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1.
Janneke K. Oostrom Klaus G. Melchers Pia V. Ingold Martin Kleinmann 《Journal of business and psychology》2016,31(2):279-291
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.2.
Lorne M. Sulsky Joel Marcus Heather A. MacDonald 《Journal of business and psychology》2016,31(3):383-398
Purpose
The purpose of this study was to investigate whether situational factors predict ethicality judgments of theft behavior, and whether the effect of situational factors is moderated by moral relativism.Design/Methodology/Approach
Data were obtained across two laboratory experiments using undergraduate business students attending a Canadian university (n = 372). Student participants viewed a videotaped vignette of an employee informed that he had been caught stealing sales commission. In the vignettes, we manipulated two situational factors: whether or not (a) the theft has monetary consequences for the organization, and (b) similar theft is commonplace within the organization.Findings
In Experiment 1, both situational factors interacted with moral relativism in the prediction of ratings of unethical conduct. In Experiment 2, using a within-participant research design, we achieved an interaction between the organizational consequences manipulation and moral relativism, although we obtained a considerably stronger effect size for the interaction compared to the first experiment.Implications
We discuss implications of our findings and suggest avenues for future research. In particular, we consider the possibility that managers may not share a common frame-of-reference when considering the ethicality of theft. This could affect whether and the extent to which theft behavior is reprimanded.Originality/Value
Our study contributes to research on employee theft, and also adds incrementally to our understanding of how both situational factors and moral relativism jointly influence perceptions of theft behavior.3.
Christopher P. Cerasoli George M. Alliger Jamie S. Donsbach John E. Mathieu Scott I. Tannenbaum Karin A. Orvis 《Journal of business and psychology》2018,33(2):203-230
Purpose
Over the past two decades, research has shown a growing consensus that 70% to 90% of organizational learning occurs not through formal training but informally, on-the-job, and in an ongoing manner. Despite this emerging consensus, primary data on the nature and correlates of informal learning remains sparse. The purpose of this study was to provide an integrative definition of informal learning behaviors (ILBs) and to synthesize existing primary data through meta-analysis to explore ILB correlates.Design/Methodology/Approach
Given that there has been little systematic treatment of ILBs, we defined their construct domain and tested relationships suggested by our research questions with antecedents (personal factors, situational factors) and outcomes (attitudes, knowledge/skill acquisition, performance) using random effects meta-analyses (k = 49, N = 55,514).Findings
Our results showed both personal and situational antecedent factors to be predictive of ILBs, as well as ILB–outcome relationships.Implications
Findings indicate that engagement in ILBs for working adults is linked to valued criteria such as attitudes (ρ = .29), knowledge/skill acquisition (ρ = .41), and performance (ρ = .42). We provide suggestions for future research and actionable advice for organizations to support the development of ILBs.Originality/Value
Although hundreds of studies and over a dozen meta-analyses have explored the nature and effectiveness of formal learning in the workplace, our work is the first attempt to conceptualize a unified definition of ILBs and to aggregate primary data on ILB correlates using meta-analysis.4.
5.
Juan M. Madera 《Journal of business and psychology》2018,33(3):423-442
Purpose
In order for diversity management programs to serve as competitive resources, organizations must attract employees who will fit in and support an organization’s diversity management programs. Two experiments examined situational perspective taking, in which one imagines being the target of workplace discrimination, as an intervention to increase positive attitudes toward organizations that invest in diversity management programs. Participant gender and ethnic identity were examined as moderators.Design/Methodology/Approach
In two experiments, managers (study 1) and active job seekers (study 2) were instructed to imagine and write down how they would feel if they were the targets of workplace discrimination and read recruitment materials of an organization and its investment in diversity management programs.Findings
Both studies showed that engaging in a situational perspective taking about being the target of workplace discrimination led to more P-O fit and organizational attraction toward an organization that has diversity management programs. The effect of situational perspective taking had a greater impact on White men than on women and ethnic minority participants.Implications
These results suggest that the design of organizational recruitment activities should highlight their support of diversity management programs and emphasize that all member benefit from diversity management programs. Originality/value—despite theoretical work that suggests that organizational attitudes are an important factor for the effectiveness of diversity management programs, this is the first known research that shows that perspective taking can help people see the value in diversity management.6.
A. James Illingworth Neil A. Morelli John C. Scott Scott L. Boyd 《Journal of business and psychology》2015,30(2):325-343
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.7.
