Showing papers in "Human Performance in 2009"
TL;DR: A meta-analysis summarizing results of 187 studies reporting cross-sectional and longitudinal relationships between job satisfaction and personality is described in this article, showing negative relationships with external locus of control, trait anger, Machiavellianism, negative affectivity/trait anxiety, and Type A (global and impatience/irritability).
Abstract: A meta-analysis summarizing results of 187 studies reporting cross-sectional and longitudinal relationships between job satisfaction and personality is described. The Big Five factor of Neuroticism related most strongly and negatively to job satisfaction (−.25), with the other factors ranging from .16 (Conscientiousness) to −.02 (Openness to Experience). Job satisfaction was positively related to internal locus of control (LOC), positive affectivity, and Type A (achievement striving). Results showed negative relationships with external LOC, trait anger, Machiavellianism, negative affectivity/trait anxiety, and Type A (global and impatience/irritability). Job satisfaction had a very weak, negative correlation with narcissism that was indistinguishable from zero. These relationships were similar, although the effect sizes were generally not as strong, when examined in a longitudinal context. The distinctiveness of Extraversion and positive affectivity, as well as that of global and composite measures of job...
138 citations
TL;DR: This paper examined the relationship between trust and routine and creative performance and the extent to which hairstylists trust their supervisors and customers, and investigated whether psychological safety mediated these trust-performance relations.
Abstract: We examined the relations for hairstylists between trust and routine and creative performance and the extent to which these service employees trust their supervisors and customers We also investigated whether psychological safety mediated these trust–performance relations Results suggested that trust in supervisors and trust in customers made significant, independent, and joint contributions to employees' creative performance; however, only trust in supervisors was related to routine performance Moreover, psychological safety mediated the trust in supervisor–performance links, but did not mediate the trust in customer influence
108 citations
TL;DR: This paper used the social identity paradigm to investigate whether greater Arab identification of applicants led to hiring discrimination and whether job characteristics and raters' prejudice moderated this effect, and found that resumes with Arab name and affiliations negatively influenced job suitability ratings.
Abstract: Individuals of Arab descent have increasingly experienced prejudice and employment discrimination. This study used the social identity paradigm to investigate whether greater Arab identification of applicants led to hiring discrimination and whether job characteristics and raters' prejudice moderated this effect. One hundred forty-one American and 153 Dutch participants rated resumes on job suitability. Resumes with Arab name and affiliations negatively influenced job suitability ratings, but only when job cognitive demands and external client contact were limited. Within the Dutch sample job suitability rating of Arab applicants was lowest when Dutch raters' implicit prejudice was high. As expected, no effects of explicit prejudice were found: discrimination may operate in subtle ways, depending on the combined effect of applicant, job, and rater characteristics. Further research and implications for employment-related decision making, such as anonymous resume-sifting, are discussed.
104 citations
TL;DR: In this article, the influence of task and team shared mental models (SMMs) on team effectiveness, as mediated by collective efficacy, was assessed using a sample of 422 air traffic controllers representing 43 Navy teams from land-based towers.
Abstract: We assessed the influence of task and team shared mental models (SMMs) on team effectiveness, as mediated by collective efficacy. Using a sample of 422 air traffic controllers representing 43 Navy teams from land-based towers, task SMMs exhibited a significant linear relationship with team effectiveness, whereas team SMMs did not. Moreover, the interaction of team and task SMMs was positively related to team effectiveness. Collective efficacy was found to mediate the relationship between task SMMs (but not team SMMs or their interaction) and team effectiveness. Results are discussed in terms of the complex nature of SMMs and team outcomes.
101 citations
TL;DR: Using meta-analytic evidence, this paper tested trait and task-based theoretical approaches to team personality management, using both team behaviors and team outcomes as criteria, and found team conscientiousness and Agreeableness provided supplementary fit primarily with team behaviors, but there was mixed evidence that extroversion provided complementary fit.
