Industrial and Organizational Psychology Commons^™

Predicting Job Performance: The Incremental Validity Of Cognitive Reflection Tests Over General Cognitive Ability And Conscientiousness., Olivia Earll

Theses and Dissertations

Cognitive reflection is the ability to suppress intuitive thinking (Type 1) in favor of deliberative, analytical thought (Type 2). This study investigated cognitive reflection as a predictor of supervisor-rated job performance, exploring its incremental validity over general cognitive ability and conscientiousness. Results indicated that all three variables positively predicted job performance, with cognitive reflection explaining a significant, unique portion of the variance. Exploratory analyses confirmed that this predictive validity remained consistent across industry, age, and sex. Furthermore, cognitive reflection significantly moderated the relationship between general cognitive ability and job performance. These findings highlight the value of deliberative reasoning as a …

A Meta-Analysis Of Attachment At Work, Kate N. Warnock, Christina S. Ju, Ian M. Katz

Psychology Faculty Publications

This meta-analysis aimed to confirm and clarify the relationships between attachment style and various workplace correlates, including job performance, burnout, personality, and job satisfaction (K = 109 independent samples, N = 32,278 participants). Results provided the strongest support for the relationships between attachment style and the Big Five personality traits, burnout, and job performance. Anxious attachment was also related to a host of other correlates, including job stress, turnover intentions, job satisfaction, and work engagement. Additionally, dominance analysis was used and found that attachment style had incremental validity beyond the Big Five in the prediction of job performance, job satisfaction, …

The Potential And Peculiarities Of Perma: A Meta-Analysis Of Two Well-Being Measures With Working Samples, William P. Jimenez, Xiaoxiao Hu, Rebecca Garden, Asiye Zeytonli

Psychology Faculty Publications

In the first meta-analysis of the PERMA well-being framework (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment), we cumulated 692 effect sizes (k = 33 independent samples, N = 10,050 workers). Average reliability did not meet the conventional ɑ = .70 threshold for engagement measured with the PERMA-Profiler or the Workplace PERMA Profiler or for negative emotions measured with the former. Overall, PERMA dimensions were strongly intercorrelated, and model comparisons suggested multidimensionality. We also summarized PERMA’s relationships with some conceptual antecedents (conscientiousness, loneliness); correlates (happiness, negative emotions); and outcomes (physical health, depressive symptoms, overall …

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

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 …

The Relationship Between Criminal Records And Job Performance: An Examination Of Customer Service Representatives, Jakari N. Griffith, Todd C. Harris

Personnel Assessment and Decisions

Between 70 million and 100 million Americans—or as many as one in three—have some type of criminal record (Vallas & Dietrich, 2014). Having even a minor criminal record often functions as a significant impediment to gainful employment and resultant economic security. This is especially problematic given that: (a) many companies now incorporate background checks within their hiring process and (b) little empirical research exists about the relationship between criminal records and job performance. Thus, this study examined the relationship between criminal records and objective performance of customer service representatives (N = 627) in a large telecommunications firm. Our regression analyses …

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 …

Motivational Factors And Job Performance Of Banking Industry Employees In Klang Valley, Zaini Muhammad Ariff

Student Works (2020-2029)

Employees’ job performance has been found decreasing and variation changes from time to time. The main objective of this research is to study the relationship between the working conditions, employees’ satisfaction, salaries and benefits, and achievement/recognition towards the job performance of banking industry employees in Klang Valley. In this research study, a total of two hundred (200) bank employees who work in bank around Klang Valley has been selected as respondents. Descriptive analysis (frequency, mean, and standard deviation) and inferential analysis (Pearson correlation coefficient) were used. Pearson correlation analysis’s result shows a significant relationship between the independent variables (working conditions, …

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

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

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

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

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. …

Attitude Strength And Situational Strength As Moderators Of The Job Satisfaction – Job Performance Relationship, Joseph William Dagosta

Browse all Theses and Dissertations

Workers who are satisfied with their jobs are better performers, but prior research has found a plethora of moderating variables between job satisfaction and job performance (Ostroff, 1992, Schleicher, Watt, & Greguras, 2004; Spector, 1997). Prior research has suggested that job attitude strength can strengthen the relationship between job satisfaction and job performance and that the relationships between personality variables and extra-role job performance are stronger in weak rather than strong workplace situations (Meyer et al., 2014; Shleicher et al., 2015). In the current study, I investigated the interaction between job satisfaction, job attitude strength, and situational strength on job …

Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, And Practice, Reeshad S. Dalal, Balca Alaybek, Filip Lievens

Research Collection Lee Kong Chian School Of Business

We begin by charting the evolution of the dominant perspective on job performance from one that viewed performance as static to one that viewed it as dynamic over long timeframes (e.g., months, years, decades) to one that views it as dynamic over not just long but also short timeframes (e.g., minutes, hours, days, weeks)—and that accordingly emphasizes the within-person level of analysis. The remainder of the article is devoted to the newer, short-timeframe research on within-person variability in job performance. We emphasize personality states and affective states as motivational antecedents. We provide accessible reviews of relevant theories and highlight the …

