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Showing papers in "Journal of Applied Psychology in 1996"


Journal ArticleDOI
TL;DR: This paper developed and validated short, self-report scales of work-family conflict (WFC) and family-work conflict (FWC) using conceptualizations consistent with the current literature.
Abstract: Researchers report on a 3-sample study that developed and validated short, self-report scales of work-family conflict (WFC) and family-work conflict (FWC). Using conceptualizations consistent with the current literature, the researchers offer content domains and definitions of the constructs. Advocated procedures were used to develop the scales and test dimensionality and internal consistency. Estimates of construct validity are presented by relating the scales to 16 other on- and off-job constructs. Mean-level difference tests between WFC and FWC also provide evidence of validity.

3,093 citations


Journal ArticleDOI
TL;DR: This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout, finding that emotional exhaustion was more strongly related to the demand correlates than to the resource correlates.
Abstract: This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.

3,036 citations


Journal ArticleDOI
TL;DR: In this article, the relative contribution of indicators of employee-organization exchange and subordinate-supervisor exchange was examined by comparing nested models and finding that perceived organizational support is associated with organizational commitment, whereas leader-member exchange is associated to citizenship and in-role behavior.
Abstract: Social exchange (P. Blau, 1964) and the norm of reciprocity (A. W. Gouldner, 1960) have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical research suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & B. M. Meglino, 1994). The purpose of the present study was to further investigate these relationships by examining the relative contribution of indicators of employee-organization exchange and subordinate-supervisor exchange. Structural equation modeling was used to compare nested models. Results indicate that perceived organizational support is associated with organizational commitment, whereas leader-member exchange is associated with citizenship and in-role behavior.

1,630 citations


Journal ArticleDOI
TL;DR: In this article, a pretest-posttest control-group design (N = 20) was used to assess the effects of transformational leadership training, with 9 and 11 managers assigned randomly to training and control groups, respectively.
Abstract: A pretest-posttest control-group design (N = 20) was used to assess the effects of transformational leadership training, with 9 and 11 managers assigned randomly to training and control groups, respectively. Training consisted of a 1-day group session and 4 individual booster sessions thereafter on a monthly basis. Multivariate analyses of covariance, with pretest scores as the covariate, showed that the training resulted in significant effects on subordinates' perceptions of leaders' transformational leadership, subordinates' own organizational commitment, and 2 aspects of branch-level financial performance.

1,352 citations


Journal ArticleDOI
TL;DR: Investigating the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship.
Abstract: This study investigated the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance. The researchers developed an operational definition of psychological climate that was based on how employees perceive aspects of the organizational environment and interpret them in relation to their own well-being. Perceived psychological climate was then related to job involvement, effort, and performance in a path-analytic framework. Results showed that perceptions of a motivating and involving psychological climate were related to job involvement, which in turn was related to effort. Effort was also related to work performance. Results revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship. The results cross-validated well across 2 samples of outside salespeople, indicating that relationships are generalizable across these different sales contexts.

1,312 citations


Journal ArticleDOI
TL;DR: In this paper, a model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested, and the results suggested that the relationship can be simultaneously characterized by conflict and support, and higher levels of work interfering with family predicted lower levels of family emotional and instrumental support.
Abstract: A model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested. This model related bidirectional work-family conflict, family instrumental and emotional social support, and job and family involvement to job and life satisfaction. Data came from 163 workers who were living with at least 1 family member. Results suggested that relationships between work and family can have an important effect on job and life satisfaction and that the level of involvement the worker assigns to work and family roles is associated with this relationship. The results also suggested that the relationship between work and family can be simultaneously characterized by conflict and support. Higher levels of work interfering with family predicted lower levels of family emotional and instrumental support. Higher levels of family emotional and instrumental support were associated with lower levels of family interfering with work. The growing body of occupational stress research regarding the relationship between work and family has suggested that there are interconnecting and possibly reciprocal influences between these two domains (Greenhaus & Parasuraman, 1987; Kanter, 1977; Rice,

