The Golombok Rust Inventory of Sexual Satisfaction (GRISS): predictive validity and construct validity in a Dutch population

The discriminant and predictive validity of the Dutch translation of the Golombok Rust Inventory of Sexual Satisfaction (GRISS; Rust and Golombok, 1985, Rust and Golombok, 1986a, Rust and Golombok, 1986b; Ter Kuile et al., (1993); Ter Kuile et al., accepted for publication) was examined in independent samples comprising sexological (357 males and 380 females) and gynaecological outpatients (156 males and 209 females). Prediction of the presence of sexual complaints with the GRISS differed in these samples. The best performance was found in the male sexology sample in which sensitivity and specificity, as well as the predictive values both positive and negative were satisfactory. The predictive characteristics in the other three samples were found to be less satisfactory and were confounded with sample characteristics concerning the presence or absence of individual sexual problems. The availability of the other partners' GRISS scores enhanced the GRISS' predictive capacities for males and females in these samples. In 320 female and 300 male sexology patients and their partners, the convergent and divergent construct validity of the GRISS scales was investigated using other instruments measuring psychological distress, marital, sexual and general life maladjustment, personality traits of psychoticism, extraversion and neuroticism and social desirability. No correlations of the GRISS with social desirability were found. GRISS subscales were found to represent relatively independent constructs. These findings were confirmed by higher-order factor analyses of subscale scores of males and females.     

工作满意度研究述评

工作满意度一般被定义为员工对工作的情感或态度.但仔细斟酌起来,相关定义还有待完善.鉴于此,该文对什么是工作满意度进行了分析,提出应当从系统论的观点对它进行考察;讨论了工作满意度的结构划分、测量方法;分析了工作满意度与工作绩效关系研究中存在的问题,并提出了解决之道;对未来工作满意度的研究作了展望.     

Convergence between measures of work-to-family and family-to-work conflict: A meta-analytic examination

The overlap between measures of work-to-family (WFC) and family-to-work conflict (FWC) was meta-analytically investigated. Researchers have assumed WFC and FWC to be distinct, however, this assumption requires empirical verification. Across 25 independent samples (total N = 9079) the sample size weighted mean observed correlation was .38 and the reliability corrected correlation was .48. The pattern of external correlates for the two types of conflict was also examined. Both forms of conflict had similar (.41) reliability corrected correlations with measures of organizational withdrawal. WFC conflict correlated .41 (k =  15, N = 4714) with job stressors and .17 (k = 13, N = 3312) with non-work stressors whereas FWC conflict correlated .27 with job stressors and .23 with non-work stressors. Correlations between the two forms of work/family conflict and other variables such as organizational commitment, job and life satisfaction, and health were examined. Implications for the discriminant validity of the two types of conflict measures are discussed.     

The Interaction of Job Satisfaction, Job Search, and Job Changes. An Empirical Investigation with German Panel Data

Using the rich data set of the German Socio-Economic Panel (GSOEP) this article analyzes the effects of job characteristics on job satisfaction as well as the conditions under which low job satisfaction leads to job search, and under which job search leads to job changes. Individual fixed effects are included into the analysis in order to hold unobserved heterogeneity constant. According to the empirical results, the strongest determinants of job satisfaction are relations with colleagues and supervisors, task diversity and job security. Furthermore, job satisfaction is an important determinant of the self-reported probability of job search, which in turn effectively predicts actual job changes. The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition.     

Servant Leadership Behaviour Scale: A hierarchical model and test of construct validity

Servant leadership is widely believed to be a multidimensional construct. However, existing measures of servant leadership typically suffer from highly correlated dimensions, raising concerns over discriminant validity. We set out in this study to examine the dimensionality of the hypothesized six-factor Servant Leadership Behaviour Scale (SLBS) and validate a hierarchical model of servant leadership. Using structural equation modelling, convergent and discriminant validity of the higher-order servant leadership construct was examined in relation to measures of character-related behaviour, Machiavellian leadership orientation, and social desirability. Our findings suggest that the SLBS assesses a single, higher-order construct of servant leadership with evidence of construct validity and absence of social desirability bias. The high correlation between servant leadership and character-related behaviour supports our expectation that servant leadership reflects in large part the character strength of the leader.     

An examination of the construct validity of posttraumatic stress disorder with veterans using a revised criterion set

Ongoing concerns exist in the literature regarding the construct of posttraumatic stress disorder (PTSD) and how to best conceptualize and measure this disorder. We compared the traditional DSM-IV PTSD symptom criteria (i.e., symptoms from clusters B, C, and D) to a revised criterion set that omits overlapping mood and other anxiety symptoms on PTSD prevalence, PTSD diagnostic caseness, associated psychiatric comorbidity, functional status, and structural validity using a cross-sectional, multi-site primary care sample of 747 veterans. After removing items theorized to overlap with mood and other anxiety disorders, PTSD prevalence was identical using both criterion sets (i.e., 12%). Overall, there were few statistically significant differences in PTSD caseness, associated psychiatric comorbidity, functional status, and structural validity across the two diagnostic criterion sets. These data provide further support that removing items that overlap with other psychiatric disorders does not significantly impact the prevalence of PTSD, its associated comorbidity and functional impairment, or its structural validity. Although the revised criterion set represents a more parsimonious model, the current study findings generally support the strong construct validity of PTSD. The implications of these study findings for research and clinical practice are discussed.     

