bluuebunny/crossref_metadata_2025 huggingface dataset:
Gender and ethnic group differences on personality scales in selection: Some British data
Authors: Ones Deniz S. , Anderson Neil
Published: February 2003

One important question concerning personality measures used in pre‐employment testing is whether different demographic groups exhibit different mean scores. The present study quantifies the magnitude of gender and ethnic group differences on three popular UK work‐related personality inventories, using British data. The tests used were the British version of the Hogan Personality Inventory (HPI), the Occupational Personality Questionnaire (OPQ), and the Business Personality Indicator (BPI). Despite a comprehensive literature search, no previous studies could be located which have focused on gender and ethnic group differences in the UK for inventories used in personnel selection. Using data from 504 participants, we found, encouragingly, that there were no large gender differences across the three inventories examined. The standard deviations of the male and female groups studied were also quite similar. Ethnic groups differences were slightly larger, but still not large enough to cause concerns over adverse impact. The results for HPI and OPQ scales pointed to somewhat larger differences between Chinese‐White means than for Black‐White means and Asian‐White means. This pattern was not observed for the BPI. There was little consistency in the constructs exhibiting different means across the groups compared. Implications for personality test use in pre‐employment testing, test construction, and adverse impact are discussed.
Asking applicants what they would do versus what they did do: A meta‐analytic comparison of situational and past behaviour employment interview questions
Authors: Taylor Paul J. , Small Bruce
Published: February 2003

Criterion‐related validities and inter‐rater reliabilities for structured employment interview studies using situational questions (e.g. “Assume that you were faced with the following situation … what would you do?”) were compared meta‐analytically with studies using past behaviour questions (e.g. “Can you think of a time when … what did you do?”). Validities and reliabilities were further analysed in terms of whether descriptively‐anchored rating scales were used to judge interviewees' answers, and validities for each question type were also assessed across three levels of job complexity.

While both question formats yielded high validity estimates, studies using past behaviour questions, when used with discriptively anchored answer rating scales, yielded a substantially higher mean validity estimate than studies using the situational question format with descriptively‐anchored answer rating scales (.63 versus .47). Question type (situational versus past behaviour) was found to moderate interview validity, after controlling for whether studies used answer rating scales. No support was found for the hypothesis that situational questions are less valid for predicting job performance in high‐complexity jobs.

Sample‐weighted mean inter‐rater reliabilities were similar for both situational and past behaviour questions, provided that descriptively‐anchored rating scales were used (.79 and .77, respectively), although they were slightly lower (.73) for past behaviour question studies lacking such rating scales.
Perceived job insecurity among dual‐earner couples: Do its antecedents vary according to gender, economic sector and the measure used?
Authors: Mauno Saijo , Kinnunen Ulla
Published: February 2003

The aim of the study was to examine the experience and the antecedent factors of job insecurity in dual‐earner couples in Finland. The data were obtained by questionnaire from a sample of 387 married or cohabiting dual‐earner couples in Spring 1999. Job insecurity was defined from three viewpoints: job uncertainty, the worry over job continuity, and the probability of job‐related changes. The results showed that the experience and the antecedents of job insecurity varied according to the economic sector, gender and the scale used. Generally, perceived job insecurity was more common in the private than in the public sector. Female partners were more uncertain about their job future than male partners. Psychosocial job and organizational characteristics (e.g. low job control, poor organizational communication) were the most significant predictors of job insecurity, and personal characteristics (e.g. high job involvement, low self‐esteem) best predicted only the emotional aspects (i.e. worry) linked to job loss. Only a modest bidirectional crossover effect between partners was found. Perceived economic stress crossed over from one partner to another: if the man experienced a high degree of economic stress, his partner's job insecurity level was elevated and vice versa.
Illuminating the glass ceiling: The role of organizational culture preferences
Authors: Van Vianen Annelies E. M. , Fischer Agneta H.
Published: February 2003

We present two studies that investigated women's motives to pursue a career in top management. The central hypothesis was that masculine culture preferences are important predictors for career motives. Women were expected to have less masculine preferences than men do, which is assumed to be a determinant of their relative absence in management positions. In Study 1 (N =327), we investigated gender differences in organizational culture preferences, both in a managerial sample and a sample of non‐managerial professionals in private sector organizations. It was shown that gender differences only existed in the non‐managerial groups, with women showing less masculine culture preferences than men did. In Study 2 (N =350), we examined the effects of organizational culture preferences on the ambitions of staff employees and middle‐level managers to pursue a career at a top management level in one governmental organization. The results showed that organizational culture preferences were predictive for ambition of non‐managerial employees, but not for that of middle management employees. Overall, women were less ambitious than men, and even ambitious women perceived work‐home conflict as an important barrier to career advancement.
Loyalty to supervisor vs. organizational commitment: Relationships to employee performance in China
Authors: Chen Zhen Xiong , Tsui Anne S. , Farh Jiing‐Lih
Published: February 2003

