UNDERSTANDING NEWCOMERS’ ADAPTABILITY AND WORK‐RELATED OUTCOMES: TESTING THE MEDIATING ROLES OF PERCEIVED P–E FIT VARIABLES

Using longitudinal data from a Chinese newcomer sample (N = 671), we investigated the predictive effects of adaptability on newcomers’ work‐related outcomes. Specifically, we tested 4 perceived P–E fit variables (i.e., P–O fit, needs–supplies fit, demands–abilities fit, and P–G fit) as mediators between adaptability variables and newcomers’ work‐related outcomes. Our results showed that after controlling for demographic effects and other personality variables (i.e., proactive personality and openness to experience), newcomers’ adaptability dimensions (i.e., cultural adaptability, work stress adaptability, interpersonal adaptability, and learning adaptability) were differentially associated with improvement in newcomers’ P–E fit perceptions over a 3‐month time period. In turn, the perceived P–E fit variables were related to the newcomers’ work‐related outcomes (i.e., job performance, job satisfaction, and turnover intentions), after controlling for the socialization process variables (i.e., institutionalized socialization experience, role clarity, and job‐related self‐efficacy). The mediating roles of perceived P–E fit variables were also confirmed. Both theoretical and practical implications in terms of adaptability, newcomer adaptation processes, and P‐E fit are discussed.     

The use of conditional probabilities in applications of Holland's theory

The hexagon of J. L. Holland (1973, Making Vocational Choices: A Theory of Careers, Englewood Cliffs, NJ, Prentice-Hall) is a useful heuristic device for predicting congruency and consistency among the six personality/environment types specified by his theory. One limitation of the traditional hexagon is the implicit bidirectionality: the hexagon displays a single distance between two types. People in applied areas may assume a symmetry which does not exist. Examples are given of situations in which a consistent asymmetry occurs; e.g., in the illustrative data presented, C (Conventional) types are more likely to have E (Enterprising) as a secondary interest than E types are to have C as a secondary interest. Implications of such asymmetries are discussed and suggestions made concerning counseling and other applications.     

The Role of Work and Cultural Values in Occupational Choice,Satisfaction, and Success: A Theoretical Statement

Theorists have all but ignored the career development of ethnic and cultural minorities. The purpose of this article is to rectify this oversight by presenting a values‐based theory of occupational choice, satisfaction, and success. Values were chosen as the cornerstone of the theory because work values have been identified as critical variables in the career development process (e.g., N. A. Fouad, 1995; D. E. Super & B. Sverko, 1995). Cultural values also play an important role in the occupational choice‐making process (e.g., F. A. Ibrahim, H. Ohnishi, & R. P. Wilson, 1994). Although they are the primary factors in choosing and advancing in an occupation, a number of other variables interact with values.     

Students’ motivational responses toward school physical education and their relationship to general self-esteem and health-related quality of life

ObjectivesIn addition to encouraging a physically active lifestyle, the aims of school physical education (PE) also encompass the promotion and development of self-esteem and perceptions of health. Using self-determination theory [SDT; Deci, E.L., & Ryan, R.M. (1991). A motivational approach to self: Integration in personality. In: R.A. Dienstbier (Ed.), Nebraska symposium on motivation: Perspectives on motivation (Vol. 38, pp. 237–288). Lincoln, NE: University of Nebraska] as a conceptual framework, we examined three competing models specifying relations among motivational processes toward PE, students’ general self-esteem, and health-related quality of life (HRQoL).DesignA field correlational prospective design.MethodThree hundred British secondary school students (M age=13.51 years; SD=.76) responded to a multi-section inventory assessing their motivational processes toward school PE. One week later, data pertaining to general self-esteem and HRQoL were obtained.ResultsFollowing minor modifications, structural equation analysis showed the three competing models to provide excellent fit to the study data. All models showed (i) perceptions of autonomy support provided by the PE teacher to positively predict autonomy, competence, and relatedness, (ii) competence and autonomy to positively predict autonomous motivation toward PE, and (iii) direct paths from competence to general self-esteem and from relatedness to HRQoL. Model 1 showed autonomous motivation to positively predict general self-esteem, which in turn positively predicted HRQoL. Model 2 supported a positive path from autonomous motivation to HRQoL, with HRQoL positively predicting general self-esteem. Model 3 supported general self-esteem and HRQoL to be distinct, yet related, dependent variables that were positively predicted by autonomous motivation toward PE.ConclusionThese findings call for future work to examine the causal associations among motivational processes, self-esteem, and HRQoL. The theoretical contributions of SDT to such work are discussed.     

