Responses to formal performance appraisal feedback: The role of negative affectivity.

This study examined the effects of performance appraisal feedback on job and organizational attitudes of tellers (N=329) in a large international bank. Negative affectivity moderated the link between favorable appraisal feedback and job attitudes. Among the higher rated performers, attitudes were improved 1 month after being notified of favorable appraisal results (Time 2). Improved attitudes persisted 6 months after the performance appraisal (Time 3) among tellers with low negative affectivity but not among those with high negative affectivity. Among the lower rated performers, mean levels of attitudes did not change significantly during the study. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moral credentials and the expression of prejudice.

Three experiments supported the hypothesis that people are more willing to express attitudes that could be viewed as prejudiced when their past behavior has established their credentials as nonprejudiced persons. In Study 1, participants given the opportunity to disagree with blatantly sexist statements were later more willing to favor a man for a stereotypically male job. In Study 2, participants who first had the opportunity to select a member of a stereotyped group (a woman or an African American) for a category-neutral job were more likely to reject a member of that group for a job stereotypically suited for majority members. In Study 3, participants who had established credentials as nonprejudiced persons revealed a greater willingness to express a politically incorrect opinion even when the audience was unaware of their credentials. The general conditions under which people feel licensed to act on illicit motives are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Pygmalion goes to boot camp: Expectancy, leadership, and trainee performance.

Tested the applicability of the Pygmalion effect to adult military trainees and examined the effects of expectancy on instructor leadership. 105 male Ss were matched on aptitude and randomly assigned to high, regular, and unspecified instructor-expectancy conditions. The Pygmalion hypothesis was confirmed. Ss with instructors who had been induced to expect better performance scored significantly higher on objective achievement tests, exhibited more positive attitudes, and perceived more positive leadership behavior. Instructor expectancy explained 73% of the variance in performance, 66% in attitudes, and 28% in leadership. The causal interplay between expectancy, leadership, and performance, and the notion of applying the Pygmalion effect by deliberately raising supervisors' expectations through "expectancy training" are discussed. (20 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.

Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related to such job characteristics as the amount of control the job allowed the holder and the degree to which it is seen to be relevant to the holder's valued abilities. Satisfaction was not related to either self-rated effort or performance. Job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort. Intrinsic motivation was less strongly related to the job characterisitcs measured, but was more strongly related to both effort and performance than was either satisfaction or involvement. (15 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The causal relation between job attitudes and performance: A meta-analysis of panel studies.

Do job attitudes cause performance, or is it the other way around? To answer this perennial question, the author conducted meta-analytic regression analyses on 16 studies that had repeatedly measured performance and job attitudes (i.e., job satisfaction or organizational commitment). The effect of job attitudes on subsequent performance, with baseline performance controlled, was weak but statistically significant (β = .06). The effect was slightly stronger for commitment than for satisfaction and depended negatively on time lag. Effects of performance on subsequent job attitudes were elusive (β = .00 across all studies), which suggests that job attitudes are more likely to influence performance than vice versa. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of worker orientation differences on job attitude correlates.

Investigated correlations between various worker attitudes and job motivation, performance, and absenteeism for 290 skilled and semiskilled papermakers. The hypothesis that significant relationships occur more frequently for those employees who are least job involved was supported, inasmuch as they accounted for 84% of the significant correlations. Further analyses disclosed twice as many associations for skilled as for semiskilled employees. Thus, highly involved employees, more intrinsically oriented toward their job, did not manifest satisfactions commensurate with company evaluations of performance; they depended more on intrinsic rewards. Employees more detached from the job itself were more extrinsic in orientation and experienced gratifications more in line with company performance assessments due to their greater dependence on extrinsic rewards. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Disability and the law: Attitudes of police, lawyers, and mental health professionals.

A literature review on the attitudes of police officers, lawyers, and mental health professionals toward the disabled indicates that police officers' attitudes are related to the extent of their formal education and the amount of information they have about relating to persons with various types of disabilities. Lawyers who have disabled clients tend to be more knowledgeable and to have more positive attitudes than lawyers without such clients, but it is not easy to turn lawyers into advocates for disabled clients. Mental health professionals, who may be called on to provide advice to police officers or lawyers or to testify in court cases, have some negative aspects that may impair their helpfulness, but their attitudes are more positive than those of less educated persons. Data also indicate that the attitudes of psychologists are less negative than those of psychiatrists. It is concluded that rehabilitation psychologists need to undertake studies of the attitudes of these groups and to set up programs designed to change the attitudes of members of these professions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attitudes toward special loyalty oaths at the University of California.

In 1951 "… the attitudes and backgrounds of a number of persons who declined to sign one or both of two special oaths then required at the University of California… " were examined and compared "… with comparable data from a sample of persons, similar in other respects, who had signed both of these oaths." Similarities and differences between signers and nonsigners are indicated. F-Scale results indicated that "… the nonsigners were markedly less authoritarian than the signers." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body image, self-esteem, expectations, self-assessments, and actual success in a simulated job interview.

