Pub Date : 2018-05-27DOI: 10.1080/08959285.2018.1489809
G. Fabiano, K. Hulme, Sandro M Sodano, Abigail Caserta, Karen Hulme, Gina R. Stephan, Alyssa C. Smyth
ABSTRACT Attention deficit/hyperactivity disorder (ADHD) is now conceptualized as a life-course persistent disorder, including impairments in the occupational functional domains. Occupational impairment is one of the considerations in contemporary diagnostic criteria for ADHD. This study compares the workplace behavior of 26 young adults without ADHD to 24 young adults with ADHD in a simulated pizza restaurant and delivery setting on a job application completion task, in a job interview, and on job performance tasks. Results indicated that there were significant differences in masked ratings of job interview performance, favoring the performance of individuals without ADHD. No significant differences were obtained for job applications and job performance. Results suggest that job interviewing skills may be an important area to address for individuals with ADHD entering the workforce.
{"title":"An Evaluation of Occupational Behavior in Individuals with and without Attention Deficit/Hyperactivity Disorder","authors":"G. Fabiano, K. Hulme, Sandro M Sodano, Abigail Caserta, Karen Hulme, Gina R. Stephan, Alyssa C. Smyth","doi":"10.1080/08959285.2018.1489809","DOIUrl":"https://doi.org/10.1080/08959285.2018.1489809","url":null,"abstract":"ABSTRACT Attention deficit/hyperactivity disorder (ADHD) is now conceptualized as a life-course persistent disorder, including impairments in the occupational functional domains. Occupational impairment is one of the considerations in contemporary diagnostic criteria for ADHD. This study compares the workplace behavior of 26 young adults without ADHD to 24 young adults with ADHD in a simulated pizza restaurant and delivery setting on a job application completion task, in a job interview, and on job performance tasks. Results indicated that there were significant differences in masked ratings of job interview performance, favoring the performance of individuals without ADHD. No significant differences were obtained for job applications and job performance. Results suggest that job interviewing skills may be an important area to address for individuals with ADHD entering the workforce.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"165 - 178"},"PeriodicalIF":2.2,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1489809","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47886697","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-05-27DOI: 10.1080/08959285.2018.1481407
Sudeepa Sharma, Hillary Anger Elfenbein, Jeff L. Foster, W. Bottom
ABSTRACT Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.
{"title":"Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations","authors":"Sudeepa Sharma, Hillary Anger Elfenbein, Jeff L. Foster, W. Bottom","doi":"10.1080/08959285.2018.1481407","DOIUrl":"https://doi.org/10.1080/08959285.2018.1481407","url":null,"abstract":"ABSTRACT Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"145 - 164"},"PeriodicalIF":2.2,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1481407","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48394995","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-03-15DOI: 10.1080/08959285.2018.1455685
C. Peralta, P. Lourenço, P. Lopes, Cátia Baptista, Leonor Pais
ABSTRACT This article describes the development and validation of a theory-based measure of team development. Drawing on 3 independent samples, including multisource and 2-wave data, we found support for the scale’s theoretical multidimensionality. Convergent and discriminant validity was established, and criterion-related validity was determined through the scale’s relation with 3 facets of team effectiveness: viability, extrarole performance, and reputation. We conclude that the 29-item measure is valid and reliable for the assessment of team development. Theoretically, we shed light on the dimensionality of team development and extend the available knowledge on its nomological network. Practical implications for enhancing team effectiveness via team development are discussed.
{"title":"Team Development: Definition, Measurement and Relationships with Team Effectiveness","authors":"C. Peralta, P. Lourenço, P. Lopes, Cátia Baptista, Leonor Pais","doi":"10.1080/08959285.2018.1455685","DOIUrl":"https://doi.org/10.1080/08959285.2018.1455685","url":null,"abstract":"ABSTRACT This article describes the development and validation of a theory-based measure of team development. Drawing on 3 independent samples, including multisource and 2-wave data, we found support for the scale’s theoretical multidimensionality. Convergent and discriminant validity was established, and criterion-related validity was determined through the scale’s relation with 3 facets of team effectiveness: viability, extrarole performance, and reputation. We conclude that the 29-item measure is valid and reliable for the assessment of team development. Theoretically, we shed light on the dimensionality of team development and extend the available knowledge on its nomological network. Practical implications for enhancing team effectiveness via team development are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"124 - 97"},"PeriodicalIF":2.2,"publicationDate":"2018-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1455685","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49491455","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-03-15DOI: 10.1080/08959285.2018.1466889
Madelon L. M. van Hooff, P. Flaxman, M. Söderberg, C. Stride, S. Geurts
ABSTRACT This study aimed to provide insight into recovery from work-related load effects by examining (a) whether basic psychological need (BPN) satisfaction during nonwork days facilitates recovery, (b) whether the effect of BPN satisfaction is stronger in case of an unfavorable initial recovery state, and (c) whether the association between BPN satisfaction and recovery is stronger on nonwork weekend days compared to nonwork weekdays. Data were collected across 7 consecutive days from 205 employees (39% shift workers). Fatigue and depressed mood were assessed as indicators of (failed) recovery. Multilevel analyses revealed that BPN satisfaction during nonwork days was related to improved recovery state. This association was stronger (a) if employees had experienced elevated fatigue on the preceding day and (b) on nonwork weekend days compared to nonwork weekdays.
