Narrow personality traits and organizational attraction: Evidence for the complementary hypothesis

Although the interactionist perspective has been widely studied in organizational attractiveness, there is no research comparing the explanatory power of the complementary and supplementary hypotheses in predicting attraction. The authors test these perspectives in the context of the instrumental-symbolic framework. The authors also examine whether the use of narrow personality facets, such as Trust (under the Big Five trait Agreeableness), Assertiveness (under Extraversion), and Imagination (under Openness to Experience) enhances the prediction of attraction. Job seekers (N = 220) provided self-ratings of personality, ratings of organizational traits, and their level of attraction to a potential future employer. Results supported predictions based on complementarity, suggesting that organizations adopting a recruiting strategy based on similarity in personality may not succeed in attracting their most preferred candidates. The findings also suggested that narrow facets are useful in predicting attraction, providing further evidence for the predictive benefits of narrow personality traits.     

Scaling the information processing demands of occupations

The purpose of this study was to provide additional validity evidence for a model of person–environment fit based on polychronicity, stimulus load, and information processing capacities. In this line of research the confluence of polychronicity and information processing (e.g., the ability of individuals to process stimuli from the environment along five dimensions of information load, interpersonal load, change load, time structure, and activity structure) is applied to the occupational environment. Using magnitude estimation scaling, college students in the United States and Portugal rated 42 occupations across five information processing demand characteristics. Results indicated that occupations could be differentiated by the information load conditions, thus producing a profile of information processing demand characteristics unique to each of the occupations tested. Additional findings provided evidence for the validity of the scaled occupational values; ratings differed reliably across Holland categories, were fairly consistent across the two cultural groups, and showed expected relationships with salary and educational level.     

The interest-major congruence and college success relation: A longitudinal study

The relation of interest-major congruence to indicators of college success was examined in an initial sample of 80, 574 individuals enrolled in 87 colleges. Both college achievement (GPA after 1 year, after 2 years and at graduation) as well as persistence (enrollment status after 1 year, after 2 years and graduation after 5 years) were used as criteria of college success. Two different representations of interest-major congruence were examined: Euclidean distance and angular agreement. The incremental validity of these two congruence indices above that of standardized academic skills tests (i.e., ACT scores) was examined for each of the six criteria using mixed level modeling so that institutional differences could be examined. Results indicated that both types of congruence were predictors of each of the GPA criteria regardless of institutional differences. However for the enrollment criteria, the overall level of interest scores was found to moderate the congruence-enrollment relation. Congruence for individuals with low overall interest level but not for individuals with high overall interest levels was predictive of persistence. Findings point to the importance of interest-major congruence in the college outcome process, but also highlight the complexity of the congruence-outcome relation.     

An experimental study about the congruence between type A behavior pattern and type of task

This paper is an experimental study, the basic aim of which is to check whether the congruence between personality characteristics and task characteristics has positive effects for performance and satisfaction on individuals. The results obtained reveal that Type A behavior pattern individuals get better results in cases of congruence than in cases of incongruence, while the performance of Type B behavior pattern individuals is not related to the (in)congruence between personal needs/aims and the task's demands. Besides, we have found that Type A behavior pattern individuals also have greater levels of satisfaction in cases of congruence than in cases of incongruence. However, Type B behavior pattern individuals show the same levels of satisfaction in both cases.     

Creating One’s Reality: The Interaction of Politics Perceptions and Enactment Behavior

ABSTRACT

The current study investigated the previously unexamined relationship between politics perceptions and employee enactment behavior. Consistent with previous job stress and sense-making research, we hypothesized that individuals reporting low levels of enactment behaviors would be more adversely affected by politics perceptions than those who engaged in high levels of enactment behavior. Results across two samples provided strong support for the hypothesized relationships. Specifically, employees who reported low levels of enactment behavior experienced less satisfaction, less person–environment fit, and reported lower levels of effort when faced with highly political environments. Conversely, levels of satisfaction and person–environment fit perceptions of individuals reporting high levels of enactment behaviors were largely unaffected by highly political contexts. Implications of these findings, strengths and limitations, and avenues for future research are provided.     

The Principle of Additivity and Its Relation to Clinical Decision Making

Clients (N = 178) with varying degrees of organic indicators were administered a psychological battery including the Memory for Designs Test (MFD; Graham & Kendall, 1960) to assess the extent to which joint presence of organic indicators affected the sensitivity of the MFD in identifying organicity. Joint presence failed to add to the discriminability of the MFD, although individual instruments such as the PLAT (Arithmetic) and WAIS-R (PIQ < VIQ) clearly discriminated across the MFD.     

