Showing papers in "Journal of Managerial Psychology in 2007"
TL;DR: In this paper, the authors give a state-of-the-art overview of the job demands resources (JD•R) model and discuss the strengths and weaknesses of the demand control model and the effort reward imbalance model regarding their predictive value for employee well being.
Abstract: Purpose – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) modelDesign/methodology/approach – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.Findings – The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.Originality/value – This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to i...
7,681 citations
TL;DR: In this article, the authors investigated the relationship between perceived organizational support and the dimensions of organizational commitment (i.e. affective, normative and continuance commitment), and test the moderating effect of locus of control and work autonomy.
Abstract: Purpose – The aim of this article is to deepen the understanding of the relationships between perceived organizational support (POS) and the dimensions of organizational commitment (i.e. affective, normative and continuance commitment), and to test the moderating effect of locus of control and work autonomy.Design/methodology/approach – This study, based on a cross‐sectional research design, was conducted in an organizational setting. The sample includes 249 prison employees. The data were collected through questionnaires.Findings – The results show that POS is positively and significantly correlated with affective and normative commitment. In addition, the results of the hierarchical multiple regression analyses support the moderating effect of locus of control and work autonomy with regard to the relationship between POS and affective commitment.Practical implications – This study highlights the importance of providing support to employees in order to foster their affective and normative commitment to t...
445 citations
TL;DR: In this article, the authors examined how the interaction between job demands and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism).
Abstract: Purpose – The purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism).Design/methodology/approach – Hypotheses were tested with a cross‐sectional design among 747 Dutch employees from two home care organizations.Findings – Results of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two‐way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout.Practical implications – The conclusions may be particularly useful for occupat...
420 citations
TL;DR: In this article, the authors examined the relationship between job fit, job satisfaction, perceived job mobility, and intent to turnover in full-time employed adults working in two geographic regions in the USA.
Abstract: Purpose – The present study examined the relationships between P‐O fit, job satisfaction, perceived job mobility, and intent to turnover. It was hypothesized that job satisfaction mediated the P‐O fit‐intent to turnover relationship and that perceived job mobility moderated the job satisfaction‐intent to turnover relationship such that the combined effect of high job dissatisfaction and high perceived job mobility predicted intent to turnover.Design/methodology/approach – Data were obtained utilizing a field survey from a sample of 205 full‐time employed adults working in two geographic regions in the USA. Participants completed an HTML‐based web survey that contained measures of the constructs of interest to this study.Findings – Mediated and moderated regression analyses revealed statistical support for the hypothesized relationships, which were interpreted as evidence that P‐O misfit and job dissatisfaction do not necessarily lead to intent to turnover.Research limitations/implications – The potential ...
243 citations
TL;DR: In this article, the authors reviewed relevant literatures on career success and developed a theoretical framework and testable propositions concerning how human capital, person-environment fit and organizational support relate to career success.
Abstract: Purpose
– The purpose of this paper is to review relevant literatures on career success and develop a theoretical framework and testable propositions concerning how human capital, person‐environment fit and organizational support relate to career success. Whilst acknowledging the substantial literature that has accumulated regarding the various antecedents and operationalizations involved in employees' career success, there is little research as how person‐environment fit and career success are related.
Design/methodology/approach
– Literature outlining approaches to career success is summarized and research at the intersection of person‐environment fit and organizational support/career success are reviewed. This is followed by a set of propositions based upon the antecedents of career success.
Findings
– It is suggested that person‐environment fit and organizational support are important antecedents of career success. Knowledge of career changes and these antecedents help individuals and organizations manage career success.
Research limitations/implications
– Future research should examine empirically the linkages suggested by the paper along with other relationships asserted or implied by person‐environment fit and career success literature as mentioned in the paper.
Practical implications
– Both employers and employees may benefit from integrating different types of fit into the psychological contract because each fit will impact aspects of career success. Therefore, organizations need to select and develop employees that can easily adjust and fit into careers that are compatible with their work environments.
Originality/value
– This paper contributes to the literature by being one of the first to examine the effects of different types of person‐environment fit on career success.