Elisabeth Hahn Juliana Gottschling Cornelius J. König Frank M. Spinath 《Journal of business and psychology》2016,31(2):217-231
Purpose
The purpose of this study was to investigate the degree to which genetic and environmental influences explain differences in job satisfaction and its relationship to personality in order to explain the heritability of job satisfaction.Design
Behavior genetic analyses are based on a dataset containing 622 individuals, including 185 MZ (M = 39.5 years) and 126 DZ twin pairs (M = 40.1 years).Findings
The results showed that all genetic influences (28 %) on job satisfaction could be explained by its relation to personality, especially Neuroticism, Extraversion, and Conscientiousness, representing a high genetic overlap between job satisfaction and personality. Non-shared environmental influences explained the remaining three fourths of the variance.Implications
By showing that genetic influences of job satisfaction overlap completely with personality, including common non-additive genetic influences, the results support an interactionist view of job satisfaction in that both situational and dispositional determinants of job satisfaction are relevant.Originality
In contrast to previous studies, we used a more appropriate behavior genetic approach meaning that our approach allows to directly estimate parameters of specific and common (additive and non-additive) genetic and environmental influences. Building on this, interpretations of behavior genetic findings were explained in detail to avoid common misunderstandings.8.
9.
Purpose
Researchers have identified team learning as an important predictor of team performance. In healthcare organizations, it is especially critical for care quality and hospital performance that teams engage in learning behaviors to reduce errors and improve service effectiveness. The main objective of this study is to examine the role of change-oriented leadership in the learning process and outcomes of healthcare teams.Design/Methodology/Approach
The sample comprises a total of 698 healthcare professionals working in 107 teams at different public hospitals throughout Spain. Members of teams were invited to participate voluntarily by completing an anonymous individual questionnaire.Findings
The results show a mediating effect of team learning on the relationship between change-oriented leadership and team performance and psychological safety and team performance.Originality/Value
Our study contributes to the literature by investigating the role of change-oriented leadership in facilitating team learning behaviors. Moreover, this study advances our understanding of the mediators of the relationship between team leadership and outcomes by testing to assess whether specific change-oriented leader behaviors nurture psychological safety, team learning and, therefore, performance.10.
Lauren Borden Paul E. Levy Stanley B. Silverman 《Journal of business and psychology》2018,33(3):345-364
Purpose
The purpose of this study was to investigate the association between leader arrogance on subordinate outcomes of feedback seeking, morale, and burnout through its relationships with subordinate feedback environment perceptions. Additionally, perceived organizational support and subordinate feedback orientation are examined as moderators that influence the degree to which leader arrogance exerts its effects on these outcomes.Design/Methodology/Approach
Survey data were obtained from 302 participants on Amazon’s Mechanical Turk website and analyzed using Hayes’ (2013) PROCESS in SPSS.Findings
Subordinates with more arrogant supervisors reported less favorable feedback environment perceptions, and subsequently, lower levels of feedback seeking, morale, and higher levels of burnout. Perceived organizational support and feedback orientation were identified as significant moderators in these relationships. Subordinates were less vulnerable to the negative outcomes of leader arrogance when they experienced higher levels of perceived organizational support. Finally, subordinates with favorable feedback orientations exhibited lower levels of feedback seeking in the face of the unfavorable feedback environments associated with arrogant leaders.Implications
Given these findings, leader arrogance should be of great concern to organizations, as subordinates exposed to arrogant leaders are likely to experience adverse outcomes. Supplementing perceptions of organizational support may help alleviate some of these effects. Additionally, subordinates with favorable feedback orientations may be particularly vulnerable to the effects of leader arrogance on outcomes of feedback seeking and morale.Originality/Value
This study is the first to demonstrate the interpersonal implications of leader arrogance for subordinates, as well as explore mediators that play a role in these relationships.11.
A Multilevel Examination of the Relationship Between Leader–Member Exchange and Work–Family Outcomes
Valerie J. Morganson Debra A. Major Michael L. Litano 《Journal of business and psychology》2017,32(4):379-393
Purpose
Recent work–family literature has identified leadership as an area for practical research inquiry. The purpose of the present study was to conduct a multilevel analysis that applies leader–member exchange (LMX) and conservation of resources theories as frameworks for optimizing subordinates’ work–family experiences.Design/Methodology/Approach
Effects of the interaction between individual-level and workgroup-level LMX on work–family outcomes were examined using web-based survey data from 765 information technology workers in 79 workgroups.Findings
High LMX was linked to reduced work interference with family, perceptions of managerial support, perceived career consequences, and organizational time demands. However, the benefits of high LMX were attenuated in the presence of low workgroup LMX for all outcomes except managerial support.Implications
Findings suggest that an individual’s work–family experiences are influenced by both self and others’ supervisory relationships and provide further support for the efficacy of multilevel examinations of LMX. Results support LMX theory as a framework for enhancing work–family outcomes. Through individual and group-level LMX, supervisors may foster perceptions that shape work–family micro-climates within the same organization.Originality/Value
This study focuses on a practical avenue for intervention (i.e., leadership) using a theoretically grounded approach. It uncovers a possible mechanism—high individual and group LMX—through which work–family outcomes can be improved. Additionally, this study answers calls in the work–family literature for research with implications for intervention and employs multilevel modeling.12.