The Influence of Number of Categories and Threshold Values on Fit Indices in Structural Equation Modeling with Ordered Categorical Data

This study examines the unscaled and scaled root mean square error of approximation (RMSEA), comparative fit index (CFI), and Tucker–Lewis index (TLI) of diagonally weighted least squares (DWLS) and unweighted least squares (ULS) estimators in structural equation modeling with ordered categorical data. We show that the number of categories and threshold values for categorization can unappealingly impact the DWLS unscaled and scaled fit indices, as well as the ULS scaled fit indices in the population, given that analysis models are misspecified and that the threshold structure is saturated. Consequently, a severely misspecified model may be considered acceptable, depending on how the underlying continuous variables are categorized. The corresponding CFI and TLI are less dependent on the categorization than RMSEA but are less sensitive to model misspecification in general. In contrast, the number of categories and threshold values do not impact the ULS unscaled fit indices in the population.     

Differences in Creative Problem‐Solving Preferences Across Occupations

FourSight theory contends that individuals show preferences for the mental operations rooted in the creative process. The four fundamental preferences measured by FourSight are Clarifiers, Ideators, Developers, and Implementers. The present study examined the extent to which certain occupations reflect a proclivity for these four creative‐process preferences. Guided by Holland's theory of vocational choice, hypothesized relationships were formulated for the link between FourSight theory and 17 occupations. For example, it was predicted that those who work in finance would show a significant bias toward the Clarifier preference. Of the 17 hypothesized relationships between FourSight and occupation, statistical analysis of the FourSight preferences for 20,784 individuals showed support for 12 predictions and partial support for two of the hypothesized relationships. These findings clearly demonstrate that particular occupations engage specific creative‐process preferences. Future investigations might wish to examine the degree to which the interaction between work and creative‐thinking preferences predicts creative performance, satisfaction, stress, and turnover.     

On Nonequivalence of Several Procedures of Structural Equation Modeling

The normal theory based maximum likelihood procedure is widely used in structural equation modeling. Three alternatives are: the normal theory based generalized least squares, the normal theory based iteratively reweighted least squares, and the asymptotically distribution-free procedure. When data are normally distributed and the model structure is correctly specified, the four procedures are asymptotically equivalent. However, this equivalence is often used when models are not correctly specified. This short paper clarifies conditions under which these procedures are not asymptotically equivalent. Analytical results indicate that, when a model is not correct, two factors contribute to the nonequivalence of the different procedures. One is that the estimated covariance matrices by different procedures are different, the other is that they use different scales to measure the distance between the sample covariance matrix and the estimated covariance matrix. The results are illustrated using real as well as simulated data. Implication of the results to model fit indices is also discussed using the comparative fit index as an example. The work described in this paper was supported by a grant from the Research Grants Council of Hong Kong Special Administrative Region (Project No. CUHK 4170/99M) and by NSF grant DMS04-37167.     

Does it fit? The relationships between personality,decision autonomy fit,work engagement,and emotional exhaustion in self-managing organizations

The novel organizational form of self-managing organizations decentralizes decision authority, thus promising higher adaptability and sustainability. However, recent practical experiences showed that such organizations struggle with employee turnover and lack of engagement, and thus, levers to improve personnel selection are required. This work investigated the relationship between person-environment fit regarding perceived and ideal decision autonomy and the employee outcomes of work engagement and emotional exhaustion in self-managing organizations. Furthermore, the associations with personality traits were examined. The study relied on cross-sectional survey data from two subsamples of employees working in self-managing and traditional organizations. Group comparison was used to test the elevated level of decision autonomy in self-managing organizations, polynomial regression with response surface analysis was used to investigate the effect of (mis-)fit, and multiple regression analyses evaluated the relationship with personality traits. The findings showed that employees in self-managing organizations experienced higher decision autonomy than those in traditional organizations. Additionally, the fit between ideal and perceived decision autonomy predicted higher work engagement, while extraversion, openness to experience, and low neuroticism predicted higher ideal decision autonomy. As a result, individual person-environment fit regarding decision autonomy and personality requires attention in self-managing organizations to engage employees. The findings imply that the effect of decision autonomy on engagement is not positive per se but depends on the intraindividual characteristics, which must be of concern when decentralizing decision authority organization-wide. Therefore, personnel selection and recruitment processes in self-managing organizations should consider ideal decision autonomy and personality traits as assessment criteria.