Work-related Criteria Research Articles

The association of work-related extended availability with recuperation, well-being, life domain balance and work: A meta-analysis

Work-related extended availability (WREA; the availability of employees for work-related matters in their leisure time) seems to be associated with decreases in well-being and life-domain balance, but to date there is no quantitative synthesis of the scattered evidence. We conducted a random-effects meta-analysis (113 articles with 121 studies relying on k = 117 independent samples with N = 131,872) on the associations between WREA and employee outcomes while examining potential moderators as well as differences between availability demands and behaviors. WREA was adversely associated with recuperation, well-being and private life, but favorably with some work-related criteria. There were no systematic differences in effect sizes between availability demands and behaviors; however, segmentation preferences were a moderator. Overall, these results suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating work and private life. However, positive potentials of WREA should not be overlooked. Work-related extended availability (WREA) refers to the availability of employees for work-related matters in their leisure time. Studies have shown that WREA may go along with primarily negative consequences for employees, but to date, there is no comprehensive overview of the literature statistically summarizing the current state of research, which was done in the study at hand. We assumed that WREA be related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life. We also assessed in how far WREA goes along with attitudes towards work, absence from work and the intention to change jobs. Moreover, we considered differences between demands to be available and behaviors of actually taking care of work-related matters during leisure time. Finally, we investigated factors that may be associated with stronger consequences of WREA. We included 113 scientific papers with a total of 131,872 participants. WREA was related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life, but also to more positive attitudes towards work. We did not find systematic differences between demands to be available and availability behaviors. However, we found that the relationship between WREA and work creating conflict with family life were stronger in samples with higher preferences to segment work and private life. Our findings suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating life domains. Still, positive potentials of WREA should not be overlooked.

Office Clutter: Comparing Lower and Upper-Level Employees on Work-related Criteria

Office clutter might significantly impact productivity, yet no study examined workers differences across upper and lower employee status. The present study surveyed 202 U.S. on-site workers on work-related variables, including office clutter. Job classifications were aggregated, creating two groups: upper- and lower-level employees. A significant difference in office clutter impacted worker-levels: upper-level workers compared to lower-level workers had higher office clutter scores. Exploratory factor analysis created a two-factor solution (explaining 62.6% of the common variance): satisfaction/pleasure from one’s work and risk for work-related burnout/tension. There was a significant difference in office clutter perception: upper-level workers were significantly more likely to report clutter and being at risk for burnout/tension than lower-level workers. Office clutter significantly negatively predicted satisfaction with one’s job and positively related with risk for work-related burnout. Frequently reported office clutter items (in order of frequency) were paper, trash (e.g., used coffee cups), and office supplies.

Profiling Dark Princes? Validation of a New Measure of Trait Machiavellianism

Numerous scholars have criticized the traditional assessment of Machiavellianism due to insufficient construct coverage, some going so far as to question its distinctness from measures of psychopathy. Tackling these measurement issues, Collison, Vize, Miller, and Lynam (2018) developed the Five Factor Machiavellianism Inventory (FFMI), comprised of antagonism, agency, and planfulness. We aimed to demonstrate the validity of the FFMI by replicating its relations with the NEO-PI-R found by Collinson et al., provide further evidence for the validity of the FFMI by assessings its relations with the HEXACO facets, and link the FFMI to a broad range of work-related criteria. We found a very high (r_ICCS = .91) absolute profile similarity between the FFMI’s correlations with the NEO-PI-R in our sample (N = 572) and the correlation profile for the same variables reported by Collison et al. (2018). Both the NEO-PI-R and HEXACO-PI-R profiles for the FFMI found in the current study supported its distinctiveness from traditional measures of Machiavellianism, which converged greatly with the correlation profiles for the FFMI-antagonism dimension. In addition, the FFMI displayed positive relations with a broad range of criteria for vocational and work-related success and was clearly distinct from psychopathy. Implications and limitations are discussed.

