief) and subordinate (firefighter) ratings of captains' performance. These performance ratings were also positively correlated with both subordinate (firefighter) and supervisor (captain) job satisfaction, particularly satisfaction with supervisors and with co‐workers.
Book review
Authors: COOPEY JOHN
Published: August 2011

Book reviewed in this article:

Creative Management. Edited by Jane Henry.
Are the effects of careers guidance worth having? Changes in practice and outcomes
Authors: Kidd Jennifer M. , Killeen John
Published: August 2011

The evaluation of careers guidance for young people prior to their entry to the world of work has progressed through two phases. Each phase is associated with changes in guidance practice and changes in the nature of the underlying theories of occupational choice and career development. When the aim of guidance was to make recommendations to young people, evaluators used career outcomes as criteria by which to assess effectiveness. In the evaluation of developmental guidance interventions, however, learning outcomes are more appropriate. Most reviewers judge the effectiveness of these interventions to be only modest, but we suggest that when the realism of goals for the intervention, the appropriateness of criterion measures and client/treatment interactions are taken into account, the magnitude of effects may be greater than this. It is argued that evaluation needs to enter a third phase, in line with changes in labour market institutions, career patterns and consequent changes in the aims of guidance and a shift towards more dynamic, interactionist explanations of career development. The range of learning outcomes should, therefore, be elaborated to include the ‘process' skills necessary for effective career management.
Self‐ratings and supervisor ratings of graduate employees' competences during early career
Authors: Arnold John , Davey Kate Mackenzie
Published: August 2011

Self‐ratings and supervisor perceptions of employee work competences are likely to have substantial effects on work performance, supervisor–subordinate relationships and perceptions of training needs. Yet little is known about how people in early career view their competences; whether their supervisors share their views; or whether ratings of competences vary between organizations and/or with tenure. This paper draws on the self‐assessment and other literatures to identify seven questions which are then addressed using ratings on five competence dimensions from 784 graduates and 531 managers of graduates in eight UK‐based organizations. As predicted, mean ratings differed between competence dimensions and organizations, and self‐ratings were higher than manager ratings. The magnitude of the discrepancy between graduates and managers varied between competence dimensions, but not between organizations. Self‐ratings did not generally increase with tenure. The implications of the results for graduate career development are discussed, with particular reference to organizational practices for fostering feelings of competence, and the role of the supervisor in such practices.
Expectancy‐value theory and unemployment effects
Authors: Feather N. T.
Published: August 2011

This article describes how expectancy‐value theory can be applied to the analysis of two key topics in unemployment research, the impact of unemployment on psychological well‐being and job‐seeking behaviour. The main concepts used in the expectancy‐value theory are summarized and the theoretical framework is then related to the two topics and illustrated with research examples. The approach is seen to be more directly applicable to job‐seeking behaviour than to psychological well‐being, although it may also clarify the latter topic given additional assumptions. It is concluded that expectancy‐value theory is one of a number of possible approaches whose application could provide new ways of examining unemployment effects. It needs to be supplemented by other approaches from industrial/organizational psychology, from general psychology, and from other social sciences.
The role of income, life‐style deprivation and financial strain in mediating the impact of unemployment on psychological distress: Evidence from the Republic of Ireland
Authors: Whelan Christopher T.
Published: August 2011

Despite much research on the relationship between unemployment and mental health, consideration of the relationship between economic and psychological problems remains remarkedly rare.

Available evidence suggests that income affects psychological well‐being indirectly via subjectively appraised financial strain.

This paper presents an analysis of the relationships between measures of household income and resources, subjectively appraised financial strain and psychological distress drawing on a nationally representative sample of 3294 households in the Republic of Ireland.

