Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews

Purpose

We investigated how job applicants’ personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultaneously). We especially addressed trait interactions between neuroticism and extraversion (the affective plane) and extraversion and agreeableness (the interpersonal plane).

Design/Methodology/Approach

Data on personality (pre-interview) and justice perceptions (post-interview) were collected in a field study among job applicants (N = 97) attending group selection interviews for positions as teachers in a Norwegian high school.

Findings

Interaction effects in hierarchical regression analyses showed that perceptions of social and structural justice increased with levels of extraversion among high scorers on neuroticism. Among emotionally stable applicants, however, being introverted or extraverted did not matter to justice perceptions. Extraversion did not impact on the perception of social justice for applicants low in agreeableness. Agreeable applicants, however, experienced the group interview as more socially fair when they were also extraverted.

Implications

The impact of applicant personality on justice perceptions may be underestimated if traits interactions are not considered. Procedural fairness ratings for the group selection interview were high, contrary to the negative reactions predicted by other researchers. There was no indication that applicants with desirable traits (i.e., traits predictive of job performance) reacted negatively to this selection tool.

Originality/Value

Despite the widespread use of interviews in selection, previous studies of applicant personality and fairness reactions have not included interviews. The study demonstrates the importance of previously ignored trait interactions in understanding applicant reactions.

     

Can Being Gay Provide a Boost in the Hiring Process? Maybe If the Boss is Female

Purpose

The purpose of this study was to investigate whether men and women differentially prefer hiring gay and lesbian job applicants relative to equally qualified heterosexual job applicants.

Design/Methodology/Approach

Data were collected from two samples of non-student participants. Each participant evaluated the perceived hirability of an ostensibly real job applicant by reviewing the applicant’s resume. In reality, all participants were randomly assigned to evaluate the same fictitious resume that differed only in the gender and sexual orientation of the applicant.

Findings

We find that men perceived gay and lesbian job applicants as less hirable, while women perceived gay and lesbian job applicants as more hirable than heterosexual job applicants. Additionally, we show perceptions of hirability are mediated by perceptions of gay and lesbian job applicants’ competence.

Implications

These results show that bias against gays and lesbians is much more nuanced than previous work suggests. One implication is that placing more women in selection roles within organizations could be a catalyst for the inclusion of gay and lesbian employees. Additionally, these results could influence when and how gays and lesbians disclose their gay identities at work.

Originality/Value

These studies are the first to identify a positive bias in favor of gay and lesbian job applicants. As attitudes toward gays and lesbians become more positive, results like these are important to document as they signal a shift in intergroup relations. These results will also help managers and organizations design selection processes to minimize bias toward applicants.

     

Internet-Based,Unproctored Assessments on Mobile and Non-Mobile Devices: Usage,Measurement Equivalence,and Outcomes

Purpose

The purpose of this study was to determine the usage rates, measurement equivalence, and potential outcome differences between mobile and non-mobile device-based deliveries of an unproctored, non-cognitive assessment.

Design/Methodology/Approach

This study utilized a quasi-experimental design based on archival data obtained from applicants who completed a non-cognitive assessment on a mobile (n = 7,743; e.g., smartphones, tablet computers) or non-mobile (n = 929,341; e.g., desktop computers) device as part of an operational, high-stakes pre-employment selection process.

Findings

One percent of applicants used mobile devices to complete the assessment. Multiple-group confirmatory factor analysis indicated the assessment was equivalent across mobile and non-mobile devices at the configural, metric, scalar, and latent mean levels. A comparison of observed score means using one-way and factorial ANOVAs demonstrated that the use of mobile and non-mobile devices did not produce any practically significant score differences on the assessment across devices or applicant demographic subgroups.

Implications

Industry and technological trends suggest mobile device usage will only increase. Thus, demonstrating that mobile device functionality and hardware characteristics do not change the psychometric functioning or applicant outcomes for a non-cognitive, text-based selection assessment is critical to talent assessment.

