The use of the Internet at work for reasons unrelated to work, or cyberloafing, is a potentially harmful behavior for organizations. Past studies have shown cyberloafing is driven in part by characteristics of the work environment (Askew, Vandello, & Coovert, 2012). However, there remains little research on how the work environment influences cyberloafing. Here, we tested hypotheses that work station properties (and electronic monitoring) would influence cyberloafing through self-efficacy to hide cyberloafing among a sample of working adults (N = 202). We found evidence that visibility of one’s computer screen influences cyberloafing through increased levels of one’s self-efficacy to hide cyberloafing. In addition to the main study, we conducted a cross-validation study with a sample of Amazon’s Mechanical Turk workers. Using multiple data control techniques, we were able to replicate the original results, providing evidence that the effect is robust and not specific to our original sample. The investigation contributes to practice and theory in two important ways. First, this investigation identifies a novel intervention point for decreasing personal computer use at work, that is, the structuring or restructuring of the immediate work station to deter cyberloafing. Second, the results suggest an expansion to one of the major theories of cyberloafing (i.e., theory of planned behavior model of cyberloafing) to include visibility of one’s computer screen as a distal antecedent, proximal to self-efficacy to hide.
{"title":"The Role of the Work Station: Visibility of One’s Computer Screen to Coworkers Influences Cyberloafing Through Self-Efficacy to Hide Cyberloafing","authors":"Kevin Askew, John E. Buckner","doi":"10.1037/mgr0000061","DOIUrl":"https://doi.org/10.1037/mgr0000061","url":null,"abstract":"The use of the Internet at work for reasons unrelated to work, or cyberloafing, is a potentially harmful behavior for organizations. Past studies have shown cyberloafing is driven in part by characteristics of the work environment (Askew, Vandello, & Coovert, 2012). However, there remains little research on how the work environment influences cyberloafing. Here, we tested hypotheses that work station properties (and electronic monitoring) would influence cyberloafing through self-efficacy to hide cyberloafing among a sample of working adults (N = 202). We found evidence that visibility of one’s computer screen influences cyberloafing through increased levels of one’s self-efficacy to hide cyberloafing. In addition to the main study, we conducted a cross-validation study with a sample of Amazon’s Mechanical Turk workers. Using multiple data control techniques, we were able to replicate the original results, providing evidence that the effect is robust and not specific to our original sample. The investigation contributes to practice and theory in two important ways. First, this investigation identifies a novel intervention point for decreasing personal computer use at work, that is, the structuring or restructuring of the immediate work station to deter cyberloafing. Second, the results suggest an expansion to one of the major theories of cyberloafing (i.e., theory of planned behavior model of cyberloafing) to include visibility of one’s computer screen as a distal antecedent, proximal to self-efficacy to hide.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41676789","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Previous research has identified a variety of forms of workplace abuse (e.g., bullying and ostracism) and various forms of workplace incivility, including exploitation. To explore other forms of workplace abuse, 354 participants from various occupations were surveyed by using a questionnaire developed by the authors (Beyond Bullying Questionnaire [BBQ]). When compared with the Negative Acts Questionnaire–Revised (NAQ-R; Einarsen, Hoel, & Notelears, 2009), the BBQ revealed nearly equal percentages (64.86% and 64.95%, respectively) of participants endorsing one or more items on both measures, suggesting a likelihood that those who experience bullying may also be subjected to other forms of workplace abuse. Significant correlations were found between the full scale or composite scores of the NAQ-R and the BBQ; however, the subscales were not strongly correlated, suggesting that these scales measure distinct aspects of workplace abuse. However, multiple regression analysis revealed that the Person-Related Bullying subscale of the NAQ-R, the Exploitation subscale of the BBQ, participant’s age, and overall number of stressors were found to be significant predictors of the Global Severity Index of the Brief Symptom Inventory, suggesting that the other forms of workplace abuse caused both stress and psychological distress for workers who experienced these behaviors. Overall, being subjected to bullying behaviors resulted in higher levels of psychological distress, as measured by the Brief Symptom Inventory; higher levels of traumatic symptoms, as measured by the Impact of Events Scale–Revised; and higher levels of stress, as measured by the Perceived Stress Scale, when compared with other forms of workplace abuse.
