Cross-study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta-analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta-analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu-dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single- versus multi-item scales, the 9- versus 15-item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales.

Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings.

A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.

A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior

Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.

/pdf/work-engagement-a-quantitative-review-and-test-of-its-503hfzcmq6.pdf

Work engagement: a quantitative review and test of its relations with task and contextual performance

Meta-analysis was used to review and synthesize existing empirical research concerning the career benefits associated with mentoring for the protege´. Both objective (e.g., compensation) and subjective (e.g., career satisfaction) career outcomes were examined. Comparisons of mentored versus nonmentored groups were included, along with relationships between mentoring provided and outcomes. The findings were generally supportive of the benefits associated with mentoring, but effect sizes associated with objective outcomes were small. There was also some indication that the outcomes studied differed in the magnitude of their relationship with the type of mentoring provided (i.e., career or psychosocial).

/pdf/career-benefits-associated-with-mentoring-for-proteges-a-1243je9s1b.pdf

Career benefits associated with mentoring for protégés: A meta-analysis

Recent conceptual and methodological advances in behavioral safety research afford an opportunity to integrate past and recent research findings. Building on theoretical models of worker performance and work climate, this study quantitatively integrates the safety literature by meta-analytically examining person- and situation-based antecedents of safety performance behaviors and safety outcomes (i.e., accidents and injuries). As anticipated, safety knowledge and safety motivation were most strongly related to safety performance behaviors, closely followed by psychological safety climate and group safety climate. With regard to accidents and injuries, however, group safety climate had the strongest association. In addition, tests of a meta-analytic path model provided support for the theoretical model that guided this overall investigation. The implications of these findings for advancing the study and management of workplace safety are discussed.

Workplace safety: a meta-analysis of the roles of person and situation factors.

As part of a blind longitudinal study, 5,465 job applicants were tested for use of illicit drugs, and the relationships between these drug-test results and absenteeism, turnover, injuries, and accidents on the job were evaluated. After an average 1.3 years of employment, employees who had tested positive for illicit drugs had an absenteeism rate 59.3% higher than employees who had tested negative (6.63% vs. 4.16% of scheduled work hours, respectively). Employees who had tested positive also had a 47% higher rate of involuntary turnover than employees who had tested negative (15.41% vs. 10.51%, respectively). No significant associations were detected between drug-test results and measures of injury and accident occurrence. The practical implications of these results, in terms of economic utility and prediction errors, are discussed.

An evaluation of preemployment drug testing.

A new meta-analytic approach.

A new utility analysis approach is presented. It is demonstrated that the new approach does not require the direct estimation of the most problematic component of current utility analysis equations, the standard deviation of Y. The parsimony of the new approach provides the potential for more directly linking decision-theoretic utility analysis with economic and accounting concepts. The development of the new approach highlights the many necessary and untested assumptions of current utility models. It also points to a need for reassessing the psychometric validity of correcting for criterion unreliability in utility analysis. Furthermore, the CREPID and 40% and 70% rules for estimating the standard deviation of Y are shown to be special cases of the new approach. Research on the efficacy of the assumptions and applicability of the new approach is advocated.

A New Approach for Utility Analysis

We present an overview and a eritique of computerized psychologies! testing and assessment. Emphasis is placed on describing computer testing systems currently in place, discussing considerations (factors) in developing a computerized psychological testing system, examining the research on potential benefits and problems associated with computerized psychological testing, and discussing Ihe need for the adoption of a set of guidelines, both scientific and ethical, for computerized psychological testing. We conclude that computerized psychological testing systems have the potential of being practical, cost-effective, and psychometrically sound means of assessing individuals. The potential of computerized psychological testing can be realized if proper considerations are made in designing, developing, and implementing these testing systems, and if professional standards (guidelines) are adhered to by computer test service providers and users. Before the adoption of computerized psychological testing becomes widespread, a number of serious issues deserve the attention of professionals. Over the past two decades, the use of computers in psychological assessment has steadily increased. During this time, computers have assisted in administering and scoring tests as well as in providing interpretive reports. Some of the early work related to the use of computers in psychological assessment, for a variety of different purposes, was reported by Gedye (1968), KJeinmuntz and McLean (1968), Lang (1969), and Stillman, Roth, Colby, and Rosenbaum (1969). Sampson (1983) reported that the use of computers in the testing field began when large time-sharing computers were used to optically scan, score, and profile standardized tests. This was followed by the addition of interpretive narrative reports to these systems. More recently, tests have been administered via computer terminals. Systems for administering tests via computer terminals also incorporate test scoring and interpretation components. A number of different types of computer systems for administering, scoring, and interpreting tests are commercially available. Our purpose is to provide an overview of existing computerized psychological testing systems, to describe some of the considerations in developing and implementing a computer testing system, to discuss the potential benefits and problems associated with computerized psychological testing, and to discuss the need for strict adherence to a set of standards for the administration and interpretation of computerized psychological tests.

https://psycnet.apa.org/journals/pro/18/1/42.pdf

Jacques Normand

Papers

An evaluation of preemployment drug testing.

A new meta-analytic approach.

A New Approach for Utility Analysis

Computerized Psychological Testing: Overview and Critique

Examinee attitudes toward computer-administered ability testing