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.     

Social validation of an objective measure of dominance in captive monkeys

The validity of a primate dominance hierarchy was examined in terms of its relationship to social interactions. Twelve social behaviors associated with dominance and aggression were recorded during 61 h of observation of six pigtail macaques (Macaca nemestrina). Of the 1,462 interactions recorded, 94.7% were oriented in the water dominance hierarchy in the direction that would be predicted on the basis of their ascribed functions.     

Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries

An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Näswall, 2002 Sverke, M., Hellgren, J. and Näswall, K. 2002. No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3): 242–264. [Crossref], [PubMed] , [Google Scholar]). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide additional support, this objective was examined in two samples: 428 employees belonging to 20 Spanish organizations and 550 employees in 18 Belgian organizations. The results showed that job insecurity climate emerged within the organizations in both samples, and that it influenced employees' job satisfaction and organizational commitment above and beyond individual perceptions of job insecurity in the Spanish sample. The implications and limitations of this study are discussed.     

Cognitive styles and person–environment fit: Investigating the consequences of cognitive (mis)fit

There is currently considerable interest in the key elements of person–environment fit to understand vocational behaviour and to develop strategic human resource management practices. In the light of this interest, we wanted to investigate (1) whether people within similar functions have similar cognitive styles, and (2) what the consequences of cognitive (mis)fit are on three work attitudes, using two large-scale databases (N = 24,267 and N = 2,182). We identified a knowing-oriented cognitive climate in finance, information technology (IT), and research and development (R&D) functions; a planning-oriented cognitive climate in administrative and technical and production functions; and a creating-oriented cognitive climate in sales and marketing functions and general management. Furthermore, we found that the relationship between people's cognitive styles and work attitudes (i.e., job satisfaction, job search behaviour, and intention to leave) does not depend on the cognitive climate in which they work. However, we did find that people with a higher creating style on average score higher on intention to leave and job search behaviour in comparison with people who score lower on the creating style, irrespective of the cognitive climate they are working in. The cognitive climate also partially affects job satisfaction and intention to leave after controlling for cognitive styles. In summary, cognitive styles and cognitive climate seem to have separate influences on people's work attitudes. Our findings are relevant for selection and recruitment policies of organizations and in the context of training, job design, and workforce planning.     

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.     

A cluster-analytically derived typology: Feasible alternative to clinical diagnostic classification of children?

Despite numerous studies of the relationships among symptoms manifested by children and adolescents, there have been few systematic attempts to group individuals on the basis of the syndromes identified. In the course of a treatment evaluation project requiring classification of both child patients and untreated controls, the present study was conducted to determine whether replicable types of children and adolescents could be identified by the cluster analysis of their IJR Behavior Checklist profiles. One clinical sample (N=185) and two mixed clinical and normal subsamples (Ns of 358 and 373) were cluster-analyzed separately. Seven types that replicated across at least two subsamples were identified: (1) High Assets, Flat Symptom Profile; (2) Sociopathic, Academic Problems; (3) Moderate Assets, Egocentric, Incontinent; (4) Insecure, Somaticizing, Underachieving; (5) Aggressive, Overreactive; (6) Schizoid, Withdrawn, Anxious, Bizarre; and (7) Diffuse, Mixed Pathology. The issue posed by the title of the article was explored in the light of the findings.     

Psychosocial development and friendship functions in adolescence

This study concerns the relationship between friendship variables and adolescent psychosocial development, in particular identity and psychosocial intimacy as envisaged by E. Erikson [(1950), Childhood and Society, New York: Norton; (1968), Identity: Youth and Crisis, New York: Norton]. Two hundred and twenty-three secondary school and college students were surveyed regarding friendship networks, beliefs about friendship, functions of friendship in general, and aspects of a best friendship. Intimacy and identity measures were obtained using the Erikson Psychosocial Stage Inventory [D. Rosenthal, R. Gurney, and S. Moore (1981), “From Trust to Intimacy: A New Measure for Examining Erikson's Stages of Psychosocial Development,” Journal of Youth and Adolescence, Vol. 10, pp. 525–537]. Four developmental style groups (Dual High Scorers, High Identity, High Intimacy, and Dual Low Scorers) were formed from these measures. There were no differences between the sexes in their choice of developmental style. Those in the high-identity-high-intimacy and the high-identity-low-intimacy groups were more satisfied with their friendships, which appeared affectively richer. Sex differences showed that while friendship variables were more strongly associated with development for boys, girls viewed their relationships as closer and ascribed more importance to this closeness.     

