From Ideal to Real: A Longitudinal Study of the Role of Implicit Leadership Theories on Leader-Member Exchanges and Employee Outcomes.

The results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX. Results also indicated that the implicit-explicit leadership traits difference had indirect effects on employee attitudes and well-being. These findings were consistent across employee groups that differed in terms of job demand and the duration of manager-employee relation, but not in terms of motivation. Furthermore, crossed-lagged modeling analyses of the longitudinal data explored the possibility of reciprocal effects between implicit-explicit leadership traits difference and LMX and provided support for the initially hypothesized direction of causal effects. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The structure and temporal stability of the Child and Adolescent Perfectionism Scale.

In this study, the authors examined the factor structure and temporal stability of the Child and Adolescent Perfectionism Scale (CAPS; G. L. Flett, P. L. Hewitt, D. J. Boucher, L. A. Davidson, & Y. Munro, 1997) in 2 samples of adolescents (15–16 years old). In Sample 1 (n = 624), confirmatory factor analysis did not support a 2-factor structure (self-oriented and socially prescribed perfectionism). As in B. T. McCreary, T. E. Joiner, N. B. Schmidt, & N. S. Ialongo (2004), reanalysis suggested a 3-factor solution (i.e., socially prescribed perfectionism, self-oriented–Striving perfectionism, self-oriented–Critical perfectionism). The authors validated their 3-factor model in an independent replication sample (Sample 2; n = 514) and confirmed that the 3-factor structure was invariant across gender and time (test–retest over 6 months). Taking these analyses together, the authors concluded that their discriminant 3-factor structure is robust. Theoretical and clinical implications are discussed. More research on the predictive validity of the CAPS is suggested. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A cross-cultural study of the psychometric properties of the Reactive–Proactive Aggression Questionnaire among Italian nonclinical adolescents.

Five independent studies were used to test the hypothesis that a reliable 2-factor structure underlies the Reactive–Proactive Aggression Questionnaire (RPQ) items and that the 2 scales show distinct patterns of association with personality and bullying behavior measures. Study 1 (N = 1,447) gave evidence of a clear 2-factor structure of RPQ items with factor loading matrices closely matching reactive (congruence coefficient = .90) and proactive (congruence coefficient = .91) models of item assignment. The RPQ 2-factor structure was consistently replicated in Study 2 (N = 662), as well as across the remaining 3 studies. In Study 3 (N = 536), Neuroticism differentiated reactive and proactive forms of aggression. In Study 4 (N = 674), self-reports of bullying behaviors were selectively correlated with proactive aggression. Findings confirm and extend the differential correlates of proactive–reactive aggression and also support the psychometric properties of the RPQ in a different cultural context. Finally, in Study 5 (N = 347), the RPQ scales showed adequate 2-month test–retest reliability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality measurement, faking, and employment selection.

Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationships among organizational family support, job autonomy, perceived control, and employee well-being.

The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover. Perceived control mediated most of the relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Commitment to organizational change: Extension of a three-component model.

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. I Allen, 1991; J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Factor analysis of the Revised Children's Manifest Anxiety Scale for Blacks, Whites, males, and females with a national normative sample.

Factor analyzed responses to "What I Think and Feel," the Revised Children's Manifest Anxiety Scale (RCMAS), using 4,972 6–19 yr olds (2,208 White males, 2,176 White females, 289 Black males, and 299 Black females) who participated in a nationwide standardization of the instrument. Three anxiety factors emerged that were consistent with earlier studies employing more limited samples. The Lie scale of the instrument separated into 2 distinct factors. The resulting 5-factor (3 anxiety and 2 lie) solution was then separately applied to males, females, Whites, and Blacks. The 5-factor solution was equally appropriate for all groups. Comparative analysis of the factors across groups indicated that the factor structure of the RCMAS was invariant with regard to race and sex. (25 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological empowerment: Definition, measurement, and validation.

Psychological empowerment was defined from the perspective of the individual employee, and a measure was developed using three different samples. The psychologically empowered state was considered to be a cognitive state characterized by a sense of perceived control, perceptions of competence, and internalization of the goals and objectives of the organization. Using an initial sample of 311 employed individuals (mean age 30 yrs), a 9-item, 3-factor scale of psychological empowerment was developed with subscale reliabilities as follows: perceived control (.83), perceived competence (.80), and goal internalization (.88). In the validation sample of 66 employees from a single organization, empowerment as measured by the scale was negatively related to organizational centralization while being positively related to delegation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Development and validation of a Coping with Discrimination Scale: Factor structure, reliability, and validity.

