PurposeThis study examines whether inclusion values predict organizational outcomes through media... more PurposeThis study examines whether inclusion values predict organizational outcomes through mediating effects of inclusive HR practices and investigates whether intellectual (human and social) capital serves as a contingency variable in moderating the relationship between practices and outcomes.Design/methodology/approachOrganizational-level data were collected from 79 senior-level executives. Hypotheses were examined via regression analyses and the product-of-coefficients approach was used to test for indirect and conditional indirect effects.FindingsThis study found a positive relationship between inclusion values and inclusive HR practices and between inclusive HR practices and organization-level outcomes. Inclusive HR practices mediated the relationship between values and outcomes and intellectual capital moderated the relationship between practices and outcomes, such that inclusive HR practices played a greater role in augmenting outcomes for organizations with lower intellectu...
We develop a theoretically based 10-item measure of work group inclusion comprised of two compone... more We develop a theoretically based 10-item measure of work group inclusion comprised of two components (belongingness and uniqueness) and use this measure to empirically test the nomological network of work group inclusion developed by Shore et al. In Phase 1, we use two samples of full-time employees to develop and refine items as well as establish content validity. In Phase 2, we demonstrate convergent, discriminant, and incremental validity with both conceptually related and unrelated constructs. In Phase 3, we use data from an additional sample of employees and supervisors to test criterion-related validity and mediation by examining the multilevel relationships between inclusion and important antecedents and outcomes. Across the three phases of our study, the results demonstrate support not only for the factor structure, reliability, and validity of our work group inclusion measure but also for a theoretical model in which the construct of inclusion has important implications for...
Purpose – The purpose of this paper is to examine how psychological diversity climate and leader ... more Purpose – The purpose of this paper is to examine how psychological diversity climate and leader inclusiveness relate to an employee’s self-reported propensity to engage in helping behaviors toward the leader or work group. The authors also tested whether these elements operate differently for women and racioethnic minorities. Design/methodology/approach – A sample of 534 respondents completed electronic surveys. Hypotheses were tested with hierarchical multiple regression. Findings – Results indicate a positive relationship between leader inclusiveness and leader-directed and work group-directed helping behaviors, particularly when accompanied by a positive psychological diversity climate. These relationships were stronger for racioethnic minorities and women relative to racioethnic majority members and men for leader-directed helping. Research limitations/implications – Data were self-report. Future research should incorporate data from other sources and additional outcomes. Pract...
To log or not to log: Bootstrap as an alternative to parametric estimation of moderation effects ... more To log or not to log: Bootstrap as an alternative to parametric estimation of moderation effects in the presence of skewed dependent variables. Organizational Research Methods, 3, 167-185.
Fleishman (1988) described biodata selection technology as among the most promising avenues for g... more Fleishman (1988) described biodata selection technology as among the most promising avenues for generation of new knowledge in personnel selection. However, researchers generally hold biodata selection systems in low regard due to its perceived atheoretical nature. Further, surveys indicate biodata is used in less than 5% of personnel selection decisions. We argue that biodata systems are no more atheoretical than other popular selection technologies. We review aspects of biodata instruments that make them unique among selection devices and biodata theory as embodied in the ecology model (Mumford, Stokes, & Owens, 1990) before offering two extensions. First, we propose to extend the ecology model by focusing on negative life events, reviewing diverse literatures addressing affective and cognitive reactions to these events. Second, an individual difference variable labeled "moxie" is proposed as a key mediator and/or moderator of latent negative life event-job performance relationships. Specific directions for needed research are presented.
alternative to parametric estimation of moderation effects in the presence of skewed dependent va... more alternative to parametric estimation of moderation effects in the presence of skewed dependent variables. Organizational Research Methods, 3, 167-185. Author Note
Http Dx Doi Org 10 1207 S15327043hup1801_1, Nov 13, 2009
This study examined the association of work attitudes (job satisfaction, organizational commitmen... more This study examined the association of work attitudes (job satisfaction, organizational commitment, and job involvement) with job analysis ratings. The relation between work attitudes and job analysis ratings was examined relative to rating scale type (frequency ...
This document is disseminated under the sponsorship of the U.S. Department of Transportation in t... more This document is disseminated under the sponsorship of the U.S. Department of Transportation in the interest of information exchange. The United States Government assumes no liability for the contents thereof. ___________ This publication and all Office of Aerospace Medicine technical reports are available in full-text from the Civil Aerospace Medical Institute's publications Web site: www.faa.gov/go/oamtechreports i
Assessment centers are widely believed to have relatively small standardized subgroup differences... more Assessment centers are widely believed to have relatively small standardized subgroup differences (d). However, no meta-analytic review to date has examined ds for assessment centers. The authors conducted a meta-analysis of available data and found an overall Black-White d of 0.52, an overall Hispanic-White d of 0.28, and an overall male-female d of -0.19. Consistent with our expectations, results suggest that Black-White ds in assessment center data may be larger than was previously thought. Hispanic-White comparisons were smaller than were Black-White comparisons. Females, on average, scored higher than did males in assessment centers. As such, assessment centers may be associated with more adverse impact against Blacks than is portrayed in the literature, but the predictor may have less adverse impact and be more "diversity friendly" for Hispanics and females.
