bluuebunny/crossref_metadata_2025 huggingface dataset:
STAYING IN THE CLOSET VERSUS COMING OUT: RELATIONSHIPS BETWEEN COMMUNICATION ABOUT SEXUAL ORIENTATION AND WORK ATTITUDES
Authors: DAY NANCY E. , SCHOENRADE PATRICIA
Published: December 2006

The threat of job discrimination causes many gay men and lesbians to keep their sexual orientation secret at work. This study investigates the relationships between extent of communication about sexual orientation and critical work attitudes. We hypothesize that “closeted” gay workers will experience more negative work attitudes than will either “openly” gay or heterosexual workers. The sample consisted of 900 lesbian, gay, and heterosexual workers identified from the mailing list of a civil rights group focused on homosexual rights. The hypothesis is supported for affective organizational commitment, job satisfaction, belief in support of top management, role ambiguity, role conflict, and conflict between work and home issues, but not for continuance commitment. Although causal relationships are not specified, we conclude that work attitude levels of gay and lesbian workers are predicted in part by the amount of communication about their sexual orientation in which these workers engage.
ADAPTING TO ADAPTIVE TESTING
Authors: OVERTON RANDALL C. , HARMS HARVEY J. , TAYLOR L. ROGERS , J. ZICKAR MICHAEL
Published: December 2006

Computer adaptive testing (CAT) is a relatively recent innovation in large scale testing programs, but has had very limited application in private industry. This paper describes the development of a CAT for use by a large insurance company in selecting computer programmer trainees. Incumbents provided the calibration and evaluation data. The CAT led to increased item security, but did not decrease required testing time. Further, the CAT was found to be similar to a conventional, fixed‐item test in reliability and validity. In addition to actual test results, computer simulated test data were used in a more detailed evaluation of the CAT's effectiveness. The concluding discussion notes the advantages and disadvantages observed from the use of adaptive testing.
EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS
Authors: RYNES SARA L. , ORLITZKY MARC O. , BRETZ ROBERT D.
Published: December 2006

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced‐versus‐college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open‐mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short‐term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.
A META‐ANALYSIS OF THE RELATIONS AMONG TRAINING CRITERIA
Authors: ALLIGER GEORGE M. , TANNENBAUM SCOTT I. , BENNETT WINSTON , TRAVER HOLLY , SHOTLAND ALLISON
Published: December 2006

An augmented framework for training criteria based on Kirkpatrick's (1959a, 1959b, 1960a, 1960b) model divides training reactions into affective and utility reactions, and learning into post‐training measures of learning, retention, and behavior/skill demonstration. A total of 34 studies yielding 115 correlations were analyzed meta‐analytically. Results included substantial reliabilities across training criteria and reasonable convergence among subdivisions of criteria within a larger level. Utility‐type reaction measures were more strongly related to learning or on‐the‐job performance (transfer) than affective‐type reaction measures. Moreover, utility‐type reaction measures were stronger correlates of transfer than were measures of immediate or retained learning. These latter findings support recent concurrent thinking regarding use of reactions in training (e.g., Warr & Bunce, 1995). Implications for choosing and developing training criteria are discussed.
A LONGITUDINAL INVESTIGATION OF THE RELATIONSHIPS BETWEEN JOB INFORMATION SOURCES, APPLICANT PERCEPTIONS OF FIT, AND WORK OUTCOMES
Authors: SAKS ALAN M. , ASHFORTH BLAKE E.
Published: December 2006

This longitudinal field study was designed to examine the relationships between job information sources, self‐esteem, and perceptions of person‐job (P‐J) and person‐organization (P‐O) fit, as well as the relationships between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms, and turnover). The results indicate that the number of formal job information sources and self‐esteem were positively related to perceptions of P‐J fit, and formal job information sources were positively related to perceptions of P‐O fit. Perceptions of P‐J fit were positively related to job satisfaction, organizational commitment, organizational identification, and negatively related to stress symptoms and intentions to quit. Perceptions of P‐O fit were negatively related to intentions to quit and turnover. In addition, perceptions of fit mediated the relationships between job information sources and self‐esteem with job satisfaction, intentions to quit, and turnover. These results highlight the job applicant's perspective of fit, and demonstrate the importance of both P‐J and P‐O fit perceptions.
EXAMINING SELECTION UTILITY WHERE COMPETING PREDICTORS DIFFER IN ADVERSE IMPACT
Authors: HOFFMAN CALVIN C. , III GEORGE C. THORNTON
Published: December 2006

