Pub Date : 2020-08-28DOI: 10.1080/08959285.2020.1812075
Allen I. Huffcutt, Satoris S. Howes, Susan Dustin, Ashley N. Chmielewski, Corrie A. Marshall, Rachael L. Metzger, Victoria P. Gioia
ABSTRACT The purpose of this investigation was to provide a direct assessment of typical versus maximal responding in a Behavior Description Interview. A total of 109 participants were recruited from three universities and tested as applicants for a general retail position. When asked to describe a time when they had to deal with a difficult person, a core aspect of retail positions, responses reflected typical tendencies roughly half of the time and more maximal tendencies the other half. Convenience factors (e.g., recent, frequent) appeared to exert a strong influence on responding. Such mixing is problematic from a psychometric perspective given the relatively low correlation between these two aspects of performance. Typical versus maximal recall was not correlated with mental ability. Directions for future research are discussed.
{"title":"Empirical Assessment of Typical versus Maximal Responding in Behavior Description Interviews","authors":"Allen I. Huffcutt, Satoris S. Howes, Susan Dustin, Ashley N. Chmielewski, Corrie A. Marshall, Rachael L. Metzger, Victoria P. Gioia","doi":"10.1080/08959285.2020.1812075","DOIUrl":"https://doi.org/10.1080/08959285.2020.1812075","url":null,"abstract":"ABSTRACT The purpose of this investigation was to provide a direct assessment of typical versus maximal responding in a Behavior Description Interview. A total of 109 participants were recruited from three universities and tested as applicants for a general retail position. When asked to describe a time when they had to deal with a difficult person, a core aspect of retail positions, responses reflected typical tendencies roughly half of the time and more maximal tendencies the other half. Convenience factors (e.g., recent, frequent) appeared to exert a strong influence on responding. Such mixing is problematic from a psychometric perspective given the relatively low correlation between these two aspects of performance. Typical versus maximal recall was not correlated with mental ability. Directions for future research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"447 - 467"},"PeriodicalIF":2.2,"publicationDate":"2020-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1812075","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49242828","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 : 2020-08-28DOI: 10.1080/08959285.2020.1802727
D. Major, K. Cigularov, Michael L. Litano, Valerie N. Streets, James M. Henson, Katelyn R. Reynoldson
ABSTRACT Ensuring the adequacy of the science, technology, engineering, and mathematics (STEM) workforce is a priority in the United States. STEM persistence in college is essential to building career pathways, but research is needed to explain voluntary attrition. We applied embeddedness theory to develop and evaluate a 14-item measure of STEM major embeddedness and a 12-item measure of university embeddedness. Using multiple undergraduate samples, we conducted item-sort tasks, exploratory factor analyses, and confirmatory factor analyses to ensure psychometric quality and to refine multidimensional scales, each with dimensions of fit, links, and sacrifice. Findings supported content, convergent, discriminant, and criterion-related validity. Mapping the nomological network, embeddedness was related to social and human capital, major satisfaction, major commitment, and persistence. Future research and practical applications are discussed.
{"title":"The Development and Validation of STEM Major Embeddedness and University Embeddedness Scales","authors":"D. Major, K. Cigularov, Michael L. Litano, Valerie N. Streets, James M. Henson, Katelyn R. Reynoldson","doi":"10.1080/08959285.2020.1802727","DOIUrl":"https://doi.org/10.1080/08959285.2020.1802727","url":null,"abstract":"ABSTRACT Ensuring the adequacy of the science, technology, engineering, and mathematics (STEM) workforce is a priority in the United States. STEM persistence in college is essential to building career pathways, but research is needed to explain voluntary attrition. We applied embeddedness theory to develop and evaluate a 14-item measure of STEM major embeddedness and a 12-item measure of university embeddedness. Using multiple undergraduate samples, we conducted item-sort tasks, exploratory factor analyses, and confirmatory factor analyses to ensure psychometric quality and to refine multidimensional scales, each with dimensions of fit, links, and sacrifice. Findings supported content, convergent, discriminant, and criterion-related validity. Mapping the nomological network, embeddedness was related to social and human capital, major satisfaction, major commitment, and persistence. Future research and practical applications are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"378 - 405"},"PeriodicalIF":2.2,"publicationDate":"2020-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1802727","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44498428","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 : 2020-08-26DOI: 10.1080/08959285.2020.1802728
T. Thibault, E. Kelloway
ABSTRACT The purpose of this study was to create and validate a short workplace-specific measure of the Dark Tetrad (i.e., narcissism, Machiavellianism, psychopathy, and sadism) that could be used by researchers, practitioners, and organizations. In Study 1, a two-wave longitudinal design (T1: N = 416; T2: N = 209) was used to develop and evaluate a 22-item scale that assessed the four dimensions. Each scale trait was positively associated with, and predicted, workplace deviance. The factor structure of the scale was replicated in a second sample (N = 289). These results have implications for developing new research on the Dark Tetrad in the workplace.
