CONSTRUCTING JOB FAMILIES: AN ANALYSIS OF QUANTITATIVE TECHNIQUES USED FOR GROUPING JOBS

A Monte Carlo study was conducted to examine the performance of several quantitative grouping strategies for the purpose of grouping jobs into job families. Two factors were found to substantially affect the accuracy of these grouping strategies in terms of identifying the correct number of families, and accurately classifying jobs into those families. Through simulation of job analysis data sets designed to reflect various underlying structures among a set of jobs, it was found that techniques based on the commonly used hierarchical cluster analysis model were relatively inaccurate when applied to data containing measurement error or overlap between job families. Alternatively, Q-type factor analysis and hybrid techniques involving a combination of factor and cluster analysis proved to be viable and robust grouping strategies for job classification research.     

Internet Channel and Cannibalization: An Empirical Assessment of Sales Agents’ Perspective

Organizations increasingly use Internet channels to enhance performance, consolidate existing markets, and reach new markets. The overarching benefits realized through the Internet oftentimes come at the expense of perceived job insecurity among individuals in the organization. This study explores perceptions of job insecurity among sales agents when the Internet seems to cannibalize their business, customer relationships, and jobs. Results suggest that sales agents’ perceptions of cannibalization negatively influence their effort, job satisfaction, and job performance, whereas relational capital moderates the influence of these perceptions. In a post hoc analysis, the impact of perceived cannibalization is found to be more severe for less experienced sales agents than for more experienced sales agents.     

Effect of salespeople's acquisition–retention trade-off on performance

This research examines the impact of the acquisition–retention resource allocation at the individual salesperson level – that is, the proportion of their time dedicated to acquisition versus retention activities – on their sales performance. We extend prior research that investigates the acquisition–retention trade-off below (i.e., customer value approach) or above (i.e., firm portfolio approach) the salesperson's perspective by also incorporating many ‘within-firm’ factors that are critical to capturing the contingent nature of the allocation decision. The results suggest that firms can double their sales gains by implementing a trade-off strategy that customizes the acquisition allocation at the salesperson level. Using matched triadic data gathered from 227 salespersons, 106 supervisors and the seller's database, the authors find an inverted U-shaped linkage between the proportion of time allocated to acquisition activities and sales performance. Moderation analyses show that salespeople's optimal acquisition allocation depends on their knowledge breadth and job commitment, their supervisor's experience and job commitment and the quantity and quality of the prospects in their relationship portfolio.     

Relations of Machiavellian behavior with sales performance of stockbrokers

The hypothesis of a relationship between Machiavellian behavior and sales performance of Christie and Geis was tested with a sample of 110 stockbrokers. Scores on a measure called the Machiavellian Behavior scale were positively and significantly correlated with two self-reported measures of sales performance of the stock-brokers. Present results together with those of two earlier studies supported the hypothesis that salespeople with a Machiavellian orientation are likely to be more sucessful. Analysis of the data also indicated predictive validity and acceptable internal consistency of the Machiavellian Behavior scale. Limitations of the present study and a need for further research are discussed.     

If Anything Can Go Wrong It Will: Occupational Stress Among Inexperienced Teachers

The study examined the sources of stress encountered by inexperienced compared to experienced teachers. Sixty-nine female teachers in elementary schools and kindergartens in Israel participated in the study. A questionnaire was administered measuring job-related stress factors, emotional involvement in the job and active coping with stress factors. The results show that inexperienced compared to experienced teachers stated that they experience an overall higher level of stress. The major sources of stress for inexperienced teachers are interaction with pupils' parents and workload. Inexperienced teachers are less involved emotionally in their work, especially in regard to incidents of unsatisfactory performance. However, they are similar to experienced teachers in both their emotional reactions to successful performance and in their actions in stressful situations. Since the research design was quasi-experimental, the differences between experienced and inexperienced teachers might be due to other confounded factors such as general life experience. The results are discussed in regard to the adaptive functions of selective emotional involvement.     

Indsales Model: A Facet-Level Job Satisfaction Model among Salespeople

While a debate exists with regard to the measurement of job satisfaction as a global or multifaceted construct, research has yet to understand how the facets of job satisfaction behave in a developmental process. Using the INDSALES satisfaction scale, this research theoretically develops and empirically tests a multifaceted job satisfaction model using a sample of 226 business-to-business sales representatives. The results demonstrate the linkages among different elements of satisfaction and illustrate the interdependencies inherent to job satisfaction facets. Drawing from expectancy theory and the established relationships among satisfaction facets, sales organizations should focus their efforts on increasing salesperson satisfaction with policy and support and properly aligning salesperson expectations.     

