A Visual Illustration of Induction in Multilevel Methods: The Problem of Leaders Awarding Countervailing Merit Components

Purpose

The purpose of this study is to illustrate the use of a multilevel technique, Within and Between Analysis (WABA), for inductively investigating the impact of how supervisory groups influence the process of awarding merit raises (permanent) and performance bonuses (temporary). From a levels of analysis perspective, is this relationship best modeled at the individual subordinate, the whole supervisory-group, or the within-group level?

Design

Archival merit pay data for 2 years were obtained for 71 managers and professionals nested within 21 supervisory groups who encompassed the entire management hierarchy of a 500+ person-manufacturing plant.

Findings

What appeared to be a countervailing relationship at the individual level (r _total = ?.64***), in which raises and bonuses were negatively correlated, was found to be a countervailing relationship at the whole supervisory-group level (r _between = ?.79*** vs. r _within = ?.36*). Given the statistically significant differences between supervisory groups, an induction toward a whole-group effect was made. These countervailing findings were replicated at the group level in the subsequent year’s data.

Implications

The whole-group effect indicates that managers were attempting to create some type of within-group equity by (1) minimizing variability within their groups, and (2), at the same time, trading off raises for bonuses at the whole-group level.

Originality

The application of WABA focuses on testing entities as well as variables, and it can provide a generalizable method for investigating levels of analysis issues in merit pay programs without necessarily advocating that only one level of analysis is universally potent. WABA also allows for the inductive investigation of additional levels of analysis as well as a variety of boundary conditions.     

Work–Life Balance in the Police: The Development of a Self-Management Competency Framework

Purpose

Addressing a gap in the current work–life balance (WLB) literature regarding individual-focused approaches to inform interventions, we elicited behaviors used to self-manage WLB to draw up a competency-based WLB framework for relevant learnable knowledge, skills, and abilities (KSAs; Hoffmann, Eur J Ind Train 23:275–285, 1999) and mapping this against extant WLB frameworks.

Design/Methodology/Approach

Our participants were from a major UK police force, which faces particular challenges to the work–life interface through job demands and organizational cutbacks, covering a range of operational job roles, including uniformed officers and civilian staff. We took a mixed methods approach starting with semi-structured interviews to elicit 134 distinct behaviors (n = 20) and used a subsequent card sort task (n = 10) to group these into categories into 12 behavioral themes; and finally undertook an online survey (n = 356) for an initial validation.

Findings

Item and content analysis reduced the behaviors to 58, which we analyzed further. A framework of eight competencies fits the data best; covering a range of strategies, including Boundary Management, Managing Flexibility, and Managing Expectations.

Implications

The WLB self-management KSAs elicited consist of a range of solution-focused behaviors and strategies, which could inform future WLB-focused interventions, showing how individuals may negotiate borders effectively in a specific environment.

Originality/Value

A competence-based approach to WLB self-management is new, and may extend existing frameworks such as Border Theory, highlighting a proactive and solution-focused element of effective behaviors.     

Proactive Personality Heterophily and the Moderating Role of Proactive Personality on Network Centrality and Psychological Outcomes: A Longitudinal Study

Purpose

In a social network study, this research investigates proactive personality dissimilarity as a basis for friendship ties over time. It also examines the moderating role of proactive personality on the relationship between network centrality and satisfaction/stress.

Design/Methodology/Approach

Longitudinal network data (two periods) were collected from business students (T1, n = 197; T2, n = 212). We captured the early stages of network formation and observed the changes in network structure over time.

Findings

Findings demonstrate proactive individuals develop ties with less proactive individuals over time, providing evidence of personality heterophily. In addition, proactive personality positively moderates the relationship between network centrality and satisfaction/stress. Interestingly, people’s perceptions of their network position (out-degree ties) were more strongly associated with their personal outcomes than their number of ties as nominated by others.

