In response to the Coronavirus disease 2019 (COVID-19) global health pandemic, many employees transitioned to remote work, which included remote meetings. With this sudden shift, workers and the ...media began discussing videoconference fatigue, a potentially new phenomenon of feeling tired and exhausted attributed to a videoconference. In the present study, we examine the nature of videoconference fatigue, when this phenomenon occurs, and what videoconference characteristics are associated with fatigue using a mixed-methods approach. Thematic analysis of qualitative responses indicates that videoconference fatigue exists, often in near temporal proximity to the videoconference, and is affected by various videoconference characteristics. Quantitative data were collected each hour during five workdays from 55 employees who were working remotely because of the COVID-19 pandemic. Latent growth modeling results suggest that videoconferences at different times of the day are related to deviations in employee fatigue beyond what is expected based on typical fatigue trajectories. Results from multilevel modeling of 279 videoconference meetings indicate that turning off the microphone and having higher feelings of group belongingness are related to lower postvideoconference fatigue. Additional analyses suggest that higher levels of group belongingness are the most consistent protective factor against videoconference fatigue. Such findings have immediate practical implications for workers and organizations as they continue to navigate the still relatively new terrain of remote work.
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The psychometric soundness of measures has been a central concern of articles published in the Journal of Applied Psychology (JAP) since the inception of the journal. At the same time, it isn’t clear ...that investigators and reviewers prioritize psychometric soundness to a degree that would allow one to have sufficient confidence in conclusions regarding constructs. The purposes of the present article are to (a) examine current scale development and evaluation practices in JAP; (b) compare these practices to recommended practices, previous practices, and practices in other journals; and (c) use these comparisons to make recommendations for reviewers, editors, and investigators regarding the creation and evaluation of measures including Excel-based calculators for various indices. Finally, given that model complexity appears to have increased the need for short scales, we offer a user-friendly R Shiny app (https://orgscience.uncc.edu/about-us/resources) that identifies the subset of items that maximize a variety of psychometric criteria rather than merely maximizing alpha. (PsycInfo Database Record (c) 2022 APA, all rights reserved) (Source: journal abstract)
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Although interaction hypotheses are increasingly common in our field, many recent articles point out that authors often have difficulty justifying them. The purpose of this article is to describe a ...particular type of interaction: the restricted variance (RV) interaction. The essence of the RV interaction is that, as the value of one variable in a system changes, certain values of another variable in the system become less plausible, thus restricting its variance. This, in turn, influences relationships between that variable and other variables. These types of interactions are quite common, even if they are not recognized as RV interactions, and they exist at every level of analysis. The advantage of the RV interaction is that, as compared with other interaction types, it is relatively simple to justify. The different forms of RV interaction do, however, contain complexities of which a researcher must be aware. This article explains and illustrates the forms that RV interactions can take and their often counterintuitive implications. It also describes how one should go about testing them. Our intention is to help researchers strengthen and focus their interaction arguments.
First-person interviews were conducted virtually on Zoom and recorded on Otter.ai. Participants were recruited at Ohio State University Wexner Medical Center through hospital employee messaging. ......music that lacked these attributes was reported to have a negative impact on individual focus and wellbeing, as well as team efficiency, communication, and cohesion (Table 1). Nurse I will give one instance of like, one example, we occasionally will have surgeons from, like different parts of the hospital come over, you know, like, for collaborative procedure or something like that.
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.
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With changes in musical technology, it is increasingly common for employees to listen to music at work. Research from a wide variety of scientific fields has demonstrated that music affects our ...behavior through various physiological, affective, and cognitive processes. Despite this abundance of research, the organizational sciences have largely ignored the implications of listening to music at work. We draw on self-regulation theory to argue that characteristics of music (i.e., musical key, tempo, complexity, volume) influence job performance through cognitive self-regulatory processes (i.e., executive functions). We explain how music, via its physiological and affective consequences, can influence executive functions, and how, in turn, this impacts various task performance outcomes. We conclude by describing implications for organizations with regard to allowing or even encouraging employees to listen to music at work and offer suggestions for future research.
Mischel's (1973, 1977) theory of situational strength has been used widely within the organizational sciences to help explain why contextual factors moderate predictor-criterion relationships. ...Situational strength interactions represent a particular type known as a restricted variance (RV) interaction (Cortina, Köhler, & Nielsen, 2015). The theory proposes that the strength of a given situation constrains or compresses the variance of the dependent variable, weakening its prediction from other variables. Other theories and models, such as self-determination theory and the job characteristics model, also make implicit references to variance compression based on the level of autonomy in a given situation and to the interactions that this compression creates. It is unclear, however, whether differences in strength (or degree of constraint) actually yield variance differences that are consistent with the theoretical framework. In this meta-analysis, we reviewed 132 articles that imply RV effects, 100 of which allowed for variance comparisons. We found that only a handful of authors explicitly connect their theoretical arguments and interaction hypotheses to changes in variance in the Introduction section of their articles. Moreover, our findings also reveal that, for the most part, variance differences between weak and strong situations are minimal. Where differences exist, they are often in the opposite of the expected direction (i.e., larger variance in "strong" situations). We discuss our findings and their theoretical and practical implications. We also provide recommendations for designing studies and testing for such interactions.