Abstract: Using meta-analytic evidence, this study tested trait- and task-based theoretical approaches to team personality management, using both team behaviors and team outcomes as criteria Trait theories state that maximization of the team trait is harmful for Extroversion (complementary team fit) but beneficial for Conscientiousness, Agreeableness, and Emotional Stability (supplementary fit) Task-based theories state that tasks with few work exchanges are best reflected by mean trait scores, whereas tasks with frequent work exchanges are best represented by other types of scores (eg, minimum score) Correlations between different aggregations of team personality and team performance were coded, as well as the study criterion choice and the pattern of workflow (as moderators) Partial support for both trait and task theories were found Team Conscientiousness and Agreeableness provided supplementary fit primarily with team behaviors, but there was mixed evidence that Extroversion provided complementary fit F
84 citations
TL;DR: The authors found that self-efficacy was positively related to subsequent performance following poor or substandard performances, but following more successful prior performances, self-optimality was negatively related with subsequent performance.
Abstract: Over the last several years, the conventional view of self-efficacy as a positive influence on performance has been called into question. Researchers have identified a negative relationship between self-efficacy and performance when examined via within-person analyses, even in the presence of large positive between-person relationships. The current study proposes that the within-person relationship between self-efficacy and subsequent performance is moderated by one's degree of prior success or failure. Using a multitrial task, support was found for the proposed model. Following poor or substandard performances, self-efficacy was positively related to subsequent performance. However, following more successful prior performances, self-efficacy was negatively related to subsequent performance. Implications of these findings for theory and research on work motivation are discussed.
77 citations
TL;DR: In this article, the effects of individual differences in emotion regulation tendencies on task-related job performance and the mediating role of task focus were investigated. And the results generally supported the expected relationships across both lab and field studies.
Abstract: This research tested the effects of individual differences in emotion regulation tendencies on task-related job performance and the mediating role of task focus. Emotion regulation has been divided into two broad classes, suppression and reappraisal, which may differentially relate to performance. By following self-regulation theories, it is believed that suppression requires more resources and will negatively relate to task performance via less task focus. Reappraisal requires fewer resources and should positively relate to performance via greater task focus. Results generally supported our expected relationships across both lab and field studies, and we discuss the theoretical and practical implications of our findings.
63 citations
TL;DR: For example, this paper found that working adults who engaged in a challenging mental task performed better in pursuit of a non-cash incentive than in pursuit a cash incentive of equal cash value, even though they stated a preference to receive the cash award.
Abstract: This article studies the motivational power of hedonic noncash incentives compared to the motivational power of an equivalent amount of cash. In a laboratory study, working adults who engaged in a challenging mental task performed better in pursuit of a noncash incentive than in pursuit of a cash incentive of equal cash value, even though they stated a preference to receive the cash award. Justification concerns regarding the consumption and purchase of luxurious hedonic goods are found to be a major cause of this behavioral inconsistency. These findings suggest that firms must be careful in asking employees what incentives they prefer, because the preferred incentive may not be the one that leads to the best performance.
60 citations
TL;DR: In this article, the authors tested a dynamic perspective which suggests that satisfaction and motivation during goal-striving depends not only on discrepancies but also on velocities (i.e., differences between current and desired states) and found that velocity information predicts affective and cognitive reactions incremental to discrepancy information.
Abstract: Adopting a control theory framework, the authors tested a dynamic perspective which suggests that satisfaction and motivation during goal-striving depends not only on discrepancies (i.e., differences between current and desired states) but also on velocities (i.e., rates at which discrepancies change over time). Two studies with different approaches and methodologies were conducted and support was found for the primary hypothesis that velocity information predicts affective and cognitive reactions incremental to discrepancy information. In addition, a Discrepancy × Velocity interaction influenced task satisfaction, success expectancy, and goal commitment. Results are discussed in relation to the broader context of self-regulation.
49 citations
TL;DR: This paper investigated interactions between positive affect and personality (empathy and altruism) as predictors of workplace helping and found that affect's relationship with later helping depended on the personality trait of altruism.
