Who Seeks Job Resources,and Who Avoids Job Demands? The Link Between Dark Personality Traits and Job Crafting

Although job crafting has been linked repeatedly to positive employee and organizational outcomes, its detrimental side has not been well explored. To understand the way dark personality traits affect the type of crafting in which employees engage, this research focuses on two frameworks: the PEN (psychopathy, extraversion, and neuroticism) framework and the Dark Triad (narcissism, psychopathy, and Machiavellianism). In Study 1, we collected data on the PEN traits and job crafting from 155 individuals in various occupations. We found that neuroticism was negatively related to seeking structural job resources, whereas psychoticism was negatively related to seeking social job resources. We also found that extraversion was positively related to seeking structural and social job resources and to seeking challenging job demands. In Study 2, we examined how the Dark Triad traits predicted job crafting among police officers (N = 135). The results showed that narcissism was positively related to seeking social job resources and challenges, whereas psychopathy was negatively related to seeking social resources. Age and narcissism were positive predictors of reducing job demands. We conclude that personality plays an important role when choosing how to craft one's job. We discuss the practical implications of these findings.     

Career Stage Effects on Job Characteristic–Job Satisfaction Relationships Among Guest Worker Salespersons

In this study, we propose and test the moderator roles of career stages on the job characteristics–job satisfaction relationships among guest worker salespersons in Saudi Arabia. Due to the severe shortage of indigenous labor, Saudi Arabia brings in foreign workers as guest workers from various countries of the world. These foreign workers meet the human resource needs of both local and foreign companies. As expected, findings suggest that job autonomy, job identity, and job feedback have a stronger influence on guest workers’ job satisfaction during the later stages of their career than during the early career stages. Of all the variables we tested, only the influence of job variety on job satisfaction does not vary across career stages. In general, the results indicate that managers are well advised to take into account guest worker salespersons’ career stages when managing job characteristics.     

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.     

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.

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.

     

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.     

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.     

Examining Job Crafting from an Interpersonal Perspective: Is Employee Job Crafting Related to the Well‐Being of Colleagues?

Individuals engage in job crafting to create a better fit between their job and their preferences, skills, and abilities. However, the individual focus may overlook the impact of job crafting on the job context or well‐being of colleagues. Therefore, an important question that is addressed in this study is whether the crafting of one person is related to the job characteristics and well‐being of a colleague. This study explores the potential negative effects of a seemingly positive strategy for the individual on a colleague. Namely, we predict that when employees decrease their hindering job demands, their colleagues will be more likely to report a higher workload and more conflict. In turn, we hypothesise that colleague reports of workload and conflict are related to colleague burnout. Data were collected among 103 dyads and analyzed with the Actor–Partner Interdependence Model. The results largely supported the hypothesised relationships: Decreasing hindering job demands was positively related to colleague workload and conflict, which, in turn, related positively to colleague burnout. These findings suggest that proactively decreasing hindering job demands not only relates to personal job experiences, but also to colleague job characteristics and well‐being.     

Examining personality—Job characteristic interactions in explaining work outcomes

Although research suggests personality traits and job characteristics are each important drivers of work outcomes, there has been little focus on potential interactions between the two. In the current studies, we integrate the theory of purposeful work behavior with the job demands-resources model to examine how five-factor model personality traits interact with job resources and challenging job demands in explaining employee motivation and performance. We tested our hypotheses in two studies with different sample types and utilized item response theory scoring. Results across the studies were mixed, but generally support that there are important interactive effects between certain traits and contextual factors in explaining work behavior. Implications for theory and practice and future directions are discussed.     

Does Positive Wellbeing Predict Job Performance Three Months Later?

The present study examines the relationship between wellbeing and work performance in a twotime model. The model was based on the happy-productive worker hypothesis. Labour wellbeing (Time 1, T1) was measured with three constructs: job satisfaction, personal satisfaction, and organizational commitment, and showed good one dimensional adjustment in the second-order confirmatory factor analysis performed. We use a stratified sampling strategy, controlling for sex, age and whether workers were employed in the public or private sector. Of the 235 employees analysed in T1, 205 responded in Time 2 (T2). Results obtained through SEM analysis establish a positive and significant relationship between positive wellbeing and job performance. Likewise, job satisfaction and organizational commitment were the variable that most influenced the unidimensional welfare construct (0.902, p < 0.001 and 0.750, p < 0.001, respectively). Personal satisfaction showed a lower value (0.234, p < 0.01), and was the only one of the three variables that was context-free level. The article looks at the theoretical and professional implications of the results.

     

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.     

The Cognitive Ability Test as a Predictor of Job Performance: Is its Validity Affected by Job Complexity and Tenure Within the Organization?

Two measures of job performance of 301 employees of a manufacturing enterprise in Québec (the criteria) were used to assess the stability of predictive validity over time of two specific intelligence tests, OTIS and BETA, whilst the moderating effects of two other variables, tenure and job complexity, were also examined. The predictive validity of the tests was not time-based but when job complexity was considered, the validity increased in relation to the complexity of the job.     

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.     

In What Circumstances Does Job Performance Vary With Ages?

Abstract

This paper examines what is known about employee age and the effectiveness of job behaviour, concentrating on studies carried out in work settings and linking these with laboratory investigations. Rated job performance is shown to be generally unrelated to age; overall, absenteeism tends to be greater among younger employees; accidents are more common at lower ages; and staff turnover declines with age. A framework is proposed in terms of three main components of job behaviour: (1) physical ability; (2) adaptability; and (3) general work effectiveness. The major practical need is seen to be the implementation of procedures that enhance adaptability among older employees. An outline model is suggested, with the objective of identifying those jobs in which greater age is either a benefit or a limitation. This model indicates that, in research as well as in practice, the key issues now concern the nature and enhancement of adaptability.     

What Is Too Much or Too Little? The Curvilinear Effects of Job Tension on Turnover Intent,Value Attainment,and Job Satisfaction

This study addressed 2 relatively unexplored issues in the current job stress literature. First, a significant body of research has substantiated a curvilinear relationship between job tension and performance without examining the potential impact of work stress on other important outcomes. Second, past research has failed to control for the influence of role stressors and other important variables that might alter the job-tension/work-outcomes relationship. We hypothesized that experienced job tension would predict turnover intent, value attainment, and job satisfaction, and that this relationship would be nonlinear. Data gathered from 270 hotel managers confirmed our hypotheses. Notably, tension predicted turnover intent (U shape), value attainment (inverted-U shape), and job satisfaction (inverted-U shape) in the expected manner, while explaining additional variance beyond that contributed by demographic factors, role stressors, and linear tension terms. Implications of these findings for theory and practice, as well as avenues for future research are provided.     

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,...