When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance, job satisfaction, and psychological well-being.

This study applies social exchange and person-environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.

What is a task? An ideomotor perspective.

Although multitasking has been the subject of a large number of papers and experiments, the term task is still not well defined. In this opinion paper, we adopt the ideomotor perspective to define the term task and distinguish it from the terms goal and action. In our opinion, actions are movements executed by an actor to achieve a concrete goal. Concrete goals are represented as anticipated sensory consequences that are associated with an action in an ideomotor manner. Concrete goals are nested in a hierarchy of more and more abstract goals, which form the context of the corresponding action. Finally, tasks are depersonalized goals, i.e., goals that should be achieved by someone. However, tasks can be assigned to a specific person or group of persons, either by a third party or by the person or the group of persons themselves. By accepting this assignment, the depersonalized task becomes a personal goal. In our opinion, research on multitasking needs to confine its scope to the analysis of concrete tasks, which result in concrete goals as anticipated sensory consequences of the corresponding action. We further argue that the distinction between dual- and single-tasking is dependent on the subjective conception of the task assignment, the goal representation and previous experience. Finally, we conclude that it is not the tasks, but the performing of the tasks, i.e. the actions that cause costs in multitasking experiments.

Second-Order Growth Mixture Modeling in Organizational Psychology: An Application in the Study of Job Performance Using the Cusp Catastrophe Model.

In recent years, research in organizational psychology has witnessed a shift in attention from a mostly variable-focused approach, to a mostly person-focused approach. Indeed, it has been widely recognized that the study of worker's heterogeneity is a meaningful and necessary task of researchers dealing with human behavior in organizational contexts. As a consequence, there has been growing interest in the application of statistical analyses able to uncover latent sub-groups of workers. The present contribution was conceived as a tutorial for the application of one of these statistical analyses, namely second-order growth mixture modeling, and to illustrate its inner links with concepts from non-linear dynamic models. Throughout the paper, we provided (a) a discussion on the relationships between growth mixture modeling and the cusp catastrophe model; (b) Mplus syntaxes and output excerpts of a longitudinal analysis conducted on job performance (N = 420 employees rated once a year for four consecutive years);

Relative benefit of a stage of change approach for the prevention of musculoskeletal pain and discomfort: a cluster randomised trial.

OBJECTIVES: To examine the benefit of a psychological Stage of Change (SOC) approach, relative to standard ergonomics advice, for the prevention of work-related musculoskeletal pain and discomfort (MSPD). METHODS: A cluster randomised trial was conducted in South Australia across a broad range of workplaces. Repeated face-to-face interviews were conducted onsite to assess MSPD, safety climate, job satisfaction and other factors. Changes in MSPD across intervention groups and time were investigated using Generalised Estimating Equation (GEE) methods. RESULTS: 25 workgroups (involving 242 workers) were randomly allocated to either a standard intervention or an intervention tailored according to SOC. The prevalence of MSPD increased for both groups, but was only significant for the standard group, in respect of lower back MSPD. Workers receiving tailored interventions were 60% less likely to experience lower back MSPD. After adjusting for age, gender and job satisfaction, it was found that company safety climate and length of employment were significantly correlated to the time-intervention effect. There was no correlation with workload. CONCLUSIONS: Compared with standard ergonomics advice to management, there was evidence of a benefit of stage-matched intervention for MSPD prevention, particularly for low back pain. Organisational safety climate should be taken into account when planning prevention programmes.

Worker assessments of organizational practices and psychosocial work environment are associated with musculoskeletal injuries in hospital patient care workers.

BACKGROUND: Hospital patient care (PC) workers have high rates of workplace injuries, particularly musculoskeletal injuries. Despite a wide spectrum of documented health hazards, little is known about the association between psychosocial factors at work and OSHA-recordable musculoskeletal injuries. METHODS: PC-workers (n = 1,572, 79%) completed surveys assessing a number of organizational, psychosocial and psychological variables. Associations between the survey responses and injury records were tested using bivariate and multivariate analyses. RESULTS: A 5% of the PC-workers had at least one OSHA-recordable musculoskeletal injury over the year, and the injuries were significantly associated with: organizational factors (lower people-oriented culture), psychosocial factors (lower supervisor support), and structural factors (job title: being a patient care assistant). CONCLUSIONS: The results show support for a multifactorial understanding of musculoskeletal injuries in hospital PC-workers. An increased focus on the various dimensions associated with injury reports, particularly the organizational and psychosocial factors, could contribute to more efficient interventions and programs.