{"title":"Basic Psychological Need Satisfaction, Recovery State, and Recovery Timing","authors":"Madelon L. M. van Hooff, P. Flaxman, M. Söderberg, C. Stride, S. Geurts","doi":"10.1080/08959285.2018.1466889","DOIUrl":"https://doi.org/10.1080/08959285.2018.1466889","url":null,"abstract":"ABSTRACT This study aimed to provide insight into recovery from work-related load effects by examining (a) whether basic psychological need (BPN) satisfaction during nonwork days facilitates recovery, (b) whether the effect of BPN satisfaction is stronger in case of an unfavorable initial recovery state, and (c) whether the association between BPN satisfaction and recovery is stronger on nonwork weekend days compared to nonwork weekdays. Data were collected across 7 consecutive days from 205 employees (39% shift workers). Fatigue and depressed mood were assessed as indicators of (failed) recovery. Multilevel analyses revealed that BPN satisfaction during nonwork days was related to improved recovery state. This association was stronger (a) if employees had experienced elevated fatigue on the preceding day and (b) on nonwork weekend days compared to nonwork weekdays.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"125 - 143"},"PeriodicalIF":2.2,"publicationDate":"2018-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1466889","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45553312","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
ABSTRACT Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.
{"title":"Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes","authors":"Zvonimir Galić, Mitja Ružojčić, Željko Jerneić, Maša Tonković Grabovac","doi":"10.1080/08959285.2018.1455686","DOIUrl":"https://doi.org/10.1080/08959285.2018.1455686","url":null,"abstract":"ABSTRACT Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"77 - 96"},"PeriodicalIF":2.2,"publicationDate":"2018-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1455686","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45720897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-01-01DOI: 10.1080/08959285.2017.1403441
W. Arthur, Nathanael L. Keiser, D. Doverspike
ABSTRACT The widespread use of unproctored Internet-based testing (UIT) in employment-related assessments has resulted in a burgeoning use of mobile devices to complete these assessments. Coupled with this is a concomitant interest in UIT-device-type effects, specifically, differences or lack thereof between assessments completed on “mobile” versus “nonmobile” devices. However, there is limited theoretical or conceptual work that seeks to explain the observed effects of UIT device type on test scores. Consequently, this article first presents a review of the extant empirical literature and then, on the basis of that, presents a framework—the structural characteristics/information processing framework—for psychologically conceptualizing the effect of UIT device types on test and assessment scores. The framework is used to explain previous findings and advance testable propositions for future research.
{"title":"An Information-Processing-Based Conceptual Framework of the Effects of Unproctored Internet-Based Testing Devices on Scores on Employment-Related Assessments and Tests","authors":"W. Arthur, Nathanael L. Keiser, D. Doverspike","doi":"10.1080/08959285.2017.1403441","DOIUrl":"https://doi.org/10.1080/08959285.2017.1403441","url":null,"abstract":"ABSTRACT The widespread use of unproctored Internet-based testing (UIT) in employment-related assessments has resulted in a burgeoning use of mobile devices to complete these assessments. Coupled with this is a concomitant interest in UIT-device-type effects, specifically, differences or lack thereof between assessments completed on “mobile” versus “nonmobile” devices. However, there is limited theoretical or conceptual work that seeks to explain the observed effects of UIT device type on test scores. Consequently, this article first presents a review of the extant empirical literature and then, on the basis of that, presents a framework—the structural characteristics/information processing framework—for psychologically conceptualizing the effect of UIT device types on test and assessment scores. The framework is used to explain previous findings and advance testable propositions for future research.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"1 - 32"},"PeriodicalIF":2.2,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2017.1403441","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46304255","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-01-01DOI: 10.1080/08959285.2017.1407320
D. Pelt, Dimitri van der Linden, M. Born
ABSTRACT This study examined trait emotional intelligence (EI) in relation to the ability to fake on personality tests. Undergraduate students (N = 129) were first instructed to fill out a personality inventory honestly, and subsequently in such a way as to maximize their chances of obtaining two distinctive job positions (lawyer and file clerk). Participants were able to change their scores in line with the hypothesized job profiles. Regression analyses showed that EI statistically predicted faking ability to an equal degree in both job scenarios. Finally, EI showed incremental validity over general mental ability and the Big Five personality traits in predicting the ability to fake. Possible implications of the results for the predictive validity of personality tests are discussed.
