ABSTRACT
Attention-deficit/hyperactivity disorder (ADHD) is a cognitive disability that affects millions. Although individuals with ADHD are employed throughout many organizations and there is evidence that their performance is lower, scant research exists describing how ADHD impacts an individual's performance. In this article, we extend attentional control theory to examine how ADHD impacts both the effectiveness and efficiency of employee performance. Across 3 samples, 2 of general working adults (n = 257 and 170) and 1 of nurses (n = 243), we found that ADHD was associated with lower performance (rated via self-, coworker, and supervisor ratings) and that the relationship was strongest for in-role performance, suggesting that employees with ADHD may be diverting attention away from task-relevant behaviors. Furthermore, although work engagement was associated with higher performance, that relationship was diminished among those who experienced higher levels of ADHD, suggesting lower performance efficiency. We discuss the implications of these findings for research on attentional control and the management of those with ADHD at work.
Subject(s)
Attention Deficit Disorder with Hyperactivity/psychology , Employee Performance Appraisal , Employment/psychology , Adult , Employee Performance Appraisal/methods , Female , Humans , Male , Middle Aged , Midwestern United States , Regression Analysis , Surveys and QuestionnairesABSTRACT
The notion that strain can result as employees' resources are threatened or lost is well established. However, the transition from resource threats to resource losses is an important but understudied aspect of employee strain. We argue that the threat-to-loss transition triggers accelerated resource loss and a shift in how employees utilize their remaining resources unless employees engage in recovery experiences during the transition. Using a discontinuous change framework, we examine employee furloughs-the placement of employees on leave with no salary of any kind-in terms of the transition from resource threat to loss: Resources may be threatened when the furlough is announced and lost when the furlough occurs. Using 4 data collections with 180 state government employees, we found mean levels of emotional exhaustion increased and mean levels of self-reported performance decreased following the furlough. The discontinuous changes in exhaustion and performance were significantly impacted by employees' recovery experiences during the furlough. We discuss the implications of these findings for other threat-to-loss and recovery research as well as for organizations implementing furloughs.
Subject(s)
Emotions/physiology , Employee Performance Appraisal , Mental Fatigue/psychology , Personnel Downsizing/psychology , Adult , Diagnostic Self Evaluation , Female , Humans , Male , Mental Fatigue/etiology , Middle Aged , United States , United States Government AgenciesABSTRACT
The authors investigated the individual characteristic of political skill and its relation to 5 different career-related outcomes (total compensation, promotions, career satisfaction, life satisfaction, and perceived external job mobility). They examined data obtained from a sample of 191 employees working a wide range of occupations. The results reveal that political skill is associated with 4 of the 5 outcomes. In addition, they examined the 4 dimensions of political skill and found that the networking ability dimension dominates the relations with the examined outcomes. The authors discuss practical implications, limitations, and directions for future research.
Subject(s)
Achievement , Behavior Control , Career Mobility , Interpersonal Relations , Organizational Objectives , Politics , Social Desirability , Adult , Culture , Female , Humans , Income , Job Satisfaction , Male , Middle Aged , Personal Construct Theory , Personal Satisfaction , Personality Inventory , Power, Psychological , Social SupportABSTRACT
This study investigates the impact of perceived social stressors on job and career satisfaction. Additionally, the authors investigate whether individuals' reported levels of political skill could attenuate the negative effects of social stressors on these outcome variables. The authors test these hypotheses with a sample of 246 alumni from a private, Midwestern university. The authors' results provide support for the hypothesized negative influence of social stressors on job and career satisfaction and indicate that political skill can moderate these relationships. Practical implications and directions for future research are offered.