This paper discusses the roles of validity, cut score choice, and adverse impact on selection system utility using data from two concurrent validation studies. We contrast an assessment center and published aptitude test on several metrics, including validity, testing costs, adverse impact, and utility. The assessment center produced slightly lower validity than the aptitude test while costing roughly 10 times as much per candidate. In spite of these advantages for the aptitude test, the assessment center produced so much less adverse impact its operational utility would be higher given cut scores likely to be chosen in this organization. Potential concerns with applying net utility models to this type of situation are discussed in comparison to gross utility models.
KNOWLEDGE WORKER TEAM EFFECTIVENESS: THE ROLE OF AUTONOMY, INTERDEPENDENCE, TEAM DEVELOPMENT, AND CONTEXTUAL SUPPORT VARIABLES
Authors: JANZ BRIAN D. , COLQUITT JASON A. , NOE RAYMOND A.
Published: December 2006

This study investigated how autonomy, interdependence, and team development, along with process and contextual support variables, were related to the effectiveness of teams of “knowledge workers.” The sample included 231 knowledge workers from 27 work teams. Team members completed surveys measuring the design, process, and contextual factors. Effectiveness measures included multiple key stakeholder evaluations of team performance and self‐report measures of attitudinal outcomes. The results suggest that interactions among design, process, and contextual support factors have important implications for team effectiveness. In particular, the positive relationship between team autonomy and team job motivation was reduced as teams worked under more interdependent conditions. This interaction effect also varied across the types of autonomy (e.g., planning‐related, product‐related, and people‐related) the team was given. Results also demonstrated that the relationship between job motivation and team process behaviors (helping, sharing, and innovating) was more positive in teams who were developmental mature. Process behaviors were positively related to effectiveness, but those relationships became more positive in the presence of certain contextual factors (high‐quality goals and efficient information transmission), and less positive in the presence of others (feedback and time pressure). Future research needs and practical implications of these results are discussed.
MANAGERIAL USE OF DISMISSAL: ORGANIZATIONAL‐LEVEL DETERMINANTS
Authors: KLAAS BRIAN S. , DELL'OMO GREGORY G.
Published: December 2006

Although much variation exists across organizations in the use of dismissal, little is known about the source of this variation. This study examines organizational‐level determinants of the willingness of managers to attempt dismissal. Using survey data from HR managers, we measured organizational‐level factors likely to be associated with the expected costs and benefits of dismissal. We then examined how these factors affect the willingness of line managers from corresponding organizations to attempt dismissal. As hypothesized, the results indicate that in most cases where threats to just cause were present, informal norms, disciplinary procedure restrictiveness, and appeal system characteristics all affected dismissal. Also, as was expected, where just cause for dismissal could unquestionably be established, dismissal was significantly influenced by informal norms but not by disciplinary procedure restrictiveness or appeal system characteristics. Finally, little consistent support was found for the hypothesized relationships between dismissal and human capital investment, performance pressures, monitoring costs, and labor market conditions.
EFFECTS OF SELF‐EFFICACY and GOAL‐ORIENTATION TRAINING ON NEGOTIATION SKILL MAINTENANCE: WHAT ARE THE MECHANISMS?
Authors: STEVENS CYNTHIA KAY , GIST MARILYN E.
Published: December 2006

In a replication and extension of Gist, Stevens, and Bavetta (1991), we examined the effects of self‐efficacy and a performance‐ versus a mastery‐oriented post‐training session on trainees' negotiation skill maintenance. Sixty MBA students received salary‐negotiation training and engaged in practice negotiations with a confederate. They then attended either a performance‐ or a mastery‐oriented post‐training session. A second practice negotiation was conducted 7 weeks later. Results indicated that mastery‐oriented trainees engaged in more interim skill‐maintenance activities, planned to exert more effort, and showed more positive affect than did performance‐oriented trainees. In addition, self‐efficacy interacted with the post‐training condition on Time 2 performance: Low self‐efficacy trainees performed more poorly than high self‐efficacy trainees in the performance‐ but not in the mastery‐oriented post‐training condition. Analyses indicated that trainees' cognitive withdrawal mediated this effect. Implications for future research and practice are discussed.
THE ROLE OF UPWARD INFLUENCE TACTICS IN HUMAN RESOURCE DECISIONS
Authors: WAYNE SANDY J. , LIDEN ROBERT C. , GRAF ISABEL K. , FERRIS GERALD R.
Published: December 2006

A model was examined which proposes that employee influence tactics impact human resource decisions by affecting managers' perceptions of the subordinate's interpersonal skills, manager liking of subordinates, and managers' perceptions of similarity to subordinates. The human resource decisions investigated were performance ratings, promotability assessments, and salary. Data were collected from 247 subordinates and their managers and from company records. Structural equation modeling results indicated that influence tactics were related to managers' perceptions of subordinates' interpersonal skills, liking, and perceptions of similarity to subordinates. Specifically, subordinates' use of reasoning, assertiveness, and favor rendering were positively related to managers' perceptions whereas bargaining and self‐promotion were negatively related to these perceptions. Finally, there was no support for direct relationships between influence tactics and HR decisions.
TRAIT, RATER AND LEVEL EFFECTS IN 360‐DEGREE PERFORMANCE RATINGS
Authors: MOUNT MICHAEL K. , JUDGE TIMOTHY A. , SCULLEN STEVEN E. , SYTSMA MARCIA R. , HEZLETT SARAH A.
Published: December 2006