Book Reviews

For inexperienced sales representatives, success provides an important learning opportunity from which to build confidence and hone strategies. Such learning is derived from the attributions one makes for success and how those attributions shape future behavior. This research investigates the interpretation and behavioral intentions of inexperienced sales representatives following a successful sales call using a sample of financial services representatives. Surprisingly, we found that achieving success did not assure the adoption or future use of the strategy that garnered that success. These results suggest that inexperienced sales representatives may require managerial attention to fully understand and appropriately assimilate their sales successes. Implications for managers and future research are discussed.     

Personality and job performance: test of the mediating effects of motivation among sales representatives

Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.     

Differences in attentional strategies by novice and experienced operating theatre scrub nurses

This study investigated the effect of nursing experience on attention allocation and task performance during surgery. The prevention of cases of retained foreign bodies after surgery typically depends on scrub nurses, who are responsible for performing multiple tasks that impose heavy demands on the nurses' cognitive resources. However, the relationship between the level of experiences and attention allocation strategies has not been extensively studied. Eye movement data were collected from 10 novice and 10 experienced scrub nurses in the operating theater for caesarean section surgeries. Visual scanning data, analyzed by dividing the workstation into four main areas and the surgery into four stages, were compared to the optimum expected value estimated by SEEV (Salience, Effort, Expectancy, and Value) model. Both experienced and novice nurses showed significant correlations to the optimal percentage dwell time values, and significant differences were found in attention allocation optimality between experienced and novice nurses, with experienced nurses adhering significantly more to the optimal in the stages of high workload. Experienced nurses spent less time on the final count and encountered fewer interruptions during the count than novices indicating better performance in task management, whereas novice nurses switched attention between areas of interest more than experienced nurses. The results provide empirical evidence of a relationship between the application of optimal visual attention management strategies and performance, opening up possibilities to the development of visual attention and interruption training for better performance.     

EVALUATION OF TASK AND JOB SKILL LINKAGE JUDGMENTS USED TO DEVELOP TEST SPECIFICATIONS

The research on job analysis judgments, such as "time spent," has been relatively limited, particularly with reference to external criteria remote from the job analysis operation. The more complex job analysis judgment linking a job skill to specific tasks or duties has not been systematically examined. While it would appear that a simple scaling of importance of a skill for a task or duty or a retranslation judgment would suffice, the fact is that a single job skill may be a prerequisite for performance in a variety of tasks, and any one task may require multiple skills of varying levels for effective performance. With a multiple assignment of tasks to job skills, the evaluation becomes considerably more difficult. In the present study, a sequence of statistical evaluations was conducted to examine, first, the reliability of the subject matter expert (SME) panel's association of tasks and job skills and, second, the factor structure of the task by job skill relationship. The results are discussed with reference to developing selection test specifications and test budgets.     

Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance

Recent research suggests that the salience of a future work self has a considerable impact on future-oriented activities such as skill development, career planning, career networking, and job searching. However, little is known as to whether, how, and under what conditions a more salient future work self may influence concomitant work outcomes such as job performance. Drawing on self-regulation theory, we argue that future work self salience (FWSS) affects job performance via its influence on engagement, with this influence amplified as a function of supervisor coaching. Using multi-source and lagged data collected from employees (N = 441), their direct supervisors (N = 98), and archival records in an insurance company, we found that engagement mediated the relationships between FWSS and both supervisor-rated and archival sales performance. Furthermore, the relationships FWSS has with employee engagement and sales performance, as well as the indirect effects of FWSS on two performance indicators, were stronger for employees exposed to higher levels of supervisor coaching.     

Salespeople's Perceptions of Sex Differences in Sales Managers

A field experiment was conducted to extend the work of Marshall, Mowen, and Stone (1995) on salesperson selection decision making by adding two types of decision makers. Practicing sales managers and human resource managers evaluated a simulated hiring scenario for an open sales position and indicated their preferences between two job candidates with different levels of risk and performance potential. Experimental conditions were level of decision impact (sales manager or HR manager), decision frame (loss or gain), and time of valuation (outcome of the decision known soon or in the more distant future). The results provide evidence to support the findings of prior research in that an interaction occurred between decision frame and time of valuation such that the higher risk/higher performance potential candidate was preferred when managers framed the decision from a loss domain and the decision outcome occurred in the future. In addition, the higher risk/higher performance potential candidate was more preferred by sales managers than by HR managers. The findings are discussed in terms of their importance to salesperson selection research and practice.     

Machiavellian managers: Do they perform better?

This study investigates the relationship between Machiavellianism and job performance, as measured by sales per square foot, gross margin percentage, and inventory turnover, among 60 retail store managers. Except for a significant relationship between male store managers' gross margin percentage no other relationships were observed between Machiavellianism and job performance. Several explanations for the absence of significant relationships were discussed.     

