Policy capturing is a widely used technique, but the temporal stability of policy-capturing judgments has long been a cause for concern. This article emphasizes the importance of reporting ...reliability, and in particular test-retest reliability, estimates in policy-capturing studies. We found that only 164 of 955 policy-capturing studies (i.e., 17.17%) reported a test-retest reliability estimate. We then conducted a reliability generalization meta-analysis on policy-capturing studies that did report test-retest reliability estimates—and we obtained an average reliability estimate of .78. We additionally examined 16 potential methodological and substantive antecedents to test-retest reliability (equivalent to moderators in validity generalization studies). We found that test-retest reliability was robust to variation in 14 of the 16 factors examined but that reliability was higher in paper-and-pencil studies than in web-based studies and was higher for behavioral intention judgments than for other (e.g., attitudinal and perceptual) judgments. We provide an agenda for future research. Finally, we provide several best-practice recommendations for researchers (and journal reviewers) with regard to (a) reporting test-retest reliability, (b) designing policy-capturing studies for appropriate reportage, and (c) properly interpreting test-retest reliability in policy-capturing studies.
The current paper was motivated by previous results (Meyer et al. Journal of Management, 40, 1010–1041, 2014) that appeared to contradict the popular idea that “strong” situations weaken the impact ...of personality on job performance. We extend situational strength theory by contending that, when a strong situation blocks one outlet for poor performance (e.g., low task performance), employees predisposed toward such behavior experience negative affect. They then displace their negative behavior to a second outlet (e.g., counterproductive work behavior), thereby strengthening their predispositions, unless that second outlet, too, is blocked by a strong situation. We then test this assertion using a two-wave survey (N = 369), analyzed using dual-stage moderated mediation. Results indicate strong support for this assertion vis-à-vis the personality traits of conscientiousness and agreeableness, thereby replicating and extending Meyer et al.’s (Journal of Management, 40, 1010–1041, 2014) seemingly anomalous results. However, results indicate weaker support vis-à-vis a third personality trait, emotional stability, which has a weaker bivariate relationship with counterproductive work behavior. The extended situational strength theory suggests important avenues for future research as well as practical guidelines for avoiding unintended consequences when applying strong situations in organizations.
Foresight for ethical AI Dorton, Stephen L; Ministero, Lauren M; Alaybek, Balca ...
Frontiers in artificial intelligence,
07/2023, Letnik:
6
Journal Article
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There is growing expectation that artificial intelligence (AI) developers foresee and mitigate harms that might result from their creations; however, this is exceptionally difficult given the ...prevalence of emergent behaviors that occur when integrating AI into complex sociotechnical systems. We argue that Naturalistic Decision Making (NDM) principles, models, and tools are well-suited to tackling this challenge. Already applied in high-consequence domains, NDM tools such as the premortem, and others, have been shown to uncover a
set of risks of underlying factors that would lead to ethical harms. Such NDM tools have already been used to develop AI that is more trustworthy and resilient, and can help avoid unintended consequences of AI built with noble intentions. We present predictive policing algorithms as a use case, highlighting various factors that led to ethical harms and how NDM tools could help foresee and mitigate such harms.
Situational strength is considered one of the most important situational forces at work because it can attenuate the personality-performance relationship. Although organizational scholars have ...studied the consequences of situational strength, they have paid little attention to its antecedents. To address this gap, the current study focused on situational strength cues from different social sources as antecedents of overall situational strength at work. Specifically, we examined how employees combine situational strength cues emanating from three social sources (i.e., coworkers, the immediate supervisor, and top management). Based on field theory, we hypothesized that the effect of situational strength from coworkers and immediate supervisors (i.e., proximal sources of situational strength) on employees' perceptions of overall situational strength on the job would be greater than the effect of situational strength from the top management (i.e., the distal source of situational strength). We also hypothesized that the effect of situational strength from the distal source would be mediated by the effects of situational strength from the proximal sources. Data from 363 full-time employees were collected at two time points with a cross-lagged panel design. The former hypothesis was supported for one of the two situational strength facets studied. The latter hypothesis was fully supported.