In this research, we investigated the relationship between loyalty to supervisor and employee's in‐role and extra‐role performance in comparison with that of organizational commitment in the People's Republic of China. Two studies were conducted. In the first study, a five‐dimension loyalty to supervisor scale was developed and validated. In the second study, the relationships between loyalty to supervisor, organizational commitment and employee performance were examined. Results indicated that loyalty to supervisor was more strongly associated with both in‐role and extra‐role performance than organizational commitment. The findings are discussed in terms of their implications for future research and management practices in cross‐cultural settings.
A multifaceted validation study of Spence and Robbins' (1992) Workaholism Battery
Authors: McMillan Lynley H. W. , Brady Elizabeth C. , O'Driscoll Michael P. , Marsh Nigel V.
Published: February 2003

Workaholism, an excessive focus on work without apparent economic reason, has been conceptualized by Spence and Robbins (1992) as comprising three dimensions; Work Involvement (WI), Enjoyment (E), and Drive (D). The corresponding measure, the Workaholism Battery (WorkBAT; Spence & Robbins, 1992) is widely used in workaholism research. Cluster and factor analyses in the present study of 320 employed participants failed to confirm Spence and Robbins' three‐scale model of workaholism: only E and D were apparent (α=.85 and .75, respectively). Convergent validity was demonstrated by significant correlations between E and job satisfaction (.48), between D and intrinsic job motivation (.39) and with the Schedule for Nonadaptive and Adaptive Personality—Workaholism scale (E=.27, D=.61). Criterion validity against hours worked was weak (E=.16, D=.22, respectively). Overall, the data endorse Kanai, Wakabayashi, and Fling's (1996) elimination of the Work Involvement factor in favour of a two‐factor structure of workaholism.
Dimensionality of Cook and Wall's (1980) British Organizational Commitment Scale revisited
Authors: Mathews Brian P. , Shepherd Jeryl L.
Published: February 2003

Organizational commitment can help explain a range of human attitudes and behaviours at work and the measurement of this construct is central to explaining such organizational linkages. The purpose of this article is to re‐examine the dimensionality of Cook and Wall's (1980) British Organizational Commitment Scale (BOCS) and further to examine the extent to which it holds good in several organizational contexts. The outcomes suggest that the six‐item version (all positive) remains superior and is robust across the three organizations studied, although factor covariances and loadings differ.
The joint effects of noise, job complexity, and gender on employee sickness absence: An exploratory study across 21 organizations — the CORDIS study
Authors: Fried Yitzhak , Melamed Samuel , Ben‐David Haim A.
Published: February 2003

Using objective indicators, organizational archives, and expert ratings, we examined the joint effects of noise, job complexity and gender on employee sickness absence. The sample consisted of 802 white‐collar employees across 21 organizations in Israel. We hypothesized that noise would have the strongest positive correlation with absenteeism for female employees with high job complexity. The results supported this hypothesis. Moreover, the full regression model (including the sets of covariates, main effects terms, and interaction terms) explained a meaningful portion (34%) of the absenteeism measure. Implications of the findings and suggestions for future studies are discussed.
Issues in the dimensional structure of career entrenchment
Authors: Bedeian Arthur G.
Published: February 2003

The purpose of this note is to critique methodological aspects of G. Blau's (2001) test of the discriminant validity of the Carson, Carson, and Bedeian (1995) measure of career enhancement. Blau concluded that career entrenchment may be better represented as a two‐ rather than three‐dimensional construct. An anaysis of Blau's measurement procedures and data, however, questions this conclusion.
Development of the sales locus of control scale
Authors: Chung Yen Y. , Ding Cherng G.
Published: February 2003

The sales locus of control scale (SLCS), composed of 12 items, was developed to measure the constructs of internal, chance and powerful others. A total of 1153 Taiwan insurance and industrial salespeople were used for development and evaluation of the scale. Construct validity, validities related to 29 criteria and reliabilities were all evaluated. Results indicated that reliabilities, the construct validity and most criterion‐related validities are supported. Results also indicated that the criterion validities of the SLCS are generally better than those of locus of control scales developed by Rotter, Levenson and Spector. Moreover, situation‐specific and multi‐dimensional SLCS contains fewer items, and its validity is less attenuated by social desirability. The usefulness of the scale is also discussed.
Familiarity breeds content: The impact of exposure to change on employee openness and well‐being
Authors: Axtell Carolyn , Wall Toby , Stride Chris , Pepper Kathryn , Clegg Chris , Gardner Peter , Bolden Richard
Published: February 2003

