Technological advances in assessment have radically changed the landscape of employee selection. This paper focuses on three areas where the promise of those technological changes remains undelivered. First, while new ways of measuring constructs are being implemented, new constructs are not being assessed, nor is it always clear what constructs the new ways are measuring. Second, while technology in assessment leads to much greater efficiency, there are also untested assumptions about effectiveness and fairness. There is little consideration of potential negative byproducts of contextual enhancement, removing human judges, and collecting more data. Third, there has been insufficient consideration of the changed nature of work due to technology when assessing candidates. Virtuality, contingent work arrangements, automation, transparency, and globalization should all be having greater impact on selection assessment design. A critique of the current state of affairs is offered and illustrations of future directions with regard to each aspect is provided.
{"title":"The Unrealized Potential of Technology in Selection Assessment","authors":"A. Ryan, Eva Derous","doi":"10.5093/JWOP2019A10","DOIUrl":"https://doi.org/10.5093/JWOP2019A10","url":null,"abstract":"Technological advances in assessment have radically changed the landscape of employee selection. This paper focuses on three areas where the promise of those technological changes remains undelivered. First, while new ways of measuring constructs are being implemented, new constructs are not being assessed, nor is it always clear what constructs the new ways are measuring. Second, while technology in assessment leads to much greater efficiency, there are also untested assumptions about effectiveness and fairness. There is little consideration of potential negative byproducts of contextual enhancement, removing human judges, and collecting more data. Third, there has been insufficient consideration of the changed nature of work due to technology when assessing candidates. Virtuality, contingent work arrangements, automation, transparency, and globalization should all be having greater impact on selection assessment design. A critique of the current state of affairs is offered and illustrations of future directions with regard to each aspect is provided.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"30 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76111431","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
David Aguado, José C. Andrés, Antonio L. García-Izquierdo, Jesús Rodríguez
Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications.
{"title":"LinkedIn “Big Four”: Job Performance Validation in the ICT Sector","authors":"David Aguado, José C. Andrés, Antonio L. García-Izquierdo, Jesús Rodríguez","doi":"10.5093/JWOP2019A7","DOIUrl":"https://doi.org/10.5093/JWOP2019A7","url":null,"abstract":"Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"6 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81660361","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Antonio L. García-Izquierdo, David Aguado, Vicente Ponsoda-Gil
In this Special Issue we have depicted an approach to technology and assessment counting on some scholars who have previously participated in the chair of the Psychometric Models & Applications Conference Series organized by the Universidad Autónoma de Madrid (UAM) with the wise chairing of Vicente Ponsoda and Julio Olea over the last two decades. The idea and initial works were initially proposed at the Third Spanish National Congress of Psychology held in Oviedo in 2017. The Psychometric Models & Applications chair is being conjointly sponsored by the UAM and the UAM’s Instituto de Ingeniería del Conocimiento [Institute of Knowledge Engineering]. Its main aim is to disseminate assessment and testing innovations among personnel selection practitioners and organizational psychologists. To achieve this goal, the Chair’s central activity is an annual seminar. We choose a central topic and asked a few well-known experts to participate in the selected topic every year. Some invited speakers of previous seminars accepted to submit a paper to this JWOP Special Issue as well. Their names and seminar topics they contributed are listed below: Faking in Personality Testing (Jesús Salgado), Psychometric Methods to Detect Faking (Vicente Ponsoda), Situational Judgment Testing (Filip Lievens), Future Directions in Selection Assessment (Ann Marie Ryan), Contributions of Meta-Analytical Techniques to the Advancement in Personnel Selection (Silvia Moscoso), Advances in Adaptive Measurement (Francisco José Abad), Personnel Selection through Social Media (David Aguado), and Personnel Recruitment through Web Resources (Antonio León García-Izquierdo). The goal of this Special Issue of Journal of Work and Organizational Psychology was to provide academics and professionals with some reflections and the state of the art in the technology and assessment field with the contribution of scholars who accepted the challenge of updating knowledge in this field.