Originality/Value

This study provides the first empirical examination of the usage of mobile devices to complete talent assessments and their impact on assessment properties and applicant outcomes, and serves as the foundation for future research and application of this growing technological trend in pre-employment assessment.

     

The Moderating Role of Intergroup Contact in Race Composition,Perceived Similarity,and Applicant Attraction Relationships

Purpose

This study investigated the moderating effect of intergroup contact on the relationship between the race composition of organizational representatives, perceived similarity, and minority applicant attraction.

Design/Methodology/Approach

344 minority Malaysian-Chinese university students read a job advertisement that varied the racial composition of organizational representatives (100 % Malay or 50 % Malay–50 % Chinese or 100 % Chinese). Of these participants, 161 were Malaysian-Chinese in Malaysia (high intergroup contact location) and 183 were Malaysian-Chinese in Australia (low intergroup contact location). After reading the advertisement, participants responded to a series of scale items (e.g., perceived surface-level similarity, perceived deep-level similarity, and applicant attraction).

Findings

Results showed that the effect of race composition on attraction was stronger for minority participants in Australia than for minority participants in Malaysia. Perceived deep-level similarity mediated this moderated relationship.

Implications

The study findings suggest that organizations should include minority representatives in their recruitment advertising to attract minority applicants, particularly to attract minorities in locations with few opportunities for intergroup contact.

Originality/Value

By testing the mediating effects of perceived surface-level and deep-level similarity, this study contributes to our understanding of the mechanism linking the interaction between race composition and location with applicant attraction.

     

Cross-Cultural Differences in the Attitude Toward Applicants’ Faking in Job Interviews

Purpose

This study questions whether applicants with different cultural backgrounds are equally prone to fake in job interviews, and thus systematically examines cross-cultural differences regarding the attitude toward applicants’ faking (an important antecedent of faking and a gateway for cultural influences) on a large scale.

Design/Methodology/Approach

Using an online survey, employees’ (N = 3252) attitudes toward faking were collected in 31 countries. Cultural data were obtained from the Global Leadership and Organizational Behavior Effectiveness project (GLOBE).

Findings

Attitude toward faking can be differentiated into two correlated forms (severe/mild faking). On the country level, attitudes toward faking correlate in the expected manner with four of GLOBE’s nine cultural dimensions: uncertainty avoidance, power distance, in-group collectivism, and gender egalitarianism. Furthermore, humane orientation correlates positively with attitude toward severe faking.

Implications

For international personnel selection research and practice, an awareness of whether and why there are cross-cultural differences in applicants’ faking behavior is of utmost importance. Our study urges practitioners to be conscious that applicants from different cultures may enter selection situations with different mindsets, and offers several practical implications for international personnel selection.

Originality/Value

Cross-cultural research has been expected to answer questions of whether applicants with different cultural backgrounds fake to the same extent during personnel selection. This study examines and explains cross-cultural differences in applicants’ faking in job interviews with a comprehensive sample and within a coherent theoretical framework.

     

Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Purpose

The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely (a) that they are measures of interviewees’ behavioral intentions or (b) that they are measures of interviewees’ ability to correctly decipher situational demands.

Design/Methodology/Approach

We tested these explanations with 101 students, who participated in a 2-day selection simulation.

Findings

In line with the first explanation, there was considerable similarity between what participants said they would do and their actual behavior in corresponding work-related situations. However, the underlying postulated mechanism was not supported by the data. In line with the second explanation, participants’ ability to correctly decipher situational demands was related to performance in both the interview and work-related situations. Furthermore, the relationship between the interview and performance in the work-related situations was partially explained by this ability to decipher situational demands.

Implications

Assessing interviewees’ ability to identify criteria might be of additional value for making selection decisions, particularly for jobs where it is essential to assess situational demands.

Originality/Value

The present study made an effort to open the ‘black box’ of situational interview validity by examining two explanations for their validity. The results provided only moderate support for the first explanation. However, the second explanation was fully supported by these results.