Salesperson Job Involvement: A Modern Perspective a New Scale

Job involvement is a person's psychological identification or commitment to his/her job. Job involvement is an important construct in salesforce performance research because (1) it is a relevant consequence of a salesperson's work environment and internal feelings, (2) it is a relevant antecedent of a number of important sales job outcomes, and (3) it impacts the socialization process for salespeople. Because sales jobs have changed markedly over the past decade, a salesperson's job involvement now tends to be more focused on relationships with clients and less on aspects within an organizational boundary. The most widely used measure of job involvement (Lodahl and Kejner 1965) is not occupation-specific to sales. This article outlines the development of a new scale for relationship-based salesperson job involvement utilizing rigorous assessments of reliability, validity, and dimensionality within a broad sample of practicing salespeople.     

Workplace Stressors,Job Attitude,and Job Behaviors: Is Interpersonal Conflict the Missing Link?

This research examines a model focused on two acute workplace stressors—interpersonal conflict and work overload—and their interrelationships with role stress, emotional exhaustion, job attitude, working smart, job performance, and turnover intentions. The moderating role of working smart on the relationship between work overload and interpersonal conflict is also investigated. A model is tested using responses of sales employees working for four large financial institutions in South America. Findings indicate that work overload and interpersonal conflict mediate the impact of role stress on emotional exhaustion, job attitudes, and behaviors. Our findings also show that work overload plays a significant role in the stressor-strain process. Results are discussed with reference to previous findings and future research.     

Are Workplace Friendships a Mixed Blessing? Exploring Tradeoffs of Multiplex Relationships and their Associations with Job Performance

Theory and research note the ubiquity of multiplex workplace friendships—multifaceted relationships that superimpose friendship with work‐focused interactions—but it is unclear how they compel or hinder job performance. In a study of insurance company employees (n = 168), we found that the number of multiplex workplace friendships in one's social network is positively associated with supervisor ratings of job performance. However, we also found that there is a negative indirect effect on job performance through emotional exhaustion, which is offset, in part, through enhanced positive affect. Results of a second study of restaurant and retail sales employees (n = 182) provide greater insight into the positive and negative effects of multiplex workplace friendships. Specifically, these relationships enhanced job performance through trust but detracted from job performance through maintenance difficulty. Collectively, our results illustrate that having a large number of multiplex friendships at work is a mixed blessing. Although the provision and restoration of resources fostered by multiplex relationships benefits employee job performance, these benefits are muted somewhat by the personal resources they deplete.     

Leader Behavior,Work-Attitudes,and Turnover of Salespeople: An Integrative Study

Data were collected from the national field sales force of a major consumer goods manufacturer. The study develops a structural model of salespeople's perceptions of their supervisors' behaviors (i.e., leadership consideration and leadership role clarity), and the influence of supervisors' behaviors on the sales force's role perceptions, job anxiety, job satisfaction, propensities to leave and actual turnover. The study integrates previous research regarding sales force turnover to form the underpinning for the relationships between the constructs, and finds empirically that sales managers' leadership behaviors directly and indirectly influence job satisfaction, which influences salespeople's propensity to leave the organization and actual turnover.     

作文前构思时间分配及其对写作成绩影响的研究

通过3个分实验考察了优差生的作文前构思时间分配及其不同的构思时间分配策略对作文成绩的影响。实验1发现“优生”和“差生”在无时限写作情况下,前者花在构思上的时间更多,并运用了较好的构思策略;实验2发现“优生”和“差生在限时写作情况下,在构思时间上没有显著的差异,但他们在构思策略上仍表现出差异;实验3发现长时限构思比短时限构思能够带来更好的文本质量。作者对写作前构思的计划和管理,可能是提高作文质量的自我调控策略之一。     

Managerial Experience and the Measurement Equivalence of Performance Ratings

ABSTRACT: Establishing the measurement equivalence of instruments is a prerequisite to making meaningful comparisons between individuals or within individuals over time. Whereas previous research has investigated the effects of rater characteristics on the measurement equivalence of performance ratings, the current study investigated a ratee characteristic—ratee job experience. Using confirmatory factor analysis and item response theory methods with replication, the measurement equivalence of supervisor ratings of 7,200 managers with differing levels of managerial experience was assessed. Overall, results indicated a high degree of measurement equivalence suggesting that meaningful comparison may be made across ratees with different levels of job experience.     

Revisiting the relationship between impression management and job performance

Although theoretical arguments suggest that impression management should be related to job performance, empirical results have been unsupportive of the association. We argue that this relationship, however, may be found for specific jobs (sales) using a specific objective criterion (sales revenue). We tested this hypothesis across two samples. The first sample utilized a concurrent design and found a significant association between impression management and objective job performance. Furthermore, impression management demonstrated incremental validity over conscientiousness. In the second sample, using a different impression management scale and a predictive design we found that impression management was related to sales revenue, and showed incremental validity over cognitive ability. Implications for research and practice are discussed.