RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations.     

THE RELATIONS OF DAILY COUNTERPRODUCTIVE WORKPLACE BEHAVIOR WITH EMOTIONS, SITUATIONAL ANTECEDENTS, AND PERSONALITY MODERATORS: A DIARY STUDY IN HONG KONG

In this diary study conducted in Hong Kong, we examined a theoretical model in which negative emotions serve as an explanatory mechanism through which daily stressors impact daily counterproductive work behavior (CWB). We further theorized that personality variables (negative affectivity, Conscientiousness, and Agreeableness) would exert cross-level effects on the within-person relationships. Hierarchical linear modeling results based on a sample of 231 individuals and 5,583 observations across 25 days provide partial support for the mediating role of negative emotions in the within-person stressor–CWB relationships. Specifically, we found that negative emotions (a) partially mediated the within-person relation of perceived ambiguity with CWB directed at the organization, (b) fully mediated the relation of supervisor interpersonal injustice with CWB directed at individuals, and (c) fully mediated the relation of customer interpersonal injustice with CWB directed at the organization. High levels of trait negative affectivity were found to strengthen the within-person relation between daily supervisor interpersonal injustice and daily negative emotions. As expected, high levels of trait Conscientiousness and Agreeableness were found to weaken the within-person relations of daily negative emotions with daily CWB directed at the organization and individuals.     

WHY DOES PROACTIVE PERSONALITY PREDICT EMPLOYEE LIFE SATISFACTION AND WORK BEHAVIORS? A FIELD INVESTIGATION OF THE MEDIATING ROLE OF THE SELF-CONCORDANCE MODEL

We integrated the proactive personality and the self-concordance model literatures to hypothesize and test a model that explicates the processes through which proactive personality relates to employee life satisfaction, in-role performance, and organizational citizenship behaviors (OCBs). Across 3 time periods, data were collected from 165 employees and their supervisors. Results indicated that more proactive individuals were more likely to set self-concordant goals and attain their goals, which in turn predicted psychological need satisfaction. Psychological need satisfaction subsequently predicted employee life satisfaction, in-role performance, and OCBs. Further, goal attainment directly predicted employee life satisfaction. Our results also indicated that proactive personality's relations with employee life satisfaction, in-role performance, and OCBs were entirely indirect through goal self-concordance, goal attainment, and psychological need satisfaction.     

THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORS

The present field study investigates whether rater-ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater-ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research.     

FUNCTIONAL ANALYSIS OF SEPARATE TOPOGRAPHIES OF ABERRANT BEHAVIOR

We conducted a functional analysis of distinct topographies of aberrant behavior displayed by 4 clients. We first analyzed the behaviors in an aggregate fashion and then separated the behaviors to formulate hypotheses about the maintaining variables for each behavior. The procedures were used in a two-phase experiment. During Phase 1, two extended functional analyses were completed, one in an inpatient unit and one in a special education classroom. During Phase 2, two brief functional analyses were completed in an outpatient clinic. Results indicated that hypotheses of separate functions for distinct behaviors can be generated using both extended and brief functional analyses when the results are graphed in the aggregate and are separated by response topography. The results also suggest that these methods can improve the accuracy of data interpretation and treatment selection.     

FIXED-TIME SCHEDULES ATTENUATE EXTINCTION-INDUCED PHENOMENA IN THE TREATMENT OF SEVERE ABERRANT BEHAVIOR

We compared the effects of extinction (EXT) and fixed-time (FT) schedules as treatment for severe problem behavior displayed by 3 individuals with developmental disabilities. First, functional analyses identified the reinforcers maintaining aberrant behavior for all 3 individuals. Next, EXT and FT schedules were compared using a multielement design. During EXT, the reinforcer maintaining problem behavior was withheld. During FT, the reinforcers were presented response independently at preset intervals. Results showed that FT schedules were generally more effective than EXT schedules in reducing aberrant behavior. FT schedules may be used in situations when extinction-induced phenomena are problematic.     

JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization-specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization-specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.     

COMPONENTS IN LISTENING BEHAVIOR: THE ROLE OF SHORT-TERM MEMORY

Three measures of listening—short-term (STL), short-term listening with rehearsal (STL-R), and lecture comprehension—were compared with other scores of general mental ability and classroom performance scores. The listening measures were significantly different from each other in relation to ACT composite scores. Short-term listening related most closely to oral performance whereas lecture comprehension did so to general mental ability and written examination scores. Listening behavior seems not to be a singular skill but a very complex process.     