{"title":"Other Facets of Workplace Abuse: An Exploratory Study","authors":"A. Cavaiola, D. Stout","doi":"10.1037/mgr0000060","DOIUrl":"https://doi.org/10.1037/mgr0000060","url":null,"abstract":"Previous research has identified a variety of forms of workplace abuse (e.g., bullying and ostracism) and various forms of workplace incivility, including exploitation. To explore other forms of workplace abuse, 354 participants from various occupations were surveyed by using a questionnaire developed by the authors (Beyond Bullying Questionnaire [BBQ]). When compared with the Negative Acts Questionnaire–Revised (NAQ-R; Einarsen, Hoel, & Notelears, 2009), the BBQ revealed nearly equal percentages (64.86% and 64.95%, respectively) of participants endorsing one or more items on both measures, suggesting a likelihood that those who experience bullying may also be subjected to other forms of workplace abuse. Significant correlations were found between the full scale or composite scores of the NAQ-R and the BBQ; however, the subscales were not strongly correlated, suggesting that these scales measure distinct aspects of workplace abuse. However, multiple regression analysis revealed that the Person-Related Bullying subscale of the NAQ-R, the Exploitation subscale of the BBQ, participant’s age, and overall number of stressors were found to be significant predictors of the Global Severity Index of the Brief Symptom Inventory, suggesting that the other forms of workplace abuse caused both stress and psychological distress for workers who experienced these behaviors. Overall, being subjected to bullying behaviors resulted in higher levels of psychological distress, as measured by the Brief Symptom Inventory; higher levels of traumatic symptoms, as measured by the Impact of Events Scale–Revised; and higher levels of stress, as measured by the Perceived Stress Scale, when compared with other forms of workplace abuse.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44755910","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The objective of this study was to examine the moderating role of passion between purpose and performance. Data were collected through a structured questionnaire from 307 officials working in the Indian Railways. After establishing the psychometric properties of the scales through structural equation modeling, a hierarchical regression analysis was carried out to examine the interacting effect of passion. For simultaneous assessment of the moderation effect, the model was cross-examined in structural equation modeling using LISREL 8.52. A positive relationship was evident between purpose and performance. Passion was found to be positively moderating the relationship between purpose and performance. The results obtained show that the effect of purpose on performance is more indirect than direct in nature. Along with purpose, employees need to be fueled with passion on a continuous basis to drive performance. The findings of the study are expected to instill purposeful engagement and strategies to propel passion among executives.
{"title":"Purpose, Passion, and Performance at the Workplace: Exploring the Nature, Structure, and Relationship","authors":"R. K. Pradhan, Priyasha Panda, L. K. Jena","doi":"10.1037/mgr0000059","DOIUrl":"https://doi.org/10.1037/mgr0000059","url":null,"abstract":"The objective of this study was to examine the moderating role of passion between purpose and performance. Data were collected through a structured questionnaire from 307 officials working in the Indian Railways. After establishing the psychometric properties of the scales through structural equation modeling, a hierarchical regression analysis was carried out to examine the interacting effect of passion. For simultaneous assessment of the moderation effect, the model was cross-examined in structural equation modeling using LISREL 8.52. A positive relationship was evident between purpose and performance. Passion was found to be positively moderating the relationship between purpose and performance. The results obtained show that the effect of purpose on performance is more indirect than direct in nature. Along with purpose, employees need to be fueled with passion on a continuous basis to drive performance. The findings of the study are expected to instill purposeful engagement and strategies to propel passion among executives.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42461406","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We describe 4 cases involving assessment of team-emotional and -social intelligence (ESI), followed by focused training to build greater effectiveness in hospital-based multidisciplinary teams. The format for all trainings involved assessment, exploration to identify team priorities for ESI competencies, and planning of action steps to develop the chosen competencies. The teams varied in settings, size, and professional or disciplinary composition. They were focused, respectively, on infection control, adolescent health, women’s health, and senior leadership for the coordination of ambulatory and specialty services. We describe the assessment, the training program, and the patterns of similarities and differences in perceived strengths and challenges observed within and among the teams. We also report observed response patterns related to gender and tenure of individual participants.
