Ethical leadership,person-organizational fit,and productive energy: a South African sectoral comparative study

ABSTRACT

Research suggests that ethical leadership (EL) affects employee behavior and organizational functioning. This study aimed to determine the relationship between EL and productive energy (PE), as mediated by person-organizational fit (POF). The study used assumptions of the social learning and social exchange theories that posit that leadership has a direct impact on employee behavior, mainly through role modeling and the reciprocal nature thereof. An empirical paradigm using a cross sectional quantitative design was used. The PE instrument (developed in the USA) was assessed for construct validity within the South African context (exploratory and confirmatory factor analysis). The analysis included a comparison between the private and public sectors, emphasizing the importance of context as differentiator. Relatively high, statistically significant correlations were found between the variables for both sectors and the combined sample. The hierarchical regression analysis indicated that 18% of the variance in PE is explained by EL. This model was improved by the inclusion of POF (total variance of 32% explained). The conceptual model was confirmed with structural equation modeling (SEM). The findings of this study suggest that EL has a significantly positive effect on PE and POF, which mediates the relationship between EL and PE. Sectoral differences were reported.     

The moderating role of interviewer's regulatory focus in the effectiveness of impression management tactics: Regulatory fit as a source of subjective value

Based on the recently explored regulatory fit effect in social contexts, the present research is the first to investigate the interaction between interviewer's regulatory focus and interviewee's impression management (IM) tactics. We hypothesized that assertive and defensive IM tactics would fit with interviewer's promotion and prevention focus, respectively, and that interviewer's experience of this regulatory fit would lead to enhanced interview evaluation. We conducted four studies in which the participants were asked to rate an interviewee after reading a list of the interviewee's IM-related behaviours or watching a videotaped interview. Additionally, the participant's regulatory focus was operationalized as both an induced situational state and a measured chronic trait. The results supported our hypotheses by showing a significant interaction of the interviewer's regulatory focus and the IM tactics on interview evaluation: the promotion-assertive and the prevention-defensive ratings were more positive than the prevention-assertive and the promotion-defensive ratings. Moreover, mediation analysis revealed that the interaction exerts its effects on interview evaluation by providing interviewers with an intrapersonal regulatory fit experience.     

Identifying Misfitting Achievement Estimates in Performance Assessments: An Illustration Using Rasch and Mokken Scale Analyses

Researchers apply individual person fit analyses as a procedure for checking model-data fit for individual test-takers. When a test-taker misfits, it means that the inferences from their test score regarding what they know and can do may not be accurate. One problem in applying individual person fit procedures in practice is the question of how much misfit it takes to make the test score an untrustworthy estimate of achievement. In this paper, we argue that if a person’s responses generally follow a monotonic pattern, the resulting test score is “good enough” to be interpreted and used. We present an approach that applies statistical procedures from the Rasch and Mokken measurement perspectives to examine individual person fit based on this good enough criterion in real data from a performance assessment. We discuss how these perspectives may facilitate thinking about applying individual person fit procedures in practice.