The value of relative-time-spent ratings in task-oriented job analysis

Recent studies have called for the abandonment of the relative-time-spent scale in task inventories. This recommendation is based on findings that the job profile created with the scale data is highly correlated with the profile created from a much simpler “Do you perform this task?” checklist. We examined this issue using 3 inventories and 42 jobs (N=2252). Profile correlations were computed on only the tasks actually performed by incumbents to avoid possibly inflated rs due to including irrelevant tasks. The specificity of task inventory items was proposed as an explanation for the high correlation between the two job profiles. Specificity of items was examined by looking at both the type (job duties versus tasks) and the amount (number of items in job profile and average number of items relevant to each job) of items used in the inventory. Correlations between time spent and checklist profiles were in the .80's and .90's regardless of the number of irrelevant tasks or the specificity of tasks. We agree with previous military research and conclude that the relative-time-spent scale has limited incremental utility beyond a dichotomous checklist.     

Telling stories to communicate the value of the pre‐employment structured job interview

In an effort to bridge the scientist–practitioner gap in the employee selection, some researchers have advocated telling stories to better communicate the value of evidence‐based hiring practices to human resource (HR) professionals. In this paper, we conducted two experiments that examine the efficacy of storytelling for overcoming managers’ resistance to use structured job interviews. In two experiments, we found that participants who read a story regarding the effectiveness of structured interviews, as opposed to receiving evidence‐based advice, reported more favorable attitudes toward structured job interviews. Serial mediation analysis revealed that the observed attitude change was mediated by an increase in narrative transportation and reduction in counterarguing. Implications for using stories in communicating the value of evidence‐based HR practices are discussed.     

current and future value of human capital: predictors of reemployment compensation following a job loss

The authors examined the relationship between an individual's human capital profile—knowledge, skills, abilities, and other characteristics—and compensation before and after a job loss. The results of this study show that the types of human capital that predicted pre‐job‐loss salary differ from the types that predict reemployment salary. The findings provide guidance for developing human capital profiles that include general as well as specific types of training to enhance marketability following a job loss.     

job burnout

In presenting an overview of job burnout, the author discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment—the Maslach Burnout Inventory (C. Maslach & S. E. Jackson, 1981). The author examines the exhaustion, cynicism, and inefficacy dimensions of burnout and the job—person fit framework of C. Maslach, W. B. Schaufeli, and M. P. Leiter (2001). The current literature pertaining to the 6 dimensions of burnout is examined. The author concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.     

Marital satisfaction,job satisfaction,and task distribution in the homemaker job

Several facets of the homemaker job were analyzed in terms of the dynamic relationship between husband and wife. Seventy-one husband and wife pairs completed a questionnaire which assessed satisfaction with the homemaker job, marital satisfaction, distribution of responsibility for homemaker tasks between husband and wife, and other variables. Wives' satisfaction with the homemaker job was found related to the degree to which husbands assumed responsibility for homemaker tasks and to the husbands' attitudes toward women in general. Wives' marital satisfaction was found related to the interaction of wives' employment status (job holder or full-time homemaker) and satisfaction with the homemaker job. Directions for future research in this area were suggested.     

Translating self-efficacy in job performance over time: The role of job crafting

This investigation intends to uncover the mechanisms linking self-efficacy to job performance by analyzing the mediating role of job crafting. A two-wave study on 465 white-collar workers was conducted, matching participants’ self-report data (i.e., self-efficacy and job crafting) with supervisory performance ratings. The structural equation model showed a positive reciprocal relationship between self-efficacy and crafting behaviors. In turn, job crafting predicted performance positively over time. More importantly, results confirmed the mediating role of crafting actions, which may represent the behavioral process underlying the positive effect of self-efficacy on individual outcomes. Practical implications for organizations, such as encouraging bottom-up job design or designing job-crafting interventions, and future research directions are also offered.     

The job involvement modulating role in the relationship between stress and job satisfaction

This paper analyzes the modulator role of job involvement in the relationship between stress and job satisfaction, using the OSI (Occupational Stress Indicator) model. For this purpose, we analyzed: six sources of stress, the OSI job satisfaction results, and a job involvement scale. The sample consisted of 779 professional soldiers from the Spanish Army. The results show that when the levels of the two dimensions job involvement (psychological identification and job-related feelings of duty-obligation are high, stress due to achievements and career development and social relationships will have no influence on job satisfaction. However, we found higher job satisfaction, even when stress is high, in those situations where psychological identification is low and job-related feelings of duty-obligation are high.     

Relationships between job evaluation ratings and self-ratings of job characteristics

Self-ratings by 308 shop workers of their job variety, autonomy, task identity, and skill challenge correlate significantly with ratings by observers of the jobs' skill requirements. Self-ratings, however, are unrelated to observers' estimates of the physical demands of the jobs or to environmental conditions of the work. The self-ratings and observer measures provide complementary, not substitute, information. Self-ratings can signal person-job dysfunctions, and more objective job measures can identify possible sources of the dysfunctions. Modifications to job characteristics measures are discussed and suggestions are made to begin a new phase of programmatic job characteristics research.     

Reactions to job transfer by job type and career stage

In American industry, job transfer has been a common technique for staffing organizations and cross-training employees. Increasingly, employees have become reluctant to accept job transfers because of the potential for disruptions to their personal and family lives. In response, applied researchers have attempted to identify reliable employee reactions to job transfers. Empirical results have been inconsistent, however. These inconsistencies may be due, in part, to differences in the measurement of transfer and job types studied, and to a general atheoretical orientation. In this study, these two methodological problems were resolved empirically. Although a formal theory was not proposed, the concept of career stage showed promise as a new research direction. Implications are discussed.We thank Marilyn Gist, Terry Mitchell and Craig Pinder for comments on earlier drafts. Partial support for this study was provided by the National Park Service, Cooperative Park Studies Unit, University of Washington.     

Personality traits and job characteristics as predictors of job experiences

This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor-analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job-induced tension, propensity to leave the job, and self-appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.     

Organizational citizenship behaviours in relation to job status,job insecurity,organizational commitment and identification,job satisfaction and work values

This study investigated organizational citizenship behaviours (OCBs) in a sample of 154 school teachers from Victoria, Australia, of whom 101 were in permanent employment and 53 on fixed‐term contracts. Participants completed measures of OCBs, job insecurity, organizational commitment, organizational identification, job satisfaction and work values relating to influence, variety and skill utilization. Results showed that the contract teachers reported more job insecurity and more OCBs compared to the permanent teachers. OCBs were positively related to perceived job insecurity and negatively related to opportunities to satisfy influence and skillutilization work values for the contract teachers, and positively related to organizational commitment, organizational identification and to opportunities to satisfy variety and skill‐utilization work values for the permanent teachers. Results were discussed in relation to the different functions that OCBs were assumed to serve for both groups of teachers and the possibility of conceptualizing OCBs using a motivational analysis that takes account of expectations and goal structures.     

predicting job decisions in tomorrow's workforce

The Job Decision Factors Survey used policy capturing to measure the influence of 7 factors on job decisions. Data from 400 undergraduate students at a large university, 88% 18–25 years of age, 12% 25–65 years of age, 82% female, 54% White, 21% Asian, 10% Black, 10% Hispanic, 1% American Indian, were included in a regression analysis. Hypothesis 1, the significance of the 7‐factor model, was supported (R² = .02). Hypothesis 2, opportunities to learn accounting for more variance than compensation, was supported (β = .11, β = .06, respectively). Job counselors should consider highlighting learning opportunities when counseling or interviewing similar populations.