{"title":"Assessing Emotional and Social Intelligence for Building Effective Hospital Teams","authors":"Marcia M. Hughes, J. Albino","doi":"10.1037/mgr0000058","DOIUrl":"https://doi.org/10.1037/mgr0000058","url":null,"abstract":"We describe 4 cases involving assessment of team-emotional and -social intelligence (ESI), followed by focused training to build greater effectiveness in hospital-based multidisciplinary teams. The format for all trainings involved assessment, exploration to identify team priorities for ESI competencies, and planning of action steps to develop the chosen competencies. The teams varied in settings, size, and professional or disciplinary composition. They were focused, respectively, on infection control, adolescent health, women’s health, and senior leadership for the coordination of ambulatory and specialty services. We describe the assessment, the training program, and the patterns of similarities and differences in perceived strengths and challenges observed within and among the teams. We also report observed response patterns related to gender and tenure of individual participants.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42778805","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this conceptual paper, we consider the challenge of managing millennials from two perspectives. We describe the millennial generation as coming of age awash in technology, resulting in a tendency toward what we label complexity avoidance. We then briefly review the findings of others who identified rising levels of narcissism associated with the generation. We turn to Argyris’s (1970) Organizational Development Intervention and Method model to describe how these characteristics present challenges to learning, development, and management in general. We then turn to recommendations for facilitating the learning and development of generationally typical millennials and then for millennials who also possess narcissistic traits.
{"title":"Millennials, Learning, and Development: Managing Complexity Avoidance and Narcissism","authors":"Robert C. Giambatista","doi":"10.1037/mgr0000056","DOIUrl":"https://doi.org/10.1037/mgr0000056","url":null,"abstract":"In this conceptual paper, we consider the challenge of managing millennials from two perspectives. We describe the millennial generation as coming of age awash in technology, resulting in a tendency toward what we label complexity avoidance. We then briefly review the findings of others who identified rising levels of narcissism associated with the generation. We turn to Argyris’s (1970) Organizational Development Intervention and Method model to describe how these characteristics present challenges to learning, development, and management in general. We then turn to recommendations for facilitating the learning and development of generationally typical millennials and then for millennials who also possess narcissistic traits.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47601243","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
M. Raymer, M. Reed, M. Spiegel, Radostina K. Purvanova
This article develops and tests an argument about the origins and consequences of reverse ageism. Specifically, we argue that the hype about generational differences gives credence to reverse-ageist ideologies, and we test the notion that such ideologies engender reverse-ageist discriminatory behaviors directed at young nonprofit professionals. We surveyed 282 Millennials, Xers, and Boomers employed in the nonprofit and human services sector. Participants completed a Generational Stereotypes Index, rated the work skills of young professionals, and shared examples of reverse age discrimination. Compared with Millennials, members of prior generations (Boomers and Xers) view “the typical young professional” more stereotypically. Moreover, these stereotypical perceptions of young professionals predict older employees’ beliefs that young professionals lack general work skills. Qualitative analyses show that a majority of older employees (over 60% in our sample) describe their young colleagues negatively, and that young employees (close to 30% in our sample) experience reverse age discrimination. These results illustrate how the seemingly benign conversation about generational differences escalates into a serious issue—reverse age discrimination experienced by today’s young employees, the Millennials.
