Projection of Own on Others' Job Characteristics: Evidence for the False Consensus Effect in Job Characteristics Information

The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N=133) completed an initial JDS for own job characteristics. Non‐incumbents (n=104) then completed a secondary JDS in order to rate incumbents' job characteristics. Non‐incumbents' personality dimensions, own job characteristics, job satisfaction level, and incumbent satisfaction level were hypothesized as predictors of ratings of job characteristics of incumbents. Results indicate that two characteristics, job autonomy and dealing with others, were influenced by non‐incumbents standing on these characteristics, and demonstrated evidence of the false consensus effect. Limitations and implications for interpreting job information are discussed.     

Does Acquisitive Self‐Presentation in Personality Self‐Ratings Enhance Validity? Evidence from two experimental field studies

The aim of the present research was to demonstrate that acquisitive self‐presentation in personality scales is not a barrier to their criterion‐related validities in human resource contexts, but rather a means to improve them. A pilot study (Study 1) with 96 job incumbents provided preliminary positive evidence. In Study 2, in the experimental group (n=99), the instructions asked job incumbents to work on a Big‐Five personality inventory (BFI‐K) as if they took part in a personnel selection procedure for a personally very attractive position. In the control group (n=93) of Study 2, job incumbents were asked to answer the inventory items honestly. As expected, the correlation between the self‐ratings of the motive to get along (i.e., which comprises emotional stability, conscientiousness, and agreeableness) and contextual performance assessments was significantly higher in the experimental group than in the control group in Study 2. Additionally, the correlation between the self‐ratings of the motive to get ahead (i.e., which comprises extraversion and openness to experience) and task performance and leadership assessments was significantly higher in the experimental group than in the control group in Study 2. It is proposed that responding to a personality inventory in a human resource decision situation should be conceptualized as a workplace simulation.     

Is the Political Skill Inventory Fit for Personnel Selection? An Experimental Field Study

The political skill inventory (PSI) assesses social effectiveness in organizations by self‐reports and has demonstrated strong evidence of validity. It was the purpose of this experimental field study to investigate construct and criterion‐related validity of the PSI when used under conditions of personnel selection. In the experimental group (n=102), the instructions asked job incumbents to work on the PSI, a social desirability scale, and a Big‐Five personality inventory as if they took part in a personnel selection procedure for a personally very attractive position. Additionally, they were asked to report yearly income. In the control group (n=110), job incumbents were asked to answer the items honestly. As expected, in both conditions, the PSI did not correlate with social desirability, but it correlated positively with extraversion, conscientiousness, and income, and negatively with neuroticism, thus demonstrating construct and incremental criterion‐related validity under both conditions. Implications and limitations are discussed.     

Gender-Related Effects in the Job-Design–Job-Satisfaction Relationship: An Interactional Approach

In this study, we took an interactional approach to understanding how ethic of care opportunity and self-actualization opportunity, two job design variables, are related to job satisfaction. Ethic of care opportunity in a job is theorized to result in satisfaction when job incumbents have high relational self-definition. Self-actualization opportunity in a job is theorized to result in satisfaction when incumbents have low relational self-definition. To the extent that women are likely to develop high relational self-definition, and men are likely to develop low relational self-definition, we hypothesized that the relationship between ethic of care opportunity and satisfaction would be strongest for women with high relational self-definition. We also hypothesized that the relationship between self-actualization opportunity and satisfaction would be strongest for men with low relational self-definition. Hypotheses were tested in a sample of women (n = 119) and men (n =115) with diverse job titles, and were supported. Results are discussed in terms of the strength of the job-design–job-satisfaction relationship for women and for men.     

The Validity of Task Coverage Ratings by Incumbents and Supervisors: Bad News

In this study incumbents from three different jobs were asked to rate lists of their job tasks on various constructs (e.g., time, importance) and then estimate the percentage of their job tasks (task coverage) included in the task list. Incumbents made these ratings under one of two conditions. In two instances, two months after making an initial task coverage rating for the entire list of tasks, the same incumbents were asked to estimate the task coverage of a reduced list of tasks (i.e., half to two-thirds of the tasks were removed from the list presented for rating). In a third instance one group of incumbents completed an entire inventory while a second group completed a reduced inventory. The average task coverage rating for the entire inventories were high (percent estimates ranging in the 80's–90's) and the average of the reduced inventories was much higher than expected (percent estimates in the 70's). It was concluded that incumbents and supervisors were not able to accurately estimate task coverage.     

