Journal of Business and Psychology (J BUS PSYCHOL)

Publications in this journal

• Article: Testing Differential Mediation Effects of Sub-dimensions of Political Skills in Linking Proactive Personality to Employee Performance

  Junqi Shi, Zhuo Chen, Le Zhou
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  ABSTRACT: PurposeThe purpose of this research was to examine the mediating roles of political skill dimensions (i.e., networking ability, interpersonal influence, social astuteness, and apparent sincerity) in linking employees’ proactive personality and supervisor-rated in-role performance and altruism. Design/Methodology/ApproachStructural equation modeling was conducted to examine the mediation model based on data collected from employees working for a large insurance company in China (N=198). FindingsResults suggested that networking ability, interpersonal influence, and social astuteness mediated the relationship between proactive personality and in-role performance. Networking ability and social astuteness mediated the relationship between proactive personality and altruism. ImplicationsTesting the mediation effects of all dimensions of political skills between proactive personality and in-role performance and altruism helps to advance our theoretical understanding of the mechanisms that underlie the beneficial effect of proactive personality on performance. Our findings may also help to inform the importance of developing employees’ political skill in order to enhance their job performance. Originality/ValueThis empirical study provides preliminary evidence of the mediating effects of the specific dimension of political skill in the positive relationship between proactive personality and in- and extra-role performance. KeywordsPolitical skill–Proactive personality–In-role performance–Altruism
  Journal of Business and Psychology 05/2012; 26(3):359-369.
• Article: Trait Entitlement and Perceived Favorability of Human Resource Management Practices in the Prediction of Job Satisfaction

  Zinta S. Byrne, Brian K. Miller, Virginia E. Pitts
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  ABSTRACT: PurposeInconsistency in offerings of human resource management (HRM) practices across organizations is potentially problematic for employees with high levels of entitlement as they tend to believe they get less than they deserve. The purpose of this study was to examine the moderating effect of trait entitlement on the relationship between the favorability of HRM practices and job satisfaction. Design/methodology/approachSelf-report survey data were obtained from 190 employees from nine different firms. FindingsFor those high in trait entitlement, perceived favorability of Recruitment and Selection practices were positively associated with job satisfaction. For those low in trait entitlement, favorability regarding this practice was not significantly related to job satisfaction. For those high in trait entitlement, perceived favorability of Safe Working practices was negatively associated with job satisfaction. For those low in trait entitlement, favorability regarding this practice was positively related to job satisfaction. ImplicationsEmployers cannot assume that offering more or better HRM practices will be associated with high job satisfaction. Employees differ on their expectation of what they deserve, and therefore, employers need to consider other factors than just employee satisfaction when deciding what HRM practices to implement. Originality/valueThis study examines the relationship between perceived favorability of HRM practices and employees’ job satisfaction, which is unlike previous studies that tended to focus on employee satisfaction with HRM practices themselves. We focused on understanding the relationship between perceived favorability of HRM practices and job satisfaction, and the extent to which trait entitlement alters those relationships. KeywordsEntitlement-Job satisfaction-Human resource management practices-Equity sensitivity
  Journal of Business and Psychology 05/2012; 25(3):451-464.
• Article: Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior

  J. Michael Crant, Tae-Yeol Kim, Jie Wang
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  ABSTRACT: PurposeTo examine the relationship between Five-Factor Model (FFM) and non-FFM personality traits that are theoretically relevant to voice behavior and the demonstration and usefulness of voice behavior. Design/Methodology/ApproachA survey was conducted measuring personality with 244 MBA and undergraduate students. Their instructors kept track of all incidents of student voice behavior, and evaluated the usefulness of the suggestions. FindingsExtraversion, conscientiousness, and proactive personality were associated with voice presence. Conscientiousness and proactive personality also were associated with ratings of the usefulness of the suggestions contained in the voice communications. When all FFM and non-FFM traits studied were simultaneously entered into a single regression equation, only proactive personality significantly predicted the usefulness of the voice behaviors. ImplicationsThe results indicate that proactive personality was more predictive than the FFM traits of voice behavior directed toward one’s supervisor and the usefulness of the voice. Future research should validate these findings in a more traditional organizational setting. Originality/ValueThis work is one of the few studies that have employed a field setting to study the presence and usefulness of voice behaviors. Another gap filled by the present research is comparing the predictive validity of FFM and non-FFM personality traits on voice presence, and examining the relationship between the personality of the voice contributors and the target’s evaluation of the voice usefulness in a field setting. KeywordsBig five personality–Proactive personality–Self-monitoring–Shyness–Voice behavior
  Journal of Business and Psychology 05/2012; 26(3):285-297.
• Article: A Construct Validation of the Neutral Objects Satisfaction Questionnaire (NOSQ)