Method and trait effects in multitrait‐multirater (MTMR) data were examined in a sample of 2,350 managers who participated in a developmental feedback program. Managers rated their own performance and were also rated by two subordinates, two peers, and two bosses. The primary purpose of the study was to determine whether method effects are associated with the level of the rater (boss, peer, subordinate, self) or with each individual rater, or both. Previous research which has tacitly assumed that method effects are associated with the level of the rater has included only one rater from each level; consequently, method effects due to the rater's level may have been confounded with those due to the individual rater. Based on confirmatory factor analysis, the present results revealed that of the five models tested, the best fit was the 10‐factor model which hypothesized 7 method factors (one for each individual rater) and 3 trait factors. These results suggest that method variance in MTMR data is more strongly associated with individual raters than with the rater's level. Implications for research and practice pertaining to multirater feedback programs are discussed.
TURNOVER AND RETIREMENT: A COMPARISON OF THEIR SIMILARITIES AND DIFFERENCES
Authors: ADAMS GARY A. , BEEHR TERRY A.
Published: December 2006

This study sought to demonstrate that turnover and retirement intentions were distinct forms of organizational withdrawal and to empirically examine the similarities and differences between their antecedents. In a sample of 375 (126 men and 247 women) working adults, a confirmatory factor analysis supported the contention that items measuring turnover intent and retirement intent were related to 2 separate constructs. In addition, the correlation between the 2 measures was low and not significant. The influence of common and unique variables that influence turnover intent and retirement intent were then examined. The results suggested that there were significant differences between the predictors of turnover intentions and retirement intentions. These findings suggest that there are important differences between turnover and retirement and it is necessary to treat them separately for some purposes.
INFLUENCES OF THE VIRTUAL OFFICE ON ASPECTS OF WORK AND WORK/LIFE BALANCE
Authors: HILL E. JEFFREY , MILLER BRENT C. , WEINER SARA P. , COLIHAN JOE
Published: December 2006

Millions of employees now use portable electronic tools to do their jobs from a “virtual office” with extensive flexibility in the timing and location of work. However, little scholarly research exists about the effects of this burgeoning work form. This study of IBM employees explored influences of the virtual office on aspects of work and work/life balance as reported by virtual office teleworkers (n = 157) and an equivalent group of traditional office workers (n= 89). Qualitative analyses revealed the perception of greater productivity, higher morale, increased flexibility and longer work hours due to telework, as well as an equivocal influence on work/life balance and a negative influence on teamwork. Using a quasi‐experimental design, quantitative multivariate analyses supported the qualitative findings related to productivity, flexibility and work/life balance. However, multivariate analyses failed to support the qualitative findings for morale, teamwork and work hours. This study highlights the need for a multi‐method approach, including both qualitative and quantitative elements, when studying telework.
TESTING THE DURABILITY OF JOB CHARACTERISTICS AS PREDICTORS OF ABSENTEEISM OVER A SIX‐YEAR PERIOD
Authors: RENTSCH JOAN R. , STEEL ROBERT P.
Published: December 2006

The purpose of this study was to test the relationships between job characteristics and absence over a 6‐year period. Civilian employees from a large military organization participated. The results indicated that job characteristics continued to correlate significantly with a measure of absence frequency up to 6 years after the job characteristics had been assessed. The job characteristics measures also correlated significantly with a measure of time‐lost absenteeism. Regression analyses revealed that job characteristics predicted absence frequency significantly over a 6‐year period and time‐lost absence for up to 4 years after job characteristics were assessed. The magnitudes of these relationships remained fairly constant across time. Results from regression analyses controlling for demographic variables indicated that job characteristics predicted time‐lost and absence frequency for most years. Competence and need for achievement failed to moderate the job characteristics‐absence relationships.
PARALLEL TEST FORM DEVELOPMENT: A PROCEDURE FOR ALTERNATE PREDICTORS AND AN EXAMPLE
Authors: CLAUSE CATHERINE S. , MULLINS MORELL E. , NEE MARGUERITE T. , PULAKOS ELAINE , SCHMITT NEAL
Published: December 2006

