From ideal to real: a longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes

The results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX. Results also indicated that the implicit-explicit leadership traits difference had indirect effects on employee attitudes and well-being. These findings were consistent across employee groups that differed in terms of job demand and the duration of manager-employee relation, but not in terms of motivation. Furthermore, crossed-lagged modeling analyses of the longitudinal data explored the possibility of reciprocal effects between implicit-explicit leadership traits difference and LMX and provided support for the initially hypothesized direction of causal effects.     

Measurement Structure of the Turkish Translation of the Child Behavior Checklist Using Confirmatory Factor Analytic Approaches to Validation of Syndromal Constructs

The new correlated 8-factor measurement structure of the Child Behavior Checklist for ages 6-18 (CBCL/6-18; T. M. Achenbach & L. A. Rescorla, 2001) derived from an American sample was used as a benchmark to evaluate its generalizability to Turkish general population (N = 5,195) and clinical (N = 963) samples. Item-level confirmatory factor analysis (CFA) was used to evaluate the adequacy of the correlated 8-factor model across 3 sample conditions (general population, clinical, and combined sample whose Total Problems scores were above the Turkish national median). The results supported the generalizability of the overall measurement structure of the CBCL to the Turkish population.     

Affective commitment to the organization: the contribution of perceived organizational support

Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N = 333) and a 3-year span (N = 226). POS was positively related to temporal changes in AC, suggesting that POS leads to AC. Study 3 found a negative relationship between POS and subsequent voluntary employee turnover that was mediated by AC in retail employees (N = 1,124) and in poultry- and feed-processing workers (N = 262). These results suggest that favorable work conditions operate via POS to increase AC, which, in turn, decreases employee withdrawal behavior.     

Examining the Latent Structure of Posttraumatic Growth Between Male and Female Survivors in the Immediate Aftermath of a Flash Flood Disaster

The study examined and compared the latent structure of posttraumatic growth (PTG) based on three proposed models: 1-factor, 3-factor and 5-factor models in order to (1) find out the factor structure that has the best fit for the Filipino sample; (2) find out the factor structure that best represents PTG in the immediate aftermath of a flash flood disaster; and (3) examine the generalizability of the best-fitted model across gender. A sample of 895 survivor-respondents answered the Posttraumatic Growth Inventory (PTGI) within a month after a deadly flash flood. Based on the best-fitted model, a multi-group comparison between male and female was conducted to determine gender generalizability. Results showed that the 3-factor model comprising of Changes in Self/Positive Life Attitudes, Philosophy of Life, and Relating to Others fitted best in contrast to the other two models. The data also demonstrated the generalizability of the 3-factor model across gender, with invariance in factor loadings, item intercepts, factor variance and covariance, and factor means.     

INDIVIDUAL DIFFERENCES AMONG EMPLOYEES,MANAGEMENT COMMUNICATION STYLE,AND EMPLOYEE SATISFACTION: REPLICATION AND EXTENSION

Portions of three previous studies relating individual differences in employee satisfaction and one study relating Management Communication Style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings were supportive of the generalizability of the results observed in the previous studies. The interface of superior-subordinate relations and their impact on employee satisfaction were examined through perceptions of employees with regard to the MCS of upper management and the task behaviors (supervision and administration) of their immediate superiors. Results were supportive of the MCS conceptualization and indicated that MCS of immediate superior and MCS of upper management had their primary impact on different dimensions of employee satisfaction. Perceptions of superiors' task behaviors were found to have different impact on employees satisfaction for different organizational contexts. Variability in employee satisfaction predictable from individual employee differences and that predictable from superior-subordinate interface were found to have little overlap. It is recommended that both the individual differences (trait) and superior-subordinate interface (situational) approaches to the study of communication in organizational contexts be continued since the two generate independent predictions of unique variance.     

The factor structure and factorial invariance of the 12-item General Health Questionnaire (GHQ-12) across time: evidence from two community-based samples

This study provides new knowledge about the factor structure of the 12-item General Health Questionnaire (GHQ-12; D. Goldberg, 1972) through the application of confirmatory factor analysis to longitudinal data, thereby enabling investigation of the factor structure, its invariance across time, and the rank-order stability of the factors. Two community-based longitudinal adult samples with 1-year (n = 640) and 6-year (n = 330) follow-up times were studied. As a result, the correlated 3-factor model (i.e., Anxiety/Depression, Social Dysfunction, and Loss of Confidence) showed a better fit with both samples than the alternative models. The correlated 3-factor structure was also relatively invariant across time in both samples, indicating that the scale has good construct validity. The rank-order stabilities of the factors were low across time, which suggests that the GHQ-12 measures temporal mental state.     

