bluuebunny/crossref_metadata_2025 huggingface dataset:
THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORS
Authors: ANTONIONI DAVID , PARK HEEJOON
Published: December 2006

The present field study investigates whether rater‐ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater‐ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research.
PROGRAM COMMITMENT: A MULTI‐STUDY LONGITUDINAL FIELD INVESTIGATION OF ITS IMPACT AND ANTECEDENTS
Authors: NEUBERT MITCHELL J. , CADY STEVEN H.
Published: December 2006

Increasingly, human resource professionals are being challenged to manage organizational programs that have proliferated in the wake of continual pressure to respond to competition and environmental change. This research examines program commitment, that is, an employee's commitment to an organizational program, and investigates its association with important organizational outcomes and a set of potential antecedents in 2 longitudinal field studies. In the first study, program commitment was positively related to participation in the program and program‐related performance. In the second study, organizational commitment, change efficacy, and teamwork orientation were supported as antecedents to program commitment.
ESTIMATION OF SAMPLING VARIANCE OF CORRELATIONS IN META‐ANALYSIS
Authors: AGUINIS HERMAN
Published: December 2006

Monte Carlo simulations were conducted to compare the performance of the traditional (Fisher, 1954) and mean (Hunter & Schmidt, 1990) estimators of the sampling variance of correlations in meta‐analysis. The mean estimator differs from the traditional estimator in that it uses the mean observed correlation, averaged across studies, in the sampling variance formula. The simulations investigated the homogeneous (i.e., no true correlation variance across studies) and heterogeneous case (i.e., true correlation variance across studies). Results reveal that, compared to the traditional estimator, the mean estimator provides less negatively biased estimates of sampling variance in the homogeneous and heterogeneous cases and more positively biased estimates in the heterogenous case. Thus, results support the use of the mean estimator unless strong, theory‐based hypotheses regarding moderating effects exist.
PRIOR SELECTION CAUSES BIASED ESTIMATES OF STANDARDIZED ETHNIC GROUP DIFFERENCES: SIMULATION AND ANALYSIS
Authors: ROTH PHILIP L. , BOBKO PHILIP , SWITZER FRED S. , DEAN MICHELLE A.
Published: December 2006

Assessment of standardized ethnic group differences (d) on predictors of job performance has become an important issue for applied psychologists. A number of studies have used an experimental design in which the predictor of interest was administered after an initial screening predictor. We examined the influence of prior selection on a first predictor on observed ds for second predictors in multiple‐hurdle selection systems. Results of a Monte Carlo simulation indicate observed dson the second predictor are underestimated in the presence of prior selection on another predictor. More important, “downward bias” in observed standardized ethnic group difference is substantial (30‐70%) when selection ratios are low, standardized ethnic group differences on the screening predictor are high, and when the first and second predictors correlate above .30. Researchers should consider the influence of range restriction in designing studies of ethnic group differences and comparing ds across predictors, particularly when data are collected under a multiple‐hurdle design.
COMPARISON OF SITUATIONAL AND BEHAVIOR DESCRIPTION INTERVIEW QUESTIONS FOR HIGHER‐LEVEL POSITIONS
Authors: HUFFCUTT ALLEN I. , WEEKLEY JEFF A. , WIESNER WILLI H. , DEGROOT TIMOTHY G. , JONES CASEY
Published: December 2006

Based on a study of federal investigative agents, Pulakos and Schmitt (1995) hypothesized that situational interviews are less effective for higher‐level positions than behavior description interviews. To evaluate their hypothesis we analyzed data from 2 new structured interview studies. Both of these studies involved higher‐level positions, a military officer and a district manager respectively, and had matching SI and BDI questions written to assess the same job characteristics. Results confirmed that situational interviews are much less predictive of performance in these types of positions. Moreover, results indicated very little correspondence between situational and behavior description questions written to assess the same job characteristic, and a link between BDI ratings and the personality trait Extroversion. Possible reasons for the lower situational interview effectiveness are discussed.
EXPLORING RELATIONS BETWEEN TYPICAL AND MAXIMUM PERFORMANCE RATINGS AND THE FIVE FACTOR MODEL OF PERSONALITY
Authors: PLOYHART ROBERT E. , LIM BENG‐CHONG , CHAN KIM‐YIN
Published: December 2006

The study tests the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examines whether the criterion‐related validities of the five factor model differ for the two types of criteria. Using an East Asian military sample (n= 1,259) where multiple ratings of typical and maximum performance were obtained from different sources, we used structural equation modeling to test the typical/maximum performance distinction. Results found that typical and maximum performance are different latent constructs and that this distinction is present even after considering rating method factors (i.e., rater source, time). The importance of this distinction is shown by the fact that validities for the personality constructs were not equally predictive of both criteria: Openness was most predictive of maximum performance, Neuroticism was most predictive of typical performance, and Extroversion was predictive of both. By distinguishing typical from maximum performance constructs, relationships between personality and transformational leadership were found to be stronger than previous research suggested.
IS THERE A METHOD TO OUR MADNESS? THE IMPACT OF DATA COLLECTION METHODOLOGY ON ORGANIZATIONAL SURVEY RESULTS
Authors: CHURCH ALLAN H.
Published: December 2006

