Computer technology applications in industrial and organizational psychology

This article reviews computer applications developed and utilized by industrial-organizational (I-O) psychologists, both in practice and in research. A primary emphasis is on applications developed for Internet usage, because this "network of networks" changes the way I-O psychologists work. The review focuses on traditional and emerging topics in I-O psychology. The first topic involves information technology applications in measurement, defined broadly across levels of analysis (persons, groups, organizations) and domains (abilities, personality, attitudes). Discussion then focuses on individual learning at work, both in formal training and in coping with continual automation of work. A section on job analysis follows, illustrating the role of computers and the Internet in studying jobs. Shifting focus to the group level of analysis, we briefly review how information technology is being used to understand and support cooperative work. Finally, special emphasis is given to the emerging "third discipline" in I-O psychology research-computational modeling of behavioral events in organizations. Throughout this review, themes of innovation and dissemination underlie a continuum between research and practice. The review concludes by setting a framework for I-O psychology in a computerized and networked world.

An examination of crossover and spillover effects of spousal and expatriate cross-cultural adjustment on expatriate outcomes

Integrating work-family and cross-cultural adjustment literatures, the researchers proposed and tested a spillover and crossover model of expatriates' cross-cultural adjustment with reciprocal relationships. Spillover effects refer to the influence that expatriate attitudes in a particular domain (e.g., work) have on attitudes in other domains (e.g., nonwork), whereas crossover effects refer to the influence of expatriate attitudes on the spouse's attitudes (and vice versa). Data collected from Japanese expatriates, their spouses, and their superiors strongly supported both spillover and crossover effects between expatriate and spousal cross-cultural adjustment. In addition, expatriates' cross-cultural adjustment was found to be related to satisfaction, which, in turn, was found to be negatively related to expatriates' intention to return to their homeland early.

Antecedents and outcomes of union loyalty: a constructive replication and an extension

Primary data obtained from unionized employees in Singapore were used to examine P. A. Bamberger, A. N. Kluger, and R. Suchard's (1999) integrative model of the antecedents and outcomes of union commitment. Structural equation modeling results revealed support for their integrative model. Specifically, the results revealed the influence of job satisfaction on union loyalty to be indirect through organizational commitment. However, the union-related antecedents (union socialization and union instrumentality) were both directly and indirectly related to union loyalty through pro-union attitudes. In addition, union loyalty was related to the individually and organizationally directed union citizenship behavior dimensions. Limitations of the study and implications of the findings are discussed.

Ein Modell und empirische Befunde zur beruflichen Laufbahnentwicklung unter besonderer Berücksichtigung des Geschlechtsvergleichs

Zusammenfassung. Der Beitrag stellt ein integratives theoretisches Modell zur Beruflichen Laufbahnentwicklung vor (BELA-M), das sich mit der Prognose mehr oder weniger erfolgreicher beruflicher Laufbahnprozesse im Kontext allgemeiner Lebensplanungen und unter besonderer Berücksichtigung des Geschlechtsvergleichs beschäftigt. Es besteht aus zwei Teilmodellen, dem Modell der Lebensplanung in Beruf und Privatleben und dem Modell des doppelten Einflusses von Geschlecht auf berufsbezogene Prozesse. Der theoretische Kontext des Modells wird erläutert, die Prädiktorvariablen werden expliziert und als zentrale Kriteriumsvariablen werden objektive und subjektive Parameter des Berufserfolgs, Lebenszufriedenheit und Wohlbefinden benannt. Exemplarisch abgeleitete Hypothesen werden anhand von Daten unserer Längsschnittstudien demonstriert, und Forschungsperspektiven werden aufgezeigt.

The role of different levels of leadership in predicting self- and collective efficacy: evidence for discontinuity

This study identified potential discontinuities in the antecedents of efficacy beliefs across levels of analysis, with a particular focus on the role of leadership climate at different organizational levels. Random coefficient modeling analyses conducted on data collected from 2,585 soldiers in 86 combat units confirmed that soldiers' experience, role clarity, and psychological strain predicted self-efficacy to a greater extent than did leadership climate. Also, leadership climate at a higher organizational level related to self-efficacy through role clarity, whereas leadership climate at a lower organizational level related to self-efficacy through psychological strain. Group-level analyses identified leadership climate at a higher organizational level as the strongest predictor of collective efficacy. Theoretical and practical implications and directions for future research are discussed.

Measurement equivalence: a comparison of methods based on confirmatory factor analysis and item response theory

Current interest in the assessment of measurement equivalence emphasizes 2 major methods of analysis. The authors offer a comparison of a linear method (confirmatory factor analysis) and a nonlinear method (differential item and test functioning using item response theory) with an emphasis on their methodological similarities and differences. The 2 approaches test for the equality of true scores (or expected raw scores) across 2 populations when the latent (or factor) score is held constant. Both approaches can provide information about when measurement nonequivalence exists and the extent to which it is a problem. An empirical example is used to illustrate the 2 approaches.