     

Impression Management Use in Resumes and Cover Letters

Purpose

This study contributes to the ecological validity of resume research by systematically examining the impression management (IM) content of actual resumes and cover letters and empirically testing the effect on applicant evaluation.

Design/methodology/approach

A content analysis of the frequency and intensity of IM tactic use in 60 resumes and cover letters was completed (Study 1). Next, an experiment was conducted in which IM tactic use was manipulated and the effect on applicant evaluation examined, using a sample of MTurk workers as evaluators (Study 2).

Findings

In Study 1, four self-promotion categories, three ingratiation categories, and one hybrid category were delineated. In Study 2, ingratiation and lower intensity self-promotion were found to increase perceptions of job and organization fit.

Implications

Employers should be aware that resumes and cover letters contain IM tactics that may influence applicant evaluation. In addition, employment training programs might communicate the benefits of using ingratiation and lower intensity self-promotion, while emphasizing the importance of accurately conveying one’s qualifications. Furthermore, the present taxonomy of IM resume content might be applied to resume database search engines to identify and index IM tactic use.

Originality/value

This research is the first to develop a taxonomy of IM tactics based on actual resumes and cover letters and may facilitate more comprehensive manipulations of IM tactic use and better integration of IM research across the selection process.

     

Popularity Procurement and Pay Off: Antecedents and Consequences of Popularity in the Workplace

Purpose

This study examines agreeableness and work knowledge as predictors of employees’ popularity above and beyond core self-evaluation (CSE), and the moderating role of these constructs on the CSE–popularity relationship. We also investigate popularity’s effects on supervisor-rated task performance and promotion potential, and the conditional indirect effects of CSE on these outcomes via popularity.

Design/Methodology/Approach

Multi-source data were collected from 213 employees, their coworkers, and direct supervisors in a Chinese mine trading company.

Findings

Agreeableness predicted popularity above and beyond CSE and moderated the CSE–popularity relationship, although the direct and moderating effects of work knowledge were nonsignificant. Popularity positively influenced performance ratings but not promotion potential. Results also supported conditional indirect effects of CSE on performance ratings via popularity.

Implications

The current findings underscore the importance of examining workplace popularity. Discovering agreeableness as an additional predictor of popularity and its moderation effects on the CSE–popularity link suggests that communal qualities are important for employees’ attainment of popularity. The discussion also focuses on expanding the scope of workplace popularity to include performance-related outcomes. Lastly, this study considers how employee characteristics connect to performance ratings through popularity.

Originality/Value

Workplace popularity is relatively unexplored but has tremendous organizational implications. This research advances the understanding of how to attain workplace popularity and the boundary conditions for the relationship between CSE and popularity. It also extends consequences associated with workplace popularity beyond interpersonal outcomes and assesses the role of popularity, a construct rooted in collective perception, in explaining links between employee characteristics and performance-related outcomes.

     

Friends and Family: The Role of Relationships in Community and Workplace Attachment

Purpose

Most work–life research focuses on the spillover of the nuclear family to the workplace, offering little insight into how other family relationships and friendships can spill over to affect employees’ organizational attachment. Past research has also overlooked the role of relationship quality and the mechanisms underlying these life-to-work spillover effects. Addressing these shortcomings, we integrate the systemic model of community attachment with job embeddedness theory to develop a model of community relational embeddedness and then use this model to examine how nonwork relationships connect people to their workplaces.

Design/Methodology/Approach

We used survey data from a national sample of 2025 accounting professionals and tested mediation hypotheses using structural equation modeling.

Findings

Employees’ relationships with friends and family predicted their attachment to their communities, which in turn predicted their workplace turnover intentions. Supporting our theoretical model, bonds with friends and family predicted moving intentions, and community fit and sacrifice mediated these effects. Community fit and sacrifice also predicted work turnover intentions indirectly through moving intentions. Tests also revealed that, surprisingly, friendships had a stronger impact on community attachment than family.

