Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences examines the vast amount of work that has been done on organizational citizenship behavior (OCB) in recent years as it ...has increasingly evoked interest among researchers in organizational psychology. No doubt some of this interest can be attributed to the long-held intuitive sense that job satisfaction matters. Authors Dennis W. Organ, Philip M. Podsakoff, and Scott B. MacKenzie offer conceptual insight as they build upon the various works that have been done on the subject and seek to update the record about OCB.
Several reviews have been critical of the degree to which scales in industrial/organizational psychology and organizational behavior adequately reflect the content of their construct. One potential ...reason for that circumstance is a tendency for scholars to focus less on content validation than on other validation methods (e.g., establishing reliability, performing convergent, discriminant, and criterion-related validation, and examining factor structure). We provide clear evaluation criteria for 2 commonly used content validation approaches: Anderson and Gerbing (1991) and Hinkin and Tracey (1999). To create those guidelines, we gathered all new scales introduced in Journal of Applied Psychology, Academy of Management Journal, Personnel Psychology, and Organizational Behavior and Human Decision Processes from 2010 to 2016. We then subjected those 112 scales to Anderson and Gerbing's (1991) and Hinkin and Tracey's (1999) approaches using 6,240 participants from Amazon's Mechanical Turk with detailed, transparent, and replicable instructions. For both approaches, our results provide evaluation criteria for definitional correspondence-the degree to which a scale's items correspond to the construct's definition-and definitional distinctiveness-the degree to which a scale's items correspond more to the construct's definition than to the definitions of other orbiting constructs.
In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and ...organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB during 4 main periods: the early years (1917-1949), the middle 20th century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present). Within each period, we discuss key historical and societal events that influenced the development of the science of CCIO/OB, major trends in research on CCIO/OB in the field in general and JAP in particular, and important milestones and breakthroughs achieved. We highlight pitfalls in research on CCIO/OB and opportunities for growth. We conclude with recommendations for the next 100 years of CC IO/OB research in JAP and beyond.
In a century of research published in the Journal of Applied Psychology, we have seen significant advances in our science. The results of this science have broad applications to the workplace and ...implications for improving organizational effectiveness through a variety of avenues. Research has focused on understanding constructs, relationships, and processes at multiple levels, including individual, team, and organizational. A plethora of research methods and questions have driven this work, resulting in a nuanced understanding of what matters in the workplace. In this paper, we synthesize the most salient discoveries, findings, and/or conclusions in 19 domains. We seek to summarize the progress that has been made and highlight the most salient directions for future work such that the next century of research in industrial and organizational psychological science can be as impactful as the first century has been.
A persistent concern in the management and applied psychology literature is the effect of common method variance on observed relations among variables. Recent work (i.e., Richardson, Simmering, & ...Sturman, 2009) evaluated 3 analytical approaches to controlling for common method variance, including the confirmatory factor analysis (CFA) marker technique. Their findings indicated significant problems with this technique, especially with nonideal marker variables (those with theoretical relations with substantive variables). Based on their simulation results, Richardson et al. concluded that not correcting for method variance provides more accurate estimates than using the CFA marker technique. We reexamined the effects of using marker variables in a simulation study and found the degree of error in estimates of a substantive factor correlation was relatively small in most cases, and much smaller than error associated with making no correction. Further, in instances in which the error was large, the correlations between the marker and substantive scales were higher than that found in organizational research with marker variables. We conclude that in most practical settings, the CFA marker technique yields parameter estimates close to their true values, and the criticisms made by Richardson et al. are overstated.
Work Engagement Bakker, Arnold B; Leiter, Michael P
2010, 20100405, 2010-03-12, 2010-04-05
eBook
This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work.
The book begins by defining work ...engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques.
Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.
