Showing papers in "Journal of Applied Psychology in 1998"
TL;DR: In this paper, a typology of composition models is proposed to provide a framework for organizing, evaluating, and developing constructs and theories in multilevel research, and five basic forms of composition are described and illustrated.
Abstract: Composition models specify the functional relationships among phenomena or constructs at different levels of analysis (e.g., individual level, team level, organizational level) that reference essentially the same content but that are qualitatively different at different levels (M. T. Hannan, 1971; K. H. Roberts, C. L. Hulin, & D. M. Rousseau, 1978; D. M. Rousseau, 1985). Specifying adequate composition models is a critical component of good multilevel research. A typology of composition models is proposed to provide a framework for organizing, evaluating, and developing constructs and theories in multilevel research. Five basic forms of composition are described and illustrated. Implications of the typology are discussed.
2,630 citations
TL;DR: This article examined the relationship among work-family conflict, policies, and job and life satisfaction and found that regardless of the type of measure used, a consistent negative relationship exists among all forms of w-f conflict and job-life satisfaction.
Abstract: This review examines the relationship among work-family (w-f) conflict, policies, and job and life satisfaction. The meta-analytic results show that regardless of the type of measure used (bidirectional w-f conflict, work to family, family to work), a consistent negative relationship exists among all forms of w-f conflict and job-life satisfaction. This relationship was slightly less strong for family to work conflict. Although confidence intervals overlap, the relationship between job-life satisfaction and w-f conflict may be stronger for women than men. Future research should strive for greater consistency and construct development of measures, examination of how sample composition influences findings, and increased integration of human resources policy and role conflict perspectives, including whether a positive relationship between w-f policies and satisfaction is mediated by w-f conflict.
1,799 citations
TL;DR: Results indicated that the model in which the foundation issues yielded aClimate for service, and climate for service in turn led to customer perceptions of service quality, fit the data well, however, subsequent cross-lagged analyses revealed the presence of a reciprocal effect for climate and customer perceptions.
Abstract: A set of foundation issues that support employee work and service quality is conceptualized as a necessary but not sufficient cause of a climate for service, which in turn is proposed to be reflected in customer experiences. Climate for service rests on the foundation issues, but in addition it requires policies and practices that focus attention directly on service quality. Data were collected at multiple points in time from employees and customers of 134 branches of a bank and analyzed via structural equation modeling. Results indicated that the model in which the foundation issues yielded a climate for service, and climate for service in turn led to customer perceptions of service quality, fit the data well. However, subsequent cross-lagged analyses revealed the presence of a reciprocal effect for climate and customer perceptions. Implications of these results for theory and research are offered.
1,716 citations
TL;DR: In this article, the authors focused on another concept, core self-evaluations, which were hypothesized to comprise self-esteem, generalized self-efficacy, locus of control, and nonneuroticism.
Abstract: Past research has suggested that dispositional sources of job satisfaction can be traced to measures of affective temperament. The present research focused on another concept, core self-evaluations, which were hypothesized to comprise self-esteem, generalized self-efficacy, locus of control, and nonneuroticism. A model hypothesized that core self-evaluations would have direct effects on job and life satisfaction. It also was hypothesized that core self-evaluations would have indirect effects on job satisfaction. Data were collected from 3 independent samples in 2 countries, using dual source methodology. Results indicated that core self-evaluations had direct and indirect effects on job and life satisfaction. The statistical and logical relationship among core evaluations, affective disposition, and satisfaction was explored.
1,705 citations
TL;DR: In this paper, the authors examined relationships among team composition (ability and personality), team process (social cohesion), and team outcomes (team viability and team performance) and found that teams higher in general mental ability (GMA), conscientiousness, agreeableness, extraversion, and emotional stability received higher supervisor ratings for team performance.
Abstract: Six hundred fifty-two employees composing 51 work teams participated in a study examining relationships among team composition (ability and personality), team process (social cohesion), and team outcomes (team viability and team performance). Mean, variance, minimum, and maximum were 4 scoring methods used to operationaliz e the team composition variables to capture the team members' characteristics. With respect to composition variables, teams higher in general mental ability (GMA), conscientiousness, agreeableness, extraversion, and emotional stability received higher supervisor ratings for team performance. Teams higher in GMA, extraversion, and emotional stability received higher supervisor ratings for team viability. Results also show that extraversion and emotional stability were associated with team viability through social cohesion. Implications and future research needs are discussed.
