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 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.     

“Mein Grundgedanke Ist...” The Structural Theory Of Representation As The Metaphysics Of Wittgenstein's Tractatus Logico-Philosophicus

This study aims to propose a rational reconstruction of the theory-core ofWittgenstein's Tractatus, in order to bring into prominence its theoreticaland philosophical sources, its epistemological nature and metaphysical significance.The main idea of my approach is that when we take due account of the scientific andphilosophical context of the Tractatus, we see that its central philosophicalinnovation is a new form of metaphysics, namely a structural theory of representation.``I am not interested in constructing a building,so much as in having a perspicuous view of the foundation of possible buildings.'``Und nun sehen wir die gegenseitige Stellung von Logik und Mechanik.'     

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.