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One of the most important methods that psychological scientists use to understand behavior and cognition is theorizing. Increasingly, theorizing is used to support not only additive hypotheses, but ...also multiplicative ones. And yet, authors often struggle to provide adequate theoretical justifications for multiplicative hypotheses. In the late 1960s and early 1970s, W. Mischel averred that, in "strong" situations, behavior is relatively uniform regardless of one's personality characteristics. In "weak" situations, that is, those that lack clear behavioral expectations, behavior is not constrained by the situation and is free to covary with personality. This is the situational strength interaction, and although this reasoning has been applied to personality-behavior models, we show that it can be used to justify many interaction models in psychology more generally. In some cases, such reasoning may serve to bolster the more traditional interaction arguments. In other cases, it shows that the traditional interaction arguments must be incorrect. In this tutorial, we describe a generalized situation strength phenomenon, called the restricted variance interaction, that can be used to pinpoint the nature, direction, and even the magnitude of many interaction hypotheses in the psychological sciences. We illustrate the value and application of restricted variance reasoning using examples from the workplace mistreatment literature and then extrapolate to several other areas of psychology.
Translational Abstract
One of the most important methods that psychological scientists use to understand behavior and cognition is theorizing. Increasingly, theorizing is used to support interaction hypotheses. An interaction exists if the effect of one variable, X, on another variable, Y, depends on the level of a third variable, Z. Most people are familiar with the notion of a drug interaction (i.e., drug X is helpful unless you are also taking drug Z, in which case X becomes harmful). Such phenomena are common for many psychological variables. And yet, authors often struggle to provide adequate theoretical justifications for these sorts of hypotheses. In the late 1960s and early 1970s, Walter Mischel averred that, in "strong" situations (e.g., wedding ceremonies, funerals), behavior is relatively uniform regardless of one's personality characteristics. In "weak" situations, that is, those that lack clear behavioral expectations, behavior is not constrained by the situation and is free to covary with personality. This is the situational strength interaction, and although this reasoning has been applied to personality-behavior models, we show that it can be used to justify many interaction models in psychology more generally. In some cases, such reasoning may serve to bolster the more traditional interaction arguments. In other cases, it shows that the traditional interaction arguments must be incorrect. In this tutorial, we describe a generalized situation strength phenomenon, called the restricted variance interaction, that can be used to pinpoint the nature, direction, and even the magnitude of many interaction hypotheses in the psychological sciences. We illustrate the value and application of restricted variance reasoning using examples from the workplace mistreatment literature and then extrapolate to several other areas of psychology.
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Counterproductive (or deviant) work behavior and organizational citizenship behavior are often collectively referred to as voluntary work behavior. The current paper examines the effects of ...counterdispositional levels of current counterproductive and citizenship behavior on their respective future levels. We contend that an employee’s trait level of voluntary work behavior acts as a “set point” from which any deviations in the current state level trigger a discrepancy-reducing decrease or increase in the future state level of behavior. We moreover invoke the control theory idea of multiple-goal pursuit by suggesting that, on a given occasion, individuals may respond to a discrepancy in one form of voluntary work behavior (e.g., current counterproductive work behavior) by regulating the other form of voluntary work behavior (e.g., future organizational citizenship behavior) instead of or in addition to the same form of behavior (e.g., future counterproductive work behavior). Multilevel polynomial regression and response surface analysis of data from a large-scale archival experience-sampling method study involving 20,403 measurements of counterproductive and citizenship behavior from 1454 working adults yielded support for these control-theory-based predictions. We conclude by providing suggestions for theoretical and empirical extensions of the current work.
Degrees of Freedom in SEM Cortina, Jose M.; Green, Jennifer P.; Keeler, Kathleen R. ...
Organizational research methods,
07/2017, Volume:
20, Issue:
3
Journal Article
Peer reviewed
Structural equation modeling (SEM) has been a staple of the organizational sciences for decades. It is common to report degrees of freedom (df) for tested models, and it should be possible for a ...reader to recreate df for any model in a published paper. We reviewed 784 models from 75 papers published in top journals in order to understand df-related reporting practices and discover how often reported df matched those that we computed based on the information given in the papers. Among other things, we found that both df and the information necessary to compute them were available about three-quarters of the time. We also found that computed df matched reported df only 62% of the time. Discrepancies were particularly common in structural (as opposed to measurement) models and were often large in magnitude. This means that the models for which fit indices are offered are often different from those described in published papers. Finally, we offer an online tool for computing df and recommendations, the Degrees of Freedom Reporting Standards (DFRS), for authors, reviewers, and editors.
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