A META-ANALTTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR

A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.     

RACE DIFFERENCES IN TERMINATION AT WORK: THE ROLE OF EDUCATIONAL INEQUALITY

Prior research has demonstrated that race, at least to some extent, is related to employment decisions such as selection and performance appraisals. However, little prior research has addressed the impact of race on employment termination. The current study investigates whether race is related to employment termination and highlights the importance of education, an important component of human capital, in understanding racial differences in termination. Results based on 548 employees from a large hotel chain indicate that race is related to termination; however, race is not predictive of termination when education is included in the regression analysis as a predictor. These findings support the notion that a societal level variable (i.e., education) is an important factor in reducing racial inequality in employment practices.     

THE ROLE OF ATTENTION IN THE TREATMENT OF ATTENTION-MAINTAINED SELF-INJURIOUS BEHAVIOR: NONCONTINGENT REINFORCEMENT AND DIFFERENTIAL REINFORCEMENT OF OTHER BEHAVIOR

Because there are potentially serious limitations to differential reinforcement of other behavior (DRO) (which is probably the most widely used treatment procedure for behavior problems), we examined an alternative procedure—noncontingent reinforcement (NCR). Three females with developmental disabilities, all of whom engaged in severe self-injurious behavior, participated. During a pretreatment functional analysis, each subject's self-injury was shown to be differentially sensitive to social attention as a maintaining consequence. Next, each subject was exposed to a DRO treatment and an NCR treatment. During DRO, attention was delivered contingent on the absence of self-injury for prespecified intervals. During NCR, attention was delivered on a fixed-time schedule that was not influenced by the subject's behavior. Results showed that both procedures were highly effective in reducing self-injury, probably because the functional reinforcer for self-injury was used during treatment. Furthermore, there was evidence that NCR attenuated several of the limitations of DRO. These results are particularly interesting in light of the long experimental history of NCR as a control rather than as a therapeutic procedure.     

ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS

Organizations increasingly expect employees to demonstrate proactive behaviors. We examined person–organization fit (P–O fit) and person–job fit (P–J fit) as moderators of the relationship between proactive personality and intrinsic career success (job and career satisfaction). We hypothesized that proactive personality would be related to intrinsic career success only to the extent that individuals had high fit with organizations and jobs. In Study 1, using a sample of 295 teachers and 139 of their peers working in 15 elementary and high schools in Turkey, we found that proactive personality was positively related to job satisfaction only for individuals with high P–O fit. Furthermore, proactive personality was positively related to career satisfaction only for individuals with high P–O fit and for individuals with high P–J fit. We replicated the findings for P–O fit as a moderator of personality with respect to job and career satisfaction in Study 2, using a sample of 203 university professors in the United States. We found no support in either sample for P–J fit as a moderator of proactive personality with respect to job satisfaction. In Study 2, we found that research productivity was related to proactive personality differentially for high and low P–J fit tenure-track faculty members.     

THE ROLE OF SELF-ESTEEM IN COMPETITIVE CHOICE BEHAVIOR1

Le rôle de L'estime de soi dans les choix compétitifs — Un programme transnational de recherche sur les déterminants des processus de décision s'est concentré dans une première phase sur la relation entre L'estime de soi et le comportement compétitif dans un jeu de type « Dilemme du prisonnier ». Des étudiants américains, chez lesquels une grande estime de soi avait été induite, firent davantage de choix compétitifs que les sujets chez lesquels on avait induit une faible estime de soi. Une des deux expériences avec des étudiants français a reproduit les mêmes résultats, alors que des expériences avec des sujets italiens ont produit des résultats inverses. Différentes interprétations théoriques des résultats sont proposées et critiquées.     

“华人工作相关人格量表”的编制、意义与效度

该文介绍了“华人工作相关人格量表”及其意义、结构、效度的一系列研究。ＣＰＷ选取与人工作相关人格特点有关的题目,在传统人格维度的基础上,增加了服务了取向（ＣＳＯ）和管理才能（ＯＭＲ）这两个针对工作民表境的人格维度。信度分析表明了１５个量表都具可接受内部一致性信度,１５个ＣＰＷ量表分数与一个形容词检测表的相关分析结果支持了ＣＰＷ的内容效度,ＣＰＷ的相关矩阵和因素结构初步确证了ＣＰＷ的结构效度,进一步的     

THE ROLE OF LOCUS OF CONTROL IN LEADER INFLUENCE BEHAVIOR1

This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed.