Demands,Resources, Well-Being and Strain: Meta-Analyzing Moderator Effects of Workforce Racial Composition

Racial diversity in the U.S. workforce is increasing, and many organizations are more racially diverse than ever before. Racial minority employees experience the ecosystem of work demands and resources differently to white employees; including perceiving higher demands, lower control and support, greater stress and psychological strain, and less well-being. However, there remains little research on how relationships between these work characteristics and well-being and strain, and interrelationships differ across more racially diverse versus homogeneous (e.g., predominantly white) workplaces. This limits understanding of optimal job redesign practices as workplaces continue to become more racially diverse. Through the lens of the job demands, control, support (JDC[S]), and the job demands-resources (JD-R) frameworks, we build on previous meta-analyses by examining workplace racial composition as a moderator of demand-resource relationships with well-being and strain, and interrelationships, in 63 studies of U.S. workers (N_{(Individuals)} = 93,974). Our findings show several moderation effects. For example, as the proportion of racial minority employees increases, the positive control and well-being relationship increases, and the positive relationship between supervisor support and well-being decreases. Further, as the proportion of African-American employees (versus white and all other racial subgroups) increases, the positive control and supervisor support relationship decreases, as does the positive coworker support and well-being relationship. Our results offer new insights into the role of workplace racial composition on how work is experienced, and job design recommendations in a time of increasing workplace racial diversity.

     

Detection of malingering of psychiatric disorder with the personality assessment inventory: an investigation of criminal defendants

To assess the diagnostic accuracy of the Personality Assessment Inventory (PAI; Morey, 1991) Validity scales for the detection of malingered psychiatric disorders, we divided a sample of criminal defendants referred for forensic evaluation by the federal courts into malingering and not malingering groups based on their performance on the Structured Interview of Reported Symptoms (Rogers, Gillis, & Bagby, 1990). Logistic regression analyses (LGAs) revealed that there were no differences between the malingering and not malingering groups with respect to age, race, years of education, history of drug abuse, or number of previous felony convictions. LGA with malingering versus not malingering as the criterion revealed that the PAI Negative Impression Management (NIM) scale but not the Rogers Discriminant Function (RDF; Rogers, Sewell, Morey & Ustad, 1996) nor the Malingering index (MAL; Morey, 1996) significantly differentiated the malingering from the not malingering group. Receiver operating characteristics analyses demonstrated acceptable sensitivity and specificity for the NIM scale but not the RDF scale or the MAL index. We discuss the results in terms of the suggested cutoff scores for the PAI Validity scales in detecting criminal defendants who are attempting to feign psychiatric disorder.     

Disaggregating Job Satisfaction: Effects of Perceived Demands,Control, and Support

Purpose

Our purpose was to inductively examine how employees’ perceptions of stressor and resource work characteristics relate to nine distinct facets of job satisfaction, in accordance with the demand–control (–support) [JDC(S)] theory. Job satisfaction is a multidimensional construct composed of various facets that differ greatly from one other. However, most stress studies have examined job satisfaction at the global level. This may be problematic for managers looking to redesign the workplace to increase employee job satisfaction based on established recommendations from previous research.

Design/Methodology/Approach

Data were obtained from employees of a public sector human services organization that provides services to protect children from neglect and other forms of abuse (n = 343). A series of t tests for dependent correlations determined facet-level differences in satisfaction with demand and resource work characteristics.

Findings

We found different patterns of correlations across facets for all seven demand, control, and support workplace characteristics.

Implications

Those re-balancing types of demands, control, and support for workplace redesign should not presume consistent effects on all aspects of satisfaction with work. By doing so, expected positive outcomes may fail to materialize, perhaps to the detriment of workplace redesign as a whole in the minds of management. A more detailed approach to workplace redesign is recommended.

Originality/Value

This is the first study which adopts the JDC(S) framework to examine job satisfaction at the facet level. Our findings shed new light on how workplace characteristics relate to different aspects of satisfaction.     

Detection of Malingering of Psychiatric Disorder With the Personality Assessment Inventory: An Investigation of Criminal Defendants

582 Ss in 8 experiments viewed 1 of 9 films portraying models involved in achievement (Ach), affiliation (Aff), or neutral (Neu) activity. Ss who viewed Ach models after an interval of adaptation to the setting produced more TAT n Ach immediately after the film than other adapted Ss. Under other conditions, Ss who viewed Ach models produced significantly less n Ach than Ss who viewed non-Ach models. Results were ordered to a “subself” conception of personality organization and three theoretical propositions: (a) Models elicit fantasy thematically similar to their activity unless S is incompatibly preoccupied, (b) in which case models cause suppression of similar fantasy; but (c) in fantasy both elicitation and suppression are short-lived.