We theorize that engagement, conceptualized as the investment of an individual’s complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual’s self. Results of a study of 245 firefighters and their supervisors supported our hypotheses that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior. Job involvement, job satisfaction, and intrinsic motivation were included as mediators but did not exceed engagement in explaining relationships among the antecedents and performance outcomes.

Job engagement: antecedents and effects on job performance

Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embeddedness that overcomes important limitations and serves as a companion to the original composite measure. Results of this longitudinal study found that job embeddedness predicted voluntary turnover beyond job attitudes and core variables from traditional models of turnover. Results also found that job embeddedness interacted with job satisfaction to predict voluntary turnover, suggesting that the job embeddedness construct extends beyond the unfolding model of turnover (T. R. Mitchell & T. W. Lee, 2001) it originated from.

/pdf/development-of-a-global-measure-of-job-embeddedness-and-4bsa1waxfo.pdf

Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover

We draw on eight different lab and field samples to delineate the effects of expressed humility on several important organizational outcomes, including performance, satisfaction, learning goal orientation, engagement, and turnover. We first review several literatures to define the construct of expressed humility, discuss its implications in social interactions, and distinguish expressed humility from related constructs. Using five different samples, Study 1 develops and validates an observer-report measure of expressed humility. Study 2 examines the strength of expressed humility predictions of individual performance and contextual performance (i.e., quality of team member contribution) relative to conscientiousness, global self-efficacy, and general mental ability. This study also reveals that with regard to individual performance, expressed humility may compensate for lower general mental ability. Study 3 reports insights from a large field sample that examines the relationship between leader-expressed humility and employee retention as mediated by job satisfaction and employee engagement as mediated by team learning orientation. We conclude with recommendations for future research.

https://faculty.washington.edu/mdj3/Humility%20and%20performance.pdf

Expressed Humility in Organizations: Implications for Performance, Teams, and Leadership

Drawing upon prior research on proactive personality and person-environment fit, we examine the congruence effect of leader and follower proactive personality on leader-member exchange (LMX) qualit...

Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange

How do workers make wage comparisons? Both an experimental study and an analysis of 16,000 British employees are reported. Satisfaction and well-being levels are shown to depend on more than simple relative pay. They depend upon the ordinal rank of an individual's wage within a comparison group. “Rank” itself thus seems to matter to human beings. Moreover, consistent with psychological theory, quits in a workplace are correlated with pay distribution skewness.

/pdf/does-wage-rank-affect-employees-well-being-3uacyaitr2.pdf

Does wage rank affect employees' well-being?

The Job Descriptive Index family of job attitude measures includes the Job in General (JIG) scale, a measure of global satisfaction with one’s job. The scale was originally developed and validated by Ironson, Smith, Brannick, Gibson, and Paul. Following structured scale reduction procedures developed by Stanton, Sinar, Balzer, and Smith, the current authors developed an abridged version of the JIG for use by practitioners and researchers of organizational behavior. They report the results of three validation studies documenting the process of scale reduction and the psychometric suitability of the reduced-length scale.

Shorter can Also be Better: The Abridged Job in General Scale

Although considerable research attention has been directed at understanding perceptions of salary fairness, very little attention has been given to how salary expectations are formed or how trivial elements of the job search context may influence these expectations. Two experiments demonstrated how the simple manipulation of response options for a multiple-choice item may influence subsequent salary expectations and salary satisfaction. Results are discussed in light of Parducci's (1995) contextual theory.

What makes a salary seem reasonable? Frequency context effects on starting‐salary expectations

Many organizations have policies concerning the use of technology to monitor the communications of employees. The present study explored the effects of these policies on beliefs and preferences of Black job applicants. Using a simulated job advertisement, we varied organizational monitoring policies and application submission methods in a 2 × 2 between-subjects experiment with 600 participants from a professional organization of Black engineers. Using a multiple stakeholder model of organizational privacy as a theoretical framework, we measured the perceived potential for discrimination and the degree to which the simulated organization was seen as an attractive workplace for minorities. Results indicated that failing to protect employees’ and applicants’ privacy made the organization seem less attractive as an employer. Likewise, a lack of privacy protection was seen as a potential source of discrimination. These findings supported theoretical assertions concerning two of four normative bases of privacy ...

Effects of workplace monitoring policies on potential employment discrimination and organizational attractiveness for African Americans in the technical professions

Previous studies have primarily focused on understanding why people believe conspiracy theories, especially during societal crises (e.g., the COVID-19 pandemic). The investigation of how such conspiracy beliefs would influence people's mental well-being has just begun recently. The present research aims to address this crucial question by testing the relationships between psychological distress and COVID-19 conspiracy beliefs with a five-wave longitudinal study. On the one hand, COVID-19 conspiracy beliefs could be more appealing to people with heightened distress, as these theories apparently help people to make sense of the uncertainty and life-threatening disease outbreak. On the other hand, conspiracy theories could be a source of existential threat and thus, would induce rather than reduce psychological distress. We tested these possibilities empirically by a series of cross-lagged model analyses. Using the random intercept cross-lagged panel model analysis, we only found a between-person association but not a cross-lagged within-person relationship between the two. COVID-19 conspiracy beliefs was predicted by being more politically conservative. These findings were further corroborated by the supplementary latent growth curve analyses. Overall, our findings suggest that conspiracy beliefs may not induce or reduce psychological distress in the context of COVID-19. 

https://onlinelibrary.wiley.com/doi/pdfdirect/10.1111/spc3.12807

Testing the bidirectional relationship between belief in COVID‐19 conspiracy theories and psychological distress: A five‐wave longitudinal study

This paper studies how students’ financial literacy affects their perceptions of returns to schooling and consequently their schooling decisions. We first propose a model of human capital accumulation where financially illiterate students exhibit a cognitive bias of “ironing heuristic.” With this decision heuristic, students tend to linearize the relationship between educational investments and future earnings, resulting in underestimated returns to education and inadequate study efforts. Using survey data from four rural middle schools in Southwest China, we then find a positive correlation between financial literacy and students’ perceived returns to education. In particular, the estimate of students’ perceived earnings function shows that its curvature significantly increases with students’ financial knowledge of compound interest, supporting the assumption in the theory. Our findings suggest that promoting students’ financial literacy may be an effective policy to motivate students to learn at school, especially in poor rural areas. JEL: I26, G53 (Financial Literacy), D91, J24

https://journals.sagepub.com/doi/pdf/10.1177/21582440231178192

Lilly F. Lin

Papers

Shorter can Also be Better: The Abridged Job in General Scale

What makes a salary seem reasonable? Frequency context effects on starting‐salary expectations

Effects of workplace monitoring policies on potential employment discrimination and organizational attractiveness for African Americans in the technical professions

Testing the bidirectional relationship between belief in COVID‐19 conspiracy theories and psychological distress: A five‐wave longitudinal study

Why Do Financially Illiterate Students Perceive Lower Education Returns? Evidence From a Survey in Rural China