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1.
Purpose
This study examined the mediating role of perceived organizational support (POS) in the relationship between group-incentive participation and organizational commitment. The study also investigated the moderating role of innovation in the relationship between group-incentive participation and POS and the relationship between group-incentive participation and organizational commitment.Design/Methodology/Approach
The proposed hypotheses were tested by hierarchical linear modeling by means of survey data that were collected in South Korea in 2008.Findings
The results showed that the relationship between group-incentive participation and organizational commitment was fully mediated by POS. Cross-level analyses revealed that group-incentive participation had stronger relationships with POS and organizational commitment in more innovative companies than in less innovative companies.Implications
These findings contribute to the literature by identifying the characteristics of organizations in which group-incentive participation is more effective. In particular, innovative companies could benefit from adopting group-incentive practices because these practices are more strongly related to POS and organizational commitment in more innovative companies.Originality/Value
Whereas previous studies on group incentives have mainly focused on the effects of group incentives at the organizational level, this study bridged the gap between macro- and microapproaches through multilevel analyses. This study is unique in that it examined the vertical fit between group incentives and organizational characteristics while focusing on individual employees’ perceptions and attitudes. 相似文献2.
Haley M. Woznyj Alexandra M. Dunn Linda Rhoades Shanock Eric D. Heggestad Zoa Ordóñez Benjamin Uhrich 《Journal of business and psychology》2017,32(6):627-639
Purpose
The present study builds on prior research involving organizational support theory and the trickle-down effects of supervisors’ perceived organizational support (POS). We examine benefits of supervisor POS for the supervisors themselves (enhanced affective commitment and in-role performance), and a behavioral mechanism through which supervisors’ POS may lead to subordinate dedication, a multifaceted conceptualization of performance.Design/Methodology/Approach
Using three sources of data (from 139 human resource professionals, their 47 supervisors, and the 22 bosses of their supervisors) we assessed the hypothesized relationships using multilevel path modeling.Findings
Supervisors’ POS related positively to supervisors’ affective commitment to their organization, resulting in better supervisor in-role performance two months later. Also, having better performing supervisors resulted in more dedication by employees in the form of extra-role performance, as rated by their supervisor 2 months later, and extra hours worked.Implications
It appears providing organizational support to supervisors may result in beneficial outcomes for the supervisors and the organization in terms of supervisors’ enhanced emotional attachment to the company, and better performance in their job, with consequences for subordinate dedication in terms of extra hours worked and extra-role performance.Originality/Value
These findings contribute to organizational support theory by showing initial evidence that supervisor in-role performance can serve as an explanatory mechanism through which supervisors’ POS trickles down to aid subordinates.3.
Nicolas Gillet Evelyne Fouquereau Jacques Forest Paul Brunault Philippe Colombat 《Journal of business and psychology》2012,27(4):437-450
Purpose
The purpose of the present research was to examine the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, psychological need satisfaction and need thwarting, and hedonic and eudaemonic well-being.Design/Methodology/Approach
In Study 1 (n?=?468), we tested a model in which workers’ perceived organizational support and their perceptions of their supervisor autonomy support independently predicted satisfaction of the workers’ needs for autonomy, competence, and relatedness, which in turn predicted aspects of hedonic and eudaemonic well-being. In Study 2 (n?=?650), workers’ perceptions of supervisor controlling behaviors and need thwarting were added to the hypothesized model tested in Study 1. Scales of work satisfaction and positive affect were used to assess hedonic well-being, and a scale of psychological well-being was used to assess eudaemonic well-being.Findings
Perceived organizational support and supervisors’ interpersonal style related to basic need satisfaction (Studies 1 and 2) and need thwarting (Study 2). In turn, need satisfaction predicted higher levels of hedonic and eudaemonic well-being, while need thwarting was negatively associated with hedonic and eudaemonic well-being.Implications
The present results underscore the importance of understanding the mechanisms through which organizations and managers related to workers’ hedonic and eudaemonic well-being.Originality/Value
This is the first research to provide evidence for the mediating role of need satisfaction and need thwarting in the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, and hedonic and eudaemonic well-being. The present results were obtained in two samples of employees from various small to large companies. 相似文献4.
