Cross‐cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam

The current study explored the differences in applicant reactions to various selection methods in the United States and in Vietnam, an emerging economy that has been generally ignored in the selection and assessment literatures. College students (n = 376) from the United States and Vietnam rated the favorability of 10 selection methods and indicated the bases for their reactions on eight process fairness dimensions. Results showed that interviews and work sample tests were perceived most favorably, while personal contacts and graphology were perceived least favorably in both countries. Face validity of the selection methods was found to be the strongest predictor of process favorability in both countries. In addition, the results indicated substantial differences between the two countries in terms of the perceived interpersonal warmth of selection methods and a perceived employer's right to obtain information using the selection methods. Implications of the findings for multinational corporations and future research directions are discussed.     

Posttraumatic Stress and Depression Reactions Among Survivors of the Istanbul November 2003 Terrorist Attacks

This study investigated posttraumatic stress and depression reactions among survivors of the Istanbul November 2003 terrorist bombings that destroyed synagogues, an HSBC bank, and the British General Consulate. One hundred and forty-nine survivors completed a questionnaire measuring exposure, current posttraumatic stress, and depression responses 6 months after the blasts. This study showed that the prevalence rate of posttraumatic stress disorder (PTSD) among survivors was 35.6%?and the rate of depression was 23.5%. PTSD was strongly predicted by perceived life threat, whereas depression was strongly predicted by death of a close friend. Overall, female survivors were found to be more vulnerable to developing posttraumatic stress as well as depression after the terrorist bombings.     

Leader-Member Exchange and Employee Creativity: Test of a Multilevel Moderated Mediation Model

Using multisource data, this article examined the relationship of two types of employee perceptions of overall fairness (i.e., fairness of the organization and fairness of the department), with supervisor ratings of in-role task performance and organizational citizenship behaviors (OCB). We also examined whether high-quality leader-member exchange (LMX) relationships compensate for negative effects of fairness on job performance and citizenship behaviors. Focusing on a sample of 154 health care workers, we found that only employee perceptions of overall fairness regarding the department were related to supervisory ratings of OCB and in-role task performance. Moreover, LMX moderated the relationships between fairness perceptions and (a) task performance, (b) organization-focused OCB, but not (c) individual-focused OCB. We discuss implications for research and the potential for reducing negative effects of low fairness perceptions on job performance through positive LMX.     

Child refugee's social skills and resilience: Moderating effects of time in refugee camp,parental education,and preschool attendance

In this cross-sectional study, we examine the relationship between social skills and resilience and the moderating effects of time spent in a refugee camp, parental education, and schooling on Syrian children who have been forcibly displaced to Turkey. Five hundred and twenty-six preschool-aged children (56.3% female, M_age = 5.79) were recruited to participate in this research. The Turkish version of the Child and Youth Resilience Measure-Revised (CYRM-R) and the Early Childhood Social Skills Measure (ECSSM) were used to assess refugee children's social skills and resilience, respectively. Results show that the children's social skills were positively related to resilience with length of time spent in a refugee camp, the parental education level, and preschool attendance moderating this association. These results highlight the role of social skills as a possible means of enhancing refugee children's resilience.     

Patterns of Change in Fairness Perceptions During the Hiring Process

The justice literature, to date, shows that changes in fairness perceptions over time are consequential for job attitudes. However, few studies have been directed at explicating how fairness perceptions change over time or individual differences in patterns of change. The present research attempts to fill this gap by exploring patterns of temporal changes in fairness perceptions toward the selection process during a hiring process and potential determinants for such change. In a 3‐wave longitudinal study of the entire hiring process (pre‐, in‐, and post‐process) using a latent growth mixture modeling approach, different patterns of change in perceived fairness were modeled. In addition, the role of Big Five personality factors to predict classes of temporal patterns was examined. Results suggest that, on average, fairness perceptions declined in a non‐linear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Four unique classes of applicants exhibiting different initial scores and growth of fairness perceptions were identified, which were predicted by the personality factors of extraversion, agreeableness, and conscientiousness. Findings are discussed in terms of their implications for fairness theory and future research.     

Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships

The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS.     

Measurement of Creative Teaching in Mathematics Class

The current study serves two main purposes: (1) proposing a framework suggesting several conditions that mathematics teachers should establish to increase student creativity, and (2) developing and validating a scale based on the framework, aimed at measuring to what extent mathematics teachers establish a learning environment for their students to foster creativity. The analysis benefited from Sternberg’s Investment Theory of Creativity and Cropley’s framework in addition to other studies on creativity when developing the scale. The participants consisted of two groups of mathematics teachers. Data from the first group (n = 423) were used for exploratory factor analysis. The second group (n = 410) were used for confirmatory factor analysis. Based on results of the exploratory factor analysis, 5 items were removed from the scale. Results of confirmatory factor analysis supported the construct validity of the trimmed scale. Based on these results, there is evidence that the scale can be employed confidently to measure different dimensions of creativity-fostering behaviors of mathematics teachers.     

Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment

We integrate relative deprivation and broaden and build theories to develop a process-based model of perceived overqualification and its relationship with new employee adjustment via “broaden and build” mechanisms (i.e., reciprocal relationships between initial status and change trajectories in work-related positive affect and perceived job autonomy). Additionally, we examine how new employee proactive personality may influence this process. Analyses of weekly survey responses from 331 new employees of a large financial institution throughout their first 90 days of employment revealed that those who felt overqualified generally experienced less work-related positive affect and perceived less job autonomy when beginning their jobs (assessed the first week of employment) than their more qualified counterparts. Moreover, initial levels of perceived job autonomy were positively associated with adjustment outcomes (assessed at 90 days of employment) via linear change in positive affect over time (assessed weekly, up to 8 weeks of employment). These findings suggest that perceived overqualification may negatively influence newcomer adjustment by stunting broaden and build processes. However, proactive personality attenuated this effect. Theoretical and practical implications are discussed.     

Managing Identity in the Face of Resettlement

Refugees who are resettled in third countries may be at greater risk of experiencing identity problems, such as identity distress, crisis, and its resolution, than are their nonrefugee, nonimmigrant peers. A multidimensional approach was employed to explore the identity (re)formation and resolution of 50 Karen refugees who were resettled in London, Ontario, Canada. Problematic identity processes in social, personal, and ego domains of identity were examined. Fifty nonrefugee Canadians served as comparisons. The findings revealed that the resettlement process impaired the sense of temporal sameness and continuity, promoted confusion and crisis in identity, prolonged identity resolution, and stimulated distress concerning social and personal identity issues (work, career, values, group loyalties) for the refugees who participated in this study.