Implications

Employees are connected to their organizations through an array of close community relationships that extend beyond the nuclear family (i.e., spouse, children). Organizations can enhance employees’ workplace attachment by recognizing the role of friends and offering work–life programs that use a broad conceptualization of family (e.g., adult siblings, parents).

Originality/Value

Our study illustrates the importance of community relationships to workplace attachment, and the need to incorporate relational quality, nonnuclear family, and friendships in future research.

     

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

Purpose

This paper advances a socioecological perspective toward understanding the relationship between demography and job attitudes by considering the joint effects of individual ethnicity and ethnic group relative representation—the degree to which an individual’s own demographic group is represented similarly in their organization and the community in which the organization is located.

Design/Methodology/Approach

Hierarchical polynomial regression analyses of census and survey data from 57,000 employees of 142 hospitals in the United Kingdom suggest that ethnic group relative representation is related to ethnic minority employees’ job satisfaction and turnover intentions.

Findings

An asymmetric pattern emerged wherein the effect of under-representation on turnover intentions was stronger than the effect of over-representation. Moreover, the effects of relative representation varied with respectful treatment by coworkers; relative representation had little effect on attitudes of employees who reported low levels of coworker respect but generally enhanced attitudes when respect was high.

Originality/Value

This work points to the meaningful role that socioecological factors can play in what are typically considered to be intraorganizational phenomena, thereby highlighting the need for organizational research to assess relevant aspects of the communities in which organizations are embedded.

     

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

Purpose

The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes.

Methodology

Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses.

Findings

Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions.

Implications

Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression.

Originality

This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes.

     

Organizational Conspiracy Beliefs: Implications for Leadership Styles and Employee Outcomes

Purpose

Belief in conspiracy theories about societal events is widespread among citizens. The extent to which conspiracy beliefs about managers and supervisors matter in the micro-level setting of organizations has not yet been examined, however. We investigated if leadership styles predict conspiracy beliefs among employees in the context of organizations. Furthermore, we examined if such organizational conspiracy beliefs have implications for organizational commitment and turnover intentions.

Design/Methodology/Approach

We conducted a survey among a random sample of the US working population (N = 193).

Findings

Despotic, laissez-faire, and participative leadership styles predicted organizational conspiracy beliefs, and the relations of despotic and laissez-faire leadership with conspiracy beliefs were mediated by feelings of job insecurity. Furthermore, organizational conspiracy beliefs predicted, via decreased organizational commitment, increased turnover intentions.

Implications

Organizational conspiracy beliefs matter for how employees perceive their leaders, how they feel about their organization, and whether or not they plan to quit their jobs. A practical implication, therefore, is that it would be a mistake for managers to dismiss organizational conspiracy beliefs as innocent rumors that are harmless to the organization.

Originality/Value

Three novel conclusions emerge from this study. First, organizational conspiracy beliefs occur frequently among employees. Second, participative leadership predicts decreased organizational conspiracy beliefs; despotic and laissez-faire leadership predict increased organizational conspiracy beliefs due to the contribution of these destructive leadership styles to an insecure work environment. Third, organizational conspiracy beliefs harm organizations by influencing employee commitment and, indirectly, turnover intentions.

     

Perceptions of Nepotism Beneficiaries: The Hidden Price of Using a Family Connection to Obtain a Job

Purpose

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire.

Methodology

Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired.

Findings

Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications.

Implications

This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively.

Originality/Value

This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.

     

Behavioral Expression of Job Interview Anxiety

Purpose

The aim of this study was to investigate (a) the behavioral cues that are displayed by, and trait judgments formed about, anxious interviewees, and (b) why anxious interviewees receive lower interview performance ratings. The Behavioral Expression of Interview Anxiety Model was created as a conceptual framework to explore these relations.

Design/Methodology/Approach

We videotaped and transcribed mock job interviews, obtained ratings of interview anxiety and interview performance, and trained raters to assess several verbal and nonverbal cues and trait judgments.