Purpose
This study examines the moderating role of quality-competitive environment on the relationships between job autonomy and employees?? mental well-being and organizational commitment. It also investigates the mediating role of organizational commitment on the relationship between job autonomy and mental well-being.Design/Methodology/Approach
The proposed hypotheses were tested by hierarchical linear modeling using an archival dataset from the Workplace Employment Relations Survey, which was conducted in Great Britain in 2004 and 2005 (12,836 employees and 1,190 managers).Findings
This study found that quality-competitive environment moderated the relationships between job autonomy and mental well-being and between job autonomy and organizational commitment. That is, job autonomy was more strongly related to mental well-being and organizational commitment in more quality-competitive organizations. The results also indicated that this moderation was partially mediated by organizational commitment.Implications
Because job autonomy is related to employees?? mental well-being and organizational commitment, organizations need to provide their employees with job autonomy. More importantly, because these positive relationships are stronger in quality-competitive companies, organizations in a highly quality-competitive market in particular should provide their employees with more job autonomy.Originality/Value
This is one of the first studies that investigated the vertical fit between job autonomy and organizational contexts while focusing on individual employees?? outcomes (attitudes and mental well-being). The results were obtained by data from a nationally representative sample, allowing us to generalize the results. Additionally, since the dataset was collected from multiple sources, self-report and common-method biases are minimized. 相似文献5.
Kristin L. Cullen Bryan D. Edwards Wm. Camron Casper Kevin R. Gue 《Journal of business and psychology》2014,29(2):269-280
Purpose
The literature on organizational change has increasingly recognized that characteristics of change recipients influence their reactions to workplace change. Yet little is known about the influence of employees’ adaptability and change-related uncertainty on their interpretation of organizational actions. We examined these antecedents and the mediating role of perceived organizational support as explanations for employees’ job satisfaction and performance.Design/Methodology/Approach
A survey was administered to material handling employees from two organizations. Employees completed measures of individual adaptability, uncertainty experienced regarding changes in the workplace, support received from the organization, and job satisfaction. Performance data were collected from the records of one organization.Findings
Results from both samples support the role of perceived organizational support as a mediator of the relationship between employees’ adaptability and perceptions of change-related uncertainty and employees’ satisfaction and performance.Implications
Change is a frequent occurrence in today’s workplace; thus, improving employee satisfaction and performance requires the consideration of change-related perceptions and individuals’ dispositions relevant to change. The present study offers insights regarding how organizations may help improve perceptions of organizational support by reducing perceived uncertainty as well as identifying employees who may need assistance to adapt to workplace changes.Originality/Value
Despite practitioners’ expressed interest, there is scant research examining employees’ adaptability and change-related uncertainty. We provide the first evidence explaining how and why these variables impact important workplace outcomes and extend existing theory by identifying appraisals of the organization (and not the self) as a mechanism explaining stressor–strain relationships. 相似文献6.
Seth Kaplan Jill C. Bradley-Geist Afra Ahmad Amanda Anderson Amber K. Hargrove Alex Lindsey 《Journal of business and psychology》2014,29(3):367-380
Purpose
Despite an abundance of organizational research on how contextual and individual difference factors impact well-being, little research has examined whether individuals themselves can take an active role in enhancing their own well-being. The current study assessed the effectiveness of two simple, self-guided workplace interventions (“gratitude” and “social connectedness”) in impacting well-being.Design/Methodology/Approach
Sixty-seven university employees participated in one of the two self-guided interventions for 2 weeks and completed self-report measures prior to the intervention, immediately following the intervention, and one-month post-intervention. Growth curve modeling was used to examine the effects of each intervention.Findings
Partially supporting hypotheses, the gratitude intervention resulted in significant increases in positive affective well-being and self-reported gratitude but not did significantly impact negative affective well-being or self-reported social connectedness. The social connectedness exercise did not significantly impact any of those four outcomes. However, both interventions related to a reduction in workplace absence due to illness.Implications
The study suggests that self-guided, positive psychology interventions (particularly gratitude) hold potential for enhancing employee well-being. Because the interventions are short, simple, and self-guided, there is little in the way of costs or drawbacks for organizations. Thus, these types of interventions seem like a potentially useful component of workplace wellness initiatives.Originality/Value
This study is one of the few to examine whether self-guided, positive psychology interventions can enhance well-being. Moreover, this is the first study to examine a social connectedness workplace intervention and the first to demonstrate effects on illness-related absence. 相似文献7.