Turning men into machines? Scientific management, industrial psychology, and the "human factor".

In the controversy that broke out in 1911 over Frederick W. Taylor's scientific management, many critics contended that it ignored "the human factor" and reduced workers to machines. Psychologists succeeded in positioning themselves as experts of the human factor, and their instruments and expertise as the necessary complement of Taylor's psychologically deficient system. However, the conventional view that the increasing influence of psychologists and other social scientists "humanized" management theory and practice needs to be amended. Taylor's scientific management was not less human than later approaches such as Human Relations, but it articulated the human factor differently, and aligned it to its own instruments and practices in such a way that it was at once external to them and essential to their functioning. Industrial psychologists, on the other hand, at first presented themselves as engineers of the human factor and made the human mind an integral part of management.

The validity of general cognitive ability predicting job-specific performance is stable across different levels of job experience.

Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project (N = 10,088). Across all jobs, results of our meta-analysis find near-zero interactions between Armed Forces Qualification Test score (a composite of math and verbal scores) and time in service when predicting job-specific performance. This finding supports the validity of g for predicting job-specific performance even with increasing job experience and provides no evidence for diminishing validity of g. We discuss the theoretical and practical implications of these findings, along with directions for personnel selection research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The rise and fall of job analysis and the future of work analysis.

This review begins by contrasting the importance ascribed to the study of occupational requirements observed in the early twentieth-century beginnings of industrial-organizational psychology with the diminishing numbers of job analysis articles appearing in top journals in recent times. To highlight the many pending questions associated with the job-analytic needs of today's organizations that demand further inquiry, research on the three primary types of job analysis data, namely work activities, worker attributes, and work context, is reviewed. Research on competencies is also reviewed along with the goals of a potential research agenda for the emerging trend of competency modeling. The cross-fertilization of job analysis research with research from other domains such as the meaning of work, job design, job crafting, strategic change, and interactional psychology is proposed as a means of responding to the demands of today's organizations through new forms of work analysis.

An isolation and confinement facility for the selection of astronaut candidates.

BACKGROUND: In 2008, JAXA conducted its fifth astronaut candidate recruitment. The final stage involved 10 of 963 applicants undergoing the first and second examination stages based on physical checks, written tests, and interviews. The third (final) stage focused on evaluating the behavioral attitudes required for ISS crewmembers. Since it is difficult to assess these attitudes by paper testing or interview alone, JAXA has established an environment in which the assessors could observe the behavior of examinees on a continuous basis. METHODS: The 10 examinees stayed in the isolation and confinement facility for 1 wk. During their stay, several group and personal tasks were assigned along with predetermined daily schedules covering aspects of leadership, teamwork ability, productivity (performance), and so on. Subsequently, psychologists, psychiatrists, and JAXA officials/managers experienced in practical human space development evaluated them. RESULTS: During the confinement, no examinees showed any excessive character traits or psychopathologic behavior. Repeated observations led to a convergence of opinions among the experts. Three examinees ultimately passed this assessment and were assigned as new Japanese astronaut candidates. DISCUSSION: This unique assessment enabled the assessors to conduct longitudinal evaluations, evaluations based on observing detailed behavior, and easy control of test conditions and safety. Although "selection of the right stuff" may differ among each space agency, this method offers the unique advantage of allowing experts in various fields to evaluate the competencies of examinees both synthetically and longitudinally.

Differences in health, productivity and quality of care in younger and older nurses.