This article describes a longitudinal study of how openness to change, job satisfaction, anxiety and depression are affected by exposure to a change situation ‐ in this case, the implementation of new technology and work practices. Measures were taken before the change was fully implemented and again several months later. Employees fell into two groups: those with high exposure to the change and those with low exposure. Longitudinal analysis revealed that greater exposure was directly related to subsequent improvements in openness to change for operational employees, but not for managers and engineers. Exposure was associated with improvements in job satisfaction and depression, irrespective of job type. The effect on job satisfaction, however, could be accounted for by the increased job complexity experienced on the new technology rather than exposure to change per se. Although the impact of exposure on depression became non‐significant after controlling for job complexity, the result was marginal. Implications of the role of exposure in the management of change are discussed.
The influence of motives and goal orientation on feedback seeking
Authors: Tuckey Michelle , Brewer Neil , Williamson Paul
Published: February 2003

This study examined the relationships between feedback seeking, goal orientation, performance and four motives which, though generally considered to underlie the feedback seeking process, have not previously been measured comprehensively. Both the likelihood and the number of instances of feedback seeking were measured in two samples (employees and students) in association with perceived or selfassessed above‐ and below‐average performance. Self‐assessed performance was a major predictor of feedback seeking; also influential were goal orientation and the goal orientation‐performance interaction. Increased feedback seeking was associated with the desire for useful information motive, and reduced feedback seeking with the ego defence and defensive impression management motives. The desire for useful information motive mediated the influence of performance‐prove goal orientation for employees, and that of a learning goal orientation for students.
Self‐assessment in a selection situation: An evaluation of different measurement approaches
Authors: Jones Lee , Fletcher Clive
Published: February 2003

The effect of measurement conditions on the psychometric properties of selfassessment was investigated in a selection context. Two experimental studies are reported which investigated the effect of format and instructions on leniency and halo. In Study 1 it was hypothesized that questionnaires based on overall descriptions of competencies and asking for examples of past behaviour would display less leniency and halo than when raters did not provide such evidence, or when the competency was broken down into its behavioural elements. The effect of social comparison instructions (SCI) was also explored. Participants were 738 candidates who applied to join a public sector organization. Contrary to predictions, it was found that questionnaires based on ‘behavioural elements’ displayed less leniency. Furthermore, an interaction between format and instructions was found; questionnaires based on behavioural elements/no SCI showed less leniency than ‘competencies/no SCI’ and ‘competencies/evidence/SCI’. No significant findings were obtained for halo. Study 2 used a subset of 224 candidates from Study 1 who attended the next stage of the selection process. It was hypothesized that unbalanced, positively toned scales would show less leniency and halo than conventional scales, as would instructions requesting a realistic self‐assessment of the individuals' strengths and weaknesses. The first hypothesis was supported. A trend towards lower leniency was observed for ‘honesty’ instructions, which failed to reach significance. Gender differences were observed such that males were significantly less lenient when dimensional questionnaires were employed (Study 1), and unbalanced questionnaires and instructions pertaining to realism (Study 2). Females' self‐assessment displayed less leniency and halo when unbalanced questionnaires were employed. Findings are discussed in terms of implications for practice.
The importance of representative design in judgment tasks: The case of résumé screening
Authors: Fritzsche Barbara A. , Brannick Michael T.
Published: February 2003

A policy capturing study was conducted to determine if résuméprofile judgments are generalizable to judgments of actual résumés. Forty recruiters judged 60 résumés or corresponding profiles on interview suitability. When profiles were judged, more variance in suitability judgments was accounted for, there was higher agreement among recruiters, the judgments were more favourable, and cue usage was different than when actual résumés were judged. Thus, inferences based on profiles were not generalizable to actual résumés. The importance of representative design and limitations of policy capturing for understanding résumé screening judgments were discussed.
Explorations of construct validity in a combined managerial and personality assessment programme
Authors: Craik Kenneth H. , Ware Aaron P. , Kamp John , O'Reilly Charles , Staw Barry , Zedeck Sheldon
Published: February 2003