Psychosocial safety climate as a precursor to conducive work environments,psychological health problems,and employee engagement

We constructed a model of workplace psychosocial safety climate (PSC) to explain the origins of job demands and resources, worker psychological health, and employee engagement. PSC refers to policies, practices, and procedures for the protection of worker psychological health and safety. Using the job demands–resources framework, we hypothesized that PSC as an upstream organizational resource influenced largely by senior management, would precede the work context (i.e., job demands and resources) and would in turn predict psychological health and work engagement via mediation and moderation pathways. We operationalized PSC at the school level and tested meso‐mediational models using two‐level (longitudinal) hierarchical linear modelling in a sample of Australian education workers (N = 209–288). Data were repeated measures separated by 12 months, nested within 18 schools. PSC predicted change in individual psychological health problems (psychological distress, emotional exhaustion) through its relationship with individual job demands (work pressure and emotional demands). PSC moderated the relationship between emotional demands and emotional exhaustion. PSC predicted change in employee engagement, through its relationship with skill discretion. The results show that the PSC construct is a key upstream component of work stress theory and a logical intervention site for work stress intervention.     

Verbal,mathematics, and physical education self-concepts and achievements: An extension and test of the Internal/External Frame of Reference Model

ObjectivesThe Internal/External Frame of Reference Model (I/E model; e.g., Marsh, 1986) posits that verbal achievement (Ach) produces a lower mathematics self-concept (SC) and that, conversely, mathematics Ach fosters a lower verbal SC after controlling for prior Ach in each domain. The present study extended this model by adding another school subject that has not been previously investigated, namely physical education (PE). The central goal was to verify whether Ach in PE positively or negatively predicts academic SC in the mathematics and verbal domains.DesignProspective study over one school year.MethodsParticipants were 451 French high school students (mean age = 13.5). Ach scores in mathematics, French and PE were gathered at the beginning of the school year. At the end of this one, students completed a questionnaire to assess their SC in the three school subjects. Results: Structural Equation Modelling results revealed, according to the I/E model, negative paths between mathematics Ach and verbal SC, and between verbal Ach and mathematics SC. Results also revealed singular relationship patterns between the two traditional school subjects and PE. A positive path between PE Ach and mathematics SC was observed whereas the path with the verbal SC was non-significant.ConclusionPE could have benefits to increase SC in other school subject such as mathematics. Broader implications of results for the I/E model are discussed.     

Career adaptability,job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.     

Assessment of tripartite efficacy beliefs within school-based physical education: Instrument development and reliability and validity evidence

Objectives

In educational contexts, Lent and Lopez (2002) proposed that students develop a tripartite network of efficacy beliefs, comprising their confidence in their own capabilities (i.e., self-efficacy), their confidence in their teacher’s ability (i.e., other-efficacy), and their estimation of their teacher’s confidence in their ability (i.e., relation-inferred self-efficacy). In spite of the potential for school-based physical education (PE) to stimulate leisure-time activity patterns among adolescents, it is noteworthy that this framework has yet to be explored in school PE contexts.

Design and methods

In Phase 1, we recruited 62 Australian high school students (aged 11-13) in order to develop instruments designed to assess self-efficacy, other-efficacy, and relation-inferred self-efficacy within PE settings. In Phases 2 and 3, we sought to provide evidence for measurement reliability, validity, and invariance with cross-sectional and prospective data derived from Australian (N = 602, M_age = 13.54, SD = .76) as well as Singaporean (N = 606; M_age = 14.10, SD = 1.01) students.

Results

Results revealed (a) support for the factorial validity of these measures in both locations, (b) evidence of gender-related and cross-national measurement invariance, (c) positive inter-relationships between students’ tripartite efficacy perceptions that were consistent with theory, and (d) positive correlations with key in-class (e.g., effort, enjoyment) and leisure-time (e.g., physical activity levels) outcomes.

Conclusions

Taken together, the results provide preliminary evidence for the reliability and validity of measures derived from these tripartite efficacy instruments, and support their use in future research designed to examine PE engagement.     

Investigating occupational well-being and leadership from a person-centred longitudinal approach: congruence of well-being and perceived leadership

The overall objective of this longitudinal study was to investigate the association between perceived leadership and employee well-being from a person-centred approach utilizing the principles of the conservation of resources theory (Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524; Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324). First, we aimed to identify latent classes (i.e., subgroups) of employees that demonstrated similar mean levels of stability and change in occupational well-being (i.e., vigour and emotional exhaustion) across a mean time-lag of 14 months. Second, we ascertained whether employees in the latent well-being classes differed in their ratings of transformational, authentic, and abusive leadership behaviours across time. Self-report data were obtained from Finnish employees (N = 262, 88% women) working in a variety of municipal jobs. Using factor mixture modelling, four latent well-being classes were identified, indicating good (79%), low (10%), improving (8%), and deteriorating (3%) well-being. Congruence in both level and change of well-being and perceived leadership was found. That is, employees with better well-being across time reported more favourable leadership behaviours at both time points, and changes in employee well-being were reflected as changes in perceived leadership. The close relationship between perceived leadership and well-being is discussed from both a leader-centric (leadership as a resource) and a follower-centric (well-being as a resource) perspective.     

