Personality Factors and Adult Attachment Affecting Job Mobility

Past research has revealed that individuals' job mobility is affected by factors such as job satisfaction, specific career enhancing attributes and job availability. This study examined personality factors predicting voluntary internal and external job mobility. Three types of voluntary job mobility measures were studied: dissatisfaction changes, job improvement changes and job rotations within companies. These mobility measures were related to the Big Five personality factors, sensation seeking and adult attachment. Results showed that demographic variables and sensation seeking contributed to the variance in external job changes. Internal job rotations were not related to any of the demographic and personality variables.     

Organizational climate systems and psychological climate perceptions: A cross‐level study of climate‐satisfaction relationships

Research has consistently demonstrated that both individual‐level climate perceptions and organizational climate are related to job satisfaction; however, little work has investigated their relative importance in a single study. Using a sample of 1,076 employees from 120 branches of a US‐based bank, the relative importance of individual‐ and unit‐level climate on individual satisfaction was examined. Cross‐level results of hierarchical linear models indicated that individuals' perceptions of the climate accounted for a large percentage of variance in individuals' satisfaction. Further, unit‐level climate systems accounted for a small but significant portion of individual satisfaction above and beyond individuals' perceptions of the climate. These results suggest that the overall climate in a work unit has some influence on individual attitudes, after accounting for individuals' idiosyncratic perceptions of the climate.     

Identification During Imposed Change: The Roles of Personal Values,Type of Change,and Anxiety

Using a person‐situation perspective, we explain what happens to individuals' identification with a collective in the context of a change. We propose that given the anxiety that often emerges during change, individuals' personal values (conservation and openness to change) interact with type of change (imposed vs. voluntary) in predicting identification following change. In a pilot, longitudinal field study (N = 61, 67% female) of an imposed university campus relocation, we measured employees' values and identification with the university before and several months after the relocation. In two lab experiments (Study 1: N = 104, 91.3% female; Study 2: N = 113, 75.2% female), we manipulated a change to be either imposed or voluntary and compared the relationships between values and identification across types of change. In Study 2, we also measured anxiety from the change. When change was imposed (all three studies), but not when voluntary (Studies 1 and 2), individuals' conservation was positively, and openness negatively, related to individuals' post‐change identification. The effects emerged only for individuals who experienced change‐related anxiety (Study 2). Our findings demonstrate that individuals' identification with a changing collective depends on the amount of anxiety change elicits and on the particular combination of their values and type of change.     

Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness

The purpose of the current study is to examine the mediating processes through which human capital (e.g. education and work experience) contribute to objective indicators of career success (e.g. salaries and promotions). We are particularly interested in the ways in which cognitive ability and conscientiousness help explain the process through which human capital gets translated into performance effectiveness and tangible career attainments. Results from meta‐analytical structural equation modelling show that individuals' cognitive ability and conscientiousness mediate the effects of both education and organizational tenure on in‐role and extra‐role job performance. Ultimately, both in‐role and extra‐role job performance positively influence employees' salaries and promotions. The article concludes with implications for theory development and management practice.     

Individual Differences in Applicant Reactions: A Job‐Search Perspective

This study used three variables from a self‐regulatory job‐search framework to investigate individual differences in the relationship between applicants' perceived procedural fairness of selection tests and job‐pursuit intentions. Employment commitment, job‐search self‐efficacy, and motivational control were hypothesized to moderate the procedural fairness – job‐pursuit intentions relationship while controlling for pretest attitudes and perceived performance. Applicants (N=291) for entry‐level clerical jobs with large federal agencies completed pretest and posttest surveys. Results suggested that only job‐search self‐efficacy and motivational control moderated the relationship between perceived procedural fairness and job‐pursuit intentions. The relationship was stronger for applicants with higher levels of job‐search self‐efficacy and lower levels of motivational control.     

Dynamic Motivational Processing of Antimarijuana Messages: Coactivation Begets Attention

In the theoretical framework of dynamic motivational activation, this study reveals the dynamics of antimarijuana public service announcement (PSA) processing, especially the processing of co‐occurring positive and negative content. It specifies the important role of endogenous feedback dynamics of the information processing system and teases them apart from exogenous message effects. As suggested by real‐time psychophysiological responses (heart rate, skin conductance level, and facial electromyography), the copresence of positive and negative content is most attention eliciting and is not moderated by individuals' marijuana experience. Marijuana experience, however, increases attention to arousing content in the PSAs, increases smiling responses to positive content, and escalates arousal to the PSAs in general. Implications for designing and evaluating PSAs and health campaigns are discussed.     

WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE

Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed‐upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta‐analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.     

Are country level prevalences of rule violations associated with knowledge overclaiming among students?

