Commitment to organizational change: extension of a three-component model

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991: J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior.     

Five-factor model of personality and job satisfaction: a meta-analysis

This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model.     

On the bias of Huffcutt and Arthur's (1995) procedure for identifying outliers in the meta-analysis of correlations

This study documents how the use of A. I. Huffcutt & W. A. Arthur's (1995) sample adjusted meta-analytic deviancy (SAMD) statistic for identifying outliers in correlational meta-analyses results in inaccuracies in mean r. Monte Carlo simulations found that use of the SAMD resulted in the overidentification of small relative to large correlations as outliers. Furthermore, this tendency to overidentify small correlations was found to increase as the magnitude of the population correlation increased and resulted in mean rs that overestimated the population correlation. The implications for meta-analysts are discussed, and 2 possible solutions are offered.     

Retaking ability tests in a selection setting: implications for practice effects,training performance,and turnover

This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance and negatively associated with turnover probability.     

Work-group characteristics and performance in collectivistic and individualistic cultures

The authors conducted a cross-cultural longitudinal investigation of the effects of culture (individualism-collectivism dichotomy) on group characteristics (functional heterogeneity, preference for teamwork, group potency, outcome expectation) and on performance of 83 work groups performing 2 decision-making tasks over a 15-week period. The individualists (U.S. students) reported higher levels of functional heterogeneity and group potency and attained higher levels of group performance than did the collectivists (Korean students). In addition, culture and time interacted to influence ratings of group potency and outcome expectation. The difference in ratings of group potency between individualists and collectivists increased over time. Outcome expectation was greater among the collectivists in Time 1 and among the individualists in Time 2. The authors discuss implications for future cross-cultural group research and international management.     

Psychometric properties of the Chinese version of the Family Awareness Scale

The author examined the reliability and validity of the Chinese Family Awareness Scale (C-FAS) in 2 studies. In Study 1, data from 361 adolescents (a) showed that the C-FAS was temporally stable and internally consistent and (b) supported the concurrent and construct validities of the scale. In Study 2, data from clinical (N = 281) and nonclinical (N = 451) groups of adolescents showed that the C-FAS scores discriminated between the 2 groups. C-FAS scores were also correlated significantly with other measures of family functioning and psychological well-being. Results of the 2 studies suggest that the C-FAS displayed generally good psychometric properties in different samples of Chinese adolescents.     

Adaptive self-regulation: meeting others' expectations of leadership and performance

The authors used longitudinal multisource field data to examine core aspects of the adaptive self-regulation model (A. S. Tsui & S. J. Ashford, 1994) in terms of linkages between self-monitoring, discrepancy in manager match-to-position, 5 measures of leadership, and manager performance. At Time 1, 64 superiors of focal managers rated the managers' matches to their positions within the organization; at Time 3, they rated the managers' performance. At Time 2, the 64 focal managers completed a measure of self-monitoring, and 192 subordinates rated the focal managers' leadership behaviors. Results of partial least squares analysis revealed that discrepancy in manager match-to-position was associated with reductions in laissez faire and passive management-by-exception behaviors and increases in transformational leadership behavior. Self-monitoring was positively associated with all 5 leadership behaviors. Performance was related positively to transformational leadership behavior and negatively to passive management-by-exception and contingent-reward behaviors     

P300 stimulus sequence effects in children and adults

Immediate memory capability for 12 children (8 years) and 12 adults (21 years) was assessed electrophysiologically by using P300 event-related brain potential (ERP) stimulus sequences. These were derived from an auditory discrimination paradigm in which participants detected target stimuli in a series of target (T) and standard (S) tones that were varied by randomly presenting one of four sequence patterns (SSSS, TTTT, TTTS, SSST). Short-term memory capability was assessed behaviorally by recall performance of a 20-word list. Children and adults showed virtually identical P300 amplitude sequence patterns, such that for both groups component size increased systematically as the discrepancy between standard and target stimuli increased across sequence patterns. P300 latency evinced similar, albeit weaker, stimulus sequence effects, with children having longer component peak latencies. Memory recall performance was substantially weaker for the children than for adult participants, especially for recency effects. The findings suggest that immediate memory for stimulus sequences is fully developed in young children, although long-term memory is not.     

Sex differences in performance on three novel continuous response tasks

The Dynavision apparatus was used to assess psychomotor differences between men and women first-time users. Subjects, 50 men and 76 women, were tested on three 60-sec. Dynavision response tasks of graded difficulty. An analysis of variance with repeated measures indicated that men performed significantly better than women on all tasks. Performances on all tasks were also significantly different from each other within both sexes (p < or = .05). Furthermore, a significant interaction between sex and task was based on a greater drop in performance on the most complex task for women than for men.     

Accurate and false recall in the Deese/Roediger and McDermott procedure: a methodological note on sex of participant

Research suggests that individuals may differ in their susceptibility to false memory in the Deese/Roediger and McDermott procedure. Prior studies of differences have focused on the effects of age, personality, personal past history of abuse, and neurological status on false memory susceptibility. This study examined whether sex might also differentially influence false memory. After listening to a series of word lists designed to elicit false recall of nonstudied associates, 50 male and 50 female college students free recalled the lists. Analysis showed no sex difference in accurate recall, false recall, or unrelated intrusions. A robust false memory effect was observed, but sex did not differentiate performance.