Personality and Individual Differences, Nov 1, 2006
This study examined relationships among Big Five personality dimensions, cognitive ability, and t... more This study examined relationships among Big Five personality dimensions, cognitive ability, and training performance in a sample of 370 Marines attending Marine Corps’ recruiter training. Several Big Five dimensions (Extraversion, Openness to Experience, Conscientiousness) significantly predicted performance on simulation-based training criteria but did not predict training performance on paper and pencil exams. The results indicated the importance of assessing personality
Theory and empirical evidence suggest cognitive factors are viable predictors of performance of a... more Theory and empirical evidence suggest cognitive factors are viable predictors of performance of air traffic controller functions. Non-cognitive predictors historically played a secondary role in U.S. air traffic controller selection, but have earned renewed interest in other employment contexts. This chapter presents an overview of two important non-cognitive predictors of job performance: biographical information (biodata) and personality measures. Each predictor domain will be briefly reviewed and practical guidelines for future selection practice offered. Non-Cognitive Predictors of Air Traffic Controller Performance Cognitive tests yield among the highest criterion-related validities available in personnel selection settings. Unfortunately, reliance on cognitive ability tests may not capture the whole performance picture. Use of cognitive predictors has well documented adverse impact against minority groups. Continued sole reliance on cognitive predictors as employment screens in an increasingly diverse work force may serve to stifle diversity and violate Federal equal opportunity regulations. Non-cognitive predictors promise comparable criterion validities in personnel selection though they are used infrequently relative to cognitive predictors. Research suggests non-cognitive selection devices display meaningful incremental criterion-related validities in combination with cognitive ability predictors. This chapter discusses the merits of including two non-cognitive predictors in the air traffic controller selection process: biographical information (biodata) and personality. Literature addressing both predictors will be briefly reviewed, with particular emphasis given to findings reported with air traffic controllers. Practical guidelines for biodata and personality inventory use in air traffic controller selection are presented. Biodata Biodata is a paper and pencil selection technique using questions focusing on previous life experiences presumed to causally influence personal development. This assumption is implicit in the "consistency principle," which argues that the best predictor of future behavior is past behavior (Owens, 1976, Wernimont & Campbell, 1968). Items included on biodata inventories typically emphasize the magnitude or frequency of a
PurposeThis study examines whether inclusion values predict organizational outcomes through media... more PurposeThis study examines whether inclusion values predict organizational outcomes through mediating effects of inclusive HR practices and investigates whether intellectual (human and social) capital serves as a contingency variable in moderating the relationship between practices and outcomes.Design/methodology/approachOrganizational-level data were collected from 79 senior-level executives. Hypotheses were examined via regression analyses and the product-of-coefficients approach was used to test for indirect and conditional indirect effects.FindingsThis study found a positive relationship between inclusion values and inclusive HR practices and between inclusive HR practices and organization-level outcomes. Inclusive HR practices mediated the relationship between values and outcomes and intellectual capital moderated the relationship between practices and outcomes, such that inclusive HR practices played a greater role in augmenting outcomes for organizations with lower intellectu...
We develop a theoretically based 10-item measure of work group inclusion comprised of two compone... more We develop a theoretically based 10-item measure of work group inclusion comprised of two components (belongingness and uniqueness) and use this measure to empirically test the nomological network of work group inclusion developed by Shore et al. In Phase 1, we use two samples of full-time employees to develop and refine items as well as establish content validity. In Phase 2, we demonstrate convergent, discriminant, and incremental validity with both conceptually related and unrelated constructs. In Phase 3, we use data from an additional sample of employees and supervisors to test criterion-related validity and mediation by examining the multilevel relationships between inclusion and important antecedents and outcomes. Across the three phases of our study, the results demonstrate support not only for the factor structure, reliability, and validity of our work group inclusion measure but also for a theoretical model in which the construct of inclusion has important implications for...
Purpose – The purpose of this paper is to examine how psychological diversity climate and leader ... more Purpose – The purpose of this paper is to examine how psychological diversity climate and leader inclusiveness relate to an employee’s self-reported propensity to engage in helping behaviors toward the leader or work group. The authors also tested whether these elements operate differently for women and racioethnic minorities. Design/methodology/approach – A sample of 534 respondents completed electronic surveys. Hypotheses were tested with hierarchical multiple regression. Findings – Results indicate a positive relationship between leader inclusiveness and leader-directed and work group-directed helping behaviors, particularly when accompanied by a positive psychological diversity climate. These relationships were stronger for racioethnic minorities and women relative to racioethnic majority members and men for leader-directed helping. Research limitations/implications – Data were self-report. Future research should incorporate data from other sources and additional outcomes. Pract...