Cultural norms of behaviour influence desirable and problematic behaviours of individuals. In particular, cultural norms should influence individuals' dishonesty. In a recent Nature study, prevalence of rule violations was introduced as a new country‐level measure of behavioural norms. However, information on individuals' actual honesty was not available due to characteristics of the experimental design. Overcoming this limitation, we show that country‐level behavioural norms are related to individual‐level knowledge overclaiming behaviour (i.e., claiming to know concepts that do not exist, a measure of individuals' actual behavioural dishonesty) among 290,954 students from 57 countries (from the 2012 PISA study). Our study represents a crucial test of the argument that cultural norms influence individual's behaviour and of the validity of the measurement of countries' prevalences of rule violations. These results imply that shaping the behaviour of today's students may result in new behavioural norms that emphasise honesty and rule adherence more strongly.     

Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context

This study uses Cable and Turban's (2001) employer knowledge framework as a conceptual model to formulate hypotheses about a broad range of possible factors affecting the attractiveness of an organization (i.e. armed forces) among potential applicants (576 high‐school seniors). Results show that gender, familiarity with military organizations, perceptions of job and organizational attributes (task diversity and social/team activities), and trait inferences (excitement, prestige, and cheerfulness) explained potential applicants' attraction to military organizations. Relative importance analyses showed that trait inferences contributed most to the variance, followed by job and organizational attributes, and employer familiarity. Finally, we found some evidence of interactions between the three dimensions. Specifically, trait inferences and job and organizational attributes had more pronounced effects when familiarity was high. From a theoretical perspective, these results generally support the framework of employer knowledge. At a practical level, implications for image audit and image management are discussed.     

Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making

We applied a model of persuasion – the elaboration likelihood model – to investigate whether individuals' decisions about responding to job advertisements are affected by how deeply they process recruitment messages (i.e., elaboration likelihood, EL). We manipulated individuals' (N=112) motivation and ability to carefully process job advertisements (ads). As hypothesized, individuals in the lower (vs. higher) EL conditions chose more ads containing cues unrelated to the job (e.g., bolded font), and fewer ads containing higher quality arguments. Participants also reported that they “skimmed” and carefully read job ads in the past, providing evidence for variability in EL among job seekers. We discuss the implications of the findings for recruiters who wish to increase the size of their applicant pool.     

Teacher organizational citizenship behaviours and job efficacy: Implications for student quality of school life

The present study investigated the impact of teachers' organizational citizenship behaviours (OCBs) on student quality of school life (SQSL) via the indirect effect of job efficacy. A measure of teacher OCBs was developed, tapping one dimension of individual‐focused OCB (OCBI – student‐directed behaviour) and two dimensions of organization‐focused OCB (OCBO – civic virtue and professional development). In line with previous research suggesting that OCBs may enhance job efficacy, as well as studies demonstrating the positive effects of teacher efficacy on student outcomes, we expected an indirect relationship between teachers OCBs and SQSL via teachers' job efficacy. Hypotheses were tested in a multi‐level design in which 170 teachers and their students (N=3,057) completed questionnaires. A significant proportion of variance in SQSL was attributable to classroom factors. Analyses revealed that the civic virtue and professional development behaviours of teachers were positively related to their job efficacy. The job efficacy of teachers also had a positive impact on all five indicators of SQSL. In regards to professional development, job efficacy acted as an indirect variable in the prediction of four student outcomes (i.e., general satisfaction, student–teacher relations, achievement, and opportunity) and fully mediated the direct negative effect on psychological distress.     

Happier together. Social cohesion and subjective well‐being in Europe

Despite mushrooming research on “social” determinants of subjective well‐being (SWB), little is known as to whether social cohesion as a collective property is among the key societal conditions for human happiness. This article fills this gap in investigating the importance of living in a cohesive society for citizens' SWB. For 27 European Union countries, it combines the newly developed Bertelsmann Foundation's Cohesion Index with individual well‐being data on life evaluation and psychological functioning as surveyed in the recent European Quality of Life Survey. The main results from multi‐level analyses are as follows. First, Europeans are indeed happier and psychologically healthier in more cohesive societies. Second, all three core domains of cohesion increase individuals' SWB. Third, citizens in the more affluent part of Europe feel the positivity of social cohesion more consistently than those in the less affluent part. Finally, within countries, cohesion is good for the SWB of resource‐rich and resource‐poor groups alike. Our findings also shed new light on the ongoing debate on economic progress and quality of life: what makes citizenries of affluent societies happier is, in the first place, their capacity to create togetherness and solidarity among their members—in other words, cohesion.     

Projection of Own on Others' Job Characteristics: Evidence for the False Consensus Effect in Job Characteristics Information

The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N=133) completed an initial JDS for own job characteristics. Non‐incumbents (n=104) then completed a secondary JDS in order to rate incumbents' job characteristics. Non‐incumbents' personality dimensions, own job characteristics, job satisfaction level, and incumbent satisfaction level were hypothesized as predictors of ratings of job characteristics of incumbents. Results indicate that two characteristics, job autonomy and dealing with others, were influenced by non‐incumbents standing on these characteristics, and demonstrated evidence of the false consensus effect. Limitations and implications for interpreting job information are discussed.     