1,154 citations


Journal ArticleDOI
TL;DR: In this article, a longitudinal study of the functioning of top management teams in 27 hospitals examined relationships between group and organizational factors and team innovation, and it was predicted that group size, resources, team tenure, group processes, and proportion of innovative team members would affect the level and quality of team innovation.
Abstract: A longitudinal study of the functioning of top management teams in 27 hospitals examined relationships between group and organizational factors and team innovation. A model of group inputs, processes, and outputs was used, and it was predicted that group size, resources, team tenure, group processes, and proportion of innovative team members would affect the level and quality of team innovation. The results suggested that group processes best predict the overall level of team innovation, whereas the proportion of innovative team members predicts the rated radicalness of innovations introduced. Resources available to teams do not predict overall team innovation. The quality of team innovation (radicalness, magnitude, and novelty) may be determined primarily by the composition of the team, but overall level of innovation may be more a consequence of the team's characteristic social processes.

1,114 citations


Journal ArticleDOI
TL;DR: In this paper, the authors attempt to refine the construct of contextual performance by dividing it into two narrower constructs, interpersonal facilitation and job dedication, and suggest the need to redefine task performance to include motivational elements of job dedication.
Abstract: This study attempts to refine the construct of contextual performance by dividing it into 2 narrower constructs, interpersonal facilitation and job dedication. Supervisors rated 975 U.S. Air Force mechanics on at least 1 of 4 aspects of job performance (different supervisors rated each aspect of performance), and 515 of these mechanics also completed self-report individual difference measures. Correlations between performance ratings and individual difference variables support distinguishing task performance from interpersonal facilitation but not from job dedication. Thus this study suggests the need to redefine task performance to include motivational elements of job dedication. Then task performance would include task proficiency and motivation to perform one's own tasks effectively, and contextual performance would include interpersonal skills, the motivation to maintain good working relationships and help others perform their tasks.

1,054 citations


Journal ArticleDOI
TL;DR: In this paper, the authors identify three core components (vision, vision implementation through task cues, and communication style) of a leader: vision of high quality weakly affected performance quality but significantly affected many attitudes.
Abstract: On the basis of 7 charismatic and transformational leadership theories, 3 core components (vision, vision implementation through task cues, and communication style) were identified. A laboratory simulation manipulated the 3 components in a completely crossed experimental design, where 2 trained actors portrayed the leader. Participants were 282 students in upper level business classes who performed a simulated production task. The vision of high quality weakly affected performance quality but significantly affected many attitudes. Vision implementation, in the form of task cues, affected performance quality and quantity. Charismatic communication style affected only the perception of charisma. Mediation was not found ; rather, an exploratory path analysis found a 2-part causal sequence, where the vision of quality and vision implementation each affected self-set goals and self-efficacy, which, in turn, affected performance.

1,054 citations


Journal ArticleDOI
TL;DR: In this paper, the authors described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance and satisfaction in a sample of organizational newcomers.
Abstract: This study described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance and satisfaction in a sample of organizational newcomers. The results suggest that individuals engage in proactive activities such as information and feedback seeking, relationship building, job-change negotiating, and positive framing during entry and that individual differences in desired control were related to 6 proactive entry tactics. However, only some of these tactics were related to self-reported performance and job satisfaction. The socialization literature describes the ways in which organizations mold and shape individual behavior (Van Maanen & Schein, 1979). The literature has focused on stages of socialization and on situational factors that influence individuals during the entry period (Reichers, 1987). More recently, researchers have begun to examine the role that individual dispositions might play in the en

918 citations


Journal ArticleDOI
TL;DR: In this paper, the authors meta-analyzed the social desirability literature, examining whether social desire functions as a predictor for a variety of criteria, as a suppressor, or as a mediator.
Abstract: 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.