Our analysis demonstrates that objectively assessed exclusion from customary lifestyles, involving deprivation of socially defined necessities, is associated with increased psychological distress.
Subordinate–manager communication in different sex dyads: Consequences for job satisfaction
Authors: Callan Victor J.
Published: August 2011

The study examined how male and female managers, and their male and female subordinates, perceive the nature of their communication with each other, and the consequences of these perceptions upon the subordinates' levels of job satisfaction. A total of 273 middle managers, and one of their subordinates, completed a structured questionnaire that investigated their communication with each other in terms of frequency and initiation (quantity), levels of recognition and self‐disclosure (quality), and levels of dominance by managers. Across dyads, managers did not differ in their perceptions of their communication with their subordinates, generally believing that they communicated more often and with more recognition than subordinates. Some of the largest differences in perceptions occurred with task‐oriented female managers and their subordinates. Female subordinates who had male or female managers judged fewer opportunities for communication with their managers, and less recognition of their opinions and opportunities for self‐disclosure. Where regression analyses were significant, subordinates with higher levels of job satisfaction reported more communication and a higher quality of communication with their managers. Congruence scores based on subordinates' and managers' reports about their communication with each other were not strong predictors of subordinate job satisfaction.
Contrasting subjective and objective criteria as determinants of perceived career success: A longitudinal study
Authors: Poole Millicent E. , Langan‐Fox Janice , Omodei Mary
Published: August 2011

The present study seeks to draw together the scattered literature on perceived career success and to develop a theoretical framework which concerns 'striving to know and feel good about oneself as a primary goal of adult life. Results of a longitudinal study of perceived career success involving some 3000 subjects are presented. A LISREL analysis was performed on model variables contrasting the importance of two aspects of Raynor's theory of personality functioning and change (1982), subjective and objective criteria in determining the dependent variable ‘perceived success’. It was hypothesized that subjective criteria, for example being satisfied in one's job, would be a more important determinant of perceived success than objective criteria such as attainment. The parameter estimates which were obtained supported the overall thrust of the hypothesized model. However, support was not found for a number of hypothesized relationships, such as sizable effects of external constraints on subjective and objective factors and the effects of attainment on work satisfaction. The results are discussed in terms of the sample of men and women used in the study and in terms of further development of a career success theory.
Relationships between career motivation, empowerment and support for career development
Authors: London Manuel
Published: August 2011

This paper examines relationships between empowerment, supervisor's support for career development and components of career motivation: career resilience, career insight and career identity. In Study 1, self‐ratings of career insight and identity from 183 employees were positively related to supervisor ratings of the degree to which the subordinate is empowered and receives support for career development. Self‐ratings of empowerment and support for career development were related to supervisor ratings on all three career motivation variables. Study 2 collected supervisor and self‐ratings of the same variables for another sample of 59 employees at two points in time with a 3½‐month interval to examine the test–retest reliability of the measures and further study their interrelationships. The results supported the test–retest reliability of the measures, indicated that career identity may be composed of two independent dimensions, work identity and organization identity, and suggested that individuals who are higher on organizational identity are those who are rated lower on empowerment by their supervisors. The discussion considers directions for research on variables that affect perceptions of empowerment, support for career development and career motivation.
Estimating sex‐related bias in job evaluation
Authors: De Corte Wilfried
Published: August 2011

The paper presents a method for estimating sex bias related to the quantification and weighting of compensatory factors. The method derives from the rational demarcation of the admissible ways in which the factor anchors and, hence, the raw factor scores may be quantified and aggregated to a global worth score. The demarcation process, called the model‐based approach to job evaluation, is illustrated on a set of 10 jobs. Also, it is shown how the approach can be extended to the calculation of a discrimination index. The significance of the procedure for the actual practice of job evaluation as well as its potential for addressing the comparable worth issue are discussed in the closing section of the paper.
Session impact in Stress Management Training
Authors: Reynolds Shirley , Taylor Emma , Shapiro David A.
Published: August 2011