Results from 3 organizational survey efforts were used to explore the impact of data collection method on 5 outcomes: response preference, item completion rate, use of don't know responses, item mean and variability. The first study compared 977 online with 711 opscan responses in a U.S. government agency. The second study compared a Time 2 administration of 893 online with 732 opscan responses. The third study examined 4,654 automated phone (IVR) with 3,587 paper responses in a global pharmaceuticals firm. Although method utilization varied considerably by country, the more technological approaches were preferred in the U.S., and younger employees were significantly more likely to respond online. Overall, survey method accounted for a relatively small percentage of unique variance in the data (0% to 4%). Practitioners may be better off choosing an administration method based on factors such as cultural fit and ease of implementation rather than issues of data quality.
BEYOND EMPLOYMENT INTERVIEW VALIDITY: A COMPREHENSIVE NARRATIVE REVIEW OF RECENT RESEARCH AND TRENDS OVER TIME
Authors: Posthuma Richard A. , Morgeson Frederick P. , Campion Michael A.
Published: December 2006

The last major narrative review of the employment interview was published over 10 years ago. Since then, 278 studies have examined numerous aspects of the interview. This review summarizes and critically examines this recent research. A framework is developed that partitions research into social, cognitive, individual difference, measurement, and outcome factors. This organizing framework allows an examination of trends over time and facilitates identification of gaps in the empirical literature. Within each of these major factors, each research topic is identified, defined, and reviewed. For each topic, the results of the previous 3 narrative reviews are briefly summarized, recent research is reviewed and critiqued, and directions for future research are identified.
JUSTICE IN TEAMS: ANTECEDENTS AND CONSEQUENCES OF PROCEDURAL JUSTICE CLIMATE
Authors: COLQUITT JASON A. , NOE RAYMOND A. , JACKSON CHRISTINE L.
Published: December 2006

This study examined antecedents and consequences of procedural justice climate (Mossholder, Bennett, & Martin, 1998; Naumann & Bennett, 2000) in a sample of manufacturing teams. The results showed that climate level (i.e., the average procedural justice perception within the team) was significantly related to both team performance and team absenteeism. Moreover, the effects of climate level were moderated by climate strength, such that the relationships were more beneficial in stronger climates. In addition, team size and team collectivism were significant antecedents of climate level, and team size and team demographic diversity predicted climate strength.
ROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTION
Authors: RAU BARBARA L. , HYLAND MARY ANNE M.
Published: December 2006

This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies.
IMPLICATIONS OF TRAIT‐ACTIVATION THEORY FOR EVALUATING THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER RATINGS
Authors: HAALAND STEPHANIE , CHRISTIANSEN NEIL D.
Published: December 2006

Assessment centers have often been criticized for lacking evidence supporting the construct validity of dimension ratings. This study examines whether the poor convergence of assessment center ratings is a result of correlating ratings from exercises that differ in the extent that behavior relevant to personality traits can be observed. Using data from a promotional assessment center for law enforcement officers (n= 79), the convergence of assessment center ratings was evaluated within the context of the five factor model by comparing the average within‐dimension correlation of ratings from exercises that allowed for more opportunity to observe trait‐relevant behavior to the average of those involving exercises where there was less opportunity. For each personality trait, ratings from exercises judged by experts to be high in trait‐activation potential displayed stronger convergence (mean r= .30) than did ratings from exercises that were low in activation potential for that trait (mean r= .15). Implications for evaluating the construct validity of assessment centers are discussed along with future directions for classifying exercises based on situational similarity.
ISSUES AND STRATEGIES FOR REDUCING THE LENGTH OF SELF‐REPORT SCALES
Authors: STANTON JEFFREY M. , SINAR EVAN F. , BALZER WILLIAM K. , SMITH PATRICIA C.
Published: December 2006

Greater understanding of the complex interrelationships among work‐relevant constructs has increased the number of constructs on organizational surveys. Good psychometric practice also dictates the use of multiple items per construct. The net result has been longer surveys. Longer surveys take more time to complete, tend to have more missing data, and have higher refusal rates than short surveys. Arguably, then, techniques for reducing the length of scales while maintaining psychometric quality are worthwhile. Little guidance exists on how to reduce the length of a multi‐item scale and we argue that the most common technique, maximizing internal consistency, is problematic and should be avoided. We present a set of item “quality indices” to help conceptualize the competing issues that influence item retention decisions. Statistical analysis of an example case using these indices suggested that there are 3 key aspects of item quality to consider when reducing a scale. We describe strategies that can assist scale developers in using these 3 aspects of item quality when making scale reduction decisions.
A PRACTITIONER‐BASED ANALYSIS OF INTERVIEWER JOB EXPERTISE AND SCALE FORMAT AS CONTEXTUAL FACTORS IN SITUATIONAL INTERVIEWS
Authors: MAURER STEVEN D.
Published: December 2006

