Selecting response anchors with equal intervals for summated rating scales.

Summated rating scales are ubiquitous in organizational research, and there are well-delineated guidelines for scale development (e.g., Hinkin, 1998). Nevertheless, there has been less research on the explicit selection of the response anchors. Constructing survey questions with equal-interval properties (i.e., interval or ratio data) is important if researchers plan to analyze their data using parametric statistics. As such, the primary objectives of the current study were to (a) determine the most common contexts in which summated rating scales are used (e.g., agreement, similarity, frequency, amount, and judgment), (b) determine the most commonly used anchors (e.g., strongly disagree, often, very good), and (c) provide empirical data on the conceptual distance between these anchors. We present the mean and standard deviation of scores for estimates of each anchor and the percentage of distribution overlap between the anchors. Our results provide researchers with data that can be used to guide the selection of verbal anchors with equal-interval properties so as to reduce measurement error and improve confidence in the results of subsequent analyses. We also conducted multiple empirical studies to examine the consequences of measuring constructs with unequal-interval anchors. A clear pattern of results is that correlations involving unequal-interval anchors are consistently weaker than correlations involving equal-interval anchors. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Structural and psychological empowerment climates, performance, and the moderating role of shared felt accountability: a managerial perspective.

The authors proposed and tested a model in which data were collected from managers (n = 539) at 116 corporate-owned quick service restaurants to assess the structural and psychological empowerment process as moderated by shared-felt accountability on indices of performance from a managerial perspective. The authors found that empowering leadership climate positively relates to psychological empowerment climate. In turn, psychological empowerment climate relates to performance only under conditions of high-felt accountability; it does not relate to performance under conditions of low-felt accountability. Overall, the present results indicate that the quick-service restaurant managers, who feel more empowered, operate restaurants that perform better than managers who feel less empowered, but only when those empowered managers also feel a high sense of accountability.

Workplace safety: a meta-analysis of the roles of person and situation factors.

Recent conceptual and methodological advances in behavioral safety research afford an opportunity to integrate past and recent research findings. Building on theoretical models of worker performance and work climate, this study quantitatively integrates the safety literature by meta-analytically examining person- and situation-based antecedents of safety performance behaviors and safety outcomes (i.e., accidents and injuries). As anticipated, safety knowledge and safety motivation were most strongly related to safety performance behaviors, closely followed by psychological safety climate and group safety climate. With regard to accidents and injuries, however, group safety climate had the strongest association. In addition, tests of a meta-analytic path model provided support for the theoretical model that guided this overall investigation. The implications of these findings for advancing the study and management of workplace safety are discussed.

Multistage selection strategies: simulating the effects on adverse impact and expected performance for various predictor combinations.

Examination of the trade-off between mean performance and adverse impact has received empirical attention for single-stage selection strategies; however, research for multistage selection strategies is almost nonexistent. The authors used Monte Carlo simulation to explore the trade-off between expected mean performance and minority hiring in multistage selection strategies and to identify those strategies most effective in balancing the trade-off. In total, 43 different multistage selection strategies were modeled; they reflected combinations of predictors with a wide range of validity, subgroup differences, and predictor intercorrelations. These selection models were examined across a variety of net and stage-specific selection ratios. Though it was still the case that an increase in minority hiring was associated with a decrease in predicted performance for many scenarios, the current results revealed that certain multistage strategies are much more effective than others for managing the performance and adverse impact trade-offs. The current study identified several multistage strategies that are clearly more desirable than those strategies previously suggested in the literature for practitioners who seek a practical selection system that will yield a high-performing and highly representative workforce.

Work stressors, role-based performance, and the moderating influence of organizational support.

As a test of the 2-dimensional model of work stressors, the present study proposed differential relationships between challenge stressors and hindrance stressors and role-based performance, which were expected to be moderated by organizational support. In a sample of 215 employees across 61 offices of a state agency, the authors obtained a positive relationship between challenge stressors and role-based performance and a negative relationship between hindrance stressors and role-based performance. In addition, organizational support moderated the relationship between challenge stressors and role-based performance but did not moderate the relationship between hindrance stressors and role-based performance. This suggests that organizations would benefit from increasing challenges in the workplace as long as they are supportive of employees and removing hindrances. Further implications for organizational theory and practice are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

The moderating effects of task complexity on the relationship between regulatory foci and safety and production performance.

Regulatory foci of promotion and prevention have been shown to relate differentially to occupational safety and production. This research proposes that task complexity can help explain the differences reported between these 2 self-regulatory processes and safety and productivity performance. Results revealed that promotion is positively related to production and prevention is positively related to safety regardless of task complexity. However, when task complexity is high, promotion negatively relates to safety and prevention negatively relates production. Implications for work motivation theory and research, as well as avenues for future research, are discussed. Practical implications for managerial interventions to optimize both safety and productivity are also presented.