Engaging the consumer: The science and art of the value creation process

Regulatory engagement theory [Higgins, E. T. (2006). Value from hedonic experience and engagement. Psychological Review, 113, 439–460.] proposes that value is a motivational force of attraction to or repulsion from something, and that strength of engagement contributes to value intensity independent of hedonic and other sources of value direction. This paper reviews different sources of engagement strength, including dealing with challenges by opposing interfering forces and overcoming personal resistance, preparing for something that is likely to happen, and using “fit” or “proper” means of goal pursuit. We present evidence that each of these sources of engagement strength can intensify the value of something, and we show how stronger engagement can not only make something positive more positive but also make something negative more negative. We also discuss how these effects of stronger engagement on the value of something else are independent of actors' own personal experiences during goal pursuit. We then broaden regulatory engagement theory by describing the nature of these personal experiences from different sources of engagement strength—distinct positive experiences (e.g., feeling “pleasure” vs. feeling “right”) and distinct negative experiences (e.g., feeling “tension” vs. feeling “defiance”)—and consider the science and art of combining them with engagement strength for maximal persuasion and influence.     

Notes on selective influence, probabilistic causality, and probabilistic dimensionality

The paper provides conceptual clarifications for the issues related to the dependence of jointly distributed systems of random entities on external factors. This includes the theory of selective influence as proposed in Dzhafarov [(2003a). Selective influence through conditional independence. Psychometrika, 68, 7-26] and generalized versions of the notions of probabilistic causality [Suppes, P., & Zanotti, M. (1981). When are probabilistic explanations possible? Synthese, 48, 191-199] and dimensionality in the latent variable models [Levine, M. V. (2003). Dimension in latent variable models. Journal of Mathematical Psychology, 47, 450-466]. One of the basic observations is that any system of random entities whose joint distribution depends on a factor set can be represented by functions of two arguments: a single factor-independent source of randomness and the factor set itself. In the case of random variables (i.e., real-valued random entities endowed with Borel sigma-algebras) the single source of randomness can be chosen to be any random variable with a continuous distribution (e.g., uniformly distributed between 0 and 1).     

The Interplay Between Social Cynicism Beliefs and Person–Organization Fit on Work‐Related Attitudes Among Chinese Employees

In recent decades, person–organization (P–O) fit has been established as an important predictor of work‐related attitudes (e.g., Hoffman & Woehr, 2006 ; Kristof‐Brown, Zimmerman, & Johnson, 2005 ). However, research has revealed the existence of boundary conditions for effects of P–O fit (e.g., employees' personality, perceptions of other aspects of their jobs; Resick, Baltes, & Shantz, 2007 ). We argue that people's worldview may also moderate this process, adding predictive power above and beyond the established moderation effects of personality and other aspects of fit in the organization. To examine this possibility, we conducted a survey among Chinese employees from various organizations to examine the interaction between their social beliefs and P–O fit on their level of job satisfaction.     

Exploring the complexities of value creation: The role of engagement strength

Regulatory engagement theory (Higgins, E. T. (2006). Value from hedonic experience and engagement. Psychological Review, 113, 439–460; Higgins, E.T. &; Scholer, A.A. (2009). Engaging the consumer: The science and art of the value creation process. Journal of Consumer Psychology) proposes that engagement strength plays a critical role in the creation of value intensity. We discuss the ways in which engagement, in this model, can be distinguished from arousal, motivation to act, and experienced difficulty. We distinguish between the mechanisms and predictions made by regulatory engagement theory versus cognitive dissonance theory and a goal systems approach. We also describe the complexities and conditions under which some sources of engagement strength (e.g., regulatory fit) may relate to value creation. For instance, while regulatory fit has more typically been associated with increased engagement strength, regulatory nonfit may also sometimes increase engagement by serving as an obstacle to be overcome. We review existing evidence and highlight open questions related to the role of engagement strength in creating value.     