在这期特刊中，我们描述了一种技术和评估的方法，依靠一些学者，他们以前参加过马德里大学Autónoma (UAM)组织的心理测量模型和应用系列会议的主席，在过去的二十年里，由Vicente Ponsoda和Julio Olea担任明智的主席。这个想法和最初的工作最初是在2017年在奥维耶多举行的第三届西班牙全国心理学大会上提出的。心理测量模型与应用主席由UAM和UAM的Instituto de Ingeniería del Conocimiento(知识工程研究所)共同赞助。其主要目的是在人事选拔从业者和组织心理学家之间传播评估和测试的创新。为实现这一目标，主席的中心活动是每年举行一次研讨会。我们每年选择一个中心话题，邀请几位知名专家参与选定的话题。前几次研讨会的一些特邀发言者也同意向本期联合世界物理规划署特刊提交一篇论文。他们的名字和他们贡献的研讨会主题如下:人格测试中的虚假(Jesús Salgado)，检测虚假的心理测量方法(Vicente Ponsoda)，情景判断测试(philip Lievens)，选择评估的未来方向(Ann Marie Ryan)，元分析技术对人员选择进步的贡献(Silvia Moscoso)，适应性测量的进展(Francisco josesabad)，通过社交媒体进行人员选择(David Aguado)，以及通过网络资源招聘人员(Antonio León García-Izquierdo)。这期《工作与组织心理学杂志》特刊的目的是为学者和专业人士提供一些反思，以及技术和评估领域的最新进展，这些学者接受了这一领域知识更新的挑战。
{"title":"New Insights on Technology and Assessment: Introduction to JWOP Special Issue","authors":"Antonio L. García-Izquierdo, David Aguado, Vicente Ponsoda-Gil","doi":"10.5093/JWOP2019A6","DOIUrl":"https://doi.org/10.5093/JWOP2019A6","url":null,"abstract":"In this Special Issue we have depicted an approach to technology and assessment counting on some scholars who have previously participated in the chair of the Psychometric Models & Applications Conference Series organized by the Universidad Autónoma de Madrid (UAM) with the wise chairing of Vicente Ponsoda and Julio Olea over the last two decades. The idea and initial works were initially proposed at the Third Spanish National Congress of Psychology held in Oviedo in 2017. The Psychometric Models & Applications chair is being conjointly sponsored by the UAM and the UAM’s Instituto de Ingeniería del Conocimiento [Institute of Knowledge Engineering]. Its main aim is to disseminate assessment and testing innovations among personnel selection practitioners and organizational psychologists. To achieve this goal, the Chair’s central activity is an annual seminar. We choose a central topic and asked a few well-known experts to participate in the selected topic every year. Some invited speakers of previous seminars accepted to submit a paper to this JWOP Special Issue as well. Their names and seminar topics they contributed are listed below: Faking in Personality Testing (Jesús Salgado), Psychometric Methods to Detect Faking (Vicente Ponsoda), Situational Judgment Testing (Filip Lievens), Future Directions in Selection Assessment (Ann Marie Ryan), Contributions of Meta-Analytical Techniques to the Advancement in Personnel Selection (Silvia Moscoso), Advances in Adaptive Measurement (Francisco José Abad), Personnel Selection through Social Media (David Aguado), and Personnel Recruitment through Web Resources (Antonio León García-Izquierdo). The goal of this Special Issue of Journal of Work and Organizational Psychology was to provide academics and professionals with some reflections and the state of the art in the technology and assessment field with the contribution of scholars who accepted the challenge of updating knowledge in this field.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"48 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87726526","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
C. Odoardi, A. Battistelli, Francesco Montani, J. Peiró
Research investigating the relationship between organizational affective commitment and employee innovation has yielded scarce and inconsistent findings. This study examined the role of participative leadership in a team as a boundary condition of the effectiveness of organizational affective commitment predicting employee innovation. Data were collected from 343 employees in 34 teams from different Italian companies. The results from hierarchical linear modelling analysis indicated that the relationship between organizational affective commitment and employee innovation was stronger when team-level participative leadership was high. Our findings provide meaningful insights regarding the contextual conditions that strengthen the impact of organizational commitment on workplace innovation.
