Showing papers in "Personnel Psychology in 2013"
TL;DR: In this article, meta-analysis is used to clarify what is known about the relationship between flexible work arrangements and work-family conflict by deconstructing the flexibility construct, and they found that the direction of work conflict (work interference with family vs. family interference with work) and the specific form of flexibility make a difference in the effects found.
Abstract: Workplace flexibility has been a topic of considerable interest to researchers, practitioners, and public policy advocates as a tool to help individuals manage work and family roles. In this study, meta-analysis is used to clarify what is known about the relationship between flexible work arrangements and work–family conflict by deconstructing the flexibility construct. We found that the direction of work–family conflict (work interference with family vs. family interference with work) and the specific form of flexibility (flextime vs. flexplace; use vs. availability) make a difference in the effects found. Overall, the significant effects were small in magnitude.
577 citations
TL;DR: This article explored individuals' reactions to perceived corporate social responsibility (CSR) using a multimotive framework and found that first-party justice perceptions attenuated the positive relationship between employees' CSR perceptions and their organizational citizenship behavior.
Abstract: This research explored individuals� reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario-based experiment (N = 81) showed that the effect of CSR perceptions on job applicants� job pursuit intentions was mitigated by applicants� first-party justice experiences, whereas it was amplified by their moral identity (Study 1). Survey data from 245 full-time employees (Study 2) further supported the interactive effects revealed in Study 1. Specifically, first-party justice perceptions attenuated the positive relationship between employees� CSR perceptions and their organizational citizenship behavior (OCB); and the relationship between CSR perceptions and OCB was more pronounced among employees high (versus low) in moral identity. Our findings bridge the CSR and organizational justice literatures, and reveal that the effects of individuals� CSR perceptions are more complicated than previously thought. The findings shed light on micro (employee)-level CSR phenomena and offer implications for both research and practice.
438 citations
TL;DR: This paper conducted a meta-analysis to determine whether the within-person self-efficacy/performance relationship is positive, negative, or null and compared the strength of the selfefficacy and performance and past performance/self-efficability withinperson relationships.
Abstract: We conducted a meta-analysis to determine whether the within-person self-efficacy/performance relationship is positive, negative, or null and to compare the strength of the self-efficacy/performance and past performance/self-efficacy within-person relationships. The self-efficacy/performance within-person corrected correlation was .23 but was weak and nonsignificant (ρ = .06) when controlling for the linear trajectory, revealing that the main effect was spurious. The past performance/self-efficacy within-person corrected correlation was .40 and remained positive and significant (ρ = .30) when controlling for the linear trajectory. The moderator results revealed that at the within-person level of analysis: (a) self-efficacy had at best a moderate, positive effect on performance and a null effect under other moderating conditions (ρ ranged from –.02 to .33); (b) the main effect of past performance on self-efficacy was stronger than the effect of self-efficacy on performance, even in the moderating conditions that produced the strongest self-efficacy/performance relationship; (c) the effect of past performance on self-efficacy ranged from moderate to strong across moderating conditions and was statistically significant across performance tasks, contextual factors, and methodological moderators (ρ ranged from .18 to .52). Overall, this suggests that self-efficacy is primarily a product of past performance rather than the driving force affecting future performance.
371 citations
TL;DR: A special issue of Personnel Psychology that explicitly focuses attention on CSR in the HR/OB domains was published in this paper. But there have been few studies on this topic conducted in the fields of human resource management and organizational behavior (OB).
Abstract: Although issues of corporate social responsibility (CSR) have become an important topic of research, there have been few studies on this topic conducted in the fields of human resource (HR) management and organizational behavior (OB). To address this gap, we edited a special issue of Personnel Psychology that explicitly focuses attention on CSR in the HR/OB domains. In this introductory editorial, we synthesize and extend the four articles published in the special issue. We also address issues relating to the conceptualization and measurement of CSR, the application of microlevel theories to CSR, and the practical and methodological implications of research in this domain. Finally, we provide suggestions for future research linking CSR with some of the most frequently studied topics in HR/OB. We propose that a focus on HR/OB will improve our understanding of the antecedents and consequences of CSR and also benefit HR/OB in terms of bridging the science�practice and micro�macro gaps.
270 citations
TL;DR: In this paper, a structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature.