从征求到反应：建言行为链中的管理者角色

在建言行为发生链中,管理者扮演着征求者和反应者的不同角色。在管理实践中,管理者却罕于从员工处征求建言,或未能对员工建言做出有效反应。在学术界,目前有关管理者征求建言、纳谏和建言/建言者评估的研究日益丰富,但不成系统。为解决这些实践和理论上的不足,提出并整合建言行为链框架;并基于输入-过程-输出模型,从管理者角色入手,系统分析和归纳管理者征求建言、采纳建言、评估建言(者)的前提和结果,以诠释管理者在员工建言行为链中发挥的作用及其机制,并为管理者更好履行建言管理职能提供实践参考。     

Intersectional Invisibility: The Distinctive Advantages and Disadvantages of Multiple Subordinate-Group Identities

The hypothesis that possessing multiple subordinate-group identities renders a person “invisible” relative to those with a single subordinate-group identity is developed. We propose that androcentric, ethnocentric, and heterocentric ideologies will cause people who have multiple subordinate-group identities to be defined as non-prototypical members of their respective identity groups. Because people with multiple subordinate-group identities (e.g., ethnic minority woman) do not fit the prototypes of their respective identity groups (e.g., ethnic minorities, women), they will experience what we have termed “intersectional invisibility.” In this article, our model of intersectional invisibility is developed and evidence from historical narratives, cultural representations, interest-group politics, and anti-discrimination legal frameworks is used to illustrate its utility. Implications for social psychological theory and research are discussed.     

Testing two cognitive theories of insight

Insight in problem solving occurs when the problem solver fails to see how to solve a problem and then--"aha!"--there is a sudden realization how to solve it. Two contemporary theories have been proposed to explain insight. The representational change theory (e.g., G. Knoblich, S. Ohlsson, & G. E. Rainey, 2001) proposes that insight occurs through relaxing self-imposed constraints on a problem and by decomposing chunked items in the problem. The progress monitoring theory (e.g., J. N. MacGregor, T. C. Ormerod, & E. P. Chronicle, 2001) proposes that insight is only sought once it becomes apparent that the distance to the goal is unachievable in the moves remaining. These 2 theories are tested in an unlimited move problem, to which neither theory has previously been applied. The results lend support to both, but experimental manipulations to the problem suggest that the representational change theory is the better indicator of performance. The findings suggest that testable opposing predictions can be made to examine theories of insight and that the use of eye movement data is a fruitful method of both examining insight and testing theories of insight.     

Ethical leadership,person-organizational fit,and productive energy: a South African sectoral comparative study

ABSTRACT

Research suggests that ethical leadership (EL) affects employee behavior and organizational functioning. This study aimed to determine the relationship between EL and productive energy (PE), as mediated by person-organizational fit (POF). The study used assumptions of the social learning and social exchange theories that posit that leadership has a direct impact on employee behavior, mainly through role modeling and the reciprocal nature thereof. An empirical paradigm using a cross sectional quantitative design was used. The PE instrument (developed in the USA) was assessed for construct validity within the South African context (exploratory and confirmatory factor analysis). The analysis included a comparison between the private and public sectors, emphasizing the importance of context as differentiator. Relatively high, statistically significant correlations were found between the variables for both sectors and the combined sample. The hierarchical regression analysis indicated that 18% of the variance in PE is explained by EL. This model was improved by the inclusion of POF (total variance of 32% explained). The conceptual model was confirmed with structural equation modeling (SEM). The findings of this study suggest that EL has a significantly positive effect on PE and POF, which mediates the relationship between EL and PE. Sectoral differences were reported.     

A probability-based measure of effect size: robustness to base rates and other factors

Calculating and reporting appropriate measures of effect size are becoming standard practice in psychological research. One of the most common scenarios encountered involves the comparison of 2 groups, which includes research designs that are experimental (e.g., random assignment to treatment vs. placebo conditions) and nonexperimental (e.g., testing for gender differences). Familiar measures such as the standardized mean difference (d) or the point-biserial correlation (rpb) characterize the magnitude of the difference between groups, but these effect size measures are sensitive to a number of additional influences. For example, R. E. McGrath and G. J. Meyer (2006) showed that rpb is sensitive to sample base rates, and extending their analysis to situations of unequal variances reveals that d is, too. The probability-based measure A, the nonparametric generalization of what K. O. McGraw and S. P. Wong (1992) called the common language effect size statistic, is insensitive to base rates and more robust to several other factors (e.g., extreme scores, nonlinear transformations). In addition to its excellent generalizability across contexts, A is easy to understand and can be obtained from standard computer output or through simple hand calculations.     

Corporate Social Responsibility,Employee–Company Identification,and Organizational Commitment: Mediation by Employee Engagement

Contrary to the theory and research on employee engagement in the western countries, less consideration has been given to the importance of employee engagement in Asian countries wherein its need is felt more. As more and more companies in Asia realize the importance of a productive workforce, this research examines the mediating role of employee engagement in the relationships of corporate social responsibility (CSR), employee–company identification (E–C) and organizational commitment (OC). Structural analysis of 290 online responses of employees working for various Indian and foreign information technology enabled services (ITES) companies in India, confirms the presence of partial mediation by employee engagement in between its antecedents (CSR and E–C) and its consequence (OC). The proposed model was found to be a good fit. The study provides empirical support to the argument that CSR and E–C are distant antecedents of OC. The results may encourage managers of ITES companies to consider CSR as an investment rather than an expense.