{"title":"Affective Commitment, Participative Leadership, and Employee Innovation: A Multilevel Investigation","authors":"C. Odoardi, A. Battistelli, Francesco Montani, J. Peiró","doi":"10.5093/JWOP2019A12","DOIUrl":"https://doi.org/10.5093/JWOP2019A12","url":null,"abstract":"Research investigating the relationship between organizational affective commitment and employee innovation has yielded scarce and inconsistent findings. This study examined the role of participative leadership in a team as a boundary condition of the effectiveness of organizational affective commitment predicting employee innovation. Data were collected from 343 employees in 34 teams from different Italian companies. The results from hierarchical linear modelling analysis indicated that the relationship between organizational affective commitment and employee innovation was stronger when team-level participative leadership was high. Our findings provide meaningful insights regarding the contextual conditions that strengthen the impact of organizational commitment on workplace innovation.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"48 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80735512","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Contextual performance is assumed to be related to professionals’ quality of working life and health. This research aims to compare the levels of contextual performance at work in different hospital units, and to analyse the relationship between contextual performance and burnout syndrome. A total sample of 222 participants from a tertiary hospital took part in the study. Scores on contextual performance and burnout in five different hospital units were compared. The results showed that contextual performance is closely related with burnout. Also, results showed statistically significant differences in the degree of contextual performance at work by hospital unit. Overall, these results are significant for the development of health management strategies that promote contextual performance at work, thus improving the health and quality of work of health-care professionals.
{"title":"Exploring the Relationship between Contextual Performance and Burnout in Healthcare Professionals","authors":"P. Palenzuela, Naira Delgado, José A. Rodríguez","doi":"10.5093/JWOP2019A13","DOIUrl":"https://doi.org/10.5093/JWOP2019A13","url":null,"abstract":"Contextual performance is assumed to be related to professionals’ quality of working life and health. This research aims to compare the levels of contextual performance at work in different hospital units, and to analyse the relationship between contextual performance and burnout syndrome. A total sample of 222 participants from a tertiary hospital took part in the study. Scores on contextual performance and burnout in five different hospital units were compared. The results showed that contextual performance is closely related with burnout. Also, results showed statistically significant differences in the degree of contextual performance at work by hospital unit. Overall, these results are significant for the development of health management strategies that promote contextual performance at work, thus improving the health and quality of work of health-care professionals.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"44 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79334590","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
C. Herde, F. Lievens, Emily G. Solberg, Jan L. Harbaugh, Mark H. Strong, G. Burkholder
Over the years, various governmental, employment, and academic organizations have identified a list of skills to successfully master the challenges of the 21st century. So far, an adequate assessment of these skills across countries has remained challenging. Limitations inherent in the use of self-reports (e.g., lack of self-insight, socially desirable responding, response style bias, reference group bias, etc.) have spurred on the search for methods that could complement or even substitute self-report inventories. Situational judgment tests (SJTs) have been proposed as one of the complements/alternatives to the traditional self-report inventories. SJTs are low-fidelity simulations that confront participants with multiple domain-relevant situations and request to choose from a set of predefined responses. Our objectives are twofold: (a) outlining how a combined emic-etic approach can be used for developing SJT items that can be used across geographical regions and (b) investigating whether SJT scores can be compared across regions. Our data come from Laureate International Universities (N = 5,790) and comprise test-takers from Europe and Latin America who completed five different SJTs that were developed in line with a combined emic-etic approach. Results showed evidence for metric measurement invariance across participants from Europe and Latin America for all five SJTs. Implications for the use of SJTs as measures of 21st century skills are discussed.