Although Stress Management Training (SMT) appears to result in modest benefits for participants, it is unclear if these benefits are due to non‐specific factors or specific skills related interventions. SMT with health care staff was delivered in six weekly sessions, with each session devoted to specific tasks and goals. Using a session impact methodology developed in psychotherapy research, participants rated each session in terms of depth, smoothness, post‐session mood and 12 specific impacts, including task and interpersonal positive impacts, and problematic, negative impacts. As a validity check, SMT session ratings were compared with session ratings from psychotherapy sessions. As expected, SMT sessions resembled sessions of cognitive behavioural psychotherapy and differed from sessions of psychodynamic/interpersonal therapy. Impact ratings of SMT sessions were of three types: those which did not differ between sessions; those which appeared to reflect non‐specific and group processes—which showed a significant linear trend over time; and those which reflected specific session content where no linear trend was detected but one or more sessions differed significantly from others. As in psychotherapy research, session impact ratings are a promising method of identifying specific mechanisms of change in worksite intervention studies.
Testing the relationship of locus of control to different performance dimensions
Authors: Blau Gary
Published: August 2011

Using a sample of 146 bank tellers, this study tested the usefulness of locus of control for explaining initiative versus compliant performance. Based upon Spector's (1982) conceptual work, locus of control showed a negative relationship to initiative performance and a positive relationship to compliant performance. However, these results were only found using Spector's (1988) work locus of control measure and not with the Rotter (1966) measure. Spector's work locus of control measure also explained significant performance variance beyond controlled for individual and situational variables. Limitations of the study and suggestions for future research are discussed.
Change and stability in employment commitment
Authors: Banks Michael H. , Henry Patricia
Published: August 2011

This paper addresses the question of whether employment commitment is a stable, dispositional aspect of work attitudes or a situationally based construct. The concept was measured at two points in time, two years apart, on two large cohorts within the 15–19 age span. The situational factors were career trajectory and labour market locality. Career trajectory was grouped into five categories, according to routes between education, training and employment. Four labour market localities were studied, with varying unemployment rates and job opportunities. The hypothesis that employment commitment is stable over time was not supported, there being a significant fall over the two‐year period, despite a retest correlation of .41. Furthermore, the change was similar across the situational, gender and cohort groups. There were, in addition, significant effects of career trajectory and locality. Results are discussed in the context of the dispositional versus situational debate, and in relation to the origins of work attitudes.
Personality and job competences: The criterion‐related validity of some personality variables
Authors: Robertson Ivan T. , Kinder Andrew
Published: August 2011

Using a set of 20 validation studies involving the Occupational Personality Questionnaire (OPQ), the criterion‐related validity of some personality variables was explored. Twelve criterion areas were developed and practitioners were asked to indicate their hypotheses about the predictive value of each personality scale for each criterion area. Meta‐analysis techniques were then used to cumulate the results of the studies and to assess criterion‐related validity. Three different meta‐analysis procedures were used: (i) an average scale method, which estimated the average validity of the relevant scales for each criterion area; (ii) a composite scale method, which estimated the validity of a single composite personality variable constructed by combining the scores for the relevant scales in each criterion area; and (iii) an incremental method, which estimated the validity for personality scales after ability scores had been correlated with the criteria. On average the results showed mean sample size‐weighted validity coefficients of around .20 for the personality variables, with higher values (up to .33) for criteria such as creativity, analysis and judgement; they also revealed very little overlap between the criterion variance correlated with ability and that associated with personality, with estimates of validity derived from the incremental meta‐analysis similar in magnitude to those from the methods using personality alone.
Coping with job stress: Which strategies work best?
Authors: Koeske Gary F. , Kirk Stuart A. , Koeske Randi D.
Published: August 2011

In a four‐wave panel study the coping styles of case managers hired to work with seriously and persistently mentally ill clients were measured at entry to the job. Workers' degree of stress, strain and negative consequences, such as burnout, job dissatisfaction, physical symptoms, intention to quit and life dissatisfaction, were assessed at subsequent time periods (three, 12 and/or 18 months later). Depending on time period and outcome variable studied, the effect of coping was examined in between 39 and 51 workers. The results showed that control‐oriented coping strategies clearly acted as work stress buffers, and that those who relied exclusively on avoidance coping strategies reported higher general levels of negative consequences three months later. Implications were discussed for (a) the measurement of coping, (b) conceptions of coping styles and flexibility, and (c) programmes for assisting workers to deal with burnout arising from challenging work environments.
Rater perceptions, satisfaction and performance ratings
Authors: Ostroff Cheri
Published: August 2011