Five Factor Machiavellianism: Validation of a New Measure

Numerous scholars have criticized the traditional assessment of Machiavellianism due to insufficient construct coverage, some going so far as to question its distinctness from psychopathy. Tackling these issues, Collison, Vize, Miller, and Lynam developed the Five Factor Machiavellianism Inventory (FFMI), comprising antagonism, agency, and planfulness. We aimed to replicate the MACH-IV psychopathy relations, demonstrate the validity of the FFMI by assessing its relations with the NEO-PI-R and the HEXACO facets, and link the FFMI to a broad range of work-related criteria. We replicated the MACH-IV psychopathy relations and found a very high ( = .91) absolute profile similarity between the FFMI’s correlations with the NEO-PI-R in our sample (N = 572) and the correlation profile for the same variables reported by Collison and colleagues. Both the NEO-PI-R and HEXACO-PI-R profiles for the FFMI found in the current study supported its distinctiveness from traditional measures of Machiavellianism, which converged greatly with the correlation profiles for the FFMI-antagonism dimension. A cluster analysis also showed a substantial proportion of Five Factor Machiavellian individuals. In addition, the FFMI displayed positive relations with a broad range of criteria for vocational and work-related success and was clearly distinct from psychopathy.

Investigating intellect from a trait activation perspective: Identification of situational moderators for the correlation with work-related criteria

We applied trait activation theory to investigate the situational properties that moderate the correlation of intellect, a sub-dimension of the Big Five factor openness to experience, with work-related criteria. We collected data from a sample of 185 employees from diverse organizations and positions. Results from moderated hierarchical regression analyses revealed that perceived situational properties at the task level moderated the correlation between intellect and job performance. Additionally, correlations between intellect and organizational commitment were moderated at task and organizational levels. This study shows how trait activation theory can be utilized to investigate the situational properties moderating the correlation of personality variables with external criteria. Implications for applied purposes are discussed.

Specific Cognitive Abilities at Work

Recent findings suggest that the role of specific cognitive abilities in predicting work-related criteria may be critical and may add to the widely demonstrated importance of general mental ability. To summarize and organize these findings, the current paper puts forward two perspectives on the role of specific cognitive abilities in predicting work-related outcomes. Similarities and discrepancies of these perspectives are outlined together with suggestions for boundary conditions of the dominance of general versus specific cognitive abilities. Finally, avenues for future research within and across the two perspectives are discussed.

Work Ability Index Predicts Application for Disability Pension After Work-Related Medical Rehabilitation for Chronic Back Pain

ObjectiveTo determine whether the Work Ability Index (WAI), a short 7-item self-report questionnaire addressing issues of perceived disability, impairment, and expectations for resuming work, predicts application for disability pension, recommendations for further treatment, and other adverse work-related criteria in patients with chronic back pain after rehabilitation. DesignCohort study with 3-month follow-up. SettingSeven inpatient rehabilitation centers. ParticipantsPatients (N=294; 168 women; mean age, 49.9y) with chronic back pain. InterventionThe WAI was completed at the beginning of rehabilitation. All patients were treated according to the German rehabilitation guidelines for chronic back pain and work-related medical rehabilitation. Main Outcome MeasureApplication for disability pension, as assessed by a postal questionnaire 3 months after discharge. ResultsReceiver operating characteristic curve analysis of the association between the WAI at baseline and subsequent application for disability pension revealed an area under the curve of .80 (95% confidence interval [CI], .62–.97). Youden index was highest when the WAI cutoff value was ≤20 points (sensitivity, 72.7%; specificity, 82.2%; total correct classification, 81.7%). After adjusting for age and sex, persons with a baseline WAI score of ≤20 points had 15.6 times (95% CI, 3.6–68.2) higher odds of subsequent application for disability pension, 4.9 times (95% CI, 1.5–16.8) higher odds of unemployment, and 6 times (95% CI, 2.4–15.2) higher odds of long-term sick leave at follow-up. ConclusionsThe WAI could help rehabilitation professionals identify patients with back pain with a high risk of a subsequent application for disability pension.

Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work Behaviors

The purpose of this study was to extend the personality and work-related outcomes literature by examining: (1) the effects of narcissism on job satisfaction, organizational commitment, and counterproductive work behaviors and (2) the moderating effects of dispositional aggression on the narcissism–counterproductive work behaviors relationship. Multi-wave data were collected from 381 workers employed in a variety of work settings within the United States. Narcissism had consistent main effects on job satisfaction, organizational commitment, and counterproductive work behaviors after controlling for the personality characteristics agreeableness, conscientiousness, neuroticism, and aggression. Aggression moderated the relationship between narcissism and counterproductive work behaviors, such that the positive relationship between narcissism and counterproductive work behaviors was stronger when dispositional aggression was high. This study provides greater clarity regarding the role of narcissism within job attitudes and behaviors, shows that dispositional aggression strengthens or amplifies the narcissistic response for counterproductive work behaviors, and provides a platform to further explore narcissism and aggression within the workplace. This study found that narcissism consistently predicted unique variance in work-related criteria after the effects of agreeableness, conscientiousness, neuroticism, and aggression were controlled. It also found evidence that aggression moderates the effects of narcissism on counterproductive work behaviors. This study is the first to directly examine these effects.

Generational Differences in Work-Related Attitudes: A Meta-analysis

Differences among generations on a wide variety of outcomes are of increasing interest to organizations, practitioners, and researchers alike. The goal of this study was to quantitatively assess the research on generational differences in work-related attitudes and to provide guidance for future research and practice. We conducted a meta-analysis of generational differences on three work-related criteria: job satisfaction, organizational commitment, and intent to turnover. Our review of published and unpublished research found 20 studies allowing for 18 generational pairwise comparisons across four generations (Traditionals, Baby Boomers, Generation Xers, and Millennials) on these outcomes using 19,961 total subjects. Corrected mean differences for job satisfaction ranged from .02 to .25, for organizational commitment they ranged from −.22 to .46, and for intent to turnover the range was −.62 to .05. The pattern of results indicates that the relationships between generational membership and work-related outcomes are moderate to small, essentially zero in many cases. The findings suggest that meaningful differences among generations probably do not exist on the work-related variables we examined and that the differences that appear to exist are likely attributable to factors other than generational membership. Given these results, targeted organizational interventions addressing generational differences may not be effective. This is the first known quantitative review of research on generational differences in the workplace.

On reconciling conflicting meta-analytic findings regarding integrity test validity.

We react to the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012a) meta-analysis of the relationship between integrity test scores and work-related criteria, the earlier Ones, Viswesvaran, and Schmidt (1993) meta-analysis of those relationships, the Harris et al. (2012) and Ones, Viswesvaran, and Schmidt (2012) responses, and the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012b) rebuttal. We highlight differences between the findings of the 2 meta-analyses by focusing on studies that used predictive designs, applicant samples, and non-self-report criteria. We conclude that study exclusion criteria, correction for artifacts, and second order sampling error are not likely explanations for the differences in findings. The lack of detailed documentation of all effect size estimates used in either meta-analysis makes it impossible to ascertain the bases for the differences in findings. We call for increased detail in meta-analytic reporting and for better information sharing among the parties producing and meta-analytically integrating validity evidence.

Explicating the Openness to Experience Construct and its Subdimensions and Facets in a Work Setting

Recent meta-analyses (e.g. Barrick, Mount, & Judge, 2001) found openness to experience, a factor in the five-factor model of personality, to be uncorrelated with job performance. We argue that, among others, insignificant validity is due to the broad and heterogeneous nature of the construct. In line with our hypotheses, we found internal structure of openness to be multidimensional. Further analyses on subdimensional and facet level revealed large differences in criterion- and construct-related validity. It could be demonstrated that a subdimension labeled epistemic curiosity and, especially, the facet openness to ideas, which includes aspects like curiosity, flexibility, willingness to learn, and creativity, are highly relevant for work-related criteria and so far understudied in organizational research.

A comparison of general and work-specific measures of core self-evaluations

Abstract During the past decade, considerable research attention has been given to core self-evaluations (CSEs). Although this research has found that CSE is related to several important work-related outcomes (e.g., job satisfaction, job performance), we believe that researchers’ reliance on general rather than work-specific CSE has resulted in underestimates of the importance of CSE. Based on the literature on frame-of-reference effects in personality assessment, we predict that work-related CSE will yield stronger relationships with work-related criteria than general CSE will and that work-specific CSE will be related to work-specific criteria after general CSE has been controlled. Using two independent samples, we found that when compared with general CSE, work-specific CSE generally failed to yield significantly stronger zero-order relationships with work-related criteria. However, we found several instances in which work-specific CSE predicted incremental variance in work-related criteria after the effects of general CSE were controlled.

A meta-analytic examination of work and general locus of control.