An examination of the antecedents and moderator influences of climate strength

The authors tested 3 hypotheses regarding the antecedents and moderator influences of climate strength (CS; the degree of within-unit agreement of climate perceptions). The sample consisted of 197 work units. Social interaction among unit members showed positive, statistically significant correlations with CS in goals orientation and innovation climate. Work-unit leaders' informing behavior was positively correlated with CS in the 3 climate facets measured (i.e., support, goals orientation, and innovation). CS in innovation moderated the impact of work units' innovation climate on average satisfaction and commitment. CS in goals orientation moderated the influence of work units' goal orientation on average commitment. The moderator influences showed the expected direction: CS fostered the influence of work units' climate on the criterion variables.

Processing of gene expression data generated by quantitative real-time RT-PCR

Quantitative real-time PCR represents a highly sensitive and powerful technique for the quantitation of nucleic acids. It has a tremendous potential for the high-throughput analysis of gene expression in research and routine diagnostics. However, the major hurdle is not the practical performance of the experiments themselves but rather the efficient evaluation and the mathematical and statistical analysis of the enormous amount of data gained by this technology, as these functions are not included in the software provided by the manufacturers of the detection systems. In this work, we focus on the mathematical evaluation and analysis of the data generated by quantitative real-time PCR, the calculation of the final results, the propagation of experimental variation of the measured values to the final results, and the statistical analysis. We developed a Microsoft Excel-based software application coded in Visual Basic for Applications, called Q-Gene, which addresses these points. Q-Gene manages and expedites the planning, performance, and evaluation of quantitative real-time PCR experiments, as well as the mathematical and statistical analysis, storage, and graphical presentation of the data. The Q-Gene software application is a tool to cope with complex quantitative real-time PCR experiments at a high-throughput scale and considerably expedites and rationalizes the experimental setup, data analysis, and data management while ensuring highest reproducibility.

Extension of the Three-Component Model of Commitment to Five Foci1

Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that “high sacrifice” and “low alternatives” were distinguishable subcomponents within the continuance organizational commitment scale. Second, using hierarchical regression analysis, we show that commitments directed to foci other than the organization contribute unique variance in intent to quit the organization, above and beyond organizational commitment. Finally, logistic regression analysis used to examine the relationships between commitment components and actual turnover measured 18 months after among the alumni sample revealed that affective organizational commitment and high sacrifice were the single significant predictors of turnover.

Transactional and Transformational Leadership in Nursing: Structural Validity and Substantive Relationships

Summary: Confirmatory factor analysis in a large sample of nurses (N = 1059) working in Belgium was conducted to examine the dimensionality and nomological validity of Bass's (1985 ) transactional and transformational leadership model. Three transactional factors (Passive and Active management-by-exception, and Contingent reward) and three transformational factors (Charisma, Intellectual stimulation, and Individualized consideration) from the Multifactor Leadership Questionnaire (Form 5X-rater) were examined. Results showed that the six-factor solution displayed the best absolute fit indices. However, because of high interscale correlations and lack of differential relationships with criterion variables, transformational facets and Contingent reward could reasonably be combined to form a single factor, Active leadership. Complementary analyses conducted to detect potential higher-order factors in the MLQ model revealed that Active leadership is best viewed as a second-order factor subsuming transformational and Contingent reward leadership.

Relationship quality and relationship context as antecedents of person- and task-focused interpersonal citizenship behavior

A model hypothesizing relationship quality and relationship context as antecedents of two complementary forms of interpersonal citizenship behavior (ICB) was tested. Measures with coworkers as the frame of reference were used to collect data from 273 individuals working in 2 service-oriented organizations. As hypothesized, variables reflecting relationship quality were associated with person-focused ICB, as mediated by empathic concern. Also as hypothesized, a relationship context variable, network centrality, exhibited a direct relationship with task-focused ICB. Unexpectedly, network centrality was directly associated with person-focused ICB. and empathic concern was associated with task-focused ICB. The results are discussed, and implications for research and practice are offered.

Corrections for range restriction in structured interview ethnic group differences: the values may be larger than researchers thought

Previous studies of standardized ethnic group differences in the employment interview have shown differences to be relatively small. Unfortunately, many researchers conducting interview studies have not considered the issue of range restriction in research design. This omission is likely to lead to underestimates of standardized ethnic group differences (d) when the interview is considered as an initial screening device or used in combination with other initial screening devices. The authors found that 2 forms of a behavioral interview were associated with standardized ethnic group differences of .36 and .56 when corrected for range restriction. These differences are substantially larger than previously thought and demonstrate the importance of considering a variety of study design characteristics in obtaining the appropriate parameter estimates.