1,466 citations
TL;DR: In this paper, the authors examined the relationship of emotional exhaustion to job satisfaction, voluntary turnover, and job performance, and found that emotional exhaustion was associated with both performance and subsequent turnover.
Abstract: Recent research suggests that a better understanding of emotional exhaustion requires the development of new theoretical perspectives. To that end, with the conservation of resources model (COR) as the theoretical framework, the present 1-year longitudinal study was undertaken. Composed of 52 social welfare workers, this research examined the relationship of emotional exhaustion to job satisfaction, voluntary turnover, and job performance. Positive affectivity (PA) and negative affectivity (NA) were used as control variables. Whereas emotional exhaustion was unrelated to job satisfaction, it was associated with both performance and subsequent turnover. In addition, the relationship between emotional exhaustion and performance and also between emotional exhaustion and turnover remained significant above and beyond the effects of PA and NA. Future research directions and implications of the findings are introduced.
1,399 citations
TL;DR: The longitudinal analysis showed that increased job enrichment and increased quality of communication predicted the development of greater self-efficacy.
Abstract: Role breadth self-efficacy (RBSE) refers to employees' perceived capability of carrying out a broader and more proactive set of work tasks that extend beyond prescribed technical requirements. A newly developed scale of RBSE was internally consistent and distinct from the related concepts of proactive personality and self-esteem. In an initial cross-sectional study (N = 580), work design variables (job enrichment, job enlargement, and membership of improvement groups) were the key organizational predictors of RBSE. These investigations were repeated in a second cross-sectional study (N = 622) and extended by examining change over time (N = 459). The longitudinal analysis showed that increased job enrichment and increased quality of communication predicted the development of greater self-efficacy.
1,063 citations
TL;DR: In this paper, a field study of 441 full-time employees in 95 work groups examined voice behavior (constructive challenge to the status quo with the intent of improving the situation rather than merely criticizing) as a function of person-centered (satisfaction with the work) and situational factors.
Abstract: This field study of 441 full-time employees in 95 work groups examined voice behavior (constructive challenge to the status quo with the intent of improving the situation rather than merely criticizing) as a function of person-centered (satisfaction with the work. group, global self-esteem) and situational factors (group size, self-managed vs. traditional style of management). Using a measure of voice with demonstrated construct validity, the study showed that these person and situation factors explained 10% of the variance in peer-rated voice assessed 6 months later. Significant Person x Situation interactions suggested that individuals with low global self-esteem or high satisfaction with their group were more responsive to the situational factors than individuals with high global self-esteem or low satisfaction. The authors discuss the importance of including personcentered characteristics, situational factors, and their interactions as predictors of voice. For over 50 years, scholars have recognized the importance of behavior that goes beyond normal role expectations or job requirements and that benefits or is intended to benefit the organization (Barnard, 1938; George &
962 citations
TL;DR: In this article, a model of learning transfer that focused on the active role of the learner was developed and tested within a complex decision-making task, and individual differences, learning strategies, and training outcomes influenced transfer of learning to a more complex task.
Abstract: A model of learning transfer that focused on the active role of the learner was developed and tested within a complex decision-making task. The study examined how individual differences, learning strategies, and training outcomes influenced transfer of learning to a more complex task. A sample of 93 undergraduate students participated in a 2-day radar operations study. Hierarchical regression analysis results indicated that mastery orientation was positively related to metacognitive activity of the learner. Metacognitive activity was significantly related to knowledge acquisition, skilled performance at the end of training, and self-efficacy. All 3 of these training outcomes were related to performance on the transfer task. Implications of these findings for research and practice are discussed.
776 citations
TL;DR: In this article, the relationship of financial incentives to performance quality and quantity is cumulated over 39 studies containing 47 relationships, and financial incentives were not related to quality but had a corrected correlation of 1.34 with performance quantity.
Abstract: The relationship of financial incentives to performance quality and quantity is cumulated over 39 studies containing 47 relationships. Financial incentives were not related to performance quality but had a corrected correlation of.34 with performance quantity. Setting (laboratory, field, experimental simulation) and theoretical framework moderated the relationship, but task type did not.