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

In the light of the current demographic change, organizations need to be aware of factors influencing job satisfaction of older workers in order to maintain high motivation and commitment. The present study addresses this issue by examining the moderating effect of age on the relationship between needs–supply fit and job satisfaction. Based on the general assumption that older workers are more sensitive to circumstances that threaten their well-being (Carstensen, 2006 Carstensen, L. L. 2006. The influence of a sense of time on human development. Science, 312: 1913–1915. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), we hypothesize that older as compared to younger workers should react more negatively to a misfit between their needs and available job supplies. Hence, older as compared to younger workers should report lower levels of job satisfaction when experiencing a misfit between needs and supplies. This hypothesis was tested in a sample of 471 employed workers from different occupational areas. Results confirmed our hypothesis for four out of five domains of needs–supply fit: Significant three-way interactions between needs, supply, and age were observed. The present result that older as compared to younger workers react more strongly to needs–supply misfits additionally underlines the benefits of considering age-related changes in work values and needs in age-sensitive human resource practices.     

Vibrotactile vigilance: The effects of costs and values on signals

Vibrotactile vigilance behavior was examined for the effects on signal detection performance of placing costs on misses and false detections and a positive value on the correct detection of a signal. Analyses over time showing that the frequencies of correct detection and false detection of signals decreased, while response times increased, indicated that increased costs for misses and false alarms lead to poorer correct detection performance, while the value placed on the correct detection of a signal had little effect. The d’ statistic of signal detection theory was invariant with both signal costs and time, while β varied with both factors.These results imply that the performance decrement during a vigil was due to an increased strictness in the criterion (β) the S set for deciding whether or not a signal was present. The cost factors were effective in manipulating performance during the watch by causing changes in the S’s decision criteria. Findings from this study clearly support those predicted by the “Decision Theory” of Swets, Tanner, and Birdsall (1961); this is suggested as perhaps being the best available basis for a theory of vigilance at this time.     

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.     

Trauma exposure is associated with increased context-dependent adjustments of cognitive control in patients with posttraumatic stress disorder and healthy controls

Recent evidence has suggested that posttraumatic stress disorder (PTSD) is associated with alterations in prefrontal-cortex-dependent cognitive processes (e.g., working memory, cognitive control). However, it remains unclear whether these cognitive dysfunctions are related to PTSD symptomatology or trauma exposure. Furthermore, regarding cognitive control, research has only focused on the integrity of selected control functions, but not their dynamic regulation in response to changing environmental demands. Therefore, the present study investigated dynamic variations in interference control, in addition to overall interference susceptibility and working memory (WM) performance in matched groups of 24 PTSD patients and 26 traumatized and 30 nontraumatized healthy controls. The Simon task was used to measure overall interference susceptibility and the flexible adjustment of cognitive control, on the basis of the occurrence of response conflicts (conflict adaptation effect). WM performance was assessed with the forward and backward digit span tasks. Since we have previously shown that trauma exposure per se is associated with reduced hair cortisol concentrations (HCC), we further explored whether PTSD/trauma-related cognitive alterations are related to HCC in proximal 3-cm hair segments. The results revealed that PTSD patients and traumatized controls showed significantly more pronounced conflict adaptation effects than nontraumatized controls. Moreover, the conflict adaptation effect was positively related to the number of lifetime traumatic events and the frequency of traumatization. The groups did not differ in overall interference susceptibility or WM performance. Exploratory analyses revealed no association between HCC and the observed cognitive differences. These results suggest that context-driven control adjustments constitute a sensitive correlate of trauma exposure, irrespective of PTSD.     

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.     

The effects of assertiveness training on the nontraditional role assumption of geriatric nurse practitioners

The Nurse Practitioner movement has been an important element in upgrading health care for the elderly, principally by reducing costs and increasing availability. One central concern in this movement is the ability of Nurse Practitioners [NPs] to break out of the restricted and repressed role of nurse. The teaching of assertive behavior has been an accepted method of assisting NPs in this role change. This study evaluates the effects of assertiveness training using a measure of role assumption in addition to the typical self-report attitude measures. Three cohorts of NP students (N=59) were evaluated with a pre-post administration of attitude measures of assertiveness and a six-month follow-up to measure role assumption. Although the training did have a significant impact on the attitude measures, the impact on nontraditional role assumption was minimal. Policy implications are discussed.     