Abstract: The exponential growth of the service economy has increased the attention that organizational researchers have paid to the concept of emotional labor. Although much progress has been made in the field, few studies have provided an integrated picture of how individual dispositions, perceived display rules, and emotional labor behaviors shape employee outcomes. To clarify and compare results across this growing body of literature, a quantitative review was developed, along with a theoretically derived path diagram of key emotional labor constructs. Evidence from our structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature. Results were consistent with the perspective that surface acting emotion regulation strategies have a pattern of negative relationships with work outcomes of job satisfaction and stress/exhaustion (but not with job performance), whereas deep acting emotion regulation strategies have a pattern of positive relationships with all of these work outcomes.
243 citations
TL;DR: In this paper, the authors investigated the emergence and the performance effects of an age-diversity climate at the organizational level of analysis and found that a positive influence of age-inclusive HR practices on the development of an organization-wide age diversity climate is directly related to collective perceptions of social exchange and indirectly to firm performance and employees' collective turnover intentions.
Abstract: This study investigates the emergence and the performance effects of an age-diversity climate at the organizational level of analysis. Building upon Kopelman and colleagues� (Kopelman, Brief, & Guzzo, 1990) climate model of firm productivity as well as Cox's (1994) interactional model of cultural diversity, we hypothesize a positive influence of age-inclusive HR practices on the development of an organization-wide age-diversity climate, which in turn should be directly related to collective perceptions of social exchange and indirectly to firm performance and employees� collective turnover intentions. The assumed relationships are tested in a sample of 93 German small and medium-sized companies with 14,260 employees participating. To circumvent common source problems, information for the various constructs was gathered from 6 different sources. To test our assumed relationships, we applied structural equation modeling and executed bootstrapping procedures to test the significance of the indirect effects. We received support for all assumed relationships. The paper concludes with practical recommendations on how to establish and make use of a positive age-diversity climate.
237 citations
TL;DR: In this paper, the conditions of employees' corporate volunteer assignments that lead to increased employee engagement, sustainability of the volunteers' project within the NGO, capability development for the business unit, and employees' continuation of volunteerism were examined.
Abstract: Although the number of firms adopting corporate volunteerism programs is rising steadily, very few firms are assessing the benefits of such programs on target groups, such as employees and nongovernmental organizations (NGOs), and identifying the conditions under which benefits to the various groups are maximized. This study addresses both by examining the conditions of employees� corporate volunteer assignments that lead to increased employee engagement, sustainability of the volunteers� project within the NGO, capability development for the business unit, and employees� continuation of volunteerism. Using a longitudinal and multisource design, responses from 116 corporate volunteers from a global pharmaceutical organization are matched with responses from their NGO managers and their business unit managers at 3 points in time: at the start of the volunteer assignment, at the end of the assignment, and 6 months after the completion of the assignment. Across these outcomes, we found that employees� volunteer assignments are most valuable when they are international, when the volunteers perceive that their projects contribute meaningfully the NGO's functioning, when volunteers have professional skills (and are able to use them), when there are opportunities for skills to be developed that can be applied in the volunteers� regular work role, and when the NGOs have tangible resources to sustain the volunteers� projects.
190 citations
TL;DR: In this article, the authors examined when creativity is positively or negatively related to firm performance and found that the relationship between creativity and firm performance is contingent on riskiness orientation, firm size, and realized absorptive capacity.
Abstract: In this study, we examine when creativity is positively or negatively related to firm performance. Building on the creation–implementation tension theorized in the literature and the attention capacity perspective, we argue that the relationship between creativity and firm performance is contingent on riskiness orientation, firm size, and realized absorptive capacity. Data were collected from 761 core knowledge employees, 148 CEOs, and 148 HR executives from 148 high-technology firms. The results indicated that core knowledge employee creativity was negatively related to firm performance when riskiness orientation was high. The relationship was positive when realized absorptive capacity was high. Finally, the relationship was more positive in small firms than in large firms. We discuss the implications of our findings for creativity research and managerial practices.
183 citations
TL;DR: This article developed and tested a model of the process through which recruitment information about an organization's social and environmental responsibility values differentially affect job seeker perceived fit, attraction, and job pursuit intentions depending on job seekers' desire to have a significant impact through work.
Abstract: Socially and environmentally responsible organizations must attend to the fit of employees with the values of the organization. Recruiting practices are a key tool for ensuring fit with an organization's culture and values. We develop and test a model of the process through which recruitment information about an organization's social and environmental responsibility values differentially affect job seeker perceived fit, attraction, and job pursuit intentions depending on job seekers� desire to have a significant impact through work. Our model of mediated moderation is tested with a sample of 339 actual job seekers using conditional process modeling and nonlinear bootstrapping techniques. Results support expectations that advertisement messages about an organization's social and environmental responsibility values interact with applicants� desire to have a significant impact through work to influence job pursuit intentions through the hypothesized mediational process. Implications of the model for research on recruitment and organizational social and environmental responsibility are discussed.
170 citations
TL;DR: In this paper, a multilevel model was developed to examine how and when a focal individual's leader-member exchange relative to the LMXs of coworkers within the team (relative LMX, or RLMX) influences individual in-role performance, organizational citizenship behavior (OCB), and job satisfaction.
Abstract: A multilevel model was developed to examine how and when a focal individual's leader–member exchange (LMX) relative to the LMXs of coworkers within the team (relative LMX, or RLMX) influences individual in-role performance, organizational citizenship behavior (OCB), and job satisfaction. Results, based on a sample of 275 leader–member dyads within 35 teams of a beverage company, largely supported the hypotheses. Specifically, using multilevel polynomial regression analyses, the results showed that self-efficacy partially mediated the relationship between RLMX and in-role performance and job satisfaction, and fully mediated the relationship between RLMX and OCB. Furthermore, the results demonstrated that team identification attenuated RLMX's direct effect on self-efficacy, and indirect effects on in-role performance and OCB and team supportive behavior attenuated RLMX's direct effect on self-efficacy and indirect effect on in-role performance.
146 citations
TL;DR: In this paper, a sample of for-profit, private-sector, small Canadian firms with fewer than 100 employees from a variety of industry sectors was used to examine boundary conditions of the relationship between firm-level high-investment human resource systems and objective small-firm labor productivity.
Abstract: Although a few published, multiindustry, firm-level, empirical studies have linked systems of high-investment or high-performance human resource management practices to enhanced small-firm performance, this stream of strategic human resource management research is underdeveloped and equivocal. Accordingly, in this study, we use a sample of for-profit, private-sector, small Canadian firms with fewer than 100 employees from a variety of industry sectors to examine boundary conditions of the relationship between firm-level high-investment human resource systems and objective small-firm labor productivity. Congruent with contingency theory, this study's results indicate that the extent and nature of the influence of high-investment human resource systems on objective small-firm labor productivity is contingent on internal (differentiation strategy and firm capital intensity) and external boundary conditions (industry dynamism and industry growth). Implications and limitations of this research study as well as avenues for future research are discussed.
TL;DR: This article found that prior CSR is positively associated with subsequent CSIR because the moral credits achieved through CSR enable leaders to engage in less ethical stakeholder treatment, and that leaders' moral identity symbolization, or the degree to which being moral is expressed outwardly to the public through actions and behavior, will moderate the CSR-CSIR relationship.
Abstract: Although managers and researchers have invested considerable effort into understanding corporate social responsibility (CSR), less is known about corporate social irresponsibility (CSiR). Drawing on strategic leadership and moral licensing research, we address this gap by considering the relationship between CSR and CSiR. We predict that prior CSR is positively associated with subsequent CSiR because the moral credits achieved through CSR enable leaders to engage in less ethical stakeholder treatment. Further, we hypothesize that leaders� moral identity symbolization, or the degree to which being moral is expressed outwardly to the public through actions and behavior, will moderate the CSR�CSiR relationship, such that the relationship will be stronger when CEOs are high on moral identity symbolization rather than low on moral identity symbolization. Through an archival study of 49 Fortune 500 firms, we find support for our hypotheses.
TL;DR: This paper revisited the assumption that transformational leadership is universally positive management practice by examining subordinate-based aspects attenuating the relationship between transformational leader and followers' citizenship and taking charge.
