The nonlinear effects of conscientiousness on overall job performance and performance dimensions in the Chinese context

The relationship between conscientiousness and job performance has been found to be nonlinear in the West, which challenges conceptually and empirically the traditional assumption of the single linear relationship. In this research, we examined the nonlinear effects of conscientiousness on both overall job performance and performance dimensions (i.e., task performance, adaptive performance and contextual performance) in the Chinese context. The results of our two studies supported some evidence for the nonlinear effect of conscientiousness on overall job performance. In addition, it was found that conscientiousness has different (linear or nonlinear) effects on performance dimensions. These findings suggest that the nonlinear effects of conscientiousness on job performance deserve further investigation, and a distinction should be made with regard to job performance in personnel evaluation. Results are discussed in terms of the significance of considering the nonlinear relationship between conscientiousness and performance criteria.     

Work-Family Conflict,Locus of Control,and Women's Weil-Being: Tests of Alternative Pathways

Abstract

The author tested for the 3 possible pathways (i.e., direct, moderator, and mediator effects) in which locus of control can influence the relationship between work-family conflict and well-being. The author predicted that work-family conflict would be negatively correlated with well-being. In a sample of 310 Malaysian employed women with families, work-family conflict was a significant predictor of both job satisfaction and distress–negatively related to job satisfaction and positively related to symptoms of distress. More important, the results provided support for the effects of all 3 pathways of control on the relationship between work-family conflict and well-being, depending on the outcome measure: For job satisfaction, locus of control had direct effects, acted as a partial mediator, and played a significant moderating role. In contrast, only the direct effect of locus of control predicted distress. The author discusses those findings with reference to the literature on work-family conflict, locus of control, and the issue of stress-distress specificity.     

Using individual differences to predict job performance: correcting for direct and indirect restriction of range

The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure.     

Justification is potential knowledge

This paper will articulate and defend a novel theory of epistemic justification; I characterize my view as the thesis that justification is potential knowledge (JPK). My project is an instance of the ‘knowledge-first’ programme, championed especially by Timothy Williamson. So I begin with a brief recapitulation of that programme.     

The relation between overcommitment and burnout: does it depend on employee job satisfaction?

Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies.     

职业乐观对组织承诺、求职行为的影响:有调节的中介模型

职业乐观是影响个体职业适应的重要因素之一。尽管以往文献大多认为职业乐观是有利的,然而职业乐观的个体也会出现求职行为,导致对现有工作的专注程度降低的负面影响。为了探讨职业乐观的双刃剑效应及其边界条件,通过2个时间点问卷调查法对581名企业员工进行调查,结果发现:(1)职业乐观对求职行为和组织承诺均有正向影响;(2)易变职业生涯定向在职业乐观对求职行为影响中起中介作用,工作归属感在职业乐观对组织承诺影响中起中介作用;(3)心理授权在职业乐观对易变职业生涯定向的影响中起负向调节作用,在职业乐观对工作归属感的影响中起正向调节作用。     

居危思变?工作不安全感对创新行为的差异化影响?

企业往往在员工管理和组织创新上处于“两难困境”——难以提供稳定工作但又不得不依赖员工实现组织创新, 这就使得研究员工工作不安全感对创新行为的影响至关重要。企业员工遭遇不同环境威胁带来的工作不安全感时, 创新行为存在差异。本文在威胁焦点下深化工作不安全感概念, 并基于“以变量为中心”和“以人为中心”的研究思路, 探讨其对创新行为的差异化影响过程。首先, 结合环境威胁来源与主观感知, 把工作不安全感分为岗位焦点工作不安全感和人员焦点工作不安全感两个维度, 并将编制测量量表。其次, 期望运用纵向研究设计, 通过分析多时点的员工-主管配对数据, 基于情境调节焦点和工作激情的链式中介作用, 来揭示岗位焦点工作不安全感对创新行为的负向影响, 以及人员焦点工作不安全感对创新行为的倒U型影响。最后, 将采取“以人为中心”的研究思路, 运用潜在剖面分析方法探讨工作不安全感潜在类型及其对创新行为的影响。研究结果将有助于推进工作不安全感的概念和效用研究, 也为企业如何有效促进创新提供对策建议。     

The relationship between procrastination,delay of gratification,and job satisfaction among high school teachers

The present study aimed at determining whether a significant relationship exists between procrastination, delay of gratification, and job satisfaction, with work‐related stress as an intervening variable among high school teachers. The sample consisted of 150 high school teachers from Karachi, Pakistan. The analysis showed a negative correlation between procrastination and job satisfaction, and a positive correlation between delay of gratification and job satisfaction. Also, procrastination and delay of gratification were significant predictors of work‐related stress, and work‐related stress was also a significant predictor of job satisfaction. In conclusion, when the teachers are not procrastinating on their job and score high on delay of gratification they will be more satisfied with their job and feel less stressed.