摘要:本研究的目的是创建并验证一种工作场所特定的黑暗四人格(即自恋、马基雅维利主义、精神病和虐待狂)的简短测量方法，供研究人员、从业人员和组织使用。在研究1中，两波纵向设计(T1: N = 416;T2: N = 209)用于开发和评估一个22个项目的量表，评估四个维度。每个量表特征都与工作偏差呈正相关，并预测了工作偏差。量表的因子结构在第二个样本(N = 289)中重复。这些结果对开展工作场所黑暗四分体的新研究具有启示意义。
{"title":"The Dark Tetrad at Work","authors":"T. Thibault, E. Kelloway","doi":"10.1080/08959285.2020.1802728","DOIUrl":"https://doi.org/10.1080/08959285.2020.1802728","url":null,"abstract":"ABSTRACT The purpose of this study was to create and validate a short workplace-specific measure of the Dark Tetrad (i.e., narcissism, Machiavellianism, psychopathy, and sadism) that could be used by researchers, practitioners, and organizations. In Study 1, a two-wave longitudinal design (T1: N = 416; T2: N = 209) was used to develop and evaluate a 22-item scale that assessed the four dimensions. Each scale trait was positively associated with, and predicted, workplace deviance. The factor structure of the scale was replicated in a second sample (N = 289). These results have implications for developing new research on the Dark Tetrad in the workplace.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"406 - 424"},"PeriodicalIF":2.2,"publicationDate":"2020-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1802728","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41930526","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 : 2020-08-01DOI: 10.1080/08959285.2021.1891072
J. Pletzer, J. Oostrom, Reinout E. de Vries
ABSTRACT Several meta-analyses have demonstrated that personality is an important predictor of organizational citizenship behavior (OCB). However, these meta-analyses have almost exclusively focused on Big Five personality domains, whereas recent evidence suggests that personality might be captured more accurately by the six HEXACO domains. Here, we provide a comprehensive meta-analysis of all HEXACO domain- and facet-level relations with OCB (k = 21). Extraversion (ρ = .347) exhibits the strongest relation with OCB, followed by Conscientiousness (ρ = .319), Agreeableness (ρ = .217), Honesty-Humility (ρ = .208), and Openness to Experience (ρ = .195). Emotionality does not correlate with OCB (ρ = −.002). The six HEXACO domains explain 13.7% of the variance in OCB, whereas the amount of explained variance increases by 3.4% when using the 24 HEXACO facets (R2 = .171). This discrepancy can be explained by masking effects among the facets of Honesty-Humility and Conscientiousness, and by a cancellation effect among the facets of Emotionality. Theoretical, methodological, and practical implications as well as limitations and ideas for future research are discussed.