A combined programme entailing separate managerial and personality assessment staffs was employed to explore the construct validity of managerial performance dimensions. For a sample of 119 MBA (Master of Business Administration) candidates, principal components analysis of mean ratings on 14 managerial performance dimensions identified a Strategic Managerial Style (SMS) (e.g. decision making, fact‐finding) and an Interpersonal Managerial Style (IMS) (e.g. oral communication, initiative). Among independent scorings for the managerial assessment procedures, performance on the in‐basket exercise best predicted SMS while performance in the leaderless group discussion best predicted IMS. Trait rankings, Adjective Check List impressions, and Q sort portraits recorded by the personality assessment staff were related to the SMS and IMS as well as to the managerial assessment staff's overall judgments of Managerial Potential (MP). Of the domains of the five‐factor model of personality dimensions, the SMS trait descriptors were most characterized by Conscientiousness and Openness, the IMS by Extraversion, Openness and low Agreeableness, and the MP by Extraversion and Openness. Implications were drawn for the relation of managerial assessment centre measures to concurrent personality measures and for alternative predictive models of career outcome criteria.
Organizational culture change: An inter‐group attributional analysis
Authors: Silvester Joanne , Anderson Neil R. , Patterson Fiona
Published: February 2003

Attempts by researchers to quantify organizational culture and culture change have been severely hindered by a lack of theoretical models to aid empirical investigation. This paper has two aims. First, a socio‐cognitive model of organizational culture is discussed which defines ‘culture’ as the product of a dynamic and collective process of ‘sense‐making’ undertaken by members of a group or organization. Second, an empirical case study is presented which uses attributional analysis to quantify the beliefs held by key stakeholder groups involved in a culture change programme within a multi‐national manufacturing organization. A total of 1230 attributional statements were coded using a modified version of the Leeds Attributional Coding System (LACS), which included four main dimensions: stable‐unstable, global‐specific, internal‐external, controllable‐uncontrollable. Results indicated considerable inter‐group differences between managers, trainers and trainees in their cognitive maps as sense‐making heuristics of this planned change process. The implications of this model and the usefulness of attributional analysis as a method for evaluating dynamic aspects of organizational culture and culture change are discussed.
The validity of collective climates
Authors: González‐Romá Vicente , Peiró José M. , Lloret Susana , Zornoza Ana
Published: February 2003

The objective of this study is to test the validity of the collective climate concept. It was expected that membership in collective climates was related to membership in the collectivities defined by departmental membership, hierarchical level, shift, job location and organizational tenure. The study sample was composed of 195 employees from a central administration agency. Using a combination of hierarchical and non‐hierarchical clustering methods, three different collective climates were obtained. The results showed that only hierarchical level was related to collective climate membership. Based on all the results obtained, the debate on the validity of collective climates is reconsidered, and research on climate formation and relevant factors in that process is emphasized.
Managerial decision making regarding alternative work arrangements
Authors: Powell Gary N. , Mainiero Lisa A.
Published: February 2003

Alternative work arrangements that offer employees flexibility in the time and place of work have been found to be both popular with employees and beneficial for organizations. However, alternative work arrangement programmes that are implemented by organizations are likely to be ineffective unless they are supported by first‐line managers. In this policy‐capturing study, participants with managerial experience responded to vignettes in which they were asked to make decisions about whether to approve various subordinates’ requests for alternative work arrangements. As a group they tended to make decisions in accordance with their own short‐term self‐interest. Requests that were expected to be more disruptive to the conduct of work (e.g. requests from subordinates who were working on more critical tasks and possessed more special skills, requests for an unpaid leave of absence over requests for varying the work site) received less favourable decisions. However, cluster analysis revealed four distinct clusters of managers who employed fundamentally different decision policies. The results suggest that organizations need to take actions to ensure equity, consistency and a long‐term orientation in managerial decisions about alternative work arrangements.
Evaluation of success criteria in job search: A process perspective
Authors: Brasher Eric E. , Chen Peter Y.
Published: February 2003

Job‐search studies possess a disturbing lack of consistency in the operationalization of search success. This prevents researchers from attaining their goal of explaining and predicting the use of job information sources and search activities. In the current study, we examined two theoretical models that depicted structural relations among nine success criteria often employed in the job‐search literature. Overall, the criteria are weakly related to each other. The findings suggest the importance of careful consideration of the meaning and process of job‐search success criteria, and that these issues should not be further overlooked.
Self‐esteem as a moderator: A comparison of global and organization‐based measures
Authors: Jex Steve M. , Elacqua Tina C.
Published: February 2003

This study examined whether self‐esteem moderates the relationship between role stressors and both psychological and physical strains. Unlike previous studies, however, both global and organization‐based self‐esteem measures were utilized. Based on previous research, it was hypothesized that moderator effects would be most prevalent using the organization‐based measure when both stressors and strains were measured from an organizational frame of reference. When both stressors and strains were not measured from an organizational frame of reference, it was felt that an organization‐based self‐esteem measure would not necessarily produce more moderator effects. Overall, results showed some support for moderator effects. However, these differed very little as a function of self‐esteem measurement. Implications for the study of self‐esteem in occupational stress research are discussed.
The effect of unemployment on mental health
Authors: Murphy Gregory C. , Athanasou James A.
Published: February 2003