744 citations
TL;DR: In both studies, liking and perceived affective commitment mediated the relationship between OCB and overall evaluation and the causal motive attributed by the manager for the employee's OCB was indicated.
Abstract: The process linking organizational citizenship behavior (OCB) with performance judgments was investigated in a field and a laboratory study. In the field study, managers rated the task performance and OCB of 148 subordinates. In the laboratory research, 136 students viewed and rated videotaped segments of teaching performance that demonstrated either high or low task performance and high or low OCB. In both studies, liking and perceived affective commitment mediated the relationship between OCB and overall evaluation. Liking also mediated the relationship between OCB and reward recommendations. Further, the field study indicated that the causal motive attributed by the manager for the employee's OCB mediated the relationship between OCB and overall evaluation.
TL;DR: The authors examined the interactive effects of three contextual variables (feedback valence, feedback style, and task autonomy) on creative performance and found that individuals who received positive feedback delivered in an informational style and who worked in a high task autonomy work environment, generated the most creative ideas.
Abstract: This study examined the interactive effects of 3 contextual variables (feedback valence, feedback style, and task autonomy) on creative performance. Data were collected from participants who performed a role-playing task in a laboratory setting (N = 210). Results demonstrated that the 3 contextual variables interacted to affect creative performance such that individuals who received positive feedback delivered in an informational style, and who worked in a high task autonomy work environment, generated the most creative ideas. This 3-way interaction held regardless of the participants' differences in achievement orientation. Implications of these results for future research are discussed.
TL;DR: In this article, the relationships among vision attributes, vision content, vision communication, and venture growth were explored in one industry using a longitudinal design Charismatic leadership, entrepreneurship, and business strategy theory guided the formation of hypotheses that were tested with data collected from 183 entrepreneur-CEO and employee pairs.
Abstract: The relationships among vision attributes, vision content, vision communication, and venture growth were explored in one industry using a longitudinal design Charismatic leadership, entrepreneurship, and business strategy theory guided the formation of hypotheses that were tested with data collected from 183 entrepreneur-CEO and employee pairs Visions were evaluated for 7 attributes that were derived from the literature and for content Structural modeling confirmed that vision attributes and vision content affect subsequent venture growth directly and through verbal and written communication
TL;DR: In this article, conscientiousness and goal orientation were examined as predictors of motivation to learn and moderators of reactions to performance levels during the learning process, using an Expectancy × Valence framework.
Abstract: Conscientiousness and goal orientation were examined as (a) predictors of motivation to learn and (b) moderators of reactions to performance levels during the learning process, using an Expectancy × Valence framework. Learners (N = 103) participated in a 6week course in which an objective performance goal was assigned. Results indicated that conscientiousness and learning orientation were positively related to motivation to learn both initially and after performance feedback was given, whereas performance orientation was negatively related to motivation to learn at those 2 time periods. In addition, learning and performance orientation moderated the relationships between performance levels during the learning process and subsequent expectancy and valence. The increasing complexity of the tasks to be performed in the future workplace is likely to place an even greater emphasis on training programs, as evidenced by the fact that no less than six chapters in Howard's (1995) The Changing Nature of Work noted the need for improved training approaches. The increased emphasis on training will necessitate a commitment on the part of selection programs to provide motivated trainees. Such a commitment could create internal fit and synergy among human resources practices, potentially improving firm performance (Becker & Gerhart, 1996; Delery & Doty, 1996). One stream of literature that can inform practitioners in this area is the research on motivation to learn, defined here as a desire on the part of trainees to learn the content
TL;DR: Li et al. as mentioned in this paper investigated the effect of organizational citizenship behavior (OCB) on employee turnover and found that those who exhibited low levels of OCB were more likely to leave an organization than those who were rated as exhibiting high levels.
Abstract: The authors conceptualized levels of organizational citizenship behavior (OCB) performance as a behavioral predictor of employee turnover and empirically examined the strength of this relationship. Data were collected from 205 supervisor-subordinate dyads across 11 companies in the People's Republic of China. The results provided considerable support for the hypothesis that supervisor-rated OCB was a predictor of subordinates' actual turnover. In particular, subordinates who were rated as exhibiting low levels of OCB were found to be more likely to leave an organization than those who were rated as exhibiting high levels of OCB. The authors also found that the self-report turnover intention was a predictor of turnover, but this relationship did not hold for 2 companies. The explanations and implications of these findings are discussed.