{"title":"HEXACO Personality and Organizational Citizenship Behavior: A Domain- and Facet-Level Meta-Analysis","authors":"J. Pletzer, J. Oostrom, Reinout E. de Vries","doi":"10.1080/08959285.2021.1891072","DOIUrl":"https://doi.org/10.1080/08959285.2021.1891072","url":null,"abstract":"ABSTRACT Several meta-analyses have demonstrated that personality is an important predictor of organizational citizenship behavior (OCB). However, these meta-analyses have almost exclusively focused on Big Five personality domains, whereas recent evidence suggests that personality might be captured more accurately by the six HEXACO domains. Here, we provide a comprehensive meta-analysis of all HEXACO domain- and facet-level relations with OCB (k = 21). Extraversion (ρ = .347) exhibits the strongest relation with OCB, followed by Conscientiousness (ρ = .319), Agreeableness (ρ = .217), Honesty-Humility (ρ = .208), and Openness to Experience (ρ = .195). Emotionality does not correlate with OCB (ρ = −.002). The six HEXACO domains explain 13.7% of the variance in OCB, whereas the amount of explained variance increases by 3.4% when using the 24 HEXACO facets (R2 = .171). This discrepancy can be explained by masking effects among the facets of Honesty-Humility and Conscientiousness, and by a cancellation effect among the facets of Emotionality. Theoretical, methodological, and practical implications as well as limitations and ideas for future research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"126 - 147"},"PeriodicalIF":2.2,"publicationDate":"2020-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1891072","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48965724","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 : 2020-07-20DOI: 10.1080/08959285.2020.1791871
Clair A. Reynolds Kueny, Ellen Francka, Mindy K. Shoss, Lucille Headrick, Kaitlyn R Erb
ABSTRACT Exposure to others’ counterproductive work behaviors may significantly impact employees at work. However, research has yet to thoroughly examine third-party reactions to CWB, particularly supervisor CWB. We build on affective events theory, research regarding supervisors’ role in shaping work experiences, and research on vicarious effects of CWB to better understand how exposure to supervisor CWB-O can influence subordinates. Based on insights from preliminary studies, the within-person vignette-based focal study (N = 1232 ratings nested in 176 raters) assessed when and how supervisor CWB-O predicts subordinates’ decisions to enact their own CWB. Results suggest that supervisor CWB-O enacted in the context of a negative supervisor-subordinate relationship as well as severe, frequent supervisor CWB-O elicits negative subordinate reactions leading to greater intentions to enact CWB themselves.
{"title":"Ripple effects of supervisor counterproductive work behavior directed at the organization: using affective events theory to predict subordinates’ decisions to enact CWB","authors":"Clair A. Reynolds Kueny, Ellen Francka, Mindy K. Shoss, Lucille Headrick, Kaitlyn R Erb","doi":"10.1080/08959285.2020.1791871","DOIUrl":"https://doi.org/10.1080/08959285.2020.1791871","url":null,"abstract":"ABSTRACT Exposure to others’ counterproductive work behaviors may significantly impact employees at work. However, research has yet to thoroughly examine third-party reactions to CWB, particularly supervisor CWB. We build on affective events theory, research regarding supervisors’ role in shaping work experiences, and research on vicarious effects of CWB to better understand how exposure to supervisor CWB-O can influence subordinates. Based on insights from preliminary studies, the within-person vignette-based focal study (N = 1232 ratings nested in 176 raters) assessed when and how supervisor CWB-O predicts subordinates’ decisions to enact their own CWB. Results suggest that supervisor CWB-O enacted in the context of a negative supervisor-subordinate relationship as well as severe, frequent supervisor CWB-O elicits negative subordinate reactions leading to greater intentions to enact CWB themselves.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"355 - 377"},"PeriodicalIF":2.2,"publicationDate":"2020-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1791871","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41791594","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 : 2020-06-15DOI: 10.1080/08959285.2020.1783667
Sudeepa Sharma, Hillary Anger Elfenbein, Ruchi Sinha, W. Bottom
ABSTRACT The rapidly growing body of research on the effect of emotional expressions in negotiation has been the subject of several narrative reviews. Through meta-analysis, we combine relevant findings, compare and integrate moderators, and examine the mediating mechanisms quantitatively. The analysis incorporates 64 published and unpublished studies conducted over three decades. The findings suggest that, generally, negotiators expressing negative emotions will increase counterparts’ concession-making, which presumably enables them to claim more individual value. Expressing negative emotions diminishes trust and other subjective outcomes. Relationships between negative emotions and negotiation outcomes are moderated by factors that are both theoretical (i.e., power, culture, emotion regulation) and methodological (i.e., characteristics of research design, phases of negotiation). Additionally, we tested theoretical frameworks from Emotions as Social Information theory, which describes the processes through which negative emotions influence negotiation outcomes. The effects for concessions are mediated by inference of limits, inference of toughness, and affective reactions. The effect of negative emotions on individual outcomes is mediated by complementary affective reactions. Based on the existing body of work, we make specific calls for further research.