218 citations
TL;DR: In this paper, the authors address the research question of "How does a global career involving multiple international relocations influence the career capital of an individual manager?" and examine the typical career-capital-related characteristics, drivers and outcomes associated with global careers.
Abstract: – The purpose of this paper is to address the research question of “How does a global career involving multiple international relocations influence the career capital of an individual manager?”, and to examine the typical career‐capital‐related characteristics, drivers and outcomes associated with global careers. The importance of understanding the careers of global leaders, whose work paths typically include various international positions and assignments, has increased due to the globalization of business. A particularly relevant approach for studying such careers is through a framework of career capital, which adopts an individualistic perspective to explain how actors consciously acquire portable capabilities, construct networks and identify their own motivations, applying them in their specific work contexts., – The study adopts a qualitative design based on interviews with 20 managers on a global career path involving multiple international assignments., – The results indicate that international work experience has an extensive developmental effect on the career capital of managers. First, the interviewees reported that their global careers had strongly increased their knowing‐why career capital, referring to meaning and self‐awareness. With regard to knowing‐how career capital, their multiple international experiences had considerably enhanced several work‐related competencies. The key drivers behind this development included the broad range of responsibilities, the nature of the international environment, a high level of autonomy, and cross‐cultural differences. Finally, in terms of knowing‐whom capital, the results of the study indicate that the contact network managers acquire during their international assignments was of very high importance for their future careers. As a further outcome of their global careers, the managers were found to have a very strong career identity., – This paper provides a novel perspective on a topic that is of increasingly critical importance in today's global business.
215 citations
TL;DR: In this paper, an integrative model to discuss psychological contract issues within each stage of employment and HRM initiatives that can encourage knowledge sharing behaviors is proposed, where managers and organizations can be vehicles for managing psychological contract perceptions favoring knowledge sharing among current employees.
Abstract: Purpose – An employee's willingness to share knowledge may be contingent on whether the organization equitably fulfills its reward obligations. This paper seeks to examine how managers and organizations can be vehicles for managing psychological contract perceptions favoring knowledge sharing among current employees, newcomers, and applicants.Design/methodology/approach – The authors propose an integrative model to discuss psychological contract issues within each stage of employment and HRM initiatives that can encourage knowledge‐sharing behaviors.Findings – The implicit psychological contracts that often influence knowledge worker attitudes for sharing knowledge are easy to overlook and challenging to manage. Managers must properly assess the nature of psychological contracts maintained by such workers so that knowledge‐sharing messages address employees' key motivators. Different psychological contracts exist at various stages of employment. Several prescriptions for effectively managing each type of ...
203 citations
TL;DR: In this article, the role of organizational justice and trust in supervisor in enhancing organizational citizenship behaviors (OCBs) of Turkish academicians was explored, and it was shown that trust in supervising a supervisor will surpass the effects of employee perceptions of managerial fairness (i.e., distributive justice, procedural justice, and interactional justice).
Abstract: Purpose – The purpose of this paper is to explore the role of organizational justice and trust in supervisor in enhancing organizational citizenship behaviors (OCBs) of Turkish academicians.Design/methodology/approach – Data were collected via a web‐based questionnaire. A total of 1,018 academicians from public universities in Turkey participated in the study. The basic postulate of this study is that trust in supervisor will surpass the effects of employee perceptions of managerial fairness (i.e. distributive justice, procedural justice and interactional justice) as they jointly influence both OCBs directed to the organization (OCBO) and OCBs directed to the individuals (OCBI).Findings – The findings in this paper indicate that trust in supervisor fully mediates the relationship between organizational justice and OCBO, however it partially mediated the relationship between organizational justice and OCBI of Turkish academicians.Originality/value – This paper has contributed to the literature by investiga...
163 citations
TL;DR: In this article, the authors introduce a special issue that brings together six papers exploring aspects of person-organization fit, and highlight international theoretical and empirical work on the P•O fit construct.
Abstract: Purpose – The purpose of the paper is to introduce the special issue that brings together six papers exploring aspects of person‐organization fit.Design/methodology/approach – This overarching paper contextualizes the theme and introduces the selected papers.Findings – The findings in this paper vary according to the core theme of each of the six contributions.Originality/value – Combined the papers explore new avenues of enquiry in the person‐organization (P‐O) fit domain and showcase international theoretical and empirical work on the P‐O fit construct.