Since the first published Situational Interview (SI) study (Latham, Saari, Pursell, & Campion, 1980), research has shown practical and psychometric support for the usefulness of this behavioral interview method. However, such studies have often failed to distinguish the effects of “interview context” factors, such as the SI's behaviorally anchored scale and the use of job expert interviewers on SI ratings. To aid HR managers interested in adopting a behavioral interview system, this study examined the contributions of the SI's behaviorally anchored scale and the interviewer's job expertise to the interrater agreement and accuracy of ratings of situational questions. Two police samples (job content experts) and a student sample (naive raters) showed that ratings of videotaped interviews for police sergeant/lieutenant positions based on the SI scale were significantly superior to those gained using a more traditional rating format, and that job experts did not produce better ratings than naive raters.
WATCHING THE DETECTIVES: SEASONAL STUDENT EMPLOYEE REACTIONS TO ELECTRONIC MONITORING WITH AND WITHOUT ADVANCE NOTIFICATION
Authors: HOVORKA‐MEAD AUDRA D. , ROSS WILUAM H. , WHIPPLE TRACY , RENCHIN MICHELLA B.
Published: December 2006

The present paper tested procedural justice hypotheses about seasonal high school and college student employees' reactions to electronic monitoring with video cameras. Study 1, a field study, explored (a) whether employees receiving advance notification of monitoring offered more favorable justice judgments than employees who did not, and (b) whether employees who saw monitoring procedures and/or consequences as fair returned to the organization the following summer. Results supported the hypotheses: employees viewed monitoring procedures as fairer if they received advance notice. Fairness judgments predicted reemployment Study 2, a scenario‐based laboratory experiment, also found that advance notice elicited greater justice beliefs. In addition, Study 2 examined how variations in justification for the monitoring affected justice beliefs. Either strong or weak justifications produced greater procedural justice beliefs than no justification.
ASSESSING THE CANDIDATE AS A WHOLE: A HISTORICAL AND CRITICAL ANALYSIS OF INDIVIDUAL PSYCHOLOGICAL ASSESSMENT FOR PERSONNEL DECISION MAKING
Authors: HIGHHOUSE SCOTT
Published: December 2006

Although individual assessment is a thriving area of professional practice in industry, it receives little, if any, attention from textbooks on industrial psychology or personnel management. This article is an attempt to establish individual assessment's place in the history of personnel selection, and to examine why the practice has survived despite receiving little attention in research and graduate training. It is argued that the clinical, holistic approach that has characterized individual‐assessment practice has survived primarily because the “elementalistic” testing approach, focusing on traits and abilities, has often been dismissed as inadequate for addressing the complexities of the executive profile. Moreover, public displeasure with standard paper‐and‐pencil testing in the 1960s and 1970s made the holistic approach to assessment an attractive, alternative. The article contrasts individual assessment practice with the current state of knowledge on psychological assessment and personnel decision making. Like psychotherapy in the 1950s, individual psychological assessment appears to have achieved the status of functional autonomy within psychology.
THE EFFECTS OF REQUIRED ELABORATION OF ANSWERS TO BIODATA QUESTIONS
Authors: SCHMITT NEAL , KUNCE CHARLES
Published: December 2006

The impact of a request that examinees elaborate on their answers to a subset of items in a biodata instrument was evaluated. Four forms of a test in which different subsets of items are elaborated were randomly administered to 4 groups of examinees taking a pilot form of a selection instrument for a civil service position. Results indicated significantly lower scores on items for which elaborations were requested than the items for which no elaborations were requested. Lower scores were also observed for nonelaborated items when these items were embedded among those that were elaborated, and lower scores were found when the elaborated items were presented only in the first half of the test. Although the results suggest that requiring elaborated answers may reduce scores on biodata items, several practical and theoretical questions should be investigated to determine the utility of this approach as a method of reducing socially desirable responding.
MINIMIZING TRADEOFFS WHEN REDESIGNING WORK: EVIDENCE FROM A LONGITUDINAL QUASI‐EXPERIMENT
Authors: MORGESON FREDERICK P. , CAMPION MICHAEL A.
Published: December 2006

