The determinants of employee benefits satisfaction

This study developed a multidimensional scale of benefits satisfaction and utilized a discrepancy model to examine the determinants of employee benefits satisfaction. The empirical findings are based on the survey responses of 205 employees in a hospital. The results indicate that pay level, female gender and exempt status employees are positively related to benefits satisfaction. Further, age and education level are negatively related to benefits satisfaction.     

Reliability of informant ratings and spouse similarity based on the Temperament and Character Inventory

A cohort of 136 Swedish spouse pairs rated themselves and each other with the Temperament and Character Inventory. The data allowed assessment of the reliability of ratings by knowledgeable informants compared to self-rating for this personality test. The reliability of the informant rating was in the expected range, with an average correlation of .58. Agreement was slightly higher for the Temperament dimensions than for the Character dimensions. Additionally, the design allowed evaluation of the similarity between husbands and wives across the seven dimensions measured by the TCI. Correlations between spouses in self-reports were very low for Temperament, with only Harm Avoidance having a statistically significant correlation (.22, p < .05). On the other hand, all three Character dimensions were significantly correlated. These results support the conceptualization of Temperament and Character as separate components of personality. The results are consistent with previous reports on the personality of spouse pairs.     

Reliability of job satisfaction measures

In this paper, we evaluate consistency in answers to subjective questions about job satisfaction and explore the implications of any inconsistencies. We do this by analyzing a cross-country data set for 6 EU countries where respondents were posed the same question about overall job satisfaction twice within the same questionnaire. We find that, on a 0–10 point ordered utility scale, 80% either classify themselves identically or in the immediate adjacent and that the differences in classification are symmetric around zero. Furthermore, we find that highly satisfied workers report most consistently. When job satisfaction is used as an explanatory variable, we show how OLS-parameter estimates provide a lower bound and IV-estimates an upper bound of the true estimate – and that the bounds are fairly tight. When job satisfaction is used as dependent variable, we generally find high consistency when parameters are highly significant in both models, while less significant or insignificant parameter estimates may change considerably. This indicates that higher significance standards may be advisable in analyses with satisfaction measures as dependent variable compared to more traditional models that are not based on subjective data.     

Predictors of employee satisfaction with the performance appraisal process

Several studies have documented the importance of the performance appraisal interview in the appraisal process. However, interactions between the rater and ratee prior to the end of the performance evaluation period have been given little attention. The present study investigated the impact of several aspects of the appraisal process on three outcome measures: satisfaction with the appraisal process, fairness of ratings and motivation to improve performance. The findings suggest the importance of viewing the performance appraisal process from a systematic perspective, rather than as a single event.     

员工正念对配偶家庭满意度和工作投入的影响

文章基于资源保存理论, 采用体验抽样法收集了一家商业银行114名员工及其配偶的数据。结果表明, 在个体内层面, 员工正念通过员工情感联结策略的中介作用影响其配偶家庭满意度及第二天早上工作投入; 在个体间层面的配偶家庭负面情感表达调节了员工正念与员工情感联结策略的关系及员工情感联结策略的中介作用, 即配偶家庭负面情感表达水平越高, 员工正念对员工情感联结策略的影响及员工情感联结策略的中介作用相对更弱。     

Generalization of ratings based on projective tests

Abstract.— A multivariable-multimethod analysis was performed on six professional clinical psychologists' ratings of 38 patients for the three variables, Intelligence, Ability to Establish Contact and Control of Affect and Impulses. The judges based their ratings of the patients performance on each of the three tests Rorschach, TAT, and Sentence Completion separately as well as on all tests together. The stability coefficients and the consensus among judges was rather high but decreased when the depth of interpretation of the response variable increased. The ratings showed both convergent and discriminant validity but the generality of the ratings was generally low. The results support the opinions held among clinicians, that tests give different kinds of information about individuals and that clinicians, to some extent, use the information from each test as a subvariable which is integrated into a more global variable.     

Moderating effects of organizational climate on relationships between goal-setting attributes and employee satisfaction

The moderating effects of nine organizational climate factors were examined on the relationships between four goal-setting attributes and three measures of employee satisfaction. Subjects were 245 scientists and engineers participating in an MBO program. Researchers did not find sufficient evidence to warrant a general statement concerning the moderating effects of organizational climate in this context. Explanations, however, are offered for the specific moderating effects which were discovered.     