Abstract: We investigated interactions between positive affect and personality (empathy and altruism) as predictors of workplace helping. We conducted an experience sampling study with 80 participants, each of whom completed personality instruments and responded to a maximum of 5 electronic surveys per day for 5 workdays. This approach allowed us to study relationships over time between momentary positive affect and workplace helping behavior. We found that affect's relationship with later helping depended on the personality trait of altruism. We also found evidence that the relationship was reciprocal—helping others lead to increased positive affect, but again the relationship depended on altruism.
48 citations
TL;DR: In this article, the authors tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity and found some support for the hypothesis that the quality of the interviewer ratings improves when one only considers ratings from questions for which interviewees had correctly identified the intended dimensions.
Abstract: The current study tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, interviewees who were more proficient at identifying the targeted dimensions received better evaluations. Furthermore, interviewees' ability to identify these evaluation criteria accounted for substantial variance in predicting their performance even after controlling for cognitive ability. Finally, the interviewer ratings showed poor discriminant and convergent validity. However, we found some support for the hypothesis that the quality of the interviewer ratings improves when one only considers ratings from questions for which interviewees had correctly identified the intended dimensions.
TL;DR: In this paper, the authors developed and tested a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively and found that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager.
Abstract: The primary goal of this study was to develop and test a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively. This study proposed that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager, along with other important attitudes and outcomes. In a sample of 257 call center representatives, the purpose for using EPM, development versus control, was associated with interpersonal justice perceptions, but EPM-based feedback characteristics, whether the feedback was timely, specific, and constructive, were not. Furthermore, the presence of an explanation for EPM was positively related to perceptions of informational justice. Moreover, interpersonal and informational justice perceptions were positively related to trust in the manager, which in turn was positively related to job performance and job satisfaction.
TL;DR: In this article, an item response theory-based approach is presented to construct and model multidimensional pairwise preference responses directly, assessing information at the item and scale levels, and a way of computing standard errors for trait scores and estimating scale reliability.
Abstract: In this article, we offer some suggestions as to why tetrads and pentads have become the dominant formats for administering multidimensional forced choice (MFC) items but, in turn, raise questions regarding the underlying psychometric model and means of addressing item quality and scoring accuracy. We then focus our attention on multidimensional pairwise preference (MDPP) items and present an item response theory–based approach to constructing and modeling MDPP responses directly, assessing information at the item and scale levels, and a way of computing standard errors for trait scores and estimating scale reliability. To demonstrate the viability of this method for applied use, we show that the correspondence between MDPP scores derived from direct modeling with those obtained using single statement and unidimensional pairwise preference measures administered in a laboratory setting. Trait score correlations and criterion related validities are compared across testing formats and rating sources (i.e., s...
TL;DR: This paper conducted regression analyses on data from a sample of 299 Dutch students about to enter the job market and found that 20 predictors subsumed under the Five Factor Model, core self-evaluations, expatriate specific predictors, and biodata account for 50% of the variance in expatriation willingness.
Abstract: High expatriate selection ratios thwart the ability of multinational organizations to select expatriates. Reducing the selection ratio may be accomplished by selecting those applicants for entry level domestic positions who have expatriate aspirations. Regression analyses conducted on data from a sample of 299 Dutch students about to enter the job market indicated that 20 predictors subsumed under the Five Factor Model, core self-evaluations, expatriate specific predictors, and biodata account for 50% of the variance in expatriation willingness. The predictors were ordered relative to their increasing alignment with expatriation willingness in terms of the action, target, context, and time elements reflected in Ajzen's (1988, 1991) principle of correspondence. Dominance and relative weights analysis provided strong support for the hypothesis that greater alignment on these elements translates into greater predictive power, with biodata emerging as the most powerful predictor set, followed by expatriate specific predictors, the Five Factor Model, and finally core self-evaluations.