Originality/Value

This research is among the first to provide evidence of personality heterophily over time (relationships form because of differences in personality). Moreover, proactive personality is important to both the benefits and costs associated with network participation, pointing to paradoxical effects of proactive personality.     

Disaggregating Job Satisfaction: Effects of Perceived Demands,Control, and Support

Purpose

Our purpose was to inductively examine how employees’ perceptions of stressor and resource work characteristics relate to nine distinct facets of job satisfaction, in accordance with the demand–control (–support) [JDC(S)] theory. Job satisfaction is a multidimensional construct composed of various facets that differ greatly from one other. However, most stress studies have examined job satisfaction at the global level. This may be problematic for managers looking to redesign the workplace to increase employee job satisfaction based on established recommendations from previous research.

Design/Methodology/Approach

Data were obtained from employees of a public sector human services organization that provides services to protect children from neglect and other forms of abuse (n = 343). A series of t tests for dependent correlations determined facet-level differences in satisfaction with demand and resource work characteristics.

Findings

We found different patterns of correlations across facets for all seven demand, control, and support workplace characteristics.

Implications

Those re-balancing types of demands, control, and support for workplace redesign should not presume consistent effects on all aspects of satisfaction with work. By doing so, expected positive outcomes may fail to materialize, perhaps to the detriment of workplace redesign as a whole in the minds of management. A more detailed approach to workplace redesign is recommended.

Originality/Value

This is the first study which adopts the JDC(S) framework to examine job satisfaction at the facet level. Our findings shed new light on how workplace characteristics relate to different aspects of satisfaction.     

The Impact of Applicant Faking on Selection Measures,Hiring Decisions,and Employee Performance

Purpose

The purpose of this study was to examine the prevalence of applicant faking and its impact on the psychometric properties of the selection measure, the quality of hiring decisions, and employee performance.

Design/Methodology/Approach

This study utilized a within-subjects design where responses on a self-report measure were obtained for 162 individuals both when they applied for a pharmaceutical sales position, and after they were hired. Training performance data was collected at the completion of sales training and sales data was collected 5 months later.

Findings

Applicant faking was a common occurrence, with approximately half of the individuals being classified as a faker on at least one of the dimensions contained in the self-report measure. In addition, faking was found to negatively impact the psychometric properties of the selection measure, as well as the quality of potential hiring decisions made by the organization. Further, fakers exhibited lower levels of performance than non-fakers.

Implications

These findings indicate that past conclusions that applicant faking is either uncommon or does not negatively impact the selection system and/or organizational performance may be unwarranted.

Originality/Value

Remarkably few studies have examined applicant faking using a within-subjects design using actual job applicants, which has limited our understanding of applicant faking. Even fewer studies have attempted to link faking to criterion data to evaluate the impact of faking on employee performance. By utilizing this design and setting, the present study provides a unique glimpse into both the prevalence of faking and the significant impact faking can have on organizations.     

Cognitive performance during successive sustained physical work episodes

The effects of physical work (30% of \(\dot VO_2 \) max), sleep loss (3-h nap during a 48-h operation), continuous work (CW), and time of day on cognitive performance were assessed (by ANOVA) in this repeated-measures study comparing two groups (exercise/nonexercise) of healthy young men (N=22). Treadmill walking did not accentuate or attenuate sleep loss effects on performance; however, sleep loss alone did degrade visual vigilance and memory for words. Time-of-day fluctuations were found in choice reaction time, logical reasoning, and word memory. Visual vigilance for nonexercising subjects degraded sooner on the 2nd CW day than it did for exercising subjects. A 3-h nap at 0400 h after 1 17-h CW day was not immediately recuperative. These findings indicate that exercise at 30% of \(\dot VO_2 \) max does not compound sleep-loss effects in cognitive performance. Indeed, physical activity during video terminal monitoring may delay any sleep-loss decrement. Variability of many cognitive abilities throughout the day appeared to show a greater effect than the sleep-loss and exercise effects over 2 days.     

