The Journal of psychology
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The Journal of psychology · Mar 2013
Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.
Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. ⋯ Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.
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The Journal of psychology · Mar 2013
Collective autonomy and absenteeism within work teams: a team motivation approach.
This study investigates the role of collective autonomy in regard to team absenteeism by considering team potency as a motivational mediator and task routineness as a moderator. The sample consists of 90 work teams (327 members and 90 immediate superiors) drawn from a public safety organization. ⋯ Furthermore, results of hierarchical regression analyses show that task routineness moderates the relationships between collective autonomy and the two indicators of team absenteeism such that these relationships are stronger when the level of task routineness is low. On the whole, this study points out that collective autonomy may exercise a motivational effect on attendance at work within teams, but this effect is contingent on task routineness.
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The Journal of psychology · Sep 2012
Incremental validity of person-organization fit over the Big Five personality measures.
Few studies have provided the validity evidence of a measure of objective person-organization fit (P-O fit) as a selection tool. The present study used a concurrent validation design to examine the criterion-related validity and the incremental validity of a P-O fit measure beyond the validity of the Big Five personality test for predicting job performance (task performance and organizational citizenship behavior) and employee commitment (organizational commitment and supervisory commitment) for a group of high-tech professional employees in Taiwan. Results showed that P-O fit predicted the contextual component of overall job performance and was significantly related to two types of employee commitment. Moreover, P-O fit had an incremental validity beyond that of the personality measures for predicting some of our outcome variables.
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The Journal of psychology · Jan 2012
Comparative StudyIs it lonely at the top? An empirical study of managers' and nonmanagers' loneliness in organizations.
Loneliness is often assumed to be an occupational hazard for senior-ranked members of an organization. However, most of what researchers hear about being "lonely at the top" is anecdote. This article provides empirical evidence from three separate studies assessing loneliness in managers and nonmanagers. ⋯ Managers were no more or less lonely than their nonmanager counterparts. This suggests that factors beyond seniority may be contributing to loneliness in organizational settings. Ideas for future research are discussed.
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The Journal of psychology · Jul 2010
Adaptive and maladaptive perfectionism, adult attachment, and big five personality traits.
The author examined the role of anxiety and avoidance dimensions of attachment and Big Five personality traits in adaptive and maladaptive dimensions of perfectionism among 604 (377 male, 227 female) Turkish university students. The results of 2 separate multiple regression analyses yielded that adaptive perfectionism was significantly predicted by conscientiousness, openness, and extraversion. Maladaptive perfectionism was significantly predicted by the neuroticism, anxiety, and avoidance dimensions of attachment. The authors discuss the implications, limitations, and future directions for research.