The Journal of applied psychology
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Meta Analysis
Absence of malice: a meta-analysis of nonresponse bias in counterproductive work behavior research.
Despite the alleged frequency of counterproductive work behavior (CWB) in the population, most samples exhibit exceedingly low base rates. One potential explanation for this incongruence is nonresponse bias, which leads to range restriction in the CWB distribution. ⋯ Our primary findings are that reported response rates for studies containing CWB measures are substantially lower (37%) than response rates reported within the general management literature (53%) and that range restriction is likely present in the CWB literature, resulting in low base rates and attenuated relations to CWB. In addition, tests of publication bias indicated that low response rates are less likely to be reported, and the true response rate within the CWB literature may be considerably lower.
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This study seeks to identify workplace conditions that influence the degree to which employees feel worn out, tired, or on edge attributed to engaging in organizational citizenship behavior (OCB) and also how this phenomenon, which we refer to as citizenship fatigue, is associated with future occurrences of OCB. Using data collected from 273 employees and their peers at multiple points in time, we found that the relationship between OCB and citizenship fatigue depends on levels of perceived organizational support, quality of team-member exchange relationships, and pressure to engage in OCB. ⋯ Finally, supplemental analyses reveal that the relationship between OCB and citizenship fatigue may vary as a function of the specific facet of OCB. We conclude with a discussion of the key theoretical and practical implications of our findings.
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In this research, we examined the role of mindfulness for recovery from work using a daily diary design (N = 121; 5 days; 3 measurement occasions per day). The first goal of the study was to investigate the relationship of mindfulness with sleep quality and the mediating role of psychological detachment from a day-level perspective. A second goal was to extend the process perspective in recovery research beyond the day level and consider systematic change trajectories in recovery variables over the course of the work week and the role of mindfulness in these trajectories. ⋯ Furthermore, an investigation of the role of mindfulness in recovery change trajectories supported the idea that psychological detachment trajectories increase over the work week for individuals low on mindfulness while there was no systematic mean-level change for individuals high on mindfulness. In contrast, sleep quality followed a linear increase from Monday to Friday for all individuals, irrespective of their levels of trait mindfulness. Practical and theoretical implications for the mindfulness and the recovery literature are discussed in conclusion. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
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In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. ⋯ Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
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Meta Analysis
A meta-analysis of the relationship between general mental ability and nontask performance.
Although one of the most well-established research findings in industrial-organizational psychology is that general mental ability (GMA) is a strong and generalizable predictor of job performance, this meta-analytically derived conclusion is based largely on measures of task or overall performance. The primary purpose of this study is to address a void in the research literature by conducting a meta-analysis to determine the direction and magnitude of the correlation of GMA with 2 dimensions of nontask performance: counterproductive work behaviors (CWB) and organizational citizenship behaviors (OCB). Overall, the results show that the true-score correlation between GMA and CWB is essentially 0 (-.02, k = 35), although rating source of CWB moderates this relationship. ⋯ The 2nd purpose of this study is to conduct meta-analytic relative weight analyses to determine the relative importance of GMA and the five-factor model (FFM) of personality traits in predicting nontask and task performance criteria. Results indicate that, collectively, the FFM traits are substantially more important for CWB than GMA, that the FFM traits are roughly equal in importance to GMA for OCB, and that GMA is substantially more important for task and overall job performance than the FFM traits. Implications of these findings for the development of optimal selection systems and the development of comprehensive theories of job performance are discussed along with study limitation and future research directions. (PsycINFO Database Record (c) 2014 APA, all rights reserved).