Evaluation of an index to detect inaccurate respondents to a task analysis inventory

An infrequency index assesses the tendency of respondents on job analysis questionnaires to rate job-irrelevant tasks as important. The purpose of the study was to evaluate whether this index could detect respondents who made rating errors on job-relevant tasks. The respondents were incumbents of three jobs: mental health workers (N=254), clerical workers (N=102), and police corporals (N=118). Differences in interrater reliability between low and high scorers on the infrequency index were found for the mental health workers on one of two response scales. For all three samples, individuals who scored higher on the infrequency index rated job-relevant tasks significantly higher. It was concluded that the index can detect respondents making constant error due to response sets and distortions. However, the usefulness of the index to detect individuals making random errors may be limited. On the basis of these results and on conceptual grounds, it was argued that job analysts should incorporate the infrequency index as part of their task analysis questionnaires.     

The Relationship Between SME Job Experience and Job Analysis Ratings: Findings with and without Statistical Control

This investigation examined the relationship between SME job experience and job analysis ratings. Managerial job incumbents (N = 209) provided job analysis ratings which measured 9 task frequency and 6 skill importance components. Job experience was operationalized as both job tenure and residualized job tenure (i.e., statistically-controlled for SME characteristics correlated with job tenure). Respondents were categorized into low, medium, and high groups for each tenure measure. MANOVA results indicated that task ratings differed across residualized tenure groups, while skill ratings did not. Statistical control of the job tenure measure made a substantial difference in results. For the non-residualized tenure groups, findings were reversed: skill ratings differed across non-residualized tenure groups, while task ratings did not. The results of this research are integrated with the existing literature and implications for future research and practice are offered.     

信息提供者数量对职务信息完整性的影响

本研究探讨3种不同实验情境下,信息提供者数量对职务分析信息完整性及击中完整性的影响。方差分析表明:a)4名任职者可提供足够完整的职务信息;b)职务分析员数量与信息完整性的关系在情境间不稳定;c)职务分析实践中,采用4名任职者提供信息最合理,如可排除动机因素影响,采用3名任职者提供信息最合理;d)采用4名分析员凭经验提供职务信息最合理;如可阅读职务说明书,采用3名分析员最合理。     

A Dual Focus of SDy Estimations: A Test of the Linearity Assumption and Multivariate Application

The intent of this study was threefold: (a) empirically assess the hypothesized linear relation between incumbent job performance and annual worth in dollars, (b) apply a multivariate strategy to gain greater understanding of the dimen- sions related to estimates of worth, and (c) clarify the effects of the rating dimensions and supervisory variables on predicting the 15th, 50th, and 85th percentile estimates and SD, (Schmidt. Hunter. McKenzie, & Muldrow, 1979). Data were gathered using two questionnaires completed by 93 and 83 social work supervisors, respectively. The results produced three key findings. First, the assumption of linearity between incumbent performance and annual worth was empirically substantiated (corrected r = .67). Second, a factor analysis suggested that four factors were used by supervisors in making estimates of their subordinates' worth. And third, supervisory tenure, gender, and span of control, as well as the four factor scores, were relatively ineffective in predict- ing the 15th, 50th, 85th percentile or SD,; conversely, the variables of supervi- sory self-worth and average worth given by a supervisor were significant predictors of SD, components. Interpretation and suggestions for future re- search are discussed.     

