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.

Using a Generalizable Photo-Coding Methodology for Assessing Organizational Culture Artifacts.

Despite scholars' reliance on Schein's (1990) three-interconnected layer framework of organizational culture (i.e., artifacts, values/norms, underlying assumptions), few, if any, measure artifacts. This gap is significant because artifacts are readily visible and provide valuable insight into understanding the perpetuation of norms through their manifestation in the work environment. Moreover, existing assessments focus on one layer only, either values/beliefs or underlying assumptions, resulting in only a partial picture of culture. In this tutorial-based paper, we demonstrate a grounded theory approach comprising content analysis, thematic analysis, and intensity scoring, to develop an unobtrusive method for coding artifacts seen in photos of office spaces. Unobtrusive methods reduce participant burden, which is critical because existing assessments of culture are time consuming and/or rely on numerous participants. We demonstrate how to use the photo coding method and wrap-up the tutorial by showing how artifact coding augments an existing qualitative culture assessment, emphasizing the added value of artifact assessment. We hope by providing an unobtrusive method to artifact coding, researchers will start assessing this important layer of culture to achieve a more comprehensive understanding of organizational culture.

I get by with a little help from my friends: the interaction of chronic pain and organizational support on performance.

The authors conducted three studies to examine the interactive effects of perceived organizational support (POS) and chronic pain on performance outcomes (i.e., effectiveness, work intensity, citizenship behavior, and task performance). After controlling for demographic factors, tenure variables, the number of subordinates, and main effects, the POS chronic pain interaction explained criterion variance for perceived effectiveness and citizenship behavior in Study 1; effectiveness, work intensity, and citizenship behavior in Study 2; and supervisor-rated task performance in Study 3. Higher levels of chronic pain were associated with lower levels of performance when coupled with low support, as hypothesized. Conversely, high levels of POS reduced the adverse effects of chronic pain on performance. Contributions, strengths and limitations, and future research directions are provided.

The struggle with employee engagement: Measures and construct clarification using five samples.

Among scholarly researchers, the Utrecht Work Engagement Scale (UWES) is a popular scale for assessing employee or work engagement. However, challenges to the scale's validity have raised major concerns about the measurement and conceptualization of engagement as a construct. Across 4 field samples, we examined 2 measures of engagement, the UWES and the Job Engagement Scale (JES), in both factor structure and patterns of relationships with theoretically hypothesized antecedents and consequences. In a fifth field sample, we examined the construct-level relationships between engagement and related variables, while controlling for sources of measurement error (i.e., item-specific factor, scale-specific factor, random response, and transient). By examining 2 measures, each derived from different theoretical bases, we provide unique insight into the measurement and construct of engagement. Our results show that, although correlated, the JES and UWES are not interchangeable. The UWES, more so than the JES, assesses engagement with overlap from other job attitudes, requiring improvement in the measurement of engagement. We offer guidance as to when to use each measure. Furthermore, by isolating the construct versus measurement of engagement relative to burnout, commitment, stress, and psychological meaningfulness and availability, we determined (a) the engagement construct is not the same as the opposite of burnout, warranting a reevaluation of the opposite-of-burnout conceptualization of engagement; and (b) psychological meaningfulness and engagement are highly correlated and likely reciprocally related, necessitating a modification to the self-role-expression conceptualization of engagement. (PsycINFO Database Record

The relationship between perceptions of politics and depressed mood at work: unique moderators across three levels.

The authors examined the unique moderating potential of need for achievement, perceived organizational support, and faith in management on the relationship between perceptions of politics across 3 hierarchical levels (one's peer level, 1 level up, and at the highest level in the organization) and depressed mood at work. Results from 173 full-time employees, representing a wide range of occupations, supported the hypotheses. Specifically, the authors found that need for achievement interacted with perceived politics at one's peer level, perceived organizational support interacted with perceived politics at 1 level up, and faith in management interacted with politics perceived at the highest levels in the organization to relate to depressed mood at work. Contributions of this study, strengths and limitations, and future research directions are provided.

The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.

Assessing the Factor Structure of the Anger Expression Inventory (ML-STAXI) in a Mexican Sample

Although the State Trait Anger Expression and Control Inventory (ML-STAXI) was validated with Latin American samples, it is unknown whether its factor structure remains in a Mexican only sample. Therefore, the goal was to assess the stability of the ML-STAXI factor structure, and additionally to test a new Questionnaire about Anger Expression with Physical Aggression (QAEPA). Participants were 503 university students (Mage= 21.67, SD= 1.96), 221 men and 282 women. Results from confirmatory factor analyses indicated that current data did not replicate the ML-STAXI factor structure. An exploratory factor analysis yielded nine factors, three of which were identical to previous ML-STAXI: trait anger temperament, trait anger reaction, and anger control-in. The other factors had some similarity to previous ML-STAXI samples. The QAEPA was useful to measure physical aggression toward: others (e.g., pushing someone), objects (e.g., hitting the table), and one self (e.g., cutting). Gender anger differences were small (AU)

Aunque el Inventario Estado Rasgo de Expresión y Control de la Ira (ML-STAXI) fue validado con muestras latinoamericanas, se desconoce si la estructura factorial se mantie- ne en una muestra formada únicamente por mexicanos. En consecuencia, el objetivo fue evaluar la estabilidad de la estructura factorial del ML-STAXI, además de probar un nuevo Cuestionario sobre Expresión de la Ira con Agresión Física (CEIAF). Los participantes fueron 503 estudiantes universitarios (Medad= 21,67, DT= 1,96), 221 varones y 282 mujeres. Como resultado del análisis factorial confirmatorio, no se replicó la estructura factorial del ML-STAXI. Un análisis factorial exploratorio arrojó nueve factores, tres de los cuales fue- ron idénticos a los obtenidos previamente con el ML-STAXI: temperamento de ira rasgo, reacción de ira rasgo y control interno de la ira. Los otros factores fueron algo semejantes a los encontrados previamente con el ML-STAXI. El CEIAF fue útil para medir agresión hacia: los demás (e.g., empujar a alguien), los objetos (e.g.,gopear la mesa) y uno mismo (e.g. cortarse). Las diferencias por género fueron pequeñas (AU)