AIM: To determine if younger and older hospital employed nurses have differences in their self-reported health, health related productivity and quality of care. BACKGROUND: An understanding of age cohort differences may assist nurse managers in understanding the health related productivity and potential quality of care concerns of their staff. METHOD: A cross-sectional survey design was utilised. There were 1171 usable surveys returned (47% response rate). Nurses over the age of 50 made up 26% of the respondents. RESULT: Older nurses had a higher body mass index (BMI), higher mental well-being, higher pain scores, a 12% higher prevalence of having health problems, and reported a higher health related productivity loss than younger nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers must determine if their older nurses are being given more difficult, complex patients because of their experience. Perhaps older nurses, especially those with health problems, need assignments that require their assessment and critical thinking skills rather than their strength and physical abilities.

Development and validation of an abridged measure of organizational justice.

In this 3-Study article, the authors present an abridged version of Colquitt's (2001) 20-item measure of organizational justice. In Study 1, using a sample of 278 undergraduate students, they applied a systematic scale-reduction technique to determine which items should remain in the abridged scale. In Study 2 and 3, using two separate field samples (N = 173, N = 517; respectively) they provide construct, convergent, and discriminant validity evidence in support of the abridged scale. Their results provide evidence that the abridged version of Colquitt's measure maintains the psychometric quality of the original full scale and, therefore, can be used in its place.

[Presenteeism and workers' health: effects of mediation on psycho-physical stress in a longitudinal study]. / Presenteismo e salute dei lavoratori: effetti di mediazione sullo strain psico-fisico in un'indagine longitudinale.

The present work aims to investigate the phenomenon of presenteeism, a construct still little studied, especially in Italy, in its medical, psychological, social and economic implications. In the first part we propose a review of the international literature, and of the meanings, causes and consequences of the phenomenon on individual and organizational health. In the second part, we present a study which involved, for a period of about a year, 326 workers of a company in the engineering industry. This study is, in this writers' knowledge, the first survey--characterized by a longitudinal design and a multi-method approach, both not very present also in the international literature--carried out in our country on the phenomenon of presenteeism. The survey examines the mediating role of presenteeism in the relationship between specific risk factors of work context and content--career growth, conflict with colleagues, social rewards--and the psycho-physical strain. The risk factors were detected through a self-report instrument at the beginning of the year. The workers, at the end of the same year, were subjected to a healthcare surveillance visit in which the competent physician evaluated the psycho-physical strain. The hypothesized relations have been tested by estimating a structural equation model with observed variables. What emerged was a negative association between social rewards and presenteeism and a positive relation between conflict with colleagues and presenteeism. Instead, no association between growth and presenteeism emerged. Presenteeism, in turn, predicts psycho-physical strain. Overall, presenteeism mediates the relationship between social rewards and strain, as well as between interpersonal conflict and strain, but not between growth and strain. This work is characterized by some innovative aspects compared to previous studies conducted on the subject, both in theory and methodology. From a theoretical point of view the hypothesized model aims to capture specific risk factors of the process leading to the formation of work stress, through the role of presenteeism. From a methodological point of view the adoption of a longitudinal and multi-method research design allows a better understanding of the relationships between the variables investigated, often limited by the exclusive use of self-report instruments in cross-sectional designs. Finally, the possible interventions aimed at preventing presenteeism and minimizing its negative consequences on health are discussed.

[Labor physiology role in workers of different type labor activity workability and health. Progress and prospects].

There are presented the data of workers overstrain and fatigue conditions mechanisms based on physiological, psychological and ergonomic aspects of work processes in different types of activities (mental, visual-strained, physical). 15-year historical analysis, current state and prospects of labor physiology methods development are shown. Complex physiological and ergonomic investigations have allowed developing the measures of work ability raise and diseases prevention for workers various professions. Obtained results provided the basis of development of regulatory documents in area of human organism strain physiological norms, consequences of psycho-emotional stress and overstrain prevention taking into account working conditions class.

Within-person personality variability in the work context: A blessing or a curse for job performance?