Transformational and Transactional Leadership and Followers’ Achievement Goals

Purpose

Achievement goals, or the standards of competence employees pursue in their work, have far-reaching consequences for employee and organizational functioning. In the current research, we investigated whether employees’ achievement goals can be predicted from their supervisor’s leadership style.

Design/Methodology/Approach

A multilevel study was conducted in which followers of 120 organizational leaders completed measures of their leader’s transformational leadership (focusing on individual needs and abilities, on intellectual development, and on a common team mission), transactional leadership (focusing on monitoring and achievement-related rewards), and their own mastery goals (aimed at learning, developing, and mastering job-relevant skills), and performance goals (aimed at doing better than others).

Findings

Group-level transformational leadership predicted followers’ mastery goals, whereas group-level transactional leadership predicted followers’ performance goals. Within-group differences in transformational leadership also predicted mastery goals.

Implications

These findings suggest that leadership style plays an important role in the achievement goals followers adopt. Organizations may promote transactional leadership in contexts requiring that employees outperform others. In contrast, in contexts requiring learning and development, organizations may promote transformational leadership.

Originality/Value

This research is the first to examine the relationships between leadership styles and specific follower goals, and the first to highlight the role of leadership as a social variable involved in employees’ adoption of achievement goals.     

The Experience of Failed Humor: Implications for Interpersonal Affect Regulation

Purpose

The purpose of this study was to investigate failed interpersonal affect regulation through the lens of humor. We investigated individual differences that influenced people’s affective and cognitive responses to failed humor and their willingness to persist in the interpersonal regulation of positive affect after a failed attempt.

Design/Methodology/Approach

Using well-established autobiographical narrative methods and surveys, we collected data at two time points. All participants (n = 127) received identical surveys at time 1. At time 2, they were randomly assigned to complete a narrative about either successful or failed humor as well as a second survey.

Findings

Using moderated regression analyses and SEM, we found significant differences between our failed and successful humor conditions. Specifically, individual differences, including gender, affective perspective taking, and humor self-efficacy, were associated with negative reactions to failed humor and the willingness of individuals to persist in the interpersonal regulation of positive affect. Moreover, affective perspective taking moderated the effect of gender in both the failed and successful humor conditions.

Implications

Our results suggest that failed humor is no laughing matter. Understanding individuals’ willingness to continue in attempts to regulate the affect of others contributes to the comprehension of an understudied phenomenon that has implications for interpersonal behavior in organizations such as helping, group decision making, and intragroup conflict.

Originality/Value

Studies of interpersonal affect regulation often focus on people’s ability to successfully regulate others’ emotions. In contrast, this is the first quantitative study to explore factors that influence individual’s willingness to persist in interpersonal affect regulation after failure, and to investigate how individual differences influence the personal outcomes associated with failed attempts.     

Strategies for Coping with Work Stressors and Family Stressors: Scale Development and Validation

Purpose

Both individuals and organizations benefit when workers can effectively cope with stressors in the work and family domains. This study takes an inductive approach to the development of a work stressor coping scale and a family stressor coping scale.

Design/Methodology/Approach

In phase one, a comprehensive list of coping strategies was generated through a multi-step content analysis of qualitative interviews. In phase two, the content validity of the work stressor and family stressor coping strategy scales was established using data from three samples; and in phase three, convergent, discriminant, and criterion-related validity evidence were obtained using data from two samples.

Findings

A multi-step content analysis of qualitative interview data was used to develop a list of 365 coping strategy statements (182 work and 183 family) representing 11 work and 14 family stressor coping strategies. Multiple samples were used to reduce the number of scale items, and establish evidence for the scales’ content, construct, and criterion-related validity. The final work stressor coping scale consisted of 36 items assessing 12 different strategies, and the final family stressor coping scale consisted of 45 items assessing 15 different strategies.

Implications

Findings from the present study suggest that individuals may use a wider variety of strategies to cope with work stressors and family stressors than previously thought, and these strategies may be differentially effective depending on the stressor domain (i.e., work or family) and outcome (e.g., work-to-family conflict vs. family-to-work conflict).