TL;DR: This article examined the relationship of two types of employee perceptions of overall fairness with supervisor ratings of in-role task performance and organizational citizenship behaviors (OCB) using multisource data.
Abstract: Using multisource data, this article examined the relationship of two types of employee perceptions of overall fairness (i.e., fairness of the organization and fairness of the department), with supervisor ratings of in-role task performance and organizational citizenship behaviors (OCB). We also examined whether high-quality leader-member exchange (LMX) relationships compensate for negative effects of fairness on job performance and citizenship behaviors. Focusing on a sample of 154 health care workers, we found that only employee perceptions of overall fairness regarding the department were related to supervisory ratings of OCB and in-role task performance. Moreover, LMX moderated the relationships between fairness perceptions and (a) task performance, (b) organization-focused OCB, but not (c) individual-focused OCB. We discuss implications for research and the potential for reducing negative effects of low fairness perceptions on job performance through positive LMX.
TL;DR: In this paper, the authors determine the efficiency and equity of general mental ability (GMA) in a nontraditional employment setting, such as professional football, and find that GMA was unrelated to future NFL performance, selection decisions during the NFL Draft, and the number of games started in the NFL.
Abstract: The purpose of this study was to determine the efficiency and equity of general mental ability (GMA) in a nontraditional employment setting—professional football. The National Football League (NFL) uses a measure of GMA, the Wonderlic Personnel Test, to evaluate potential draftees in an assessment-style environment. A total of 762 NFL players, represented from three draft classes, were included in our sample. In terms of efficiency, results indicated that GMA was unrelated to (a) future NFL performance, (b) selection decisions during the NFL Draft, and (c) the number of games started in the NFL. In regards to equity, differential prediction analyses by race suggested only the existence of intercept bias. The implications of these findings to the NFL and the selection literature are further discussed.
TL;DR: In this article, a college student sample (N = 2,747) was administered an SJT of goal orientation traits (i.e., mastery, performance-approach, and performance-avoid), and structural equation modeling was used to estimate the proportions of item variance to attributable to situational differences (across students) and to trait-based differences in students.
Abstract: In organizational research, situational judgment tests (SJTs) consistently demonstrate incremental validity, yet our theoretical understanding of SJTs is limited. Our knowledge could be advanced by decomposing the variance of SJT items into trait variance and situation variance; we do that by applying statistical methods used to analyze multitrait–multimethod matrices. A college-student sample (N = 2,747) was administered an SJT of goal orientation traits (i.e., mastery, performance-approach, and performance-avoid). Structural equation modeling was used to estimate the proportions of item variance to attributable to situational differences (across students) and to trait-based differences in students (across situations). Situation factors accounted for over three times the amount of variance as did individual difference factors. We conclude with general implications for the design of SJTs in organizational research.
TL;DR: In this paper, the relationship between contextual performance and job satisfaction is reexamined by considering the distinction between scores on measures of satisfaction and measures of dissatisfaction, and it is shown that the satisfaction-dissatisfaction distinction is valid at the facet level.
Abstract: The relationship between contextual performance and job satisfaction is reexamined by considering the distinction between scores on measures of satisfaction and measures of dissatisfaction. Data from four samples and two measures of job satisfaction suggest that scores on measures of both satisfaction and dissatisfaction provide significant incremental validity in predicting contextual performance, that the satisfaction–dissatisfaction distinction is valid at the facet level, and that the satisfaction–dissatisfaction distinction cannot be accounted for by the artifactual explanations previously proposed in the literature.
TL;DR: This paper examined the degree to which self-monitoring, knowledge of the constructs being measured, job familiarity, and openness to ideas account for variance in ability to fake on a personality measure.