To log or not to log: Bootstrap as an alternative to parametric estimation of moderation effects ... more To log or not to log: Bootstrap as an alternative to parametric estimation of moderation effects in the presence of skewed dependent variables. Organizational Research Methods, 3, 167-185.
Fleishman (1988) described biodata selection technology as among the most promising avenues for g... more Fleishman (1988) described biodata selection technology as among the most promising avenues for generation of new knowledge in personnel selection. However, researchers generally hold biodata selection systems in low regard due to its perceived atheoretical nature. Further, surveys indicate biodata is used in less than 5% of personnel selection decisions. We argue that biodata systems are no more atheoretical than other popular selection technologies. We review aspects of biodata instruments that make them unique among selection devices and biodata theory as embodied in the ecology model (Mumford, Stokes, & Owens, 1990) before offering two extensions. First, we propose to extend the ecology model by focusing on negative life events, reviewing diverse literatures addressing affective and cognitive reactions to these events. Second, an individual difference variable labeled "moxie" is proposed as a key mediator and/or moderator of latent negative life event-job performance relationships. Specific directions for needed research are presented.
alternative to parametric estimation of moderation effects in the presence of skewed dependent va... more alternative to parametric estimation of moderation effects in the presence of skewed dependent variables. Organizational Research Methods, 3, 167-185. Author Note
Http Dx Doi Org 10 1207 S15327043hup1801_1, Nov 13, 2009
This study examined the association of work attitudes (job satisfaction, organizational commitmen... more This study examined the association of work attitudes (job satisfaction, organizational commitment, and job involvement) with job analysis ratings. The relation between work attitudes and job analysis ratings was examined relative to rating scale type (frequency ...
This document is disseminated under the sponsorship of the U.S. Department of Transportation in t... more This document is disseminated under the sponsorship of the U.S. Department of Transportation in the interest of information exchange. The United States Government assumes no liability for the contents thereof. ___________ This publication and all Office of Aerospace Medicine technical reports are available in full-text from the Civil Aerospace Medical Institute's publications Web site: www.faa.gov/go/oamtechreports i
Assessment centers are widely believed to have relatively small standardized subgroup differences... more Assessment centers are widely believed to have relatively small standardized subgroup differences (d). However, no meta-analytic review to date has examined ds for assessment centers. The authors conducted a meta-analysis of available data and found an overall Black-White d of 0.52, an overall Hispanic-White d of 0.28, and an overall male-female d of -0.19. Consistent with our expectations, results suggest that Black-White ds in assessment center data may be larger than was previously thought. Hispanic-White comparisons were smaller than were Black-White comparisons. Females, on average, scored higher than did males in assessment centers. As such, assessment centers may be associated with more adverse impact against Blacks than is portrayed in the literature, but the predictor may have less adverse impact and be more "diversity friendly" for Hispanics and females.
Personality and Individual Differences, Nov 1, 2006
This study examined relationships among Big Five personality dimensions, cognitive ability, and t... more This study examined relationships among Big Five personality dimensions, cognitive ability, and training performance in a sample of 370 Marines attending Marine Corps’ recruiter training. Several Big Five dimensions (Extraversion, Openness to Experience, Conscientiousness) significantly predicted performance on simulation-based training criteria but did not predict training performance on paper and pencil exams. The results indicated the importance of assessing personality
Theory and empirical evidence suggest cognitive factors are viable predictors of performance of a... more Theory and empirical evidence suggest cognitive factors are viable predictors of performance of air traffic controller functions. Non-cognitive predictors historically played a secondary role in U.S. air traffic controller selection, but have earned renewed interest in other employment contexts. This chapter presents an overview of two important non-cognitive predictors of job performance: biographical information (biodata) and personality measures. Each predictor domain will be briefly reviewed and practical guidelines for future selection practice offered. Non-Cognitive Predictors of Air Traffic Controller Performance Cognitive tests yield among the highest criterion-related validities available in personnel selection settings. Unfortunately, reliance on cognitive ability tests may not capture the whole performance picture. Use of cognitive predictors has well documented adverse impact against minority groups. Continued sole reliance on cognitive predictors as employment screens in an increasingly diverse work force may serve to stifle diversity and violate Federal equal opportunity regulations. Non-cognitive predictors promise comparable criterion validities in personnel selection though they are used infrequently relative to cognitive predictors. Research suggests non-cognitive selection devices display meaningful incremental criterion-related validities in combination with cognitive ability predictors. This chapter discusses the merits of including two non-cognitive predictors in the air traffic controller selection process: biographical information (biodata) and personality. Literature addressing both predictors will be briefly reviewed, with particular emphasis given to findings reported with air traffic controllers. Practical guidelines for biodata and personality inventory use in air traffic controller selection are presented. Biodata Biodata is a paper and pencil selection technique using questions focusing on previous life experiences presumed to causally influence personal development. This assumption is implicit in the "consistency principle," which argues that the best predictor of future behavior is past behavior (Owens, 1976, Wernimont & Campbell, 1968). Items included on biodata inventories typically emphasize the magnitude or frequency of a
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