Journal ArticleDOI
TL;DR: The authors used meta-analytic methods to compare the interrater and intrarater reliabilities of ratings of 10 dimensions of job performance used in the literature; ratings of overall job performance were also examined.
Abstract: This study used meta-analytic methods to compare the interrater and intrarater reliabilities of ratings of 10 dimensions of job performance used in the literature; ratings of overall job performance were also examined. There was mixed support for the notion that some dimensions are rated more reliably than others. Supervisory ratings appear to have higher interrater reliability than peer ratings. Consistent with H. R. Rothstein (1990), mean interrater reliability of supervisory ratings of overall job performance was found to be .52. In all cases, interrater reliability is lower than intrarater reliability, indicating that the inappropriate use of intrarater reliability estimates to correct for biases from measurement error leads to biased research results. These findings have important implications for both research and practice.

Journal ArticleDOI
TL;DR: Van Eerde et al. as mentioned in this paper performed a meta-analysis of 77 studies on Vroom's original expectancy models and work-related criteria, and found that the average correlations were somewhat lower than reported in previous narrative reviews.
Abstract: Wendelien Van Eerde University of Amsterdam Henk Thierry University of Tilburg This meta-analysis integrates the correlations of 77 studies on V. H. Vroom's (1964) original expectancy models and work-related criteria. Correlations referring to predic- tions with the models and the single components--valence, instrumentality, and expec- tancy-were included in relation to 5 types of criterion variables: performance, effort, intention, preference, and choice. Within-subjects correlations and between-subjects cor- relations were included separately. Overall, the average correlations were somewhat lower than reported in previous narrative reviews. In certain categories, moderators pertaining to the measurement of the concepts were analyzed with a hierarchical linear model, but these moderators did not explain heterogeneity. The results show a differentiated over- view: the use of the correlational material for the validity of expectancy theory is discussed. Expectancy theory (Vroom, 1964) has held a major position in the study of work motivation. Vroom's (1964) Valence - Instrumentality - Expectancy Model (VIE model), in particular, has been the subject of numerous empirical studies. It has served as a rich source for theo- retical innovations in domains such as organizational be- havior (Naylor, Pritchard, & Ilgen, 1980), leadership (House, 1971), and compensation (Lawler, 1971). Re- views on expectancy theory (Mitchell, 1974, 1982; Pritchard & Campbell, 1976; Schwab, Olian-Gottlieb, & Heneman, 1979; Wanous, Keon, & Latack, 1983) ad- dressed several conceptual and empirical problems and gave important suggestions for future research. Recent publications show a revived interest in ex- pectancy theory as it relates to training motivation (Mathieu, Tannenbaum, & Salas, 1992), turnover (Summers & Hendrix, 1991 ), productivity loss in group performance (Shepperd, 1993), self-set goals (Tubbs, Boehne, & Dahl, 1993), goal commitment (Klein & Wright, 1994; Tubbs, 1993), and goal level (Mento, Wendelien Van Eerde, Department of Psychology, University of Amsterdam, Amsterdam, The Netherlands; Henk Thierry, Department of Human Resource Sciences, University of Til- burg, Tilburg, The Netherlands. We thank Joop Hox, Nathalie Allen, Bob Pritchard, Sabine Sonnentag, and Carsten de Dreu. Correspondence concerning this article should be addressed to Wendelien Van Eerde, Department of Psychology, Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, l018 WB Amsterdam, The Netherlands. Electronic mail may be sent via Internet to ao__eerde@ macmail.psy.uva.nl. Locke, & Klein, 1992 ). Also, some argue that expectancy theory should be combined with other motivation theo- ries (e.g., Kanfer, 1987; Kernan & Lord, 1990; Klein, 1989; Landy &Becker, 1990). Therefore, it is important to establish the validity of expectancy theory. Does 30 years of research support its main tenets? Is the theory still "promising," though not firmly supported empiri- cally, such as earlier reviews seem to conclude? Is it useful to combine expectancy theory with other approaches, and, if so, how should this be done? Many different interpretations, operationalizations, application purposes, and methods of statistical analysis have been used. To make a comparison and combination of the results possible, we referred to Vroom's basic models and their components. The objective of this arti- cle is to analyze the literature on expectancy theory sys- tematically and to integrate the empirical results meta- analytically. We did so in order to establish the relation between expectancy theory and work-related criterion variables. Landy and Becker (1990) suggested that the key to im- proving the predictions of the expectancy model might lie in variables such as the number of outcomes, valence of outcomes, and the particular dependent variable cho- sen for study. Schwab et al. (1979) examined the rela- tionship between the VIE model and two criterion vari- ables, effort and performance. They included several moderators of this relationship in 32 between-subject studies in a statistical analysis. The current article pro- vides a partial update of their findings. In addition, stud- ies with components of the VIE model, that is, valence, instrumentality, expectancy, and