Patrick E. Downes Amy L. Kristof-Brown Timothy A. Judge Todd C. Darnold 《Journal of business and psychology》2017,32(2):197-215
Purpose
The purpose of this study was to elaborate on two mechanisms of self-concordance theory (SCT; Sheldon and Elliot in Pers Soc Psychol 24(5):546, 1998)—goal-specific efficacy and perceived person–organization (PO) fit—as mediators of the relationships between autonomous and controlled goal motives and goal accomplishment and job satisfaction.Design/Methodology/Approach
Data were from two independently collected samples of administrative employees (N1 = 37, N2 = 102) and their significant others across two points in time.Findings
Results indicated that autonomous motives were positively related to goal-specific efficacy and perceived PO fit (Time 1), and showed indirect effects on goal accomplishment and other-rated job satisfaction (Time 2). Controlled motives were negatively related to the same intermediaries and outcomes.Implications
Goal motives implicate goal-specific outcomes, and individuals’ overall composition of goal motives—across their goals—shape their goal efficacy and PO fit perceptions. These mechanisms relate to distal outcomes of goal accomplishment and job satisfaction. The research offers theoretical implications for the proximal outcomes of goal motives, but also practical implications for ways in which organizations can improve incumbent PO fit perceptions.Originality/Value
Although research has shown that having self-concordant goals is positively associated with individual outcomes, existing research has yet to understand why this is the case. In addition, most studies of SCT apply difference scores to study the construct at the individual-level rather than specifying motives separately and considering a multilevel perspective. Our research offers a novel investigation of the proximal outcomes of SCT and the levels at which they operate.13.
Rebecca Garden Xiaoxiao Hu Yujie Zhan Xiang Yao 《Journal of business and psychology》2018,33(2):297-310
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.14.
Tom Booth Aja Louise Murray Mathilde Overduin Madelynn Matthews Adrian Furnham 《Journal of business and psychology》2016,31(2):205-216
Purpose
Identifying the characteristics of chief executive officers (CEOs) has been a longstanding goal in leadership and individual differences research. The purpose of this exploratory study was to consider which individual difference and career path variables differentiate CEOs from other senior managers.Design/Methodology/Approach
Participants (N = 1152) were UK-based senior managers (n = 1040) and CEOs (n = 112) who completed a self-report measure of the Five Factor Model of personality (NEO-PI-R), a measure of cognitive ability (graduate and management aptitude test), and answered a number of additional questions on their career paths as part of development centres. Analyses comprised inter-individual mean difference tests, intra-individual external profile analysis and logistic regression.Findings
Results indicated that personality facets of impulsiveness, vulnerability, activity and dutifulness showed the largest mean differences. No significant effects were found for the criterion profile pattern, but significant effects were found for profile level. Of the additional predictors, career path variables were the strongest predictors of CEO status.Implications
The combination of significant effects across domains of individual differences and career path variables emphasizes the importance of a multivariate approach in the study of leadership, top management teams and career progression.Originality/Value
The current study combines personality, cognitive ability, demographic and career path variables, and applies intra-individual methodologies to explore the characteristics of the very top level of organisational hierarchy.15.
Nanette L. Yragui Caitlin A. Demsky Leslie B. Hammer Sarah Van Dyck Moni B. Neradilek 《Journal of business and psychology》2017,32(2):179-196
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.16.
Julian Schulze Martin Schultze Stephen G. West Stefan Krumm 《Journal of business and psychology》2017,32(3):283-300
Purpose
This study investigated the convergence of knowledge, skills, abilities, and other characteristics (KSAOs) required for either face-to-face (FtF) or text-based computer-mediated (CM) communication, the latter being frequently mentioned as core twenty-first century competencies.Design/Methodology/Approach
In a pilot study (n = 150, paired self- and peer reports), data were analyzed to develop a measurement model for the constructs of interest. In the main study, FtF and CM communication KSAOs were assessed via an online panel (n = 450, paired self- and peer reports). Correlated-trait-correlated-method minus one models were used to examine the convergence of FtF and CM communication KSAOs at the latent variable level. Finally, we applied structural equation modeling to examine the influence of communication KSAOs on communication outcomes within (e.g., CM KSAOs on CM outcomes) and across contexts (e.g., CM KSAOs on FtF outcomes).Findings
Self-reported communication KSAOs showed only low to moderate convergence between FtF and CM contexts. Convergence was somewhat higher in peer reports, but still suggested that the contextualized KSAOs are separable. Communication KSAOs contributed significantly to communication outcomes; context-incongruent KSAOs explained less variance in outcomes than context-congruent KSAOs.Implications
The results imply that FtF and CM communication KSAOs are distinct, thus speaking to the consideration of CM KSAOs as twenty-first century competencies and not just a derivative of FtF communication competencies.Originality/Value
This study is the first to examine the convergence of context-specific communication KSAOs within a correlated-trait-correlated-method minus one framework using self- and peer reports.17.
