DOES PERFORMANCE IMPROVE FOLLOWING MULTISOURCE FEEDBACK? A THEORETICAL MODEL,META‐ANALYSIS,AND REVIEW OF EMPIRICAL FINDINGS

We review evidence showing that multisource feedback ratings are related to other measures of leadership effectiveness and that different rater sources conceptualize performance in a similar manner. We then describe a meta-analysis of 24 longitudinal studies showing that improvement in direct report, peer, and supervisor ratings over time is generally small. We present a theoretical framework and review empirical evidence suggesting performance improvement should be more likely for some feedback recipients than others. Specifically, improvement is most likely to occur when feedback indicates that change is necessary, recipients have a positive feedback orientation, perceive a need to change their behavior, react positively to the feedback, believe change is feasible, set appropriate goals to regulate their behavior, and take actions that lead to skill and performance improvement.     

WITHIN‐TRIAL CONTRAST: WHEN IS A FAILURE TO REPLICATE NOT A TYPE I ERROR?

Vasconcelos, Urcuioli, and Lionello-DeNolf (2007) report the results of five experiments that fail to replicate the results of our within-trial contrast study (Clement, Feltus, Kaiser, & Zentall, 2000) and suggest that our results may represent a Type I Error. We believe that this conclusion is not warranted because (a) there is considerable evidence in support of the effect and (b) the amount of training that they gave to their pigeons prior to test may not have been sufficient to observe the effect reliably. We suggest that when sufficient training is provided, reliable contrast can be found.     

IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL,EXPERIENCE‐SAMPLING STUDY

In response to 2 areas for development in the emotional labor literature—(a) the contemporaneous associations between emotional labor and affective reactions, and (b) whether emotional labor might be more personally costly for some employees than others—this study tested a conceptual model explaining the differential effects of deep and surface acting on job satisfaction and emotional exhaustion via their asymmetrical influences on mood, and whether extraverts fare better when engaging in emotional labor. As expected, surface acting was positively associated with negative mood, and this explained some of the association of surface acting with increased emotional exhaustion and decreased job satisfaction. Contrary to hypotheses, deep acting was unrelated to job satisfaction and was associated with lower positive affect. Extraversion moderated several emotional labor relationships such that, in general, surface and deep acting had more positive (or less negative) effects for extraverts (compared to introverts). Overall, the results support the importance of considering the roles of mood and disposition in the impact of emotional labor.     

ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE

We argue that positive employee relations effectively serves as an intangible and enduring asset, and may, therefore, be a source of sustained competitive advantage at the firm level. We survey a number of measures of firm-level performance and conceptualize how each measure is likely to be affected by highly positive firm-level employee relations. We then empirically investigate whether positive employee relations is related to firm performance, focusing on publicly traded firms included in the "100 Best Companies to Work for in America." The relative performance of these "Best Companies" is examined via comparisons to both companies in the broad market and a group of matched firms. Our analyses suggest that companies on the 100 Best list enjoy not only stable and highly positive workforce attitudes, but also performance advantages over the broad market, and in some cases, over the matched group.     

IS IT WORTH IT TO WIN THE TALENT WAR? EVALUATING THE UTILITY OF PERFORMANCE‐BASED PAY

Although the business press suggests that "winning the talent war," the attraction and retention of key talent, is increasingly pivotal to organization success, executives often report that their organizations do not fare well on this dimension. We demonstrate how, through integrating turnover and compensation research, the Boudreau and Berger (1985) staffing utility framework can be used by I-O psychologists and other HR professionals to address this issue. Employing a step-by-step process that combines organization-specific information about pay and performance with research on the pay-turnover linkage, we estimate the effects of incentive pay on employee separation patterns at various performance levels. We then use the utility framework to evaluate the financial consequences of incentive pay as an employee retention vehicle. The demonstration illustrates the limitations of standard accounting and behavioral cost-based approaches and the importance of considering both the costs and benefits associated with pay-for-performance plans. Our results suggest that traditional accounting or behavioral cost-based approaches, used alone, would have supported rejecting a potentially lucrative pay-for-performance investment. In addition, our approach should enable HR professionals to use research findings and their own data to estimate the retention patterns and subsequent financial consequences of their existing, and potential, company-specific performance-based pay policies.     