Abstract: Drawing on substitutes for leadership theory, we revisit an often taken-for-granted assumption that transformational leadership is a universally positive management practice by examining subordinate-based aspects attenuating the relationship between transformational leadership and followers’ citizenship and taking charge. Using data collected from 196 followers and their leaders situated in 55 workgroups in 2 Chinese organizations, we found that followers’ citizenship and taking charge were not influenced by transformational leadership when followers perceived leaders as prototypical and were highly identified with their workgroups. Furthermore, following a differential pattern for citizenship and taking charge, followers’ traditionality weakened the relationship with citizenship, whereas followers’ learning goal orientation attenuated the relationship with taking charge. Introducing contingencies and specifying their underlying logic broadens the current theoretical spectrum for both substitutes for leadership and transformational leadership.
TL;DR: The authors developed a conceptual model of customer-focused voice and test it in a hospital setting, and found that customer orientation and job autonomy are positively associated with customer focused voice, consistent with social information processing theory, such that a high service climate compensates for the less desirable aspects of employees or their jobs.
Abstract: We develop a conceptual model of customer-focused voice and test it in a hospital setting. Drawing from theory and research on voice, we find that customer orientation and job autonomy are positively associated with customer-focused voice. In addition, consistent with social information processing theory, these relationships are moderated by service climate, such that a high service climate compensates for the less desirable aspects of employees or their jobs. Finally, we provide evidence for a critical but untested assumption of the voice literature by linking hospital-level customer-focused voice to hospital-level service performance. Results based on data from four unique data sources, provided at varying points in time, and at different levels of analysis demonstrate support for our conceptual model.
TL;DR: In this paper, the authors examined how empowering leaders, in conjunction with contextual and relational factors (i.e., organizational support for creativity and newcomers' trust in leaders), facilitate newcomer creativity.
Abstract: Researchers consistently argue that organizations need to generate creative ideas to ensure long-term success and survival. One possible solution for increasing creativity is to inject �fresh blood� into the organization by hiring new employees. However, past work suggests there may be a number of impediments that stifle newcomer creativity and, further, that encouraging newcomer creativity may compromise other adjustment outcomes. Accordingly, the present research examines how empowering leaders, in conjunction with contextual and relational factors (i.e., organizational support for creativity and newcomers' trust in leaders), facilitate newcomer creativity. Study 1 indicates that empowering leadership positively predicts newcomer creativity and that this relationship is contingent on the organizational context. Study 2 reveals that a more specific and proximal contextual socialization factor�newcomers' trust in leaders�is a more potent moderator than organizational support for creativity. Further, these predictors operate through creative process engagement to influence creativity. Finally, results indicate positive links between empowering leadership and role clarity, attachment, and task performance, suggesting that empowering leadership may serve as an important, albeit overlooked, socialization tactic.
TL;DR: This paper used experience sampling techniques to examine the within-person relation between OCB and a novel, theoretically relevant predictor: state gratitude, a discrete positive emotion, and found that feelings of gratitude can be an effective predictor of OCB.
Abstract: This research extends the existing theoretical understanding of what predicts organizational citizenship behavior (OCB). Using experience sampling techniques, we examine the within-person relation between OCB and a novel, theoretically relevant predictor: state gratitude. Using 4 independent samples with a total of 210 working adults and 173 undergraduate students, we developed a reliable and valid measure of state gratitude. Drawing upon the moral affect model of gratitude and affective events theory, we conducted 2 experience sampling studies with data collected from 67 (Study 2) and 104 (Study 3) working adults to test the effects of state gratitude on OCB, beyond the effects of several relevant constructs (i.e., state positive affect, dispositional gratitude, and social exchange). Our results advance OCB research and explanations of OCB by modeling OCB as a dynamic, time-variant construct and by demonstrating that feelings of gratitude, a discrete positive emotion, can be an effective predictor of OCB.
TL;DR: In this paper, the authors examined how perceived supervisor embeddedness relates to employees' own affect toward, attachment to, and behavior within the firm and found that perceived supervisor embedness was directly related to employees own embeddedness over time.
Abstract: Guided by social information processing theory, this study examines how perceived supervisor embeddedness relates to employees’ own affect toward, attachment to, and behavior within the firm. Data were collected from 338 employees at 3 points in time over a 10-month period. The results supported the proposed model in 3 key ways. First, perceived supervisor embeddedness was directly related to employees’ own embeddedness over time. Second, organizational trust mediated the relationship between perceived supervisor embeddedness and employees’ own embeddedness over time. Third, organizational trust and employee embeddedness were both related to employees’ voice behavior over time.
