During the past 30 years, meta-analysis has been an indispensable tool for revealing the hidden meaning of our research literatures. The four articles in this special section on meta-analysis illus...

Meta-Analysis: A Constantly Evolving Research Integration Tool

世界経済・社会統計 = World development indicators

Purpose – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) modelDesign/methodology/approach – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.Findings – The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.Originality/value – This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to i...

The job demands-resources model : state of the art

Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.Design/methodology/approach – A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.Findings – Results indicate that there is a meaningful difference between job and organization engagements and that perceived organi...

Antecedents and consequences of employee engagement

This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.

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Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit

There are many beliefs about the patterning of positive and negative mood over the course of the week. Support has been found for ‘Blue Monday’, ‘Thank God it's Friday’ and Weekdays versus Weekend effects, although in relatively small studies and often with student samples. Using telephone questionnaire data from a large national survey (N = 340,000), we examined day-of-week (DOW) effects on positive and negative moods. Unlike prior studies, we also tested the potential moderating effects of four demographic variables on DOW. Strong support was found for better mood on weekends and Fridays, but there was minimal support for a Blue Monday effect and no differences were observed between Saturdays and Sundays. Demographics moderated some DOW effects: DOW effects were diminished for older and retired respondents, but there was little DOW difference by gender or presence of a partner. DOW is associated with mood, but not always in ways we believe.

Day-of-week mood patterns in the United States: On the existence of ‘Blue Monday’, ‘Thank God it's Friday’ and weekend effects

for contributing important research studies, database information, and analysis to this meta-analysis. and trade secret protection protect the ideas, concepts, and recommendations related within this document.

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The Relationship Between Engagement at Work and Organizational Outcomes

In recent years, the term ‘‘employee engagement’’ has taken on a life of its own, probably based, in part, on its resonance as a term describing a deeper level of involvement and enthusiasm from the employee than the terms ‘‘job satisfaction’’ or ‘‘organizational commitment’’ might imply. The newer emphasis on absorption, passion, and affect may, in fact, better reflect the reason work attitudes matter to organizations. Metaanalyses show that job attitudes substantially relate to individual-level performance (Judge, Thoresen, Bono, & Patton, 2001) and business unit–level outcomes such as profit, sales, customer ratings, accidents, and turnover (Harter, Schmidt, & Hayes, 2002; Harter, Schmidt, Killham, & Asplund, 2007). These practically important relationships are likely a reflection of differences in the level of cognitive and emotional involvement and enthusiasm employees have for their work and companies, leading to discretionary effort, which in turn leads to a host of positive business outcomes. A key question is whether the newer constructs of engagement have discriminant validity relative to the older constructs of job satisfaction and organizational commitment that have been studied for decades. Macey and Schneider’s paper is based on an implicit assumption that may not hold true: If they and other researchers can make a logical or conceptual distinction between constructs or measures, then this distinction will exist in the minds of employees or respondents to surveys. The area of jobrelated attitudes may be an excellent example of the kind of construct proliferation that can cause industrial–organizational (I–O) psychology and organizational behavior to be major violators of the mandate for parsimony in science. The ability of I–O psychologists to create a wide variety of conceptual distinctions—many quite subtle—leading to a proliferation of proposed constructs (the jangle fallacy cited by Macey and Schneider [2008]) seems quite expansive. Macey and Schneider’s paper is a well-intentioned attempt to deal with this problem but is based on an implicit assumption that substantial new evidence suggests is false. Advanced measurement methods can now serve as critical theoretical tools to determine whether constructs that can be argued to be conceptually distinct are in fact empirically distinct. If they are empirically distinct, then they will correlate considerably less than 1.00 after the appropriate Correspondence concerning this article should be addressed to James K. Harter. E-mail: jim_harter@ gallup.com Address: The Gallup Organization, 1001 Gallup Drive, Omaha, NE 68103 James K. Harter, Workplace Management, The Gallup Organization; Frank L. Schmidt, Tippie College of Business, University of Iowa. Industrial and Organizational Psychology, 1 (2008), 36–39. Copyright a 2008 Society for Industrial and Organizational Psychology. 1754-9426/08

Conceptual Versus Empirical Distinctions Among Constructs: Implications for Discriminant Validity

Data from the Gallup World Poll highlighted the differential relations between perceived stress, well-being, and wealth at the individual- versus nation-level. At the nation level, stress was a distinct concept from negative affect (NA). It correlated positively with well-being (positive affect, life satisfaction, and domain satisfaction) and wealth (as measured by income, gross domestic product, and modern conveniences). In contrast, NA correlated inversely with well-being and income. Although similar to NA at the individual level, stress showed weaker negative relations with well-being than NA did. In sum, nation-level stress and NA were related in the opposite direction to wealth (and poverty), well-being, and life expectancy. Furthermore, the concept of stress differed at the individual and nation levels. For the former, stress appeared to be purely a negative marker of affective well-being (albeit weaker than other discrete negative emotions); for the latter, it appeared to reflect lifestyle differences that were strongly associated with wealth, and with affective and cognitive well-being to a smaller degree.

Affluence, Feelings of Stress, and Well-Being.

The science of wellbeing has come a long way from the early days of measuring wellbeing via a nation’s GDP, and wellbeing measures and concepts continue to proliferate to capture its various elements. Yet, much of this activity has reflected concepts from Western cultures, despite the emphasis placed on wellbeing in all corners of the globe. To meet the challenges and opportunities arising from cross-disciplinary research worldwide, the Well-Being for Planet Earth Foundation and the Gallup World Poll have joined forces to add more culturally relevant constructs and questions to existing Gallup modules. In this white paper, we review the discussion from the international well-being summit in Kyoto, Japan (August 2019), where nine such additions were proposed and highlight why a more global view of wellbeing is needed. Overall, the new items reflect a richer view of wellbeing than life satisfaction alone and include hedonic and eudaimonic facets of wellbeing, social wellbeing, the role of culture, community, nature, and governance. These additions allow for the measurement of a broader conceptualization of wellbeing, more refined and nuanced cross-cultural comparisons, and facilitate a better examination of the causes of variation in global wellbeing. The new Gallup World Poll additions will be trialled in 2020, with additional inclusions from this summit to be made in 2021.

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James K. Harter

Papers

Day-of-week mood patterns in the United States: On the existence of ‘Blue Monday’, ‘Thank God it's Friday’ and weekend effects

The Relationship Between Engagement at Work and Organizational Outcomes

Conceptual Versus Empirical Distinctions Among Constructs: Implications for Discriminant Validity

Affluence, Feelings of Stress, and Well-Being.

Towards a greater global understanding of wellbeing: A proposal for a more inclusive measure