Relative importance and utility of positive worker states: a review and empirical examination.

Our purpose was to identity the unique contribution, relative importance, and utility of positive worker states. Using Luthans et al.'s (2007) five positive organizational behavior criteria, a variety of positive worker states were reviewed and then empirically tested to establish if they met these criteria. Data were collected from 724 restaurant employees. Positive worker states included: job involvement, perceived organizational support, engagement, and vigor. Criteria were self-reported performance, customer service, turnover intention, satisfaction, and quality of life. Our review indicated consistency between predictor adequacy of meeting the criteria and their empirical relationship with key outcomes. This research found the positive worker states to be independent constructs that had differential effects depending on the focused outcome. Regression and relative weights analyses showed involvement was a weak predictor of outcomes, while perceived organizational support was the most consistent predictor. Vigor was most useful when predicting job performance. Quality of life was poorly explained.

Workplace hostility: defining and measuring the occurrence of hostility in the workforce.

OBJECTIVES: The purpose of this study was to define a comprehensive construct, workplace hostility, encompassing sub-areas of harmful workplace behaviors. Key characteristics include: perception of the target, persistence, intentionality, nonphysical nature, and organizational affiliation. PARTICIPANTS: Pilot study participants (N=42, students and N=35, workers) were small convenience samples. Main study participants (N=393, 70% female) were working individuals and almost 50% reported 1 to 5 years in their current jobs. METHODS: The two pilot studies collected were surveys face-to-face. The main study used on-line surveys. RESULTS: Based on the pilot studies, items from the Workplace Hostility Inventory (WHI) were judged as a reasonable set. Results from the main study suggested three subscales related to perceptions of being subjected to hostility: interference with work, denigration, and exclusion. Supervisors produced greater distress on all factors, but only exclusion predicted a desire to leave the organization. Distress was greater when the perpetrator was a woman or a group. After controlling for feelings toward coworkers and supervisors, WHI was not related to job satisfaction. CONCLUSIONS: The WHI was found to be an inclusive construct, representing numerous concepts. The WHI is comprehensive and global, encompassing the previous overlap in existing research.

A Comparison of Three Job Engagement Measures: Examining their Factorial and Criterion-Related Validity.

BACKGROUND: Engagement is an emerging job attitude that purports to measure employees' psychological presence at and involvement in their work. This research compares three academic approaches to engagement, and makes recommendations regarding the most appropriate conceptualisation and measurement of the construct in future research. The current research also investigates whether any of these three approaches to engagement contribute unique variance to the prediction of turnover intentions above and beyond the predictive capacity of alternative constructs. METHODS: An online survey was taken by 382 employees and managers from a mid-sized financial institution. RESULTS: Results failed to support either a multi- or unidimensional factor structure for the Utrecht Work Engagement Scale (UWES) engagement measure. For the Shirom-Melamed Vigor Measure (SMVM), a multi-dimensional structure was identified as a good fit, while a unidimensional structure fit poorly. The uni-factorial structure of Britt's engagement measure was confirmed. The Schaufeli measure of engagement was a strong predictor of work outcomes; however, when controlling for job satisfaction and affective commitment, that measure lost its ability to predict intentions to leave. Two components of the Shirom vigor measure held their predictive validity. CONCLUSIONS: Collectively, these findings suggest that the Shirom vigor measure may provide better insight into whether and how much a person is 'into' his or her job. The Schaufeli measure was a good predictor of important work outcomes, but when job satisfaction and affective commitment were controlled, it lost its predictive validity. We were not able to confirm the three-factor structure of the Schaufeli measure. Two components of the Shirom vigor measure predicted turnover intentions after controlling for job satisfaction and affective commitment, suggesting less overlap with those constructs than the Schaufeli measure of engagement. This research adds important information on the nature of engagement and is expected to contribute toward a better understanding of the construct itself, as well as its measurement.

Stress and performance: do service orientation and emotional energy moderate the relationship?

The current study examines the moderating effect of customer service orientation and emotional energy on the stress-performance relationship for 681 U.S. casual dining restaurant employees. Customer service orientation was hypothesized to moderate the stress-performance relationship for Front-of-House (FOH) workers. Emotional energy was hypothesized to moderate stress-performance for Back-of-House (BOH) workers. Contrary to expectations, customer service orientation failed to moderate the effects of stress on performance for FOH employees, but the results supported that customer service orientation is likely a mediator of the relationship. However, the hypothesis was supported for BOH workers; emotional energy was found to moderate stress performance for these employees. This finding suggests that during times of high stress, meaningful, warm, and empathetic relationships are likely to impact BOH workers' ability to maintain performance. These findings have real-world implications in organizational practice, including highlighting the importance of developing positive and meaningful social interactions among workers and facilitating appropriate person-job fits. Doing so is likely to help in alleviating worker stress and is also likely to encourage worker performance.

Construct dimensionality of engagement and its relation with satisfaction.

Engagement--a persistent and positive affective-motivational state of fulfillment characterized by vigor, dedication, and absorption (W. B. Schaufeli, M. Salanova, V. González-Roma, & A. B. Bakker, 2002)--has become a popular subject among academic and industry researchers. Following suggestions in the recent literature calling for further examination of the underlying factors comprising the construct of engagement, the authors investigated the factor structure of W. B. Schaufeli et al.'s measure of engagement and academic engagement's relation to academic satisfaction. Previous researchers found a 3-factor structure of engagement that comprises vigor, dedication, and absorption. The authors administered to a sample of university students a questionnaire on their level of engagement in academic work and various other measures. The results did not confirm the 3-factor structure. The present authors found engagement and satisfaction to be highly related constructs.