This study investigated relationships between raters' perceptions of the purpose of rating (as opposed to objective purpose), norms about the rating process, satisfaction and rating outcomes. Sixty‐four managers of 340 employees completed a survey of perceptions of purpose, norms and satisfaction. Performance rating data for subordinates of these managers were culled from files. Results indicated that raters' perceptions and satisfaction were significantly related to halo, leniency and range restriction in ratings. Implications of these findings are discussed.
Variables affecting leniency, halo and validity of self‐appraisal
Authors: Fox Shaul , Caspy Tamir , Reisler Avner
Published: August 2011

Three experimental manipulations were examined for altering leniency, halo and concurrent validity of self‐ratings: (a) cautionary instructions regarding cross‐checking of self‐evaluations, (b) inclusion of dimensions less relevant to the immediate assessment setting, and (c) the use of positively toned, unbalanced scales. A sample of 275 Israeli police officers rated themselves at the end of an assessment centre designed to assess supervisory potential. Rating forms contained 12 dimensions of high and low relevance to promotion potential. Half of the subjects were prewarned that their ratings would be matched with other data. In an overlapping manipulation, half rated themselves on conventional balanced scales while the other half were given positively toned, unbalanced scales. It was found that leniency and halo were reduced by unbalanced scales and the introduction of less relevant dimensions, but not affected by cautionary instructions. These decreases in bias were accompanied by increased convergent validity (vis‐à‐vis peer and supervisory ratings) in the case of unbalanced scales. Discussion focuses on the role of self‐enhancement motives in leniency effects, as well as the relation between bias and validity. Practical suggestions for improving self‐rating procedures are offered.
Congruence of self and subordinate ratings of managerial practices as a correlate of supervisor evaluation
Authors: Furnham Adrian , Stringfield Paul
Published: August 2011

Just under 400 Chinese and Caucasian managers rated their own managerial behaviour on 30 dimensions that made up six internally consistent behavioural criteria. Likewise between three and five of their directly reporting subordinates completed the same rating form on each manager. These self and subordinate ratings, as well as a measure of congruence between them, were compared to the various standardized and validated ratings of the self‐same managers by their superiors on slightly different, but equally psychometrized, measures. The results showed various significant positive correlations of self and subordinate ratings, few between self and superior, and many between subordinate and superior. In other words there was greater similarity between subordinates and superiors than between self‐ratings with either. There were few significant cross‐cultural differences between the two groups. Regression analysis suggested that the best predictors of the overall supervisor rating was a main effect of a subordinate rating of innovation and two cross‐product ‘congruency’ scores relating to motivating staff and commitment. This study partly replicated the finding of Bass & Yammarino (1991), who established that congruence of self and subordinate ratings was related to successful performance.
On the questionable soundness of factoring ipsative data: A response to Saville & Willson (1991)
Authors: Cornwell John M. , Dunlap William P.
Published: August 2011

Saville & Willson (1991), in this journal, concluded, contrary to many researchers and methodologists, that ipsative scales can be soundly factored and can be viewed as equally valid alternatives to normative scales. We present evidence based on analysis of theoretical and actual data to demonstrate that ipsative scales, although sometimes highly correlated with their normative counterparts, cannot be factored and, when factored, result in predictable factor loading patterns not related to their normative counterparts' factor patterns, and, consequently, will result in invalid factor interpretations. An example is presented where ipsative scores are appropriately and successfully analysed using multinomial statistical techniques. These techniques are more appropriate for ipsative data because ipsative scores contain only categorical information across individuals.
The measurement of equity sensitivity
Authors: King Wesley C. , Miles Edward W.
Published: August 2011

The Equity Sensitivity Instrument (ESI) was developed to measure equity sensitivity, an equity theory individual difference variable. This paper presents evidence from five samples (N = 2399) supporting the validity of the construct and the ESI as its measurement. Correlations between equity sensitivity and gender, age, education level, social desirability, self‐esteem, locus of control, Machiavellianism, pro‐Protestant and non‐Protestant work ethic, input‐outcome orientation, exchange ideology, altruism, organizational commitment, job satisfaction, supervisor satisfaction, propensity to turnover and perceptions of pay justice are presented. Results suggest that equity sensitivity is unique from these other constructs and that the ESI is discriminantly and convergently valid.
Opportunity for skill use, job changing and unemployment as predictors of psychological well‐being amongst graduates in early career
Authors: Arnold John
Published: August 2011