TL;DR: In this article, a meta-analysis evaluated predictors of both objective and subjective sales performance and found that Biodata measures and sales ability inventories were good predictors for ratings criterion, with corrected rs of.52 and.45, respectively.
Abstract: This meta-analysis evaluated predictors of both objective and subjective sales performance. Biodata measures and sales ability inventories were good predictors of the ratings criterion, with corrected rs of .52 and .45, respectively. Potency (a subdimension of the Big 5 personality dimension Extraversion) predicted supervisor ratings of performance (r = .28) and objective measures of sales (r = .26). Achievement (a component of the Conscientiousness dimension) predicted ratings (r = .25) and objective sales (r = .41). General cognitive ability showed a correlation of.40 with ratings but only .04 with objective sales. Similarly, age predicted ratings (r = .26) but not objective sales (r = -.06). On the basis of a small number of studies, interest appears to be a promising predictor of sales success.
TL;DR: Among those who served, quality of reserve service and degree of psychological detachment from work interacted in moderating the respite effects; the greater the detachment, the stronger the effect positive reserve service experience had in relieving reservists from stress and burnout.
Abstract: To reveal the ameliorative impact of being away from job stressors on burnout, we compared 81 men who were called for active reserve service with 81 matched controls in the same company who were not called during the same period. Each reservist and his control completed questionnaires shortly before the reservist left work for a stint of service and immediately on his return. Analysis of variance detected a significant decline in job stress and burnout among those who served and no change among the control participants. Among those who served, quality of reserve service and degree of psychological detachment from work interacted in moderating the respite effects; the greater the detachment, the stronger the effect positive reserve service experience had in relieving reservists from stress and burnout. Reserve service is discussed as a special case of stress-relieving get-away from work that may be experienced as an ameliorative respite akin to vacation.
TL;DR: In this paper, the authors investigate how the strength of socioemotional needs affects the relationship between perceived organizational support (POS) and work performance and find that the association of POS with driving-under-the-influence arrests and speeding citations generally increased with strength of the needs for esteem, affiliation, emotional support, and social approval.
Abstract: Police patrol officers were surveyed to investigate how the strength of socioemotional needs affects the relationship between perceived organizational support (POS) and work performance. The association of POS with driving-under-the-influence arrests and speeding citations generally increased with strength of the needs for esteem, affiliation, emotional support, and social approval. Patrol officers with strong socioemotional needs, but not those with weak needs, showed a positive relationship between POS and performance. The findings are consistent with social exchange views that maintain (a) work effort is encouraged by the receipt of socioemotional resources, (b) POS fulfills a variety of socioemotional needs, and (c) the value of POS and the obligation to reciprocate with high performance increase with the strength of socioemotional needs.
TL;DR: This article found that response distortion is significantly greater among job applicants than among job incumbents, that there are significant individual differences in response distortion, and that response distortions can have a significant effect on who is hired.
Abstract: Response distortion (RD), or faking, among job applicants completing personality inventories has been a concern for selection specialists. In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents, that there are significant individual differences in RD, and that RD among job applicants can have a significant effect on who is hired. These results are discussed in the context of recent studies suggesting that RD has little effect on the predictive validity of personality inventories. The authors conclude that future research, rather than focusing on predictive validity, should focus instead on the effect of RD on construct validity and hiring decisions. Personality assessment as a preemployment screening procedure is receiving renewed interest from researchers and practitioners. A number of quantitative reviews have demonstrated that personality inventories can be useful predictors of job performance, particularly if specific, job-relevant personality constructs are used to predict specific criteria (Barrick & Mount, 1991; Hough, Eaton, Dunnette, Kamp, & McCloy, 1990; Ones, Viswesvaran, & Schmidt, 1993; Tett, Jackson, & Rothstein, 1991). These findings have led to a resurgence of interest in personality testing as an employee-selection tool. Yet this trend is not without controversy. One major debate concerns the effect of response distortion on personality inventory scores. What is clear from the existing research is that people completing personality inventories
TL;DR: In the early part of this century, a group of American anthropologists, who were admittedly influenced by the psychodynamic psychology of Freud, began to concern themselves with the study of intercultural variation in personality.
