June 2009 – Page 2

Why High Self-Esteem Makes for Employees of Your Dreams

On June 19, 2009 By I-O AT WORK

Topic: Culture, Job Attitudes, Workplace Deviance Publication: Organizational Behavior and Human Decision Processes Article: Organizational supports and organizational deviance: The mediating role of organization-based self-esteem. Author: D.L. Ferris, D.J. Brown, D. Heller Featured by: Benjamin Granger Organizational deviance such as employee theft (stealing, surfing the web), unexcused absences, and taking long breaks, cost organizations millions of dollars. Fortunately, research has found that supportive work environments make deviant behaviors less likely. But, it is unclear why supportive work

Categories : *Human Performance Faking Personality AssessmentTags : Faking

What Makes a “Good Faker”? And Do We Want Them?

On June 19, 2009 By I-O AT WORK

Topic: Faking, Personality Assessment Publication: Human PerformanceArticle: Individual differences in the ability to fake on personality measures. Author: P.H. Raymark, T.L. Tafero Featured by: Benjamin Granger One common criticism of personality testing is its susceptibility to faking. Faking (i.e., response distortion) occurs when job applicants intentionally misrepresent themselves (e.g., respond in ways that present themselves as more attractive

Categories : *Human Resource Management Recruiting StaffingTags : recruiting staffing

Problems with and Alternatives to Realistic Job Previews (RJPs)

On June 19, 2009 By I-O AT WORK

Topic: Recruiting, Staffing Publication: Human Resource Management Article: Realistic recruitment practices in organizations: The potential benefits of generalized expectancy calibration Author: B.J. Morse, P.M. Popovich Featured by: Benjamin Granger Realistic Job Previews (RJPs) are commonly employed by organizations and are intended to provide recruits/job applicants with realistic (both positive and some negative) information about the job/organization. Ideally, RJPs should

Categories : *International Journal of Selection and Assessment Assessment SelectionTags : assessment selection

Tell Us what You Really Think…About Letters of Recommendation

On June 19, 2009 By I-O AT WORK

Topic: Assessment, Selection Publication: International Journal of Selection and Assessment Article: Letters of recommendation: Controversy and consensus from expert perspectives. Author: J.M. Nicklin, S.G. Roch Featured by: Benjamin Granger Despite the widespread use of letters of recommendation (LORs), there is some evidence in the research literature that LORs are unreliable and invalid for selecting employees. In an attempt to develop some

Categories : *Human Performance Feedback TrainingTags : feedback training

Faded Feedback – Just a Fad?

On June 19, 2009 By I-O AT WORK

Topic: Feedback, Training Publication: Human Performance Article: Faded versus increasing feedback, task variability trajectories, and transfer of training. Author: J.S. Goodman, R.E. Wood Featured by: Benjamin Granger In training situations, immediate, specific, and frequent feedback to the learner is often prescribed by the experts. However, there is evidence that this “high guidance” feedback may ultimately

Categories : *Journal of Occupational & Organizational Psychology Change Management Organizational DevelopmentTags : change management organizational development

Curing the Organizational Restructuring Blues

On June 19, 2009 By I-O AT WORK

Topic: Change Management, Organizational Development Publication: Journal of Occupational and Organizational Psychology Article: Employee identification before and after an internal merger: A longitudinal analysis. Author: J. Bartels, J. Pruyn, S. DeJong Featured by: Benjamin Granger One employee factor crucial to the success of organizational change is the extent to which employees identify (align themselves) with their organizations prior to the restructuring. But, employees can identify with the organization at different levels. For example, employees can identify

Categories : *Computers in Human Behavior Job PerformanceTags : job performance

Comparing Modes of Customer Service Communication

On June 19, 2009 By I-O AT WORK

Topic: Job Performance Publication: Computers in Human Behavior Article: Human communication in customer-agent-computer interaction: Face-to-face versus over telephone .Author: A. Kira, D.M. Nichols, M. Apperley Featured by: Benjamin Granger Regarding consumer service, organizations strive for several outcomes: 1) The customer receives quality service, 2) the service is delivered in a timely manner, and

Categories : *Journal of Applied Psychology DiversityTags : diversity

We take two steps forward and two steps back?

On June 18, 2009 By I-O AT WORK

Topic: Diversity Publication: Journal of Applied Psychology Article: Is the Gap More Than Gender? A Longitudinal Analysis of Gender, Gender Role Orientation, and Earnings. Author: T.A. Judge, B.A. Livingston Featured by: Rob Stilson The purpose of this study was to look at gender, gender role orientation, and earnings. Participants for this study have

Categories : *Human Performance Featured Job Performance MotivationTags : job performance motivation

What to do about the Failure-Focused Employee

On June 18, 2009 By I-O AT WORK

Topic: Job Performance, Motivation Publication: Human Performance Article: Failure avoidance motivation in a goal-setting situation. Author: S.R. Heimerdinger, V.B. Hinsz Featured by: Benjamin Granger Although it is known that employees who set specific and difficult goals tend to outperform those who set broad and relatively easy goals, different employees have differing motivational mindsets when they set their goals. Some employees are motivated to

Categories : *Human Resource Management Change Management Job AttitudesTags : change management job attitudes

Bringing Back the Cynics!

On June 18, 2009 By I-O AT WORK

Topic: Change Management, Job Attitudes Publication: Human Resource Management Article: Organizational change cynicism: the role of employee involvement. Author: M. Brown, C. Cregan Featured by: Benjamin Granger Organizational cynicism involves a negative attitude on the part of an employee toward his/her organization. It’s the belief or feeling that one’s organization has sacrificed the basic principles of honesty and fairness to further the self-interest