Who Cares? The Role of Job Involvement in Psychological Contract Violation

This study examined survey data from full‐time employees employed in a variety of occupations. We empirically examined how psychological involvement with one's job affects reactions to psychological contract violation. Data for control variables (i.e., age, gender, organizational tenure), the independent variable (i.e., psychological contract violation), and the moderator (i.e., job involvement) were taken at Time 1; and dependent variables (i.e., depressed mood at work, turnover intention) were taken at Time 2. Results illustrated that job involvement was an important construct in understanding individuals' negative reactions to psychological contract violations. Implications and limitations are discussed, and suggestions for future research are offered.     

Job’s Story and Family Health

This paper examines the book of Job for encoded psychological meaning. Its main conclusion is that the story imagery expresses a need to rectify fatherly and parental oblivion for a child who is the object of the destructive envy of a sibling. A family dynamic is constructed from the story’s repeated emphasis of Job’s blamelessness and the story’s position that Satan both proposes and causes Job’s sufferings. The emergent family model sees Job as representing a son, Satan an envious rival, and God a father or parent(s). This paper proposes that Job’s story may be reactive to a period where male authority was at risk of becoming excessive, threatening family and community health.

Who Suffers More from Job Insecurity? A Meta‐Analytic Review

The present meta‐analysis examined the tenure, age, and gender differences in the relationship between job insecurity and its job‐related and health‐related consequences. A total of 133 studies, providing 172 independent samples, were included in the analysis. Our results basically replicated Sverke et al.'s (2002 ) meta‐analytic findings with an updated methodological approach and a larger database. The main differences between our findings and Sverke et al.'s are that the negative association between job insecurity and job performance was significant and that the relationship between insecurity and job involvement was smaller in our study. The moderator analysis also indicated that: (1) the positive association between job insecurity and turnover intention was stronger among employees with shorter tenure than those with longer tenure, and was stronger among younger than older employees; (2) the negative effect of insecurity on its health outcomes was more severe among employees with longer tenure than those with shorter tenure, and was more severe among older than younger employees; (3) the relationship between insecurity and the criterion variables was similar across gender. Results are discussed with reference to Hulin's (1991 ) theory of job adaptation and Greenhalgh and Rosenblatt's (1984 ) job dependence perspective. La présente méta‐analyse étudie les différences de statut (titulaire ou non), d’âge et de genre dans la relation entre l’insécurité de l’emploi et ses conséquences relatives au travail et à la santé. Un total de 133 recherches, comprenant 172 échantillons indépendants, a été inclu dans l’analyse. Nos résultats, obtenus avec une approche méthodologique actualisée et sur une plus grande base de données, sont pour l’essentiel congruents avec ceux de la méta‐analyse de Sverke et al. (2002 ). Les différences principales entre nos résultats et ceux de Sverke et al. sont les suivantes: d’une part, entre l’insécurité de l’emploi et la productivité la relation est significativement négative, d’autre part la relation entre l’insécurité de l’emploi et l’engagement au travail est moindre dans notre étude. L’analyse indique aussi que: (1) la relation positive entre l’insécurité de l’emploi et l’intention de le quitter est plus forte parmi les employés ayant un contrat à courte durée contrairement à ceux ayant un contrat à plus longue durée et est plus forte parmi les employés les plus jeunes; (2) l’effet négatif de l’insécurité sur la santé est plus important parmi les employés ayant un contrat de longue durée que pour ceux ayant un contrat de plus courte durée, ce qui est aussi le cas pour les employés les plus âgés; (3) le genre n’a pas d’effet sur la relation entre l’insécurité et les variables choisies. Les résultats sont discutés en référence à la théorie de l’adaptation au travail de Hulin (1991 ) et la perspective de dépendance au travail de Greenhalgh et Rosenblatt (1984 ).     

Small and negligible? Evidence on the Relation Between Individuals’ Power in the Job Situation and their Satisfaction with Life and Job

Experimental research suggests that high power and leadership result in the experience of more positive and less negative emotions. Extending these findings of experimental manipulations, we investigated relations between power and subjective well-being in a representative national survey. Defining power as the capability to administer resources or punishments, we inferred power from the number of people whom respondents supervise in their job. The results reflect a very small relation between this operationalization and individuals’ life and job satisfaction. The results suggest that prior experimental findings on the relation between power and satisfaction judgments cannot be applied directly to job situations.     