{"title":"An Examination of Generational Stereotypes as a Path Towards Reverse Ageism","authors":"M. Raymer, M. Reed, M. Spiegel, Radostina K. Purvanova","doi":"10.1037/mgr0000057","DOIUrl":"https://doi.org/10.1037/mgr0000057","url":null,"abstract":"This article develops and tests an argument about the origins and consequences of reverse ageism. Specifically, we argue that the hype about generational differences gives credence to reverse-ageist ideologies, and we test the notion that such ideologies engender reverse-ageist discriminatory behaviors directed at young nonprofit professionals. We surveyed 282 Millennials, Xers, and Boomers employed in the nonprofit and human services sector. Participants completed a Generational Stereotypes Index, rated the work skills of young professionals, and shared examples of reverse age discrimination. Compared with Millennials, members of prior generations (Boomers and Xers) view “the typical young professional” more stereotypically. Moreover, these stereotypical perceptions of young professionals predict older employees’ beliefs that young professionals lack general work skills. Qualitative analyses show that a majority of older employees (over 60% in our sample) describe their young colleagues negatively, and that young employees (close to 30% in our sample) experience reverse age discrimination. These results illustrate how the seemingly benign conversation about generational differences escalates into a serious issue—reverse age discrimination experienced by today’s young employees, the Millennials.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49092709","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research examining how personality is related to bullying has focused mainly on the personality of the target. The aim of this study was to examine instigators of workplace bullying to determine whether there was a relationship between the Big Five personality factors and the incidence of bullying. The sample consisted of 129 individuals who completed an online survey via Amazon Mechanical Turk. Results indicated that conscientiousness and agreeableness had a negative relationship with bullying, whereas neuroticism had a positive relationship with bullying. These results provide support for using personality assessments as part of a screening procedure for organizations so that workplace bullying can be effectively eradicated, or at least severely limited.
{"title":"The Effects of Personality on Workplace Bullying","authors":"Christopher J. Wilson, M. Nagy","doi":"10.1037/mgr0000054","DOIUrl":"https://doi.org/10.1037/mgr0000054","url":null,"abstract":"Research examining how personality is related to bullying has focused mainly on the personality of the target. The aim of this study was to examine instigators of workplace bullying to determine whether there was a relationship between the Big Five personality factors and the incidence of bullying. The sample consisted of 129 individuals who completed an online survey via Amazon Mechanical Turk. Results indicated that conscientiousness and agreeableness had a negative relationship with bullying, whereas neuroticism had a positive relationship with bullying. These results provide support for using personality assessments as part of a screening procedure for organizations so that workplace bullying can be effectively eradicated, or at least severely limited.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43312417","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Carolyn J. Winslow, Xiaoxiao Hu, Seth A. Kaplan, Yi Li
Existing research on positive emotions in organizations focuses on generalized positive affective states, yet theory and preliminary empirical findings suggest that workplace affective experiences are much more nuanced. We test the idea that discrete positive emotions relate to different work-related attitudes and behaviors among 200 supervisor–subordinate dyads. Findings lend preliminary empirical support for the differentiation of positive emotions at work, and suggest that discrete positive emotions should be individually examined in future research endeavors.
{"title":"Accentuate the Positive: Which Discrete Positive Emotions Predict Which Work Outcomes?","authors":"Carolyn J. Winslow, Xiaoxiao Hu, Seth A. Kaplan, Yi Li","doi":"10.1037/mgr0000053","DOIUrl":"https://doi.org/10.1037/mgr0000053","url":null,"abstract":"Existing research on positive emotions in organizations focuses on generalized positive affective states, yet theory and preliminary empirical findings suggest that workplace affective experiences are much more nuanced. We test the idea that discrete positive emotions relate to different work-related attitudes and behaviors among 200 supervisor–subordinate dyads. Findings lend preliminary empirical support for the differentiation of positive emotions at work, and suggest that discrete positive emotions should be individually examined in future research endeavors.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49154415","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Joyful living is found to be a highly valued goal of our society. However, in organizational settings, the achievement of joy is a modest area of enquiry and there is an imperfect understanding of the phenomenon. We have conducted 2 separate studies to validate the construct of “joy at work” among managerial executives employed in Indian multinational corporations. Exploratory (Study 1) and confirmatory (Study 2) factor analysis have generated an 18-item Joy at Work Scale with 3 discrete dimensions: Meaning, Engagement, and Growth; Compassion, Sensitivity and Respect; and Trust, Support, and Flexibility. The findings of the 2 studies revealed high internal consistency among its 3 subscales whereas the composite framework emerged as a perfect model fit. The present study is one of the first few studies to confirm the importance of eudemonic aspects in behavioral science especially in workplace settings.