Met expectations: The effects of expected and delivered inducements on employee satisfaction

Interpretation of existing theory and research on met expectations is problematic due to ambiguous conceptualization of the met expectations hypothesis and limitations imposed by the measurement strategies typically employed in this domain (i.e. difference scores and direct retrospective measures). In this longitudinal study, we sought to overcome these problems by using an alternative methodology to conduct a more comprehensive test of the met expectations hypothesis based on Warr's (1987) Vitamin Model and on research in related fields (e.g. person–environment fit). Polynomial regression and response surface analyses were used to examine how employee satisfaction is related to unmet, met, and exceeded expectations concerning two distinct types of inducements analogous to vitamins A (skill development opportunities) and E (support, compensation). Respondents included 342 limited term employees. Consistent with previous research, our results indicated that unmet expectations of any sort were associated with decreased satisfaction. However, contrary to common interpretations of the extant literature, our results also indicated that met expectations were not always associated with high levels of satisfaction and that exceeded expectations were, in the case of skill development, negatively associated with satisfaction. These findings suggest a need to broaden existing met expectations theory and to refine common organizational practices.     

An efficient method for estimating semantic similarity based on feature overlap: Reliability and validity of semantic feature ratings

Two studies were conducted in which human participants rated pairs of words according to the perceived degree to which the words’ referents shared semantic features. The participants found the task intuitive, simple, and quick to complete. The ratings were reliable and valid. Interrater and interstudy correlations were high, and ratings were good predictors of known feature overlap values obtained from existing semantic feature norms.     

The unfolding effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover

An evolving discontent with existing theories of voluntary turnover led to the postulation of an unfolding model for the effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover. In particular, existing theory and research on voluntary turnover were judged to apply validly to only a very small number of organizational situations. That is, their ecological validities appear weak. As a result, the proposed model seeks to describe more of the organization's reality and to apply to more situations than do current theories. Thus, the proposed model seeks to increase ecological validity. Four decision paths are detailed and asserted to capture more of the evolutionary (hence the term unfolding) confluence of personal, situational, and accidental forces on the decision to leave an organization than current models. Research implications are discussed.We thank Bob Baron, Lee Beach, and Rick Mowday for their helpful comments on carlier drafts of this article.     

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.     

Reliability of interview-assessed hostility ratings across mode of assessment and time

These studies addressed 2 questions concerning interview-based hostility assessments: whether they are affected if the interview is conducted face-to-face versus telephone and whether they are stable across an extended time period. In Study 1A, 54 students were interviewed face-to-face and by telephone in a laboratory setting. Half the sample was reinterviewed in the laboratory 6 weeks later. The other half was reinterviewed by telephone at home. With 1 exception, all intraclass correlation coefficients (ICCs) comparing interview modes were above .62. In Study 1B, 48 adults were interviewed face-to-face in a laboratory and by telephone in their homes with a 2-week intervening interval. The ICC comparing interview modes was .78. In Study 2, 100 adults were interviewed face-to-face in a laboratory and approximately 4 years later by telephone in their homes. The ICC across interviews was .69. Thus, support was found for the stability of interview-based hostility assessments across interview methods and extended periods of time.     

Relation of employee and manager emotional intelligence to job satisfaction and performance

This study examined the relationships among employees’ emotional intelligence, their manager’s emotional intelligence, employees’ job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees’ emotional intelligence was positively associated with job satisfaction and performance. In addition, manager’s emotional intelligence had a more positive correlation with job satisfaction for employees with low emotional intelligence than for those with high emotional intelligence. These findings remain significant after controlling for personality factors. A similar pattern was found for job performance; however, the effect did not meet traditional standards of significance. Applied implications of the results are discussed.     

A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction

Although psychopathy often is considered the most toxic of the “types” that make up the Dark Triad of personality (psychopathy, narcissism, Machiavellianism), its role in organizational leadership is the least explored. Using the B-Scan 360, a measure of corporate psychopathy, we investigated the relationships among employees’ perceptions of psychopathic traits in their supervisors, employee psychological distress, work–family conflict, and job satisfaction. Participants in two different samples, one civic and the other financial, rated their supervisors with the B-Scan 360, and completed self-report measures of psychological distress, work–family conflict, and job satisfaction. Structural equation modeling (SEM) indicated that in each sample B-Scan 360 scores of supervisors were directly and negatively related to employee job satisfaction. The two samples differed somewhat in the associations of the B-Scan 360 with employee psychological distress and work–family conflict. Overall, the results illustrate the effects of perceived psychopathic traits in supervisors on employee well-being and job-related attitudes.     

Averaging processes in ratings and choices based on numerical information

Ss were presented sets of numbers said to represent sample price information from grocery stores. Ss rated the relative desirability of shopping at each of a series of stores and were also asked to make paired-comparison preference choices. In Experiment I, some sets contained favorable information, some contained unfavorable information, and some contained neutral information added to the favorable or unfavorable information. The addition of neutral information led to a decrease in the polarity of responses. This is consistent with an averaging, but not an adding, formulation of how the information is integrated. In Experiment II, sets of favorable or unfavorable information varied in size and a set-size effect was obtained. The greater the amount of favorable or unfavorable information, the more extreme the response. This was accounted for by assuming that an initial neutral expectancy is averaged with the information presented.