Sixteen recent longitudinal studies are examined for evidence relevant to the claim that a change to one's employment status affects one's mental health. Although there were limitations to the set of studies examined, most of the studies supported this claimed relationship. Examination was then made of the size of this effect. In carrying out this examination, the set of study results were divided into two categories: (a) those addressing the question of the extent to which gaining employment impacts on mental well‐being; (b) those addressing the question of the extent to which employment loss impacts on mental health. The meta‐analyses indicated that there was a weighted effect size of .54 for the first question, and a smaller weighted effect size (.36) for the latter question.
Expectancy‐value theory and predicting future employment status in the young unemployed
Authors: Lynd‐Stevenson Robert M.
Published: February 2003

A notable feature of research designed to investigate the predictors of future employment status is the absence of any theoretical framework. The ability of expectancy‐value theory to predict future employment status was evaluated by interviewing 200 young unemployed people and measuring their employment status (unemployed, temporarily or permanently employed) 10‐12 months later. Job expectancy and job importance predicted future employment status, separated the three groups of employment status at follow‐up, and mediated the full relationship between background variables and future employment status. Overall, expectancy‐value theory appears a useful framework in which to investigate the predictors of future employment status.
Further examination of the measurement properties of Leifer & McGannon's (1986) Goal Acceptance and Goal Commitment Scales
Authors: Renn Robert W. , Danehower Carol , Swiercz Paul M. , Icenogle Marjorie L.
Published: February 2003

The factor structure and discriminant validity of the Leifer & McGannon (1986) Goal Acceptance and Goal Commitment Scales were examined with structural equation modelling and a sample of employees (N = 196) who participated in a 2‐year goal‐setting programme. Confirmatory factor analysis indicated that the Goal Acceptance and Goal Commitment Scales measured two factorially distinct constructs. Internal consistency reliabilities were .81 for the Goal Acceptance Scale and .88 for the Goal Commitment Scale. Structural equation analysis indicated that both scales related positively to performance but differentially related to participation, satisfaction with supervision and goal difficulty.
Pay procedures—what makes them fair?
Authors: Jones Foard F. , Scarpello Vida , Bergmann Thomas
Published: February 2003

Instrumental and value‐expressive models of procedural justice were the basis of a field study with 612 employees of a large county government. The purpose was to identify the standards used to assess the fairness of pay procedures, and to determine the extent to which instrumental and value‐expressive models of procedural justice explain procedural assessments. Results support the inference that both instrumental and value‐expressive evaluation standards are used for fairness judgments of pay procedures. Results also indicate that the relevance of instrumental and value‐expressive standards is dependent upon the component of the pay process being evaluated and the criterion referent.
Testing the interactive effects of outcome favourability and procedural fairness on members' reactions towards a voluntary professional organization
Authors: Ehlen Craig R. , Magner Nace R. , Welker Robert B.
Published: February 2003

Questionnaire data from 213 members of a voluntary professional organization were used to examine the interactive effects of outcome favourability and structural procedural fairness in organizational decision making on members' commitment to and resentment towards the organization. The focal interaction emerged on resentment such that members had particularly high resentment when the outcome was unfavourable and procedures were unfair. However, contrary to prior results from field studies relating to employer organizations, the interaction did not emerge on commitment. This latter finding may be attributable to the nature of the material outcomes established by voluntary professional organizations and an emphasis by members on psychological outcomes such as selfesteem.
Temporal factors in mental work: Effects of interrupted activities
Authors: Zijlstra Fred R. H. , Roe Robert A. , Leonora Anna B. , Krediet Irene
Published: February 2003

Although interruptions are daily occurring events for most working people, little research has been done on the impacts of interruptions on workers and their performance. This study examines the effects of interruptions on task performance and its regulation, as well as on workers' psychological and psychophysiological state. Two parallel experiments were carried out in the Netherlands and in Russia, using a common conceptual framework and overlapping designs. Employees with relevant work experience carried out realistic text editing tasks in a simulated office environment, while the frequency and complexity of interruptions were experimentally manipulated.

It was hypothesized that interruptions: (i) would cause a deterioration of performance; (ii) evoke strategies to partially compensate for this deterioration; (iii) affect subjects' emotions and well‐being negatively; and (iv) raise the level of effort and activation. It was also hypothesized that greater frequency and complexity of interruptions would enhance the expected effects.