TL;DR: For example, the authors found that emotional labor (EL) is positively related to job satisfaction regardless of rewards, beyond personality traits, while financial rewards for service performance enhanced, rather than undermined, satisfaction from EL requirements and effort with customers.
Abstract: Does satisfaction from performing emotional labor (EL)—maintaining positive emotions with customers as part of the job—depend on the financial rewards available for good service? According to a “controlling perspective” of rewards, satisfaction from performing EL may be undermined by financial incentives, but based on a “valuing perspective” of rewards, the relationship should be enhanced. We contribute to the literatures on EL and performance-contingent rewards with a “full-cycle” inquiry of this question conducted with (a) a field survey of diverse occupations in the United States, (b) an experimental call center simulation with U.S. college students, and (c) a multilevel study of Taiwanese sales firms. Overall, financial rewards for service performance enhanced, rather than undermined, satisfaction from EL requirements and effort (i.e., surface acting) with customers. Performing EL by modifying feelings (i.e., deep acting) was positively related to job satisfaction regardless of rewards, beyond personality traits. Results have implications for reward structures and enhancing job satisfaction with this increasingly common form of labor.
TL;DR: In this article, the authors proposed and tested an alternative methodology to conceptualize and assess aberrant personality tendencies at work beyond the dark triad, and concluded that FFM aberrant personalities suggest interesting avenues for personnel psychologists to form new linear combinations of FFM facets, complementing FFM general domains.
Abstract: This study proposes and tests an alternative methodology to conceptualize and assess aberrant personality tendencies at work beyond the dark triad. A sample of college alumni (N= 247) were administered the NEO PI-R prior to entering the labor market and 15 years later when their professional careers had unfolded. Drawing on the dimensional perspective on personality functioning, 6 five-factor model (FFM) aberrant compounds were computed as indicators of aberrant personality tendencies. As expected, FFM aberrant personality tendencies were highly stable across time, with testretest correlations ranging from .61 (Narcissistic) to .73 (avoidant). With regard to predictive validity, borderline, schizotypal, and avoidant tendencies were negatively associated with extrinsic and intrinsic career outcomes. The obsessive-compulsive tendency was largely unrelated to career outcomes, whereas individuals with antisocial and narcissistic characteristics tended toward higher hierarchical and financial attainment. In addition, relative importance analyses indicated that (a) FFM aberrant personality tendencies showed incremental validity in the prediction of career outcomes beyond FFM general traits, and that (b) both FFM general and FFM aberrant personality tendencies are important predictors when considered jointly. It is concluded that FFM aberrant personality tendencies suggest interesting avenues for personnel psychologists to form new linear combinations of FFM facets, complementing FFM general domains.
TL;DR: In this paper, a 27-item measure of performance management behavior was developed, which integrates literature on performance management and organizational behavior with input from managers to develop a reliable multidimensional scale that replicated across samples.
Abstract: This study integrates literature on performance management and organizational behavior with input from managers to develop a 27-item measure of performance management behavior. We used 8 samples, including multisource data, to develop a reliable multidimensional scale that replicated across samples. The scale demonstrated content validity, both convergent and discriminant validity, and incremental validity, and criterion-related validity was established through the scale's relation with measures of management effectiveness and job attitudes. Overall, this study suggests that the Performance Management Behavior Questionnaire (PMBQ) is a reliable and valid measure and that performance management behaviors have important implications for both employees and organizations.
TL;DR: In this paper, a learning-goal orientation (LGO) training was developed to improve unemployed job seekers' cognitive self-regulation and increase their reemployment probability after job loss.
Abstract: Finding reemployment after job loss is a complex and difficult task that requires extensive motivation and self-regulation. This study aimed to examine whether improving unemployed job seekers’ cognitive self-regulation can increase reemployment probabilities. Based on the goal orientation literature, we developed a learning-goal orientation (LGO) training, which focused on goal setting aimed at improving rather than demonstrating competences and creating a climate of development and improvement. We predicted that the LGO training would influence peoples’ goal orientation towards job seeking, which in turn would relate to learning from failure, strategy awareness, and self-efficacy, leading to job-search intentions, resulting in increased reemployment status. Using a 2-group quasi-experimental design with 223 unemployed job seekers, we found support for these predictions, except for self-efficacy. The results suggest that an LGO training is a promising tool to improve self-regulation in and effectiveness of job search.