The construct of opportunity for skill use (Warr, 1987) is examined, and two aspects of it are operationalized: the level of skill requirement of the job, and congruence between one's own skills and the skill requirements of the job. Associations with three measures of psychological well‐being of (1) the two aspects of opportunity for skill use; (2) rate of job and employer change since graduation; and (3) experience of unemployment since graduation, are investigated. Longitudinal data were collected from 168 university graduates during their undergraduate studies and again 5–6 years after graduation. All were in full‐time employment on the latter occasion. Contrary to prediction, skill requirements of the job predicted only one of the three aspects of well‐being, and the interaction between skill requirements and self‐rated skills (an operationalization of congruence) predicted none. Length of time in involuntary unemployment and frequency of job changing since graduation were associated with well‐being 5–6 years after graduation, though only when undergraduate well‐being was not statistically controlled. The measurement and utility of the construct of opportunity for skill use in relatively privileged samples is discussed.
Work‐role transitions: A longitudinal examination of the Nicholson model
Authors: Ashforth Blake E. , Saks Alan M.
Published: August 2011

Work‐role transitions theory (Nicholson, 1984) maintains that entry into a new role induces personal and/or role development. Personal development is argued to be a function of role novelty and the newcomer's desire for feedback, while role development is argued to be a function of role discretion and desire for control. Utilizing self‐report data from business school graduates after four months (N = 295) and 10 months (N = 223) on the job, we found only mixed support for the model. We argue that the model can be enriched by considering newcomer desires that are directly aroused by situational‐specific cues, by considering personal and role development as interacting rather than independent processes, by considering the valence of certain personal and role developments, and by considering the influence of social referents on role transitions.
Effect of unemployment on school leavers' self‐esteem
Authors: Dooley David , Prause JoAnn
Published: August 2011

Young people who do not go to college after high school face much higher unemployment rates than adults, and their failure to find satisfactory employment may impede the growth of self‐esteem at a crucial developmental stage. The effect of unemployment was studied in a subsample from the National Longitudinal Survey of Youth whose self‐esteem was measured in 1980 while still in school and again in 1987. Unemployment and unsatisfactory employment in 1987 were both negatively related to self‐esteem in 1987. All groups showed increases in self‐esteem between interviews, but those satisfactorily employed gained most. In a different analysis, the percentage of time unemployed since leaving school was also negatively related to self‐esteem. Although percentage of time unemployed did not add any explanatory power to the prediction of 1987 self‐esteem by 1987 unemployment, it may operate indirectly on self‐esteem via 1987 employment status.
The institutional environment and managerial innovations: A qualitative study of selected Nigerian firms
Authors: Munene J. C.
Published: August 2011

This was an exploratory study in which we examined managerial innovations in Nigeria. We interviewed 60 managers in 30 private and public organizations selected on the basis of having innovated in the two years before the study. We found a total of 104 entrepreneurial (20 per cent), technological (40 per cent) and administrative (37 per cent) innovations. The entrepreneurial innovations were significantly less because the institutional environment was characterized by entry as well as exit barriers. These included dependency and isolation from Western technology, political patronage and a high level of moral hazard. These barriers made innovations a costly and expensive venture into which organizations entered reluctantly so that the bulk of innovations were of the type that consolidated existing ventures or prevented their demise. To ensure success and to minimize risks, consultants were often called to advise on targeted innovations. This increased the costs still further. To justify costs, innovations were often perceived as image maintaining.
Development and construct validation of a career entrenchment measure
Authors: Carson Kerry D. , Carson Paula Phillips , Bedeian Arthur G.
Published: August 2011