Safety climate as a mediator between foundation climates and occupational accidents: a group-level investigation.

Building on recent work in occupational safety and climate, the authors examined 2 organizational foundation climates thought to be antecedents of specific safety climate and the relationships among these climates and occupational accidents. It is believed that both foundation climates (i.e., management-employee relations and organizational support) will predict safety climate, which will in turn mediate the relationship between occupational accidents and these 2 distal foundation climates. Using a sample of 9,429 transportation workers in 253 work groups, the authors tested the proposed relationships at the group level. Results supported all hypotheses. Overall it appears that different climates have direct and indirect effects on occupational accidents.

A confirmatory approach to the factor structure of the Boredom Proneness Scale: evidence for a two-factor short form.

We analyzed previous exploratory factor analytic structures on the Boredom Proneness Scale (BPS; Farmer & Sundberg, 1986) using confirmatory factor analysis in structural equation modeling in LISREL 8 (Jöreskog & Sörbom, 1993). These analyses indicated that 2 factors were generally consistent across 6 exploratory models. Items that had significant loadings on these two factors (N = 12; 6 for each factor) indicated a lack of Internal Stimulation and External Stimulation. In further analysis on these 12 items using LISREL, we found a much improved fit and provided support for a short form version of the original BPS. We also found the shortened version to be invariant across gender. We discuss implications for the more precise measurement of boredom proneness and the use of the scale in applied settings.

A multilevel examination of the relationships among training outcomes, mediating regulatory processes, and adaptive performance.

This study examined whether cognitive, affective-motivational, and behavioral training outcomes relate to posttraining regulatory processes and adaptive performance similarly at the individual and team levels of analysis. Longitudinal data were collected from 156 individuals composing 78 teams who were trained on and then performed a simulated flight task. Results showed that posttraining regulation processes related similarly to adaptive performance across levels. Also, regulation processes fully mediated the influences of self- and collective efficacy beliefs on individual and team adaptive performance. Finally, knowledge and skill more strongly and directly related to adaptive performance at the individual than the team level of analysis. Implications to theory and practice, limitations, and future directions are discussed.

Workplace safety performance: conscientiousness, cognitive failure, and their interaction.

This research investigated the effects of cognitive failure on workplace safety and accidents over 2 studies. It was hypothesized that cognitive failure would directly predict safety behavior and workplace accidents and predict these outcomes over and above conscientiousness. It was found that cognitive failure uniquely accounted for workplace safety behavior and accidents. However, it has been suggested by researchers that certain individual differences might interact to produce differential effects. Thus, a moderated model was tested examining the interaction of cognitive failure and conscientiousness. It was found that cognitive failure moderated the relationship between conscientiousness and accidents and unsafe work behaviors. Overall, results suggest that cognitive failure plays an important part in individual safety behavior, especially when conscientiousness is low.

Boredom proneness and sleep disorders as predictors of adult attention deficit scores.

This study examined the extent to which boredom proneness and sleep disturbances were related to attention deficit scores in college-aged adults. In a sample of 148 college students, Attention scores on the Adult Behavior Checklist were best predicted by Boredom Proneness (BP) subscale scores, which assess one's inability to maintain internal stimulation and feelings of constraint, and scores on the Epworth Daytime Sleepiness Scale and Athens Insomnia Scale (R2 = .57). Hyperactivity scores were best predicted by the BP subscales, which assess one's need for a stimulating environment, the perception of time passing slowly, and feelings of constraint, and the Epworth Scale (R2 = .51). The findings contribute to the understanding of the symptomatology of attention deficit in adults and provide further evidence of the validity of this measure.

The cognitive failures questionnaire revisited: dimensions and correlates.

The authors reexamined the factor structure of the Cognitive Failures Questionnaire (D. E. Broadbent, P. F. Cooper, P. Fitzgerald, & K. R. Parkes, 1982) and its correlates. The Cognitive Failures Questionnaire was designed to assess a person's likelihood of committing an error in the completion of an everyday task. A principal components factor analysis with varimax rotation yielded 4 internally consistent, interpretable factors. These factors were labeled Memory, Distractibility, Blunders, and (memory for) Names. This study lends partial support for the factor analytic solution proposed by L. K. Pollina, A. L. Greene, R. H. Tunick, and J. M. Puckett (1992). In addition, it extends previous findings by providing initial evidence for the construct validity of the factors established by correlating factor scores with measures of other related constructs (i.e., boredom proneness, attention deficit/hyperactivity disorder, Type A behavior pattern).