A procedure for developing alternate test forms that are parallel in the sense that scores on the different forms have similar means, standard deviations, and factor structures is described and applied to a bio‐data inventory and a situational judgment test. Careful consideration of item‐by‐item parallelism during development resulted in alternate forms that were parallel at the item level. Further, comparison with a biodata test form comprised of items randomly selected from a pool of biodata items revealed that for the types of measures described here it may be necessary to produce parallel forms of each item to create alternate forms that are parallel in the way in which Cronbach (1947) originally defined parallelism.
INTERVIEW NOTES AND VALIDITY
Authors: BURNETT JENNIFER R. , FAN CHENCHE , MOTOWIDLO STEPHAN J. , DEGROOT TIM
Published: December 2006

Three studies were conducted investigating the effects of notetaking behavior and the content of notes on validity in a selection interview. Overall, results indicate that when notetaking was voluntary, notetakers made more valid ratings than non‐notetakers. But, when note‐taking was manipulated non‐notetakers made ratings that were just as valid as raters told to take behavioral notes, and actually more valid than those raters instructed to take general notes. With regard to the content of notes, behavioral‐type notes were found to contribute to greater validity. In addition, in the first and third study, procedural type notes resulted in lower validity. These results may have important implications for interviewer training for notetaking.
DIFFERENTIAL EFFECTS OF LEARNER EFFORT AND GOAL ORIENTATION ON TWO LEARNING OUTCOMES
Authors: FISHER SANDRA L. , FORD J. KEVIN
Published: December 2006

Training research is beginning to examine the trainee as an active participant in the learning process. One component of this process involves the choices learners make about the effort they will apply to the learning task. Learner effort was examined in two ways: amount of effort and type of effort. Both amount and type of effort were measured in multiple ways. The results indicated that mastery orientation and time on task were the strongest predictors of performance on the knowledge learning outcome, while perceived mental workload and the use of an example during learning predicted performance on the application learning outcome. Implications for training practice and research are discussed.
THE EFFECT OF CORRELATED ARTIFACTS AND TRUE VALIDITY ON THE ACCURACY OF PARAMETER ESTIMATION IN VALIDITY GENERALIZATION
Authors: RAJU NAMBURY S. , ANSELMI TOBIN V. , GOODMAN JODI S. , THOMAS ADRIAN
Published: December 2006

The effect of non‐zero intercorrelations among the three artifacts (criterion reliability, predictor reliability, and range restriction on the predictor) and true validity on the accuracy of estimation in two validity generalization models (Model 1and Model 2) was investigated. Only the Thylor Series Approximation 1(TSA1) procedure from Model 1 and the procedure with complete sample‐based artifact data from Model 2 were included in this study. Six intercorrelation conditions (zero, low positive, medium positive, low negative, low negative and positive, and medium negative and positive) and two distributions of artifacts were used in this investigation. The two major conclusions from this study are: (a) Both models yielded reasonably accurate estimates of the mean of true validities (Mρ) and (b) only Model 2 produced accurate estimates of the variance of true validities (Vρ). The need for additional research for accurately estimating Vρ when the three artifacts and true validity are correlated is recommended.
PATTERNS OF LEADERSHIP BEHAVIOR RELATED TO EMPLOYEE GRIEVANCES AND TURNOVER: SOME POST HOC REFLECTIONS
Authors: FLEISHMAN EDWIN A. , HARRIS EDWIN F.
Published: December 2006

This study investigates some relationships between the leader behavior of industrial supervisors and the behavior of their group members. It represents an extension of earlier studies carried out at the International Harvester Company, while the authors were with the Ohio State University Leadership Studies.
RESEARCH ON OCCUPATIONAL STRESS: AN UNFINISHED ENTERPRISE
Authors: BEEHR TERRY A. , NEWMAN JOHN E.
Published: December 2006

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial‐organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.
FIVE REASONS WHY THE “BIG FIVE” ARTICLE HAS BEEN FREQUENTLY CITED
Authors: MOUNT MICHAEL K. , BARRICK MURRAY R.
Published: December 2006

This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skill/semi‐skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (p <10). Overall, the results illustrate the benefits of using the 5‐factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.
CAREER SELF‐MANAGEMENT: A QUASI‐EXPERIMENTAL ASSESSMENT OF THE EFFECTS OF A TRAINING INTERVENTION
Authors: KOSSEK ELLEN ERNST , ROBERTS KAREN , FISHER SANDRA , DEMARR BEVERLY
Published: December 2006

