Investigating the missing link in flexible work arrangement utilization: An individual difference perspective

The present study investigates the relationship between individual differences and flexible work arrangement use. Three need-based motivational factors (need for affiliation at work, need for segmentation of work from other life roles, need for occupational achievement) were examined in relation to extent of flextime and flexplace use. Additionally, the moderating roles of an organizational variable (face-time orientation) and family variable (family responsibility) were tested. Using a sample of university faculty, we found that need for segmentation negatively related to both flextime and flexplace use as predicted. Some evidence for the moderating role of family responsibility was also found. The findings underscore the importance of considering both the individual and the environment as drivers of flexible policy use. Further implications and future directions are discussed.     

When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work-family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.     

Individual differences in effective interview design: Factors affecting question choice

Despite the evidence that structured interviews are superior to unstructured interviews, interviewers remain reluctant to use them for personnel selection. The current research replicated and extended recent research examining how individual differences relate to the ability to identify effective interview questions. Question judgments were made across questions that varied substantially in quality and across two different jobs. Across two samples of data, respondents evaluated past behavioral and traditional interview questions more favorably than oddball questions and questions about job‐irrelevant competencies. Furthermore, general mental ability and social aptitude were strongly related to skill in identifying effective interview questions, with results suggesting these traits are associated with customizing questions to specific job contexts.     

Analyzing individual differences in vocational, leisure, and family interests: A multitrait-multimethod approach

This study investigates the latent structure of individual differences in vocational, leisure, and family interests. The participants consisted of 302 French adults who rated their like or dislike for activities based on Holland’s RIASEC typology and presented in three life domains: work, family and leisure. The multitrait-multimethod model proposed by Eid [Eid, M. (2000). A multitrait-multimethod model with minimal assumptions. Psychometrika 65, 241-261.] was used with the vocational interests as standard comparison, and was applied separately on each of the 6 RIASEC types. Results indicated that interests strongly intercorrelated whatever their vocational vs. leisure or family contextualization. However, since these correlations were controlled for measurement error, the results also suggested that the effects of these contextualizations of the activities could not be ignored because they accounted for a non negligible part of the variance for several activities. Theoretical and practical implications are discussed and directions for future research are presented.     

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.     

Work and family research in IO/OB: Content analysis and review of the literature (1980-2002)

This monograph reviews 190 work-family studies published in IO/OB journals from 1980 to 2002. The results of a content analysis are presented which catalog these articles with respect to the study focus, nature and direction of the proposed effects, and predictor, criterion, and mediator variables examined. Then a narrative review of the articles is presented, organized in terms of the following topical areas: (1) work-family conflict, (2) work role stress, (3) work-family assistance, (4) work schedules, (5) job-related relocation, (6) career and job-related outcomes, (7) gender and the relationship between work and family domains, (8) dual-earner couples, and (9) relationships among life domains. The review concludes with a discussion of recurring themes in the literature and the identification of blind spots in the IO/OB perspective on work and family. Specific suggestions for future research are also provided.     

Perceived training intensity and work effort: The moderating role of perceived supervisor support

This study explored the relationships between perceived training intensity, perceived supervisor support, and work effort. The results from a cross-lagged study across a 10-month time span among 323 employees at a Norwegian power supply company revealed a nonsignificant relationship between perceived training intensity and self-reported work effort. Moderation analyses revealed a negative relationship for employees reporting low levels of perceived supervisor support. These findings suggest that line managers are of vital importance for maintaining employees’ work efforts in settings where competence-related stress is prevalent. Among several potential implications for practice, we encourage managers to engage in supportive behaviour, particularly under stressful working conditions.     

Make it to work (and back home) safely: the effect of psychological work stressors on employee behaviour while commuting by car

Despite empirical data suggesting that commuting accidents are a major problem worldwide, research on employee behaviour while commuting by car is scant. In particular, our understanding of the antecedents of unsafe commuting behaviour is limited mainly to demographic variables and work-related physical stressors. Our study addressed this lacuna by investigating the association between work-related psychological stressors and unsafe commuting behaviour. In addition, we developed and validated a scale for measuring commuting norms and considered the permissiveness of these norms as a mediator in the stressor-commuting behaviour association. The results, based on data collected from 216 employees in a large manufacturing plant at 2 points in time, indicated that abusive supervision and work–family conflict were both positively related to unsafe commuting behaviour, and that the permissiveness of commuting norms partially mediated these relationships. The potential role of work organizations in educating employees about commuting behaviour and driving safety is discussed.     