Elizabeth A. Sheedy Barbara Griffin Jennifer P. Barbour 《Journal of business and psychology》2017,32(1):101-116
Purpose
The risk environment within organizations and business groups has been identified as a key factor in preventing scandal, unexpected losses, and even insolvency in financial institutions. The objective of this paper is to propose a multilevel framework for investigating risk climate (the shared perceptions among employees of the relative priority given to risk management, including perceptions of the risk-related practices and behaviors that are expected, valued and supported), together with its outcomes and antecedents, and validate a new measure.Design/Methodology/Approach
A bottom-up phenomenon-driven process was used in scale development. We drew on published case studies, the industry literature, and interviews with subject matter experts. We performed three studies across a total of 10,544 employees in three different banks based in different countries. An online survey methodology was used to first explore and then confirm the factor structure, fit and invariance of our risk climate measure at the individual level of analysis, before progressing to examine fit and invariance across both the individual and business unit level simultaneously.Findings
We found evidence for four unique factors of risk climate that were invariant across three organizations, two countries, and two levels of analysis (individual and business unit).Implications
The risk climate scale presented in this paper provides a means by which senior leaders of financial institutions may better understand risk climate and how it varies at the business unit level. This information is relevant both to meet regulatory requirements and as a guide for potential intervention to strengthen or change risk climate.Originality/Value
This paper provides the first academic study of a new strategic-focused climate construct based on the relative priority given to risk management.18.
Purpose
This study provides a comprehensive examination of how the work–school interface relates to work outcomes such as task performance and job satisfaction. Additionally, this study builds upon past research by examining a range of work- and school-related resources and demands that collectively influence the work–school interface.Design/Methodology/Approach
Data were obtained from 170 working undergraduate students at multiple time points over the course of a semester, as well as from participants’ supervisors at the organizations in which the students work.Findings
The strongest antecedent of job satisfaction, interpersonal facilitation, and job performance was work–school facilitation. Demands in one role create pressures in the other. Contrary to expectations, job demands positively related to work–school facilitation, while school demands positively related to school–work facilitation.Implications
For practitioners, this study highlights the need to better understand the interplay between school and work roles for employees at a time when continuing education is emphasized. Employers benefit from the performance gains and positive attitudinal shifts that stem from experiences of facilitation between roles. From a theoretical perspective, this study reveals a unique pattern of results that adds to our understanding of the dynamics involved in the integrated work–school routines of working students.Originality/Value
This is one of the first studies to investigate the relationships between four bi-directional forms of the work–school interface and subsequent multi-source assessments of organizational outcomes. As such, it offers an examination of how conflict and facilitation from both the work and school domains relate to work outcomes.19.
Wenqin Zhang Steve M. Jex Yisheng Peng Dongdong Wang 《Journal of business and psychology》2017,32(3):235-251
Purpose
The 21st century work environment calls for team members to be more engaged in their work and exhibit more creativity in completing their job tasks. The purpose of this study was to examine whether team performance pressure and individual goal orientation would moderate the relationships between individual autonomy in teams and individual engagement and creativity.Design/Methodology/Approach
A sample consisting of 209 team members and 45 team managers from 45 work teams in 14 companies completed survey measures. To test our hypotheses, we used multilevel modeling with random intercepts and slopes because the individual-level data were nested within the team-level data.Findings
Hierarchical linear modeling showed that team-level performance pressure attenuated the positive relations between job autonomy and three dimensions of engagement. There were also 3-way interactions between job autonomy, psychological performance pressure, and learning goal orientation in predicting three dimensions of engagement and creativity.Implications
This study highlights the importance of exploring the moderating effect of team-level task characteristics and individual differences on the relationships between job autonomy and individual engagement and creativity. Organizations need to carefully consider both individual learning goals and performance pressure when empowering team members with job autonomy.Originality/Value
This is one of the first studies to explore the association between individual job autonomy in teams and individual outcomes in a contingency model. We first introduced team performance pressure as a moderator of job autonomy and examined the 3-way interaction effects of performance pressure, individual job autonomy, and learning goal orientation.20.