153 citations
TL;DR: The authors explored prevalent characteristics of organizational culture (OC) and common sources of work stress in a Taiwanese work context and also aimed to analyze how characteristics of OC may be linked to stressors.
Abstract: Purpose – This study aimed to explore prevalent characteristics of organizational culture (OC) and common sources of work stress in a Taiwanese work context The authors also aimed to analyze how characteristics of OC may be linked to stressorsDesign/methodology/approach – A qualitative methodology of focus group discussions was adoptedFindings – Four characteristics of OC were identified, including: family‐kin, informal work obligations, organizational loyalty and subgroup involvement Job characteristics, home‐work interface, interpersonal relationships and career development were identified as common sources of work stress Content analysis revealed that characteristics of OC could either alleviate or aggravate stress, depending on employees' perception and attribution Double‐coding analysis indicated that stressors related to job characteristics seem particularly linked to informal work obligation but not to organizational loyalty as characteristics of OCResearch limitations/implications – The exc
118 citations
TL;DR: In this article, the authors examine how performance feedback influences positive and negative affect within individuals across negative and positive feedback ranges, and whether self-esteem moderates individuals' affective reactions to feedback.
Abstract: Purpose – The paper aims to examine, first, how performance feedback influences positive and negative affect within individuals across negative and positive feedback range, and secondly, whether self‐esteem moderates individuals' affective reactions to feedback.Design/methodology/approach – A sample of 197 undergraduate students completed an 8‐trial experiment. For each trial, participants performed a task, received performance feedback, and were subsequently asked to report their affective state. Hierarchical linear modeling was used to test the hypothesized within‐ individual effects and the cross‐level moderating role of self‐esteem.Findings – Performance feedback did influence both positive and negative affect within individuals and feedback indicating goal non‐attainment (i.e. negative feedback) increased negative affect more than it reduced positive affect. The data offered some support for the prediction with respect to the moderating role of self‐esteem derived from self‐enhancement theory.Researc...
TL;DR: In this article, a survey was conducted to measure study variables, and data collected from 158 professional employees were subjected to confirmatory factor analysis and moderated hierarchical analysis was used to test hitherto untested hypotheses.
Abstract: Purpose – The purpose of this article is to understand when and why employees engage in contextual performance directed toward one's organization and immediate supervisor.Design/methodology/approach – A survey was conducted to measure study variables. Data collected from 158 professional employees were subjected to confirmatory factor analysis and moderated hierarchical analysis was used to test hitherto untested hypotheses.Findings – Results indicate strong support for the hypothesized moderating effects, such that high levels of support compensated for low levels of conscientiousness in influencing contextual performance.Research limitations/implications – Although contextual performance is unlikely to influence one's level of conscientiousness, the cross‐sectional design of the study does not permit firm conclusions regarding causality for the influence of support on contextual performance.Practical implications – Results indicate that, by providing organizational and supervisory support, organizations...
TL;DR: In this paper, a comparative interpretive case study approach was used, including interviews (n=45) and participant observation with members at all levels of the two examined projects, to consider how project leadership knowledge and behaviour influence project team trust and social capital development and use in the context of a global HR information systems project.
Abstract: Purpose – The purpose of this article is to consider how project leadership knowledge and behaviour influence project team trust and social capital development and use in the context of a global HR information systems project.Design/methodology/approach – A comparative interpretive case study approach was used, including interviews (n=45) and participant observation with members at all levels of the two examined projects. Interpretive patterns from situated activities enabled inferences to be drawn about different types of project leader (PL) knowledge and behaviours and trust and the bridging and bonding aspects of social capital.Findings – PLs need to apply knowledge in three areas in order for trust to develop within the project team (external leadership, internal leadership and hybrid leadership), which in turn is a necessary pre‐condition for the development and exploitation of social capital, a significant influence on project success.Research limitations/implications – The choice of two extreme cas...
