The Importance of Time Congruity in the Organisation.

In 1991 Kaufman, Lane, and Lindquist proposed that time congruity in terms of an individual's time preferences and the time use methods of an organisation would lead to satisfactory performance and enhancement of quality of work and general life. The research reported here presents a study which uses commensurate person and job measures of time personality in an organisational setting to assess the effects of time congruity on one aspect of work life, job-related affective well-being. Results show that time personality and time congruity were found to have direct effects on well-being and the influence of time congruity was found to be mediated through time personality, thus contributing to the person–job (P–J) fit literature which suggests that direct effects are often more important than indirect effects. The study also provides some practical examples of ways to address some of the previously cited methodological issues in P–J fit research

Complementarity of information sent via different bases

We discuss quantitatively the complementarity of information transmitted by a quantum system prepared in a basis state in one out of several different mutually unbiased bases (MUBs). We obtain upper bounds on the information available to a receiver who has no knowledge of which MUB was chosen by the sender. These upper bounds imply a complementarity of information encoded via different MUBs and ultimately ensure the security in quantum key distribution protocols.Comment: 9 pages, references adde

The Resilient Organization: A Meta-Analysis of the Effect of Communication on Team Diversity and Team Performance

The Input-Process-Output framework is adopted to examine the impact of diversity attributes (the input) on communication (the process) and their influence on performance (the output), to understand the internal group/team working mechanisms of organizational resilience. A meta-analysis of 174 correlations from 35 empirical studies undertaken over 35 years (1982-2017) showed that members of a team who have different experiences are more likely to share information and communicate openly when they deal with a task that requires collaboration outside the team. This supports the view that organizations are more resilient by being more closely connected with the external environment. Differences in social categories tend to favor openness of communication, especially in the case of age diversity and race/ethnicity diversity. An increase in openness of communication is likely to enhance team performance, particularly for small and medium sized teams operating in manufacturing industries, while frequency of communication can be beneficial for both large and medium sized teams working in the high technology industry. The positive workings of these associations form the resilient organization

Latent variable modeling in congruence research:current problems and future directions

During the past decade, the use of polynomial regression has become increasingly prevalent in congruence research. One drawback of polynomial regression is that it relies on the assumption that variables are measured without error. This assumption is relaxed by structural equation modeling with latent variables. One application of structural equation modeling to congruence research is the latent congruence model (LCM). Although the LCM takes measurement error into account and allows tests of measurement equivalence, it is framed around the mean and algebraic difference of the components of congruence (e.g., the person and organization), which creates various interpretational problems. This article discusses problems with the LCM and shows how these problems are resolved by a linear structural equation model that uses the components of congruence as predictors and outcomes. Extensions of the linear model to quadratic equations used in polynomial regression analysis are discussed

Investigating the role of goal orientation in job seekers’ experience of value congruence

There is still limited understanding of how goal orientations influence the association between value congruence (VC) and organisational attraction for job seekers. We address this issue by investigating the impact of individuals’ goal orientations on the VC–attraction relationship. Our investigation using different measurement approaches to congruence across two studies also allowed us to examine the implications of different methods to operationalising VC in job search contexts. Two prominent types of goal orientation in job search—learning‐approach goal orientation (LAGO) and performance‐avoid goal orientation (PAGO)—were hypothesised to moderate the relationship between VC and organisational attraction. In study 1, value congruence based on direct molar perceptions displayed a stronger positive relationship with attraction among low LAGO individuals. Study 2, using separate atomistic judgments of person and organisational values, also demonstrated that LAGO moderates the effects of VC on attraction. However, the form of moderation effects varied across different types of work values (i.e., relationships and security). These findings demonstrate the need to contextualise the study of job seekers’ VC within a goal‐striving context, where different ways of operationalising VC can also shed more light on the psychological processes underlying judgments of congruence.Accepted versio