TL;DR: In this article, the authors examined debriefing, an intervention in which team members reflect on recent experiences to prepare for subsequent tasks, and found that debriefs affect individual level outcomes.
Abstract: Team-based structures have become more widely used in organizations. Therefore, it is important for team members to perform well in their current team and to build skills and enthusiasm for working on future teams. This study examined team debriefing, an intervention in which team members reflect on recent experiences to prepare for subsequent tasks. Prior researchers have shown that facilitated team debriefs work, but they have not examined how to enable teams to conduct their own debriefs or studied how debriefs affect individual level outcomes. Therefore, we compared 2 team-led debriefing techniques: (a) an unguided debrief and (b) a guided debrief designed to incorporate lessons learned from prior debriefs. We collected data from 174 business students who were members of 35 teams from 9 sections of a Strategic Management course. Class sections were randomly assigned to one of the debriefing conditions, and teams completed 4 business cases over 10 weeks. A multilevel design was employed and a multistage model building approach was used to test the hypotheses using hierarchical linear modeling techniques. Results of this cluster randomized, quasi-experimental design suggest that the team-led guided debrief intervention resulted in superior team processes as compared to the unguided debriefing method. Team processes, in turn, related significantly to greater team performance and increased individual readiness for teamwork and enthusiasm for teaming. Implications for future research and practice are discussed
TL;DR: This article found that team empowerment related positively to supervisor-rated in-role and self-rated extra-role performance through its effect on individual psychological empowerment, while employee-coworker demographic dissimilarity moderated both stages of this indirect relationship.
Abstract: Organizations often utilize empowerment as a way to bolster performance. It is largely assumed, however, that its impact in this capacity is equivalent across organizational members. We tested this notion within a sample of 420 employees belonging to 75 teams in a Chinese organization and found that team empowerment related positively to supervisor-rated in-role and self-rated extra-role performance through its effect on individual psychological empowerment. More important, employee–coworker demographic dissimilarity moderated both stages of this indirect relationship. Specifically, when employee–coworker sex dissimilarity was higher, the following relationships were attenuated: (a) team empowerment–individual empowerment, (b) individual empowerment–in-role performance, and (c) individual empowerment–extra–role performance. Collectively, the results illustrate that the impact of empowerment is contingent upon demographic dissimilarity.
TL;DR: In this paper, the authors developed and tested a self-regulatory model of trait affect in job search and found that positive and negative affect influenced both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity.
Abstract: In this study we developed and tested a self-regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal data from 245 graduating students who were searching for a full-time position, we found that positive, but not negative, affect influenced the self-regulatory variables of motivation control and procrastination, which in turn influenced the job search outcomes. Procrastination had direct effects on the number of first interviews, controlling for job search intensity, and on the number of second interviews, controlling for first interviews, suggesting the importance of timeliness of job search activities. We discuss the implications of such results for understanding the role of affect and self-regulation in the job search process and for measuring the quality as well as quantity (i.e., intensity) of job search tactics.
TL;DR: In this article, the relationship between the frequency of EPM use and employee performance was examined in two field studies, one using a unique longitudinal data set and the other using matched supervisor and EPM system data.
Abstract: To enhance employee performance, many organizations are increasingly using electronic performance monitoring (EPM). The relationship between the frequency of EPM use and employee performance is examined in 2 field studies. In Study 1, which uses a unique longitudinal data set, results reveal that shorter time lags between 2 consecutive employee performance assessments are related to better task performance as indicated by call quality metrics. A second field study using matched supervisor�employee and EPM system data is conducted in 2 call centers to extend these results and to focus more directly on the supervisors� use of EPM and its relationship with additional performance criteria: counterproductive work behaviors (CWBs) and organizational citizenship behaviors (OCBs). Results indicate that more frequent supervisory use of EPM is associated with better task performance and OCB. However, supervisory use of EPM was not significantly related to CWB.
TL;DR: The authors found that the relationship between citizenship behavior and task performance inflects when citizenship is more frequently performed, and that the diminishing returns are amplified when the target of citizenship is the organization compared to the individual.