Findings

The results indicated that few behavioral cues, but several traits were related to interviewee and interviewer ratings of interview anxiety. Two factors emerged from our factor analysis on the trait judgments—Assertiveness and Interpersonal Warmth. Mediation analyses were performed and indicated that Assertiveness and Interpersonal Warmth mediated the relation between interview anxiety and interview performance. Speech rate (words spoken per minute) and Assertiveness were found to mediate the relation between interviewee and interviewer ratings of interview anxiety.

Implications

Overall, the results indicated that interviewees should focus less on their nervous tics and more on the broader impressions that they convey. Our findings indicate that anxious interviewees may want to focus on how assertive and interpersonally warm they appear to interviewers.

Originality/Value

To our knowledge, this is the first study to use a validated interview anxiety measure to examine behavioral cues and traits exhibited by anxious interviewees. We offer new insight into why anxious interviewees receive lower interview performance ratings.

     

Looking for Assistance in the Dark: Pay Secrecy,Expertise Perceptions,and Efficacious Help Seeking Among Members of Newly Formed Virtual Work Groups

Purpose

Adopting an information processing perspective, we argue that in pay-for-performance contexts, pay secrecy may adversely affect the ability of members of newly formed, virtual work groups to source assistance from those most able to provide it, referred to here as efficacious help-seeking.

Design/Methodology/Approach

We conducted a repeated-measures laboratory study in which one hundred forty-six participants interacted with three confederates, each with a varying level of skill. Participants’ help-seeking behaviors were recorded and efficacious help-seeking was examined as a function of the four pay transparency conditions.

Findings

Our findings reveal that accurate perception of task expertise of the highest paid work group member mediates the impact of pay transparency on members’ efficacious help-seeking. The findings also show that the positive relationship between pay transparency and efficacious help-seeking is amplified for average and high performers and that for these same individuals a shift from secrecy to transparency is accompanied by a significant increase in efficacious help-seeking.

Implications

This study extends pay secrecy research by shifting the focus away from fairness, instrumentality, and sorting and toward information processing. More specifically, the study highlights how pay and pay comparisons can influence inter-relating behaviors in organizations in general and expertise identification and help seeking behaviors in particular.

Originality/Value

We believe this is the first study to directly examine how the availability of pay comparison information determines inter-relating behaviors in organizations. The study offers insight for pay policy in organizations that rely upon employee help-seeking, showing that efficacious help-seeking can be enhanced through transparent pay practices. This is particularly evident in the virtual teams examined in the present study.

     

Editorial: Evidence on Questionable Research Practices: The Good,the Bad,and the Ugly

Purpose

Questionable research or reporting practices (QRPs) contribute to a growing concern regarding the credibility of research in the organizational sciences and related fields. Such practices include design, analytic, or reporting practices that may introduce biased evidence, which can have harmful implications for evidence-based practice, theory development, and perceptions of the rigor of science.

Design/Methodology/Approach

To assess the extent to which QRPs are actually a concern, we conducted a systematic review to consider the evidence on QRPs. Using a triangulation approach (e.g., by reviewing data from observations, sensitivity analyses, and surveys), we identified the good, the bad, and the ugly.

Findings

Of the 64 studies that fit our criteria, 6 appeared to find little to no evidence of engagement in QRPs and the other 58 found more severe evidence (91 %).

Implications

Drawing upon the findings, we provide recommendations for future research related to publication practices and academic training.

Originality/value

We report findings from studies that suggest that QRPs are not a problem, that QRPs are used at a suboptimal rate, and that QRPs present a threat to the viability of organizational science research.

     

Humor in Teams: Multilevel Relationships Between Humor Climate,Inclusion, Trust,and Citizenship Behaviors

Purpose

This study examines the cross-level influence of positive and offensive leader humor climates on employee inclusion and citizenship behaviors, and the moderating effect of trust in such relationships.