Testing the latent factor structure and construct validity of the Ten-Item Personality Inventory

Recent efforts have aimed to develop relatively short measures of the Five-Factor Model (FFM) of personality, particularly for when time and/or space is limited. We evaluate the Ten-Item Personality Inventory (TIPI), a non-proprietary FFM measure with two items per dimension. We use a latent variable methodology to examine the TIPI’s factor structure and convergent validity with the 50-item International Personality Item Pool (IPIP) FFM measure. We provide correlations between the scale scores and latent factors, and compare each measure’s pattern of correlations with measures of other individual difference constructs. Results were favorable in terms of the factor structure and convergent validity of the TIPI, particularly regarding the correlations between the respective latent factors of the TIPI and the IPIP–FFM measures.     

Perceptions of Organizational Politics: A Meta-analysis of Outcomes

Organizational researchers during the past few decades have increasingly focused on the role of subjective work issues and their impact on important worker-related outcomes. One of the most prominently studied factors, perceptions of organizational politics, has received much recent conceptual and empirical attention. In an effort to better understand the relationship between perceptions of organizational politics and key outcomes, we apply meta-analysis on 79 independent samples from 59 published and unpublished studies involving 25,059 individual participants. Results indicate strong negative relationships between POP and job satisfaction and between POP and organizational commitment, moderately positive relationships between POP and the outcomes of job stress and turnover intentions, and a non-significant relationship between POP and in-role job performance. Moderator tests show that age, work setting (i.e., public sector or private sector), and cultural differences (i.e., domestic sample or international sample), have contingent effects on certain POP relationships.     

Constructive Thought Strategies and Job Satisfaction: A Preliminary Examination

In order to examine the potential of constructive thought strategies for enhancing employee job satisfaction, an existing dispositional model of job satisfaction was expanded and tested. Structural equation modeling techniques indicated significant relationships among constructive thought strategies, dysfunctional thought processes, subjective well-being, and job satisfaction. In addition, two competing models were examined to test for the full or partial mediation of the effects of constructive thought strategies on job satisfaction. The implications of these findings for constructive thought strategy training interventions are discussed, along with directions for future research efforts.     

Identifying correlates of self-stigma in adults who stutter: Further establishing the construct validity of the Self-Stigma of Stuttering Scale (4S)

PurposeThis study was set up to further establish the construct validity of the Self-Stigma of Stuttering Scale (4S) by demonstrating its associations with other established scales and replicating its original factor structure and reliability estimates.MethodWeb surveys were completed by 354 adults who stutter recruited from Board Certified Specialists in Fluency Disorders, and adult chapters of the National Stuttering Association. Participants completed a series of psychometrically validated scales measuring self-stigma, hope, empowerment, quality of life, social support, anxiety, depression, and self-rated speech disruption.ResultsHigher subscale and total stigma scores on the 4S were associated with significantly lower levels of hope, empowerment, quality of life, and social support, and significantly higher levels of anxiety, depression, and self-rated speech disruption. The original factor structure of the 4S was replicated, and reliability estimates of the subscales ranged from adequate to excellent.ConclusionsThe findings of this study support the construct validity of the 4S and its use by clinicians and researchers intending to measure the construct of self-stigma in adults who stutter.Educational objectives: Readers should be able to: (a) distinguish between the various components of self-stigma; (b) describe how the various components of the self-stigma model relate to hope, empowerment, quality of life, and social support, self-rated speech disruption, anxiety, and depression; (c) summarize the psychometric properties of the Self-Stigma of Stuttering Scale (4S) in terms of reliability, factor structure, and construct validity; (d) discuss how the 4S could be used in research and clinical practice.     