The current meta-analysis examined the hypothesized consequences of work and general locus of control. As expected, work locus of control generally yielded stronger relationships with work-related criteria (e.g., job satisfaction, affective commitment, and burnout) than general locus of control. We also found some evidence that general locus of control yielded relatively stronger relationships with general criteria (e.g., life satisfaction, affective commitment, and burnout). Regression analysis found several unique effects for both work and general locus of control.

Assessment of work-related risk criteria onboard a ship as an aid to designing its onboard environment

The environment onboard a ship presents a typical example of a severe environment, displaying extreme conditions of temperature and relative humidity, especially in the engine room. Datasheets, the international labour organization, and standards do not provide clear information about the suitable ambience of the engine room, its design conditions, and the role of marine engineers in preventing work-related risk. In this study, air temperature and relative humidity were monitored at several locations onboard a merchant ship. These real monitored data were then compared with the ISO design indications to obtain an effective work risk analysis. From these indoor temperature and relative humidity data, the corresponding parameters of thermal comfort in the engine control room and the heat stress and sweating index of a worker in the engine room were determined. As a function of these indices, the maximum time that a worker can stay in the engine room and the time for which he must rest in the control room were also calculated in the present study. Some design corrections are also proposed herein to improve these environments.

Core self-evaluations interact with cognitive ability to predict academic achievement

Extant research suggests that core self-evaluations (CSE) is associated with various work-related criteria, but such research often focuses on main effects when predicting subjective outcomes. Drawing upon psychological theories involving self-concept and motivation, we investigated both the main and interactive effects of CSE and cognitive ability when predicting an objective outcome. Specifically, results indicated that high CSE strengthened the positive relation between cognitive ability and academic achievement. Study contributions and limitations are discussed.

Professional Correlates of Insomnia

Insomnia is a highly prevalent disorder that affects daytime functioning, behavior, and quality of life. Several reports have shown that insomnia impacts on the workforce and is associated with an increased risk of absenteeism. However, few workplace studies have been performed. Our study attempted to evaluate the professional correlates of insomnia by comparing a group of workers with insomnia to a matched group of good sleepers. The main objective measure was absenteeism. Accidents, self-esteem at work, job satisfaction, and efficiency at work were also investigated. Pairs of workers with insomnia (according to the Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition definition) and good sleepers, matched by age, sex, and occupational status, were interviewed by their occupational physician and also answered a self-administered questionnaire on work-related criteria. Objective data on absenteeism (number of days absent from work) were provided by the employers' health resource databases. Paris and the Ile de France region (France). Seven hundred eighty-five subjects completed the questionnaire. We retained 369 pair (ie, 738 subjects) for analysis. Insomniacs missed work twice as often as good sleepers. The difference between insomniacs and good sleepers in terms of absenteeism was particularly high for blue-collar workers (odds ratio = 3.0) and men (odds ratio = 2.31). Insomniacs had also a higher accident rate while driving and, strikingly, a 3-fold greater risk of having 2 or 3 serious road accidents. They also reported poor self-esteem at work, less job satisfaction, and less efficiency at work, compared with good sleepers. Our study found an objective increase in absenteeism in insomniacs compared with good sleepers.

Academic performance, career potential, creativity, and job performance: can one construct predict them all?

This meta-analysis addresses the question of whether 1 general cognitive ability measure developed for predicting academic performance is valid for predicting performance in both educational and work domains. The validity of the Miller Analogies Test (MAT; W. S. Miller, 1960) for predicting 18 academic and work-related criteria was examined. MAT correlations with other cognitive tests (e.g., Raven's Matrices [J. C. Raven, 1965]; Graduate Record Examinations) also were meta-analyzed. The results indicate that the abilities measured by the MAT are shared with other cognitive ability instruments and that these abilities are generalizably valid predictors of academic and vocational criteria, as well as evaluations of career potential and creativity. These findings contradict the notion that intelligence at work is wholly different from intelligence at school, extending the voluminous literature that supports the broad importance of general cognitive ability (g).

Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria.