Self‐Ratings of Political Skill in Job Application: A within‐ and between‐subjects field experiment

Political skill is the ability to understand others and use that knowledge to influence others to act in ways that enhance one's personal and/or organizational objectives. The Political Skill Inventory ( Ferris et al., 2005 ) assesses this talent, and has potential for use in personnel decision making. However, central organizational stakeholders are concerned about the distortion of self‐rating scores in job application; consequently, we examined the effects of a job application situation on self‐ratings of political skill in a field experiment with 205 job incumbents. The findings showed consistently that the relationship of self‐ratings of political skill and job performance ratings by supervisors (ρ=.30, p<.01) were not distorted in job application. Implications and limitations are discussed.     

Construction and Validation of a Biodata Selection Instrument

Abstract

Biodata instruments can be used in selection for several purposes (including screening, prediction, analysis of decision strategies). This article is concerned with the construction and validation of a biodata instrument for the selection of intermediaries by a profit-making employment agency in the Netherlands. The instrument was constructed according to the sample approach and measures work experiences with regard to relevant tasks and job dimensions. A field study gathered biodata scores from applicants (n £ 300) and present employees (n £ 70), interview ratings from the applicants, and ratings of job performance for the employees. The results obtained indicated that the instrument was a potentially useful selection device. The homogeneity of scale scores was sufficient and the scores show little overlap with other selection devices (interview ratings). In addition, particular scores correlate at a statistically significant level (P < 0.01) with ratings of job performance of present employees (r £ 0.30 to 0.40). Estimates of the utility (financial gains) of using the instrument in selection revealed that the instrument may yield considerable pay-offs. It is concluded that the construction and validation of the instrument yielded several positive results, and that the sample approach in constructing biodata selection instruments is an option worth considering.     

A Concurrent Validity Study Applied to a Secretarial Position in a State Universities Civil Service System

In a concurrent validity study, a comprehensive job analysis of a mid-level secretarial position resulted in the development of highly valid employment selection instruments. Six hundred fifty-nine supervisors and 883 incumbents in 20 locations participated in the job analysis. Scores from the selection test correlated with composite ratings from a research performance appraisal (RPA) .41 (p<.001). Two forms of the test (A and B) were developed. Form A and Form B test scores and RPA composite ratings correlated .55 and .48 (p<.001) respectively. The unbiased estimate of equivalence reliability of Form A and Form B was .94. The two tests correlated .89 (p<.001).     

Job insecurity and the benefits of work

The presented study combines conservation of resource theory with latent deprivation theory to explain the negative relationship between job insecurity and mental health. Specifically, we propose that people who face the threat of job insecure would perceive worse access to the benefits of work, which would explain the negative effect of job insecurity on mental health. In a two-wave study, employees rated their perceived job insecurity, their access to the benefits of work, and their mental health. Cross-sectional multiple mediation analysis at Time 1 (n = 295) and Time 2 (n = 236) showed that the negative relationship between job insecurity and mental health was partly due to a perceived lack of the benefits of work. Longitudinal results (n = 173) revealed that job insecurity was related to a decrease in financial benefits, which in turn predicted mental health. However, this effect was only visible if it was not controlled for prior levels of the benefits of work. The results are discussed with regards to conservation of resource theory and latent deprivation theory and the potential of this framework for explaining negative mental health effects of job insecurity.     

A Developmental Inquiry into the Effects of Postevent Information on Eyewitness Accounts

Children in the first through eighth grades (n = 128) and college students (n = 32) viewed a film depicting an automobile collision and were subsequently asked to estimate the speed of one of the vehicles. The results indicated that the phrasing of the question significantly affected the subjects' speed estimates. Specifically, subjects at all grade levels provided significantly higher speed estimates when the adverb fast, as opposed to slow, was used. Subjects in the seventh and eighth grades gave higher speed estimates when the verb smashed was used than when hit was used. This latter effect did not occur at other grade levels sampled.     