Design/Methodology/Approach

We collected data from a sample of 225 respondents nested within 23 teams from a Canadian financial organization. A multilevel confirmatory analysis was used to provide evidence that variables of this study are distinct and a HLM analysis to test the hypotheses.

Findings

We find that employees’ perception of inclusion is influenced much more by an offensive humor climate than by a positive one. The results also suggest that the perception of inclusion plays a significant intermediary role in the influence of humor climates on citizenship behavior. Finally, trust in leaders acts as an important contingent condition in the effectiveness of a humor climate.

Implications

Use of humor does not always pay. Offensive humor by supervisor is a risky strategy that may undermine the beneficial effects of positive humor climate, increase employee exclusion and weaker individual performance.

Originality/Value

Our study shows the utility of using micro- and macro-approaches, and more specifically, the relevance of adopting an integrative multilevel view of the effect of a humor environment in predicting individual inclusion and citizenship behaviors.

     

Work Passion Through the Lens of Culture: Harmonious Work Passion,Obsessive Work Passion,and Work Outcomes in Russia and China

Purpose

This cross-cultural study with employee–supervisor dyads in Russia and China examines links between harmonious and obsessive work passion and four job- and organization-focused outcomes (job satisfaction, intentions to quit, job performance, and organizational citizenship behaviors) and two career-focused outcomes (career satisfaction and occupational commitment).

Design/Methodology/Approach

Data were collected from employee–supervisor dyads in Russia (N = 223) and China (N = 193). We undertook a series of hierarchical regressions to examine the hypothesized relationships.

Findings

We found considerable support for the harmonious passion–work outcome relationships and less support for the obsessive passion–work outcome relationships. In both Russia and China, harmonious passion predicted all six hypothesized outcomes. However, obsessive work passion predicted job satisfaction and occupational commitment in Russia, but was unrelated to any of the hypothesized outcomes in China. We also identified several culture-specific work passion–outcome relationships.

Implications

Our research extends the duality of the work passion construct to non-Western cultures. The examination of a variety of work passion outcomes provides a finer-grained approach to how two types of passion uniquely link to different work consequences. Several culture-specific findings refute the traditionally held assumption that harmonious passion relates to solely positive outcomes, whereas obsessive passion relates to solely negative outcomes. Collectively, the results augment the nomological framework of the passion construct. The study informs managerial practices by suggesting when work passion needs to be encouraged or tamed.

Originality/Value

This is the first study that examines a variety of job-, organization-, and career-focused outcomes of work passion in non-Western organizations.

     

Situating Ethical Behavior in the Nomological Network of Job Performance

Purpose

Our objective was to generate, define, and evaluate behavioral dimensions of ethical performance at work that are common across United States occupations.

Design/Methodology/Approach

This project involved three studies. Study 1 involved (a) qualitative review of published literature, professional codes of ethics, and critical incidents of (un)ethical performance and resulted in (b) behavioral dimensions and ethical performance rating scales. The second and third studies used a retranslation methodology to evaluate the ethical performance dimensions from Study 1. The behavioral dimensions were linked to the performance determinants (personal attributes) in Study 3.

Findings

Study 1 resulted in draft dimension definitions and rating scales for 10 ethical performance dimensions. In Studies 2 and 3, retranslation data provided strong support for 10 behavioral dimensions of ethical performance at work. Results from Study 3 shed light on possible relationships among the performance dimensions based on their underlying performance determinants.

Implications

Communicating an organization’s ethical standards to employees is important because some ethical breakdowns can be attributed to simply failing to recognize an ethical matter (in: DeCremer, Managerial ethics: Managing the psychology of morality, Routledge, New York, 2011). Definitions of ethical behavior in the workplace provide a tool for researchers, employers, and employees to communicate about ethical situations and a foundation for folding ethics into employee training and performance management.

Originality/Value

These studies provide a taxonomy of ethical performance at work that generalizes to a diverse array of occupations and industries, and dimensions and rating scales have value for performance management, training/curriculum development, job analysis, predictor development and/or validation, and additional research.