The Use Of Personality Testing In Personnel Selection, Riya Kumar

CMC Senior Theses

Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are …

Critical Analytic Thinking Skills: Do They Predict Job-Related Task Performance Above And Beyond General Intelligence?, Sara Beth Elson, Robert Hartman, Adam Beatty, Matthew Trippe, Kerry Buckley, John Bornmann, Elaine Bochniewicz, Mark Lehner, Liliya Korenovska, Jessica Lee, Les Servi, Alison Dingwall, Paul E. Lehner, Maurita Soltis, Mark Brown, Brandon Beltz, Amber Sprenger

Personnel Assessment and Decisions

Employers and government leaders have called attention to the need for critical thinking skills in the workforce, while business trends toward evidence-based decision making also highlight the increasing importance of the critical thinking skill set. Although studies have examined the relationship of critical thinking to behaviors or job performance, many have missed a key component: incremental predictive validity of critical thinking beyond cognitive ability. The current study defines critical thinking, presents results from a test development effort in which the conceptual definition was operationalized as a measure of critical analytical thinking skills for government analysts, and presents results of a …

Work Ethic, Turnover, And Performance: An Examination Of Predictive Validity For Entry-Level Employees, Christina Banister

Dissertations

Work ethic is continually cited as a top factor in hiring new employees (Flynn, 1994; Shimko, 1990; VanNess, Melinsky, Buff, & Seifert, 2010). Research on the relationship between work ethic and job performance has typically shown positive results in a variety of contexts (Meriac & Gorman, 2017; Miller et al., 2002). The purpose of this study was to examine dimensions of work ethic and its relationship with turnover and contextual performance in an often-neglected segment of the workforce: entry-level employees. Data were collected from a large fast food franchise, including work ethic, turnover data, and supervisor-rated job performance. In Study …

Examining The Impact Of A Fatigue Intervention On Job Performance: A Longitudinal Study Across United States Hospitals, Megan Gregory

Electronic Theses and Dissertations

Fatigue in healthcare providers has been linked to dangerous outcomes for patients, including medical errors, surgical complications, and accidents. Resident physicians, who traditionally work long hours on minimal sleep, are among the most fatigued. In attempt to mitigate the impact of fatigue on resident physician performance and improve patient safety, the Accreditation Council for Graduate Medical Education (ACGME) implemented a fatigue intervention program in 2011 for medical residency programs in the United States. This caused a significant decrease in the number of hours that first-year residents were permitted to work, compared with hours worked by first-year residents in prior years. …

Do Candidate Reactions Relate To Job Performance Or Affect Criterion-Related Validity? A Multistudy Investigation Of Relations Among Reactions, Selection Test Scores, And Job Performance, Julie Mccarthy, Chad H. Van Iddekinge, Filip Lievens, Mavis Mei-Chuan Kung, Evan F. Sinar, Michael A. Campion

Research Collection Lee Kong Chian School Of Business

Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, …

Organizational Wellness Programs: Who Participates And Does It Help?, Justin Michael Dumond

All Graduate Theses, Dissertations, and Other Capstone Projects

Several research questions exist concerning the effectiveness of employee wellness programs. Do Theory of Reasoned action components such as health attitudes and intentions lead to wellness program involvement? Does wellness program involvement moderate the relationships between occupational stress, turnover, and job performance, such that wellness involvement mitigates the negative impact of occupational stress? Additionally, does wellness involvement moderate the relationships between work/life imbalance, turnover, and job performance, such that wellness involvement mitigates the negative impact of work/life imbalance? Data from 10,430 employees of an organization with an optional wellness program was analyzed. Hypotheses relating to TRA and the work/life imbalance-job …

The Role Of Emotional Labor In Performance Appraisal: Are Supervisors Getting Into The Act?, Samantha A. Ritchie, Allison L. O'Malley

Scholarship and Professional Work - LAS

Researchers have issued a call for research on emotional labor to move beyond service roles to other organizational roles (Ashforth & Humphrey, 1993). The present paper proposes that emotional labor plays a pivotal role during performance feedback exchanges between supervisors and subordinates. We suggest that the emotional labor supervisors engage in while providing performance feedback is a vital mechanism by which leaders impact followers' perceptions of the feedback environment (Steelman, Levy, & Snell, 2004) and, subsequently, important outcomes (e.g., employee satisfaction with the feedback, motivation to use feedback, feedback seeking frequency, and LMX quality).

Construct Validation Of Common Format Biodata Within The Public Sector, James Foster Baxter

Theses Digitization Project

Biographical data inventories (biodata) have one of the best predictors of job performance criteria for over 100 hundred years. Similarly, CommonFormat Biodata (CFB) inventories have also demonstrated their ability to predict certain performance criteria. There are two common themes and tow common sub-themes typically associated with CFB intruments, Education, experience, time, and specificity respectively. The major purpose of this paper was to employ a confirmatory factor analysis strategy to construct and validate a CFB inventory.