The need to belong and self‐disclosure in positive word‐of‐mouth behaviours: The moderating effect of self–brand connection

Word of mouth (WOM) is an important information source for consumers. Nowadays, many consumers promote and spread the word about their preferred brands, thereby influencing others' attitudes and behaviours. Based on a social behaviour perspective and the need to belong theory, this research proposes that the individual's need to belong and the individual's level of self‐disclosure increase their probability of engaging in positive WOM behaviour. The moderating role of self–brand connection in the aforementioned relationships is also analysed. In the study conducted, users of a well‐known baby food brand (n = 851) were surveyed. The results revealed that the individuals' need to belong fostered the desire to talk to others about their preferred brand. A negative moderating effect of self–brand connection was also observed. As the connection with the brand is lower, the motivation to engage in positive WOM will be more related to personal characteristics, such as their need to belong and level of self‐disclosure. Copyright © 2015 John Wiley & Sons, Ltd.     

Are Telecommuters Remotely Good Citizens? Unpacking Telecommuting's Effects on Performance Via I‐Deals and Job Resources

Despite their widespread adoption, concerns remain that virtual work arrangements can harm employee job performance and citizenship behavior. Does telecommuting really hamper these critical dimensions of employee effectiveness? To answer this question, we develop a theoretical framework linking telecommuting to task and contextual performance via a dual set of mechanisms—reflecting proposed effects of i‐deals and job resources. Further, we propose that the meaning of and outcomes from these paths depend on the social context surrounding telecommuting. We test the framework with field data from 323 employees and 143 matched supervisors across a variety of organizations. As predicted, we find that telecommuting is positively associated with task and contextual performance, directly and indirectly via perceived autonomy. These beneficial effects are contingent upon two aspects of the social context: leader‐member exchange and signals of its normative appropriateness among coworkers and one's supervisor.     

Women's career patterns: A study of Swedish women born in the 1950s

Patterns of career development have been found to be an important factor for long‐term career rewards and well‐being. However, existing career models excessively focus on men or elite women and upon paid work, typically without considering other roles. Based on a life course perspective, this study aimed to identify women's career development patterns by examining the dynamic interactions between individuals' involvement in working life and other career‐related domains of life. Career biographies, from the ages of 16 to 43, were recorded through retrospective reports from a representative sample of Swedish women (N = 549) participating in a longitudinal programme on individual development. Seven career‐related activities were coded and combined into career sequences covering the entire period. Data were analysed using optimal matching, and nine distinct career patterns ‐ disparate in terms of the timing, ordering and duration of activities ‐ were identified. There were significant differences between the career patterns in early educational aspirations and early sexual experiences, as well as in life‐role values and socio‐economic status in middle age. With respect to the consequences of career patterns for well‐being, there were significant differences in self‐rated health but not in job satisfaction or life satisfaction. The diversity of patterns is discussed from a perspective that takes account of both life course theory and the choices made by individual women in a society that provides childcare facilities, parental leave and other types of support to working parents.     

Structural linguistic injustice

This paper develops a concept of structural linguistic injustice. By employing the so-called structural-injustice approach, it argues that individuals' seemingly harmless language attitudes and language choices might enable serious harms on a collective level, constituting what one could call a structural linguistic injustice. Section 1 introduces the linguistic-justice debate. By doing so, it establishes linguistic diversity as the context in which phenomena such as individuals' language attitudes, language choice, and language loss occur. Moreover, the paper illustrates why employing the structural-injustice approach might be beneficial for the linguistic-justice debate. Section 2 conceptualizes individuals' (certain types of) language attitudes and language choice as (objectionable) social structures. Section 3 provides a concept of structural linguistic injustice. Section 4 suggests one possible remedy for structural linguistic injustice. Section 5 concludes the paper.     

What motivates lay third parties to take sides in a conflict? Examining the relationships between the Big Five personality traits and side‐taking motives

Taking sides is one of the reactions available to third parties in handling a dispute. From the perspective of individual differences, this study was aimed at identifying lay third parties' motives for side taking and exploring their relations with the Big Five personality traits. We tested our assumptions using three samples: A Dutch student sample (n = 111), a Dutch employee sample (n = 101) and a Chinese student sample (n = 124). The findings revealed four types of side‐taking motives: Moral, relational, reward‐approaching and sanction‐avoiding motives. The results also showed that individuals' personality traits were relevant to the four types of side‐taking motives: Agreeableness was associated with the relational motive for side taking, and intellectual autonomy was associated with the reward‐approaching motive, the sanction‐avoiding motive and the relational motive for side taking. Implications and explanations of these findings are discussed. Copyright © 2010 John Wiley & Sons, Ltd.