初始信念、组织诱引对员工心理契约变化的影响

心理契约是员工——组织关系的重要形式,组织中的心理契约是发展变化的。该研究采用追踪设计,以189名大学本科毕业生为研究对象,考察员工入职前初始信念和入职后组织提供的诱引因素以及两者之间的交互作用如何影响员工对组织义务感的改变。研究发现：组织支持对关系型义务感和交易型义务感的变化都有明显的影响作用,其对关系型义务感的影响强于对交易型义务感的影响;员工入职前初始信念对员工义务感发展的影响作用受到组织诱引包括工作奖赏和组织支持的调节     

Personality measurement, faking, and employment selection

Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings.     

The Maslach Burnout Inventory: Validating Factorial Structure and Invariance Across Intermediate,Secondary, and University Educators

The purposes of the study were: (a) to test for the factorial validity of the Maslach Burnout Inventory (MBI), for 543 teachers at the intermediate (n = 163), secondary (n = 162), and university (n = 218) levels, and (b) to test for the equivalence of factorial measurements and structure across groups. Initial confirmatory factor analysis of the hypothesized 3-factor structure yielded a malfitting model for each group of educators. With a view to improving the MBI for use with educators, subsequent exploratory and confirmatory factor analyses resulted in the deletion of four scale items. Tests for invariance revealed the equivalency of remaining items across intermediate and secondary teachers, and items measuring Emotional Exhaustion and Depersonalization across all three groups; the structure of burnout was only partially invariant across educators. The study has important implications for substantive studies focusing on multigroup comparisons across teaching panels.     

Development and validation of a Coping with Discrimination Scale: factor structure, reliability, and validity

Four studies were conducted to develop and validate the Coping With Discrimination Scale (CDS). In Study 1, an exploratory factor analysis (N = 328) identified 5 factors: Education/Advocacy, Internalization, Drug and Alcohol Use, Resistance, and Detachment, with internal consistency reliability estimates ranging from .72 to .90. In Study 2, a confirmatory factor analysis (N = 328) provided cross-validation of the 5-factor model as well as evidence for validity of the scale. The validity evidence was similar across racial groups and for males and females. In Study 3, the estimated 2-week test-retest reliabilities (N = 53) were between .48 and .85 for the 5 factors. Education/Advocacy, Internalization, Drug and Alcohol Use, and Detachment were positively associated with active coping, self-blame, substance use, and behavioral disengagement, respectively, providing further support for validity of the CDS. Finally, incremental validity evidence was obtained in Study 4 (N = 220), where it was shown that the CDS explained variance in outcome variables (i.e., depression, life satisfaction, self-esteem, and ethnic identity) that could not be explained by general coping strategies.     

OECD's Brief Self-Report Measure of Educational Psychology's Most Useful Affective Constructs: Cross-Cultural,Psychometric Comparisons Across 25 Countries

Through a rigorous process of selecting educational psychology's most useful affective constructs, the Organisation for Economic Co-operation and Development (OECD) constructed the Students' Approaches to Learning (SAL) instrument, which requires only 10 min to measure 14 factors that assess self-regulated learning strategies, self-beliefs, motivation, and learning preferences. This study evaluated SAL responses from nationally representative samples of approximately 4,000 15-year-olds from each of 25 countries (N = 107,899)—OECD's Program For International Student Assessment database. In one of the largest and most powerful cross-cultural comparisons of diverse educational psychology constructs, this study used multiple group confirmatory factor analyses to show that SAL's a priori 14-factor solution is well defined and reasonably invariant across the 25 countries, as are relations between SAL factors and 4 criterion variables (gender, socioeconomic status, math achievement, and verbal achievement). The results support posited relations among constructs derived from different theoretical perspectives and their cross-cultural generalizability. The SAL provides a standard set of educational psychological measures that have been translated into many languages with nationally representative norms that have been validated across the world. These should be a useful focus or supplement in diverse educational psychology research settings, and should provide the longitude and latitude against which to map new and existing educational psychology constructs.     

Commitment to organizational change: extension of a three-component model

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991: J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior.     

未雨绸缪：变革前非正式信息对员工变革抵制意愿的影响

组织变革前总会有小道消息等非正式信息传播, 这些信息是员工提前了解变革的重要来源。研究探索变革前非正式信息对员工变革前抵制意愿的影响, 以及员工变革抵制意愿随时间推移的变化。基于255位样本数据的结构方程模型及多层次线性增长模型分析表明：(1)变革前非正式信息的消极性及不完整性, 显著负向影响员工变革认知, 进而使员工变革抵制意愿上升; (2)随着时间推移, 员工变革抵制意愿显著衰减, 即从变革前到变革发生时抵制意愿显著降低。研究揭示了变革前非正式信息对员工有“热身准备”的作用, 能够帮助员工提前适应, 从而更好地应对变革。研究结果有助于变革的顺利实施。     

Reasons Why College-Educated Women Change Employment

This paper examines selected employee turnover issues using data derived from a survey of graduates from a Midwestern women's college over a ten year period. As hypothesized, organizational commitment was positively related to job commitment, and employee commitment, defined as being composed of organizational and job commitment foci, was positively related to job satisfaction, supervisory support, and organizational career support. In general, the results show women were fairly similar to men in terms of why they change employment or in terms of what companies could have done to retain them.     