Abstract: Resource allocation, attentional capacity, and role theories all suggest that the well-documented linear relationship between citizenship behavior and task performance may be more complex than previously believed. In a study of 352 incumbents, we develop hypotheses that propose a curvilinear effect of employee citizenship on task performance. We further argue that this nonmonotonic relationship is different across the targets of citizenship performance and is moderated by several factors from the task context. Results support the curvilinear assertion, indicating that the relationship with task performance inflects when citizenship is more frequently performed. These diminishing returns are amplified when the target of citizenship is the organization compared to the individual. Findings further reveal that the task context elements of accountability and autonomy moderate the curvilinear relationship, whereas ambiguity does not. Implications for a reappraisal of the citizenship–task performance relationship are discussed.
TL;DR: The authors found that occupational-level values of achievement, independence, altruism, status, and comfort are related to a variety of work characteristics, and that these occupational values affect individual-level job satisfaction.
Abstract: The history of work design research is voluminous and compelling. Thousands of studies have demonstrated the wide-reaching and powerful impact the design of work can have on a host of meaningful outcomes. Yet, absent in much of this research is an explicit consideration of the context within which work is performed and how this context might impact work design. Drawing from the theory of work adjustment, we describe the different ways in which occupations are linked to work design. In a sample of 805 individuals from 230 occupations, our multilevel examinations show the occupational-level values of achievement, independence, altruism, status, and comfort are related to a variety of work characteristics. In addition, we found that work characteristics are key mechanisms through which these occupational values affect individual-level job satisfaction. Implications of these results for work design theory and practice are discussed.
TL;DR: In this paper, a systematic set of many predictor-specific meta-analyses in the literature is reviewed and analyzed for expected Black-White subgroup differences in personnel selection test scores.
Abstract: In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point-biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor-specific meta-analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black–White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper-and-pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted.
TL;DR: In this paper, O'Boyle and Aguinis argue that job performance is not distributed normally but instead is nonnormal and highly skewed, and they identify seven measurement criteria that must be present for inferences to be made about the distribution of job performance.
Abstract: In a recent article, O'Boyle and Aguinis (2012) argued that job performance is not distributed normally but instead is nonnormal and highly skewed However, we believe the extreme departures from normality observed by these authors may have been due to characteristics of performance measures used To address this issue, we identify 7 measurement criteria that we argue must be present for inferences to be made about the distribution of job performance Specifically, performance measures must: (a) reflect behavior, (b) include an aggregation of multiple behaviors, (c) include the full range of performers, (d) include the full range of performance, (e) be time bounded, (f) focus on comparable jobs, and (g) not be distorted by motivational forces Next, we present data from a wide range of sources�including the workplace, laboratory, athletics, and computer simulations�that illustrate settings in which failing to meet one or more of these criteria led to a highly skewed distribution providing a better fit to the data than a normal distribution However, measurement approaches that better align with the 7 criteria listed above resulted in a normal distribution providing a better fit We conclude that large departures from normality are in many cases an artifact of measurement
TL;DR: This article investigated the cross-level relationship between demographic diversity in workgroups and emotion regulation and found that working in a group with greater age diversity is positively related to an employee's emotion regulation.
Abstract: Drawing on the social identity perspective, we investigate the cross-level relationship between demographic diversity in workgroups and emotion regulation. We propose that age, racial, and gender diversity in workgroups relate positively to emotion regulation because of demography-related in-group/out-group dynamics. We also examine the moderating role of the relational work context, specifically task interdependence and social interaction, on the relationship between demographic diversity and emotion regulation. Results from a sample of 2,072 employees in 274 workgroups indicate that working in a group with greater age diversity is positively related to an employee's emotion regulation. Results suggest the operation of the age diversity effect can be attributed primarily to younger employees when they are in workgroups with older coworkers. Results reveal asymmetric effects for racial diversity such that racial out-group members engage in higher levels of emotion regulation than racial in-group members when racial diversity is low, whereas racial in-group members engage in higher levels of emotion regulation than racial out-group members when racial diversity is high. Race effects also suggest a moderating effect of social interaction; specifically, social interaction weakens the relationship between racial diversity and emotion regulation. Gender effects are not significant.