College students' norm perception predicts reported use of protective behavioral strategies for alcohol consumption.

OBJECTIVE: This study examined whether college students' descriptive norm perceptions of protective behavioral drinking strategies explain variance in use of such strategies, controlling for covariates of students' gender, typical number of drinks, and negative drinking consequences. METHOD: Derivation (n = 7,960; 55.2% women) and replication (n = 8,534; 54.5% women) samples of undergraduate students completed the Campus Alcohol Survey in classroom settings. Students estimated how frequently other students used each of nine protective behavioral strategies (PBS) and how frequently they themselves used each strategy. RESULTS: All items assessing norm perception of PBS (NPPBS) had pattern matrix coefficients exceeding .50 on a single factor, and all contributed to the overall scale reliability (Cronbach's alpha = .81). Hierarchical regression analyses indicated NPPBS explained significant variance in PBS, controlling for covariates, and explained an additional 7% of variance (p < .001). A Gender x Scale (PBS, NPPBS) repeated-measures analysis of variance revealed students believed peers used PBS less frequently than they themselves did (eta(p) (2) = .091, p < .001). Such social distancing was greater in women (omega(effect) (2) = .151, p < .001) than in men (omega(effect) (2) = .001, p < .001). CONCLUSIONS: Consistent with the principle of false uniqueness, whereby individuals regard their own positive characteristics as rare, college students-especially women-underestimate how frequently other students use PBS. Such norm misperception may enhance students' feelings of competence and self-esteem. The positive relationship between NPPBS and PBS indicates students with high NPPBS are more likely to use the strategies themselves.

Types of food aversions: animal, vegetable, and texture.

Despite a growing body of research investigating the origins and effects of food aversions, few research instruments have been developed to measure aversions to specific types or categories of food. Undergraduates (N = 209) responded to a series of food aversion questionnaires. The results suggest that people tend to be averse to 2 types of foods (vegetables and meats or fats) and to the texture and taste of certain foods (e.g., oysters). Aversions were slightly more prevalent among women than among men and were correlated with lower educational levels. The authors provide a means of advancing future research on this problem by reliably identifying 3 categories of food aversions. Future researchers should evaluate additional food categories and expand the focus on food aversions beyond the current concern with learned avoidance of specific food items.

College student drinking, attitudes toward risks, and drinking consequences.

OBJECTIVE: This study examined whether college students' attitudes toward risks explain significant variance in drinking consequences beyond gender, alcohol use, and self-protective strategies. METHOD: A derivation sample (N=276; 52% women) and a replication sample (N=216; 52% women) of undergraduate students completed the Campus Alcohol Survey (CAS) and the Attitudes Toward Risks Scale (ATRS). RESULTS: Scores on the ATRS correlated positively with students' self-reported typical number of drinks and negative drinking consequences (p<.001). Hierarchical regression analyses indicated that ATRS scores explained significant variance in negative drinking consequences beyond college students' gender, typical number of drinks, and use of protective strategies (p<.001). Furthermore, a significant Drinks x ATRS interaction revealed that heavy-drinking students who scored high on the ATRS experienced the most harm from drinking (p<.01). Students with high-risk attitudes showed a stronger link between typical number of drinks and negative drinking consequences. CONCLUSIONS: Even when controlling for students' gender, alcohol use, and protective strategies, college students' attitudes toward risks explain significant variance in drinking consequences.

Predicting negative drinking consequences: examining descriptive norm perception.

OBJECTIVE: This study explored how much variance in college student negative drinking consequences is explained by descriptive norm perception, beyond that accounted for by student gender and self-reported alcohol use. METHOD: A derivation sample (N=7565; 54% women) and a replication sample (N=8924; 55.5% women) of undergraduate students completed the Campus Alcohol Survey in classroom settings. RESULTS: Hierarchical regression analyses revealed that student gender and average number of drinks when "partying" were significantly related to harmful consequences resulting from drinking. Men reported more consequences than did women, and drinking amounts were positively correlated with consequences. However, descriptive norm perception did not explain any additional variance beyond that attributed to gender and alcohol use. Furthermore, there was no significant three-way interaction among student gender, alcohol use, and descriptive norm perception. CONCLUSIONS: Norm perception contributed no significant variance in explaining harmful consequences beyond that explained by college student gender and alcohol use.

Core self-evaluations and job burnout: the test of alternative models.

Research on job burnout has traditionally focused on contextual antecedent conditions, although a theoretically appropriate conception implicates person-environment relationships. The authors tested several models featuring various combinations of personal and contextual influences on burnout and job satisfaction. Measures of core self-evaluations, organizational constraints, burnout, and job satisfaction were collected from 859 health care employees. Results from structural equations modeling analyses revealed an influence of core self-evaluations and perceived organizational constraints on job burnout and satisfaction, suggesting personal and contextual contributions. These results favor a broadening of current thinking about the impact of situational constraints on the expression of job burnout, as well as for the role of disposition for affective responding to effectively address occupational health problems.

The original MMPI and Colligan Norms revisited.

Norms developed by Colligan, Osborne, Swenson, and Offord (1983) and others at the Mayo Clinic for the MMPI overcome criticisms that the MMPI is not useful in 2003 and representative. This study ascertained the classification of MMPI profiles of clinicians. Mayo Clinic norms are warranted in view of the similar classifications made using both methods based on the same MMPI data.