Abstract: This study provides a partial test of the model of faking proposed by McFarland and Ryan (2000) by examining the degree to which self-monitoring, knowledge of the constructs being measured, job familiarity, and openness to ideas account for variance in ability to fake on a personality measure. Undergraduates (N = 342) completed a modified version of the NEO Personality Inventory–Revised under both honest and faking instructions. In addition, some participants were asked to “fake good” and others were asked to fake toward the requirements of a specific job (i.e., accountant). Consistent with prior research, the fake good manipulation was found to increase scores on 8 of the 9 personality variables. In contrast, the fake accountant manipulation resulted in a personality profile consistent with a priori hypotheses in which some personality scores were significantly increased whereas others were significantly decreased. Results also revealed that the individual difference variables explained a significant por...
TL;DR: In this article, the authors examined whether adaptive skill mediated the effects of values on performance for military leaders and found that adaptive skill was a distinct construct which uniquely contributed to overall performance.
Abstract: Researchers posit that adaptability is an important contributor of performance and that it mediates the effects of distal predictors on performance. As limited empirical evidence supports these relationships, the present research examined whether adaptive skill mediated the effects of values on performance for military leaders. We found that adaptive skill was a distinct construct which uniquely contributed to overall performance. Further, we found that adaptive skill fully mediated the effects of values on technical-administrative behaviors and partially mediated the effects of values on contextual performance and leader behaviors. We discuss the need to further test the nomological network of KSAO–adaptability–performance relationships.
TL;DR: This article found that faded feedback led to a rapid change in the percentage of favorable (vs. unfavorable) task conditions experienced over the course of training, which facilitated the transfer of effective responses to favorable task conditions.
Abstract: We assessed the merit of the advice given in the literature to fade feedback over the course of training because it was not based on solid research evidence. In a transfer experiment, we compared the effects of faded versus increasing feedback-provided guidance over the course of training on performers' task variability patterns and the subsequent transfer of effective responses to different task conditions. We found that faded feedback led to a rapid change in the percentage of favorable (vs. unfavorable) task conditions experienced over the course of training, which facilitated the transfer of effective responses to favorable task conditions. Alternatively, increasing feedback-provided guidance resulted in a gradual increase in the percentage of favorable (vs. unfavorable) task conditions experienced over the course of training and more balanced exposure to different task conditions. This facilitated the transfer of effective responses to unfavorable task conditions and more equal transfer of effective ...
TL;DR: In this article, the authors proposed and evaluated specific forms of work commitment that are applicable across a broad range of work situations: work-group, work-content, and work-results commitment.
Abstract: Previous research revealed that commitment to more specific foci than the organization as a whole is better suited to predict specific employee behaviors. We extend this research by proposing and evaluating specific forms of work commitment that are applicable across a broad range of work situations: work-group, work-content, and work-results commitment. Two studies (N 1 = 16,389; N 2 = 482) supported the distinction between these forms of work commitment, in addition to affective and continuance organizational commitment. Corroborating our predictions, organizational commitment predicted organizational turnover intentions and actual turnover, whereas the three forms of work commitment substantially improved the prediction of self-reported (Study 1) and objective (Study 2) measures of internal mobility and job performance over time.
TL;DR: This article examined the underlying structure of assessment centers in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary) and found that exercise factors not only explained more variance in assessment center ratings than dimension factors, but also were more important in predicting salary.
Abstract: This study presents a simultaneous examination of multiple evidential bases of the validity of assessment center (AC) ratings. In particular, we combine both construct-related and criterion-related validation strategies in the same sample to determine the relative importance of exercises and dimensions. We examine the underlying structure of ACs in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary). Results from an AC (N = 753) showed that exercise factors not only explained more variance in AC ratings than dimension factors but also were more important in predicting salary. Dimension factors explained a smaller albeit significant portion of the variance in AC ratings and had lower validity for predicting salary. The implications of these findings for AC theory, practice, and research are discussed.
TL;DR: This article examined whether the construct validity of situational judgment tests (SJTs) changes across applicant and incumbent contexts and examined whether means differ across contexts, finding that cognitive ability was more strongly related to SJT scores in incumbent contexts than applicant contexts.