TL;DR: In this paper, the authors examined the usefulness of distinguishing between the cognitive and emotional components of job insecurity and found that employment dependence moderated the relationship between job insecurity, job loss strain.
Abstract: Purpose – This exploratory study aims to examine the usefulness of distinguishing between the cognitive and emotional components of job insecurity.Design/methodology/approach – This cross‐sectional survey study was undertaken in a sample of 600 civil servants. A series of regressions are employed to test proposed hypotheses.Findings – Results support the treatment of the components of job insecurity as separate variables. The cognitive and emotional components differed in their associations with predictors and consequences. Locus of control and employment dependence moderated several relationships. For example, employment dependence moderated the relationship between job insecurity and job loss strain.Research limitations/implications – The study design was cross‐sectional and, thus, cause‐effect relationships cannot be discerned. Also, since it was undertaken in the public sector, it needs to be cross‐validated in the private sector so that the generalizability of its results can be established. The stud...
TL;DR: In this paper, the authors examined the relationship between work value PO fit with fit being operationalized as a same source or different source measure, and found that the different source PO fit measure was significantly and more strongly related to turnover intention than the same source work value fit measure.
Abstract: Purpose – The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.Design/methodology/approach – A sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention.Findings – The different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure.Research limitations/implications – This study underscores the need for a careful reflection on the content and operationalization of fit measures.Practical implications – Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment.Originality/value – This study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values f...
TL;DR: In this article, the authors examine the effects of the trustor's responsibility attribution for a trust violation and the trustee's frequency of prior violations on the subsequent erosion of trust in the relationship.
Abstract: Purpose – The purpose of this paper is to examine the effects of the trustor's responsibility‐attributions for a trust violation and the trustee's frequency of prior violations on the subsequent erosion of trust in the relationship.Design/methodology/approach – Data were collected from 120 middle‐senior level managers using a two‐part scenario‐based experimental design to test the impact of attributions and frequency of violations. Respondents' levels of trust and distrust were measured pre‐ and post‐violation as well as forgiving and a range of demographic variables.Findings – Results showed that trust eroded (and distrust increased) more when trustors perceived the trustees as not wanting to fulfill the trust‐expectations than when they could not do so. Further, trustors were willing to tolerate a maximum of two violations before trust in the relationship eroded significantly. The results also showed that trustors who were relatively more forgiving were less likely to lose trust in the trustee after a v...
TL;DR: In this article, the authors proposed a contingency perspective that describes the relative importance of person-job fit and person-organization fit as selection criteria for hiring various types of employees.
Abstract: Purpose – The purpose of this paper is to propose a contingency perspective that describes the relative importance of person‐job (PJ) fit and person‐organization (PO) fit as selection criteria for hiring various types of employees.Design/methodology/approach – Drawing on the theories of psychological contracts, human capital and cosmopolitan‐local perspective, propositions are developed regarding the relative importance of PJ fit and PO fit in specific hiring situations.Findings – The propositions developed in this paper suggest that PJ fit will be more important than PO fit when organizations hire employees to form transactional psychological contracts, to obtain general human capital, and/or who are categorized as cosmopolitans. On the other hand, it is suggested that PO fit will be more important than PJ fit when organizations hire employees to form relational psychological contracts, to develop firm‐specific human capital, and/or who are likely to become locals.Research limitations/implications – Furt...
TL;DR: In this article, a review of ORT literature was conducted in light of the issues surrounding the effective implementation of HR policies in the workplace, and it was found that three assumptions underpinning traditional ORT are inadequate to account for the array of roles enacted by employees and the manner in which they impact on working life.
Abstract: Purpose – This research seeks to review extant organisational role theory (ORT) literature, and to identify issues that limit its usefulness to contemporary academics and practitioners alike.Design/methodology/approach – A review of ORT literature was conducted in light of the issues surrounding the effective implementation of HR policies in the workplace. The paper was based on a review of the intersection between ORT and contemporary HR management, and explored using primary survey and semi‐structured interview data.Findings – It was found that three assumptions underpinning classical ORT are inadequate to account for the array of roles enacted by employees and the manner in which they impact on working‐life. The research suggests that ORT needs to incorporate the key themes of “multi‐faceted employee”, “employer recognition/facilitation” and “compartmentalisation” into its assumptions in order to account for contemporary HRM issues.Research limitations/implications – This research is only exploratory i...