{"title":"The Effects of Emotional Expressions in Negotiation: A Meta-Analysis and Future Directions for Research","authors":"Sudeepa Sharma, Hillary Anger Elfenbein, Ruchi Sinha, W. Bottom","doi":"10.1080/08959285.2020.1783667","DOIUrl":"https://doi.org/10.1080/08959285.2020.1783667","url":null,"abstract":"ABSTRACT The rapidly growing body of research on the effect of emotional expressions in negotiation has been the subject of several narrative reviews. Through meta-analysis, we combine relevant findings, compare and integrate moderators, and examine the mediating mechanisms quantitatively. The analysis incorporates 64 published and unpublished studies conducted over three decades. The findings suggest that, generally, negotiators expressing negative emotions will increase counterparts’ concession-making, which presumably enables them to claim more individual value. Expressing negative emotions diminishes trust and other subjective outcomes. Relationships between negative emotions and negotiation outcomes are moderated by factors that are both theoretical (i.e., power, culture, emotion regulation) and methodological (i.e., characteristics of research design, phases of negotiation). Additionally, we tested theoretical frameworks from Emotions as Social Information theory, which describes the processes through which negative emotions influence negotiation outcomes. The effects for concessions are mediated by inference of limits, inference of toughness, and affective reactions. The effect of negative emotions on individual outcomes is mediated by complementary affective reactions. Based on the existing body of work, we make specific calls for further research.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"331 - 353"},"PeriodicalIF":2.2,"publicationDate":"2020-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1783667","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45733665","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 : 2020-05-26DOI: 10.1080/08959285.2020.1789645
W. Arthur
“I often say that when you can measure what you are speaking about, and express it in numbers, you know something about it; but when you cannot measure it, when you cannot express it in numbers, yo...
{"title":"Introduction to the Inaugural Issue of the Annual “Psychometric Development and Evaluation of Measures in the Organizational Sciences” Series","authors":"W. Arthur","doi":"10.1080/08959285.2020.1789645","DOIUrl":"https://doi.org/10.1080/08959285.2020.1789645","url":null,"abstract":"“I often say that when you can measure what you are speaking about, and express it in numbers, you know something about it; but when you cannot measure it, when you cannot express it in numbers, yo...","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"71 - 73"},"PeriodicalIF":2.2,"publicationDate":"2020-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1789645","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42513582","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 : 2020-05-26DOI: 10.1080/08959285.2020.1776713
Andrew B. Speer, Andrew P. Tenbrink, Michael G. Schwendeman
ABSTRACT The current study investigated the effects of rater motivations on performance appraisals (PA). Despite rater motivations being important to PAs, there is no established and validated scale to measure rater motives. Within this study, a scale was developed to measure five rater motives. This scale, labeled the Performance Appraisal Motivation Scale (PAMS), was then examined for internal structure and validated using data from current managers. PAMS exhibited acceptable internal structure and displayed an expected pattern of relationships with individual difference variables, situational variables, other rater motives, and rating outcomes. Overall, results provide evidence in support of PAMS’ construct validity. The findings also help establish empirical linkages between rater motivations and important variables within the nomological network of rater motivation.
{"title":"Creation and Validation of the Performance Appraisal Motivation Scale (PAMS)","authors":"Andrew B. Speer, Andrew P. Tenbrink, Michael G. Schwendeman","doi":"10.1080/08959285.2020.1776713","DOIUrl":"https://doi.org/10.1080/08959285.2020.1776713","url":null,"abstract":"ABSTRACT The current study investigated the effects of rater motivations on performance appraisals (PA). Despite rater motivations being important to PAs, there is no established and validated scale to measure rater motives. Within this study, a scale was developed to measure five rater motives. This scale, labeled the Performance Appraisal Motivation Scale (PAMS), was then examined for internal structure and validated using data from current managers. PAMS exhibited acceptable internal structure and displayed an expected pattern of relationships with individual difference variables, situational variables, other rater motives, and rating outcomes. Overall, results provide evidence in support of PAMS’ construct validity. The findings also help establish empirical linkages between rater motivations and important variables within the nomological network of rater motivation.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"214 - 240"},"PeriodicalIF":2.2,"publicationDate":"2020-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1776713","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47410404","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 : 2020-05-15DOI: 10.1080/08959285.2020.1758702
James K. Harter, F. Schmidt, Sangeeta Agrawal, Stephanie K. Plowman, Anthony T. Blue
ABSTRACT Using a database of 171 studies across 62,965 organizational units with job attitude data and business performance outcomes ranging from 1994 to 2015, we tested the hypothesis that positive employee job attitudes relate more strongly to business unit success during bad economic times than during favorable economic times. Results showed that although the relationship between favorable job attitudes and unit-level performance is positive and generalizable across all time periods, the relationships between job attitudes and all business success outcomes studied (profitability, productivity, turnover, and customer perceptions) were substantially stronger during the recession years of 2001, 2002, 2008, and 2009 in comparison to other years. Favorable employee job attitudes may provide extra assistance that helps business units continue to achieve under challenging economic conditions.