Abstract: During the early part of this century, a group of American anthropologists, who were admittedly influenced by the psychodynamic psychology of Freud, began to concern themselves with the study of intercultural variation in personality (cf. DuBois, 1944; Kardiner, 1945). These anthropologists were not so much interested in the development of individual personality, as was true of their counterparts in psychology; rather, they were intrigued by the societal distribution of various personality characteristics. Fromm (1942) summarized their interest when he wrote, "We are interested.., not in the peculiarities by which • . . persons differ from each other, but in that part of their character structure [personality] that is common to most members of the group" (p. 277). These anthropologists believed that an understanding of shared personality
TL;DR: In this paper, the authors explored the relationship between participation in the performance appraisal process and various employee reactions through the meta-analysis of 27 studies containing 32 individual samples and found that appraisal participation was most strongly related to satisfaction, and value-expressive participation had a stronger relationship with most of the reaction criteria than did instrumental participation.
Abstract: The relationship between participation in the performance appraisal process and various employee reactions was explored through the meta-analysis of 27 studies containing 32 individual samples. The overall relationship (ρ) between participation and employee reactions, corrected for unreliability, was.61. Various conceptualizations and operationalizations of participation and employee reactions also were discussed and analyzed. Overall, appraisal participation was most strongly related to satisfaction, and value-expressive participation (i.e., participation for the sake of having one's voice heard) had a stronger relationship with most of the reaction criteria than did instrumental participation (i.e., participation for the purpose of influencing the end result). The results are discussed within the framework of organizational justice.
TL;DR: In this article, people viewed a security video and tried to identify the gunman from a photospread, but the actual gunman was not in the photosphere and all the eyewitnesses made false identifications.
Abstract: People viewed a security video and tried to identify the gunman from a photospread. The actual gunman was not in the photospread and all eyewitnesses made false identifications (n = 352). Following the identification, witnesses were given confirming feedback (Good, you identified the actual suspect), disconfirming feedback (Actually, the suspect is number ―), or no feedback. The manipulations produced strong effects on the witnesses' retrospective reports of (a) their certainty, (b) the quality of view they had, (c) the clarity of their memory, (d) the speed with which they identified the person, and (e) several other measures. Eyewitnesses who were asked about their certainty prior to the feedback manipulation (Experiment 2) were less influenced, but large effects still emerged on some measures. The magnitude of the effect was as strong for those who denied that the feedback influenced them as it was for those who admitted to the influence.
TL;DR: In this article, a measure to distinguish career-oriented from team-oriented work commitment was developed and validated, and the distinction between careeroriented and teamoriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (TV = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors.
Abstract: Among a representative sample of the Dutch population (Study 1: N = 690), careeroriented and team-oriented commitment were assessed, in addition to affective organizational commitment (Meyer & Allen, 1991). Confirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level. Furthermore, the construct validity of team-oriented and career-oriented commitment as well as their differential implications were corroborated by self-reports of workrelated behavior 1 year later. The distinction between career-oriented and team-oriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (TV = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors. The aim of the present study was to develop and validate a measure to distinguish career-oriented from teamoriented work commitment. We intended to examine whether these specific forms of commitment could be distinguished from each other at the measurement level and to investigate whether they were differentially related to self-reported as well as externally assessed indexes of work-related behavior. We first present results from a representative sample of the Dutch working population, relating measures of commitment taken at Time 1 to selfreported behavior at Time 2 (Study 1). Subsequently, we cross-validated and extended our findings by examining whether similar results would be obtained when self-reported commitment scores were related to external assessments of performance, with an independent sample consisting of employees of a financial service organization in Belgium (Study 2). In organizational theory and research, attempts to predict the behavior of individual workers in organizations have focused on organizational commitment as a crucial
TL;DR: This article found that family characteristics (i.e., family support, family communication, family adaptability) were related to expatriate families' adjustment to working in the host country.