{"title":"How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests","authors":"D. Pelt, Dimitri van der Linden, M. Born","doi":"10.1080/08959285.2017.1407320","DOIUrl":"https://doi.org/10.1080/08959285.2017.1407320","url":null,"abstract":"ABSTRACT This study examined trait emotional intelligence (EI) in relation to the ability to fake on personality tests. Undergraduate students (N = 129) were first instructed to fill out a personality inventory honestly, and subsequently in such a way as to maximize their chances of obtaining two distinctive job positions (lawyer and file clerk). Participants were able to change their scores in line with the hypothesized job profiles. Regression analyses showed that EI statistically predicted faking ability to an equal degree in both job scenarios. Finally, EI showed incremental validity over general mental ability and the Big Five personality traits in predicting the ability to fake. Possible implications of the results for the predictive validity of personality tests are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"33 - 54"},"PeriodicalIF":2.2,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2017.1407320","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43628578","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-01-01DOI: 10.1080/08959285.2018.1442470
Nai‐Wen Chi, Yen-Chun Chen, T. Huang, S. Chen
ABSTRACT Based on the trickle-down model, the present study simultaneously examined how transformational leadership and abusive supervision influence employees’ proactive customer service performance and service sabotage through employees’ emotional labor strategies toward customers. Moreover, this study examines whether perceived supervisor power can activate or inhibit the aforementioned trickle-down processes. The present study collected data from 186 service employees–supervisor pairs at different times. The results of structural equation modeling indicate that transformational leadership positively predicted employees’ proactive customer service performance via deep acting, whereas abusive supervision was positively associated with employees’ service sabotage through surface acting. Furthermore, being perceived as a powerful supervisor is an important factor to maximize the benefits of transformational leadership. The theoretical and practical implications are further discussed.
{"title":"Trickle-Down Effects of Positive and Negative Supervisor Behaviors on Service Performance: The Roles of Employee Emotional Labor and Perceived Supervisor Power","authors":"Nai‐Wen Chi, Yen-Chun Chen, T. Huang, S. Chen","doi":"10.1080/08959285.2018.1442470","DOIUrl":"https://doi.org/10.1080/08959285.2018.1442470","url":null,"abstract":"ABSTRACT Based on the trickle-down model, the present study simultaneously examined how transformational leadership and abusive supervision influence employees’ proactive customer service performance and service sabotage through employees’ emotional labor strategies toward customers. Moreover, this study examines whether perceived supervisor power can activate or inhibit the aforementioned trickle-down processes. The present study collected data from 186 service employees–supervisor pairs at different times. The results of structural equation modeling indicate that transformational leadership positively predicted employees’ proactive customer service performance via deep acting, whereas abusive supervision was positively associated with employees’ service sabotage through surface acting. Furthermore, being perceived as a powerful supervisor is an important factor to maximize the benefits of transformational leadership. The theoretical and practical implications are further discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"55 - 75"},"PeriodicalIF":2.2,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1442470","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45644532","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-20DOI: 10.1080/08959285.2017.1399130
Feng-Hsia Kao, B. Cheng
ABSTRACT We adopt a multilevel approach to investigate ethical ideology, moral leadership, and ethical climate in predicting service-oriented organizational citizenship behavior (OCB) and service sabotage. Data were collected from 36 food and beverage units in hotels in Taiwan. The sample comprised 504 employees and 36 supervisors. Results show that idealism is positively related with service-oriented OCB, but negatively related with service sabotage; relativism is the opposite. Moral leadership and ethical climate are both positively related with service-oriented OCB and negatively related with service sabotage. In addition, moral leadership moderates the relationship between relativism and service-oriented OCB. Ethical climate moderates the relationship between idealism and service-oriented OCB and service sabotage. The implications of this study for research and practice are discussed.
{"title":"Proservice or antiservice employee behaviors: A multilevel ethics perspective","authors":"Feng-Hsia Kao, B. Cheng","doi":"10.1080/08959285.2017.1399130","DOIUrl":"https://doi.org/10.1080/08959285.2017.1399130","url":null,"abstract":"ABSTRACT We adopt a multilevel approach to investigate ethical ideology, moral leadership, and ethical climate in predicting service-oriented organizational citizenship behavior (OCB) and service sabotage. Data were collected from 36 food and beverage units in hotels in Taiwan. The sample comprised 504 employees and 36 supervisors. Results show that idealism is positively related with service-oriented OCB, but negatively related with service sabotage; relativism is the opposite. Moral leadership and ethical climate are both positively related with service-oriented OCB and negatively related with service sabotage. In addition, moral leadership moderates the relationship between relativism and service-oriented OCB. Ethical climate moderates the relationship between idealism and service-oriented OCB and service sabotage. The implications of this study for research and practice are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"30 1","pages":"272 - 290"},"PeriodicalIF":2.2,"publicationDate":"2017-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2017.1399130","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59967518","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"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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