The hypotheses are only partially confirmed. The results show that, contrary to what was expected, interruptions cause people to perform the main task faster while maintaining the level of quality. Participants develop strategies enabling them to deal effectively with the interruptions, while actually over‐compensating the potential performance decline. Interruptions do have a negative impact on emotion and well‐being, and lead to an increase of effort expenditure, although not to an increase in activation. Thus the improved performance is achieved at the expense of higher psychological costs. Greater complexity evoked more favourable responses among the Dutch participants and more unfavourable ones among the Russian participants. These differences are interpreted in terms of the participants' professional background.

The research demonstrates that the effects of interruptions reach beyond the execution of additional tasks and the change of work strategies. Interruptions appear to have an after‐effect, influencing the workers' subsequent readiness to perform. Detailed analysis of the activity in the interruption interval, focusing on cognitive processes during episodes of ‘change‐over’ and ‘resumption’ support this interpretation.
Logical and judgmental moderators of the criterion‐related validity of personality scales
Authors: Warr Peter
Published: February 2003

The criterion‐related validity of a personality scale depends upon both logical and judgmental factors. Degree of logical implication between individual scales and criterion behaviours was assessed in terms of independently measured conceptual concordance, which was shown to be strongly associated with measured validity in a sample of managers. It is thus essential to control for conceptual concordance when examining other possible moderators of validity. In respect of judgmental moderators, behavioural criteria rated as more observable were found to yield significantly greater validity than less observable behaviours, and conceptual concordance and criterion observability were shown to interact to determine validity. Gender differences in judgments were also found: validity of a personality scale was significantly greater when criterion‐ratings were provided by male managers of male subordinates than when male managers judged female subordinates. It is important to cite validity coefficients within specified boundary conditions, in respect of both conceptual concordance and judgmental attributes.
The role of negative affectivity in employee reactions to job characteristics: Bias effect or substantive effect?
Authors: Spector Paul E. , Fox Suzy , Van Katwyk Paul T.
Published: February 2003

The hypothesized role of the personality trait negative affectivity (NA) in employee reactions to jobs has been debated in recent years. Some researchers have argued that this dispositional variable biases self‐reports of job‐related variables, whereas others have argued that its role is substantive in that NA might affect or be affected by job variables. This study tested competing hypotheses concerning relations of two measures of NA with both incumbent and non‐incumbent measures. Results supported the substantive and not the bias hypothesis: NA correlated significantly with non‐incumbent, but not with incumbent, measures of job characteristics.
Occupational differences in the work‐strain relationship: Towards the use of situation‐specific models
Authors: Sparks Kate , Cooper Cary L.
Published: February 2003

Much of the research on the work‐strain relationship utilizes models which are narrowly focused on only a few job characteristics. These models are often global in their approach, failing to account for specific situations. Addressing these two issues, the present study investigated the influence of seven job characteristics; namely work control and six sources of work pressure, across a range of occupations, on mental and physical ill‐health. Pooled within‐group correlations were performed on data from 7099 employees from 13 occupations to clarify which of the seven job characteristics were significantly associated with both mental and physical ill‐health. Results indicated all seven variables were significantly important. Mean score and correlational analyses for each occupation revealed many differences between the groups, with some job characteristics significantly associated with mental and physical ill‐health in one occupation but not in another. It was concluded that to understand fully the work‐strain relationship, research should incorporate a greater range of variables which are specific to a particular workplace. Using more job‐specific models, encompassing a range of identified job and organizational stressors would also be more effective, practically, for interventions in the workplace to improve worker health and well‐being.
Adjusting to job relocation: Relocation preparation can reduce relocation stress
Authors: Martin Robin
Published: February 2003

This study, for the first time, examines the relationship between pre‐move relocation preparation with psychological well‐being to job relocation. Psychological reactions of 54 relocators were measured before and after their move. The greater the reported pre‐move relocation preparation the better was the relocators' post‐move mental health and job‐related contentment and enthusiasm. Furthermore, pre‐move relocation preparation was associated with reduced problems during the move and this, in turn, resulted in better post‐move adjustment.
The impact of relational demography on the quality of leader‐member exchanges and employees' work attitudes and well‐being
Authors: Epitropaki Olga , Martin Robin
Published: February 2003

This study investigated the role of differences in age, organizational tenure and gender between manager and employee as potential moderators between employees' leader‐member exchanges (LMX) and related work outcomes. The results support the interaction effect of manager‐employee organizational tenure difference with LMX and outcome variables. Employees with a high organizational tenure difference from the manager reported the worst work outcomes when they perceived LMX was of low quality, whereas when the quality of LMX was high, they reported the highest work attitudes and well‐being.
A short version of the Team Climate Inventory: Development and psychometric properties
Authors: Kivimaki Mika , Elovainio Marko
Published: February 2003