Abstract: This study examines two important issues with situational judgment tests (SJTs) in operational contexts. First, we examine whether the construct validity of SJTs changes across applicant and incumbent contexts. Second, we examine whether means differ across contexts. Using a model of the SJT response process as a guide, results from 12 predictive and concurrent criterion-related studies show that the construct validity inferences of SJTs differ somewhat by context, such that cognitive ability was more strongly related to SJT scores in incumbent contexts than applicant contexts. No significant contextual differences were found with personality. However, in contrast to most noncognitive predictors, applicants score lower on SJTs than incumbents. Cumulatively, these results suggest that the response processes used by respondents may differ by context, and inferences of SJT construct validity may be partly context specific.
TL;DR: The authors developed a training protocol to enhance interviewers' knowledge of personality-related cues and, in so doing, improve the accuracy of their personality judgments, suggesting that trait cue knowledge and dispositional intelligence may function independently in the improvement of rating accuracy.
Abstract: We developed a training protocol to enhance interviewers' knowledge of personality-related cues and, in so doing, improve the accuracy of their personality judgments. Participants (N = 164) watched 3 videotaped mock employment interviews and judged the personality of those interviewees. The trained group was more accurate than the control group for some, but not all, of the rated traits. It was predicted that training would increase participants' dispositional intelligence (knowledge of personality) scores. This hypothesis was not supported, suggesting that trait cue knowledge and dispositional intelligence may function independently in the improvement of rating accuracy. These findings contribute to further articulation of the process underlying accurate personality inferences.
TL;DR: In this paper, the authors investigated the relationship between agreement among raters, raters' perceptions regarding their difficulty in providing ratings, and expert assessments of the behavioral observability of each item.
Abstract: When providing performance ratings, it is commonly assumed that raters agree more on rating items that are behaviorally based and observable than on items that are vague and less behaviorally based. This study empirically investigated the relationships between agreement among raters, raters' perceptions regarding their difficulty in providing ratings, and expert assessments of the behavioral observability of each item. The results, based on 611 raters in two studies conducted in different locations, suggest that contrary to common expectations, rater agreement can increase as raters' reported rating difficulty increases and as behavioral observability decreases. Explanations and implications are discussed.
TL;DR: In this article, the effects of warnings and speeding on scale scores and convergent validity of a measure of Conscientiousness in a faking context (N = 329) were examined and a completely crossed 2 × 2 experimental design was used in which instructions (no warning or a warning) and speeding (with or without a time limit) were manipulated.
Abstract: We examined the effects of warnings and speeding on scale scores and convergent validity of a measure of Conscientiousness in a faking context (N = 329). A completely crossed 2 × 2 experimental design was used in which instructions (no warning or a warning) and speeding (with or without a time limit) were manipulated. No statistically significant effects on scale scores or convergent validity were evidenced for speeding. Warning participants did decrease Conscientiousness scores by almost 1 standard deviation (d = .91). Warnings also moderated the relationship between self- and observer-ratings of Conscientiousness such that the relationship between self- and observer-ratings was statistically significant and positive in the warned conditions (r partial = .29, p .05, n = 148) in the unwarned conditions.
TL;DR: This article examined the effects of injury severity, injury target, and perceived responsibility on supervisors' discipline severity following a rule violation and found that discipline severity decreased as the severity of the injury the rule violator experienced increased.
Abstract: We examined the effects of injury severity, injury target, and perceived responsibility on supervisors' discipline severity following a rule violation. Participants made discipline judgments after reading scenarios describing work rule violations. Data revealed an Injury Severity × Injury Target interactive effect on discipline severity. Respondents disciplined rule violators more severely when the behavior caused a serious coworker injury than when the violating behavior caused a minor coworker injury. Discipline severity decreased as the severity of the injury the rule violator experienced increased. That finding goes against conventional wisdom stating that a positive linear relation exists between the extent of an injury and discipline severity and suggests that supervisors might not make all discipline judgments in a simple, linear fashion.