The development and construct validation of a 12‐item career entrenchment measure is reported. Taking a theory‐driven approach, three dimensions comprising career entrenchment were defined: a career investments dimension reflecting accumulated investments in one's career success that would be lost or deemed worthless if one were to pursue a new career, an emotional costs dimension assessing the anticipated emotional costs associated with pursuing a new career, and a limitedness of career alternatives dimension gauging the perceived lack of available options for pursuing a new career. Using a combination of methodological procedures, these three dimensions were investigated in two pilot studies and a field test. Results support the intended measure's reliability and validity. Implications for individuals and their careers are discussed.
The impact of variability in candidate profiles on rater confidence and judgements regarding stability and job suitability
Authors: Fox Shaul , Bizman Aharon , Hoffman Michael , Oren Lior
Published: August 2011

Two studies assessed the hypothesis that heightened variability in the presentation of job candidate profiles would lead raters to judge ratees as less stable and suitable, and to feel less confident in their decision. In a simulation of recruitment for bank tellers, corporate employees were given 12 graphic profiles of candidate performance on 12 characteristics, and asked to rate candidate stability and suitability, along with feelings of confidence. Profiles reflected differing mean standings as well as degrees of between‐trait variability. In Study 1 (N = 128), it was found that variability influenced only the evaluation of stability. In Study 2 (N = 126), trait labels were removed from the profiles. Here, results indicated that variability influenced stability, suitability and confidence ratings. Discussion focused on implications of decision making in situations of inconsistency.
The effects of prior moves on job relocation stress
Authors: Martin Robin
Published: August 2011

This study examines the relationship between the number of prior moves, time living in an area and psychological reactions of employees undergoing job relocation. Relocating employees from a single organization completed questionnaires on average six weeks before and 10 weeks after their move. Results show that the greater the number of prior moves the lower was the reported stress following the move. However, the relationship between number of prior moves and well‐being also followed a quadratic trend such that those with few and those with many prior moves reported the greatest stress. Furthermore, the longer the relocator had lived in the area prior to moving, the greater was the general stress and the job‐related anxiety and depression following the move.
An evaluation of the psychometric properties of the concept 5.2 Occupational Personality Questionnaire
Authors: Barrett P. , Kline P. , Paltiel L. , Eysenck H. J.
Published: August 2011

Using three samples of applicant data, encompassing over 2300 participants, the Concept Model 5.2 Occupational Personality Questionnaire (OPQ) was examined for scale discriminability at the item, scale and factorial level. Item analysis and maximum likelihood factor analysis indicated that the OPQ questionnaire provided good, low complexity measurement on 22 out of the 31 scales. Nine exhibited poor signal‐to‐noise ratios, high item complexity indices, and insufficient number of keyed loadings on the appropriate factor. On the basis of the results below and from those reported by Matthews & Stanton (1994), it was argued that the test requires further development in conjunction with the revision of the psychological and measurement models specified as underlying its construction.
The relationship between ipsatized and normative measures of personality
Authors: Bartram D.
Published: August 2011

Recent interest in the use of ipsative personality instruments has focused on the questions of their reliability and their equivalence to normative measures (e.g. see Saville & Willson, 1991). A general expression is presented for computing the relationships between normative scales and ipsative ones derived from them, based on the number of scales and the intercorrelations between the normative scales. The results obtained from various empirical and computer generated data sets were compared with those expected on the basis of the equations and a close correspondence found.

Expressions for computing the reliability of ipsatized scales and the reliability of ipsatized scale differences were also produced and the implications of these for profile analysis are discussed. It is noted that ipsatized measures are unreliable when the number of scales is less than about 10 or when the correlations between normative scales are greater than about .30. This unreliability is increased by full ipsatization (i.e. the equating of within‐subject scale score variances) and by inequality of the variances of the normative scales from which the ipsatized scales are derived.
Attributional style as a personality factor in insurance sales performance in the UK
Authors: Corr Philip J. , Gray Jeffrey A.
Published: August 2011

