Objective work–nonwork conflict: From incompatible demands to decreased work role performance

Research on work–nonwork conflict (WNC) is based on the assumption that incompatible demands from the work and the nonwork domain hamper role performance. This assumption implies that role demands from both domains interact in predicting role performance, but research has been largely limited to main effects. In this multi-source study, we analyze the incompatibility of demands by testing the interaction of work and nonwork demands on task performance and organizational citizenship behavior (OCB). The sample consisted of 61 employees of a German hospital and we used three independent sources of data: self-ratings of work demands, partner-ratings of nonwork demands, and colleague-ratings of performance. Results from hierarchical regression analyses revealed an interaction effect of work and nonwork demands on OCB, but not on task performance. We conclude that people maintain their effort invested in task-related aspects of the job even when conflicts between work and nonwork demands exist, but that they reduce their investment in activities that are perceived as more marginal and extra-role.     

The relationship between psychopathy and impulsivity: A multi-impulsivity measurement approach

Psychopathy is a serious personality disorder of which impulsivity is a key component. However, impulsivity is a multidimensional construct, with multiple approaches to measurement, and different measures may be differentially implicated in psychopathy. This study investigated the relationship between psychopathy as assessed by the Psychopathic Personality Inventory-Revised (PPI-R; Lilienfeld & Widows, 2005), a personality measure of impulsivity (Barratt Impulsiveness Scale-11), and four behavioural measures of impulsivity (GoStop Impulsivity Paradigm, Two Choice Impulsivity Paradigm, Delay Discounting Task, Iowa Gambling Task). A nonclinical sample (N = 80) was recruited from the local community to advance understanding of psychopathy in non-incarcerated samples. The results indicated that the personality measure of impulsivity was strongly correlated with the PPI-R, while the behavioural measures were either not correlated or only weakly correlated with the PPI-R. The results are discussed in terms of the multifaceted nature of impulsivity and the need for the further development of behavioural measures of impulsivity, given their importance in clinical assessment and intervention.     

Is paranoia a defence against or an expression of low self‐esteem?

Paranoia has been hypothesized to be negatively correlated with self‐esteem. However, hypotheses differ about how low self‐esteem might produce paranoia. The paranoia as defense model views paranoia as a defensive reaction against low self‐esteem. In contrast, the paranoia as expression model views paranoia in part as a reflection of low self‐esteem. In the current study, paranoia was negatively associated with global explicit self‐esteem, self‐competence, self‐liking and self‐serving attributional style, but unassociated with implicit self‐esteem as measured with the Implicit Association Test. In contrast, facets of narcissism, which also have been hypothesized to be associated with defensive self‐processing, were associated with defensiveness. Overall, these results suggest that paranoia is better represented by the expression model. Copyright © 2010 John Wiley & Sons, Ltd.     

A pictorial attitude IAT as a measure of implicit motives

We tested the hypothesis that a pictorial attitude variant of the Implicit Association Test (PA‐IAT) is a valid measure of implicit motives. The PA‐IAT aims to capture attitudes towards pictures that are related to implicit motives. In the first two studies, we showed that the pictorial attitude Implicit Association Test (IAT) correlated more highly with non‐IAT measures of implicit motives than other IAT variants. In the third study, we established the validity of the PA‐IAT experimentally and showed that the pictorial attitude IAT correlated with non‐declarative behavioural measures only if implicit motives were aroused. Copyright © 2010 John Wiley & Sons, Ltd.     

基于胜任特征模型的人才招聘与选拔

胜任特征模型理论在企业人力资源管理过程中应用越来越广泛。尤其是在人才招聘与选拔过程中的作用更为重要。本文以胜任特征模型为切入点,分析该模型的基本理论和特点、模型的构建过程以及在实际人才聘任与选拔过程中的应用,为企业人力资源管理者更好地实现人职匹配提供方法和依据,有助于企业人力资源得到合理配置,提高组织绩效,赢得竞争优势。     

Relationships between climate, process, and performance in continuous quality improvement groups

This study examined relationships between group climate (participants’ learning orientation, feelings of psychological safety, and self-disclosure), process (feedback and conflict), and performance in continuous quality improvement groups. Forty-nine participants in eight hospital groups were surveyed as the groups neared completion. Groups were classified as high or low performing based on interviews with group leaders and facilitators. Ratings of self-disclosure and feelings of psychological safety were related to lower relationship and task conflict and more giving and seeking feedback. Learning orientation was positively related to feedback. Climate and feedback were positively related to creativity of outcomes, while learning orientation and having an active facilitator were related to performance ratings. High performing teams were higher in ratings of learning orientation, facilitation, creativity of outcomes, and overall performance. The results demonstrate the importance of facilitation of learning and interpersonal relationships within structured groups.     

Tests for equality of several alpha coefficients when their sample estimates are dependent

In a variety of measurement situations, the researcher may wish to compare the reliabilities of several instruments administered to the same sample of subjects. This paper presents eleven statistical procedures which test the equality ofm coefficient alphas when the sample alpha coefficients are dependent. Several of the procedures are derived in detail, and numerical examples are given for two. Since all of the procedures depend on approximate asymptotic results, Monte Carlo methods are used to assess the accuracy of the procedures for sample sizes of 50, 100, and 200. Both control of Type I error and power are evaluated by computer simulation. Two of the procedures are unable to control Type I errors satisfactorily. The remaining nine procedures perform properly, but three are somewhat superior in power and Type I error control.A more detailed version of this paper is also available.     

Mathematical formulation of multivariate euclidean models for discrimination methods

Multivariate models for the triangular and duo-trio methods are described in this paper. In both cases, the mathematical formulation of Euclidean models for these methods is derived and evaluated for the bivariate case using numerical quadrature. Theoretical results are compared with those obtained using Monte Carlo simulation which is validated by comparison with previously published theoretical results for univariate models of these methods. This work is discussed in light of its importance to the development of a new theory for multidimensional scaling in which the traditional assumption can be eliminated that proximity measures and perceptual distances are monotonically related.