A person‐centred approach to investigate the development trajectories of job‐related affective well‐being: A 10‐year follow‐up study

The primary aim of this three‐wave 10‐year follow‐up study was to investigate the intra‐individual change trajectories of job‐related affective well‐being among Finnish managers (n= 402). Job‐related affective well‐being as indicated by anxiety, depression, comfort, and enthusiasm was measured in 1996, 1999, and 2006. The characteristics of the trajectories were sought from experienced career disruptions (i.e., periods of unemployment or lay‐offs) and perceived job insecurity. The growth mixture modelling (GMM) revealed altogether three latent trajectories that differed from each other in their mean levels and regard to changes in job‐related affective well‐being over time: (1) high and improving well‐being (n= 347), (2) decreased well‐being (n= 32), and (3) low and improving well‐being (n= 23). The associations between job‐related affective well‐being trajectories and career disruptions depended upon the timing of the career disruptions. In addition, perceived job insecurity is associated with concurrently decreased occupational well‐being. Overall, the results highlighted both typical and untypical development trajectories of job‐related affective well‐being and related career characteristics.     

Complex Relationships Among Personality Traits,Job Characteristics,and Work Behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction.     

The Differential Focus of Supervisors and Peers in Evaluations of Managerial Potential

This study proposes that evaluations of managerial potential by supervisors and peers differentially relate to the personality of the job candidate being evaluated. Specifically, we hypothesized that supervisors would focus on more task‐based personality traits, such as Conscientiousness and its facet of Self‐discipline while peers would instead focus on more contextual personality traits, such as Agreeableness and its facet of Tender‐mindedness. We applied a path analysis SEM approach to data collected from a field study of 114 triads of incumbents, supervisors, and peers of retail managers in a Fortune 500 organization. This approach provided support for our overall hypothesized models. A further analysis of significant paths suggested that ratees with high levels of Conscientiousness and Achievement‐striving appeal to supervisors when making evaluations of managerial potential. Ratees with high levels of Agreeableness, Altruism, and Tender‐mindedness and low levels of Openness to Experience, in contrast, appeal to peers.     

Working memory and fluid intelligence as predictors of work engagement—Testing preliminary models

This study aimed to investigate the relationships between working memory capacity, fluid intelligence (Gf), and work engagement within the framework of the job demands–resources theory. Multioccupational employees (N = 175 in Study 1 and N = 383 in Study 2) completed sets of Gf, complex span, and n‐back tests, along with job resources and work engagement surveys. Structural equation modeling with latent variables and bootstrapping procedures revealed that complex span was indirectly positively related to work engagement via job resources, and n‐back was indirectly positively related to work engagement via job complexity. Moreover, the one common factor g composed of Gf, n‐back, and complex span was positively indirectly related to work engagement via job resources and job complexity. These results highlight that the cognitive capacities of employees should be given greater consideration as cognitive personal resources in models aimed at accounting for employee work engagement.     

内部分配改革的职务评价技术探新

建立工资标准系统的关键是确定职务工资率。职务间可比价值成分变异越大,对确定职务工资率的贡献也越大。根据以上研究设想采用方差分析方法进行职务评价。评价步骤包括：职务描述;对职务要素作主成分分析;对职务样本作聚类分析和判别分析;通过方差分析为可比价值各成分建构权重系数ωｉ。ωｉ‘满足：（１）ωｉ≥０;（２）Σωｉ＝１;（３）ωｉ,间可直接比较;（４）ωｉ的大小与对应的可比价值成分变异一致。最后将职务评价值线性变换为工资率。在线性方程中配一个常数。和调节系数α以适合组织的管理约束条件。配合两个企业内部分配改革的研究结果显示了方差分析法的有效性和实用性。     

Is Involvement a Suppressor of the Job Satisfaction–Life Satisfaction Relationship?1

Previous research has demonstrated a considerable correlation between job satisfaction and life satisfaction. In addition, various researchers have hypothesized that job importance (work involvement) should be a moderator of this relationship. However, most empirical tests did not confirm this assumption. We argue that job importance cannot turn out to be a moderator because the subjective importance of work is already part of job–satisfaction judgments, a notion that has been advanced by Locke (1969) as implicit importance weighting. However, a suppressor effect can be predicted because job importance should be correlated with job satisfaction, but not life satisfaction. In a study of recently hired incumbents (N= 811) in a large German electronics company, we distinguished between job involvement and work involvement. We considered the latter, but not the former, being a measure of job importance. Work involvement, but not job involvement, turned out to be a suppressor of the relation between job satisfaction and life satisfaction.