A COMPARISON OF VALIDATION CRITERIA: OBJECTIVE VERSUS SUBJECTIVE PERFORMANCE MEASURES AND SELF- VERSUS SUPERVISOR RATINGS

This study compared four criteria–two objective (production quantity and production quality) and two subjective (supervisor and self-ratings)–for their predictability in a criterion-related validity study. Results from this sample of 212 maintenance, mechanic, and field service workers replicated previous meta-analytic results with clerical workers (Nathan & Alexander, 1988); supervisor ratings and objective productivity indices provided similar and significant validity coefficients with a unit-weighted composite of five cognitive ability tests. The objective quality index and employee self-ratings resulted in near zero correlations with the same predictor battery. Additional productivity and quality objective criterion data were available for 2 years since the original validation study; no change in validity was found.     

THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER

Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all 3 times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR practices with future performance. Implications are discussed.     

EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS,AND CUSTOMER SATISFACTION

The construct of human resource (HR) attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of 5 HR‐attribution dimensions. Utilizing data collected from a service firm, we show that employees make varying attributions for the same HR practices, and that these attributions are differentially associated with commitment and satisfaction. In turn, we show that these attitudes become shared within units and that they are related to unit‐level organizational citizenship behaviors and customer satisfaction. Findings and implications are discussed.     

THE PRECURSORS AND PRODUCTS OF JUSTICE CLIMATES: GROUP LEADER ANTECEDENTS AND EMPLOYEE ATTITUDINAL CONSEQUENCES

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of 3 types of justice climates (e.g., procedural, interpersonal, and informational) and the moderating effects of these climates on individual-level justice–attitude relationships. Largely consistent with the theoretically derived hypotheses, the results showed that leader (a) Agreeableness was positively related to procedural, interpersonal, and informational justice climates; (b) Conscientiousness was positively related to a procedural justice climate; and (c) Neuroticism was negatively related to all 3 types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high.     

Relationship experiences and change in attachment characteristics of young adults: The role of relationship breakups and conflict avoidance

This study examined whether close relationship experiences predict change in individuals’attachment Characteristics. Partners from 301 dating couples each rated their attachment characteristics and their conflict avoidance. Five months later 184 women and 138 men reported whether their relationships were intact or broken‐up, and they rated their attachment characteristics again. Women became less secure after a breakup and more secure after remaining together. There was a similar result for men who initially had insecure attachment characteristics. Additionally, women low in conflict avoidance became more secure over time, and those high in conflict avoidance became less secure. For men whose relationships remained intact, conflict avoidance was not related to change in attachment characteristics. For men whose relationships ended, however, initial conflict avoidance predicted increased attachment security. These results extend previous research on the stability of attachment characteristics by exploring predictors of change.     

Empathizing, systemizing and finger length ratio in a Swedish sample

von Horn, A., Bäckman, L., Davidsson, T. & Hansen, S. (2010). Empathizing, systemizing and finger length ratio in a Swedish sample. Scandinavian Journal of Psychology, 51, 31–37.
The Empathy- and Systemizing Quotients (EQ and SQ, respectively; Baron-Cohen, 2003 ) were determined in a Swedish sample consisting mainly of university undergraduates. Females had significantly higher EQ than males, who in turn scored higher on the SQ inventory. Gender explained 12–14% of the variation. Males were strikingly overrepresented in the group defined by a high SQ/low EQ profile or by a large SQ – EQ difference; females dominated among people with a low SQ/high EQ profile or by a large EQ – SQ difference. Students majoring in the natural sciences had higher SQs than psychology majors, but in both groups the gender difference in SQ and EQ was strong. For each participant a weighted composite score was generated by multivariate processing of the EQ and SQ data (Partial Least Square Discriminant Analysis). These scores were associated in a sex-linked fashion to a biometric measure reflecting prenatal testosterone exposure, i.e. the ratio between index (2D)- and ring (4D) finger lengths. In males a high (female-typical) 2D:4D ratio predicted an enhanced tendency to empathize and a reduced tendency to systemize; in women, by contrast, the 2D:4D ratio was unrelated to these traits. The present research confirms earlier work of a gender difference in EQ and SQ. The difference appears robust as it appears as large in Sweden (a country with high cultural gender-equality) as in countries with considerably lower gender-equality.