Stress And Job Performance: Theory, Research, And Implications For Managerial Practice By Steve M Jex, New Delhi: Sage Publications, 1998., Prabha Srinivas

IIMB Management Review

This book is a comprehensive study of stress and the effect it has on work life. The style of presentation is simple and therefore even a person not familiar with stress and its related theories can follow the text easily. The topic is extremely relevant and important in the context of the current style of living. Competitiveness in the work place has reached an all time high and has left its mark. To managers, this book offers suggestions on how to recognise stress inducing factors and deal with them. But, as Jex himself says, the study of occupational stress is …

Towards Understanding Why Assessment Centers Work: An Evaluation Of The Subtle Criterion Contamination Hypothesis, Christopher T. Rotolo

Psychology Theses & Dissertations

The success of the assessment center method in predicting job performance has been one of the most researched efforts in personnel psychology (Thornton, 1992). However, there is little reported evidence showing that assessment center procedures produce scores that serve as valid representations of separate constructs (Klimoski & Brickner, 1987). It is perhaps ironic, then, that despite the success stories, we still do not understand why assessment centers "work," (i.e., predict performance).

This study examined the subtle criterion contamination hypothesis as an explanation to assessment center validity. The subtle criterion contamination hypothesis states that assessment centers predict managerial performance because assessors …

A Test Of The Theory Of Reasoned Action At The Group Level Of Analysis, Thomas A. Fitch, Edward A. Mccarty

Theses and Dissertations

A vast array of studies exist which have sought to explore the relationships between behavioral intentions, job satisfaction, turnover and performance at the individual level of analysis. Recent efforts to move to the group level of analysis have shown some promise, but few exist. The crux of the issue under consideration here was whether or not there was utility in treating attitude-intention-behavior linkages as group level phenomena. Both Schneider (1987) and George (1990' contend that, while individual analysis cannot be discounted as a means of understanding behavior, there is also value in examining group-level phenomena. The purpose of this study …

The Effects Of Automation And Task Difficulty On Crew Coordination, Workload, And Performance, Ruth Coleen Thornton

Psychology Theses & Dissertations

The purposes of this research were two-fold: (1) to assess the reliability and utility of the Aircrew Coordination Observation and Evaluation scales in describing crew coordination behaviors exhibited during flight and (2) to investigate the effects of automation on crew coordination, workload, and performance. Two levels of automation (i.e., presence or absence of an autopilot) and two levels of task difficulty (i.e., presence or absence of wind and turbulence) were combined to yield a 2 x 2 design. Twenty-four two-person crews performed in both levels of automation and one of two levels of task difficulty. The results of the reliability …

The Effects Of Job Characteristics And Task Decomposition On The Estimation Of The Dollar-Value Of Performance, Robert P. Delprino

Psychology Theses & Dissertations

The purpose of this research was to investigate the influence of job characteristics and structuring aids on the accuracy and acceptance of managers' estimates of the standard deviation of job performance in dollars (i.e., SD_y). The job characteristics consisted of critical incidents of work behaviors and existing performance appraisal dimensions. The structuring aids consisted of full algorithm and partial algorithm procedures. In addition, a global estimation procedure was included in the design and served as a control condition. Participants were 96 nursing managers. Through the use of questionnaires, the managers provided dollar-value estimates of the value of low, …

An Application Of The Investment Model For Examining The Effects Of Commitment, Self-Efficacy, And Goal Difficulty On Performance, Brian J. Kaufman

Psychology Theses & Dissertations

This research was designed to test the presumed effects of commitment, self-efficacy, and goal difficulty level on task performance. The investment model of commitment was used to experimentally manipulate commitment levels. Eighty subjects served as their own controls. For a computer typing task, performance baseline was established, then subjects performed additional trials under various commitment-to-study, commitment-to-job, and goal difficulty conditions. Seven hypotheses were tested. Analyses were conducted to determine main effects of commitment-to-study, commitment-to-job, commitment-to-goals and interaction effects among experimental conditions.

Performance score differences were significant for speed, but not accuracy across high and low commitment levels, supporting the hypothesis …

Performance Appraisal Ratings As A Function Of Source Of Ratings And Purpose Of The Appraisal, Richard J. Tannenbaum

Psychology Theses & Dissertations

This study investigated the effects of purpose of appraisal ratings and source of appraisal ratings on four dependent measures: leniency, halo, variability, and construct validity. The purpose factor was comprised of four different levels: merit pay, performance improvement, research only, and no defined appraisal purpose. The rating source factor was comprised of two different levels: incumbent self-ratings, and supervisor ratings. One hundred and nineteen nursing assistants provided the self-ratings, and 39 nurses provided the supervisor ratings. Both sets of ratings were made using a 13-dimension graphic-type rating scale. Analysis of variance procedures were used to test the effects of appraisal …