Personal Characteristics,Job Performance,and Absenteeism of Public School Teachers1

Personal characteristics and job performance were examined as potential predictors of absenteeism for a professional occupational group. Data on 152 public school teachers demonstrated that sex and independence contributed unique variance to the prediction of absenteeism. Furthermore, the interaction terms of sex with independence, with the ability to control anxiety, and with performance rating significantly added to the variance explained in absenteeism. Implications of the present results are discussed as well as suggestions for future research.     

The Impact of Publicity and Subsequent Intervention in Recruitment Advertising on Job Searching Freshmen's Attraction to an Organization and Job Pursuit Intention

This study investigates the impacts of publicity exposure and recruiting advertisement sequence on freshmen's job search attraction to organizations and their job decisions. The current research uses a two‐factor experiment design, publicity (positive vs. negative) and recruiting ads (detailed vs. general), and recruits 415 undergraduates (seniors are the majority). Results indicate that negative publicity has greater effect on applicant attraction than positive publicity. The perceived truthfulness of sequential intervening recruiting advertisement rules the reaction to job ad, then further impacts on organizational attractiveness and job pursuit intention. With negative publicity exposure, higher specificity of recruiting advertisement has more significant mitigation effects than lower specificity. This work discusses implications and directions for future research.     

Job search and employment: a personality-motivational analysis and meta-analytic review

A motivational, self-regulatory conceptualization of job search was used to organize and investigate the relationships between personality, expectancies, self, social, motive, and biographical variables and individual differences in job search behavior and employment outcomes. Meta-analytic results indicated that all antecedent variables, except optimism, were significantly related to job search behavior, with estimated population correlations ranging from -.15 to .46. As expected, job search behavior was significantly and positively related to finding employment. Several antecedents of job search were also significantly related to employment success, although the size of these relationships was consistently smaller than those obtained for job search. Moderator analyses showed significant differences in the size of variable relationships for type of job search measure (effort vs. intensity) and sample type (job loser vs. employed job seeker vs. new entrant).     

本土化人格特质与工作绩效的关系：线性与非线性

采用跨文化（中国人）个性测量表（Cross-Cultural [Chinese] Personality Assessment Inventory, 简称CPAI-2）对182名服务企业员工进行本土化人格特质测查,并同时获得其直接上级主管对他/她工作绩效的评定。目的是探讨本土化人格特质与工作绩效之间的关系模式（线性或非线性）。结果表明：和谐性与工作绩效具有正向的线性关系;面子与工作绩效具有倒U曲线关系;人情与工作绩效具有正U曲线关系;其他本土化人格特质与工作绩效的关系均不显著。     

工作满意度、情感承诺和工作投入对工作技能评价结果的影响

通过对从事人力资源管理工作的公务员、软件工程师、网络编辑和报纸广告销售人员四个职业的272名任职者调查数据的层次回归分析,文章发现控制了职业和人口统计学变量的影响之后,工作满意度、情感承诺和工作投入三个工作态度变量对工作技能的重要性和水平评价有显著影响。进一步对比发现,工作满意度对于技能的重要性和水平评价的影响效应较大。该研究对多个职业的分析结果拓展了人们对工作分析结果影响因素的认识,并对未来工作分析研究和实践有重要的启示作用     

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

This study investigates the extent to which job applicants fake their responses on personality tests. Thirty‐three studies that compared job applicant and non‐applicant personality scale scores were meta‐analyzed. Across all job types, applicants scored significantly higher than non‐applicants on extraversion (d=.11), emotional stability (d=.44), conscientiousness (d=.45), and openness (d=.13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59 (2), 197–210), who compared scores for induced “fake‐good” vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures.     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Gender Differences in Anticipated Salary: Role of Salary Estimates for Others,Job Characteristics,Career Paths,and Job Inputs

The purpose of this research was to compare pay expectations of women and men. Participants were 371 college students (261 women, 110 men; 94% White) from a variety of majors. Most students at this university are middle class. Consistent with prior research, women estimated significantly lower salaries at career entry and peak and rated family considerations and pleasant working conditions as significantly more important than did men. Men and women differed on salary estimates for others, influence of salary on decision to enter a field, time off for childrearing, career certainty, and weekly work hours. Controlling for average salaries in the listed job, job characteristic importance, career path, and job input differences eliminated the gender differences at entry and reduced the difference at peak.     

