An investigation into assessment centre validity,fairness, and selection drivers

This study examined the construct‐related validity of an assessment centre (AC) developed by a national distribution company for the selection and development of lower‐grade managers. In five locations throughout Britain, 487 individuals were observed on nine dimensions, each of which was measured through six distinct exercises. Multitrait‐multimethod analyses conducted to investigate the convergent and discriminant validity of the AC revealed strong exercise (“method”) effects. This finding was corroborated by an exploratory factor analysis showing that AC ratings clustered into factors according to exercises, rather than according to performance dimensions. A series of MANOVAs and chi‐squared tests demonstrated that neither the exercise ratings nor the selection decision were biased by sex, ethnicity, or training location, and a logistic regression determined which exercises had most impact on the final decision.     

Marital commitment,money and marriage preparation: What changes after the wedding?

This paper explores conceptions of commitment and styles of money management in heterosexual couples at two points in time: Just before the wedding (T1) and about a year later (T2). It also examines the potential effects of using FOCCUS as a form of marriage preparation (MP). Forty‐two couples were recruited at T1 and randomly allocated to either A MP group and a group that would not be offered any marriage preparation ‐ the Non‐Marriage Preparation group (NMP). Individual, in‐depth, semi‐structured interviews were carried out at T1 and T2, recorded and fully transcribed. A thematic analysis (TA) yielded three themes or levels of commitment which were used to categorize couples at T1 and T2. Their money management styles were defined based on Pahl's ( 1989 ) typology. The results showed that conceptions of commitment had developed slightly overall by T2, and had been enhanced in the MP group. At T2, a more elaborated conception of commitment was associated with a greater tendency to treat money as a collective resource. Copyright © 2010 John Wiley & Sons, Ltd.     

Modal Platonism: an Easy Way to Avoid Ontological Commitment to Abstract Entities

Modal Platonism utilizes “weak” logical possibility, such that it is logically possible there are abstract entities, and logically possible there are none. Modal Platonism also utilizes a non-indexical actuality operator. Modal Platonism is the EASY WAY, neither reductionist nor eliminativist, but embracing the Platonistic language of abstract entities while eliminating ontological commitment to them. STATEMENT OF MODAL PLATONISM. Any consistent statement B ontologically committed to abstract entities may be replaced by an empirically equivalent modalization, MOD(B), not so ontologically committed. This equivalence is provable using Modal/Actuality Logic S5@. Let MAX be a strong set theory with individuals. Then the following Schematic Bombshell Result (SBR) can be shown: MAX logically yields [T is true if and only if MOD(T) is true], for scientific theories T. The proof utilizes Stephen Neale’s clever model-theoretic interpretation of Quantified Lewis S5, which I extend to S5@.     

教师组织承诺结构的验证性因素分析

通过文献回顾、半结构访谈、问卷调查及理论分析,提出了教师组织承诺的结构。对278名教师进行测查以考察教师组织承诺的因素结构,验证了教师组织承诺的结构,发现教师组织承诺包含四个维度,即感情承诺、规范承诺、理想承诺和投入承诺。     

The personality‐identity interplay in emerging adult women: convergent findings from complementary analyses

The present study examined whether identity development occurs in tandem with personality development in emerging adulthood. Three‐wave longitudinal data on a sample of 351 female college students were used to answer questions about stability and change, direction of effects, and interrelated developmental trajectories. Four identity dimensions (i.e. commitment making, exploration in breadth, identification with commitment, and exploration in depth) and the Big Five were assessed. Identity and personality were found to be meaningfully related at the level of both the time‐specific adjacent measures and the underlying developmental trajectories with various degrees of convergence. Cross‐lagged analyses substantiated reciprocal influences and Latent Growth Curve Modelling substantiated common developmental pathways that partially mirrored the concurrent relations. Implications and suggestions for future research are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