Leiter, Bakker, Work Engagement: State of the Art. Schaufeli, Bakker, Defining and Measuring Work Engagement: Bringing Clarity to the Concept. Sonnentag, Dormann, Demerouti, Not All Days are Created Equal: The Concept of State Work Engagement. Taris, Schaufeli, Shimazu, The Push and Pull of Work: The Differences between Workaholism and Work Engagement. Sweetman, Lutgans, The Power of Positive Psychology: Psychological Capital and Work Engagement. Shirom, Feeling Energetic at Work: On Vigor's Antecendents. Hakanen, Roodt, Using the Job-Demands-Resources Model to Predict Engagement: Analysing a Conceptual Model. Halbesleben, A Meta-analysis of Work Engagement: Relationships with Burnout, Demands, Resources and Consequences. Salanova, Schaufeli, Xanthopoulou, Bakker, The Gain Spiral of Resources and Work Engagement: Sustaining a Positive Worklife. Spreitzer, Lam, Fritz, Engagement and Human Thriving: Complementary Perspectives on Energy and Connections to Work. Demerouti, Cropanzano, From Thought to Action: Employee Work Engagement And Job Performance. Leiter, Maslach, Building Engagement: The Design and Evaluation of Interventions. Bakker, Leiter, Where To Go From Here: Integration and Future Research on Work Engagement.
"This volume is outstanding and absolutely innovative. The recent evolution in the field calls for the publication of a thorough and complete overview, as offered in this volume. This book has the potential to become a landmark text in this new and increasingly important field." - Hans De Witte, Research Group Work, Organisational and Personnel Psychology, Department of Pychology, K.U. Leuven, Belgium
"Work Engagement: A Handbook of Essential Theory and Research provides a comprehensive examination of the work engagement construct. It provides enough background information to serve as an advance primer to the topic area. Yet it also provides enough novel empirical work to be of interest to those already familiar with the topic. I believe it would be a valuable resource for anyone interested in the systematic study and development of work engagement." - David J. Woehr, Professor of Management, The University of Tennessee, Knoxville, USA
"The editors have included the latest thinking and research findings in this collection. This volume is timely, research based, links well with emerging concepts in positive psychology, includes new concepts such as state work engagement and vigor, and offers practical applications for those committed to making workplaces more effective. A must read for anyone interested in the current state of our understanding of work engagement" – Ronald J. Burke, Professor of Organizational Behaviour, Sculick School of Business, York University, Canada
"This is an excellent collection of chapters on the topic of work engagement, written by the European and US leaders in the area. It offers thoughtful and fascinating perspectives on a topic of great interest to all who care about creating or working in healthy workplaces. Overall, this book provides an excellent review of knowledge on the fundamental topic of work engagement ." – Michael West, Aston Business School, UK
Arnold B. Bakker is full professor at the Department of Work and Organizational Psychology at Erasmus University Rotterdam, The Netherlands. His research interests include positive organizational behavior (e.g., flow and engagement at work, performance), burnout, crossover of work-related emotions, and serious games on organizational phenomena.
Michael P. Leiter is Canada Research Chair in Organizational Health and Professor of Psychology at Acadia University and Director of the Center for Organizational Research & Development that applies high quality research methods to human resource issues. He is actively involved as a consultant on occupational issues in Canada, the USA, and Europe.
Integrity tests have become a prominent predictor within the selection literature over the past few decades. However, some researchers have expressed concerns about the criterion-related validity ...evidence for such tests because of a perceived lack of methodological rigor within this literature, as well as a heavy reliance on unpublished data from test publishers. In response to these concerns, we meta-analyzed 104 studies (representing 134 independent samples), which were authored by a similar proportion of test publishers and non-publishers, whose conduct was consistent with professional standards for test validation, and whose results were relevant to the validity of integrity-specific scales for predicting individual work behavior. Overall mean observed validity estimates and validity estimates corrected for unreliability in the criterion (respectively) were .12 and .15 for job performance, .13 and .16 for training performance, .26 and .32 for counterproductive work behavior, and .07 and .09 for turnover. Although data on restriction of range were sparse, illustrative corrections for indirect range restriction did increase validities slightly (e.g., from .15 to .18 for job performance). Several variables appeared to moderate relations between integrity tests and the criteria. For example, corrected validities for job performance criteria were larger when based on studies authored by integrity test publishers (.27) than when based on studies from non-publishers (.12). In addition, corrected validities for counterproductive work behavior criteria were larger when based on self-reports (.42) than when based on other-reports (.11) or employee records (.15).