Be mindful in love: Exploring the interpersonal effects of spouse mindfulness on employee work and family outcomes

Mindfulness has received increasing attention from scholars and practitioners, and considerable research has demonstrated the intrapersonal effects of mindfulness at work or at home. Research to date, however, has overlooked potential interpersonal effects of mindfulness across the work and family domains. Drawing on the spillover-crossover model and the mindfulness literature, we investigate the effects of spouse mindfulness at home on employee work and family outcomes. We test our model using dyadic experience-sampling data collected from 125 focal employees and their spouses over 10 consecutive workdays. The results indicated that, at the within-person level, spouse mindfulness at home was positively associated with employee authentic emotional sharing at home, which, in turn, was positively associated with employee positive effect at home but negatively associated with employee negative affect at home. The results also indicated that spouse mindfulness at home had a positive indirect effect on family satisfaction at home and work engagement during the next morning through enhancing employee authentic emotional sharing at home. We discuss the implications of these findings and directions for the mindfulness research.     

Developing agency through good work: Longitudinal effects of job autonomy and skill utilization on locus of control

An internal locus of control has benefits for individuals across multiple life domains. Nevertheless, whether it is possible to enhance an individual's internal locus of control has rarely been considered. The authors propose that the presence of job autonomy and skill utilization in work can enhance internal locus of control, both directly and indirectly via job satisfaction. Three waves of data over a four-year period from the Household, Income and Labour Dynamics in Australia Survey (N = 3045) were analyzed. Results showed that job autonomy directly shaped internal locus of control over time, as did job satisfaction. Skill utilization did not play a role in terms of affecting locus of control, and the indirect effects of both job autonomy and skill utilization via job satisfaction were weak. This study suggests the importance of job autonomy in promoting the development of an employee's internal locus of control.     

Influences on employee perceptions of organizational work–life support: Signals and resources

This study examined predictors of employee perceptions of organizational work–life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work–life support through two mechanisms: signaling that the organization cares about their work–life balance and helping them develop and conserve resources needed to meet work and nonwork responsibilities. Consistent with our hypotheses, we found that higher demands (work hours and work overload) were associated with reduced perceptions that the organization was supportive of work–life integration. Resources (job security, fit between employees' needs and the flexible work options available to them, supervisor support and work group support) were positively associated with perceptions of organizational work–life support. The results of this study urge further scholarly attention to work-based demands and resources as predictors of perceived organizational work–life support and yield implications for managerial practice.     

Adaptation to work: An analysis of employee health, withdrawal, and change

J. Rosse and H. Miller (1984, in P. Goodman, R. Atkin et al., Absenteeism: New Approaches to understanding, measuring, and managing employee absence. San Francisco: Jossey-Bass) have proposed a model of employee adaptation that hypothesizes multiple withdrawal behaviors and attempts to change working conditions as alternative forms of adaptation to a dissatisfying work environment. Negative health outcomes are also hypothesized consequences of dissatisfaction with work. In this longitudinal study of 42 new hospital employees, intention to quit, turnover, absence, attempts to change the job, and heatlh disorders were negatively correlated with job satisfaction; lateness and self-report avoidance scale were not. Use of adaptive behaviors was also found to have remedial effects for employee health. Implications for a general model of adaptation are discussed.     

Individual differences in intelligence: A reappraisal of the confluence model

The confluence model posits that an individual's intellectual development is a function of the intellectual environment he or she is exposed to in the home. Families with many children spaced close together are presumed to have intellectual environments inferior to those of families with few children spaced far apart. To date, the major support for the confluence model has come from analyses of the family size-birth order means of large aggregate data sets. Analyses of the individual scores of some of those same aggregate data sets, however, do not substantiate the confluence model. Explained variance for the aggregate (90%+) reduce to less than 3% in the individual analyses. A recommendation is made to shift the focus of the confluence model from family configuration variables to family interaction varibles utilizing longitudinal data from individuals.     

Gay-Straight Alliances Vary on Dimensions of Youth Socializing and Advocacy: Factors Accounting for Individual and Setting-Level Differences

Gay‐Straight Alliances (GSAs) are school‐based youth settings that could promote health. Yet, GSAs have been treated as homogenous without attention to variability in how they operate or to how youth are involved in different capacities. Using a systems perspective, we considered two primary dimensions along which GSAs function to promote health: providing socializing and advocacy opportunities. Among 448 students in 48 GSAs who attended six regional conferences in Massachusetts (59.8 % LGBQ; 69.9 % White; 70.1 % cisgender female), we found substantial variation among GSAs and youth in levels of socializing and advocacy. GSAs were more distinct from one another on advocacy than socializing. Using multilevel modeling, we identified group and individual factors accounting for this variability. In the socializing model, youth and GSAs that did more socializing activities did more advocacy. In the advocacy model, youth who were more actively engaged in the GSA as well as GSAs whose youth collectively perceived greater school hostility and reported greater social justice efficacy did more advocacy. Findings suggest potential reasons why GSAs vary in how they function in ways ranging from internal provisions of support, to visibility raising, to collective social change. The findings are further relevant for settings supporting youth from other marginalized backgrounds and that include advocacy in their mission.     

