Qualitative job insecurity and in-role performance: a bidirectional longitudinal relationship?

This study adds to the understanding of the relationship between qualitative job insecurity and employee in-role performance, by analysing the association longitudinally. While social exchange theory predicts that the relationship should be negative and bidirectional, the job preservation motivation model indicates a self-correcting mechanism, where job insecurity leads to increased performance, which, in turn, could decrease job insecurity. We developed competing hypotheses and examined them using structural equation modelling in a heterogeneous sample of 337 employees. For employees with a higher professional level, results pointed towards a reciprocal causal relationship between qualitative job insecurity and in-role performance, indicating a loss cycle. For employees with a lower professional level, results showed a small positive direct causal relationship between qualitative job insecurity and in-role performance, while the negative direct path from in-role performance to qualitative job insecurity did not reach statistical significance. This is the first study to test the diverging theoretical predictions of social exchange theory and the job preservation motivation model, with regard to the relationship between qualitative job insecurity and in-role performance. Being longitudinal, our study only allows us to hint at possible causal relationships between the involved variables, the chronological order being necessary, but not sufficient to prove causality.     

The Role of Trait Anger in the Relationship between Stressors and Counterproductive Work Behaviors: Convergent Findings from Multiple Studies and Methodologies

Across three studies, we investigated the moderating role of trait anger in the relationship between workplace stressors and counterproductive work behaviors (CWB). In Study 1, all the variables were measured using self‐reports. In Study 2, workplace stressors were measured using co‐worker reports, trait anger was measured using significant other reports, and CWB was measured using self‐reports. In Study 3, we measured workplace stressors at Time 1, trait anger at Time 2 (6 months later), and objective indicators of CWB at Time 3 (12 months after Time 2). Convergent results were obtained across the three studies, with positive associations between workplace stressors and CWB, trait anger and CWB, and with trait anger moderating the relationship between stressors and CWB.     

Fairness Reactions to Selection Methods: A Romanian study

This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.     

The Romanian Translation of the Francis Scale of Attitude Toward Christianity: Internal Consistency Reliability,Re-test Reliability and Construct Validity Among Undergraduate Students Within a Greek Orthodox Culture

In order to contribute to a growing international research programme concerned with the correlates, antecedents and consequences of individual differences in attitude toward religion, the Francis Scale of Attitude toward Christianity was translated into Romanian and applied within a cultural context shaped by the Greek Orthodox tradition. Data provided by a sample of 158 students (mainly in their late teens and early twenties) supported the internal consistency reliability, re-test reliability and construct validity of this instrument and commended it for further use in studies conducted in Romania. Portions of this research were conducted while the second author was at the “A.D. Xenopol” Public Library, Arad, Romania. Partial financial support was provided to the second author by the Arad County Council through the Arad County Cultural Centre. We thank Mihaela Blaga, and Carmen Ispas for their assistance in data collection and translation.     

Examining the Criterion‐Related Validity of the Employee Screening Questionnaire: A Three‐Sample Investigation

Across three samples (N=475, 358, and 112), the authors examined the criterion‐related validity of the Employee Screening Questionnaire (ESQ), a brief forced‐choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self‐ and other‐reports of counterproductive work behaviors (rs of .59, .50, and .47 on the consolidated scores), as well as self‐reports of job satisfaction (rs of ?.41 and ?.22 on the consolidated scores), and intention to leave the organization (rs of .30 and .21 on the consolidated scores). No predictive bias by gender was found for the ESQ scores. Based on these results, the authors encourage more research on the use of personality‐based (covert), forced‐choice integrity tests in selection contexts.     