{"title":"Situational Judgment Tests as Measures of 21st Century Skills: Evidence across Europe and Latin America","authors":"C. Herde, F. Lievens, Emily G. Solberg, Jan L. Harbaugh, Mark H. Strong, G. Burkholder","doi":"10.5093/JWOP2019A8","DOIUrl":"https://doi.org/10.5093/JWOP2019A8","url":null,"abstract":"Over the years, various governmental, employment, and academic organizations have identified a list of skills to successfully master the challenges of the 21st century. So far, an adequate assessment of these skills across countries has remained challenging. Limitations inherent in the use of self-reports (e.g., lack of self-insight, socially desirable responding, response style bias, reference group bias, etc.) have spurred on the search for methods that could complement or even substitute self-report inventories. Situational judgment tests (SJTs) have been proposed as one of the complements/alternatives to the traditional self-report inventories. SJTs are low-fidelity simulations that confront participants with multiple domain-relevant situations and request to choose from a set of predefined responses. Our objectives are twofold: (a) outlining how a combined emic-etic approach can be used for developing SJT items that can be used across geographical regions and (b) investigating whether SJT scores can be compared across regions. Our data come from Laureate International Universities (N = 5,790) and comprise test-takers from Europe and Latin America who completed five different SJTs that were developed in line with a combined emic-etic approach. Results showed evidence for metric measurement invariance across participants from Europe and Latin America for all five SJTs. Implications for the use of SJTs as measures of 21st century skills are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"35 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75178074","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The current study was conducted among employees in several organizations (N = 260). We investigated the relationships between the two leadership styles (the predictors) and several individual and organizational work outcomes among two age categories. For the young-to-adults age group, both transformational and transactional leadership associated positively with organizational justice; organizational justice associated positively with work commitment and work motivation; both transformational and transactional leadership associated positively with work motivation; and only transformational leadership associated positively with work commitment. Transactional leadership and work commitment were not significantly correlated. For the older group, transformational leadership associated positively with organizational justice; however, transactional leadership linked to it negatively. Organizational justice associated positively only with work commitment. Organizational justice and work motivation were not significantly related. Important implications are discussed.
{"title":"Leadership Styles and Work Attitudes: Does Age Moderate their Relationship?","authors":"Aharon Tziner, Or Shkoler","doi":"10.5093/JWOP2018A21","DOIUrl":"https://doi.org/10.5093/JWOP2018A21","url":null,"abstract":"The current study was conducted among employees in several organizations (N = 260). We investigated the relationships between the two leadership styles (the predictors) and several individual and organizational work outcomes among two age categories. For the young-to-adults age group, both transformational and transactional leadership associated positively with organizational justice; organizational justice associated positively with work commitment and work motivation; both transformational and transactional leadership associated positively with work motivation; and only transformational leadership associated positively with work commitment. Transactional leadership and work commitment were not significantly correlated. For the older group, transformational leadership associated positively with organizational justice; however, transactional leadership linked to it negatively. Organizational justice associated positively only with work commitment. Organizational justice and work motivation were not significantly related. Important implications are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"92 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84890928","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
While research has traditionally analysed negative aspects of the work and family relationship by embracing a reductionist approach, over the past 20 years a number of studies have also focused on positive aspects. Our studies set out to validate the Italian version of the instrument developed by Kinnunen and cols. with a sample of 707 employees. Psychometric characteristics are presented, confirming the invariance of factorial structure and their validity in the Italian context. Results from different organizations confirm the four-factor model: negative work-to-family interface, negative familyto-work interface, positive work-to-family interface, and positive family-to-work interface. These results support the factorial validity and reliability of the Work-Family Interface Scale (WFIS) and its sustained use in organisational studies.