{"title":"Increased Business Value for Positive Job Attitudes during Economic Recessions: A Meta-Analysis and SEM Analysis","authors":"James K. Harter, F. Schmidt, Sangeeta Agrawal, Stephanie K. Plowman, Anthony T. Blue","doi":"10.1080/08959285.2020.1758702","DOIUrl":"https://doi.org/10.1080/08959285.2020.1758702","url":null,"abstract":"ABSTRACT Using a database of 171 studies across 62,965 organizational units with job attitude data and business performance outcomes ranging from 1994 to 2015, we tested the hypothesis that positive employee job attitudes relate more strongly to business unit success during bad economic times than during favorable economic times. Results showed that although the relationship between favorable job attitudes and unit-level performance is positive and generalizable across all time periods, the relationships between job attitudes and all business success outcomes studied (profitability, productivity, turnover, and customer perceptions) were substantially stronger during the recession years of 2001, 2002, 2008, and 2009 in comparison to other years. Favorable employee job attitudes may provide extra assistance that helps business units continue to achieve under challenging economic conditions.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"307 - 330"},"PeriodicalIF":2.2,"publicationDate":"2020-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1758702","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45358831","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 : 2020-05-13DOI: 10.1080/08959285.2020.1759071
R. Vance, Stephen J. Jaros, Thomas E. Becker, Alexander S. McKay
ABSTRACT Two studies assessed the factor structures and predictive validities of alternative measures of workplace commitments. With the assisted living company and MTurk samples, Study 1 examined factor structures of the affective (AC), normative (NC), and continuance commitment (CC) scales and the unitary commitment scale. The internal structures of the AC and unitary commitment scales were sound, but problems were revealed in the structures of the NC and CC scales. Study 2 compared predictive validities of these scales to a simple one-item measure of attachment. Customer service employees of an energy company completed a commitment questionnaire. Subsequently, supervisors rated their job performance. The company provided objective performance metrics and 7 months of turnover records. Relative weight analyses revealed that predictive validities of the NC, CC, and unitary commitment scales were almost entirely subsumed by the AC scale and the attachment item when all measures competed to explain variance in outcomes. Considering the prevalence of use of the established measures, researchers should be aware of their deficiencies.
{"title":"Alternative Measures of Employee Commitment: Assessment of Predictive Validity for Performance and Turnover","authors":"R. Vance, Stephen J. Jaros, Thomas E. Becker, Alexander S. McKay","doi":"10.1080/08959285.2020.1759071","DOIUrl":"https://doi.org/10.1080/08959285.2020.1759071","url":null,"abstract":"ABSTRACT Two studies assessed the factor structures and predictive validities of alternative measures of workplace commitments. With the assisted living company and MTurk samples, Study 1 examined factor structures of the affective (AC), normative (NC), and continuance commitment (CC) scales and the unitary commitment scale. The internal structures of the AC and unitary commitment scales were sound, but problems were revealed in the structures of the NC and CC scales. Study 2 compared predictive validities of these scales to a simple one-item measure of attachment. Customer service employees of an energy company completed a commitment questionnaire. Subsequently, supervisors rated their job performance. The company provided objective performance metrics and 7 months of turnover records. Relative weight analyses revealed that predictive validities of the NC, CC, and unitary commitment scales were almost entirely subsumed by the AC scale and the attachment item when all measures competed to explain variance in outcomes. Considering the prevalence of use of the established measures, researchers should be aware of their deficiencies.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"164 - 190"},"PeriodicalIF":2.2,"publicationDate":"2020-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1759071","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45559454","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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