The Journal of applied psychology
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This study examines the role of social network ties in the performance and receipt of interpersonal citizenship behavior (ICB), one form of organizational citizenship behavior (OCB). A field study involving 141 employees of a manufacturing firm provided evidence that social network ties are related to the performance and receipt of ICB. ⋯ These relationships were significant when controlling for job satisfaction, commitment, procedural justice, hierarchical level, demographic similarity, and job similarity. Implications and directions for future research are addressed.
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The authors developed a model of team empowerment as an emergent state linking inputs (I) with processes (P) and, thereby, with outcomes (O) in the context of an expanded team IPO framework. Using survey responses from 452 members of 121 empowered service technician teams, along with archival quantitative performance and customer satisfaction criteria, the authors tested the model using structural equation modeling techniques. ⋯ Specifically, empowerment partially mediated the influences of various inputs on team processes, whereas team processes fully mediated the influence of empowerment on outcomes. Directions for future research and application are discussed.
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Recent research suggests multidimensional forced-choice (MFC) response formats may provide resistance to purposeful response distortion on personality assessments. It remains unclear, however, whether these formats provide normative trait information required for selection contexts. The current research evaluated score correspondences between an MFC format measure and 2 Likert-type measures in honest and instructed-faking conditions. ⋯ Under faking conditions, the MFC measure showed less score inflation than the Likert measure at the group level of analysis. In the individual-level analyses, however, the MFC measure was as affected by faking as was the Likert measure. Results suggest the MFC format is not a viable method to control faking.
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The authors tested a model, inspired by affective events theory (H. M. Weiss & R. ⋯ Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction. Moreover, trait hostility moderated the interpersonal justice-state hostility relation such that perceived injustice was more strongly related to state hostility for individuals high in trait hostility.
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The influence of task interdependence on the importance attributed to organizational citizenship behavior (OCB) in evaluations of employee performance was investigated in 3 studies. In Study 1,238 undergraduates were exposed to a task interdependence manipulation and a unit-level performance manipulation and provided citizenship ratings. ⋯ The results suggest task interdependence may affect the importance attributed to OCB by evaluators. Implications of these results are explored.