Heather N. Odle-Dusseau Thomas W. Britt Philip Bobko 《Journal of business and psychology》2012,27(3):331-343
Purpose
The purpose of the current study was to describe and test two new correlates of work?Cfamily balance, based on discrepancies between actual and desired hours spent in the work domain (work hour discrepancy, WHD) and family domain (family hour discrepancy, FHD).Design/Methodology/Approach
Participants were 330 employees of a moderate-sized, southeastern university who responded to a survey sent via e-mail.Findings
Analyses indicated support for the utility of work and FHD scores for individual and organizational outcomes. Data also indicated FHD predicted work?Cfamily balance, well-being, and intention to leave above and beyond the individual components of actual and desired family hours, whereas WHD did not predict beyond individual components. Work?Cfamily balance mediated relationships between FHD and quality of life, stress, depression, and intention to leave.Implications
This study provides support for incorporation of discrepancy indices in future work?Cfamily research. FHD predicted outcomes over and above the individual components of actual and desired hours whereas WHD did not, suggesting that compatibility between what an individual desires and experiences in the family domain may have a stronger influence on well-being and organizational outcomes compared to compatibility in the work domain.Originality/Value
These results are important given past focus on concepts such as work schedule fit (e.g., Moen, It??s about time: couples and careers, 2003), in that we extend past findings by also incorporating fit between values and experiences in the family domain, and linking discrepancies with work?Cfamily balance, well-being, and organizational outcomes. 相似文献8.
Larry R. Martinez Enrica N. Ruggs Isaac E. Sabat Michelle R. Hebl Steve Binggeli 《Journal of business and psychology》2013,28(4):455-466
Purpose
This article expands the discourse of the impact of the passage of the Civil Rights Act (CRA) of 1964 to sexual orientation minorities (SOM).Design/Methodology/Approach
We first discuss the challenges faced by SOM in the workplace. We then present a model adapted from Edelman’s “Handbook of employment discrimination research (pp. 337–352). Dordrecht, The Netherlands: Springer (2005)” theory of endogeneity of law to discuss the impact that such leaders and their supportive organizational SOM policies can have on the passage of nationwide SOM legislation. Finally, we discuss how organizational leaders’ beliefs and actions can play a major role in affecting organizational SOM policies.Findings
We argue that the presence of organizational protective policies can facilitate the passage of federal SOM legislation by establishing and legitimizing social norms. We also highlight how beliefs about religion, morality, controllability, and occupational stereotypes contribute to prejudice and lack of support for SOM-protective organizational policies.Implications
We discuss the importance that organizational SOM policies have on larger societal legislative issues, and outline how specific individual-level beliefs can impact organizational-level support for SOM.Originality/Value
We take a novel approach by focusing on what organizational leaders can do to enact SOM policies that may further influence protective laws. We also draw upon neo-institutional theory to show specifically how organizations can affect legislation; a topic often ignored in organizational psychology. 相似文献9.
Chu-Hsiang Chang Christopher C. Rosen Gina M. Siemieniec Russell E. Johnson 《Journal of business and psychology》2012,27(4):395-406
Purpose
The purpose of the study was to examine the joint moderating effects of employees’ conscientiousness and self-monitoring on the relationship between perceptions of organizational politics and organizational citizenship behaviors.Design/Methodology/Approach
Data were collected from 139 subordinate–supervisor dyads through networks of business contacts and university alums of a university in the Midwest US.Findings
We found a significant three-way interaction between perceived politics, conscientiousness, and self-monitoring in predicting citizenship behaviors. High self-monitoring alleviated the negative effects of politics perceptions on the OCB of highly conscientious employees. Conversely, perceived politics was negatively related to the OCB of employees who reported having either low self-monitoring and high conscientiousness or high self-monitoring and low conscientiousness.Implications
Our results advance the theoretical understanding of the relationship between perceptions of organizational politics and citizenship behaviors by integrating the occupational stress perspective with social exchange theory within the socio-analytic framework. Evidence suggests that employees with certain combinations of traits (e.g., low self-monitoring and high conscientiousness or high self-monitoring and low conscientiousness) were particularly susceptible to the negative effects of perceived politics. This knowledge may help practitioners identify training needs or motivational strategies to help alleviate the negative effects of perceived politics on employee citizenship behaviors.Originality/Value
This study is one of the few that took a holistic person-oriented approach when examining the moderating effects of individual traits on the linkages between perceived politics and citizenship behaviors. In addition, we utilized supervisor ratings of citizenship behaviors to overcome concerns associated with common source bias. 相似文献10.