Item placement on a personality measure: effects on faking behavior and test measurement properties

Although personality tests are widely used to select applicants for a variety of jobs, there is concern that such measures are fakable. One procedure used to minimize faking has been to disguise the true intent of personality tests by randomizing items such that items measuring similar constructs are dispersed throughout the test. In this study, we examined if item placement does influence the fakability and psychometric properties of a personality measure. Study participants responded to 1 of 2 formats (random vs. grouped items) of a personality test honestly and also under instructions to fake or to behave like an applicant. Results indicate that the grouped item placement format was more fakable for the Neuroticism and Conscientiousness scales. The test with items randomly placed fit the data better within the honest and applicant conditions. These findings demonstrate that the issue of item placement should be seriously considered before administering personality measures because different item presentations may affect the incidence of faking and the psychometric properties of the measure.

Substantive and operational issues of response bias across levels of analysis: an example of climate-satisfaction relationships

Two studies tested whether method variance is present at multiple levels of analysis and whether methodological procedures can minimize its impact. In Study 1, 8,052 employees from 71 hotels completed measures of climate, work environment characteristics, and satisfaction. A comparison of correlations at the individual level, cross-level, cross-level split, aggregate level, and aggregate-split level of analysis revealed that response bias was present across multiple levels. Results suggest that samples should be split in half when cross-level and aggregate correlations are computed to ameliorate response bias problems that arise from individual-level method variance. In Study 2, results indicated that the temporal spacing of measures of climate and satisfaction influenced response bias. Implications and recommendations for future research are discussed.

Eustress at work: the relationship between hope and health in hospital nurses

This study examined the relationship between eustress, the positive response to work demands, and health in 158 hospital nurses. The positive psychological states hope, positive affect, and meaningfulness were used as indicators of eustress, and the psychological state negative affect was used as an indicator of distress. Hope, the belief that one has both the will and the way to accomplish one's goals, had a significant, positive relationship with the perception of health in this sample of hospital nurses.

Analysis of Multitrait-Multioccasion Data: Additive versus Multiplicative Models

The aim of this article is to address the question of whether empirical multitraitmultioccasion data conform more closely to multiplicative models than to additive models. Four additive models and two versions of the multiplicative Direct Product (DP) model (Browne, 1984) are tested. A set of 21 multitrait-multioccasion matrices is analyzed by means of LISREL 8 (Joreskog & Sorbom, 1993). The results obtained across different models are evaluated according to plausibility of solutions and goodness-of-fit. The different good-fitting models are compared in terms of goodness-of-fit and in terms of the conclusions about construct validity derived from the models. Results show that both additive and multiplicative models (specifically the additive Correlated Trait-Correlated Uniqueness model and the multiplicative Composite Direct Product model) usually fit the same MTMO data. Moreover both kinds of models are frequently equivalent in terms of goodness-of-fit. Finally, although general conclusions about construct validity are similar across models, the results obtained suggest that the conclusions about the relevance of each trait and occasion derived from additive and multiplicative models can differ substantially depending on the number of traits and occasions.

Dimension and exercise variance in assessment center scores: a large-scale evaluation of multitrait-multimethod studies

This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of as reflecting dimension constructs (dimension model), exercises (exercise model), or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified as correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more dimension variance was found when fewer dimensions were used and when assessors were psychologists. Use of behavioral checklists, a lower dimension-exercise ratio, and similar exercises also increased dimension variance.

Moderated multiple regression for interactions involving categorical variables: a statistical control for heterogeneous variance across two groups

Moderated multiple regression (MMR) arguably is the most popular statistical technique for investigating regression slope differences (interactions) across groups (e.g., aptitude-treatment interactions in training and differential test score-job performance prediction in selection testing). However, heterogeneous error variances can greatly bias the typical MMR analysis, and the conditions that cause heterogeneity are not uncommon. Statistical corrections that have been developed require special calculations and are not conducive to follow-up analyses that describe an interaction effect in depth. A weighted least squares (WLS) approach is recommended for 2-group studies. For 2-group studies, WLS is statistically accurate, is readily executed through popular software packages (e.g., SAS Institute, 1999; SPSS, 1999), and allows follow-up tests.

