Another view of progress in validity generalization: Reply to Schmidt, Hunter, and Pearlman.

Refutes the F. L. Schmidt et al (see record 1983-07150-001) argument that the present authors' (see record 1981-27033-001) work on validity generalization models contained erroneous conclusions. Modifications to past practices in computing and reporting variance estimates are recommended. (3 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center. The {lisrel vi} computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related variables and the three attitudinal measures. Results of these analyses indicated that the measures of job satisfaction, job involvement, and organizational commitment assess empirically distinct concepts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of personal work goals in newcomers' job satisfaction and organizational commitment: A longitudinal analysis.

This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Panel analysis of the moderating effects of commitment on job satisfaction, intent to quit, and health following organizational change.

Examined the moderating effects of organizational commitment on the relationship of stress with job satisfaction, intent to quit, and health during organizational turmoil. Panel data were provided by hospital employees surveyed before and after a major divisional consolidation. Findings indicated that commitment buffered the relationship between stress and job displeasure (a canonically derived variate combining residualized job satisfaction, intent to quit, and irritation). Stress increased job displeasure only when commitment was low. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Autonomy and workload among temporary workers: Their effects on job satisfaction, organizational commitment, life satisfaction, and self-rated performance.

This study investigates the role of autonomy and workload in explaining responses of temporary employees (N=189) compared with permanent employees (N=371) on job satisfaction, organizational commitment, life satisfaction, and performance. Results based on regression analyses suggest that the effects of contract type are not mediated by autonomy or by workload. Rather, this study partially supports hypotheses on the differential reactions of temporaries and permanents to autonomy or workload; autonomy was not predictive for temporaries' job satisfaction and organizational commitment, and workload was not predictive for temporaries' life satisfaction, whereas they were predictive for permanents' responses. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Impact of an organizational control policy on absenteeism, performance, and satisfaction.

Examined the impact of an organizational control policy based on the concept of "legal compliance" with established organizational norms on 2 behavioral measures--absenteeism and performance--and 2 attitudinal measures of satisfaction. The control policy was experimentally manipulated in each of 2 experimental groups totaling 297 undergraduates. In one group, a compulsory attendance policy followed by a noncompulsory policy was employed, while in the other the sequence of administering the policies was reversed. Attendance, performance, and satisfaction measures were used as criteria in analyses of variance. Results indicate that a control policy based on legal compliance significantly improved attendance and performance and did not alter satisfaction levels. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective.

Drawing from a relational approach, the authors conceptualize the quality of leader–member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader–member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Convergent and discriminant validity for areas and methods of rating job satisfaction.

A study to determine the convergent and discriminant validity of 4 rating methods and 5 areas of job satisfaction. Measures were administered to 133 randomly selected employees from 2 companies. A rating method employing a series of 6 faces ranging from a scowl to a smile and a direct graphic rating method were best according to the criteria of convergent and discriminant validity. All areas adequately satisfied both criteria, but the pay, promotions, and supervision areas showed somewhat greater discriminant validity than the work and people areas. The greater appropriateness of the convergent and discriminant criteria, as compared to other possible criteria, for demonstrating the validity of areas and measures of job satisfaction is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job needs, job satisfaction, and job behavior of women manual workers.

Administered a forced-choice questionnaire and unstructured interview to 2159 female workers and 236 female ex-workers associated with electronics firms to investigate their attitudes to various aspects of their jobs. 21% of the present workers and 36% of the ex-workers expressed overall dissatisfaction with their jobs, which were of a highly rationalized type. Analysis of responses indicate the overriding importance of the actual work done as a determinant of job dissatisfaction. Analysis of reasons for leaving given by the ex-workers indicate that voluntary labor turnover resulted mainly from job dissatisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Consequences of adolescent drug use on young adult job behavior and job satisfaction.

Longitudinal data (N?=?785) collected during Ss' high school years (1971–1973) and in 1981 were used to assess the influence of adolescent drug use on adult job behaviors, job satisfaction, and adverse terminations while accounting for concurrent adult drug use, years of drug use, and adult work-related indicators in confirmatory factor analyses (CFAs) and predictive path models. Although significantly related in the CFAs, higher adolescent achievement motivation did not predict less adult drug use when adolescent drug use was included as a control. Less achievement motivation in adolescence significantly predicted more negative job behaviors and less job satisfaction, but not terminations. Correlations were significant between more adolescent drug use and less adolescent achievement motivation and between adult job problems and adult drug use. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support.

The social exchange view of commitment (R. Eisenberger et al, 1986) suggests that employees' perceptions of the organization's commitment to them (perceived organizational support [POS]) creates feelings of obligation to the employer, which enhances employees' work behavior. The authors addressed the question of whether POS or the more traditional commitment concepts of affective commitment (AC) and continuance commitment (CC) were better predictors of employee behavior (organizational citizenship and impression management). Participants were 383 employees and their managers. Although results showed that both AC and POS were positively related to organizational citizenship and that CC was negatively related to organizational citizenship, POS was the best predictor. These findings support the social exchange view that POS creates feelings of obligation that contribute to citizenship behaviors. In addition, CC was unrelated, whereas AC and POS were positively correlated, with some impression management behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: Associations with job satisfaction and affective organizational commitment.