Originality/Value

The inductive nature of our study resulted in a comprehensive and domain-specific scales assessing how individuals cope with work stressors and family stressors.     

Waiting for feedback helps if you want to know the answer: the role of curiosity in the delay-of-feedback benefit

When participants answer a test question and then receive feedback of the correct answer, studies have shown that the feedback is more effective when it is delayed by several seconds rather than provided immediately (e.g., Brackbill & Kappy, Journal of Comparative and Physiological Psychology, 55, 14–18, 1962; Schroth, Contemporary Educational Psychology, 17, 78–82, 1992). Despite several demonstrations of this delay-of-feedback benefit, a theoretical explanation for this finding has not yet been developed. The present study tested the hypothesis that brief delays of feedback are beneficial because they encourage anticipation of the upcoming feedback. In Experiment 1, participants answered obscure trivia questions, and before receiving the answer, they rated their curiosity to know the answer. The answer was then provided either immediately or after a 4-s delay. A later final test over the same questions revealed a significant delay-of-feedback benefit, but only for items that had been rated high in curiosity. Experiment 2 replicated this same effect and showed that the delay-of-feedback benefit only occurs when feedback is provided after a variable, unpredictable time duration (either 2, 4, or 8 s) rather than after a constant duration (always 4 s). These findings demonstrate that the delay-of-feedback effect appears to be greatest under conditions in which participants are curious to know the answer and when the answer is provided after an unpredictable time interval.     

The Shelf Life of a Safety Climate Assessment: How Long Until the Relationship with Safety–Critical Incidents Expires?

Purpose

This study investigates safety climate as both a leading (climate → incident) and a lagging (incident → climate) indicator of safety–critical incidents. This study examines the “shelf life” of a safety climate assessment and its relationships with incidents, both past and future, by examining series of incident rates in order to determine when these predictive relationships expire.

Design/Methodology/Approach

A survey was conducted at a large, multinational chemical manufacturing company, with 7,467 responses at 42 worksites in 12 countries linked to over 14,000 incident records during the 2 years prior and 2 years following the survey period. Regressions revealed that safety climate predicts incidents of varying levels of severity, but it predicts the most severe incidents over the shortest period of time. The same is true for incidents predicting safety climate, with more severe incidents having a shorter predictive window. For the most critical relationship (climate predicting more severe incidents), the ability of a safety climate assessment to predict incidents expires after 3 months.

Implications

The choice of aggregation period in constructing incident rates is essential in understanding the safety climate–incident relationship. The common yearly count of incidents would make it seem that more severe incidents cannot be predicted by safety climate and also fails to show the strongest predictive effects of less severe incidents.

Originality/Value

This research is the first to examine assumptions regarding aggregation periods when constructing safety-related incident rates. Our work guides organizations in planning their survey program, recommending more frequent measurement of safety climate.     

The Moderating Role of Gender in Relationships of Stressors and Personality with Counterproductive Work Behavior

Purpose

Gender differences in counterproductive work behavior (CWB: behavior that harms organizations or people) have been understudied. We explored gender mean differences, and the moderating effect of gender on the relationship of personality (agreeableness, conscientiousness, emotional stability, trait anger, and hostile attribution bias) and stressors (interpersonal conflict and organizational constraints) with three forms of CWB (directed toward organizations, directed toward persons, and relational aggression which are acts that damage relationships with other employees).

Design/methodology/approach

A survey was conducted of 915 employed individuals recruited from university classes. All worked at least 20 h per week (mean 26.3 h), and held a variety of jobs in many industries.

Findings

Men reported more CWB with correlations ranging from 0.12 to 0.18. Gender was found to moderate the relationship of job stressors and personality with CWB. The tendency for males to report engaging in more CWB was greater at high as opposed to low levels of interpersonal conflict, organizational constraints, trait anger and HAB and at low as opposed to high levels of agreeableness, conscientiousness, and emotional stability.

