Eric Sundstrom

Office Noise, Satisfaction, and Performance:

A field study assessed disturbance by office noise in relation to environmental satisfaction, job satisfaction, and jot performance ratings among 2,391 employees at 58 sites before and/or after office renovation. In all, 54% said they were bothered often by noise, especial!y by people talking and telephones ringing. Disturbance by noise correlated with dissatisfaction with the environment and job but not with selfor supervisor-rated performance. Quasi-experimental analysis of groups reporting increased, decreased, or unchanged disturbance by noise revealed a drop in satisfaction concurrent with increasing noise. Disturbance by office noise may reflect a variety of environmental and job characteristics and may have a role in job satisfaction through both environmental satisfaction and job characteristics. Implications are discussed.

Privacy at Work: Architectural Correlates of Job Satisfaction and Job Performance

Three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance. Results of all three studies showed architectural priva...

Intelligence, “Big Five” personality traits, and work drive as predictors of course grade

Abstract General intelligence, Big Five personality constructs, and a measure of work drive were studied in relation to course grade in an undergraduate psychology course taught by the same professor for 175 students over a 5-year period. Using a hierarchical multiple regression analysis, general intelligence accounted significantly for 16% of the variance in course grade; Big Five personality measures accounted significantly for an additional 7% of the variance; and work drive accounted significantly for an additional 4% of the variance. However, when work drive was entered before the Big Five variables, the Big Five variables did not add significantly (either as a set or individually) to the prediction of course grade. Results were discussed in terms of the importance of personality constructs in uniquely predicting academic performance and the need for additional study using more diverse predictors and aggregated criterion measures.

An Investigation of Personality Traits in Relation to Career Satisfaction

We examined personality traits in relation to career satisfaction and job satisfaction for 5,932 individuals in career transition. Personality traits were related to career satisfaction and job satisfaction in the total sample and 14 separate occupational groups. Regression analyses revealed three personality traits consistently related to career satisfaction: emotional resilience, optimism, and work drive in initial and holdout samples as well as in all 14 occupational groups, accounting for an average of 17% of career satisfaction variance. Personality traits correlated with career satisfaction included the Big Five traits of conscientiousness, extraversion, and openness and other, narrower traits, such as assertiveness, customer service orientation, and human managerial relations orientation. Results were discussed in terms of Hollands general personal competence factor, Golemans emotional intelligence, career adaptation, and the nomothetic span of personality constructs. Also discussed were study limitations, suggestions for future research, and practical implications for career counseling.

Group Personality Composition and Group Effectiveness An Integrative Review of Empirical Research

This review examines relationships between group personality composition (GPC) and group effectiveness, focusing on four questions: (a) How have researchers operationalized GPC? (b) What criteria have been used as measures of group effectiveness? (c) Is GPC related to group effectiveness? (d) Under what conditions is GPC associated with group effectiveness? A review of 31 studies yielding 334 unique relationships distinguished task and relationship predictors and criteria. Findings indicate operational definitions of GPC are varied, variance scores correlate negatively with group effectiveness, and minimum scores predict as well as mean scores. GPC is related to group effectiveness, and the effect is stronger in field studies than lab studies. Implications are discussed.

Physical Enclosure, Type of Job, and Privacy in the Office

Office employees from three job groups-including 88 secretaries, 44 bookkeepers and accountants, and 22 office managers and administrators-completed a questionnaire and had their workspaces measured for the number of partitions, the amount of floorspace, the number of people in the room, and other features. The best single predictor of rated privacy of workspaces for all job groups was the number of partitions around the workspace. Occupants of private offices rated their workspaces most private, but office managers and administrators gave higher ratings than bookkeepers and accountants, who gave higher ratings than secretaries. Results suggested that the three job groups perceived privacy differently, depending on the demands of their work and their control over contact with others. Findings are explained in terms of a three-leveled hterarchy of privacy needs.

Interpersonal Relationships and Personal Space: Research Review and Theoretical Model'

This article reviews research concerning interpersonal distance as a function of interpersonal relationships, attraction, and reactions to spatial invasion. To integrate research findings, we propose a simple model, based on the idea that people seek an optimal distance from others that becomes smaller with friends and larger for individuals who do not expect to interact. The model describes comfort-discomfort as a function of interaction distance in three situations: interacting friends, interacting strangers, and strangers who do not expect interaction. These three personal space profiles are discussed in terms of qualifying variables, such as seated vs. standing interaction, sex composition of the dyad, intimacy of conversation topics, and situational variables.

An experimental study of crowding: Effects of room size, intrusion, and goal blocking on nonverbal behavior, self-disclosure, and self-reported stress.

This study hypothesized that stress in high room density, or crowding, depends on interpersonal disturbances such as intrusion and goal blocking. High room density was expected to intensify individual reactions to these disturbances. In a 2 X 2 X 2 design, groups of six male college students containing three subjects and three confederates were placed in a large or small room. Subjects and confederates interacted in pairs; confederates introduced intrusion by leaning forward, touching subjects, and attempting 80% eye contact as confederates talked. Goal blocking involved inattention and interruptions as subjects talked. Interactions were videotaped through two-way mirrors to record nonverbal behaviors associated with affiliation and stress. Subjects also completed self-report measures of stress and self-disclosure. Intrusion led to initial discomfort that decreased with time, and lower levels of facial regard. Goal blocking produced self-reported irritation that increased with time, and lower levels of facial regard, gesturing, and positive head nodding. Contrary to predictions, stress responses to intrusion and goal blocking were not intensified by high room density. Lower levels of affiliative behavior were viewed as coping responses to interpersonal disturbances--subjects apparently coped successfully with intrusion, but not with goal blocking. Results are interpreted in terms of a sequential, interpersonal model of crowding.

Utility of OCB Organizational Citizenship Behavior and Group Performance in a Resource Allocation Framework

Building on recent developments in resource allocation theory as applied to organizational citizenship behavior (OCB), the authors examine task interdependence as a contingency factor in the utility of group members’ OCBs for group performance. In a lagged field study, members of 46 work groups in six organizations rated their groups’ task interdependence, and group leaders rated groups’ OCBs. After six months, customers rated each group’s performance. OCB correlated positively with the performance of task-interdependent groups but had a neutral to negative association with the performance of task-independent groups. Consistent with this group-level resource allocation framework, the moderating role of task interdependence varied by dimensions of OCB: helping, civic virtue, and sportsmanship. The authors discuss the practical and theoretical implications of decisions about allocating a key resource—time—to OCB in work groups.

Personality, Career Satisfaction, and Life Satisfaction: Test of a Directional Model

A conceptual model proposing paths from personality traits to career satisfaction and life satisfaction and from career satisfaction to life satisfaction was evaluated in a field study by structural equations modeling using LISREL 8. Participants were a convenience sample of 1,352 information science professionals. An exploratory maximum likelihood common factor analysis revealed two oblique personality factors, the first comprised of extraversion, optimism, assertiveness, openness, and emotional stability and the second consisting of conscientiousness and tough-mindedness. Results indicated a good fit for a two-factor personality model showing significant links between both personality factors and career satisfaction, between the second personality factor and life satisfaction, and between career and life satisfaction. Findings are discussed in terms of comparisons to previous research, limitations, and areas for further research, with emphasis on the importance of personality in relation to career satisfaction and the relationship between career and life satisfaction.