Journal ArticleDOI
TL;DR: Results from structural equations modeling indicated that applicants did distort their scores on both personality dimensions and the distortion occurred both through self-deception and impression management; however, neither type of distortion attenuated the predictive validities of either personality construct.
Abstract: This study tests whether 2 types of response distortion (self-deception and impression management) affect the predictive validity of 2 of the "Big 5" personality dimensions, conscientiousness and emotional stability, in 2 applicant samples of long-haul semitruck drivers (n = 147 and n = 139). As hypothesized, conscientiousness (p = -.26 and -.26) and emotional stability (p = -.23 and -.21) were valid predictors of voluntary turnover in the 2 samples. Also as hypothesized, conscientiousness was a valid predictor of supervisory ratings of performance (p = .41 and .39) in the 2 samples. Although not hypothesized, emotional stability was also significantly related to supervisor ratings of performance (p = .23 and .27). Results from structural equations modeling indicated that applicants did distort their scores on both personality dimensions and the distortion occurred both through self-deception and impression management; however, neither type of distortion attenuated the predictive validities of either personality construct.

Journal ArticleDOI
TL;DR: Graduates who had been able to establish mentoring relationships with White men displayed an average annual compensation advantage of $16,840 over those with mentors displaying other demographic profiles.
Abstract: In this article, hypotheses concerned with how race, gender, and mentoring experiences account for compensation outcomes among master of business administration (MBA) program graduates are considered. African-American and Hispanic MBAs were less likely than their White counterparts to establish mentoring relationships with White men. Women with MBAs were less likely than men with MBAs to form such relationships. Graduates who had been able to establish mentoring relationships with White men displayed an average annual compensation advantage of $16,840 over those with mentors displaying other demographic profiles. There were no compensation differences between those who had established mentoring relationships with women or minority men and those who had not established a mentoring relationship.

Journal ArticleDOI
TL;DR: A quasi-experiment was used to determine whether training union officers in the skills necessary for implementing principles of organizational justice would increase citizenship behavior on the part of members of a labor union in Canada as discussed by the authors.
Abstract: A quasi-experiment was used to determine whether training union officers in the skills necessary for implementing principles of organizational justice would increase citizenship behavior on the part of members of a labor union in Canada. The results showed that 3 months after training, the perceptio

Journal ArticleDOI
TL;DR: In this article, a meta-analysis was conducted to estimate more accurately the bivariate relationships between leadership behaviors, substitutes for leadership, and subordinate attitudes, and role perceptions and performance, and examine the relative strengths of the relationships between these variables.
Abstract: A meta-analysis was conducted to estimate more accurately the bivariate relationships between leadership behaviors, substitutes for leadership, and subordinate attitudes, and role perceptions and performance, and to examine the relative strengths of the relationships between these variables. Estimates of 435 relationships were obtained from 22 studies containing 36 independent samples. The findings showed that the combination of the substitutes variables and leader behaviors account for a majority of the variance in employee attitudes and role perceptions and a substantial proportion of the variance in in-role and extra-role performance; on average, the substitutes for leadership uniquely accounted for more of the variance in the criterion variables than did leader behaviors.