  Kevin J. Eschleman, Nathan A. Bowling
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  ABSTRACT: PurposeWe address concerns regarding the affective-orientation of affective disposition; a personality characteristic assessed using the Neutral Objects Satisfaction Questionnaire (NOSQ). In addition, we examine the utility of affective disposition while controlling for other affective-oriented personality characteristics. Design/Methodology/ApproachStudy 1 included a meta-analytic examination of the affective disposition correlates in 18 samples. Study 2 data was collected from undergraduate volunteers (n=396). FindingsThe NOSQ, which is used to assess affective disposition, was examined using meta-analytic and cross-sectional data. Affective disposition converged with other affective-oriented personality characteristics and diverged from cognitive-oriented personality characteristics. Contrary to expectations, affective disposition did not have a stronger relationship with an affective-oriented job attitude than with a cognitive-oriented job attitude. Finally, we examined the utility of the NOSQ and found that affective disposition was positively associated with well-being and predicted job satisfaction while controlling for other affective-oriented personality characteristics. ImplicationsThe NOSQ is assessing an affective-oriented personality characteristic that is likely to predict job attitudes after controlling for other affective-oriented personality characteristics. Originality/ValueThis is the first study to address the concerns of previous researchers that the NOSQ is not assessing an affective-oriented personality characteristic. In addition, we provide meta-analytic estimates of several correlates of affective disposition and demonstrate the utility of affective disposition in job attitude research. KeywordsAffective disposition–Neutral Objects Satisfaction Questionnaire–Gripe index–Job attitudes–Personality
  Journal of Business and Psychology 05/2012; 26(4):501-515.
• Article: Perspective Taking and Communication Satisfaction in Coworker Dyads

  Hee Sun Park, Amber N. W. Raile
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  ABSTRACT: PurposeThis study addressed whether or not self-rated and other-rated perspective taking would converge and questioned the relationship between perspective taking and communication satisfaction among coworkers. Design/methodology/approachA sample of 114 participants, all coworkers at 27 kindergartens in Korea, provided data to form 350 dyads. The participants rated their own perspective-taking tendency, their coworkers’ perspective-taking tendency, and how satisfied they were when communicating with each coworker. FindingsNo significant correlation between self-rated and other-rated perspective-taking tendencies was observed, and self-rated perspective taking was not significantly correlated with other-rated communication satisfaction. In contrast, other-rated perspective taking positively correlated with other-rated communication satisfaction. The extent to which self-rated perspective taking exceeded other-rated perspective taking was negatively related to other-rated communication satisfaction. ImplicationsAn individual tends to report higher communication satisfaction when she/he feels that her/his coworker takes her/his perspective and understands her/him. Conversely, self-ratings of perspective taking ability can have little relevance to coworker evaluations of perspective taking behavior; thus, individuals might not be the best judges of their ability to take the perspective of others. Self-ratings also appear to have little impact on the communication satisfaction that others report with their communication with an individual. Originality/valueThis study tested the utility of self-rated perspective taking by taking a sample of coworkers who had worked closely in small group settings for substantial time. The close working relationships helped us to make more accurate comparisons of one’s own viewpoint versus the viewpoint of others. KeywordsPerspective taking-Other-rating-Self-rating-Communication satisfaction-Coworker dyads-Multilevel analysis
  Journal of Business and Psychology 05/2012; 25(4):569-581.
• Article: HR Interventions that Go Viral