ARE SCIENCE AND HUMANISM SUITED TO ENTER THE ANCIENT QUEST OF CHRISTIAN THEOLOGY? A RESPONSE TO LLUÍS OVIEDO

This response reverses the title of Lluís Oviedo's essay (2006) while retaining the structure. In the pendulum swing between science and humanism, theology finds its uniqueness not in refuting either but in subverting them: subverting the scientific quest for certainty without denying its pursuit, and subverting the humanist quest for the unique dignity of the human by reducing it to the most despoiled creature, yet finding in it the presence of the divine. Theological pursuit is about reason and its limits, about brokenness and glory in it. Yet the engagement is unavoidable, for without the scientific pursuit of certainty, incompleteness could never be established; without the humanist search for the uniqueness of the human, its admixed and impure character would not be recognized. The concept of hybridity tries to convey that and is presented in three instantiations: the conflation of the human with machine (cyborg), of humans and other animals (oncomouse), and of the human and the divine. Following these ontological cases of hybridity, at the epistemological level theology becomes hybrid “science” in search of the mythos in the midst of logos, and conversely it is hybrid humanism, for it locates God in the greatest depravity of mammalian existence.     

A GIFT TO THEOLOGY? JEAN‐LUC MARION'S ‘SATURATED PHENOMENON’ IN CHRISTOLOGICAL PERSPECTIVE

Jean‐Luc Marion has recently established himself as one of the most important and theologically fertile thinkers within the phenomenological tradition. With his study of ‘the gift’ and ‘the saturated phenomenon’, Marion presents a challenge to theology to rethink revelation in its surprising givenness, as exceeding the boundaries often set up in advance by metaphysics and a priori anthropological foundations. This paper examines Marion's mature thought, particularly within the perspective of Christology. The paper argues that Marion's phenomenological style of reflection, as adapted to theology, is deeply contemplative and markedly Johannine in sensibility. As a strategy for theology, the phenomenological style gives to it important incentives and skills for reading off God's self‐revelation in Christ in its surprising and counter‐intuitive beauty. Marion's challenge/gift to theology is, however, in need of a balancing emphasis, one that appears too infrequently in his work: the ethical‐prophetic dimension of the Christ event. In view of keeping both the mystical and prophetic poles of theology closely linked, the paper argues that just as beauty is a key category for saturated phenomena, so too is the reality of suffering and evil. However, whereas beauty invites a humble receptivity to and contemplative enjoyment of the gift, the inscrutable reality of suffering and evil, which so often exceeds comprehension, touches off a critical and practical response. In broadening the study of saturated phenomena to include the refractory character of experience, especially that which threatens humanity, Marion's valuable contributions to theology require a complementary emphasis from those narrative‐practical Christologies that highlight the prophetic aspects of the tradition.     

WEB‐BASED AND PAPER‐AND‐PENCIL TESTING OF APPLICANTS IN A PROCTORED SETTING: ARE PERSONALITY,BIODATA, AND SITUATIONAL JUDGMENT TESTS COMPARABLE?

This quasi-experimental study compares the equivalence of proctored Web-based tests to paper-and-pencil tests in a selection setting. The predictor battery was composed of measures of Conscientiousness, Agreeableness, Emotional Stability, a biodata form, and a situational judgment test. Three samples were administered the same test items, but differed with respect to context and test format: 425 incumbents completed a paper-and-pencil version, 2,544 applicants completed a paper-and-pencil version, and 2,356 applicants completed an identical Web-based version (although these individuals were not randomly assigned to test format, the job and organization were the same for all samples). The results found effects for both context and test format. Relative to the applicants completing the paper-and-pencil measures, the Web-based measures showed (a) better distributional properties, (b) lower means, (c) more variance, (d) higher internal consistency reliabilities, and (e) stronger intercorrelations. Although the applicant context resulted in higher mean responses than the incumbent context, this difference was about twice as large for the paper-and-pencil test than for the Web-based test. All such differences were greater for personality measures than for biodata and situational judgment tests. Overall, these results suggest that proctored Web-based testing has some positive benefits relative to paper-and-pencil measures, and we identify several implications of these findings for research and practice.