Cross-ethnic equivalence of the Hopkins Symptom Checklist-21 in European American, African American, and Latino college students

To determine if the Hopkins Symptom Checklist-21 demonstrates equivalent validity across different ethnic groups, the authors tested the factor structure of the instrument with a sample of European American (n = 514), African American (n = 154), and Latino (n = 229) college students using confirmatory factor analysis with tests of invariance across groups. For the most part, a 3-factor model with Performance, General, and Somatic factors fit equally well for all 3 racial/ethnic groups. Differences involved only a few items in terms of either the strength of a factor loading or an error term. The results generally support the validity of the use of the instrument for measurement of distress in these different racial/ethnic groups.     

Personality profiles of cultures: aggregate personality traits

Personality profiles of cultures can be operationalized as the mean trait levels of culture members. College students from 51 cultures rated an individual from their country whom they knew well (N=12,156). Aggregate scores on Revised NEO Personality Inventory (NEO-PI-R) scales generalized across age and sex groups, approximated the individual-level 5-factor model, and correlated with aggregate self-report personality scores and other culture-level variables. Results were not attributable to national differences in economic development or to acquiescence. Geographical differences in scale variances and mean levels were replicated, with Europeans and Americans generally scoring higher in Extraversion than Asians and Africans. Findings support the rough scalar equivalence of NEO-PI-R factors and facets across cultures and suggest that aggregate personality profiles provide insight into cultural differences.     

Evaluating the Invariance of the Factor Structure of the EPQ–R–N Among Adolescents

We examined the factor structure of the Neuroticism scale of the Eysenck Personality Questionnaire (EPQ–R–N; S. B. G. Eysenck, Eysenck & Barrett, 1985) and its factor invariance across sex and racial/ethnic groups in a sample of 1,979 adolescents. Using confirmatory factor analyses, we compared a hierarchical model to previous models of the EPQ–R–N and to single-factor and 3-factor structures. The hierarchical factor structure in which a general factor coexists with 3 group factors (depression, social concerns, and worry) was superior to alternative models. The general factor accounted for more than 60% of the variance in EPQ–R–N total scores and was invariant across sex and ethnicity. The 3 group factors varied across ethnicity and sex. We discuss the implications of these findings for conceptualization and assessment of neuroticism using the EPQ–R–N.     

Too Busy to Change: High Job Demands Reduce the Beneficial Effects of Information and Participation on Employee Support

Despite the abundant literature on organizational change management, the success of change initiatives in organizations remains low. In this study, we investigate employee support for change in the context of two change management practices (information and participation). We use the Theory of Planned Behavior (TPB) to examine why these change management practices foster employee support, and the extent to which the efficacy of these practices depends on current job demands. Participants were 106 employees undergoing a building relocation at their place of employment who responded to an initial questionnaire at time 1 (pre-occupancy) and a follow-up questionnaire 2 months later (post-occupancy). We found that the TPB variables mediated the effects of information and participation on employee support (both intentions at time 1 and self-reported behaviors at time 2). The indirect relationships from information and participation to employee support were significant at low and medium, but not at high levels of job demands. The positive effects of information and participation on employee support can be largely attributed to employee attitudes and subjective norms. Thus, consultants should target employee attitudes and norms when garnering employee support, but also be aware of the limitations of these practices when employees are preoccupied with their work. This study demonstrates that the TPB can account for the beneficial effects of change management practices on employee support. It also reports the novel finding that change management practices are less effective at high levels of job demands.     

Validation of the Suicide Resilience Inventory-25 (SRI-25) in adolescent psychiatric inpatient samples

Resilience has been associated with a markedly decreased chance for risky behaviors following a trauma or other negative life event. This study examined the factor structure and psychometric properties of a self-report measure of resilience, the Suicide Resilience Inventory-25 (SRI-25; Osman et al., 2004 ), among psychiatric inpatient adolescents. In Study 1, we conducted confirmatory factor analysis to provide additional empirical support for the structure and invariance of the 3-factor model of the SRI-25 in youth samples, ages 14 to 17 years (N = 152 boys, 220 girls). Scale reliability analyses provided good evidence for internal consistency reliability of scores on the SRI-25 total and scales. In Study 2 (N = 30 boys, 40 girls), we presented data in support for the concurrent validity (i.e., known groups) of scores on the SRI-25. Additionally, we identified potential correlates for the SRI-25 total scale scores.