Implications

These results suggest that gender differences in overall CWB are rather small, with men engaging in more than women only when they have certain personality characteristics or perceive high levels of job stressors. In other words men may be more reactive than women.

Originality/value

This study shows that gender serves a moderator role, and is the first to adapt the construct of relational aggression to the workplace.     

Flying to Neverland: How readers tacitly judge norms during comprehension

As readers gain experience with specific narrative worlds, they accumulate information that allows them to experience events as normal or unusual within those worlds. In this article, we contrast two accounts for how readers access information about specific narrative worlds to make tacit judgments of normalcy. We conducted two experiments. In Experiment 1, participants read stories about an ordinary character (e.g., a police officer in Boston) or a familiar fantastic character (e.g., Superman). Each story described a realistic event (e.g., the character being killed by bullets) or a fantastic event (e.g., bullets bouncing off the character’s chest). Participants were faster to read events that were consistent with their prior knowledge about the story world. In Experiments 2a and 2b, participants read stories about familiar fantastic characters, unfamiliar fantastic characters (e.g., a Kryptonian named Dev-em), and unfamiliar ordinary characters. In Experiment 2a, participants were equally fast to read about the familiar and unfamiliar fantastic characters experiencing fantastic events, both of which were read faster than the unfamiliar ordinary characters sentences. In Experiment 2b, participants were fastest to read about unfamiliar ordinary characters experiencing realistic events and were equally slow for familiar and unfamiliar fantastic characters. Our experiments provide evidence that readers routinely use inductive reasoning to go beyond their prior knowledge when reading fictional narratives, affecting whether they experience events as normal or unusual.     

Examining Project Commitment in Cross-Functional Teams: Antecedents and Relationship with Team Performance

Purpose

The purpose of this study was to test a model positing both antecedents and consequences of project commitment for members of cross-functional teams. Signaling theory and previous research guided study hypotheses.

Design/Methodology/Approach

We collected primary data from 142 team members and 31 team leaders across 24 cross-functional product development teams nested within six manufacturing organizations in the US and Canada.

Findings

Findings suggest that project commitment among team members is an important driver of team performance as rated by the team leader. In addition, several factors contribute toward shaping project commitment among cross-functional team members, including team leaders’ encouragement of self-expectation, as well as team members’ perceptions of an organization’s support for the team project.

Implications

Cross-functional teams are often charged with completing projects critical to the profitability, growth, and even survival of a firm. Especially as we show that members’ project commitment is a meaningful predictor of team performance, managers may draw insight from study results as to what actions may be taken to promote the development of this important psychological state among members of cross-functional teams.

Originality/Value

Use of cross-functional teams for accomplishing a wide variety of firm objectives is becoming commonplace in organizations. Although theorized as an important construct in cross-functional team settings, empirical examinations of the nature and implications of project commitment have been limited. By examining both antecedents and potential team performance consequences of project commitment in multiple organizations, we contribute toward filling this gap.     

Time-compressed spoken word primes crossmodally enhance processing of semantically congruent visual targets

Findings from three experiments support the conclusion that auditory primes facilitate the processing of related targets. In Experiments 1 and 2, we employed a crossmodal Stroop color identification task with auditory color words (as primes) and visual color patches (as targets). Responses were faster for congruent priming, in comparison to neutral or incongruent priming. This effect also emerged for different levels of time compression of the auditory primes (to 30 % and 10 % of the original length; i.e., 120 and 40 ms) and turned out to be even more pronounced under high-perceptual-load conditions (Exps. 1 and 2). In Experiment 3, target-present or -absent decisions for brief target displays had to be made, thereby ruling out response-priming processes as a cause of the congruency effects. Nevertheless, target detection (d') was increased by congruent primes (30 % compression) in comparison to incongruent or neutral primes. Our results suggest semantic object-based auditory–visual interactions, which rapidly increase the denoted target object’s salience. This would apply, in particular, to complex visual scenes.     