Although cross‐sectional job design research highlights a tradeoff between motivational and mechanistic work design, the redesign literature is more equivocal. We develop a work redesign process that suggests the tradeoffs can be minimized if both motivational and mechanistic approaches are explicitly considered when work is designed and the ultimate outcomes of the design effort (e.g., satisfaction, efficiency, or both) are taken into account when work is redesigned. In a longitudinal quasi‐experiment, we examined how jobs can be differentially changed in terms of their motivational and mechanistic properties. Results showed at least partial support for all expected relationships. This suggests that the tradeoffs previously considered inherent in job design may not always occur, particularly if conceptual and methodological consideration is given to their minimization.
RECOGNIZING GOOD ATTENDANCE: A LONGITUDINAL, QUASI‐EXPERIMENTAL FIELD STUDY
Authors: MARKHAM STEVEN E. , SCOTT K. DOW , McKEE GAIL H.
Published: December 2006

Three motivational theories (need, goal, and reinforcement) suggest that recognition programs should increase employee attendance. A 1‐year, quasi‐experimental field study of absenteeism was conducted at 4 manufacturing plants with a total 1,100 employees. The study compared a public recognition program for improving work attendance with 3 types of controls. The personal recognition treatment showed (a) significant decreases ranging from 29% to 52% for each quarter's baseline assessment, and (b) significant decreases when the control groups showed no decrease. Employees had favorable perceptions of the public recognition program.
THE EFFECTS OF RANGE RESTRICTION ON ESTIMATES OF CRITERION INTERRATER RELIABILITY: IMPLICATIONS FOR VALIDATION RESEARCH
Authors: SACKETT PAUL R. , LACZO ROXANNE M. , ARVEY RICHARD D.
Published: December 2006

This paper explores the implications of the fact that range restriction affects reliability coefficients as well as validity coefficients. Of concern was the possibility that, if range restriction produced an underestimate of criterion reliability, the use of such an estimate in correcting observed validity coefficients for attenuation could result in overestimating population validity, lb address this issue, 3 scenarios were considered: truncation on the predictor, truncation on an unobserved variable, and truncation on the criterion. The 3 scenarios were found to have substantial differences in their consequences for reliability and validity estimation. Although range restriction did result in an underestimate of criterion reliability, it is generally not the case that these underestimates will result in overestimates of validity if researchers make effective use of available information about the presence and degree of range restriction.
DISPOSITIONAL INFLUENCES ON TRANSFER OF LEARNING IN MULTISTAGE TRAINING PROGRAMS
Authors: HEROLD DAVID M. , DAVIS WALTER , FEDOR DONALD B. , PARSONS CHARLES K.
Published: December 2006

The training effectiveness literature has paid little attention to the potentially dynamic interaction of individual differences with various phases of training in determining ultimate training success. This study investigates the role of individual differences in explaining the transfer of learning from 1 phase of training to another among pilot trainees in a multistage, aviation training program. Using 3 of the Big Five factors (Conscientiousness, Emotional Stability, Openness to Experience), the results showed these measures to contribute to the prediction of the number of hours it took for trainees to attain their private pilot's license. Significant interactions between some of these measures and success on an earlier, simulator phase of the training program were also found. The results are discussed in terms of both the role of individual differences in training research as well as the broader issue of transfer of learning between phases of training.
SELF‐ VERSUS OTHERS' RATINGS AS PREDICTORS OF ASSESSMENT CENTER RATINGS: VALIDATION EVIDENCE FOR 360‐DEGREE FEEDBACK PROGRAMS
Authors: Atkins Paul W. B. , Wood Robert E.
Published: December 2006

Although 360‐degree feedback programs are rapidly increasing in popularity, few studies have examined how well ratings from these programs predict an independent criterion. This study had 2 main aims: First, to examine the validity of ratings from a 360‐degree feedback program using assessment center ratings as an independent criterion and to determine which source (i.e., self, supervisor, peers, or subordinates) provided the most valid predictor of the criterion measure of competency. Second, to better understand the relationship between self‐observer discrepancies and an independent criterion. The average of supervisor, peer, and subordinate ratings predicted performance on the assessment center, as did the supervisor ratings alone. The self‐ratings were negatively and nonlinearly related to performance with some of those who gave themselves the highest ratings having the lowest performance on the assessment center. Supervisor ratings successfully discriminated between overestimators but were not as successful at discriminating underestimators, suggesting that more modest feedback recipients might be underrated by their supervisors. Peers overestimated performance for poor performers. Explanations of the results and the implications for the use of self‐ratings in evaluations, the design of feedback reports, and the use of 360‐degree feedback programs for involving and empowering staff are discussed.
COPING WITH AN ORGANIZATIONAL MERGER OVER FOUR STAGES
Authors: FUGATE MEL , KINICKI ANGELO J. , SCHECK CHRISTINE L.
Published: December 2006