{"title":"Development and Validation of a Measure of Work-Family Interface","authors":"S. Simone, M. Agus, Diego Lasio, F. Serri","doi":"10.5093/JWOP2018A19","DOIUrl":"https://doi.org/10.5093/JWOP2018A19","url":null,"abstract":"While research has traditionally analysed negative aspects of the work and family relationship by embracing a reductionist approach, over the past 20 years a number of studies have also focused on positive aspects. Our studies set out to validate the Italian version of the instrument developed by Kinnunen and cols. with a sample of 707 employees. Psychometric characteristics are presented, confirming the invariance of factorial structure and their validity in the Italian context. Results from different organizations confirm the four-factor model: negative work-to-family interface, negative familyto-work interface, positive work-to-family interface, and positive family-to-work interface. These results support the factorial validity and reliability of the Work-Family Interface Scale (WFIS) and its sustained use in organisational studies.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"24 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88393597","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This short research note reports on a study on the robustness of a quasi-ipsative forced-choice (FC) personality inventory for controlling the effects of faking. A sample of 126 active managers was randomly divided in three independent groups, with 42 individuals per group. We used an experimental three-group design in which the independent variable was the instructional set (faking, neutral, and honest), and the dependent variables were the scores in the Big Five personality dimensions. The results showed that the average effect sizes were .01, -.02, and 0 for the comparisons among fakinghonest, faking-neutral, and neutral-honest groups. These findings showed that the quasi-ipsative FC format with algebraic non-dependence among the scales is a very robust way of controlling faking. We recommend practitioners to use this technology for making personnel ion decisions.
{"title":"Faking Resistance of a Quasi-ipsative Forced-Choice Personality Inventory without Algebraic Dependence","authors":"J. Salgado, Mario Lado","doi":"10.5093/JWOP2018A23","DOIUrl":"https://doi.org/10.5093/JWOP2018A23","url":null,"abstract":"This short research note reports on a study on the robustness of a quasi-ipsative forced-choice (FC) personality inventory for controlling the effects of faking. A sample of 126 active managers was randomly divided in three independent groups, with 42 individuals per group. We used an experimental three-group design in which the independent variable was the instructional set (faking, neutral, and honest), and the dependent variables were the scores in the Big Five personality dimensions. The results showed that the average effect sizes were .01, -.02, and 0 for the comparisons among fakinghonest, faking-neutral, and neutral-honest groups. These findings showed that the quasi-ipsative FC format with algebraic non-dependence among the scales is a very robust way of controlling faking. We recommend practitioners to use this technology for making personnel ion decisions.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"42 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73558800","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Nicola Paolucci, I. Dimas, S. Zappalà, P. Lourenço, T. Rebelo
This paper investigates the effects of transformational leadership on team effectiveness. In particular, we studied the effects of transformational leadership on three criteria of team effectiveness: viability, team process improvement, and quality of group experience. In addition, we examined the indirect effect of transformational leadership on team effectiveness via affective team commitment. Ninety teams working in different organizational contexts in Portugal were surveyed. Two different questionnaires were administrated, respectively, to team members and team leaders. Team members (N = 445) were surveyed about leadership, team commitment, and quality of the group experience, whereas team leaders (N = 90) were asked to assess team viability and team process improvement. Hypotheses were tested through structural equation modelling. Results revealed that affective team commitment partially mediates the relationship between transformational leadership and quality of the group experience. The mediational role of affective team commitment between transformational leadership and both team viability and team process improvement was not supported. Implications for practice and suggestions for further research are provided.
{"title":"Transformational Leadership and Team Effectiveness: The Mediating Role of Affective Team Commitment","authors":"Nicola Paolucci, I. Dimas, S. Zappalà, P. Lourenço, T. Rebelo","doi":"10.5093/JWOP2018A16","DOIUrl":"https://doi.org/10.5093/JWOP2018A16","url":null,"abstract":"This paper investigates the effects of transformational leadership on team effectiveness. In particular, we studied the effects of transformational leadership on three criteria of team effectiveness: viability, team process improvement, and quality of group experience. In addition, we examined the indirect effect of transformational leadership on team effectiveness via affective team commitment. Ninety teams working in different organizational contexts in Portugal were surveyed. Two different questionnaires were administrated, respectively, to team members and team leaders. Team members (N = 445) were surveyed about leadership, team commitment, and quality of the group experience, whereas team leaders (N = 90) were asked to assess team viability and team process improvement. Hypotheses were tested through structural equation modelling. Results revealed that affective team commitment partially mediates the relationship between transformational leadership and quality of the group experience. The mediational role of affective team commitment between transformational leadership and both team viability and team process improvement was not supported. Implications for practice and suggestions for further research are provided.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"74 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74674978","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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