David Holman Peter Totterdell Carolyn Axtell Chris Stride Rebecca Port Ruth Svensson Lara Zibarras 《Journal of business and psychology》2012,27(2):177-191
Purpose
The purpose of this article is to examine whether employee learning strategies is a mechanism through which job design affects the employee innovation process. In particular, we test whether work-based learning strategies mediate the relationship between job design characteristics (job control and problem demand) and key components of the innovation process (idea generation, idea promotion, and idea implementation).Design/Methodology/Approach
Data were collected from a survey of 327 employees in a UK manufacturing organization.Findings
Structural equation modeling confirmed the mediating role of learning strategies in the relationship between job design and idea generation. The effects of job control on idea generation were mediated by work-based learning strategies and the effects of problem demand on idea generation were partially mediated by work-based learning strategies. Problem demand also had a direct relationship with idea generation and idea promotion. The findings provide support for the general idea that learning is a mechanism thorough which job design affects outcomes.Implications
The results of the study show practitioners that creating jobs with high control or high problem demand can help to promote the employee innovation process; and that this is partly due to the role that such jobs play in stimulating the use of learning strategies at work.Originality/Value
This article develops and tests a new theoretical model that explains how learning is a route through which job design influences employee innovation. 相似文献11.
Sewon Kim Toby M. Egan Woosung Kim Jaekyum Kim 《Journal of business and psychology》2013,28(3):315-330
Purpose
The purpose of this study was to examine the relationships between perceived managerial coaching behavior and employee work-related outcomes.Design/Methodology/Approach
Data were collected from 482 employees in a Korean public organization. The collected data were analyzed by structural equation modeling with a two-step approach.Findings
The hypothesized conceptual model was adequately supported by the sample data. Further investigations suggested managerial coaching, which had a direct impact on employee satisfaction with work and role clarity and an indirect impact on satisfaction with work, career commitment, organization commitment, and job performance.Implications
Findings provide empirical support to the hypothesized conceptual model of managerial coaching outcomes in organizations. Study findings offer evidence regarding prospective, but unexamined, benefits of managerial coaching. Such knowledge can be also used by practitioners for selecting and developing effective managers and leaders and understanding and managing employee attitudes and behaviors in organizations.Originality/Value
This article is one of the first studies to provide evidence for the influence of managerial coaching behavior on employee role cognition, work attitudes, and performance. Since there is no commonly acknowledged theory or conceptual model for managerial coaching outcomes, this finding of the current hypothesized model can notably contribute to the research on managerial coaching. Furthermore, to date, no study of managerial coaching in Asian cultural contexts has been identified. 相似文献12.
Ariane G. Wepfer Tammy D. Allen Rebecca Brauchli Gregor J. Jenny Georg F. Bauer 《Journal of business and psychology》2018,33(6):727-740
Against the backdrop of increasingly blurred boundaries between work and nonwork, the purpose of this study was to investigate the implications of employees’ work-to-life boundary enactment for well-being. Using border/boundary theory (as reported by Ashforth, Kreiner, & Fugate (Academy of Management Review 25(3):472–491, 2000) and Clark (Human Relations 54(6):747–770, 2000)) and the effort-recovery model (as reported by Meijman & Mulder (Handbook of work and organizational psychology vol. 2 55–53, 1998)), we developed a research model that links work-to-life integration enactment to exhaustion and impaired work-life balance via lack of recovery activities (as reported by Sonnentag, Journal of Applied Psychology 88(3):518–528, 2003). The model was tested using structural equation modeling. Our sample consisted of N = 1916 employees who were recruited via an online panel service. Results showed that employees who scored high on work-to-life integration enactment reported less recovery activities and in turn were more exhausted and experienced less work-life balance. Our study contributes to the existing literature on boundary management by investigating the well-being implications of work-to-life boundary enactment and by suggesting and testing recovery as an underlying mechanism. In doing so, we link boundary enactment with existing theory of the work-life interface. Based on our review of existent research on boundary management and well-being, we disentangle previous contradictory findings. Understanding of the well-being implications of boundary enactment and underlying mechanisms can help human resource professionals and practitioners to devise and implement organizational policies and interventions that enable employees to develop boundary management strategies that are sustainable in that they do not impair employees’ well-being. 相似文献
13.