A short 14‐item version of the Team Climate Inventory (TCI; Anderson & West, 1994) was developed and tested by using two Finnish samples of social and health care personnel (N = 1494 and N = 771). The results of LISREL and other analyses provided evidence of the four‐factor structure of the short form, as well as of the internal homogeneity, reliability and normality of its scales across the two samples. Compared to the original TCI, an acceptable item coverage and predictive validity of the shortened version was demonstrated.
When things go wrong: The effect of daily work hassles on effort, exertion and negative mood
Authors: Zohar Dov
Published: February 2003

This paper discusses the effect of occupational hassles on negative mood and effort exertion. Expert ratings were used to measure the predictor variables, assignment complexity and hassles severity, whereas the dependent variables were measured with validated self‐report scales. Using pooled‐time series analysis on daily records of a sample of military jump masters (parachute trainers), it was shown that hassles severity predicted end‐of‐day mood, fatigue and subjective workload. This indicates that, despite their transient nature, daily hassles at work constitute a significant factor whose effect has been overlooked by available methods of occupational stress. Furthermore, the interaction between assignment complexity and hassles severity suggests that other variables, such as coping options for dealing with hassles, moderate the effect of hassles on behavioural and emotional outcomes. Since this effect can be explained by means of different theoretical constructs (i.e. effort exertion, cognitive appraisal and rate of progress) this poses a challenge for future research, both theoretical and applied.
Organizational climate and occupational stressors as predictors of withdrawal behaviours and injuries in nurses
Authors: Hemingway Monica A. , Smith Carlla S.
Published: February 2003

Withdrawal behaviours (defined here as turnover and absenteeism) and workrelated injuries are a significant problem in the nursing profession and are commonly attributed to the stressful nature of the job. This study examines an occupation‐specific model of the stress process in nurses in which specific organizational climate dimensions were hypothesized to affect withdrawal behaviours and injuries both directly and indirectly through the mediating effects of specific occupational stressors. Regression analyses on the responses of 252 nurses revealed direct climate‐stressor and stressor‐outcome relationships to exist, as well as an indirect climate‐outcome relationship. The findings suggest that researchers/practitioners should concentrate on developing interventions designed to affect specific stressors and their antecedents rather than focusing on generic stress reduction interventions and global measures.
Gender differences in leadership style, job stress and mental health in male ‐ and female ‐ dominated industries
Authors: Gardiner Maria , Tiggemann Marika
Published: February 2003

A number of writers have suggested that when men dominate numerically in an industry, women in that industry experience pressure to alter their leadership style, which in turn impacts on their mental health. These assertions, based largely on limited research findings and anecdotal evidence, were tested empirically. Specifically, the study investigated the impact of working in either a male‐ or female‐dominated industry on the leadership style, stress levels and mental health of 60 women and 60 men managers. As hypothesized, women and men in male‐dominated industries did not differ in interpersonal orientation, whereas in female‐dominated industries women were more interpersonally oriented than men. Consistent with predictions, women did report more pressure from their jobs than men, with women in male‐dominated industries reporting the highest level of pressure from discrimination. Although there was no overall difference between women and men's mental health, there was a difference in the pattern of relationships between leadership style and mental health. Women in male‐dominated industries reported worse mental health when they utilized an interpersonally oriented leadership style, whereas men in male‐dominated industries reported better mental health when they utilized such a leadership style. These findings suggest that both gender and the gender ratio of the industry influence leadership style, stress and mental health, and as such contribute to our understanding of the barriers to women working in senior management roles in male‐dominated industries.
Influences on the bridge employment decision among older USA workers
Authors: Weckerle Joelle R. , Shultz Kenneth S.
Published: February 2003

In this study the authors examined the four organizational and personal variables of voluntariness of retirement, flexibility, pre‐retirement planning and anticipated financial reward to determine their influence on the decision of older workers to consider early retirement, continue work, obtain bridge employment in the same job or obtain bridge employment in a different job. Participants were 2771 US workers from the Health and Retirement Study who were currently working and aged 50 years old and older. Results of a direct discriminant function analysis showed that three of the four variables‐voluntariness of retirement, anticipated financial reward and flexibility‐significantly distinguished older workers in the four retirement/employment decision categories. The implications of the results for both individuals and organizations are discussed.
Dimensions of biodata items and their relationships to item validity
Authors: Lefkowitz Joel , Gebbia Melissa I. , Balsam Tamar , Dunn Linda
Published: February 2003

