The Seasons of a Man’s Life

Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether social desirability functions as a predictor for a variety of criteria, as a suppressor, or as a mediator. Social desirability scales were found not to predict school success, task performance, counterproductive behaviors, and job performance. Correlations with the Big Five personality dimensions, cognitive ability, and years of education are presented along with empirical evidence that (a) social desirability is not as pervasive a problem as has been anticipated by industrial-organizational psychologists, (b) social desirability is in fact related to real individual differences in emotional stability and conscientiousness, and (c) social desirability does not function as a predictor, as a practically useful suppressor, or as a mediator variable for the criterion of job performance. Removing the effects of social desirability from the Big Five dimensions of personality leaves the criterion-related validity of personality constructs for predicting job performance intact.

Role of social desirability in personality testing for personnel selection: The red herring

A meta-analysis of burnout with job demands, resources, and attitudes

https://webapps.krannert.purdue.edu/kap/KATALYST/public/publications.aspx?personid=100259&publicationid=7845&attachmentid=980

Revisiting the interplay between contractual and relational governance: : A qualitative and meta-analytic investigation

Work characteristics such as time pressure and job control can be experienced as a challenge that is positively associated with performance-related behaviors. Using experience-sampling data from 149 employees, we examined the relationships between these work characteristics and creativity and proactive behavior on a daily level. Results from multilevel analyses indicate that time pressure and job control are perceived as challenging, and that challenge appraisal in turn is related to daily creativity and proactive behavior. Furthermore, cross-level mediation analyses revealed that daily work characteristics act as the mechanism underlying the relationships between chronic work characteristics and challenge appraisal. This study supports the view of time pressure as a challenge-related stressor that leads to favorable outcomes. Copyright © 2009 John Wiley & Sons, Ltd.

Work characteristics, challenge appraisal, creativity, and proactive behavior: A multi-level study

We quantitatively integrated 169 samples (N= 35,265 employees) that have been used to investigate the relationships of the following 7 work-related stressors with job performance: role ambiguity, role conflict, role overload, job insecurity, work–family conflict, environmental uncertainty, and situational constraints. Overall, we obtained a negative mean correlation between each job performance measure and each stressor included in our analyses. As hypothesized, role ambiguity and situational constraints were most strongly negatively related to performance, relative to the other work-related stressors. Analysis of moderators revealed that (a) the negative correlation of role overload and performance was higher among managers relative to nonmanagers; (b) publication year moderated the relation of role ambiguity and role overload with performance, although in opposite directions; (c) the correlations obtained for published versus unpublished studies were not significantly different; and (d) using the Rizzo et al. scale of role ambiguity and role conflict decreased the magnitude of the correlations of these stressors with performance, relative to other scales. Theoretical contributions, future research directions, and practical implications are discussed.

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A meta-analysis of work demand stressors and job performance: examining main and moderating effects

A major limitation of all past quantitative reviews of the relationships among role stresses and job performance is that none of them has investigated theoretically meaningful mediators of these relationships. As a consequence, the nature of the processes leading from role stresses to job performance has not yet been systematically explored. Our article addresses this lacuna in past meta-analytic studies (for a recent review of these meta-analytic studies, see Gilboa, Shirom, Fried, & Cooper, 2008). We use structural equation modeling (SEM) to compare the fit of several alternative role stress → job satisfaction and propensity to leave → job performance models to a meta-analytic data set.

The Mediating Effects of Job Satisfaction and Propensity to Leave on Role Stress-Job Performance Relationships: Combining Meta-Analysis and Structural Equation Modeling

We investigated the extent to which three socio-demographic variables, employee gender, age, and tenure, moderated the meta-correlations of role conflict and role ambiguity with job performance. To test these moderating effects, we quantitatively synthesized 30 independent studies (total N = 7700). No moderating effects were found for gender and tenure. Controlling for employee tenure and gender, we found that employee mean age had a moderating effect on the role ambiguity-performance correlation, with negative correlations tending to decrease with increasing age. Moreover, two significant two-way interactions were found between the moderators. As the percentage of women in the studies and the respondents' mean age simultaneously increased, and as the mean sample tenure and age of the respondents in the studies simultaneously increased, there was a reduction in the negative relationship between role ambiguity and performance. The implications of these results for future research are discussed.

Gender, age and tenure as moderators of work-related stressors' relationships with job performance: A meta-analysis

A Meta-Analysis of Work Demand Stressors and Job Performance

This article provided a quantitative integration of 191 empirical samples (N=39,281 employees) that have investigated the relationship between various stresses and performance at work. We augmented...

Simona Gilboa

Papers

A meta-analysis of work demand stressors and job performance: examining main and moderating effects

The Mediating Effects of Job Satisfaction and Propensity to Leave on Role Stress-Job Performance Relationships: Combining Meta-Analysis and Structural Equation Modeling

Gender, age and tenure as moderators of work-related stressors' relationships with job performance: A meta-analysis

A Meta-Analysis of Work Demand Stressors and Job Performance

A meta-analysis of stress and performance at work: moderating effects of gender, age, and tenure.