  Paul R. Yost, Jillian R. McLellan, Diana L. Ecker, Glenna C. Chang, Joy M. Hereford, Chris C. Roenicke, Jami B. Town, Yolanda L. Winberg
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  ABSTRACT: What causes one Human Resource (HR) intervention to thrive while another dies? The purpose of this paper is to explore the What causes one Human Resource (HR) intervention to thrive while another dies? The purpose of this paper is to explore the characteristics of HR interventions that are not only self-sustaining, but adapt and gain momentum over time. Based on a review characteristics of HR interventions that are not only self-sustaining, but adapt and gain momentum over time. Based on a review of the literature, a case study, and 16 critical incident interviews with senior Industrial-Organizational (I–O) and HR professionals, of the literature, a case study, and 16 critical incident interviews with senior Industrial-Organizational (I–O) and HR professionals, several characteristics of the organization, the intervention, and the leader consistently emerged as important in creating several characteristics of the organization, the intervention, and the leader consistently emerged as important in creating sustainable HR programs, suggesting several new directions for future research. sustainable HR programs, suggesting several new directions for future research. KeywordsHuman resource practice–Human resource alignment–Human resource management–Organizational change–Innovation–Adaptive capability–Complexity leadership KeywordsHuman resource practice–Human resource alignment–Human resource management–Organizational change–Innovation–Adaptive capability–Complexity leadership
  Journal of Business and Psychology 04/2012; 26(2):233-239.
• Article: When Does 360-Degree Feedback Create Behavior Change? And How Would We Know It When It Does?

  David W. Bracken, Dale S. Rose
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  ABSTRACT: 360-degree feedback has great promise as a method for creating both behavior change and organization change, yet research demonstrating results to this effect has been mixed. The mixed results are, at least in part, because of the high degree of variation in design features across 360 processes. We identify four characteristics of a 360 process that are required to successfully create organization change, (1) relevant content, (2) credible data, (3) accountability, and (4) census participation, and cite the important research issues in each of those areas relative to design decisions. In addition, when behavior change is created, the data must be sufficiently reliable to detect it, and we highlight current and needed research in the measurement domain, using response scale research as a prime example. Keywords360-Degree feedback–Behavior change–Organization change–Multisource feedback–Human resource systems
  Journal of Business and Psychology 04/2012; 26(2):183-192.
• Article: Private Eyes Are Watching You: Reactions to Location Sensing Technologies

  Laurel A. McNall, Jeffrey M. Stanton
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  ABSTRACT: PurposeThis study explored reactions to location sensing technologies (LSTs) which enable organizations to track the location and movements of employees, even off-site. In particular, we examined the relationships among two monitoring characteristics (i.e., purpose and control), perceptions of privacy invasion, and monitoring fairness. Design/Methodology/ApproachThis study employed a 2 (purpose) × 2 (control) factorial design using 208 college students. Study hypotheses were tested using hierarchical regression. FindingsThe ability to control the location sensing device was related to monitoring fairness via privacy invasion, but no support was found for monitoring purpose. ImplicationsThe results underscore the importance of giving employees a sense of control over monitoring and providing them with “protected spaces” where monitoring can be avoided. Originality/ValueThis study offers the first examination of attitudes toward location sensing technologies. KeywordsElectronic performance monitoring–Location sensing technologies–Organizational justice–Fairness–Privacy invasion
  Journal of Business and Psychology 04/2012; 26(3):299-309.
• Article: Individual Values, Organizational Commitment, and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform

  Aaron Cohen, Lilach Caspary
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  ABSTRACT: PurposeThe purpose of this study was to examine how individual values and organizational commitment are related to teachers’ participation in an optional change program in the Israeli educational system. Design/Methodology/ApproachData were obtained from 214 Israeli teachers employed in 25 secular Jewish schools during a time when teachers had the option of joining a reform plan initiated by the government and one of several Israeli teachers’ unions. FindingsThe results, using analysis of variance and logistic regression, showed that teachers who joined the reform valued conservation more than those who did not. These teachers also scored higher on normative organizational commitment in comparison to teachers who did not join the reform. The logistic regression showed that organizational commitment had a stronger effect on participation in the reform than individual values. ImplicationsLittle data exists on top-down change processes in organizations. Research on issues such as the one discussed here can help academics better understand such change processes, and can help practitioners and decision makers in planning and implementing large-scale change. Originality/ValueFew studies currently offer data on the relationship between values and commitment, on the one hand, and participation in a top-down change program on the other. Additionally, most studies of attitudes and values have examined them in a stable environment. This study examines how the two concepts are related to participation in change in a turbulent environment and can deepen our understanding of values and commitment. KeywordsParticipation in a change–Organizational commitment–Individual values
  Journal of Business and Psychology 04/2012; 26(3):385-396.
• Article: Meta-analytic Decisions and Reliability: A Serendipitous Case of Three Independent Telecommuting Meta-analyses