{"title":"Joy at Work: Initial Measurement and Validation in Indian Context","authors":"L. K. Jena, Sajeet Pradhan","doi":"10.1037/mgr0000051","DOIUrl":"https://doi.org/10.1037/mgr0000051","url":null,"abstract":"Joyful living is found to be a highly valued goal of our society. However, in organizational settings, the achievement of joy is a modest area of enquiry and there is an imperfect understanding of the phenomenon. We have conducted 2 separate studies to validate the construct of “joy at work” among managerial executives employed in Indian multinational corporations. Exploratory (Study 1) and confirmatory (Study 2) factor analysis have generated an 18-item Joy at Work Scale with 3 discrete dimensions: Meaning, Engagement, and Growth; Compassion, Sensitivity and Respect; and Trust, Support, and Flexibility. The findings of the 2 studies revealed high internal consistency among its 3 subscales whereas the composite framework emerged as a perfect model fit. The present study is one of the first few studies to confirm the importance of eudemonic aspects in behavioral science especially in workplace settings.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47662473","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Workplace simulations, often used to assess or train employees, historically rely on human raters who use judgment to evaluate and score the behavior they observe (judgment-based scoring). Such judgments are often complex and holistic, raising concerns about their reliability and susceptibility to bias. Human raters are also resource-intensive; thus, organizations are interested in strategies for reducing the role of human judgment in simulations. For example, using a checklist of discrete, clearly observable behaviors with predefined point values (analytic scoring) might be expected to simplify the rating process and produce more consistent scores. With the use of good text- or voice-recognition software, such a checklist might even be amenable to automation, eliminating the need for human raters altogether. Although the possibility of such potential benefits may appeal to organizations, it is unclear how changing the scoring method in this way may affect the meaning of scores. The authors developed a framework for converting judgment-based scores to analytic scores, using the automated scoring and qualitative content analysis literatures, and applied this framework to the original constructed responses of 84 managers in a workplace simulation. The responses were adapted into discrete behaviors and scored analytically. Results indicated that responses could be adequately summarized using a reasonable number of discrete behaviors, and that analytic scores converged significantly but not strongly with the original judgment-based scores from human raters. We discuss implications for future research and provide recommendations for practitioners considering automated scores in workplace simulations.
{"title":"Adapting Simulation Responses From Judgment-Based to Analytic-Based Scores: A Process Model, Case Study, and Empirical Evaluation of Managers’ Responses Among a Sample of Managers","authors":"Diana R. Sanchez, Saar Van Lysebetten, A. Gibbons","doi":"10.1037/mgr0000049","DOIUrl":"https://doi.org/10.1037/mgr0000049","url":null,"abstract":"Workplace simulations, often used to assess or train employees, historically rely on human raters who use judgment to evaluate and score the behavior they observe (judgment-based scoring). Such judgments are often complex and holistic, raising concerns about their reliability and susceptibility to bias. Human raters are also resource-intensive; thus, organizations are interested in strategies for reducing the role of human judgment in simulations. For example, using a checklist of discrete, clearly observable behaviors with predefined point values (analytic scoring) might be expected to simplify the rating process and produce more consistent scores. With the use of good text- or voice-recognition software, such a checklist might even be amenable to automation, eliminating the need for human raters altogether. Although the possibility of such potential benefits may appeal to organizations, it is unclear how changing the scoring method in this way may affect the meaning of scores. The authors developed a framework for converting judgment-based scores to analytic scores, using the automated scoring and qualitative content analysis literatures, and applied this framework to the original constructed responses of 84 managers in a workplace simulation. The responses were adapted into discrete behaviors and scored analytically. Results indicated that responses could be adequately summarized using a reasonable number of discrete behaviors, and that analytic scores converged significantly but not strongly with the original judgment-based scores from human raters. We discuss implications for future research and provide recommendations for practitioners considering automated scores in workplace simulations.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519757","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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