This longitudinal study examined how individuals cope over 4 stages of a merger. The study replicated and extended past coping research by examining changes in coping variables over time. Employee appraisals, coping resources, negative emotions, and emotion‐focused and problem‐focused coping strategies were measured. Negative appraisal, social support, perceived control, and emotion‐focused coping significantly changed across stages. Coping variables exhibited linear, quadratic, and cubic trends over time, highlighting the complex and dynamic nature of the coping process. The findings provide important insight into how company management may influence employee coping during a merger. Implications for future research also are discussed.
FORMATIVE EVALUATION: AN INTEGRATIVE PRACTICE MODEL AND CASE STUDY
Authors: BROWN KENNETH G. , GERHARDT MEGAN W.
Published: December 2006

Training evaluation research and practice has been dominated by a focus on outcomes of completed training programs, or on methods used to assess these outcomes. This focus has largely neglected formative evaluation, which involves evaluating training during design and development. The purpose of this paper is to review existing models of formative evaluation and suggest an integrative practice model that is specifically targeted at improving training delivered in work organizations.
MULTIPLE‐CHOICE AND CONSTRUCTED RESPONSE TESTS OF ABILITY: RACE‐BASED SUBGROUP PERFORMANCE DIFFERENCES ON ALTERNATIVE PAPER‐AND‐PENCIL TEST FORMATS
Authors: ARTHUR WINFRED , EDWARDS BRYAN D. , BARRETT GERALD V.
Published: December 2006

We present an example of an innovative constructed response test format–a write‐in/mark‐in paper‐and‐pencil test–as an alternative to the traditional multiple‐choice paper‐and‐pencil test, with the potential for reducing subgroup differences. We present subgroup differences data on these 2 paper‐and‐pencil test formats on an operational promotional exam in a sample of African American and White firefighters. The tests were designed to measure the same content domain. Using within‐subjects data that compared the performance of 13 African American and 14 White fire captains, and between‐subjects data that compared the performance of 21 African American and 49 White fire captains, several results were in the predicted direction such that subgroup differences were reduced on the constructed response test. However, these results did not reach statistical significance. Therefore, the study points to the need for additional research to further evaluate the promise of the constructed response test format.
A FIELD STUDY OF THE EFFECTS OF RATING PURPOSE ON THE QUALITY OF MULTISOURCE RATINGS
Authors: GREGURAS GARY J. , ROBIE CHET , SCHLEICHER DEIDRA J. , III MAYNARD GOFF
Published: December 2006

Using a field sample of peers and subordinates, the current study employed generalizability theory to estimate sources of systematic variability associated with both developmental and administrative ratings (variance due to items, raters, etc.) and then used these values to estimate the dependability (i.e., reliability) of the performance ratings under various conditions. Results indicated that the combined rater and rater‐by‐ratee interaction effect and the residual effect were substantially larger than the person effect (i.e., object of measurement) for both rater sources across both purpose conditions. For subordinates, the person effect accounted for a significantly greater percentage of total variance in developmental ratings than in administrative ratings; however, no differences were observed for peer ratings as a function of rating purpose. These results suggest that subordinate ratings are of significantly better quality when made for developmental than for administrative purposes, but the same is not true for peer ratings.
CAN WORKING WITH AN EXECUTIVE COACH IMPROVE MULTISOURCE FEEDBACK RATINGS OVER TIME? A QUASI‐EXPERIMENTAL FIELD STUDY
Authors: SMITHER JAMES W. , LONDON MANUEL , FLAUTT RAYMOND , VARGAS YVETTE , KUCINE IVY
Published: December 2006

This study examined the effects of executive coaching on multisource feedback over time. Participants were 1,361 senior managers who received multisource feedback; 404 of these senior managers worked with an executive coach (EC) to review their feedback and set goals. One year later, 1,202 senior managers (88% of the original sample) received multisource feedback from another survey. Managers who worked with an EC were more likely than other managers to set specific (rather than vague) goals (d= .16) and to solicit ideas for improvement from their supervisors (d= .36). Managers who worked with an EC improved more than other managers in terms of direct report and supervisor ratings, however, the effect size (d= .17) was small.
BEHAVIORAL MANAGEMENT AND TASK PERFORMANCE IN ORGANIZATIONS: CONCEPTUAL BACKGROUND, META‐ANALYSIS, AND TEST OF ALTERNATIVE MODELS
Authors: STAJKOVIC ALEXANDER D. , LUTHANS FRED
Published: December 2006

