Job satisfaction as mediator: An assessment of job satisfaction's position within the nomological network

Job satisfaction\u27s position within the nomological network and the mechanism outlined by theories of social exchange suggest that job satisfaction functions as a mediator of the relationship between various antecedent variables and volitional workplace behaviours. We extend social exchange theory to include perceptions of the total job situation and develop a model that positions job satisfaction as a mediator of the relationships between various internal and external antecedent variables, and three volitional workplace behaviours: citizenship behaviours, counterproductive workplace behaviours, and job withdrawal. The fit of a fully mediated model is good and all four classes of antecedents (dispositions, workplace events, job characteristics, job opportunities) contributed uniquely to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent‐consequence relationships, although two important exceptions are evident. A direct link from pro‐social disposition to OCBs, and a direct link and one from anti‐social disposition to counterproductivity, suggest that job satisfaction does not fully moderate the relationships between dispositions and contextual behaviours

Entrepreneurship, professionalism, leadership: A framework and measure for understanding boundaryless careers

We propose a person-centered framework for conceptualizing subjective careers in an increasingly boundaryless work context. Specifically, we argue that entrepreneurship, professionalism, and leadership (EPL) can serve as three key dimensions of subjective career space. We relate this framework to earlier macro-level national and organizational career models proposed by Kanter (1989) and Schein (1978). Our empirical study involving 10,326 Singaporean university students demonstrated that entrepreneurial, professional, and leadership career aspirations (including motivations, efficacies, and intentions) can be measured independently, that these career dimensions are independent of vocational interests, and that they are to some degree viewed as competing career alternatives. We also show that EPL motivation profiles can operationalize the boundaryless and protean career concepts. Individuals concurrently high in entrepreneurial, professional, and leadership career motivations, and those high in entrepreneurial and leadership motivations are highest in boundaryless and self-directed career attitudes, while those primarily motivated for professional careers hold the most traditional career attitudes. We conclude by discussing the potential of the framework for understanding human resource issues at organizational and national levels and for enhancing the study of entrepreneurship, professionalism, and leadership

International Perspectives on the Legal Environment for Selection

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as "disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environmen

Computerized Adaptive Testing with the Zinnes and Griggs Pairwise Preference Ideal Point Model

This article delves into a relatively unexplored area of measurement by focusing on adaptive testing with unidimensional pairwise preference items. The use of such tests is becoming more common in applied non-cognitive assessment because research suggests that this format may help to reduce certain types of rater error and response sets commonly associated with the traditional single stimulus format. Yet there have been no publications evaluating the performance of unidimensional pairwise preference adaptive or nonadaptive tests. This article therefore presents the results of a simulation study that examined scoring accuracy for three item selection algorithms (nonadaptive, adaptive-symmetric, and adaptive-asymmetric), two pool sizes (50 and 100 stimuli), two methods for pool composition (even- and over-sampling), and three test lengths (10, 20, and 40 items)

Organizational Psychology

Measurement technology is used in the research and practice of organizational psychologists, who specialize in work-place personnel selection and performance management. The focus here is on how measurement technology is used in the workplace and on identifying the main constructs of interest and how they are measured and assessed. Results concerning construct and predictive validity and recent psychometric innovations and avenues for future research are discussed. Measurement equivalence, which is especially important for researchers interested in cross-cultural/national comparisons, is also examined