Meta-analytic techniques were used to estimate the effects of flexible and compressed workweek schedules on several work-related criteria (productivity/performance, job satisfaction, absenteeism, and satisfaction with work schedule). In general, the effects of both schedules were positive. However, the effects of both flextime and compressed workweek schedules were different across the outcome criteria (e.g., compressed workweek schedules did not significantly affect absenteeism). Thus, the level of positive impact associated with either schedule is dependent on the outcome criterion under consideration. Further, several variables were found to be moderators of flexible work schedules. For example, highly flexible flextime programs were less effective in comparison to less flexible programs, and the positive benefits of flextime schedules were found to diminish over time.

Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria.

Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria.

Vroom's expectancy models and work-related criteria: A meta-analysis.

Wendelien Van Eerde University of Amsterdam Henk Thierry University of Tilburg This meta-analysis integrates the correlations of 77 studies on V. H. Vroom's (1964) original expectancy models and work-related criteria. Correlations referring to predic- tions with the models and the single components--valence, instrumentality, and expec- tancy-were included in relation to 5 types of criterion variables: performance, effort, intention, preference, and choice. Within-subjects correlations and between-subjects cor- relations were included separately. Overall, the average correlations were somewhat lower than reported in previous narrative reviews. In certain categories, moderators pertaining to the measurement of the concepts were analyzed with a hierarchical linear model, but these moderators did not explain heterogeneity. The results show a differentiated over- view: the use of the correlational material for the validity of expectancy theory is discussed. Expectancy theory (Vroom, 1964) has held a major position in the study of work motivation. Vroom's (1964) Valence - Instrumentality - Expectancy Model (VIE model), in particular, has been the subject of numerous empirical studies. It has served as a rich source for theo- retical innovations in domains such as organizational be- havior (Naylor, Pritchard, & Ilgen, 1980), leadership (House, 1971), and compensation (Lawler, 1971). Re- views on expectancy theory (Mitchell, 1974, 1982; Pritchard & Campbell, 1976; Schwab, Olian-Gottlieb, & Heneman, 1979; Wanous, Keon, & Latack, 1983) ad- dressed several conceptual and empirical problems and gave important suggestions for future research. Recent publications show a revived interest in ex- pectancy theory as it relates to training motivation (Mathieu, Tannenbaum, & Salas, 1992), turnover (Summers & Hendrix, 1991 ), productivity loss in group performance (Shepperd, 1993), self-set goals (Tubbs, Boehne, & Dahl, 1993), goal commitment (Klein & Wright, 1994; Tubbs, 1993), and goal level (Mento, Wendelien Van Eerde, Department of Psychology, University of Amsterdam, Amsterdam, The Netherlands; Henk Thierry, Department of Human Resource Sciences, University of Til- burg, Tilburg, The Netherlands. We thank Joop Hox, Nathalie Allen, Bob Pritchard, Sabine Sonnentag, and Carsten de Dreu. Correspondence concerning this article should be addressed to Wendelien Van Eerde, Department of Psychology, Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, l018 WB Amsterdam, The Netherlands. Electronic mail may be sent via Internet to ao__eerde@ macmail.psy.uva.nl. Locke, & Klein, 1992 ). Also, some argue that expectancy theory should be combined with other motivation theo- ries (e.g., Kanfer, 1987; Kernan & Lord, 1990; Klein, 1989; Landy &Becker, 1990). Therefore, it is important to establish the validity of expectancy theory. Does 30 years of research support its main tenets? Is the theory still promising, though not firmly supported empiri- cally, such as earlier reviews seem to conclude? Is it useful to combine expectancy theory with other approaches, and, if so, how should this be done? Many different interpretations, operationalizations, application purposes, and methods of statistical analysis have been used. To make a comparison and combination of the results possible, we referred to Vroom's basic models and their components. The objective of this arti- cle is to analyze the literature on expectancy theory sys- tematically and to integrate the empirical results meta- analytically. We did so in order to establish the relation between expectancy theory and work-related criterion variables. Landy and Becker (1990) suggested that the key to im- proving the predictions of the expectancy model might lie in variables such as the number of outcomes, valence of outcomes, and the particular dependent variable cho- sen for study. Schwab et al. (1979) examined the rela- tionship between the VIE model and two criterion vari- ables, effort and performance. They included several moderators of this relationship in 32 between-subject studies in a statistical analysis. The current article pro- vides a partial update of their findings. In addition, stud- ies with components of the VIE model, that is, valence, instrumentality, expectancy, and