Abstract: Based on theoretical perspectives from the work/family literature, this study tested a model for examining expatriate families' adjustment while on global assignments as an antecedent to expatriates' adjustment to working in a host country. Data were collected from 110 families that had been relocated for global assignments. Longitudinal data, assessing family characteristics before the assignment and cross-cultural adjustment approximately 6 months into the assignment, were coded. This study found that family characteristics (family support, family communication, family adaptability) were related to expatriates' adjustment to working in the host country. As hypothesized, the families' cross-cultural adjustment mediated the effect of family characteristics on expatriates' host-country work adjustment.
TL;DR: A consensus analysis demonstrated that players held homogeneous beliefs regarding their own and their teams' abilities to perform successfully, which confirmed the homogeneity among teams and the predictive superiority of team efficacy in predicting team performance.
Abstract: This study was designed to examine both the pattern of team and player efficacy across a season of competition and the relationships among player efficacy, team efficacy, and team performance in collegiate ice hockey. The team and player efficacies of hockey players from 6 teams in a midwestern collegiate hockey league were assessed prior to 32 games. Official game statistics were factor analyzed to produce one useable performance measure, performance outcome. A consensus analysis demonstrated that players held homogeneous beliefs regarding their own and their teams' abilities to perform successfully. A meta-analysis of the regression equations for each team confirmed the homogeneity among teams and the predictive superiority of team efficacy in predicting team performance. Also, when team wins and losses were analyzed across the season, team efficacy significantly increased after a win and significantly decreased after a loss, but player efficacy was not affected.
TL;DR: Bauer et al. as mentioned in this paper found that test outcome favorability (passing or fail- ing the employment test) predicted outcomes beyond initial reactions more consistently than procedural justice perceptions.
Abstract: Talya N. Bauer Portland State University Michael R. Dolen L. A. Unified School District Carl P. Maertz, Jr. Mississippi State University Michael A. Campion Purdue University Following a justice framework, the present study examined actual candidates taking selection tests to gain full-time employment. The reactions of 144 applicants for an entry- level accounting job were examined in a real employment testing context at 3 time periods: before testing, after testing but before feedback on whether they passed or failed the test, and after test performance feedback. With controls for pretest perceptions, several of the 5 procedural justice measures (information known about the test, chance to perform, treatment at the test site, consistency of the test administration, and job relatedness) predicted applicant evaluations regarding the organization, perceptions of employment testing, and applicant test-taking self-efficacy. Test outcome favorability (passing or fail- ing the employment test) predicted outcomes beyond initial reactions more consistently than procedural justice perceptions. Procedural justice perceptions explained incremental variance in some analyses after the influence of outcome favorability was controlled. The selection process is a two-way interaction where applicants and organizations gather information about one another and react to this information while making em- ployment decisions. Written employment tests are fre- quently used to make such decisions. It is estimated that 15-20% of all organizations use written ability tests to help them select applicants (Rowe, Williams, & Day, 1994). Unfortunately, as Schmit and Ryan (1997) pointed out, more than a third of Americans seem to have unfavor- able attitudes toward pre-employment testing. This may be because applicants do not believe that paper-and-pencil ability tests capture a person's true ability to do the job Talya N. Bauer, School of Business Administration, Portland State University; Carl P. Maertz, Jr., School of Business, Missis- sippi State University; Michael R. Dolen, Personnel Division, L. A. Unified School District; and Michael A. Campion, Kran- nert School of Management, Purdue University; Michael R. Do- len is now at United Airlines, Chicago, Illinois. An earlier version of this article was presented at the 12th annual conference of the Society for Industrial and Organiza- tional Psychology, St. Louis, Missouri, April 1997. We thank Ann Young for her help with data collection. We also thank Stephen Gilliland and Donald TruxiUo for their invaluable com- ments on drafts of this article. Correspondence concerning this article should be addressed to Talya N. Bauer, Portland State University, School of Business Administration, P.O. Box 751, Portland, Oregon 97207. Elec- tronic mall may be sent to TalyaB@sba.pdx.edu. well (Linn, 1982) or because they are otherwise perceived as unfair. This can be a serious concern in industries where fierce competition exists for qualified applicants. Also, with employment lawsuits so prevalent (Bennett-Alexan- der & Pincus, 1998), perceived testing fairness has the