The attribution of causation to favourable and unfavourable events has been implicated in both clinical disorders (e.g. depression) and achievement motivation (e.g. sports and commercial success). The aim of the present study was to examine the role of attributional style in a motivationally challenging occupation, namely financial services sales. The Seligman Attributional Style Questionnaire (SASQ) was administered to 130 experienced salespeople and found to correlate with: (a) sales (defined in monetary terms) and (b) performance ranking (within the sales force). In contrast to USA data, but confirming other results obtained in the UK, high positive attributional style (CoPos) was more important than low negative attributional style (CoNeg) in predicting successful sales performance.
Taking work home: A study of daily fluctuations in work stressors, effects on moods and impacts on marital partners
Authors: Jones Fiona , Fletcher Ben (C)
Published: August 2011

Occupational stress studies have been criticized for their excessive focus on a narrow range of stressors, and for over‐use of cross‐sectional survey designs. This study used daily questionnaires to investigate day‐to‐day influences of fluctuations in the individual's perceptions of work in a sample of full‐time working couples studied over a three‐week period. It focused on the effects of work stressors on the individual and the impact on their marital partner. Questionnaires measured daily mood, work and home stressors, and marital interactions. The study included both quantitative measures and qualitative accounts of stressful incidents during the day. This allowed a detailed investigation of the complex interrelationships between work stressors and psychological strains for both partners, taking into account home stressors and marital communication about work. Results confirmed some of the findings of previous diary studies and provide evidence of spillover effects from home to work. It failed to demonstrate unambiguous evidence of transmission of work stress.
Good health—Is it worth it? Mood states, physical well‐being, job satisfaction and absenteeism in members and non‐members of a British corporate health and fitness club
Authors: Daley Amanda J. , Parfitt Gaynor
Published: August 2011

From a public health perspective, physical activity is seen as important for disease prevention and psychological well‐being. The purpose of the present study was to (a) examine the differences between members, those on the waiting list and non‐members of a British corporate health and fitness club and (b) explore the differences between male and female employees on measures of mood states, physical well‐being, job satisfaction and absenteeism. A total of 293 head office employees from a leading British food retail company agreed to take part in the study. The results tend to suggest that members of the club have better psychological mood states and physical well‐being than non‐members. Males were also physically healthier although there were no observed significant differences between males' and females' mood states. Analyses also indicated that members were more satisfied with their jobs and demonstrated fewer days absent from work than non‐members. There were no recorded gender differences in levels of job satisfaction or absenteeism. These results are discussed with respect to the role workplace exercise clubs may have in facilitating job satisfaction, levels of absenteeism and physical and psychological well‐being.
The demands—control model of job strain: A more specific test
Authors: Wall Toby D. , Jackson Paul R. , Mullarkey Sean , Parker Sharon K.
Published: August 2011

Karasek (1979) proposed that job demands and decision latitude interact to cause psychological strain. Main effects of these job variables on strain have been often found, but the predicted interaction between them has been less consistently demonstrated. We argue that this lack of support results from inadequate specification and operationalization of the independent variables. In particular, most empirical tests of the interaction have been based on a general measure of decision latitude which encompasses a wide range of job properties including control, task variety and learning opportunities. Yet, theoretically, it is control which is the crucial factor. In this study we used more focused measures of demands and control, with a sample of 1451 manufacturing employees, and found clear evidence of the predicted interaction effect. Parallel analyses using a measure of decision latitude rather than of job control did not show an equivalent effect. It is recommended that greater attention be paid to congruence between theory and measurement.
Relationships between Holland's vocational typology, Schein's career anchors and Myers—Briggs' types
Authors: Nordvik Hilmar
Published: August 2011

The relationships between the variables measured by the Myers–Briggs Type Indicator (MBTI) and ipsative scales measuring the concepts in Holland's theory of vocational personalities and Schein's theory of career anchors were investigated by analysing data from 1063 Norwegian adults. Three bipolar factors extracted from the vocational scales were in close agreement with the diagonal dimensions of Holland's hexagon model of the vocational categories. Four factors extracted from the anchor scales were interpreted as bipolar career anchor factors. Regression analysis, using MBTI variables as independent and vocational and career anchor factors as dependent variables, showed that extraversion–introversion predicted the enterprising–investigative factor, sensing–intuition predicted the conventional–artistic factor, and thinking–feeling predicted the realistic–social factor. The Myers–Briggs variables were not distinctly related to the career anchor variables.