A growing trend is to encourage employees to become actively involved in the management of their own careers. Career self‐management, the degree to which one regularly gathers information and plans for career problem solving and decision making, includes two main behaviors: developmental feedback seeking and job mobility preparedness. Although career self‐management training is a commonly used employer intervention to re‐socialize individuals to increase their own career management activity, it is rarely rigorously evaluated. Relying on an expectancy theory framework, the goal of this study was to evaluate the general effects of career self‐management training using a quasi‐experimental design. Based on data from several hundred professionals at a major U.S. employer, the results showed formal training efforts were generally not successful in resocializing people to engage in career self‐management activities, and when done as an isolated human resource strategy, decreased trainees' likelihood of engaging in career self‐management behaviors. To the extent that Time 2 expectancy perceptions got worse, the results showed that an individual's attitudes toward feedback seeking mediated the relationship between the training intervention and the level of preparation for job mobility conducted 6‐8 months following the training.
RELATIONS BETWEEN DIFFERENT SOURCES OF INFORMATION IN THE STRUCTURED SELECTION INTERVIEW
Authors: BURNETT JENNIFER R. , MOTOWIDLO STEPHAN J.
Published: December 2006

In this study we explored relations between visual cues displayed by interviewees, the content of their answers to interview questions, and supervisory ratings of performance. Sixty managers at 4 companies answered structured interview questions on videotape. Their supervisors assessed their performance on dimensions of managerial effectiveness. Three groups of student raters either watched the videotaped interviews without sound (visual information only), read transcripts of interviewees' answers to questions (content only), or watched and listened to the interviews (complete information) and then made judgments on the same dimensions of managerial effectiveness. Interviewees' specific nonverbal cues were also measured. Results indicate that visual cues have an effect on interview ratings above and beyond the content of responses. Nonverbal cues such as gaze and physical attractiveness seem to have an effect on both visually based and content‐based interview ratings. Furthermore, it is the integration of both verbal and nonverbal information that has the strongest relationship with performance ratings.
EXPLORING OPTIONS FOR SUPPORTING TEST USE IN SITUATIONS PRECLUDING LOCAL VALIDATION
Authors: HOFFMAN CALVIN C. , MCPHAIL S. MORTON
Published: December 2006

This paper examines some of the options available to practitioners interested in supporting the use of selection measures in an organization, including test transportability, validity generalization (VG), and synthetic validation, reviewing some of the advantages, disadvantages and requirements of each approach. Results of four unpublished, proprietary validation studies are reported which compare validity estimates provided by the job component validation (JCV; a type of synthetic validation) routine inherent in the Position Analysis Questionnaire (PAQ) with observed validity coefficients for a variety of criterion measures. We then examine the accuracy of the JCV procedure in predicting validity coefficients for 51 clerical classifications extracted from an existing PAQ job evaluation database of a large utility company. Predicted JCVs are compared to mean observed validity coefficients for five DOT clerical categories provided by Pearlman, Schmidt, and Hunter (1980). The VG and JCV methods provided highly similar and converging estimates of the validity of cognitive ability tests for predicting performance in clerical occupations. Implications for practice are discussed, particularly the need to use multiple, converging lines of evidence to support test use.
THE EFFECTS OF INTERRATER AND SELF‐OTHER AGREEMENT ON PERFORMANCE IMPROVEMENT FOLLOWING UPWARD FEEDBACK
Authors: JOHNSON JEFF W. , FERSTL KERRI L.
Published: December 2006

This study investigated (a) whether performance improvement following upward feedback is related to self‐other rating discrepancies, (b) how self‐ratings change after feedback, and (c) whether agreement among raters influences performance improvement. Self‐ratings and subordinate ratings were collected from 1,888 managers at 2 points in time 1 year apart. Using polynomial regression equations, we determined that managers who overrated themselves relative to how others rated them tended to improve their performance from 1 year to the next, and underraters tended to decline. This is consistent with what would be predicted by self‐consistency theory (Korman, 1976). Self‐ratings tended to decrease for overraters and increase for underraters, but this effect was not constant throughout the range of self‐ratings. Agreement among subordinate raters was negatively related to performance improvement, but this is likely a reflection of differential regression to the mean.
THE MEASUREMENT OF WORK: HIERACHICAL REPRESENTATION OF THE MULTIMETHOD JOB DESIGN QUESTIONNAIRE
Authors: EDWARDS JEFFREY R. , SCULLY JUDITH A. , BRTEK MARY D.
Published: December 2006

To study the changing nature of work, researchers need measures of work that are valid and comprehensive. One potentially useful measure of work is the Multimethod Job Design Questionnaire (MJDQ; Campion, 1988), which was developed to assess 4 general approaches to work design (i.e., motivational, mechanistic, biological, perceptual‐motor). Although the MJDQ holds promise as a general measure of work, little information is available regarding its psychometric properties. This study examines the MJDQ, using alternative hierarchical factor structures to represent work at varying levels of abstraction. Little support was found for the 4‐factor structure corresponding to the work design approaches underling the MJDQ or for various hierarchical factor structures that simultaneously depicted general and specific aspects of work. However, a 10‐factor first‐order model received good support and may provide a useful basis for scoring and interpreting the MJDQ in future research.
THE EFFECTS OF INFORMATION MANAGEMENT POLICIES ON REACTIONS TO HUMAN RESOURCE INFORMATION SYSTEMS: AN INTEGRATION OF PRIVACY AND PROCEDURAL JUSTICE PERSPECTIVES
Authors: EDDY ERIK R. , STONE DIANNA L. , STONE‐ROMERO EUGENE E
Published: December 2006