potential to affect an organization's bottom line dramati- cally. As a result, recent research has begun to help organi- zations understand the effects of applicant reactions to selection procedures. For example, some selection procedures are more popu- lar than others. Applicants tend to favor procedures that are seen as job related (e.g., Kluger & Rothstein, 1993; Ployhart & Ryan, 1998; Rynes, 1993; Rynes & Connerley, 1993; Smither, Reilly, Millsap, Pearlman, & Stoffey, 1993; Steiner & Gilliland, 1996), and applicant reactions can have an impact on organizational outcomes such as satis- faction with aspects of the selection process, the job, and the organization, job acceptance intentions, and/or turn- over intentions (e.g., Bauer, Truxillo, Craig, Sanchez, Fer- rara, & Campion, 1998; Cropanzano & Konovsky, 1995; Macan, Avedon, Paese, & Smith, 1994). It is still unclear, however, if applicant reactions influence important out- comes after controlling for initial attitudes toward the hiring organization (Rynes, 1993; Rynes & Connerley, 1993). The present study extends this line of research by (a) addressing several methodological issues, such as a lack of baseline attitudes toward the organization; (1~) testing previously theorized but unexplored hypotheses; 892
TL;DR: Child interviewing techniques derived from transcripts of the McMartin Preschool case were found to be substantially more effective than simple suggestive questions at inducing preschool children to make false allegations against a classroom visitor.
Abstract: Child interviewing techniques derived from transcripts of the McMartin Preschool case were found to be substantially more effective than simple suggestive questions at inducing preschool children to make false allegations against a classroom visitor. Thirty-six children interviewed with McMartin techniques made 58% accusations, compared with 17% for 30 children interviewed with suggestive questions. Social influence and reinforcement appeared to be more powerful determinants of children's answers than simple suggestive questions. The SIRR model is proposed to explain how false statements may be elicited from children or adults. Categories identified in the SIRR model are suggestive questions, social influence, reinforcement, and removal from direct experience.
TL;DR: In this article, a 5-week, group-based burnout intervention program among direct-care professionals working with mentally disabled individuals was proposed to reduce perceptions of inequity in the relationship with the organization and with the recipients of care by increasing the fit between professional's goals and expectations and the actual work situation.
Abstract: This study evaluated a 5-week, group-based burnout intervention program among direct-care professionals working with mentally disabled individuals. Equity theory was used as the theoretical framework. The main objective of the program was to reduce perceptions of inequity in the relationship with the organization and with the recipients of care by increasing the fit between the professional's goals and expectations and the actual work situation. One experimental group and 2 control groups participated. All 3 groups filled out 3 questionnaires: before the program started, 6 months later, and 1 year later. Individual absenteeism rates were assessed for 1 year before and after the program. Results showed that in the experimental group burnout, absence, and deprived feelings diminished compared with the control groups. The most profound effects were among participants who could draw on social resources to benefit from the intervention.
TL;DR: In this paper, a model of newcomer socialization using a longitudinal, 3-wave data collection research design was proposed. But it was found that newcomer proaction, in the form of information seeking, was not a potent predictor of newcomers' socialization.
Abstract: Both the newcomer and an important organizational insider, the manager, are predicted to influence the socialization process. Previously, these socialization mechanisms have been discussed or studied in the literature in isolation from one another. Data from 205 newcomers, 364 of their coworkers, and 112 of their managers were used to test the proposed model of newcomer socialization using a longitudinal, 3-wave data collection research design. In general, task-oriented manager behavior predicted task accommodation and relationship-oriented manager behavior predicted relational accommodation. Newcomer proaction, in the form of information seeking, was not a potent predictor of newcomer socialization. Only accommodation variables predicted performance, job satisfaction, and organizational commitment. Thus, it appears that different socialization behaviors tend to serve specialized roles in the socialization process. The start of new jobs directly out of college represents an intense transition for new graduates. It is a period of new beginnings and accelerated learning. Recently, much has been discovered about how newcomers are transformed from organizational outsiders to organizationa l insiders (Bauer, Morrison, & Callister, in press). This transition is called socialization and has been defined as a process by which an individual acquires the task, social knowledge, and behaviors needed to participate as an organizational member (Van Maanen & Schein, 1979). This study focused on two key ways in which this