TL;DR: In this article, the relative influence of personality (locus of control) and situational control (job autonomy) on the experience of work-tofamily conflict (WFC), family-to-work conflict (FWC), and positive work-family spillover (PS) was assessed.
Abstract: Purpose – The purpose of this paper is to assess the relative influence of personality (locus of control) and situational control (job autonomy) on the experience of work‐to‐family conflict (WFC), family‐to‐work conflict (FWC), and positive work‐family spillover (PS).Design/methodology/approach – Using data from the 2002 National Study of the Changing Workforce (n=3,504) and from O*Net, an independent database of occupational characteristic ratings, regression analysis was used to test direct effects, relative weights analysis was used to determine the relative influence of locus of control and job autonomy on work‐family outcomes, and mediation analysis was used to examine the mediating influence of perceived job autonomy.Findings – Dispositional control (i.e. internal locus of control) was more strongly associated with the outcome variables than was situational control (i.e. objective job autonomy). As expected, internal locus of control was negatively related to WFC and FWC, and positively related to P...
TL;DR: In this paper, a model was developed based on a review of several literature bases including gender theories, gender enactment, person-group fit, and person-organization fit to identify relevant constructs and relationships and present suggestions for further research.
Abstract: Purpose – This paper seeks to explore gender‐related behavior in relation to person‐group fit, person‐organization fit, and career decisions in order to identify relevant constructs and relationships and present suggestions for further research.Design/methodology/approach – A model was developed based on a review of several literature bases including gender theories, gender enactment, person‐group fit, and person‐organization fit.Findings – Propositions for future research were developed and focus on the relationships influencing an individual's perceptions of person‐group fit, person‐organization fit and career decision making. It is proposed that a deviation from a group's collective gender orientation and accepted behaviors is likely to be met with unfavorable perceptions by group members and impact person‐group fit, person‐organization fit, perceived stress, self‐efficacy, and career decision making.Practical implications – Managers and supervisors can use ideas presented in the model and paper to bet...
TL;DR: In this paper, the authors compare patterns of impression management in two organizational systems, namely, organic and mechanistic, and find that employees in mechanistic systems engage more in impression management behavior and direct their efforts more often toward their superiors than toward their peers, most frequently by using the strategy of "Ingratiation".
Abstract: Purpose – The purpose of this paper is to compare patterns of impression management in two organizational systems, namely, organic and mechanistic.Design/methodology/approach – Qualitative data were gathered from 23 employees by means of in‐depth, semi‐structured interviews. In addition, questionnaires pertaining to the use of impression management strategies toward superiors and peers were given to 208 employees from military and R&D organizations.Findings – The results suggest that employees in mechanistic systems engage more in impression management behavior and direct their efforts more often toward their superiors than toward their peers, most frequently by using the strategy of “Ingratiation”. On the other hand, employees in the organic system sample use impression management to a lesser extent, and they direct it more equally toward superiors and peers. Their predominant strategy is “Initiation.” These results are discussed in light of the differences in the norms and structural characteristics of ...
TL;DR: In this paper, the authors examined the relationship between personality and three types of OCBs (Organizational Citizenship Behaviors), and test for the potential moderating effects of team leader effectiveness.
Abstract: Purpose – This study aims to examine the relationships between personality and three types of OCBs (Organizational Citizenship Behaviors), and to test for the potential moderating effects of team leader effectiveness on the relationship between personality and OCBs.Design/methodology/approach – Hypotheses were tested with data from 268 teachers of secondary schools and were analyzed using Zellner's seemingly unrelated regression.Findings – The results indicate that extroverts and teachers open for experience engaged more in OCBs towards their school than introverts and teachers less open for experience do. Teachers that are more conscientious score higher on OCBs towards students. That fits with the idea that being conscientious is being careful and responsible. Teachers with introvert and neurotic personalities become more engaged in OCBs than extrovert and emotionally stable teachers do when they appreciate their team leader effectiveness.Research limitations/implications – Although this study provided ...