  Levi R. G. Nieminen, Jessica M. Nicklin, Tara K. McClure, Madhura Chakrabarti
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  ABSTRACT: PurposeDespite the potential for researcher decisions to negatively impact the reliability of meta-analysis, very few methodological studies have examined this possibility. The present study compared three independent and concurrent telecommuting meta-analyses in order to determine how researcher decisions affected the process and findings of these studies. MethodologyA case study methodology was used, in which three recent telecommuting meta-analyses were re-examined and compared using the process model developed by Wanous et al. (J Appl Psychol 74:259–264, 1989). FindingsResults demonstrated important ways in which researcher decisions converged and diverged at stages of the meta-analytic process. The influence of researcher divergence on meta-analytic findings was neither evident in all cases, nor straightforward. Most notably, the overall effects of telecommuting across a range of employee outcomes were generally consistent across the meta-analyses, despite substantial differences in meta-analytic samples. ImplicationsResults suggest that the effect of researcher decisions on meta-analytic findings may be largely indirect, such as when early decisions guide the specific moderation tests that can be undertaken at later stages. However, directly comparable “main effect” findings appeared to be more robust to divergence in researcher decisions. These results provide tentative positive evidence regarding the reliability of meta-analytic methods and suggest targeted areas for future methodological studies. OriginalityThis study presents unique insight into a methodological issue that has not received adequate research attention, yet has potential implications for the reliability and validity of meta-analysis as a method. KeywordsMeta-analysis–Methodological–Replication–Reliability–Validity–Telecommuting
  Journal of Business and Psychology 04/2012; 26(1):105-121.
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  Article: Relationship Between Customer Satisfaction and Loyalty on the Internet

  José Alberto Castañeda
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  ABSTRACT: PurposeAlthough the relationship between satisfaction and loyalty has been the focus of a good deal of research, the complex nature of that relationship continues to pose a good many unanswered questions. The present study proposes a four-way classification of the perspectives that tend to be taken by researchers on the said relationship. By theoretically and empirically reviewing these four approximations in an on-line context, the study aims to clarify the nature and strength of the relationship between these two variables. MethodologyThe planned and finally compiled sample covers 400 cases, distributed evenly between the two outlets in operation on the website www.carrefour.es at the time of field work. FindingsThe main conclusion is that the satisfaction–loyalty relationship is moderated by involvement and mediated by trust. Among the four approximations, the one that best explains this relationship is the one called ‘moderating and mediating variables’. ImplicationsCompanies must bear in mind that similar rates of satisfaction obtained for different customer sectors are not equally effective in generating customer loyalty. For individuals with high involvement, satisfaction makes a very good predictor of customer loyalty, whereas for those with low involvement the effect of satisfaction is far smaller. ValueThe relationship between satisfaction and loyalty has been amply researched, but mainly with regard to the physical market. On-line transactions have certain unique dimensions, so it is hoped that the present study, by shifting the focus onto the electronic market, makes a useful contribution to the field. KeywordsSatisfaction–Loyalty–E-commerce–Trust–Involvement
  Journal of Business and Psychology 04/2012; 26(3):371-383.
• Article: A Dispositional Approach to Work–School Conflict and Enrichment

  Laurel A. McNall, Jesse S. Michel
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  ABSTRACT: PurposeThe purpose of this study was to investigate a dispositional model of the work–school interface. In particular, we examined the relationship between core self-evaluations (CSEs) and proactive personality with both work–school conflict (WSC) and work–school enrichment (WSE) as well as a variety of work and school outcomes. Design/methodology/approach314 employed college students were surveyed about their experiences managing work and school roles. FindingsStructural equation modeling showed that CSEs were related to both WSC and WSE as well as school outcomes, whereas proactive personality was related to WSE and job and school outcomes but not WSC. WSC was negatively related to school performance, whereas WSE was positively related to school and job satisfaction as well as school performance. ImplicationsOrganizations, universities, and researchers should be aware that dispositional variables influence perceptions of work and school roles as well as important outcome variables, and that further intervention efforts may be needed to help students manage work and school roles. Originality/ValuePast studies have demonstrated that job characteristics influence the work–school interface, but this study is among the first to demonstrate that dispositional factors also relate to WSC and WSE. KeywordsCollege student employment–Work–school conflict–Work–school enrichment–Core self-evaluations–Proactive personality
  Journal of Business and Psychology 04/2012; 26(3):397-411.
• Article: Rater Personality and Performance Dimension Weighting in Making Overall Performance Judgments

