Relationships between job evaluation ratings and self-ratings of job characteristics

Self-ratings by 308 shop workers of their job variety, autonomy, task identity, and skill challenge correlate significantly with ratings by observers of the jobs' skill requirements. Self-ratings, however, are unrelated to observers' estimates of the physical demands of the jobs or to environmental conditions of the work. The self-ratings and observer measures provide complementary, not substitute, information. Self-ratings can signal person-job dysfunctions, and more objective job measures can identify possible sources of the dysfunctions. Modifications to job characteristics measures are discussed and suggestions are made to begin a new phase of programmatic job characteristics research.     

Relationships between three auditory inspection time tasks and processing speed

This study investigated the relationship between a spatial auditory inspection time task and previous versions of AIT, as well as the relationships of these tasks with visual inspection time (VIT) and general speediness (Gs). A total of 96 university undergraduates (age mean (M) = 20.0 years, standard deviation (SD) = 4.0 years) completed three AIT tasks, VIT, auditory reaction time (ART) and visual reaction time (VRT), and two Gs marker tests. Auditory inspection time‐spatial (AIT‐S) did not relate to VIT, but it did relate to the Gs marker tests. It also loaded moderately on a Gs factor along with VIT. Neither of the alternate AIT tasks showed any consistent relationships to reaction time (RT) or Gs measures. The AIT‐S task did, however, share substantial variance with its predecessors, suggesting that performance on all AIT tasks relies to some extent on similar processes. Further research is required to determine the nature of these processes.     

Relationships between emotional labor, job performance, and turnover

The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting. Their responses were matched with supervisors' ratings of overall job performance and organizational turnover records obtained 9 months later. Results indicate that surface acting is directly related to employee turnover and emotional exhaustion and that the relationship between surface acting and job performance is indirect via employee affective delivery. Deep acting was not linked to these outcomes. Theoretical and practical implications are discussed from the perspective of emotional labor theories.     

Relationships between need for cognition, knowledge, and verbal ability

The authors investigated the relationships between need for cognition, knowledge, and verbal ability. Participants completed scales that measured their need for cognition, verbal ability, and knowledge about people and events that occurred during the Vietnam War era. Correlational analyses showed that the participants' need for cognition scores were modestly but positively correlated with verbal ability and knowledge and that verbal ability and knowledge were also positively correlated. The correlation between need for cognition and knowledge was small but significant when verbal ability was controlled. The conclusion drawn from these results is that need for cognition contributes to the acquisition of knowledge beyond the contribution of verbal ability.     

Response selection errors in spatial choice reaction tasks

In a “Consistent” spatial choice reaction task, the same spatial relationship obtains between each stimulus and its appropriate response. In an “Inconsistent” task this is not so. The present experiment concerns errors in Inconsistent tasks. Duncan (in press) has suggested that, when two spatial S-R relationships are involved in a task, the dominant type of error is a response bearing to the stimulus the wrong one of the two relationships. Duncan's results, however, may be described by a different generalization. Rabbitt and Vyas (1973) have suggested that confusions occur between responses which, when made correctly, bear similar spatial relationships to their stimuli. In the present experiment, a new Inconsistent task is studied. The results support the account of Duncan (in press) but provide no support for that of Rabbitt and Vyas (1973). Partly on the basis of error results, Duncan (in press) proposed a model of response selection in the spatial choice reaction task. Unlike previous accounts, this model is not based on a set of individual “S--R” associations; operations generating sets of S--R pairs are involved.     

The relationship between cognitive ability and positive and negative priming in identity and spatial priming tasks

The authors examined whether stimulus activation and inhibition in the identity priming task are related to the temporal lobe, and whether these processes in the spatial priming task are related to the parietal lobe. Forty participants performed spatial and identity positive and negative priming tasks, the Vandenberg Mental Rotation task, and the Digit Span task. Both men and women showed significant positive and negative priming in the identity and spatial tasks with no gender difference. The magnitude of identity positive priming was predicted by the Digit Span task, and the magnitude of spatial positive priming was predicted by the mental rotation task. Only women showed a correlation between spatial ability and spatial negative priming. The results are partially consistent with the dorsal-ventral model of cognitive inhibition.     

Relationships between Growth need Strength and selected individual differences measures employed in job design research

The present study examines the degree to which the Growth Need Strength scales (Job Choice and Would Like formats) of the Job Diagnostic Survey (Hackman & Oldham, Journal of Applied Psychology, 1975, 60, 159–170) correlate with (a) other measures of needs and values employed in research as moderators of the job scope-job satisfaction relationship and (b) a measure of social desirability. Results showed (a) only moderate correlations between the Growth Need Strength scales and the other measures of needs and values and (b) a relatively high degree of correlation between social desirability and the Would Like measure of Growth Need Strength. Implications of these findings for job design research are considered.     

Cognitive ability,cognitive aptitudes,job knowledge,and job performance

This paper reviews the hundreds of studies showing that general cognitive ability predicts job performance in all jobs. The first section shows that general cognitive ability predicts supervisor ratings and training success. The second section shows that general cognitive ability predicts objective, rigorously content valid work sample performance with even higher validity. Path analysis shows that much of this predictive power stems from the fact that general cognitive ability predicts job knowledge (r = .80 for civilian jobs) and job knowledge predicts job performance (r = .80). However, cognitive ability predicts performance beyond this value (r = .75 versus r = [.80][.80] = .64) verifying job analyses showing that most major cognitive skills are used in everyday work. The third section of the paper briefly reviews evidence showing that it is general cognitive ability and not specific cognitive aptitudes that predict performance.     

