Richard D. Arvey

Bio: Richard D. Arvey is an academic researcher from National University of Singapore. The author has contributed to research in topics: Job satisfaction & Job performance. The author has an hindex of 48, co-authored 148 publications receiving 8673 citations. Previous affiliations of Richard D. Arvey include University of Tennessee & University of Houston.

Job Satisfaction: Environmental and Genetic Components

Abstract: Monozygotic twins reared apart from an early age were used to test the hypothesis that there is a significant genetic component to job satisfaction. Thirty-four monozygotic twin pairs who had been reared apart completed the Minnesota Job Satisfaction Questionnaire as part of a comprehensive work-history assessment. Three subscales were formed from the job satisfaction items to reflect intrinsic, extrinsic, and general satisfaction with the current (or major) job. Intraclass correlations were computed to estimate the proportion of observed variability resulting from genetic factors for all job satisfaction items and for the three subscales. Resulting values indicated that approximately 30% of the observed variance in general job satisfaction was due to genetic factors. Additional analysis indicated that these results obtained even when job characteristics such as complexity, motor skill requirements, and the physical demands were held constant via partialing methods. Finally, the data indicated significant heritabilities for several of these job characteristics, which is consistent with the hypothesis of a genetic disposition to seek and remain in similar environments (jobs). Implications of these findings for theories of job satisfaction, selection, and job enrichment are discussed.

The employment interview: A summary and review of recent research.

Abstract: After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.

Performance evaluation in work settings.

Abstract: Recent research from 1993 on performance evaluations in work settings is reviewed and integrated with the prior reset and historical bases. Contemporary research reflects several themes: General models of job performance are being developed, the job performance domain is being expanded, research continues to explore the psychometric characteristics of performance ratings, research is developing on potential bias in ratings, rater training is examined, and research continues in terms of efforts to attach utility values to rated performance. We conclude that research is progressing in traditional content areas as well in the exploration of new ground. Researchers are recognizing that job performance is more than just the execution of specific tasks and that it involves a wider array of important organizational activities. There is also an increased optimism regarding the use of supervisory ratings and recognition that such isubjectivei appraisal instruments do not automatically translate into rater error or bias.

Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.

Abstract: Male and female student "interviewers," classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2 X 3 X 2 X 3 X 2 analysis of variance was computed, with the first two variables (interviewer sex and attractiveness) constituting between-group factors, and the last three variables (applicant sex, attractiveness, and qualifications) constituting repeated measures factors. Regardless of interviewer sex and attractiveness, highly qualified applicants were preferred over poorly qualified applicants, male applicants were preferred over female applicants, and attractive candidates were preferred over unattractive candidates. Discrimination in employment decisions was attributed to sex-role and physical attractiveness stereotypes.

Motivational components of test taking

Abstract: The first phase of this research effort describes an effort to directly measure the attitudes and opinions of employment test takers toward the tests they just took; the instrument is called the Test Attitude Survey (TAS). Nine factors were developed which reflect test takers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like. Several studies were conducted showing that TAS factors were significantly sensitive to differences in test types and administration permitting the inference that the TAS possessed construct validity. The second phase of this study tested several propositions and hypotheses. In one study, it is shown that the applicants report significantly higher effort and motivation on the employment tests compared to incumbents, even when ability is held constant. A second study showed that a small but significant relationship exists between TAS factor scores, test performances, and the person factors. Moreover, some of the racial differences on test performances can be accounted for via the TAS factor scores; it is observed that after holding these TAS factors constant, racial differences on the employment tests scores diminished. In a third study, very limited evidence was found for the incremental and moderating effects of these attitudes, but there were several limitations to the study associated with small sample sizes, unknown reliabilities in the criterion scales, and so forth. Discussion focussed on the potential practical applications of the TAS instrument and factor scores. It is suggested that further research could have some utility in this domain.

Meta-Analysis: A Constantly Evolving Research Integration Tool

Abstract: 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...

Experimental Design and Data Analysis for Biologists

Abstract: An essential textbook for any student or researcher in biology needing to design experiments, sample programs or analyse the resulting data The text begins with a revision of estimation and hypothesis testing methods, covering both classical and Bayesian philosophies, before advancing to the analysis of linear and generalized linear models Topics covered include linear and logistic regression, simple and complex ANOVA models (for factorial, nested, block, split-plot and repeated measures and covariance designs), and log-linear models Multivariate techniques, including classification and ordination, are then introduced Special emphasis is placed on checking assumptions, exploratory data analysis and presentation of results The main analyses are illustrated with many examples from published papers and there is an extensive reference list to both the statistical and biological literature The book is supported by a website that provides all data sets, questions for each chapter and links to software

The job demands-resources model of burnout

Abstract: The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

A Review and Synthesis of the Measurement Invariance Literature: Suggestions, Practices, and Recommendations for Organizational Research

Abstract: The establishment of measurement invariance across groups is a logical prerequisite to conducting substantive cross-group comparisons (e.g., tests of group mean differences, invariance of structura...