Building on the work of Mael (1991), Gandy, Outerbridge, Sharf & Dye (1989) and Asher (1972), 10 attributes or dimensions of biodata items were defined operationally. The 160 items of a biodata form undergoing validation were then rated reliably on the 10 item attributes. Biodata responses and supervisory ratings were obtained for a sample of 528 clerical workers, and an empirical scoring key was developed using an option‐keying method. Degree of item validity was associated with items that were Indirect (opinions of others about the respondent) and‐to a lesser degree‐Verifiable and Job Relevant. Five of the seven indirect items concerned putative or projected assessments of personality attributes by the respondents' supervisors. Items representing Non‐controllable events at first also seemed related significantly to valid prediction; however, that was owing to the strong association between Controllability and Directness. The other six dimensions were not related to item validity, including the degree to which an item was Historical in nature, which has in the past virtually defined what is meant by a biodata item. The factor structure of dimensions for valid items was different from that of non‐valid items. Implications for the construction of biodata forms and the limitations of the study are discussed.
Predicting three levels of training outcome
Authors: Warr Peter , Allan Catriona , Birdi Kamal
Published: February 2003

In a longitudinal study of three levels of training evaluation, differentiated measures of trainees' reactions were shown to be more closely associated with learning outcomes than has been found with conventional reaction measures. However, reactions were generally unrelated to subsequent job behaviour. Both immediate and delayed learning were predicted by trainees' motivation, confidence and use of certain learning strategies and changes in job behaviour were independently predicted by transfer climate and learning confidence. It is preferable to measure training outcomes in terms of change from pre‐test to post‐test, rather than merely through attainment (post‐test only) scores; the predictors of training outcomes were shown to differ according to which indicator is used. External factors better predicted learning changes (compared to predictions of post‐test attainment) when their correlations with pre‐test values differed substantially from their correlations with post‐test scores.
Towards a better understanding of the link between participation in decision‐making and organizational citizenship behaviour: A multilevel analysis
Authors: Vanyperen Nico W. , van den Berg Agnes E. , Willering Martijn C.
Published: February 2003

In the present study, two models were tested that can improve understanding of the link between participation in decision‐making and organizational citizenship behaviour (OCB). In Model 1, it is assumed that perceived supervisory support mediates the link between participation in decision‐making and OCB. In Model 2, organizational commitment is presented as the mediator variable. The sample (N = 142) was drawn from employees from 10 departments of a medium‐sized trade company in the Netherlands. To improve the reliability of the results, the data were subjected to multilevel analyses. Because no link was observed between commitment and OCB, Model 2 was rejected. In contrast, Model 1 was supported by the data, suggesting that participation in decision‐making promotes employees' sense of supervisory support to them, which made employees more likely to reciprocate by exhibiting OCB.
Career self‐efficacy: An application of the theory of planned behaviour
Authors: Giles Melanie , Rea Avril
Published: February 2003

Given the inequitable distribution of men and women in the workplace, this study employed the theory of planned behaviour to investigate whether men are generally less willing to pursue sex‐atypical careers than women and, if so, to determine what factors help to explain their reluctance. To this end, an Ajzen & Fishbein (1980) type questionnaire was administered to 212 fifth‐form students, randomly selected from secondary schools in Ireland. Strong evidence was provided to suggest that males are much less willing than females to adopt egalitarian roles. Moreover, the present findings clearly demonstrated the importance of self‐efficacy theory in the career decision‐making process.
‘Don't ask—Please tell’: Selection privacy from two perspectives
Authors: Connerley Mary L. , Mael Fred A. , Morath Ray A.
Published: February 2003

The privacy concerns of applicants have received much attention. However, little is known about the type of information co‐workers need and desire about applicants. This research examined the issue of privacy and selection fairness from the perspectives of potential applicants and their prospective co‐workers. Results showed that employees want to know about controllable, negative and interpersonal items concerning applicants. Also, items seen as most invasive by potential applicants were the same items that, as co‐workers, they least wanted to know. However, in some cases, individuals were interested in knowing information that they would be reluctant to reveal as applicants.
Bottom‐up versus top‐down evaluations of candidates' managerial potential: An experimental study
Authors: Cook Tina , Emler Nicholas
Published: February 2003

When a position of responsibility is to be filled in an organization, do organizational members subordinate to this position evaluate candidates differently than those superordinate to the position? Managers (N = 140) were randomly assigned to play the role of either subordinates (junior management) to a middle‐management vacancy or superiors (senior management). From these respective perspectives they rated the suitability of six candidates for the vacancy, the candidates possessing varying combinations of moral, technical and social qualities. There was, as predicted, a significant interaction between rater perspective and candidate qualities; both individual and group judgments of the suitability of candidates moderate in moral integrity but high in technical competence and social skills were significantly higher from the superordinate perspective than from the subordinate perspective. The findings indicate that, in so far as management selection and promotion decisions are normally made from a superordinate perspective, these can be insensitive to candidates' moral flaws.