  Babatunde Ogunfowora, Joshua Bourdage, Kibeom Lee
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  ABSTRACT: PurposeThe present study examined the effects of rater personality on the performance appraisal process. Specifically, we determined the relative weights that raters place on different performance dimensions when making overall performance evaluations, and examined whether rater personality influenced this weighting process. The literatures on social/political values and mate/friend selection were used as guiding frameworks in developing specific hypotheses. Design/Methodology/ApproachA policy capturing method was used to address the research question in a sample of 192 Canadian undergraduate students. Students were asked to read a number of vignettes describing the teaching behaviours of hypothetical professors, and made overall performance judgments thereafter. Hierarchical Linear Modeling (HLM) was used to test the hypotheses. FindingsResults indicated that when making overall performance ratings, raters with high levels of Openness to Experience place greater weight on adaptive performance (e.g., handling changing and uncertain work environments effectively), while raters with high levels of Modesty (a facet of Honesty-Humility) place greater weight on maintaining personal discipline (e.g., lack of deviant or condescending behaviours). ImplicationsThe finding that individuals vary systematically in their performance dimension weightings adds to a growing body of literature indicating that raters have unique implicit theories regarding performance. As such, there is a real need for organizations to impart a standard theory of performance to their employees. Originality/ValueThis study was the first to implicate the personality dimensions of Honesty-Humility and Openness to Experience in the performance weighting process, and as such, adds to our understanding of the nature of rater implicit theories. KeywordsPerformance appraisal-Personality-Implicit theory-HEXACO model-HEXACO PI-Rater idiosyncrasy
  Journal of Business and Psychology 04/2012; 25(3):465-476.
• Article: Unrealistic Optimism: Still a Neglected Trait

  Marta P. Coelho
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  ABSTRACT: PurposeUnrealistic optimism is all around us, and it is a well-documented psychological phenomenon. The purpose of this study is to take a critical approach of the main research done in the area and to analyze the important impact that it has in many economic and managerial contexts. We also analyze current trends in terms of entrepreneurship by policy makers. FindingsWe show that most people are prone to groundless optimism when faced with economic and managerial decisions and yet economists, managers and policy makers still ignore it or fail to understand its characteristics. ImplicationsSince the policy and welfare implications of such a (neglected) widespread phenomenon are vast, we challenge the current public policy trend of extending lending to business start-ups, on the grounds that it may create a real road to ruin. Originality/valueA careful analysis of the psychology of over-optimism from an economics and managerial perspective is original and extremely valuable in a world where uncertainty dominates. Methodology/approachCritical review of the existing literature on unrealistic optimism and its implications for economic and managerial decision making. KeywordsOver-optimism-Determinants of over-optimism-Entrepreneurial optimism-Public policy-Lending
  Journal of Business and Psychology 04/2012; 25(3):397-408.
• Article: BARS and Those Mysterious, Missing Middle Anchors

  Neil M. A. Hauenstein, Reagan D. Brown, Andrea L. Sinclair
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  ABSTRACT: PurposeA contributing reason for the common problem of missing middle anchors on behaviorally anchored rating scales (BARS) is the standard deviation (SD) criterion used in scaling phase. An alternative BARS scaling process is proposed based on the a wg(1) index of interrater agreement. Design/Methodology/ApproachAlgebraic principles are used to explicate that the SD criterion is analogous to using a r wg(1) interrater agreement statistic with the assumption of a uniform null distribution, and this reliance on r wg(1) decreases the likelihood of anchoring behaviors in the mid-range of the rating scale. Archival data from a law enforcement agency were used to compare the success and failure of anchoring a BARS using a SD criterion versus an a wg(1) criterion. FindingsThe a wg(1) criterion was successful at anchoring the full range of the rating scale, but only if the cut-off for anchoring behaviors required a “weak” level of interrater agreement. ImplicationsThe most surprising finding was that the traditional 1.5 SD criterion on a 9-point rating scale is not a particularly stringent agreement requirement for anchoring behaviors. Although we demonstrated the advantages of using a wg(1) to anchor BARS, an equally important conclusion is that incumbents need to be better trained prior to scaling behaviors. Originality/ValueWe provide a theoretically defensible approach for anchoring BARS that ameliorates the missing middle anchor problem. Further, the utility of a wg(1) in the BARS context is yet another example of the limitation of r wg(1) when assuming a uniform null distribution. Keywords a wg(1) - r wg(1) -Interrater agreement-Behaviorally anchored rating scales-Performance appraisal
  Journal of Business and Psychology 04/2012; 25(4):663-672.