Job involvement and Machiavellianism: obsession-compulsion or detachment?

This study addressed a conflicting finding in the Machiavellianism literature--the direction of the relationship between job involvement and Machiavellianism. Although the results did not verify the positive relationship implicit in the view of job involvement as obsession-compulsion, they did confirm the negative relationship implicit in the characterization of Machiavellians as somewhat detached from their surroundings and uninvolved in their jobs.     

Workplace Stressors,Job Attitude,and Job Behaviors: Is Interpersonal Conflict the Missing Link?

This research examines a model focused on two acute workplace stressors—interpersonal conflict and work overload—and their interrelationships with role stress, emotional exhaustion, job attitude, working smart, job performance, and turnover intentions. The moderating role of working smart on the relationship between work overload and interpersonal conflict is also investigated. A model is tested using responses of sales employees working for four large financial institutions in South America. Findings indicate that work overload and interpersonal conflict mediate the impact of role stress on emotional exhaustion, job attitudes, and behaviors. Our findings also show that work overload plays a significant role in the stressor-strain process. Results are discussed with reference to previous findings and future research.     

What Is Important on the Job? Differences Across Gender,Perspective, and Job Level1

The importance ratings of job competency dimensions on a 360‐degree feedback instrument were examined. We hypothesized that men (incumbents and bosses) would rate agentic behaviors higher in importance than would women, and that women (incumbents and bosses) would rate communal behaviors higher in importance than would men. Differences were found for men and women across rating sources and across job level (organizational position). The present findings suggest that men and women incumbents view different factors as important for their jobs and that people in higher level jobs place more importance on agentic behaviors than do those in lower level positions, and people in lower level jobs place more importance on communal behaviors than do those in higher level positions.     

Do Supervisors and Subordinates See Eye-to-Eye on Job Enrichment?

The Social Information Processing Model states that employees' perceptions of their job characteristics are influenced in part by others (e.g., supervisors). This study compared supervisors' and their subordinates' perceptions of the subordinates' job enrichment. The convergence of these perceptions were then examined in relation to the subordinates' job satisfaction, performance, and organizational commitment. Fifty-two supervisor-subordinate pairs from an university in the northeastern United States were the subjects in this study. Results indicted that: (1) supervisors and their subordinates perceive subordinates' job characteristics differently, and (2) the supervisors' perceptions have limited relationships with critical work outcomes. Implications of these findings are discussed.     

An Examination of the Relationship Between the Work–School Interface,Job Satisfaction,and Job Performance

Purpose

This study provides a comprehensive examination of how the work–school interface relates to work outcomes such as task performance and job satisfaction. Additionally, this study builds upon past research by examining a range of work- and school-related resources and demands that collectively influence the work–school interface.

Design/Methodology/Approach

Data were obtained from 170 working undergraduate students at multiple time points over the course of a semester, as well as from participants’ supervisors at the organizations in which the students work.

Findings

The strongest antecedent of job satisfaction, interpersonal facilitation, and job performance was work–school facilitation. Demands in one role create pressures in the other. Contrary to expectations, job demands positively related to work–school facilitation, while school demands positively related to school–work facilitation.

Implications

For practitioners, this study highlights the need to better understand the interplay between school and work roles for employees at a time when continuing education is emphasized. Employers benefit from the performance gains and positive attitudinal shifts that stem from experiences of facilitation between roles. From a theoretical perspective, this study reveals a unique pattern of results that adds to our understanding of the dynamics involved in the integrated work–school routines of working students.

Originality/Value

This is one of the first studies to investigate the relationships between four bi-directional forms of the work–school interface and subsequent multi-source assessments of organizational outcomes. As such, it offers an examination of how conflict and facilitation from both the work and school domains relate to work outcomes.

     

Job Control and Job Stressors as Predictors of Proactive Work Behavior: Is Role Breadth Self-Efficacy the Link?

Previous research showed that job stressors are positively related to proactive work behavior. This study examines if these relations can be generalized to supervisor-rated proactive behavior and if relations of job stressors (time pressure, situational constraints) and job control with proactive behavior can be explained by role breadth self-efficacy as an underlying mechanism. We used supervisor ratings of proactive behavior (personal initiative, taking charge) from 140 employees working in small and medium-sized companies. Multilevel path analyses supported a partial mediation model. Job control and time pressure were positively related to role breadth self-efficacy, and role breadth self-efficacy was positively related to proactive behavior. Job control had also a direct relation with proactive behavior. The relation between situational constraints and proactive behavior was not significant.     