电信员工职业承诺因素结构的研究

本文在访谈、问卷调查的基础上,采用因素分析、回归分析等方法对电信业员工职业承诺的因素结构及其相关变量、人口统计学变量进行了深入研究。结果表明,电信业员工的职业承诺包括情感承诺、继承承诺、规范承诺、理想承诺四个维度。修订后的量表具有良好的信效度,职业承诺与相关变量间相关显著。     

High involvement HR systems and innovative work behaviour: the mediating role of psychological empowerment,and the moderating roles of manager and co-worker support

Employees’ innovative work behaviour can help firms’ competitiveness. Existing research focuses on several factors, including HR policies, psychological empowerment as well as manager and co-worker support, to explain innovative work behaviour. However, much of this literature analyses just one of these, neglecting how they interact and limiting our understanding of the causes of innovative work behaviour. Synthesizing this work, we develop a novel and holistic framework that examines 1) how high-involvement HR systems are linked via the mediating role of psychological empowerment to innovative work behaviour and 2) how both manager and co-worker support moderate this relationship. Analysing software companies in Pakistan, we use hierarchical linear modelling to assess this framework. We draw on a unique dataset that captures HR policies at the organizational level as well as management and co-worker support, and supervisors’ assessments of individuals’ innovative work behaviour at the individual level. We analyse specific groups of HR practices. Psychological empowerment mediates the relationship between high-involvement HR systems and employees’ innovative work behaviour. Manager and co-worker support moderate the relationship between psychological empowerment and innovative work behaviour. Motivation-enhancing HR practices have a direct effect on innovative work behaviour, whereas ability- and opportunity-enhancing ones are mediated by psychological empowerment.     

Self-esteem: Its mediating effects on the relationship between discrimination at work and employee organisation commitment and turn-over intention

This study examined self-esteem as a mediator of the relationship between perceived discrimination, employee intentions to quit, and affective organisation commitment. A convenience sample of 414 South African employees were participants (female?=?44.9%; black?=?42.3%; 38.2% between the age of 26 and 35). Of the participants, 72.7% were from the private sector. The employees completed measures of self-esteem, perceived discrimination, and affective organisation commitment. We utilised Structural Equation Modelling to determine the direct and indirect effects of self-esteem on employee attitudes, affective organisation commitment, and intentions to quit. Findings indicate that high self-esteem scores predict affective organisation commitment by ameliorating a sense of work-place discrimination. This is influenced by race, ethnicity, and gender. By contrast, low self-esteem scores predicted high intensions to quit due to perceived work-place discrimination. As such, high self-esteem is important for the reduction of the perceived work-place discrimination effects on affective organisation commitment and for job retention among workers of a society with a history of race-based civil strife.     

Transformational leadership,diversity climate,and job satisfaction in selected South African companies

This study investigated the relationship between transformational leadership, diversity climate, and job satisfaction in a selection of South African companies. Participants were a convenience sample of 263 employees from the Gauteng Province (white?=?69.3%). They completed measures for transformational leadership, diversity climate, and job satisfaction. Structural Equation Modelling analysis revealed transformational leadership to directly predict job satisfaction and diversity climate, and to mediate the relationship between transformational leadership and job satisfaction. Moreover, transformational leadership directly and positively predicted quality of workplace diversity climate. Future leaders and managers should leverage an organisation’s diversity climate for job satisfaction applying transformational leadership strategies.     

Influence du leadership éthique sur l’engagement affectif et l’épanouissement psychologique : le rôle médiateur de la satisfaction vis-à-vis de l’équilibre entre domaines de vie

The inter-professional national agreement of 19 June 2013 emphasizes the role of managers in promoting quality of work life. The latter aims jointly at employees’ health and company performance due to commitment. In the present study we tested the indirect effect of ethical leadership on affective commitment and psychological flourishing via satisfaction with work–family balance. Among employees, 221 filled out a questionnaire. The results indicate, on the one hand, the positive links between ethical leadership and affective commitment and psychological flourishing, and on the other hand the mediating role of satisfaction with work–family balance in these two relationships. We provide recommendations to improve quality of work life.