Only recently, the question whether within-person personality variability is a blessing or a curse for job performance has reached the agendas of industrial and organizational (I-O) psychology researchers. Yet, this limited stream of research resulted in inconsistent findings, and only little understanding exists about the role of rater source and mean-level personality in this relationship. Broadly following socioanalytic theory, the present study examined the extent to which self- and other-rated within-person personality variability predicts self- and other-rated job performance, and whether this is moderated by mean-level personality. Within-person personality variability indices and job performance evaluations were obtained from an experience sampling study including N = 166 teachers, N = 95 supervisors, and N = 69 classes (including 1,354 students). Results showed that-above and beyond the effects of mean-level personality-self-rated within-person variability was positively associated with self-rated job performance, while other-rated within-person variability was negatively associated with other-ratings of performance. Many interactions with mean-level personality were found, mainly demonstrating negative effects of variability for those with a less adaptive personality profile (cf. variability as a "curse"), while showing positive effects of variability for those with a more adaptive trait profile (cf. variability as a "blessing"). Importantly, however, additional analyses provided little evidence for associations across type of rater source. These findings contribute to the field of I-O psychology by highlighting that perceptions of within-person personality variability may impact performance evaluations beyond personality traits, although its desirability seems to depend on individuals' personality trait level. Implications and limitations are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Amplifying Black excellence in industrial-organizational psychology.

This article highlights the work of Black organizational psychologists and their considerable and ongoing contributions to industrial-organizational (I-O) psychology through scholarship, practice, and service. We focus our review on the influence of five Black scholar-practitioners who have earned the distinction of fellow in the Society for Industrial and Organizational Psychology. We discuss how their work has enhanced our understanding of the integral role of diversity and inclusion across the employment cycle. We also highlight their contributions to service, mentorship, and the field more broadly to provide a holistic picture of their collective influence beyond their scholarship. Further, we offer recommendations for how their work can inform other subfields within psychology and elevate teaching and training beyond I-O. By amplifying the voices of these Black psychologists, we provide a guide for scholars and practitioners in I-O and related areas interested in incorporating diversity into their scholarship, teaching, and practice. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The general environment fit scale: a factor analysis and test of convergent construct validity.

Person-environment fit (P-E fit) was initially espoused as an important construct in the field of community psychology; however, most of the theoretical and empirical development of the construct has been conducted by the industrial/organizational (I/O) psychologists and business management fields. In the current study, the GEFS-a P-E fit measure that was developed from organizational perspectives on fit-was administered to 246 attendees of an annual convention for residents and alumni of Oxford House, a network of over 1,400 mutual-help addiction recovery homes. The authors conducted confirmatory factor and convergent construct validity analyses with the GEFS. The results suggested that the theoretical factor structure of the measure adequately fit the data and provided limited support for the measure's validity. Sufficient supply of resident needs by the Oxford House and similarity between residents and their housemates predicted satisfaction with the recovery home, but only perceived similarity to housemates predicted how long residents intended to stay in the Oxford Houses.

Self-serving bias effects on job analysis ratings.

The purpose of this study was to investigate whether worker-oriented job analysis importance ratings were influenced by subject matter experts' (SME) standing (as measured by self-rated performance) on a competency. This type of relationship (whereby SMEs indicate that the traits they have are important for successful job performance) is an example of the self-serving bias (which is widely described in the social cognition literature and rarely described in the industrial/organizational psychology literature). An archival dataset covering 57 clerical and technical occupations with 26,682 participants was used. Support was found for the relationship between self-rated performance and importance ratings. Significant relationships (typically in the .30s) were observed for all 31 competencies that were studied. Controls were taken to account for common method bias and differences in the competencies required for each of the 57 occupations. Past research has demonstrated the effects of the self-serving bias on personality-based job analysis ratings. This study was the first to extend these findings to traditional job analysis, which covers other competencies in addition to personality. In addition, this study is the first to use operational field data instead of laboratory data.

Incremental validity of person-organization fit over the Big Five personality measures.

Few studies have provided the validity evidence of a measure of objective person-organization fit (P-O fit) as a selection tool. The present study used a concurrent validation design to examine the criterion-related validity and the incremental validity of a P-O fit measure beyond the validity of the Big Five personality test for predicting job performance (task performance and organizational citizenship behavior) and employee commitment (organizational commitment and supervisory commitment) for a group of high-tech professional employees in Taiwan. Results showed that P-O fit predicted the contextual component of overall job performance and was significantly related to two types of employee commitment. Moreover, P-O fit had an incremental validity beyond that of the personality measures for predicting some of our outcome variables.