Aaron D. Hill J. Craig Wallace Jason W. Ridge Paul D. Johnson Jeffrey B. Paul Tracy A. Suter 《Journal of business and psychology》2014,29(1):145-159
Purpose
We propose a process model relating innovative climates to effectiveness in co-founded ventures. Specifically, we argue that co-founders’ inputs relate to venture effectiveness via processes of team member exchange (TMX), team learning, and collective efficacy.Design/Methodology/Approach
To study a population that is difficult to access, we use a computerized simulation in which 202 individuals act as new venture co-founders.Findings
Results of our research support the hypothesized input-process-outcome model such that the intra-team processes of TMX, team learning, and collective efficacy fully mediate the relationship between the input of co-founding team climate for innovation and the outcome of co-founded venture effectiveness.Implications
This study advances theory regarding processes that link team climates for innovation to collective outcomes. While we focus on this relationship in co-founded ventures, our findings have implications for team-level innovation research by clarifying how innovation relates to effectiveness. Beyond advancing theory, knowledge of this relationship may be of benefit to practice by identifying mediating mechanisms that can be reinforced in training and used as indicators of venture success by potential investors. Further, we contribute to the understanding of an important but understudied population of co-founded ventures and answer calls to utilize simulations to address team-based organizational questions.Originality/Value
Our study answers calls to both clarify the processes that relate innovative climates to business outcomes and utilize computer simulations in organizational research while also addressing an important population of co-founded ventures that lacks a significant body of research. 相似文献14.
Christopher Jay Roussin Sheila Simsarian Webber 《Journal of business and psychology》2012,27(3):317-329
Purpose
Initial trustworthiness perceptions serve as anchored reference points for subsequent trust perceptions and associated behavioral choices in organizations. Examining the relationship between the employee and the organization is an underexplored influence on such perceptions. This study is an investigation of how perceived psychological safety (PS) in the work environment and level of organizational identification (OI) influence initial perceptions of others?? trustworthiness.Design/Methodology/Approach
Data were obtained through survey and scenario methods from a sample of high-potential managers (n?=?155) during participation in a leadership development training course.Findings
Results demonstrate that both disposition to trust and PS have positive relationships with initial perceptions of others?? trustworthiness. There is also a significant negative moderating effect of OI on the relationship between psychology safety and perceived trustworthiness. PS has a strong positive significant relationship with initial perceptions of others?? trustworthiness when OI is low. This relationship is non-significant when OI is high.Implications
This study provides evidence that the relationship between the employee and the organization can influence individual perceptions of initial trustworthiness in others.Originality/Value
Aspects of the relationship between the trustor and the organization have not previously been considered as influences on initial trustworthiness perceptions. PS, often investigated as a direct influence on learning and performance, has not been previously examined as a socialized influence on trustworthiness perceptions. 相似文献15.
Melvyn R. W. Hamstra Nico W. Van Yperen Barbara Wisse Kai Sassenberg 《Journal of business and psychology》2014,29(3):413-425
Purpose
Achievement goals, or the standards of competence employees pursue in their work, have far-reaching consequences for employee and organizational functioning. In the current research, we investigated whether employees’ achievement goals can be predicted from their supervisor’s leadership style.Design/Methodology/Approach
A multilevel study was conducted in which followers of 120 organizational leaders completed measures of their leader’s transformational leadership (focusing on individual needs and abilities, on intellectual development, and on a common team mission), transactional leadership (focusing on monitoring and achievement-related rewards), and their own mastery goals (aimed at learning, developing, and mastering job-relevant skills), and performance goals (aimed at doing better than others).Findings
Group-level transformational leadership predicted followers’ mastery goals, whereas group-level transactional leadership predicted followers’ performance goals. Within-group differences in transformational leadership also predicted mastery goals.Implications
These findings suggest that leadership style plays an important role in the achievement goals followers adopt. Organizations may promote transactional leadership in contexts requiring that employees outperform others. In contrast, in contexts requiring learning and development, organizations may promote transformational leadership.Originality/Value
This research is the first to examine the relationships between leadership styles and specific follower goals, and the first to highlight the role of leadership as a social variable involved in employees’ adoption of achievement goals. 相似文献16.
