A SITUATIONAL JUDGMENT TEST OF PERSONAL INITIATIVE AND ITS RELATIONSHIP TO PERFORMANCE

Although situational judgment tests have been found to be valid predictors of performance, they have rarely been used to measure particular constructs. In this study, we apply the situational judgment test method to the measurement of personal initiative, a construct defined as situated action. We used respondents' situated preferences in mental simulations of work scenarios as formative indicators of their overall level of personal initiative at work. Results from a validation study showed that the situational judgment test of personal initiative (SJT-PI) had adequate validity and complemented a Likert-type self-report measure of personal initiative in predicting behavioral criteria. Situated preferences for personal initiative were hypothesized to be proximal predictors of actual behavior and were accordingly found to mediate the relationship between generalized self-efficacy, felt responsibility, and actual behavior. Furthermore, situated preferences for personal initiative could be differentiated empirically from organizational citizenship behavior. We conclude that situational judgment tests are a promising method for measuring personal initiative and may be a general means of improving the validity of measurement in organizations.     

VIRTUE, EMOTION, AND ATTENTION

Abstract: The perceptual model of emotions maintains that emotions involve, or are at least analogous to, perceptions of value. On this account, emotions purport to tell us about the evaluative realm, in much the same way that sensory perceptions inform us about the sensible world. An important development of this position, prominent in recent work by Peter Goldie amongst others, concerns the essential role that virtuous habits of attention play in enabling us to gain perceptual and evaluative knowledge. I think that there are good reasons to be sceptical about this picture of virtue. In this essay I set out these reasons, and explain the consequences this scepticism has for our understanding of the relation between virtue, emotion, and attention. In particular, I argue that our primary capacity for recognizing value is in fact a non-emotional capacity.     

SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE

Although work is commonly organized around teams, there is relatively little empirical research on how to select individuals in team-based settings. The goal of this investigation was to examine whether 3 of the most commonly used selection techniques for hiring into traditional settings (a structured interview, a personality test, and a situational judgment test) would be effective for hiring into team settings. In a manufacturing organization with highly interdependent teams, we examined the relationships between social skills, several personality characteristics (Conscientiousness, Extraversion, Agreeableness, and Emotional Stability), teamwork knowledge, and contextual performance. Results indicate that each of these constructs is bivariately related to contextual performance in a team setting, with social skills, Conscientiousness, Extraversion, and teamwork knowledge incrementally predicting contextual performance (with a multiple correlation of .48). Implications of these results for selection in team and traditional settings are discussed.     

THE INFLUENCE OF TELECONFERENCING MEDIUM AND STATUS ON PARTICIPANTS' PERCEPTION OF THE AESTHETICISM,EVALUATION, PRIVACY,POTENCY, AND ACTIVITY OF THE MEDIUM1

This study investigated the influence of teleconferencing medium and status on users' reaction to the medium. Subjects received either high or medium status inductions, and subgroups solved a problem in two node audio, video, and face-to-face conferencing configurations. These subgroups proceeded through the three media treatment conditions in counterbalanced order, and responded to scales measuring the aestheticism, evaluation, privacy, potency, and activity of the medium. Analysis indicated both face-to-face and video conferencing elicited more positive aestheticism and evaluation reactions than the audio conferencing medium. Face-to-face and audio conferencing media were perceived as being more private than the video teleconferencing medium while both video and audio media were perceived as being more potent than face-to-face conferencing. The analysis revealed neither an activity of the medium nor status main effect. The results were discussed in light of information theory.