In this study, we provide the conceptual background, meta‐analyze available behavioral management studies (N= 72) in organizational settings, and examine whether combined reinforcement effects on task performance are additive (sum of individual effects), redundant (combined effects are less than the additive effects), or synergistic (combined effects are greater than the sum of the individual effects). We found a significant overall average effect size of (d.) = .47 (16% improvement in performance; 63% probability of success), and a significant within‐group heterogeneity of effect sizes. To account for this variation, we conducted a theory‐driven moderator analysis, which indicated that money, feedback, and social recognition each had a significant impact on task performance. However, when these 3 reinforcers were used in combination, they produced the strongest (synergistic) effect on task performance. Based on our findings, we offer directions for future research, and suggestions for effective application of behavioral management at work.
FROM PAPER TO PIXELS: MOVING PERSONNEL SURVEYS TO THE WEB
Authors: THOMPSON LORI FOSTER , SURFACE ERIC A. , MARTIN DON L. , SANDERS MICHAEL G.
Published: December 2006

Practitioners are not adequately prepared to handle concerns related to the acceptability of the online survey medium from the worker's viewpoint because the literature has only begun to address this issue. This study assessed reactions to Web‐based questionnaires while moving an organization's climate survey online. Initial questions, posed via a paper‐and‐pencil instrument, gathered opinions concerning online surveys (n= 437). A Web‐based climate survey was then created and piloted (n = 98). Afterwards, die finalized instrument was administered (n= 403), and a follow‐up questionnaire was disseminated (n= 175) to further gauge workers' reactions. Despite some initial anonymity concerns, most personnel were amenable to online surveying, and the Web‐based medium did not appear to discourage participation from any subgroup (based on gender, race, military versus civilian classification, and workgroup size comparisons). This article, which is intended for practitioners considering the transition to Web‐based surveys as well as those interested in evaluating and improving current Web‐based survey processes, outlines issues regarding online survey implementation, offers a tool for evaluating survey software, and concludes with lessons learned and avenues for future research/practice.
EFFECTS OF CHARISMATIC INFLUENCE TRAINING ON ATTITUDES, BEHAVIOR, AND PERFORMANCE
Authors: TOWLER ANNETTE J.
Published: December 2006

This study investigated the effectiveness of training in 2 components of charisma (charismatic communication style and visionary content). Forty‐one business students received charismatic influence training, presentation skills training, or no training. All participants prepared and gave a speech. Groups of 2‐3 students (N= 102) watched 1 of the videotaped speeches and then performed a task based on the speech instructions. Charismatic influence trainees performed better on a declarative knowledge test and exhibited more charismatic behaviors than those in the other conditions. In addition, participants who viewed a charismatic influence trainee performed best.
THE IMPACT OF HUMAN RESOURCE MANAGEMENT AND WORK CLIMATE ON ORGANIZATIONAL PERFORMANCE
Authors: GELADE GARRY A. , IVERY MARK
Published: December 2006

This paper examines relationships between human resource management (HRM), work climate, and organizational performance in the branch network of a retail bank. It extends previous research on group‐level climate‐performance and HRM‐performance relationships and examines how climate and HRM function as joint antecedents of business unit performance. Significant correlations are found between work climate, human resource practices, and business performance. The results show that the correlations between climate and performance cannot be explained by their common dependence on HRM factors, and that the data are consistent with a mediation model in which the effects of HRM practices on business performance are partially mediated by work climate.
RECRUITERS' USE OF GPA IN INITIAL SCREENING DECISIONS: HIGHER GPAs DON'T ALWAYS MAKE THE CUT
Authors: MCKINNEY ARLISE P. , CARLSON KEVIN D. , MECHAM ROSS L. , D'ANGELO NICHOLAS C. , CONNERLEY MARY L.
Published: December 2006

The relationship between college grade point average (GPA) and recruiters' initial screening decisions was examined using data from 548 job postings in a college recruitment program. Results indicate that in‐major grade point average (GPA) is more strongly associated with screening decisions (p= 0.18, SDP= 0.200) than is overall GPA (p= 0.06, SDP= 0.187), but the magnitudes of the relationships varied across decision sets including a larger number of negative values than would be expected from sampling error alone. Subsequent examination of the bivariate data identified 6 different plot types suggesting that recruiters use a variety of GPA decision rules to initially screen applicants in college recruiting. The most common data plots found in 42% of the decision sets suggests that recruiters do not use GPA in screening decisions. But a surprising 81 of 548 decision sets indicated recruiters selected against applicants with high GPAs. Evidence that organizations recruiting for the same job produced different plot types suggests that the use of GPA data in initial screening decisions may be idiosyncratic to individual recruiters.
TOWARDS AN UNDERSTANDING OF INTEGRITY TEST SIMILARITIES AND DIFFERENCES: AN ITEM‐LEVEL ANALYSIS OF SEVEN TESTS
Authors: WANEK JAMES E. , SACKETT PAUL R. , ONES DENIZ S.
Published: December 2006