The Effects of Job Search Behavior and Vocational Self-Concept Crystallization on Job Acquisition: Is There an Interaction?

It was predicted that job acquisition success would be positively related to (a) the level of job search behavior; (b) the degree of vocational self-concept crystallization; and most strongly, (c) the combined effects (interaction) of job search behavior and vocational self-concept crystallization. Data from two samples supported the first prediction, but not the latter two. Implications for practice and suggestions for future research are discussed.     

Contextual Performance and the Job Satisfaction–Dissatisfaction Distinction: Examining Artifacts and Utility

The relationship between contextual performance and job satisfaction is reexamined by considering the distinction between scores on measures of satisfaction and measures of dissatisfaction. Data from four samples and two measures of job satisfaction suggest that scores on measures of both satisfaction and dissatisfaction provide significant incremental validity in predicting contextual performance, that the satisfaction–dissatisfaction distinction is valid at the facet level, and that the satisfaction–dissatisfaction distinction cannot be accounted for by the artifactual explanations previously proposed in the literature.     

Who finds neutral pictures pleasant and relaxing?

Valence and arousal are independent dimensions of consciously experienced affect. The former refers to pleasantness; the latter to the degree of excitement or stimulation. The present research explores some of the predictors of these dimensions through the hypothesis that valence relates to positive affect and lack of negative affect, while arousal is tied to negative affect, and that both are predicted by personal wellbeing, considered as a way of achieving happiness. The occurrence of depressive symptoms is also considered within the hypothesis: as a facet of negative affect, as lack of wellbeing, or as an independent dimension placed at the same level as wellbeing, and which relates to both positive and negative affect (considered as mediators). Sixty-one participants were asked to view on a computer screen a series of 20 neutral pictures, having medium valence and low arousal, and complete self-report questionnaires to assess affect, personal wellbeing, and the occurrence of depressive symptoms. After picture viewing, valence and arousal judgments were requested. In the analysis, three competing models with latent variables were tested, to assess at best the role depressive symptoms have. They confirmed that valence is predicted by high positive and low negative affect, arousal by negative affect and even directly by the occurrence of depressive symptoms, and that personal wellbeing and depressive symptoms are the starting point. They are negatively correlated and predict positive (both) and negative affect (just the occurrence of depressive symptoms). The discussion focuses on both theoretical and practical implications. Suggestions for future research are given.     

The Invisible Eye? Electronic Performance Monitoring and Employee Job Performance

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.     

The Role of Job Crafting and Perceived Organizational Support in the Link between Employees’ CSR Perceptions and Job Performance: A Moderated Mediation Model

Current Psychology - This study aims to test the mediating effect of job crafting on the relationship between employees’ corporate social responsibility (CSR) perceptions and job performance,...     

Does Conscientiousness Explain the Relationship Between Integrity and Job Performance?

There is a meta-analytic evidence that scores on integrity tests are related to measures of overall job performance, but it is not clear why this relationship exists. One hypothesis that would account for this correlation is that both integrity and performance measures are related to the personality trait conscientiousness, and that statistically controlling for conscientiousness would substantially reduce the integrity-performance correlation. To test this hypothesis, we used the results of three meta-analyses to estimate the components needed to calculate the partial correlation between integrity and performance, controlling for conscientiousness. Partialling had little effect; the best estimate of the corrected zero-order and partial correlations between integrity and performance were 0.34 and 0.28, respectively. Sensitivity analyses suggest that imprecision in the estimates of the various components of this partial correlation cannot reasonably explain the small effects of partialling.     

Who gives and receives more? Older couples' personality and spousal support

This study examined the effects of the Big Five personality traits on support/strain exchange within older couples. Data of 1,775 older couples aged between 50 and 85 years in 2014 from the Health and Retirement Study were assessed, and actor–partner interdependent models were used. For the actor effects, all the five factors predicted their report on the spousal support/strain from the spouse; some differences between husbands and wives, as well as support and strain, were detected. For the partner effects, conscientiousness, agreeableness, and neuroticism predicted the support/strain provision reported by the partner. The findings of this study illustrate that certain personality factors work as predictors of spousal support/strain in older couples. The possible mechanism with regard to older adults' personality and marital relationship was discussed.