TL;DR: In this article, the authors report an empirical test of Schneider's attraction proposition that organizations attract similar types of people and find that applicants choose which organization to apply to based on their desire for a particular type of work rather than their attraction for particular companies.
Abstract: Purpose – This paper seeks to report an empirical test of Schneider's attraction proposition that organizations attract similar types of peopleDesign/methodology/approach – The person‐people (PP), person‐group (PG) and person‐organization (PO) fit of applicants to eight utility firms were compared with the similar fits of members of a suitable comparison groupFindings – The results show an effect for person‐vocation (PV) fit but, once this is controlled for, all significant effects disappear In other words, the PP, PG and PO fits of applicants to the utilities were no different from those in the comparison group once PV fit was controlled forResearch limitations/implications – These results suggest that applicants choose which organization to apply to based on their desire for a particular type of work rather than their attraction for particular companies, which is contrary to Schneider's attraction proposition One reason for this might be the nature of graduates who are largely unaware of the organi
TL;DR: In this paper, the authors examined the relationship between emotional intelligence and effective board governance and applied a model of emotional intelligence competencies to the practice domains of school boards and found that six core competencies are universal across the six board practice domains: transparency, achievement; initiative; organizational awareness; conflict management; and teamwork and collaboration.
Abstract: – The purpose of this paper is to examine the relationship between emotional intelligence and effective board governance., – This study applied a model of emotional intelligence competencies to the practice domains of school boards. A board self‐assessment questionnaire measured board practice domains for the presence or absence of 18 emotional intelligence competencies defined in an emotional competence inventory. Inter‐rater reliabilities were established and confirmed. Current and former school board members in two urban areas rank‐ordered the most critical emotional intelligence competencies for effective board governance and offered explanations for their most highly‐rated competencies., – Emotional intelligence is a critical factor for effective school boards. A set of six core competencies are universal across the six board practice domains: transparency; achievement; initiative; organizational awareness; conflict management; and teamwork and collaboration. Each board practice domain is also characterized by one or two key emotional intelligence competencies., – First, one model of school board leadership was used. Future studies should examine additional models of effective board practice for their relationships with emotional intelligence in order to extend the generalizability of these results. Second, there has been some debate regarding the substantive nature of the emotional intelligence construct., – The six practice domains in the school board effectiveness model are fundamental elements for all boards to develop in order to become more effective governing bodies., – This paper identifies a novel application of emotional intelligence leadership competencies to the work of effective governance boards.
TL;DR: The authors conducted an exploratory study to investigate the relationship between culture and self-leadership, and found that Chinese students held higher individualistic characteristics than US students (p = 0.009).
Abstract: Purpose – This paper seeks to address the question: what is the relationship of culture to self‐leadership?Design/methodology/approach – In an exploratory study, 74 US and 44 Chinese undergraduates rated their cultural beliefs and self‐leadership strategies. After four‐weeks in which a self‐leadership intervention was utilized, respondents contrasted positive aspects of their professional objectives with obstacles that impeded the realization of their goals.Findings – The intervention did not influence participants' self‐leadership strategies, as measured two weeks after the intervention (p > 0.11). Repeated MANOVA measures revealed that the US group expressed higher levels of self‐leadership than the Chinese group during the three phases of the study (p < 0.001). Surprisingly, Chinese students held higher individualistic characteristics than the US group (p=0.009).Research limitations/implications – This research provides some insight into the similarities and differences between people from different cu...
TL;DR: In this article, a survey questionnaire that incorporated measures of intrinsic and extrinsic psychological contract inducements and a Greek personality measure of the five-factor model of personality (FFM) was completed by 299 respondents.
Abstract: Purpose – The purpose of this paper is to explore and identify relationships between psychological contract inducements and the five‐factor model of personality (FFM) in Greece.Design/methodology/approach – A survey questionnaire that incorporated measures of intrinsic and extrinsic psychological contract inducements and a Greek personality measure of the FFM was completed by 299 respondents. Hierarchical regression analyses were used to explore the hypotheses.Findings – The paper finds that extroversion and conscientiousness are associated with intrinsic but not extrinsic psychological contract inducements and that neuroticism is associated with extrinsic but not intrinsic inducements. The hypothesis pertaining to openness to experience was rejected, because it was not associated with intrinsic psychological contract inducements, as expected.Research limitations/implications – The study design was cross‐sectional and used only self‐report measures. Therefore, it should be cross‐validated with different r...
