Relationships between Time Management, Control, Work–family Conflict, and Strain

This article incorporates recent research regarding time management into a model of work–family conflict. The authors hypothesized that 3 types of time management behavior would have both direct and indirect (through perceived control of time) relationships, with work interfering with family and family interfering with work. It was also hypothesized that both of these types of work-family conflict would be related to the strain outcomes of job dissatisfaction and health complaints. This model was tested with a sample of 522 workers. In general, the hypothesized relationships were supported

The Impact of Situational Constraints, Role Stressors, and Commitment on Employee Altruism

This study investigated relations between 3 work-related stressors (role ambiguity, role conflict, and organizational constraints) and altruistic behavior in the workplace. It was predicted that each stressor would be negatively related to altruism and that these relations would be moderated by affective commitment (AC). Data from 144 incumbent-supervisor dyads revealed that all 3 stressors; were weakly and negatively related to altruism. Two of these relationships were moderated by AC, although not as predicted. Organizational constraints were positively related to altruism among those reporting high levels of AC but negatively related among those reporting low levels of AC. The pattern was exactly opposite for role conflict. Implications of these findings are discussed

A communal catalogue reveals Earth's multiscale microbial diversity

Our growing awareness of the microbial world's importance and diversity contrasts starkly with our limited understanding of its fundamental structure. Despite recent advances in DNA sequencing, a lack of standardized protocols and common analytical frameworks impedes comparisons among studies, hindering the development of global inferences about microbial life on Earth. Here we present a meta-analysis of microbial community samples collected by hundreds of researchers for the Earth Microbiome Project. Coordinated protocols and new analytical methods, particularly the use of exact sequences instead of clustered operational taxonomic units, enable bacterial and archaeal ribosomal RNA gene sequences to be followed across multiple studies and allow us to explore patterns of diversity at an unprecedented scale. The result is both a reference database giving global context to DNA sequence data and a framework for incorporating data from future studies, fostering increasingly complete characterization of Earth's microbial diversity.Peer reviewe

A communal catalogue reveals Earth’s multiscale microbial diversity

Our growing awareness of the microbial world’s importance and diversity contrasts starkly with our limited understanding of its fundamental structure. Despite recent advances in DNA sequencing, a lack of standardized protocols and common analytical frameworks impedes comparisons among studies, hindering the development of global inferences about microbial life on Earth. Here we present a meta-analysis of microbial community samples collected by hundreds of researchers for the Earth Microbiome Project. Coordinated protocols and new analytical methods, particularly the use of exact sequences instead of clustered operational taxonomic units, enable bacterial and archaeal ribosomal RNA gene sequences to be followed across multiple studies and allow us to explore patterns of diversity at an unprecedented scale. The result is both a reference database giving global context to DNA sequence data and a framework for incorporating data from future studies, fostering increasingly complete characterization of Earth’s microbial diversity

The Impact of Negative Affectivity on Stressor-Strain Relations: A Replication and Extension

The present study was a replication and extension of the results of Brief et al. (1988), who found that partialling out negative affectivity reduced the magnitude of stressor-strain correlations considerably. The effect of both trait anxiety and dispositional optimism was partialled out from stressor-strain correlations. Unlike Brief et al. (1988), however, work stress was measured with specific stressor scales rather than life events. Results from two samples of university employees showed that partialling out trait anxiety, dispositional optimism, or both, reduced the magnitude of stressor-strain correlations very little. Thus, it does not appear that stressor-strain correlations can be attributed to negative affectivity. The possibility that the results of the study by Brief et al. (1988) may have been due to problems with the life events approach used to measure work stress is discussed. Future research on the impact of dispositions is suggested

The Generalizability of Social Information Processing to Organizational Settings: A Summary of Two Field Experiments

Results of a 2-part study (with 58 employees [Study 1] and 72 female clerical employees [Study 2] who completed job satisfaction and job diagnostic surveys) cast doubt on the generalizability of the social information processing (SIP) approach to job attitudes and job design, as enumerated by G. R. Salancik and J. Pfeffer (1977, 1978). Specifically, a manipulation that has been used successfully to confirm SIP theory in the laboratory did not produce changes in job attitudes and job perceptions when applied in an organizational setting

Confirmatory Factor Analysis of the Time Management Behavior Scale

This study reports the results of a confirmatory factor analysis of the 1990 Time Management Behavior scale of Macan, Shahani, Dipboye, and Phillips. The results support the hypothesized factor structure of the scale

Relations of Job Characteristics from Multiple Data Sources with Employee Affect, Absence, Turnover Intentions and Health

Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from 3 independent sources—incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles—were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested

Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory

Despite the widespread use of self-report measures of both job-related stressors and strains, relatively few carefully developed scales for which validity data exist are available. In this article, we discuss 3 job stressor scales (Interpersonal Conflict at Work Scale, Organizational Constraints Scale, and Quantitative Workload Inventory) and 1 job strain scale (Physical Symptoms Inventory). Using meta-analysis, we combined the results of 18 studies to provide estimates of relations between our scales and other variables. Data showed moderate convergent validity for the 3 job stressor scales, suggesting some objectivity to these self-reports. Norms for each scale are provided