Exogenous spatial precuing reliably modulates object processing but not object substitution masking

Object substitution masking (OSM) is used in behavioral and imaging studies to investigate processes associated with the formation of a conscious percept. Reportedly, OSM occurs only when visual attention is diffusely spread over a search display or focused away from the target location. Indeed, the presumed role of spatial attention is central to theoretical accounts of OSM and of visual processing more generally (Di Lollo, Enns, & Rensink, Journal of Experimental Psychology: General 129:481–507, 2000). We report a series of five experiments in which valid spatial precuing is shown to enhance the ability of participants to accurately report a target but, in most cases, without affecting OSM. In only one experiment (Experiment 5) was a significant effect of precuing observed on masking. This is in contrast to the reliable effect shown across all five experiments in which precuing improved overall performance. The results are convergent with recent findings from Argyropoulos, Gellatly, and Pilling (Journal of Experimental Psychology: Human Perception and Performance 39:646–661, 2013), which show that OSM is independent of the number of distractor items in a display. Our results demonstrate that OSM can operate independently of focal attention. Previous claims of the strong interrelationship between OSM and spatial attention are likely to have arisen from ceiling or floor artifacts that restricted measurable performance.     

Cheating,Reactions, and Performance in Remotely Proctored Testing: An Exploratory Experimental Study

Purpose

We sought to provide empirical insight and develop theory for a new organizational phenomenon: remote proctoring for Internet-based tests. We examined whether this technology is effective at decreasing cheating and whether it has unintended effects on test-taker reactions, performance, or selection procedures.

Design/methodology/approach

Participants (582) were randomly assigned to a webcam proctored or honor code condition and completed two (one searchable, one non-searchable) cognitive ability tests online. Complete data were collected from 295 participants. We indirectly determined levels of cheating by examining the pattern of test-score differences across the two conditions. We directly measured dropout rates, test performance, and participants’ perceived tension and invasion of privacy.

Findings

The use of remote proctoring was associated with more negative test-taker reactions and decreased cheating. Remote proctoring did not directly affect test performance or interact with individual differences to predict test performance or test-taker reactions.

Implications

Technological advances in selection should be accompanied by empirical evidence. Although remote proctoring may be effective at decreasing cheating, it may also have unintended effects on test-taker reactions. By outlining an initial classification of remote proctoring technology, we contribute to the theoretical understanding of technology-enhanced assessment, while providing timely insight into the practice of Internet-based testing.

Originality/value

We provide timely insight into the development and evaluation of remotely proctored tests. The current study utilizes a unique randomized experimental design in order to indirectly determine levels of cheating across two conditions. Following the results of the current study, we outline an integrative model for future research on remotely proctored tests.     

Generality of a congruity effect in judgements of relative order

The judgement of relative order (JOR) procedure is used to investigate serial-order memory. Measuring response times, the wording of the instructions (whether the earlier or the later item was designated as the target) reversed the direction of search in subspan lists (Chan, Ross, Earle, & Caplan Psychonomic Bulletin & Review, 16(5), 945–951, 2009). If a similar congruity effect applied to above-span lists and, furthermore, with error rate as the measure, this could suggest how to model order memory across scales. Participants performed JORs on lists of nouns (Experiment 1: list lengths = 4, 6, 8, 10) or consonants (Experiment 2: list lengths = 4, 8). In addition to the usual distance, primacy, and recency effects, instructions interacted with serial position of the later probe in both experiments, not only in response time, but also in error rate, suggesting that availability, not just accessibility, is affected by instructions. The congruity effect challenges current memory models. We fitted Hacker’s (Journal of Experimental Psychology: Human Learning and Memory, 6(6), 651–675, 1980) self-terminating search model to our data and found that a switch in search direction could explain the congruity effect for short lists, but not longer lists. This suggests that JORs may need to be understood via direct-access models, adapted to produce a congruity effect, or a mix of mechanisms.