Journal ArticleDOI
TL;DR: The authors developed a model of group effectiveness that emphasizes 3 group-level representatives of the mediators hypothesized in social-cognitive theory, and found that performance feedback affected both group affective evaluations and collective efficacy, which in turn related to group effectiveness.
Abstract: The authors developed a model of group effectiveness that emphasizes 3 group-level representatives of the mediators hypothesized in social-cognitive theory. Group affective evaluations, group goals, and collective efficacy were predicted to mediate the influences of performance feedback and vicarious experience on group effectiveness. Covariance structure analysis of data from 81 groups indicated that performance feedback affected both group affective evaluations and collective efficacy, which in turn related to group effectiveness. Furthermore, group affective evaluations and collective efficacy completely mediated the relationship between performance feedback and group effectiveness, and collective efficacy partially mediated the linkage between vicarious experience and group effectiveness. No support was found for the mediating role of group goals. Recommendations for future research and applications are discussed.

Journal ArticleDOI
TL;DR: In this article, a survey study examined the relationships among helping, help seeking, quality of work relationships, and job and individual factors among nurses and support staff, and the results were consistent with a model that linked relationship quality and helping behavior and l
Abstract: Nurses and support staff (N = 465; mostly women) participated in a survey study examining the relationships among helping, help seeking, quality of work relationships, and job and individual factors. The results were consistent with a model that linked relationship quality and helping behavior and l

Journal ArticleDOI
TL;DR: In this article, the relationship of managerial experience to gender and attractiveness biases was examined in decisions involving suitability for hire and probable organizational progression within a typical financial institution, where managers evaluated 4 equivalent resume-data sheets, to which different candidate photographs were attached.
Abstract: The relationship of managerial experience to gender and attractiveness biases was examined in decisions involving suitability for hire and probable organizational progression within a typical financial institution. Each of 112 managers evaluated 4 equivalent resume-data sheets, to which different candidate photographs were attached. The photographs were varied using a 2 X 2 (Gender X Attractiveness) design wherein each photograph depicted a woman or a man who was either highly attractive or slightly below average in attractiveness. For both ratings and rankings of candidates, clear evidence of attractiveness and gender biases were present. The extent of the bias was generally smaller for the most experienced managers, although less attractive female applicants were routinely at a disadvantage regardless of managerial experience.

Journal ArticleDOI
TL;DR: The researchers proposed that the phenomenological experience of work is multifaceted and that simultaneously considering the combined effects of the different aspects of the work experience holds considerable promise for increasing understanding of turnover intentions and other organizationally relevant outcomes.
Abstract: The researchers proposed that the phenomenological experience of work is multifaceted and that simultaneously considering the combined effects of the different aspects of the work experience holds considerable promise for increasing understanding of turnover intentions and other organizationally relevant outcomes. Research in subjective well-being and other areas suggests that there are 3 important aspects of the experience of work: attainment of values, attitudes, and moods. It was hypothesized and found that the relationship between job satisfaction and turnover intentions is jointly moderated by value attainment and positive mood. The nature of this triple interaction was such that the job satisfaction-turnover intention relationship was strongest when workers' jobs did not help them to attain terminal values and positive moods were experienced, and the relationship was weakest when jobs helped workers to attain terminal values and positive moods were experienced.

Journal ArticleDOI
TL;DR: This paper examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures and found that the perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples.
Abstract: The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (Ar = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries.

Journal ArticleDOI
TL;DR: In this paper, the authors show that influence tactics, agent power, and content factors independently affect influence outcomes, and that target commitment was more likely when the request was important and enjoyable to implement, and the agent had strong referent power, used consultation, inspirational appeals, or a strong form of rational persuasion.
Abstract: Influence incidents described either by agents or targets were coded for the presence of 9 influence tactics, and the outcome was coded in terms of commitment, compliance, or resistance. Agent power and content factors for an incident were measured with a short questionnaire. This study is the first to show that influence tactics, agent power, and content factors independently affect influence outcomes. Target commitment was more likely when the request was important and enjoyable to implement, and the agent had strong referent power, used consultation, inspirational appeals, or a strong form of rational persuasion, and did not use pressure.