Emotional Intelligence in Personnel Selection: Applicant reactions,criterion, and incremental validity

In two studies, based on four samples and more than 600 participants, the authors examined applicant reactions, criterion and incremental validity, and differential prediction of emotional intelligence (EI) in personnel selection using the Mayer–Salovey–Caruso Emotional Intelligence Test. The first study examined applicant reactions in terms of face validity and fairness evaluation of the EI test. The second study examined across three samples (salespeople, front‐desk public employees, and hospital chief executive officers) the criterion validity, incremental validity, and differential prediction of EI. Results suggest that the EI test is perceived as a fair selection tool, and is predictive of performance. The EI test has incremental validity over cognitive abilities and personality (big five) when predicting subjective and objective performance criteria. Based on these results, the authors encourage further research on the use of EI in selection settings.     

A Cross-Cultural Analysis of Personality Structure Through the Lens of the HEXACO Model

Across 5 different samples, totaling more than 1,600 participants from India, Indonesia, Oman, Romania, and Thailand, the authors address the question of cross-cultural replicability of a personality structure, while exploring the utility of exploratory structural equation modeling (ESEM) as a data analysis technique in cross-cultural personality research. Personality was measured with an alternative, non–Five-Factor Model (FFM) personality framework, provided by the HEXACO–PI (Lee &; Ashton, 2004 Lee, K., &; Ashton, M. C. (2004). Psychometric properties of the HEXACO personality inventory. Multivariate Behavioral Research, 39, 329–358.[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). The results show that the HEXACO framework was replicated in some of the investigated cultures. The ESEM data analysis technique proved to be especially useful in investigating the between-group measurement equivalence of broad personality measures across different cultures.     

The Increment of Social Axioms over Broad Personality Traits in the Prediction of Dyadic Adjustment: An Investigation Across Four Ethnic Groups

This study investigates the relationship between personality, social axioms, and dyadic adjustment. A sample of 420 participants (210 heterosexual couples), approximately evenly distributed between four ethnic backgrounds (Romanian, Hungarian, German, and Rroma), was investigated in a cross‐sectional approach with the Romanian versions of the Social Axioms Survey, the Dyadic Adjustment Scale, and the Revised NEO Personality Inventory. The analyses were based on the actor–partner interdependence model. The results showed that social axioms show incremental validity over personality traits in the prediction of dyadic adjustment, attesting to the usefulness of a worldview measure in predicting interpersonal outcomes over and above that provided by a measure of personality. Three of the five dimensions of social axioms were associated with dyadic adjustment, with either actor or partner effects. A few significant differences have been found between the various ethnic groups on effects of the social axioms on dyadic adjustment: The positive actor effect of reward for application is not visible for German men, the negative partner effect of social cynicism is not detectable for Rroma men, and the negative partner effect of social complexity is not visible for Rroma women. Copyright © 2017 European Association of Personality Psychology     

When “Inclusion” Means “Exclusion”: Discourses on the Eviction and Repatriations of Roma Migrants,at National and European Union Level

The paper examines the ways and processes of creating exceptions to the enforcement of human rights law in the case of the Eastern European Roma migrants within the European Union. It uses as case study the 2010 campaign of Roma migrants’ evictions and repatriations from France, and the related events that followed over a period of six years. The analysis of the discourses of French and European Union officials in relation to the evictions and repatriations highlights the relationships between the discursive construction of unwanted categories of migrants, and migration policy making by national governments and at a European Union level. The main argument is that these evictions and repatriations were primarily a fundamental rights issue due to the discriminatory dimension it was given by those proposing and applying it. However, the issue of discrimination became secondary in the debates which rather focused on the exceptional nature of the Roma and framed this population as an exception from human rights law enforcement. Concomitantly, the discourses made a shift from protection against discrimination to the issue of integration. The analysis examines the implications this shift had on diminishing the responsibility of national and EU authorities for protection against discrimination.     

Examining the Criterion Related Validity of the General Ability Measure for Adults: A two sample investigation

Across two employee samples (N=262 and 265) the authors examined the criterion‐related validity of the General Ability Measure for Adults (GAMA), a brief nonverbal measure of cognitive ability. Results suggested that GAMA predicted job performance in both samples (uncorrected rs ranged from .27 to .50). No evidence was found for differential prediction across gender and age. These results highlight the usefulness of nonverbal cognitive ability tests in selection contexts.