The goal of the present study was to extend research on information privacy and fairness by examining these constructs within the context of human resource information systems. Using a 2 × 2 experimental design and data from 124 employed subjects in an organization that was in the process of developing a human resource information system, the present study examined the main and interactive effects of policies concerning ability to authorize disclosure (ability to authorize vs. no ability to authorize) and target of disclosure (internal to the organization vs. external to the organization) on invasion of privacy perceptions and fairness perceptions. Results of multivariate and univariate analyses of variance indicated that the independent variables had main and interactive effects on both fairness perceptions and invasion of privacy perceptions. Moreover, a confirmatory factor analysis suggested that invasion of privacy perceptions and fairness perceptions are distinct constructs. Implications of these findings for theory and practice are discussed.
AN INTERNATIONAL LOOK AT SELECTION PRACTICES: NATION AND CULTURE AS EXPLANATIONS FOR VARIABILITY IN PRACTICE
Authors: RYAN ANN MARIE , McFARLAND LYNN , SHL HELEN BARON
Published: December 2006

A survey of 959 organizations in 20 countries was undertaken to assess whether differences in staffing practices are due in part to nation and culture. Cultural differences in uncertainty avoidance and, to a lesser extent, power distance, explained some of the national differences observed in the extensiveness of method use. Implications for understanding the best approaches to selection on a global basis are discussed.
EFFECTS OF ADVERTISED HUMAN RESOURCE MANAGEMENT PRACTICES ON ATTRACTION OF AFRICAN AMERICAN APPLICANTS
Authors: HIGHHOUSE SCOTT , STIERWALT SANDRA L. , BACHIOCHI PETER , ELDER ALLISON E. , FISHER GWENITH
Published: December 2006

Student members of a national organization of African American engineers (n= 1019) and currently employed African American engineers (n= 303) responded to a hypothetical job advertisement differing by staffing policy (identity‐blind vs. identity‐conscious), advertised work characteristics (i.e., individual‐based vs. team‐based), and compensation system characteristics (pay based on individual performance vs. pay based on work‐group performance). Both groups of respondents reported being more likely to apply when the staffing policy was identity conscious (i.e., affirmative action) than when it was identity blind (i.e., equal‐employment opportunity). However, only the student sample reported being more likely to apply when the advertisement described team‐based work instead of individual‐based work. Both groups reacted negatively to the combination of individual‐based work and group‐performance based pay systems.
EXPLORING THE BOUNDARY CONDITIONS FOR INTERVIEW VALIDITY: META‐ANALYTIC VALIDITY FINDINGS FOR A NEW INTERVIEW TYPE
Authors: SCHMIDT FRANK L. , RADER MARK
Published: December 2006

This study uses meta‐analysis of an extensive predictive validity data‐base to explore the boundary conditions for the validity of. the structured interview as presented by McDaniel, Whetzel, Schmidt, and Maurer (1994). The interview examined here differs from traditional structured interviews in being empirically constructed, administered by telephone, and scored later based on a taped transcript. Despite these and other differences, this nontraditional employment interview was found to have essentially the same level of criterion‐related validity for supervisory ratings of job performance reported by McDaniel for other structured employment interviews. These findings suggest that a variety of different approaches to the construction, administration, and scoring of structured employment interviews may lead to comparable levels of validity. We hypothesize that this result obtains because different types of structured interviews all measure to varying degrees constructs with known generalizable validity (e.g., conscientiousness and general mental ability). The interview examined here was also found to be a valid predictor of production records, sales volume, absenteeism, and job tenure.
AN EXAMINATION OF LEADERSHIP AND EMPLOYEE CREATIVITY: THE RELEVANCE OF TRAITS AND RELATIONSHIPS
Authors: TIERNEY PAMELA , FARMER STEVEN M. , GRAEN GEORGE B.
Published: December 2006

Creativity is becoming a topic of ever‐increasing interest to organizational managers. Thus, there is a need for a greater understanding of the dynamics between the personal and contextual factors responsible for creative performance in work settings. In particular, there is a need to identify the role of leadership for creativity. Until now, creativity studies have examined leadership and employee characteristics from a single‐domain perspective. Data from 191 R&D employees of a large chemical company were used to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader‐Member Exchange (LMX). Results suggest that employee intrinsic motivation and cognitive style, LMX, the interactions between employee intrinsic motivation and leader intrinsic motivation, and between LMX and employee cognitive style relate to employee creative performance as measured by supervisor ratings, invention disclosure forms, or research reports. Implications for practicing managers and research on leadership and creativity are discussed.
THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN
Authors: Judge Timothy A. , Higgins Chad A. , Thoresen Carl J. , Barrick Murray R.
Published: December 2006

