Bronston T. Mayes

A new frame for frame-of-reference training: enhancing the construct validity of assessment centers.

The authors undertook a comprehensive examination of the construct validity of an assessment center in this study by (a) gathering many different types of evidence to evaluate the strength of the inference between predictor measures and constructs (e.g., reliability, accuracy, convergent and discriminant relationships), (b) introducing a theoretically relevant intervention (frame-of-reference [FOR] training) aimed at improving construct validity, and (c) examining the effect of this intervention on criterion-related validity (something heretofore unexamined in the assessment center literature). Results from 58 assessees and 122 assessors suggested that FOR training was effective at improving the reliability, accuracy, convergent and discriminant validity, and criterion-related validity of assessment center ratings. Findings are discussed in terms of implications and future directions for both FOR training and assessment center practice.

Effects of Social Support, Role Stress, and Locus of Control on Health

The main and interactive effects of social support, work role stressors, and locus of control on three health variables were investigated. It was hypothesized that the buffering effect of social support would prevail for individuals with an internal locus of control, but not for those with an external locus of control. Prior research on this hypothesis was extended by (a) examing a sample of 312 fulltime police officers and firefighters, (b) using a multidimensional locus of control measure, and (c) assessing both long-term outcomes (depression and somatic health complaints) and a short-term strain response (epinephrine excretion). Results suggest that social support has ameliorative effects on depression and somatic complaints. Role stressors appear to exacerbate these same outcomes. Two-way interaction effects suggest that (a) social support may buffer the effect of job stress on somatic complaints and (b) externals may respond more strongly to job stress than internals. Interpretation of the significant three-way interactions suggests that locus of control and social support may jointly determine how workers respond to job stress. The form of the interactions, however, differs depending on whether the outcome represents a short-term alarm reaction or a longer-term health outcome.

The nomological validity of the type A personality among employed adults

The nomological validity of the Type A behavior pattern was explored. The Structured Interview (SI) and a battery of personality trait, physical health, and strain measures were administered to an occupationally diverse sample of 568 workers. Ss were also monitored for physiological reactivity and recovery (blood pressure, heart rate, skin temperature, and electrodermal response) to the SI and a subsequent Stroop Color-Word Conflict Task. A confirmatory factor analysis demonstrated that SI scores can be factored into three distinct dimensions. There was considerable overlap in the patterns of personality traits that characterized the Type A components, but only a Hostility dimension was significantly related to physiological reactivity and recovery. The results have implications for distinguishing coronary-proneness from the more traditional Type A conceptualization.

Measuring Computer Anxiety in the Work Environment

Covariance modeling techniques were used to test the assumption of group invariance of a computer anxiety scale by comparing results from two potentially different populations: college students and members of a law enforcement agency. Results provide strong support for the hypothesis that the validity of the computer anxiety construct could be generalized to different groups.

Personality, job level, job stressors, and their interaction as predictors of coping behavior.

Hypotheses concerning the relationships among job stressors, job level, personality, and coping responses were investigated in a sample of 305 electrical contracting employees. Coping behaviors were measured with questionnaire items based on interviews conducted with a sample of the subjects. Neuroticism (N) and Extraversion (E) were the personality variables most strongly related to coping behavior. Overall, more coping variance was explained by personality than by job stressors; however, when the effects of job level and job stressors were combined, they explained more variance in complaining/quitting and seeking social support than did the personality variables. Both work situation and personality seem to be important variables in the choice of coping behaviors. There was no evidence of interactions among personality, stressors, and job level in explaining coping behavior.

A Multitrait-Multimethod Matrix Analysis of the PRF and MNQ Need Scales

The reliability and validity of the Manifest Needs Questionnaaire (MNQ) and the Personality Research Form (PRF) nAch, nAff, nAut, and nPow scales were assessed in a heterogeneous sample (N = 136). Reliability was assessed by computing coefficient alpha for each scale. Validity assessments were based on criteria suggested by Campbell and Fiske (1959) for evaluating the multitrait-multimethod (MTMM) matrix. An additional analysis of variance suggested by Kavanagh, MacKinney, and Wolins (1971) was applied to the MTMM matrix; thus allowing the quantitative identification of the effects of subjects, traits, and methods. The scales demonstrate convergent and discriminant validity according to these analyses. Where validity is in question, the cause seems to be due to the overall poor reliabilities of the MNQ scales. Only the MNQPOW scale was acceptably reliable, while all the PRF scales were acceptable. The unreliability of the MNQ seems to be afunction of item heterogeneity and scale variance, while the PRF does not appear as sensitive to these factors.

Group decision program: a videodisc-based group decision support system

Abstract In recent years group decision support systems have been developed to improve the process of group decision-making and improve its outcomes. This paper describes Group Decision Program (GDP), an interactive videodisc-based GDSS. GDP is a topic-independent system designed to provide a computer-based, structured process to direct the pattern, timing, and content used in group decision-making. Based on the structure of Nominal Group Technique (NGT), it is designed around a multi-phase process that includes an optional tutorial, idea collection, idea ranking, and report generation.

The effect of human resource practices on perceived organizational support in the People’s Republic of China

Abstract Using a sample of workers and managers employed by a hotel located in Southeastern People’s Republic of China, we investigated the relationship between various human resource management practices and the perceived organizational support (POS) experienced by the employees. We then investigated the effects of POS on employee satisfaction. Our data suggest that hiring practices, training, and compensation practices predict POS. These results are consistent with previous research. We also found that POS influences worker satisfaction and acts as a mediator between select HR practices and satisfaction. This study contributes to the literature by replicating Western-based findings with a Chinese sample and illustrating that the attitudes of Chinese employees can be influenced through the use of HR practices.