98 female undergraduates completed the Body Image Satisfaction Scale, Self-Cathexis Scale, Janis-Field-Eagly Self-Esteem Scale, and a job interview performance expectation scale prior to participating in a 15-min simulated job interview. After the job interviews, Ss rated their own performance. Two judges independently rated each S's performance by viewing videotapes of the job interviews. Expectations for job interview success were significantly related to both body satisfaction and self-esteem. Job interview self-ratings and the tendency to overrate or underestimate how well one actually performed were significantly related to self-esteem but not to body satisfaction. Body satisfaction was found to be subsumed by self-esteem in ability to predict interview expectations and self-assessments. Actual quality of interview performance was not related to either self-esteem or body attitudes. Discussion focuses on self-esteem consistency theory and implications for assisting applicants to assess more accurately their behavior in actual job interviews. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reexamining the Job Satisfaction-Performance Relationship: The Complexity of Attitudes.

The present article argues that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general). Specifically, past research has failed to examine the affective-cognitive consistency (ACC) of job attitudes and the implications this has for the strength of the attitude and its relationship with behavior (e.g., job performance). Results from Study 1 suggest ACC is a significant moderator of the job satisfaction-job performance relationship, with those employees higher in ACC showing a significantly larger correlation between job satisfaction and performance than those lower in ACC. Study 2 replicated these findings. Implications for the study of job attitudes, limitations of the current studies, and multiple avenues for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attitudes of health care providers and students towards tattooed people

Attitudes of health care providers and medical and nursing students (n = 513) towards tattooed adults and adolescents were examined. No respondent group had mean scores reflecting a positive attitude towards tattooed persons. Overall, physicians (MDs) and registered nurses (RNs) rated tattooed people less positively than did students. Womens' attitudes were consistently less favourable than those of men, especially towards tattooed professional women. Attitudes towards tattooed adolescents were generally less positive than attitudes towards the adult groups. Research has found that negative attitudes impact patient care. This study suggests that tattooed persons, especially adolescents, may be at risk of being negatively perceived when they seek health care. Increased efforts are needed to assure that those with tattoos receive non-judgemental and sensitive care.     

Relationships between general and specific attitudes toward work and objective job performance for outdoor advertising salesmen.

Product-moment correlations were computed between and among 10 scales measuring general and specific work attitudes and 2 objective, numerical measures of sales performance for 72 outdoor advertising salesmen who completed a 100-item attitude questionnaire. General work attitudes were positively related (r = .42, .46) to objective sales performance. In addition, attitudes toward supervision were strongly related to general work attitudes and other work aspects, suggesting that the supervisor really did represent the company to these salesmen who were on highly isolated jobs. Of some interest was the general low relationship between attitudes toward compensation and benefits to other attitudes and to actual job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Construction defect in the Minnesota Clerical Test.

Discusses the Minnesota Clerical Test (MCT), which was published in 1933 and was constructed for selecting clerical employees and for advising persons seeking training in the clerical field. The test has been revised three times. This article highlights a defect in the test, which was previously pointed out by Kirkpatrick (1957), involving the 100 dissimilar pairs of the numerical subtest. The author argues that the defect is in the construction of the test booklet itself. The test booklet opens both ways: from right to left and from left to right. Because the manual's instructions do not specify which side to open, the subjects being tested decide which way they will do it. Because of the difference in time limits for each test, the scores obtained from those subjects who opened the book from the "wrong" side would have been totally distorted had the problem passed unnoticed. As a result the consequences for error in scoring are great. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The use of person-organization fit in employment decision making: An assessment of its criterion-related validity.

Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of a realistic job preview on job acceptance, job attitudes, and job survival.

A field experiment was conducted in a telephone company to assess the effects of a realistic job preview vs an unrealistic (i.e., "traditional") preview. Of 80 newly hired female telephone operators, those who saw a realistic job preview film subsequently had more realistic job expectations, fewer thoughts of quitting, and slightly higher job survival than those who saw a traditional preview film. There was no difference in job acceptance rates between the 2 groups. Results are discussed in light of the general process of individuals joining new organizations, and suggestions for future research are offered. (30 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Level of initial attitude, active rehearsal, and instructional set as factors in attitude change.

2experiments are reported in which Ss having extremely favorable, favorable, and neutral attitudes toward the church were induced to read an antichurch essay to 6 listeners of their choice outside the laboratory. ? of the Ss in each predisposition group were told that their own attitudes might be influenced as a result of the experience. Both those Ss who were "favorable" toward the church and those who were "neutral" became significantly less prochurch as measured by posttesting with the attitude scale. The extremely prochurch Ss were not significantly influenced by this mode of persuasion. Instructional set did not produce any significant differences in susceptibility of Ss in any of the groups to the compliance experience. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection.

In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC had incremental validity over the SJT. Model tests showed that the SJT fully mediated the effects of declarative knowledge on job performance, whereas the AC partially mediated the effects of the SJT. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The relationship between satisfaction, attitudes, and performance: An organizational level analysis.

Previous research has consistently shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance. Organizational performance data were collected for 298 schools; employee satisfaction and attitude data were collected from 13,808 teachers within these schools. Correlation and regression analyses supported the expected relationships between employee satisfaction/attitudes and organizational performance. Implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)