The present study investigated the relationship of traits from the 5‐factor model of personality (often termed the “Big Five”) and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to retirement. The most general findings were that conscientiousness positively predicted intrinsic and extrinsic career success, neuroticism negatively predicted extrinsic success, and general mental ability positively predicted extrinsic career success. Personality was related to career success controlling for general mental ability and, though adulthood measures of the Big Five traits were more strongly related to career success than were childhood measures, both contributed unique variance in explaining career success.
RIASEC TYPES AND BIG FIVE TRAITS AS PREDICTORS OF EMPLOYMENT STATUS AND NATURE OF EMPLOYMENT
Authors: DE FRUYT FILIP , MERVIELDE IVAN
Published: December 2006

This prospective study investigated the validity of the Five‐Factor Model (FFM) of personality and Holland's RIASEC vocational interest typology in predicting employment status and the nature of employment in a sample of graduating college seniors as they entered the job market. A sample of 934 senior college graduates enrolled in various academic subjects filled in Costa and McCrae's NEO‐PI‐R (1992) and Holland's Self‐Directed Search (1979). One year after graduation, they were requested to describe their labor market positions and jobs, using the Position Classification Inventory (PCI; Gottfredson & Holland, 1991). Six hundred and twelve people responded to the second call, of whom 335 were employed and 66 unemployed. The incremental validity of the 2 models over and above each other was investigated in the sample of employed and unemployed subjects (N= 401) using stepwise regression analysis. The results showed that Extraversion and Conscientiousness were the only valid predictors of employment status and that vocational interests did not show incremental validity over and above these factors. The RIASEC types, however, were clearly superior in explaining the nature of employment, underscoring the validity of Holland's hexagonal calculus assumptions. Employment reflecting Realistic, Social and Enterprising characteristics was to a limited extent predicted by four of the Big Five, except Neuroticism, over and above the RIASEC types. The findings are discussed in the framework of Schneider's Attraction‐Selection‐Attrition (ASA) theory (1987) concluding that Holland's RIASEC model is more employee‐driven, being better at predicting the nature of employment, whereas the FFM is more employer‐oriedted, with greater validity in evaluating the employability and employment status of applicants.
GENERALIZABLE BIOGRAPHICAL DATA VALIDITY CAN BE ACHIEVED WITHOUT MULTI‐ORGANIZATIONAL DEVELOPMENT AND KEYING
Authors: CARLSON KEVIN D. , SCULLEN STEVEN E. , SCHMIDT FRANK L. , ROTHSTEIN HANNAH , ERWIN FRANK
Published: December 2006

This research showed that the validity of a biodata instrument developed and keyed within a single organization can generalize to other organizations. It also examines a criterion measure‐rate of promotional progress‐that has not been used extensively in biodata research, but has several characteristics that make its use attractive. The validity of the biodata component of the Manager Profile Record (MPR), developed and keyed within a single organization, as a predictor of rate of managerial progress was cross‐validated on a sample of 7,334 managers and staff professionals in 24 organizations. Results indicate the MPR was a valid predictor of rate of promotional progress across all organizations and that validity did not vary greatly across organizations (p= .53, SDp= .05). The MPR was also a valid predictor for both sexes, as well as for managers of all age groups, lengths of company service, and education levels. These findings demonstrate that multiple‐firm development and keying of a biodata instrument was not required for generalizable validity, and argue against the hypothesis of situational specificity. Suggestions for developing biodata instruments in single organizations that will generalize to other organizations include careful attention to the validity and reliability of criterion measures and developing validity at the item level.
A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR
Authors: BARBER ALISON E. , WESSON MICHAEL J. , ROBERSON QUINEITA M. , TAYLOR M. SUSAN
Published: December 2006

Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets.
GENERALIZING PHYSICAL ABILITY TEST VALIDITY: A CASE STUDY USING TEST TRANSPORTABILITY, VALIDITY GENERALIZATION, AND CONSTRUCT‐RELATED VALIDATION EVIDENCE
Authors: HOFFMAN CALVIN C.
Published: December 2006