A judgmental sort of 798 items from 7 paper‐and‐pencil integrity tests produced 23 thematic composites. Patterns of correlations between these composites and the 7 integrity measures and 2 Big Five measures shed light on similarities and differences between different integrity tests. Principal components analysis of 23 composites indicated 4 principal components that further illuminate the content domain of integrity tests. The relationships between 4 integrity principal components and integrity test scores as well as measures of the Big Five dimensions of personality are reported. The findings suggest that integrity tests can differ in their emphasis on various thematic composites, and, yet, be very similar in terms of their standing on the 4 integrity principal components. Different integrity tests can be quite different in terms of surface content, and, yet, assess the same underlying constructs.
BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS
Authors: LAMBERT LISA SCHURER , EDWARDS JEFFREY R. , CABLE DANIEL M.
Published: December 2006

Breach and fulfillment in a psychological contract has traditionally been studied with approaches that are conceptually and methodologically limited. We compared predictions derived from the traditional view to predictions from an expanded view that maintains the distinction between promised and delivered inducements and examines their joint relationship with employee satisfaction. The traditional and expanded views were compared using longitudinal data and polynomial regression analysis. Results provided little support for the traditional view. In contrast, results supported the expanded view and revealed that relationships for breach and fulfillment are more complex than previously suggested. Specifically, satisfaction depended on whether breach represented deficient or excess inducements and the particular inducement under consideration. Moreover, satisfaction was more strongly related to delivered inducements than promised inducements. These results question basic tenets of psychological contract research and indicate new avenues for research that build on the expanded view developed in this article.
THE EFFECT OF VERBAL SELF‐GUIDANCE TRAINING ON COLLECTIVE EFFICACY AND TEAM PERFORMANCE
Authors: BROWN TRAVOR C.
Published: December 2006

Although organizations frequently use teams, few studies have systematically examined training methods designed to improve collective efficacy and team performance. As such, the primary purpose of this study was to examine the effectiveness of verbal self‐guidance (VSG) training, adapted from Meichenbaum (1975,1977), on collective efficacy and team performance. Using a quasi‐experimental design, undergraduate students (n= 184) were assigned to 42 teams. These 42 teams were assigned to 2 training conditions (verbal self‐guidance/comparison). Results revealed that verbal self‐guidance had a main effect on collective efficacy and performance. Collective efficacy was found to mediate the VSG training‐performance relationship; it also correlated significantly with both team performance and the use of verbal guidance skills.
ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE
Authors: FULMER INGRID SMITHEY , GERHART BARRY , SCOTT KIMBERLY S.
Published: December 2006

We argue that positive employee relations effectively serves as an intangible and enduring asset, and may, therefore, be a source of sustained competitive advantage at the firm level. We survey a number of measures of firm‐level performance and conceptualize how each measure is likely to be affected by highly positive firm‐level employee relations. We then empirically investigate whether positive employee relations is related to firm performance, focusing on publicly traded firms included in the “100 Best Companies to Work for in America.” The relative performance of these “Best Companies” is examined via comparisons to both companies in the broad market and a group of matched firms. Our analyses suggest that companies on the 100 Best list enjoy not only stable and highly positive workforce attitudes, but also performance advantages over the broad market, and in some cases, over the matched group.
IS IT WORTH IT TO WIN THE TALENT WAR? EVALUATING THE UTILITY OF PERFORMANCE‐BASED PAY
Authors: STURMAN MICHAEL C. , TREVOR CHARLIE O. , BOUDREAU JOHN W. , GERHART BARRY
Published: December 2006

Although the business press suggests that “winning the talent war,” the attraction and retention of key talent, is increasingly pivotal to organization success, executives often report that their organizations do not fare well on this dimension. We demonstrate how, through integrating turnover and compensation research, the Boudreau and Berger (1985) staffing utility framework can be used by I‐O psychologists and other HR professionals to address this issue. Employing a step‐by‐step process that combines organization‐specific information about pay and performance with research on the pay‐turnover linkage, we estimate the effects of incentive pay on employee separation patterns at various performance levels. We then use the utility framework to evaluate the financial consequences of incentive pay as an employee retention vehicle. The demonstration illustrates the limitations of standard accounting and behavioral cost‐based approaches and the importance of considering both the costs and benefits associated with pay‐for‐performance plans. Our results suggest that traditional accounting or behavioral cost‐based approaches, used alone, would have supported rejecting a potentially lucrative pay‐for‐performance investment. In addition, our approach should enable HR professionals to use research findings and their own data to estimate the retention patterns and subsequent financial consequences of their existing, and potential, company‐specific performance‐based pay policies.
INTERNATIONAL VALIDITY GENERALIZATION OF GMA AND COGNITIVE ABILITIES: A EUROPEAN COMMUNITY META‐ANALYSIS
Authors: SALGADO JESÚS F. , ANDERSON NEIL , MOSCOSO SILVIA , BERTUA CRISTINA , DE FRUYT FILIP
Published: December 2006