Spectral sensitivity of the Sooty mangabey

Purkinje shift and scotopic and photopic spectral sensitivity functions were determined for four Sooty mangabeys and five human controls using a flicker technique in a four-choice discrete trials task. Results-indicate a Purkinje shift similar in magnitude and frequency locus to that of human controls. Scotopic spectral sensitivity was almost identical to that of human controls, although both species showed reduced sensitivity relative to the standard CIE function, -at short wavelengths. Photopic spectral sensitivity disclosed enhanced sensitivity in the blue and reduced sensitivity (0.3–0.4 log units) in the red relative to human controls.     

Poor communication in psycholinguistics: Review of four new textbooks

Four new textbooks on psycholinguistics are reviewed:Psycholinguistics: A Cognitive View of Language by H. S. Cairns and C. E. Cairns;Experimental Psycholinguistics by S. Glucksberg and J. H. Danks;Psycholinguistics: Introductory Perspectives by J. F. Kess, andIntroduction to Psycholinguistics by I. Taylor. Three general issues about psycholinguistics are considered in detail: (1) Psycholinguists should attempt to provide psychological tests of competing linguistic theories. (2) More attention should be given by psycholinguists to the work done in the field of human information processing. (3) There is evidence for the Whorfian hypothesis, even in its strong version, at the phonetic level of language. It is concluded that improvement is needed in the communication between psycholinguistics and related disciplines and among the subdivisions of psycholinguistics.     

Observer Effects without Demand Characteristics: An Inductive Investigation of Video Monitoring and Performance

Purpose

The purpose of these two studies was to explore the relationship between video monitoring and quantity of performance in the absence of demand characteristics.

Design/methodology/approach

Data were gathered via two experiments involving business students working on a motor task. Participants were randomly assigned to the monitored and unmonitored conditions. Experiment 1 (n = 75) was inductive while Experiment 2 (n = 139) was partially inductive.

Findings

Experiment 1 showed that monitored participants’ performance was lower than that of unmonitored participants. Further, monitoring reduced outliers, increased interquartile variance, and normalized the distribution. Experiment 2 replicated the effect of monitoring on performance controlling for cognitive ability and emotions, demonstrated that negative emotions interacted with monitoring condition, and suggested that differences in performance were not due to cheating or variation in task-related strategies. We offer a grounded theory of video monitoring proposing that different implicit decision rules are activated when people are monitored as compared to when they are not monitored.

Implications

Future research needs to determine the extent to which our results extend to similar settings in the workplace and to other forms of observation. At this time, we believe organizations should carefully consider the consequences of electronic monitoring. Controlling expectations in the lab or workplace does not necessarily eliminate the independent effect of monitoring. Therefore, researchers must beware misinterpretation of effect sizes and overlooking the role of observation in their data.

Originality/value

These studies demonstrate that video monitoring can create observer effects in the absence of demand characteristics. Our inductive approach revealed the nature of the effects beyond mean differences and served as the basis for developing a testable theory of monitoring that goes beyond what was previously known.     

Gifts of Money and Gifts of Time: Folk Religion and Civic Involvement in a Chinese Society

Drawing on representative survey data collected in Taiwan, this study examines the effects on volunteering of Chinese folk religion. We find (1) practicing ancestor worship lowers people’s likelihood of donating to secular groups while local deity worshippers are more likely to donate money to religious organizations. (2) Sectarian group membership can significantly promote members’ odds of volunteering in religious groups. (3) Individual folk religion is positively associated with the odds of religious giving and volunteering. (4) Individual folk religion adherents mainly donate to Buddhism, Taoism, and Folk Religion, but on an occasional basis.     

Bias and precision of some classical ANOVA effect sizes when assumptions are violated

Previous simulation research has focused on evaluating the impact of analytic assumption violations on statistics related to the F test and associated p _CALCULATED values. The present article evaluated the bias of classical estimates of practical significance (i.e., effect size sample estimators $ {\widehat{\eta}^2} $ , $ {\widehat{\varepsilon}^2} $ , and $ {\widehat{\omega}^2} $ ) in a one-way between-subjects univariate ANOVA when assumptions are violated. The simulation conditions modeled were selected on the basis of prior empirical research. Estimated (1) sampling error bias and (2) precision computed for each of the three effect size estimates for the 5,000 samples drawn for each of the 270 (5 parameter Cohen's d values × 3 group size ratios × 3 population distribution shapes × 3 variance ratios × 2 total ns) conditions were modeled for each of the k = 2, 3, and 4 group analyses. Our results corroborate the limited previous related research and suggest that $ {\widehat{\eta}^2} $ should not be used as an ANOVA effect size estimator, even though $ {\widehat{\eta}^2} $ is the only available choice in the menus in most commonly available software.