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Full-Text Articles in Social Work
Work-Family Conflict, Sarah Stepanek, Megan Paul
Work-Family Conflict, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is work-family conflict? Work-family conflict is defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). Work-family conflict is often contrasted with work-family enrichment, which represents the positive spillover that can occur between the work and family domains. The idea of work-family conflict is grounded in resource drain theory, which suggests that individuals have limited physical, psychological, and social resources to draw on while performing in different roles. When individuals devote large quantities of their resources to one domain …
Time Management, Megan Paul
Time Management, Megan Paul
Umbrella Summaries
What is time management? The definition of time management varies across disciplines, researchers, and practitioners. In the context of workplace research, one suggested definition is “behaviours that aim at achieving an effective use of time while performing certain goal-directed activities” (Claessens et al., 2007, p. 262). Another is “a form of decision making used by individuals to structure, protect, and adapt their time to changing conditions” (Aeon & Aguinis, 2017, p. 311). Most research on time management has used self-report measures; diaries and ratings by others (e.g., supervisors) are used much less frequently. Of the self-report measures, no one measure …
Perceptions Of Organizational Politics, Penny Putnam Collins, Megan Paul
Perceptions Of Organizational Politics, Penny Putnam Collins, Megan Paul
Umbrella Summaries
What are perceptions of organizational politics? Perceptions of organizational politics (POP) is defined as an individual’s subjective assessment of the degree to which their work setting is believed to be self-serving of some individuals and groups, to the detriment of others (Ferris, Harrell-Cook, & Dulebohn, 2000). A popular and recommended 15-item measure assesses POP through three factors: general political behavior, going along to get ahead, and pay and promotion (Kacmar & Carlson, 1997). Example items from each factor include, “People in this organization attempt to build themselves up by tearing others down,” “Sometimes it is easier to remain quiet than …
Job Knowledge Tests, Michelle Graef
Job Knowledge Tests, Michelle Graef
Umbrella Summaries
What are job knowledge tests? In an employment context, job knowledge tests are hiring tools that assess candidates’ knowledge of facts, principles, concepts, and other information that is important for performance of a job (Hunter, 1983). This knowledge falls into two general categories: (a) technical information and (b) the processes and judgmental criteria required to perform correctly and efficiently on the job (Hunter, 1983). Measures of job knowledge vary in the level of specificity of the content. Some measures are intended to test a candidate’s knowledge of specific content for a specific job, whereas other measures are designed to assess …
Cognitive Ability Tests, Megan Paul
Cognitive Ability Tests, Megan Paul
Umbrella Summaries
What are cognitive ability tests? In an employment context, cognitive ability (also known as general intelligence or general mental ability) tests are hiring tools that assess candidates’ ability to learn and solve problems (Hunter & Schmidt, 1996). There are many commercially available cognitive ability tests, and they typically involve multiple-choice questions that measure abilities such as vocabulary, verbal comprehension, and verbal, numerical, and spatial reasoning. Some tests measure a combination of these abilities, whereas some focus only on specific abilities. Because the questions have right and wrong answers, the tests must often be proctored. Tests vary in terms of length, …
Work Sample Tests, Maggie Thompson, Megan Paul
Work Sample Tests, Maggie Thompson, Megan Paul
Umbrella Summaries
What are work sample tests? Work sample tests are methods used to assess an individual’s ability to successfully perform a job. These tests require individuals to perform tasks that are physically and/or psychologically similar to those they would experience on the job (Schneider & Schmitt, 1986). Though much of the early use of work samples was to assess psychomotor skills for manual tasks like carpentry, electrical work, or welding (Robertson & Downs, 1989), more relevant examples include role plays, in-basket exercises, filing, and writing or typing exercises (Roth, Bobko, McFarland, & Buster, 2008). There are two primary categories of work …
Training And Experience Evaluations, Kate Stephenson, Megan Paul
Training And Experience Evaluations, Kate Stephenson, Megan Paul
Umbrella Summaries
What are training and experience evaluations? Training and experience (T&E) include previous work and volunteer experience, education or other training, and credentials (Schneider, 1994). Evaluations of T&E are often included in employee selection procedures to screen and rate applicants based on information provided on resumes, applications, or other documents. These evaluations attempt to identify future successful employees by examining and applying systematic, judgment-based ratings to this information (McDaniel, Schmidt, & Hunter, 1988). The idea behind T&E evaluations is that past behavior is a good predictor of future behavior, and people with experience are more committed and motivated to perform well …
Situational Judgment Tests, Megan Paul
Situational Judgment Tests, Megan Paul
Umbrella Summaries
What is a situational judgment test? A situational judgment test (SJT) is a hiring tool that measures knowledge, skills, abilities, and other characteristics by assessing test takers’ responses to various job-related situations. They are typically administered in paper-and-pencil or video format, and each item presents a scenario and various potential responses or actions to take. Instructions tend to fall into one of two categories: knowledge or behavioral tendency. Knowledge instructions require judgments about the efficacy of different options, and they ask test takers to choose, for example, the best option, the best and worst option, or the most effective option. …