This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations. The results show that job insecurity related negatively to the outcomes for permanent workers and temporary agency workers. This relationship was not significant for fixed-term contract workers. Employability related negatively to the outcomes for fixed-term contract workers and temporary agency workers, and this relationship was not significant for permanent workers. The 3 groups had different interpretations of what constitutes a stressor and about what signals a good employment relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Appropriate critical percentages for the Schmidt and Hunter meta-analysis procedure: Comparative evaluation of Type I error rate and power.

Recent investigations have shown that the Schmidt and Hunter 75% meta-analysis procedure (S&H–75%) does not have adequate control of the Type I error rate. This lack of control has caused two problems: First, the S&H–75% displays an erratic relationship between the likelihood to detect moderators and the number of studies included in the meta-analysis. Second, it has precluded meaningful power comparisons of the S&H–75% procedure with alternate procedures. In the present study we first determine appropriate critical percentages for the Schmidt and Hunter procedure that maintain a fixed Type I error rate. Then we compare this procedure, using the appropriate percentages, with an alternative statistic, U. When the correct percentages are used, the Schmidt and Hunter procedure shows equivalent power to the U statistic. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of the relation of job characteristics to job satisfaction.

Determined, using meta-analysis procedures, the relation between job characteristics and job satisfaction in 28 studies. The role of growth need strength (GNS) as a possible moderator of this relation was also investigated. Results indicate a moderate relation between job characteristics and job satisfaction. This relation was stronger for employees high in GNS. It is suggested that situational characteristics were more important in determining satisfaction for employees low in GNS. A model based on these findings is proposed. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The power of the Schmidt and Hunter Additive Model of Validity Generalization.

Monte Carlo simulation and infinite sample-size analysis were used to test inferences based on the Schmidt and Hunter Additive Model of Validity Generalization when rho in some instances was zero. Results of both large (n?=?1,000) and small (N?     

Personality and citizenship behavior: The mediating role of job satisfaction.

[Correction Notice: An erratum for this article was reported in Vol 95(2) of Journal of Applied Psychology (see record 2010-04488-016). The path coefficients presented in the figures are slight overestimates. For example, in Figure 1 (p. 952), the paths from Agreeableness and Conscientiousness to Job Satisfaction should be .11 and .23 instead of .12 and .28, the direct effects from Agreeableness and Conscientiousness to Citizenship Behavior should be .10 and .16 instead of .11 and .18, and the paths from Job Satisfaction to Citizenship Behavior should be .28 (.22) instead of .34 (.26). The statistical significance of the path coefficients is correct, and so are the substantive conclusions based on the better fit of the partially mediated models relative to the fully mediated models. Also, the meta-analytic estimates presented in Table 1 (p. 949), Table 2 (p. 950), and Table 3 (p. 951) are correct.] Using meta-analytic path analysis, the authors tested several structural models linking agreeableness and conscientiousness to organizational citizenship behavior (OCB). Results showed that the 2 personality traits had both direct effects and indirect effects—through job satisfaction—on overall OCB. Meta-analytic moderator analyses that distinguished between individual- and organization-targeted citizenship behaviors (OCB-I and OCB-O) showed that agreeableness was more closely related with OCB-I and conscientiousness with OCB-O. Finally, the path analyses predicting OCB-I and OCB-O offered further support for the general hypothesis that these 2 constructs are distinct. That is, the results of these analyses revealed that agreeableness had both direct and indirect effects on OCB-I but only indirect effects on OCB-O, and that for conscientiousness the pattern of direct and indirect effects was exactly opposite (direct and indirect effects on OCB-O but only indirect effects on OCB-I). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Safety behavior: Job demands, job resources, and perceived management commitment to safety.

The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related “routine” safety violations and “situational” safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and “routine” violations and work engagement with “routine” and “situational” violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety-specific construct 'perceived management commitment to safety' added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis.

This meta-analysis investigated the correlation between attitudinal commitment and job performance for 3,630 employees obtained from 27 independent studies across various levels of employee tenure. Controlling for employee age and other nuisance variables, the authors found that tenure had a very strong nonlinear moderating effect on the commitment-performance correlation, with correlations tending to decrease exponentially with increasing tenure. These findings do not appear to be the result of differences across studies in terms of the type of performance measure (supervisory vs. self), type of tenure (job vs. organizational), or commitment measure (Organizational Commitment Questionnaire [L. W. Porter, R. M. Steers, R. T. Mowday, & P. V. Boulian, 1974] vs. other). The implications and future research directions of these results are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job involvement and organizational commitment as longitudinal predictors of job performance: A study of scientists and engineers.

A study of 532 scientists and engineers from 4 industrial research and development organizations showed that as hypothesized, the scientist–engineer distinction had a moderating effect on the relationships between job involvement and 1-year-later job-performance ratings and on counts of patents and publications. Scientists had stronger relationships between job involvement and each of the performance measures taken 1 year later than did engineers. No moderating effect was found for the scientist–engineer distinction on the relationships between organizational commitment and the performance measures. Moreover, no moderating effect was shown for an interaction term of job involvement and organizational commitment on the performance measures. Implications are discussed for theory building of the construct of job involvement and for the differential management of scientists versus engineers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)