Four studies were conducted to develop and validate the Coping With Discrimination Scale (CDS). In Study 1, an exploratory factor analysis (N = 328) identified 5 factors: Education/Advocacy, Internalization, Drug and Alcohol Use, Resistance, and Detachment, with internal consistency reliability estimates ranging from .72 to .90. In Study 2, a confirmatory factor analysis (N = 328) provided cross-validation of the 5-factor model as well as evidence for validity of the scale. The validity evidence was similar across racial groups and for males and females. In Study 3, the estimated 2-week test–retest reliabilities (N = 53) were between .48 and .85 for the 5 factors. Education/Advocacy, Internalization, Drug and Alcohol Use, and Detachment were positively associated with active coping, self-blame, substance use, and behavioral disengagement, respectively, providing further support for validity of the CDS. Finally, incremental validity evidence was obtained in Study 4 (N = 220), where it was shown that the CDS explained variance in outcome variables (i.e., depression, life satisfaction, self-esteem, and ethnic identity) that could not be explained by general coping strategies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cross-cultural generalizability of personality dimensions: relating indigenous and imported dimensions in two cultures

The cross-cultural generalizability of personality dimensions was investigated by (a) identifying indigenous Philippine dimensions, (b) testing the cross-cultural replicability of the NEO 5-factor model (P. T. Costa & R.R. McCrae, 1992), and (c) relating Philippine and Western dimensions in Philippine and U.S. samples of college students. Filipino self-ratings (N = 536) on indigenous items were factor analyzed, and 6 Philippine dimensions were obtained. Conclusions about the replicability of the 5-factor model in the Philippines (N = 432) depended on whether exploratory, Procrustes, or confirmatory factor methods were used. In regression and joint factor analyses, moderate to strong associations were found between the Philippine dimensions and (a) dimensions from the 5-factor model in both Philippine (N = 387) and U.S. (N = 610) samples, and (b) the Tellegen model (A. Tellegen, 1985; A. Tellegen & N.G. Waller, in press) in a U.S. sample (N = 603).     

Affective commitment to the organization: The contribution of perceived organizational support.

Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N?=?333) and a 3-year span (N?=?226). POS was positively related to temporal changes in AC, suggesting that POS leads to AC. Study 3 found a negative relationship between POS and subsequent voluntary employee turnover that was mediated by AC in retail employees (N?=?1,124) and in poultry- and feed-processing workers (N?=?262). These results suggest that favorable work conditions operate via POS to increase AC, which, in turn, decreases employee withdrawal behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Factor structure of the Children’s Perception of Interparental Conflict Scale for studies of youths with externalizing behavior problems.

The assessment of children’s perception of marital conflict is an important area of research related to family relations, children’s cognitions about self, and the development of psychopathology. The leading instrument in this domain is the Children’s Perception of Interparental Conflict Scale (CPIC; J. H. Grych, M. Seid, & F. D. Fincham, 1992). It has 48 items organized into 9 conceptual designed subscales, with reports of 3-factor higher order structure to the 9 subscales. However, the 3-factor solution does not capture all 9 subscales well. Further, items have never been subjected to factor analysis to evaluate the best fitting factor structure at the item level. Doing so is particularly important when bringing the scale into new populations such as children with attention-deficit/hyperactivity disorder (ADHD) or disruptive behavior disorders. In the present study, 2 samples of children (total N = 1,190; ages 6–18 years) completed the CPIC. An exploratory factor analysis in Sample 1 (from a clinical study of ADHD and non-ADHD youths) yielded 4 interpretable factors. A confirmatory factor analysis in Sample 2 (a population sample of twins) confirmed the generalizability of the solution with an acceptable fit, although 1 item was dropped. The final solution used 38 of the 48 items. The 4-factor solution captured a Conflict Properties factor, two appraisal factors labeled Threat to Self and Self-Blame, and a Triangulation/Stability factor that included elements of appraisal and content. The authors concluded that the item-based 4-factor solution to the CPIC is preferable to the 9-factor or 3-factor formulation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The factor structure and factorial invariance of the 12-item General Health Questionnaire (GHQ-12) across time: Evidence from two community-based samples.

This study provides new knowledge about the factor structure of the 12-item General Health Questionnaire (GHQ-12; D. Goldberg, 1972) through the application of confirmatory factor analysis to longitudinal data, thereby enabling investigation of the factor structure, its invariance across time, and the rank-order stability of the factors. Two community-based longitudinal adult samples with 1-year (n = 640) and 6-year (n = 330) follow-up times were studied. As a result, the correlated 3-factor model (i.e., Anxiety/Depression, Social Dysfunction, and Loss of Confidence) showed a better fit with both samples than the alternative models. The correlated 3-factor structure was also relatively invariant across time in both samples, indicating that the scale has good construct validity. The rank-order stabilities of the factors were low across time, which suggests that the GHQ-12 measures temporal mental state. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived organizational support for safety and employee safety voice: The mediating role of coworker support for safety.