This paper describes a field study using Position Analysis Questionnaire (PAQ; McCormick, Jeanneret, & Mecham, 1972) data to support inferences of physical ability test (PAT) validity at a large utility company. The project developed a test transportability procedure using worker‐oriented job analysis, and was based on synthesizing the findings of an earlier consortium project (American Gas Association, 1990), recent validity generalization evidence, and findings from a variety of physical ability construct‐related research projects published or presented since the completion of the original consortium study. Selected PAQ divisional dimension scores for 95 jobs were analyzed via cluster analysis to develop five physical demand job families. Statistically derived job families were modified very slightly based on reviews by subject matter experts who found PAQ‐derived job family structures quite reasonable (agreement of 95% between statistical and rational procedures). PAQ strength attributes were used to estimate the physical demands underlying job families. The statistical and analytic procedures developed and reported here could be applied in other organizational settings, and allow broader applicability of the PAT than would a task‐based transportability model.
MULTIFACETED CONCEPTIONS OF SELF‐OTHER RATINGS DISAGREEMENT
Authors: CHEUNG GORDON W.
Published: December 2006

Self‐other ratings disagreement (S‐ORD) is the extent to which one's self‐rating of performance differs from ratings made by Other people (e.g., supervisors). As increasing number of organizations adopt self‐assessment as a tool for managing performance, S‐ORD is becoming a central concern in performance appraisal research. Most past research, however, only examines S‐ORD in terms of the levels of ratings, and ignores other forms of disagreement. This paper identifies 7 different forms of S‐ORD that are detectable through the use of confirmatory factor analysis (CFA). The causes for each form of S‐ORD are discussed, as well as its conceptual and practical implications. The procedure is illustrated by comparing 332 managers' self‐evaluations with their supervisors' evaluations. An extension of the CFA model to a full structural equation model is used to illustrate and discuss the fragmentary nature of existing approaches to S‐ORD. It is shown that valid inferences concerning S‐ORD cannot be made unless various forms of S‐ORD, and not merely the differences in overall ratings, are detected and dealt with.
EMPLOYEE ATTITUDE SURVEYS IN A MULTINATIONAL ORGANIZATION: CONSIDERING LANGUAGE AND CULTURE IN ASSESSING MEASUREMENT EQUIVALENCE
Authors: RYAN ANN MARIE , CHAN DAVID , PLOYHART ROBERT E. , SLADE L. ALLEN
Published: December 2006

The cross‐cultural equivalence of a multinational employee opinion survey was examined using multiple‐groups covariance structure analysis to examine 4 scales in 4 countries. Cultural and linguistic influences were considered by assessing equivalence across 2 pairs of countries having the same language but different cultures (U.S. and Australia, Mexico and Spain) and across countries differing in culture and language (U.S. and Mexico). The measure was equivalent across U.S. and Australian samples only. Analyses indicated items that were the source of lack of invariance. One cause explored was translation problems. Practical issues in assessing measurement equivalence in employee opinion surveys are discussed.
PERCEIVED FAIRNESS OF LAYOFFS AMONG INDIVIDUALS WHO HAVE BEEN LAID OFF: A LONGITUDINAL STUDY
Authors: WANBERG CONNIE R. , GAVIN MARK B. , BUNCE LARRY W.
Published: December 2006

This longitudinal study examined 3 layoff‐specific (explanation, correctability, and severance benefits) and 2 person‐centered (negative affectivity and prior organizational commitment) variables as predictors of layoff victims' judgments of layoff fairness, willingness to endorse the terminating organization, desire to take the previous employer to court, and willingness to commit to future employers. In addition, this study assessed how reemployment moderated these relationships. The results highlighted the importance of receiving an explanation from organizations about how and why layoffs were conducted. Explanation was associated with higher perceived fairness of the layoff, higher willingness to endorse the terminating organization, and less desire to sue that organization, even after reemployment. Four predictor‐outcome relationships were moderated by reemployment status.
REVISITING MET EXPECTATIONS AS A REASON WHY REALISTIC JOB PREVIEWS WORK
Authors: HOM PETER W. , GRIFFETH RODGER W. , PALICH LESLIE E. , BRACKER JEFFREY S.
Published: December 2006

This study reanalyzed data from an examination by Hom, Griffeth, Palich, and Bracker (1998) of the mechanisms by which posthire realistic job previews reduce turnover. Irving and Meyer (1999) argued that Hom et al. overstated support for their mediation theory by calculating residual difference scores (errors derived from predicting experienced attainment of job outcomes from initial expectations of outcomes) to operationalize met expectations. Rather, Irving and Meyer showed that methodological weaknesses associated with difference scores also plague residual difference scores. Prompted by their demonstration, this research applied partial correlations (partialing out experienced outcomes from residual differences) and Edwards' (1994) polynomial regression approach to verify whether met expectations underlie realistic previews' effectiveness. These reanalyses disputed met expectations. As a result, this inquiry revised the formulation advocated by Hom et al. (1998), positing that coping strategies and perceptions of employer concern account for how posthire previews work.