Emotional intelligence: A meta-analytic investigation of predictive validity and nomological net

This study used meta-analytic techniques to examine the relationship between emotional intelligence (EI) and performance outcomes. A total of 69 independent studies were located that reported correlations between EI and performance or other variables such as general mental ability (GMA) and the Big Five factors of personality. Results indicated that, across criteria, EI had an operational validity of .23 (k=59, N=9522). Various moderating influences such as the EI measure used, dimensions of EI, scoring method and criterion were evaluated. EI correlated .22 with general mental ability (k=19, N=4158) and .23 (Agreeableness and Openness to Experience; k=14, N=3306) to .34 (Extraversion; k=19, N=3718) with the Big Five factors of personality. Results of various subgroup analyses are presented and implications and future directions are provided.     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

The Effect of Work/Family Conflict on Intention to Quit: The Mediating Roles of Job and Life Satisfaction

Research has shown consistently that job satisfaction predicts turnover, but much less attention has been given to the how relationships between work and nonwork or how overall subjective evaluations of life (i.e., life satisfaction) affects turnover. We tested a model that included job satisfaction, life satisfaction, and conflict between work and nonwork domains of life as predictors of intent to quit. Results from a sample of Air Force personnel revealed that life satisfaction was a significant predictor of intent to quit after controlling for job satisfaction, and that both job and life satisfaction mediated the effects of role conflict between work and nonwork on intent to quit. We consider implications of these findings for both theory and practice. Portions of this paper were presented at the 9th Bi-Annual Conference of the International Society for the Study of Work and Organizational Values (ISSWOV). The views expressed in this paper are those of the authors and do not reflect the official policy or position of the United States Air Force, Department of Defense, or the US Government.     

Work behavior in the school psychology service: Conceptual framework and construct validity approached by two different methodologies

A conceptual framework for work behavior (WB) in the school psychology service (SPS) in Norway is discussed, focusing on differences at the individual and the systemic level. A four-factor measurement model of selected tasks was hypothesized and empirically assessed by joint application of generalizability (G) theory and confirmatory factor analysis (CFA). Self-reported WB was investigated among 190 SP counselors in Study 1 and 470 SP counselors within 121 offices in Study 2. The hypothesized four-factor solution was supported. In accordance with international findings, G studies demonstrated that the SPS as a whole allocates different priorities to aspects of WB, in favor of traditional child-centered work when approaching existing problems. A two-level model of factor analysis was tested, indicating little difference between offices in service delivery. On the contrary, the generalizable differentiation between the four hypothesized WB categories as provided by the G framework indicated individual differences among SP counselors in their priorities to aspects of WB. Because higher priority to prevention and systems intervention have been requested in general, future research should explore possible variables that may have an effect on SP counselors choice of different aspects of WB, as well as differences in the associations between aspects of WB on the one hand and important behavioral and attitudinal outcomes among jobholders on the other.     

Great expectations: A meta-analytic examination of optimism and hope

Optimism and hope—two psychological constructs reflecting positive expectations about one’s future—have garnered considerable research attention and each has been the subject of several narrative reviews. In the current meta-analysis, we examined the optimism–hope relationship and we examined several potential correlates and consequences of optimism and hope. Our results suggest that optimism and hope are distinguishable from each other. Furthermore, both are related to several indices of psychological and physical well-being and both are empirically distinguishable from other personality traits, such as the Five Factor Model characteristics and trait affectivity. We conclude by discussing directions for future research on optimism and hope.     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响     

Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes

We quantitatively summarized the relationship between Five-Factor Model personality traits, job burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), and absenteeism, turnover, and job performance. All five of the Five-Factor Model personality traits had multiple true score correlations of .57 with emotional exhaustion, .46 with depersonalization, and .52 with personal accomplishment. Also, all three dimensions of job burnout had multiple correlations of .23 with absenteeism, .33 with turnover, and .36 with job performance. Meta-analytic path modeling indicated that the sequential ordering of job burnout dimensions was contingent on the focal outcome, supporting three different models of the burnout process. Finally, job burnout partially mediated the relationships between Five-Factor Model personality traits and turnover and job performance while fully mediating the relationships with absenteeism.     

The Differential Effects of Negative Affectivity on Measures of Well-being versus Job Satisfaction and Organizational Commitment

This paper reports an empirical study of the self-reported psychological strain, ill-health, job satisfaction and organizational commitment of 2450 public sector employees located in Western Australia. The framework used to predict these variables is a demands, supports-constraints framework. The key theoretical issue explored is the differential roles of negative affectivity in predicting the outcomes from this framework. Four different pathways are explored which are taken from Moyle ( Journal of Organizational Behaviour , 16 (1995), 647-668). Multiple regression methods are used to control for negative affectivity and other effects such as curvilinear relationships. The results show that negative affectivity has a variety of effects on both health and job attitude variables but the effects are much larger for the health variables. The conclusion recommends that, in studies that rely on all self-report data, the various possible effects of personality variables such as negative affectivity should be explored in preference to ignoring them.     

教师工作满意度的影响因素结构模型研究

通过对317名教师的问卷调查,建立了教师工作满意度的影响因素结构模型。研究发现,组织氛围、课程改革参与性是教师工作满意度的直接影响因素,其对教师工作满意度的作用是正向的。工作满意度是影响教师职业承诺、工作主动性,以及职业倦怠的重要中介变量。组织氛围能提升教师的职业承诺。课程改革参与性不仅能增强教师的工作主动性,而且能降低教师的职业倦怠。