This article reports on a series of meta‐analyses into the criterion validity of general menatl ability (GMA) and specific cognitive ability tests for predicting job performance ratings and training success in the European Community (EC). Meta‐analyses were computed on a large EC database examining the operational validity of GMA and other specific cognitive abilities, including verbal, numerical, spatial‐mechanical, perceptual and memory (N ranged from 946 to 16,065) across 10 EC member countries. The results showed that tests of GMA and specific cognitive ability are very good predictors of job performance and training success across the EC. Evidence for the international validity generalization of GMA and specific cognitive abilities was presented. The results for the EC meta‐analyses showed a larger operational validity than previous meta‐analyses in the U.S. for predicting job performance. For training success, the European and American results are very similar. Implications for the international generalizability of GMA test validities, practical use of cognitive ability tests for personnel selection, and directions for future research are discussed.
Enterprise Risk Management: Theory and Practice
Authors: Nocco Brian W. , Stulz René M.
Published: December 2006

The Chief Risk Officer of Nationwide Insurance teams up with a distinguished academic to discuss the benefits and challenges associated with the design and implementation of an enterprise risk management program. The authors begin by arguing that a carefully designed ERM program—one in which all material corporate risks are viewed and managed within a single framework—can be a source of long‐run competitive advantage and value through its effects at both a “macro” or company‐wide level and a “micro” or business‐unit level.

At the macro level, ERM enables senior management to identify, measure, and limit to acceptable levels the net exposures faced by the firm. By managing such exposures mainly with the idea of cushioning downside outcomes and protecting the firm's credit rating, ERM helps maintain the firm's access to capital and other resources necessary to implement its strategy and business plan.

At the micro level, ERM adds value by ensuring that all material risks are “owned,” and risk‐return tradeoffs carefully evaluated, by operating managers and employees throughout the firm. To this end, business unit managers at Nationwide are required to provide information about major risks associated with all new capital projects—information that can then used by senior management to evaluate the marginal impact of the projects on the firm's total risk. And to encourage operating managers to focus on the risk‐return tradeoffs in their own businesses, Nationwide's periodic performance evaluations of its business units attempt to refl ect their contributions to total risk by assigning risk‐adjusted levels of “imputed” capital on which project managers are expected to earn adequate returns.

The second, and by far the larger, part of the article provides an extensive guide to the process and major challenges that arise when implementing ERM, along with an account of Nationwide's approach to dealing with them. Among other issues, the authors discuss how a company should assess its risk “appetite,” measure how much risk it is bearing, and decide which risks to retain and which to transfer to others. Consistent with the principle of comparative advantage it uses to guide such decisions, Nationwide attempts to limit “non‐core” exposures, such as interest rate and equity risk, thereby enlarging the firm's capacity to bear the “information‐intensive, insurance‐ specific” risks at the core of its business and competencies.
How Does the Corporate World Cope with Mega‐Terrorism? Puzzling Evidence from Terrorism Insurance Markets
Authors: Michel‐Kerjan Erwann , Pedell Burkhard
Published: December 2006

Terrorist attacks that have succeeded abroad since 2001, as well as others that were prevented, indicate that the threat of a large‐scale attack is real and will be with us for a long time. Focusing on the United States, the United Kingdom, and Germany, this article analyzes the role that insurance can play in providing commercial enterprises with financial protection against the economic consequences of major terrorist attacks.

The article begins by explaining the design and key features of terrorism insurance programs operating today in each of the three countries (TRIA in the U.S., Pool Re in the U.K., and Extremus in Germany). The authors then provide a detailed comparative analysis of the evolution of prices and take‐up rates (based on as yet unpublished data), with particular attention to financial institutions. For those who think the U.S. is the most likely target for mega‐terrorism, the findings are somewhat puzzling. On average, for example, companies in the U.S. do not pay even half as much for comparable coverage under TRIA as companies pay in Germany under Extremus, which raises the questions: Is terrorism coverage under the U.S. insurance program now drastically underpriced? If so, what would be the likely consequences of another large‐scale attack in the U.S.? On the demand side, the authors observe a dramatic increase in take‐up rates in the U.S. since 2003, revealing increased corporate concern. By contrast, the market penetration in Germany remains remarkably low.

A better understanding of these programs and of the recent evolution of terrorism insurance markets in the U.S. and Europe should help corporate and government decision makers develop more effective protection against the economic consequences of mega‐terrorism.
The Curious Status of the History of Education: A Parallel Perspective
Authors: Rury John L.
Published: December 2006

Many educational historians no doubt have experienced the inevitable cocktail party question: “so what is your area of specialization?” Whether uttered over the clink of ice or in some other social setting, the answer is rarely simple. Real historians, after all, are supposed to work in history departments, and to focus on periods and places rather than a specific type of institution. For many people, it seems hard to comprehend the idea of history taught in schools of education, or just how such a field might be considered interesting or important.