TL;DR: In this article, a dual-level framework for developing change management theory, based on the concept of anxiety as an organizational phenomenon and its potential for prevention, recognition and treatment, is presented.
Abstract: Purpose – This paper seeks to present a dual‐level framework for developing change management theory, based on the concept of anxiety as an organizational phenomenon and its potential for prevention, recognition and treatment. When encountering crisis, confusion, and difficulties, both individuals and organizations can suffer from anxiety‐related problems. The paper aims to argue that organizational anxiety can be diagnosed and treated in a similar way to those of individuals.Design/methodology/approach – This is a conceptual paper and examines how individual anxiety can inform analysis of organizational performance in times of change. A model of organizational anxiety is presented. Three case studies are used to examine the validity of the model. The potential for preventive and treatment strategies for organizational anxiety is examined.Research limitations/implications – The concepts presented should be examined initially through single case study designs, but developed into the equivalent of a randomi...
TL;DR: In this article, the authors examined the relationship between a priori chosen personality traits and the tendency for a manager to rate his/her job performance more favourably than well-acquainted superiors, peers, and subordinates.
Abstract: Purpose – The purpose of this paper is to examine relationships between a priori‐chosen personality traits and the tendency for a manager to rate his/her job performance more favourably than well‐acquainted superiors, peers, and subordinates do.Design/methodology/approach – The job performance of 204 managers was evaluated using multi‐source (i.e. 360E) ratings (self, subordinates, peers, and superiors). Managers also completed personality measures. Relationships between managers' personality and the tendency for managers to rate their own job performance higher than subordinates, peers, and superiors did were analyzed using advanced regression techniques.Findings – The paper finds that self‐superior and self‐peer disagreement in performance ratings (i.e. self‐rating inflation) was associated with high Achievement and high Self‐Esteem. Additionally, self‐superior disagreement (i.e. self‐rating deflation) was associated with high Anxiety. Self‐subordinate disagreement was not associated with self‐rater per...
TL;DR: A theory of pluralistic ignorance is defined as a situation in which an individual holds an opinion, but mistakenly believes that the majority of his or her peers hold the opposite opinion.
Abstract: Purpose – Pluralistic ignorance is defined as a situation in which an individual holds an opinion, but mistakenly believes that the majority of his or her peers hold the opposite opinion. The purpose of this paper is to refocus attention on pluralistic ignorance as an important, applied, and multilevel concept to organizational researchers by developing a theory of pluralistic ignorance in organizational contexts.Design/methodology/approach – The paper reviews the literature with regard to the causes and consequences (for individuals, groups and organizations) of pluralistic ignorance and develops an integrated understanding of how pluralistic ignorance influences employees and organizations.Findings – The paper finds that pluralistic ignorance is a complex phenomenon that has important consequences for organizations with relation to behavior of individuals.Research limitations/implications – The development of a model of pluralistic ignorance, with research propositions, will assist researchers seeking t...
TL;DR: In this paper, the authors investigate whether managers at different levels differ in terms of ability and personality and find that non-manager specialists scored highest on one ability test, but lowest on the other.
Abstract: Purpose – The purpose of this paper is to investigate whether managers at different levels differ in terms of ability and personality.Design/methodology/approach – Assessment centre results for over a thousand managers on two cognitive and two non‐cognitive tests were subject to analysis of variance.Findings – Non‐manager specialists scored highest on one ability test, but lowest on the other. Senior managers had highest Expressed Inclusion and Control scores but lowest Wanted Inclusion and Control scores. Non‐managers were found to be most diligent and dutiful.Research limitations/implications – Level is inevitably confounded with age and experience, which may impact onto the individual difference variables making it difficult to accurately attribute causality.Practical implications – It is important to use psychometric test data to help in selection of all managers. Different levels require different profiles.Originality/value – An exploration of individual differences in a large sample of managers that...