Measuring organisational climate and employee engagement: Evidence for a 7 Ps model of work practices and outcomes

This study presents evidence supporting the psychometric properties of the Voice Climate Survey: an employee opinion survey that measures work practices and outcomes. The tool is tested across 13,729 employees from 1,279 business units representing approximately 1,000 organisations. Exploratory factor analyses, confirmatory factor analyses and internal reliability analyses support 31 lower‐order work practices and outcomes that aggregate into seven higher‐order work systems broadly covering practices and outcomes such as organisational direction, ethics, resources, involvement, recognition, development, teamwork, wellness, work/life balance, change management, customer satisfaction, job satisfaction, organisational commitment and employees' intention to stay. External validation of the tool is demonstrated by linking scores from the employee survey with independent manager reports of turnover, absenteeism, productivity, health and safety, goal attainment, financial performance, change management, innovation and customer satisfaction.     

Factors Impacting on Career Choices of Technikon Students From Previously Disadvantaged High Schools

Career development is a socially constructed process involving complex interactions among different structures, forces, and systems all constituting spheres of influence. The purpose of this study was to investigate factors that influence career decisions. Eighty respondents (40 males and 40 females with mean age of 22 years) participated in the study. Results revealed that family variables of parental high expectations of children and appropriate communications within the family, as well as factors such as prestige statuses of some occupations, school curricular subjects, academic performance, teacher influences, and peer pressure had strong positive influences on career choices. Barriers to career choices identified included finance, lack of appropriate information, poor academic performance, and unsatisfactory career counseling services. Results suggest need for a better approach to career education in schools and counseling services that are adaptive to social, economic, and cultural contexts.     

The effects of aggressive pornography on beliefs in rape myths: Individual differences

This experiment assessed the effects of media depictions that portray rape myths on men's beliefs in such myths. The study was conducted in two separate sessions. At the orientation session, measures of personality, motivation, experience, and aggressive tendencies were administered to 307 males. In the experimental session, 145 of these men were first exposed to one of eight audiotaped versions of a passage. One of these portrayed the myth that rape results in the victim's sexual arousal. Later, subjects listened to a second passage depicting either nonconsenting or consenting sex. Their perceptions of the second portrayal and their beliefs in rape myths were then measured. The findings provided support for the hypothesis that media depictions suggesting that rape results in the victim's arousal can contribute to men's beliefs in a similar rape myth. Moreover, analysis of the mediating role of individual differences indicated that men with relatively higher inclinations to aggress against women are particularly likely to be affected by media depictions of rape myths. It is suggested that these data may be explained best on the basis of information retrieval processes. In addition, it was found that power motives were consistently related to greater beliefs in rape myths.     

Individual differences in spatial relation processing: effects of strategy, ability, and gender

Numerous studies have focused on the distinction between categorical and coordinate spatial relations. Categorical relations are propositional and abstract, and often related to a left hemisphere advantage. Coordinate relations specify the metric information of the relative locations of objects, and can be linked to right hemisphere processing. Yet, not all studies have reported such a clear double dissociation; in particular the categorical left hemisphere advantage is not always reported. In the current study we investigated whether verbal and spatial strategies, verbal and spatial cognitive abilities, and gender could account for the discrepancies observed in hemispheric lateralization of spatial relations. Seventy-five participants performed two visual half field, match-to-sample tasks (Van der Ham, van Wezel, Oleksiak, & Postma, 2007; Van der Ham, Raemaekers, van Wezel, Oleksiak, and Postma, 2009) to study the lateralization of categorical and coordinate relation processing. For each participant we determined the strategy they used in each of the two tasks. Consistent with previous findings, we found an overall categorical left hemisphere advantage and coordinate right hemisphere advantage. The lateralization pattern was affected selectively by the degree to which participants used a spatial strategy and by none of the other variables (i.e., verbal strategy, cognitive abilities, and gender). Critically, the categorical left hemisphere advantage was observed only for participants that relied strongly on a spatial strategy. This result is another piece of evidence that categorical spatial relation processing relies on spatial and not verbal processes.