Truth table tasks: Irrelevance and cognitive ability

Two types of truth table task are used to examine people's mental representation of conditionals. In two within-participants experiments, participants either receive the same task-type twice (Experiment 1) or are presented successively with both a possibilities task and a truth task (Experiment 2). Experiment 3 examines how people interpret the three-option possibilities task and whether they have a clear understanding of it. The present study aims to examine, for both task-types, how participants' cognitive ability relates to the classification of the truth table cases as irrelevant, and their consistency in doing so. Looking at the answer patterns, participants' cognitive ability influences their classification of the truth table cases: A positive correlation exists between cognitive ability and the number of false-antecedent cases classified as “irrelevant”, both in the possibilities task and the truth task. This favours a suppositional representation of conditionals.     

Understanding non-work presenteeism: Relationships between emotional intelligence,boredom, procrastination and job stress

Non-work related presenteeism refers to the behaviour of employees who engage in personal activities instead of work-related activities whilst at work. Currently, limited research exists concerning non-work related presenteeism, despite the suggestion that it can financially impact organisations more than absenteeism. The aim of the present study was to examine whether any significant relationships existed between non-work related presenteeism and four theoretically linked psychological variables: emotional intelligence (EI), job stress, boredom, and procrastination. Data was collected via an online questionnaire. A sample of 57 male and 127 female full-time employees across several industries and organisations completed the surveys. As hypothesised, a significant relationship was observed between non-work related presenteeism and EI (r = −0.25), boredom (r = 0.33) and procrastination (r = 0.26). Self-reported levels of job stress, however, were not significantly related to non-work related presenteeism. These results suggest that developing EI and improving job-related engagement may decrease non-work presenteeism.     

Viewer perspective affects central bottleneck requirements in spatial translation tasks

A psychological refractory period (PRP) approach and the locus of slack logic were applied to examine the novel question of whether spatial translation processes can begin before the central bottleneck when effector or noneffector stimuli are processed from an egocentric (viewer-centered) perspective. In single tasks, trials requiring spatial translations were considerably slower than trials without translations (Experiment 1). Dual tasks consisted of tone discriminations (Task 1) and spatial translations (Task 2) using PRP methods with different manipulations on perceptual and response demands. When a viewer-centered perspective was used, the effect of spatial translation was reduced at short compared with long stimulus onset asynchronies (SOAs) when the potential for code overlap between tasks was removed (Experiments 2, 3, and 4); this finding supports the view that translation processes can begin before the central bottleneck. When an allocentric (non-viewer-centered) perspective was used (Experiment 5), the slowing associated with spatial translation was additive with SOA, suggesting that the processes of spatial translation cannot begin before the bottleneck. These findings highlight the importance of viewer perspective on central bottleneck requirements. Findings are further discussed in relation to the dorsal-ventral model of action and perception.     

Relationships between attentional blink magnitude, RSVP target accuracy, and performance on other cognitive tasks

When two masked, to-be-attended targets are presented within approximately half a second of each other, performance on the second target (T2) suffers, relative to when the targets are presented further apart in time or when the first target (T1) can be ignored. This pattern of results is known as the attentional blink (AB). Typically, participants differ with respect to the magnitude of their AB and their overall target accuracy. Despite investigations as to what participant characteristics may influence AB performance (e.g., age, brain damage, or mood state), there has been no focused examination of whether individual differences in cognitive performance measures predict the magnitude of the AB or overall rapid serial visual presentation(RSVP) target accuracy. Our university studentparticipants performed single-target and dual-target RSVP tasks, as well as a selection of cognitive tasks that did not use RSVP presentations, with color, letter, digit, and object stimuli. Overall performance on each of the RSVP targets (T1, T2, and single target) was predicted by speeded manual and vocal identification times to isolated stimuli and by performance with other RSVP targets. However, the magnitude of the AB was predicted only by T1 accuracy, not by any other performance measures. The results suggest that individual differences in AB magnitude do not result from differences in effective RSVP target encoding and are not well explained by varied information-processing abilities.     

Mind the ad: How personality requirements affect older and younger job seekers' job attraction

Age discrimination may explain lower labour market chances of older and younger job seekers. What remains underresearched, however, is how older/younger job seekers might self-select out from early recruitment procedures due to stigmatizing information in job ads. Building on theories of metastereotypes and the linguistic category model, two experimental studies investigated how personality requirements that older/younger job seekers hold negative metastereotypes about and the way in which these requirements are worded (behavioural vs. dispositional) affected their job attraction. Within-participant mediation analyses showed that as expected, job attraction was higher for older (N = 123, aged 50 years or more) and younger (N = 151, 30 years or less) job seekers when requirements were worded in a behavioural way (e.g., ‘You can be flexible’), compared with a dispositional way (e.g., ‘You are flexible’). This relation was mediated by perceptions of challenge among younger but not older job seekers. Contrary to expectations, perceptions of threat did not explain the effects of negatively metastereotyped personality requirements on job attraction. Understanding how job seekers perceive information in job ads might help recruiters to design age-sensitive recruitment policies.