Effects of noise on sleep inertia as a function of circadian placement of a one-hour nap.

The purpose of the present study was to analyse the arousing effects of noise on sleep inertia as a function of circadian placement of a one-hour nap. In a first experiment, we measured the effects of sleep inertia in a neutral acoustic environment after a one-hour nap placed either at 0100 or 0400 on response time during a spatial memory test. In a second experiment were analysed the effects of an intense continuous noise on sleep inertia. The results showed that noise produced a total abolition of sleep inertia after an early nap (0000 to 0100). This may be due to the arousing effect of noise; however, results are less clear after a late nap 0300 to 0400 as noise seems to be ineffective. This result is discussed in terms of either a function of time-of-day effect or of prior sleep intensity. Moreover, our data suggest a possible interaction of noise with partial sleep deprivation leading to a slight deleterious effect those subjects who did not sleep at all.     

Web-based recruitment in the Millennial generation: Work–life balance,website usability,and organizational attraction

In this digital era, traditional recruitment efforts have increasingly been supplemented with or replaced by recruiting applicants on the Web. Concurrently, organizations are increasingly adapting to younger individuals from the Millennial generation as they enter the workforce. We combine these salient issues to examine Web-based recruitment of the Millennial generation by assessing predictors of organizational attraction. Using a sample of Millennials (N = 493), we found that perceptions of both work–life balance and website usability incrementally predicted attraction, when controlling for perceptions of other organization characteristics. In addition, person–organization fit mediated these relationships. These findings speak to the importance of examining how aspects of Web-based recruitment influence Millennial applicants.     

Testing the latent factor structure and construct validity of the Ten-Item Personality Inventory

Recent efforts have aimed to develop relatively short measures of the Five-Factor Model (FFM) of personality, particularly for when time and/or space is limited. We evaluate the Ten-Item Personality Inventory (TIPI), a non-proprietary FFM measure with two items per dimension. We use a latent variable methodology to examine the TIPI’s factor structure and convergent validity with the 50-item International Personality Item Pool (IPIP) FFM measure. We provide correlations between the scale scores and latent factors, and compare each measure’s pattern of correlations with measures of other individual difference constructs. Results were favorable in terms of the factor structure and convergent validity of the TIPI, particularly regarding the correlations between the respective latent factors of the TIPI and the IPIP–FFM measures.     

Organizational citizenship behavior in work groups: a group norms approach

Although the relationship between unit-level organizational citizenship behavior (OCB) and unit outcomes has been well established in recent years, the conceptual development of OCB at the unit level of analysis has not been adequately addressed. In an effort to fill this conceptual gap and to spur future research, the authors apply the literature on group norms to the concept of OCB. The resulting framework suggests a cyclical relationship between individual- and group-level processes and ultimately offers an explanation for how OCB norms are established and maintained in work groups. The authors demonstrate how this framework incorporates past research on the relationship between unit-level OCB and unit outcomes and how it extends previous research by suggesting multiple directions for future efforts related to unit-level OCB.     

A Test of the Factor Structure Equivalence of the 50-Item IPIP Five-Factor Model Measure Across Gender and Ethnic Groups

The study aims were to identify the interpersonal style characteristics of Vietnam Era veterans by comparison with World War II veterans. The sample included 3,075 veterans in treatment in 47 VA health care facilities. Patients were categorized as medical-surgical, psychiatric, and drug addicted, and divided by age into the 24 or less, and the 45 to 55 age groups. The measuring device was the Interpersonal Style Inventory. Group differences on the 17 scores were tested by discriminant function analyses. The Vietnam Era veterans were found to be more rebellious, mistrustful, adventure-seeking and expedient than the older veterans.     

Using Attributions to Understand the Effects of Explanations on Applicant Reactions: Are Reactions Consistent With the Covariation Principle?1

Research has shown that explanations for selection decisions may influence a variety of applicant perceptions and behavior, but an understanding of how and why this occurs remains largely unknown. This study attempts to understand the effects of explanations by adopting Kelley's (1967, 1972) covariation model of the attribution process. Specifically, explanations that vary on consensus, distinctiveness, and consistency covariation information should produce predictable effects on applicant perceptions and attributions. Results from 2 studies, the first a laboratory study and the second a field study with actual applicants, support the utility of the covariation model for understanding the influence of explanations for selection decisions on locus attributions, fairness, self‐perceptions, and organizational attractiveness. These results suggest that the covariation model may be a useful means to construe the explanation‐attribution‐perception relationship, and thus provide a number of theoretical and practical implications.     

The timing effect in public good games

In public good situations, expectations concerning other persons’ moves are important and subtle cues can affect these expectations. In Experiment 1, participants in a public good game who moved simultaneously made high contributions and expected their opponents to make high contributions. However, participants who moved pseudo-sequentially (one after the other, but without knowledge of the other’s decision) expected their opponents to make medium-sized contributions, but made almost no contribution themselves. In Experiment 2, we manipulated expectations experimentally. Participants who moved simultaneously reciprocated what they expected their partners to do. Participants who moved pseudo-sequentially defected, regardless of what they expected from their opponents. Furthermore, we found that simultaneous movers were more likely than pseudo-sequential movers to conceptualize themselves and the other player as a group. This sense of groupness seemed to account partly for their inclination to reciprocate anticipated behavior.     

A test of the factor structure equivalence of the 50-item IPIP Five-factor model measure across gender and ethnic groups

Personality is frequently assessed in research and applied settings, in part due to evidence that scores on measures of the Five-factor model (FFM) of personality show predictive validity for a variety of outcomes. Although researchers are increasingly using the International Personality Item Pool (IPIP; Goldberg, 1999; International Personality Item Pool, 2007b) FFM measures, investigations of the psychometric properties of these measures are unfortunately sparse. The purpose of this study was to examine the factor structure equivalence of the 50-item IPIP FFM measure across gender and ethnic groups (i.e., Whites, Latinos, Asian Americans) using multigroup confirmatory factor analysis. Results from a sample of 1,727 college students generally support the invariance of the factor structure across groups, although there was some evidence of differences across gender and ethnic groups for model parameters. We discuss these findings and their implications.     

Service employees give as they get: internal service as a moderator of the service climate-service outcomes link

We lend theoretical insight to the service climate literature by exploring the joint effects of branch service climate and the internal service provided to the branch (the service received from corporate units to support external service delivery) on customer-rated service quality. We hypothesized that service climate is related to service quality most strongly when the internal service quality received is high, providing front-line employees with the capability to deliver what the service climate motivates them to do. We studied 619 employees and 1,973 customers in 36 retail branches of a bank. We aggregated employee perceptions of the internal service quality received from corporate units and the local service climate and external customer perceptions of service quality to the branch level of analysis. Findings were consistent with the hypothesis that high-quality internal service is necessary for branch service climate to yield superior external customer service quality.