Managing Workplace Conflict in the United States and Hong Kong

We propose that managers have norms (standards of appropriate behavior) for resolving conflict, that these norms are culturally based, and that they explain cultural differences in conflict management outcomes. We confirm that the traditionally American norms of discussing parties' interests and synthesizing multiple issues were exhibited more strongly by American managers than by their Hong Kong Chinese counterparts. In addition, we confirm that the traditionally Chinese norms of concern for collective interests and concern for authority appeared more strongly among Hong Kong Chinese managers than among their American counterparts. American managers were more likely than Hong Kong Chinese managers, to resolve a greater number of issues and reach more integrative outcomes, while Hong Kong Chinese managers were more likely to involve higher management in conflict resolution. Culture had a significant effect on whether parties selected an integrative outcome rather than an outcome that involved distribution, compromise, higher management, or no resolution at all. Conflict norms explained the cultural differences that existed between reaching an integrative outcome and reaching an outcome involving distribution, compromise, or higher management; however, conflict norms did not fully explain the cultural differences that existed between reaching an integrative outcome and reaching no resolution. Copyright 2001 Academic Press.

Traditional tests and job simulations: minority and majority performance and test validities

Performance of 565 minority and 414 majority job applicants on traditional paper-and-pencil tests and on a telephone simulation that measured similar constructs was assessed. Models of the measurement characteristics of these 2 test batteries indicated larger subgroup mean differences on the traditional tests than on the simulation. Correlations between traditional tests were lower in the majority sample than in the minority sample, and the variance of the minority candidates' scores on the traditional tests was much larger than the variance of majority applicants' scores on the same measures. The validity of the simulation was lower than the validity of the traditional tests. This study replicates previous laboratory research that has indicated smaller subgroup differences on simulations than on paper-and-pencil tests and extends this research by providing evidence of the relative validity of these 2 types of measures.

Effects of Training Goals and Goal Orientation Traits on Multidimensional Training Outcomes and Performance Adaptability

This research examined the effects of mastery vs. performance training goals and learning and performance goal orientation traits on multidimensional outcomes of training. Training outcomes included declarative knowledge, knowledge structure coherence, training performance, and self-efficacy. We also examined the unique impact of the training outcomes on performance adaptability by predicting generalization to a more difficult and complex version of the task. The experiment involved 60 trainees learning a complex computer simulation over 2 days. The research model posited independent effects for training goals relative to goal orientation traits and independent contributions of training outcomes to the performance adaptability of trainees. The findings were consistent with the proposed model. In particular, self-efficacy and knowledge structure coherence made unique contributions to the prediction of performance adaptability after controlling for prior training performance and declarative knowledge. Implications and extensions are discussed. Copyright 2001 Academic Press.

Achieving desired images while avoiding undesired images: exploring the role of self-monitoring in impression management

A study was conducted to test the hypothesis that high self-monitors more effectively manage impressions than low self-monitors do. Students in work groups indicated the extent to which they used 5 impression-management tactics over the course of a semester-long project. At the project's conclusion, students provided their perceptions of the other members of their group. The relationship between impression management and image favorability was then examined across 339 student-student dyads. The results generally suggest that high self-monitors can use impression-management tactics more effectively than can low self-monitors. In particular, high self-monitors appear to be more adept than low self-monitors at using ingratiation, self-promotion, and exemplification to achieve favorable images among their colleagues.

Personnel selection: looking toward the future--remembering the past

This chapter reviews personnel selection research from 1995 through 1999. Areas covered are job analysis; performance criteria; cognitive ability and personality predictors; interview, assessment center, and biodata assessment methods; measurement issues; meta-analysis and validity generalization; evaluation of selection systems in terms of differential prediction, adverse impact, utility, and applicant reactions; emerging topics on team selection and cross-cultural issues; and finally professional, legal, and ethical standards. Three major themes are revealed: (a) Better taxonomies produce better selection decisions; (b) The nature and analyses of work behavior are changing, influencing personnel selection practices; (c) The field of personality research is healthy, as new measurement methods, personality constructs, and compound constructs of well-known traits are being researched and applied to personnel selection.

Accounting for common method variance in cross-sectional research designs

Cross-sectional studies of attitude-behavior relationships are vulnerable to the inflation of correlations by common method variance (CMV). Here, a model is presented that allows partial correlation analysis to adjust the observed correlations for CMV contamination and determine if conclusions about the statistical and practical significance of a predictor have been influenced by the presence of CMV. This method also suggests procedures for designing questionnaires to increase the precision of this adjustment.

Examination of relationships among trait-like individual differences, state-like individual differences, and learning performance

Several authors (e.g., J.T. Austin & H.J. Klein, 1996; R. Kanfer, 1990b, 1992) have urged researchers to examine comprehensive models of distal individual differences as predictors of proximal motivational processes and performance. Two field studies in an academic setting tested a model of relationships among trait-like individual differences (cognitive ability, general self-efficacy, and goal orientation), state-like individual differences (state anxiety, task-specific self-efficacy, and goals), and learning performance. Most hypothesized relationships among these constructs received support when tested on 2 samples, when examining different performance episodes, and when using different goal orientation and state-anxiety measures. In general, state-like individual differences were found to mediate the relationships between trait-like individual differences and learning performance. Implications of these results are discussed and suggestions for future research are provided.