It is argued that the three‐factor structure of the vocational categories corresponds with Holland's hexagon model of these categories because preferential choice data tend to expand the hexagon to an octahedron.
Job level as a systemic variable in predicting the relationship between supervisory communication and job satisfaction
Authors: Miles Edward W. , Patrick Steven L. , King Wesley C.
Published: August 2011

Four dimensions of superior–subordinate communication (positive relationship communication, upward openness communication, negative relationship communication, and job‐relevant communication) were used to test a role theory explanation for the moderating effect of job level on the communication–job satisfaction relationship. Consistent with a role theory explanation for such a moderating effect, results indicated that the influence of a superior's communication on job satisfaction was significantly greater for supervisors than for hourly employees. All four communication dimensions were significant predictors of hourly employees' job satisfaction. However, while supervisors reported receiving more positive relationship and more upward openness communication, these two dimensions were not significant predictors of their job satisfaction. Implications for both research and management practice are offered.
The dynamics of behavioural response to conflict in the workplace
Authors: Martin G. E. , Bergmann Thomas J.
Published: August 2011

Interpersonal conflict is a natural outcome of human interaction. The majority of research looking at interpersonal conflict has focused on conflict styles. However, little has been learned about the dynamics of those responses when the conflict situation becomes protracted. By integrating a paradigm for data clustering from group technology, the authors have identified a small number of characteristic response sequences or paths, several moderating effects of situational variables on these paths, and specific instances in which these paths may be anticipated.
Ageing and errors in computer‐based work: An observational field study
Authors: Birdi Kamal , Pennington Janet , Zapf Dieter
Published: August 2011

The present study examined age differences in the production of errors in the context of computer‐based work. An action theory‐based error taxonomy was used as the basis for categorizing errors as functions of levels of action regulation. Based on laboratory studies of ageing and cognitive and psychophysiological processes, it was hypothesized that older workers would make significantly more errors than younger workers at higher (intellectual) and lower (sensorimotor) levels of regulation but not at the more automated intermediate (flexible action pattern) levels. To test these propositions, data from an observational field study with office workers in several firms were analysed. Correlational analyses revealed a general lack of significant age differences in the number of errors made. However, older workers made significantly more errors than younger workers at intellectual levels of regulation after controlling for work experience factors. Furthermore, stronger significant age–intellectual error relationships emerged under high levels of cognitive work demands. Significant age‐sensorimotor relationships were not found under any condition. The theoretical and practical implications of the findings are discussed.
Time structure and unemployment: A longitudinal investigation
Authors: Wanberg Connie R. , Griffiths Rich F. , Gavin Mark B.
Published: August 2011

The purpose of this study was to increase our understanding of time structure (the degree to which individuals perceive their use of time as structured and useful) among individuals who are unemployed. First, our study assessed the relationship between time structure and employment status. We found partial support for the hypothesis that unemployed individuals would have lower levels of time structure than employed individuals, and that perceived time structure would increase as individuals moved from unemployment into employment. Second, this study tested a longitudinal structural model of the relationship between time structure and mental health among our continuously unemployed participants. Our results supported a causal path from time structure (assessed two months after job loss) to mental health (assessed five months after job loss).
The concept of personal initiative: Operationalization, reliability and validity in two German samples
Authors: Frese Michael , Fay Doris , Hilburger Tanja , Leng Karena , Tag Almut
Published: August 2011

Personal initiative is conceptualized as a behavioural syndrome made up of several factors. It is important for organizational effectiveness and is one aspect of ‘contextual performance’. The construct validity of a set of interview‐ and questionnaire‐based scales for measuring initiative was ascertained in interrelated studies (two waves from a longitudinal study in East Germany [N = 543] and a cross‐sectional study in West Germany [N = 160]). As hypothesized, initiative correlated with partners' assessments, need for achievement, action orientation, problem‐focused and passive emotion‐focused coping, career planning and executing plans, but not with job satisfaction. Higher initiative existed in small‐scale entrepreneurs in the East and in those unemployed who got a job more quickly.