This paper provides insights into how 17 community-based organizations (CBOs) recruited, trained, and retained educators in pregnancy prevention program implementations for underserved adolescents in ...different areas of the United States. The paper also highlights problems and potential solutions associated with these practices. The study adopted a qualitative descriptive framework. We conducted 41 interviews with leaders and educators of CBOs and conducted qualitative content analysis of the interview data integrating deductive and inductive coding approaches. We found that a commonly emphasized recruitment and selection challenge was finding qualified candidates for short-term project-based employment. Interviewees highlighted limitations of curriculum training in preparing novice educators for program implementation and shared their strategies to overcome these limitations. Post-onboarding professional development opportunities were available for long-term educators, but not for short-term project-based educators. Educators reported receiving sufficient support from their organizations and coworkers to perform their jobs and maintain their well-being. Although none of the educators desired to leave their roles, they shared potential reasons for turnover, such as project-based employment and a desire to explore different career paths. We align the study findings with best practices proposed in the adolescent health education and human resources literatures and present a set of recommendations. Researchers interested in adolescent pregnancy prevention program implementation and organizations that plan to implement programs can benefit from the findings and recommendations presented in this article.
The current paper proposed individual differences in judgment and decision-making (JDM)—namely, the skill associated with recognizing social norms, decision-making styles, and risk–benefit ...perceptions—as a novel set of predictors of counterproductive work behavior (CWB). We hypothesized that the skill associated with recognizing social norms, rational decision-making style, and perceived riskiness of unethical behavior would be related negatively to CWB, whereas the avoidant decision-making style, spontaneous decision-making style, and perceived benefits of unethical behavior would be related positively to CWB. Moreover, we hypothesized that JDM-focused individual differences would exhibit incremental validity above and beyond the traditional individual difference predictors of CWB (personality, trait affect, and cognitive ability). Results from three independent samples provided strong support for the hypotheses. The strongest predictor of CWB was individual differences in perceived benefits of unethical behavior (meta-analytic correlation across the three samples = .487). This result suggests a simple insight, yet one almost completely missing from the existing CWB literature: People who believe unethical behavior is likely to benefit them will tend to enact more CWB than those who do not. Additionally, across the three samples, the novel JDM-focused individual difference predictors performed well in comparison to the traditional individual difference predictors, suggesting their usefulness to research and practice. We therefore suggest several avenues for future research on JDM-focused individual differences as predictors of CWB. Additionally, vis-à-vis practical implications, we discuss the possibility of using JDM-focused individual differences in employee selection and organizational intervention contexts with the aim of reducing CWB.
We begin by charting the evolution of the dominant perspective on job performance from one that viewed performance as static to one that viewed it as dynamic over long timeframes (e.g., months, ...years, decades) to one that views it as dynamic over not just long but also short timeframes (e.g., minutes, hours, days, weeks)-and that accordingly emphasizes the within-person level of analysis. The remainder of the article is devoted to the newer, short-timeframe research on within-person variability in job performance. We emphasize personality states and affective states as motivational antecedents. We provide accessible reviews of relevant theories and highlight the convergence of theorizing across the personality and affect antecedent domains. We then focus on several major avenues for future research. Finally, we discuss the implications of these perspectives for personnel selection and performance management in organizations as well as for employees aiming to optimize their job performance.
Climate strength is often included in organizational climate models, however, its role in such models remains unclear. We propose that the inconsistent findings regarding the effects of climate ...strength are due in part to its complicated relationship with climate level. Specifically, we propose that the relationship between level and strength is heteroscedastic and nonlinear due to restricted variance (RV) and potential leniency bias in climate ratings. We examine how this relationship between level and strength affects relations between climate strength and work-related outcomes, as well as the implications that this has for bilinear interactions between level and strength. In this meta-analysis, we analyzed 81 independent samples from 77 articles and find support for a heteroscedastic, curvilinear relationship between climate level and climate strength, consistent with the notion that variance compression and leniency bias are present in climate ratings. With regard to the three proposed roles of climate strength in organizational models, we find some support for an additive effect of strength on outcomes, but only at high levels of climate level, and little support for strength as a bilinear moderator of level-outcome relations or for strength as a nonlinear predictor of outcomes. We do find, however, some support for nonlinear interaction effects between level and strength. We discuss implications of our findings for the role of climate strength in future research and for multilevel theory in general.
We conducted a meta‐analysis to examine the relations of individual differences in reflective (or rational) and intuitive thinking styles with workplace task performance. We meta‐analyzed 113 effect ...sizes from 71 independent samples (N = 11,713). Results indicate that reflective thinking style has a positive and non‐zero meta‐analytic relation with task performance (ρ = .213). This positive relation is stronger in environments characterized by higher task complexity, greater importance of creativity and innovation for work tasks, and higher time pressure associated with work tasks. Intuitive thinking style, conversely, has a very small but positive meta‐analytic relation with task performance (ρ = .051), and this relation is stronger in environments characterized by higher task complexity. Finally, incremental validity analyses reveal that reflective thinking style explains unique variance in task performance, beyond conscientiousness and intelligence (general mental ability). Overall, this meta‐analysis demonstrates that reflective thinking style is an important antecedent to task performance.
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