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.17.
Karsten Mueller Tammo Straatmann Kate Hattrup Marco Jochum 《Journal of business and psychology》2014,29(2):169-181
Purpose
In the present study, we sought to investigate the effects of online survey implementation strategies on perceived anonymity and employee response behavior in organizational surveys.Design/Methodology/Approach
A field experiment was conducted to compare two commonly used online survey implementation strategies (N = 815). One group of employees received a personalized invitation to the survey and a log-in password, while the other group received a general invitation and did not have to provide a password.Findings
The results showed that the applied implementation strategies had no substantial effects on perceived anonymity. Moreover, there were no significant effects on nonresponse or the responses of survey participants to closed-ended and open-ended survey questions.Implications
The present study supposes that online surveys are not a uniform phenomenon and that differences in the implementation of online surveys need to be considered. However, the findings indicate that the use of specified-personalized implementation strategies does not necessarily lead to a substantial decrease in perceived anonymity or automatically result in reduced data quality. Thus, in many cases, the investigated online survey implementation strategies are unlikely to cause serious reductions in perceptions of anonymity and quality of responses to organizational online surveys.Originality/Value
In spite of the frequent use of online surveys in organizations, little is known about the consequences of online implementation strategies for perceptions of anonymity and response behavior. This study is one of the few empirical examinations of the psychological consequences of different online implementation strategies frequently used in organizational surveying. 相似文献18.
Purpose
In organizations where work is complex, dynamic and interdependent, maintaining an environment where employees offer help to one another is essential for organizational effectiveness. This research is aimed at understanding the antecedent motives underlying task-related interpersonal helping.Design/Methodology/Approach
The research took an atypical approach by asking employees directly to explain in their own words why they would, or would not, help co-workers with work-related problems. Content analysis yielded five categories of motives for helping. The qualitative motive categories were able to explain variance in quantitative scales assessing respondents’ affect, attitudes, organizational perceptions, and demographics.Findings
Employees who gave altruistic reasons for helping (i.e., helping was a personal value or a contribution to the team) reported performing more helping behaviors, expressed greater organizational commitment, and perceived more organizational justice than did employees who expected reciprocity for helping, or whose help was contingent.Implications
No existing theory of helping explains the total collection of motives identified in this research. We encourage researchers to develop integrated theories capable of explaining the totality of motives for task-related helping. Our research identities several essential parameters of such integrated theories and provides guidance for carrying out the task of theory integration.Originality/Value
This phenomenological research is the only empirical investigations into task-related helping based on respondents’ own reasons for helping. It also is one of the few to incorporate both qualitative and quantitative methodologies. 相似文献19.
John J. Donovan Stephen A. Dwight Dan Schneider 《Journal of business and psychology》2014,29(3):479-493
Purpose
The purpose of this study was to examine the prevalence of applicant faking and its impact on the psychometric properties of the selection measure, the quality of hiring decisions, and employee performance.Design/Methodology/Approach
This study utilized a within-subjects design where responses on a self-report measure were obtained for 162 individuals both when they applied for a pharmaceutical sales position, and after they were hired. Training performance data was collected at the completion of sales training and sales data was collected 5 months later.Findings
Applicant faking was a common occurrence, with approximately half of the individuals being classified as a faker on at least one of the dimensions contained in the self-report measure. In addition, faking was found to negatively impact the psychometric properties of the selection measure, as well as the quality of potential hiring decisions made by the organization. Further, fakers exhibited lower levels of performance than non-fakers.Implications
These findings indicate that past conclusions that applicant faking is either uncommon or does not negatively impact the selection system and/or organizational performance may be unwarranted.Originality/Value
Remarkably few studies have examined applicant faking using a within-subjects design using actual job applicants, which has limited our understanding of applicant faking. Even fewer studies have attempted to link faking to criterion data to evaluate the impact of faking on employee performance. By utilizing this design and setting, the present study provides a unique glimpse into both the prevalence of faking and the significant impact faking can have on organizations. 相似文献20.
Abdul Karim Khan Samina Quratulain Jonathan R. Crawshaw 《Journal of business and psychology》2013,28(1):49-61