The Role of Character Strengths for Task Performance,Job Dedication,Interpersonal Facilitation,and Organizational Support

It was hypothesized that character strengths relate to job performance. Both constructs were investigated with respect to their currently known dimensions (i.e., 24 character strengths; job performance: task performance, job dedication, interpersonal facilitation, organizational support) to get a comprehensive overview of their co-occurrence. Two samples, 318 and 108 employees, respectively, filled in measures assessing character strengths as traits and their usefulness at work, and the job performance dimensions. For Sample 2, also supervisors judged the employees’ job performance. Based on this set of two samples we show replicable associations between character strengths and job performance (self-reports and supervisory ratings). Furthermore, the number of individual strengths beneficial at work was related to job performance. These promising findings open a new field for research on human performance.     

Expectancy-Based Job Cognitions and Job Affect as Predictors of Organizational Citizenship Behaviors1

This study investigated the importance of expectancy-based job cognitions and job affect (the affective component of job satisfaction) in helping to account for “organizational citizenship behaviors” (OCBs; Organ, 1988). Data pertaining to the expectancy-based job cognitions (i.e., expectancies, instrumentalities, valences), job affect, and OCB performance of 65 state finance agency employees were examined. We anticipated that the effect of expectancy-based job cognitions on OCB would be partially mediated by affect-based job satisfaction. This expectation was confirmed in that, after controlling for negative and positive affectivity, generalized instrumentality beliefs were found to affect OCB-altruism directly, as well as indirectly through the influence of affect-based job satisfaction.     

The Interaction of Job Satisfaction, Job Search, and Job Changes. An Empirical Investigation with German Panel Data

Using the rich data set of the German Socio-Economic Panel (GSOEP) this article analyzes the effects of job characteristics on job satisfaction as well as the conditions under which low job satisfaction leads to job search, and under which job search leads to job changes. Individual fixed effects are included into the analysis in order to hold unobserved heterogeneity constant. According to the empirical results, the strongest determinants of job satisfaction are relations with colleagues and supervisors, task diversity and job security. Furthermore, job satisfaction is an important determinant of the self-reported probability of job search, which in turn effectively predicts actual job changes. The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition.     

工作分析研究的新趋势

社会和组织环境的变化对工作性质的影响及法律制度的规范,给传统工作分析带来了重大挑战。文章首先介绍了未来导向的工作分析和战略性工作分析对工作未来需求和组织特定需求的关注;接着对有关工作分析和胜任特征关系的研究进行了介绍,并提出了将胜任特征和工作分析结合的观点;之后文章回顾了工作分析结果影响因素研究的新进展及新测量理论在该领域的应用。最后文章简要介绍了该领域最新的O*NET工作分析系统,并指出了未来工作分析研究的几个发展方向     

Relationships Among Job Involvement,Job Satisfaction,and Organizational Commitment for Nurses

The relationships among a cluster of attitudes toward work and job were investigated using a sample of 171 nurses. The hypothesis was that involvement in work and job, commitment to the employing organization, and satisfaction with the job (overall, and with specific facets of the job) would be significantly correlated. The results showed that involvement was not related to overall satisfaction but only to two specific facets, satisfaction with work and promotion opportunities. In contrast, the degree of relationship between overall and various facets of satisfaction and commitment and between involvement and commitment was moderately high.     

组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making

We applied a model of persuasion – the elaboration likelihood model – to investigate whether individuals' decisions about responding to job advertisements are affected by how deeply they process recruitment messages (i.e., elaboration likelihood, EL). We manipulated individuals' (N=112) motivation and ability to carefully process job advertisements (ads). As hypothesized, individuals in the lower (vs. higher) EL conditions chose more ads containing cues unrelated to the job (e.g., bolded font), and fewer ads containing higher quality arguments. Participants also reported that they “skimmed” and carefully read job ads in the past, providing evidence for variability in EL among job seekers. We discuss the implications of the findings for recruiters who wish to increase the size of their applicant pool.     