Journal ArticleDOI
TL;DR: In this paper, the observed correlation between grades and job performance was found to be in the 1.16-1.30s, and the most powerful factors were the year of research publication and the time between graduation and performance measurement.
Abstract: Employers and academics have differing views on the value of grades for predicting job performance. Employers often believe grades are useful predictors, and they make hiring decisions that are based on them. Many academics believe that grades have little predictive validity. Past meta-analyses of the grades-performance relationship have suffered either from small sample sizes or the inability to correct observed correlations for research artifacts. This study demonstrated the observed correlation between grades and job performance was.16. Correction for research artifacts increased the correlation to the.30s. Several factors were found to moderate the relationship. The most powerful factors were the year of research publication and the time between graduation and performance measurement.

Journal ArticleDOI
TL;DR: Barrick et al. as discussed by the authors examined whether the effect of the Big Five factor of conscientiousness on task performance was mediated by performance expectancy, performance valence, and goal choice.
Abstract: The purpose of this study was to examine whether the effect of the Big Five factor of conscientiousness on task performance was mediated by performance expectancy, performance valence, and goal choice. There were 117 business students who completed 6 subscales of the Personality Research Form (D. N. Jackson, 1987), responded to several self-report measures, and performed a simple arithmetic task. A cognitive process model was tested and supported through LISREL analyses. The effect of conscientiousness on task performance was mediated by performance expectancy and goal choice. Robust effects for performance valence were not observed in this situation. Theoretical and practical implications were discussed. The Five Factor Model of Personalty asserts that five broad orthogonal factors consistently account for the common variance observed among measures of individual traits across instruments, samples, and cultures (for a review, see Digman, 1990). These five personality factors are typically referred to as agreeableness, extraversion, emotional stability (or lack of neuroticism), openness to experience, and conscientiousness. Of these, conscientiousness has been shown to consistently predict both work outcomes such as performance and training proficiency and personnel data (e.g., salary level, turnover, and tenure) across occupational groups (Barrick & Mount, 1991). It is less clear how personality characteristics affect on-the-job behaviors. A recent study by Barrick, Mount, and Straus (1993) suggested that high-conscientious salespeople were more likely to engage in autonomous goal setting than were those rated low on this personality dimension. The present study extends this work further by examining the nature of the cognitive process that mediates conscientiousness-performance relations. Clearly, a better understanding of how conscientiousness affects task performance has implications for

Journal ArticleDOI
TL;DR: In this paper, a longitudinal model of demographic, person, and situational variables predictive of job-seeking behavior and reemployment was used to test the effect of demographics, conscientiousness, and job seeking support on job seeking behavior.
Abstract: The purpose of this study was to test a longitudinal model of the demographic, person, and situational variables predictive of job-seeking behavior and reemployment. Participants completed surveys 2 months and 5 months following a layoff. Multiple regression analysis revealed gender, conscientiousness, and job-seeking support as significant predictors of job-seeking behavior. Logistic regression analysis showed age and job-seeking support to be significant predictors of reemployment. Post hoc analyses highlighted an Age X Job-Seeking Frequency interaction as a predictor of reemployment. This interaction suggests that older individuals who engaged in frequent job seeking were less likely to find work than younger individuals who engaged in frequent job seeking.

Journal Article
TL;DR: In this article, the authors examined cardiovascular reactivity and hostility among 30 male undergraduates after either nonviolent (billiards) or 1 of 2 levels of violent videogame play (MKl = less violent, MK2 = more violent).
Abstract: We examined cardiovascular (CV) reactivity and hostility among 30 male undergraduates after either nonviolent (billiards) or 1 of 2 levels of violent videogame play. Violence varied among 2 versions of the game Mortal Kombat (MKl = less violent, MK2 = more violent)-all other factors (graphics, sound) were held equal. As expected, increased game violence elicited greater CV reactivity and higher scores on hostility measures. Subjects who played MK1 or MK2 had higher heart rate reactivity than those who played billiards. Subjects who played MK2 showed greater systolic blood pressure reactivity than those who played MKl or billiards. Finally, subjects who played MK2 scored higher on the hostility measures than those who played MKl, who in turn scored higher than those who played billiards. These results indicate that the level of videogame violence, not just violence per se, should be of concern to consumers.