In the present study, we modeled 2 sources of safety support (perceived organizational support for safety and perceived coworker support for safety) as predictors of employee safety voice, that is, speaking out in an attempt to change unsafe working conditions. Drawing on social exchange and social impact theories, we hypothesized and tested a mediated model predicting employee safety voice using a cross-sectional survey of urban bus drivers (n = 213) in the United Kingdom. Hierarchical regression analysis showed that perceived coworker support for safety fully mediated the relationship between perceived organizational support for safety and employee safety voice. This study adds to the employee voice literature by evaluating the important role that coworkers can play in encouraging others to speak out about safety issues. Implications for research and practice related to change-oriented safety communication are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multidimensional measurement model for cardiovascular reactivity: stability and cross-validation in two adult samples

The factor structure for measures of stress-related cardiovascular reactivity was examined in 2 samples: a university campus employee sample (N = 72) and a sample of young adult twins (N = 113). In both samples, 5 noninvasive cardiovascular measures were monitored during a series of challenging laboratory tasks. We developed a 2-factor model depicting vascular and cardiac influences on responding. With confirmatory factor analysis, this model was shown to be consistent with the data across both samples, across 2 testing sessions, and across 2 sets of tasks. Latent variables measuring cardiac and vascular reactivity were highly reliable on retest as well. Individual differences in cardiovascular reactivity to mental stress may be characterized by a stable, 2-dimensional pattern of response.     

Personality profiles of cultures: Aggregate personality traits.

Personality profiles of cultures can be operationalized as the mean trait levels of culture members. College students from 51 cultures rated an individual from their country whom they knew well (N=12,156). Aggregate scores on Revised NEO Personality Inventory (NEO-PI-R) scales generalized across age and sex groups, approximated the individual-level 5-factor model, and correlated with aggregate self-report personality scores and other culture-level variables. Results were not attributable to national differences in economic development or to acquiescence. Geographical differences in scale variances and mean levels were replicated, with Europeans and Americans generally scoring higher in Extraversion than Asians and Africans. Findings support the rough scalar equivalence of NEO-PI-R factors and facets across cultures and suggest that aggregate personality profiles provide insight into cultural differences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review.

This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empowerment and are as strongly related as the contextual factors. Psychological empowerment is in turn positively associated with a broad range of employee outcomes, including job satisfaction, organizational commitment, and task and contextual performance, and is negatively associated with employee strain and turnover intentions. Team empowerment is positively related to team performance. Further, the magnitude of parallel antecedent and outcome relationships at the individual and team levels is statistically indistinguishable, demonstrating the generalizability of empowerment theory across these 2 levels of analysis. A series of analyses also demonstrates the validity of psychological empowerment as a unitary second-order construct. Implications and future directions for empowerment research and theory are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Generalizability analysis of a point method job evaluation instrument: A field study.

Three employee relations workers at an energy resource company evaluated 12 jobs, using an 8-scale point method instrument consisting of 3 factors—skill, responsibility, and work environment. Results confirm earlier findings that jobs, scales, and their interaction provide the major sources of variances in the ratings and that the variance attributable to raters was small. A generalizability coefficient of .92 was found when the analysis was generalized to only 1 random rater. It is suggested that point method job evaluations can exhibit high agreement between raters combined with high discriminability between scales and jobs in organizational settings. (8 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Item content versus item wording: Disentangling role conflict and role ambiguity.

The Role Ambiguity Scale and Role Conflict Scales (J. R. Rizzo et al [1970]) assess ambiguity with 6 negatively worded items and conflict with 8 positively worded items, respectively. This methodological confound between item wording and content precludes unambiguous interpretation. In the present study, confirmatory factor analysis of these 2 scales and the Role Overload Scale (T. A. Beehr et al; see record 1976-11156-001) which has positively and negatively worded items was used to disentangle this confound. Across 2 independent samples (N?=?767 and N?=?363), a 3-factor model consistent with conceptual definitions of role ambiguity, conflict, and overload fit the data better than models with (a) one general role-stress factor, (b) a general role-stress and a method (item wording) factor, or (c) two method (positive and negative wording) factors. These results support the construct validity of Rizzo's scales; the consistency of the results across 2 independent samples suggests their generalizability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The stability of personality traits in individuals with borderline personality disorder.

Although stability and pervasive inflexibility are general criteria for Diagnostic and Statistical Manual of Mental Disorders, 4th edition (American Psychiatric Association, 1994) personality disorders (PDs), borderline PD (BPD) is characterized by instability in several domains, including interpersonal behavior, affect, and identity. The authors hypothesized that such inconsistencies notable in BPD may relate to instability at the level of the basic personality traits that are associated with this disorder. Five types of personality trait stability across 4 assessments over 6 years were compared for BPD patients (N = 130 at first interval) and patients with other PDs (N = 302). Structural stability did not differ across groups. Differential stability tended to be lower for 5-factor model (FFM) traits in the BPD group, with the strongest and most consistent effects observed for Neuroticism and Conscientiousness. Growth curve models suggested that these 2 traits also showed greater mean-level change, with Neuroticism declining faster and Conscientiousness increasing faster, in the BPD group. The BPD group was further characterized by greater individual-level instability for Neuroticism and Conscientiousness in these models. Finally, the BPD group was less stable in terms of the ipsative configuration of FFM facet-level profiles than was the other PD group over time. Results point to the importance of personality trait instability in characterizing BPD. (PsycINFO Database Record (c) 2010 APA, all rights reserved)