Moderation Effects of Job Characteristics on the Relationship Between Neuroticism and Job Performance

The present study evaluates a model suggesting that the job performance of highly neurotic individuals is influenced by job characteristics. By building on research that emphasizes bright sides of neuroticism, the author challenges neurotics' disadvantage in job performance. In a longitudinal field study at two time periods using a sample (T1: n = 802; T2: n = 760) of employees in 13 job profiles from 22 private banks, the present study found the support for moderation effects of various job characteristics on the relationship between neuroticism and job performance. These findings highlight a previously unidentified mechanism to explain the complex relationship between neuroticism and job performance. Implications of the study to theory and practice are discussed.     

Cookies,Disposition, and Job Attitudes: The Effects of Positive Mood-Inducing Events and Negative Affectivity on Job Satisfaction in a Field Experiment

Reasoning from findings in a variety of literatures, three hypotheses were advanced: (1) negative affectivity (NA), a disposition to experience aversive emotional states, is associated negatively with job satisfaction; (2) positive mood-inducing events at the time of questionnaire administration increases job satisfaction; and (3) NA and positive mood-inducing events interact such that the effects on job satisfaction of positive events are weaker among high NA individuals than it is among low NAs. Support was obtained for all three hypotheses among a sample of 57 hospital workers randomly assigned to attend on-site questionnaire administration sessions at which small gifts (e.g., cookies) were or were not distributed. Implications of the findings are discussed in terms of the need to broaden further theoretical perspectives on job satisfaction. More generally, they also are discussed in reference to the study of the effects of NA and mood on judgments.     

Supervisor Reactions to Avoidance Job Crafting: The Role of Political Skill and Approach Job Crafting

Avoidance job crafting refers to employees proactively changing work boundaries by reducing tasks and/or interactions with others. Although avoidance job crafting may help employees to address work demands, if noticed by others, specifically supervisors, it may trigger negative reactions from them. While previous research posits that job crafting is largely unnoticed by supervisors, using a dyadic supervisor-employee study (N = 141 dyads), we found that supervisors were in fact aware of their employees’ avoidance job crafting, which related to a reduction in supervisor support. This relationship was moderated by employee political skill (but not approach job crafting), such that high avoidance job crafting in combination with high political skill resulted in fewer negative outcomes, presumably because supervisors were less likely to notice their employees’ avoidance job crafting. In a second, vignette study (N = 92 supervisors), we experimentally replicated the relation between observed avoidance job crafting and negative supervisor reactions, and found that this relation can be explained by supervisors perceiving avoidance job crafting as destructive work behavior. Our findings introduce the supervisor perspective to the job crafting literature and highlight the importance of engaging in avoidance job crafting in a skillful way that aligns with the external context.     

Job Perception–Job Satisfaction Relations: An Empirical Comparison of Three Competing Theories

Alternative conceptions of the relationship between job perceptions and job satisfaction were tested using survey responses from 450 engineers. One model, based on Job Characteristics Theory (JCT) (e.g., Hackman & Lawler, 1971), predicted that job perceptions lead to job satisfaction (JP → Sat). A second model, based on Social Information Processing (SIP) theory (e.g., Salancik & Pfeffer, 1978) and Zajonc′s (1980) theory, predicted that job satisfaction leads to job perceptions (Sat → JP). A third model, which specified a reciprocal relationship between perceptions and satisfaction (JP ↔ Sat), was developed based on James′ theory (e.g., James, Hater, Gent, & Bruni, 1978). Supervisors′ ratings of departmental characteristics were used as contextual variables along with individual difference measures as antecedents of job perceptions and job satisfaction. Model contrasts performed using LISREL VII yielded clear support for the reciprocal model based on James′ theory, in contrast to the unidirectional models based on JCT and on SIP and Zajonc′s theory. The magnitudes of the two reciprocal paths linking job perceptions and job satisfaction did not differ significantly. Directions for future research and application were offered.     

Job attachment,satisfaction, and turnover among public sector employees

This study sought (1) to compare the relative predictive powers of job attachment and job satisfaction with respect to turnover among a sample of public employees; and (2) to examine individual and job-related influences on both attitudes. It was found that attachment was a more effective predictor of turnover than overall satisfaction (or any facet of satisfaction), even when the alternative attitude was partialled out. In addition, it was found that individual employee characteristics were more strongly related to attachment than were job characteristics, while the opposite was found for satisfaction. The findings are discussed in the light of previous evidence, and implications are drawn for research in vocational behavior.