Journal ArticleDOI
TL;DR: A meta-analysis of 49 studies found a corrected mean correlation of.40 between interview ratings and ability test scores, suggesting that on average about 16% of the variance in interview constructs represents cognitive ability as discussed by the authors.
Abstract: The purpose of this investigation was to explore the extent to which employment interview evaluations reflect cognitive ability. A meta-analysis of 49 studies found a corrected mean correlation of .40 between interview ratings and ability test scores, suggesting that on average about 16% of the variance in interview constructs represents cognitive ability. Analysis of several design characteristics that could moderate the relationship between interview scores and ability suggested that (a) the correlation with ability tends to decrease as the level of structure increases; (b) the type of questions asked can have considerable influence on the magnitude of the correlation with ability; (c) the reflection of ability in the ratings tends to increase when ability test scores are made available to interviewers; and (d) the correlation with ability generally is higher for low-complexity jobs. Moreover, results suggest that interview ratings that correlate higher with cognitive ability tend to be better predictors of job performance. Implications for incremental validity are discussed, and recommendations for selection strategies are outlined. Understanding of the validity of the employment interview has increased considerably in recent years. In particular, a series of meta-analyses has affirmed that the interview is generally a much better predictor of performance than previously thought and is comparable with many other selection techniques (Huffcutt & Arthur, 1994; Marchese & Muchinsky, 1993; McDaniel, Whetzel, Schmidt, & Maurer, 1994; Wiesner & Cronshaw, 1988; Wright, Lichtenfels, & Pursell, 1989). Moreover, these studies have identified several key design characteristics that can improve substantially the validity of the interview (e.g., structure).

Journal ArticleDOI
TL;DR: In this article, the results of these three analytic techniques were compared using a data set consisting of NA, job satisfaction, affective commitment, role stressors, leader-member exchange, and job complexity.
Abstract: The partial-correlation approach to investigating negative affectivity (NA) is discussed, and 2 alternative latent-variable techniques are presented. The results of these 3 analytic techniques were compared using a data set consisting of NA, job satisfaction, affective commitment, role stressors, leader-member exchange, and job complexity. The findings using the partial-correlation technique supported a biasing effect of NA on relationships between the substantive variables. Alternatively, although 2 latent-variable approaches provided evidence consistent with the measurement contamination and substantive influences of NA, relationships between the predictors and outcomes were not biased by NA. Both the measurement and substantive relationships effects of NA found in this study and implications for future research on self-reports are discussed.

Journal ArticleDOI
TL;DR: This paper explored personal and contextual factors that inhibit or facilitate the use of older worker stereotypes in a selection context, and found that older workers stereotypes are more likely to be used and influence applicant evaluations when raters are biased against older workers, and when applicants apply for age-incongruent jobs.
Abstract: The researchers explored personal and contextual factors that inhibit or facilitate the use of older worker stereotypes in a selection context. The authors suggest that older worker stereotypes are more likely to be used and influence applicant evaluations when raters are biased against older workers, when raters do not have the cognitive resources to inhibit the use of age-associated stereotypes, or when applicants apply for age-incongruent jobs. The researchers explored the extent to which raters differing in older worker bias make discriminatory decisions about young or old individuals applying for age-typed jobs under conditions of high- and low-cognitive demands. A laboratory study was conducted with 131 undergraduate students who evaluated applicants in a simulated employment context. Results indicated that older worker bias, cognitive busyness, and job age-type interact to affect the extent to which applicant age plays a role in selection decisions.