Heather N. Odle-Dusseau

Organizational Work-Family Resources as Predictors of Job Performance and Attitudes: The Process of Work-Family Conflict and Enrichment

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.

The criterion-related validity of integrity tests: an updated meta-analysis.

Integrity tests have become a prominent predictor within the selection literature over the past few decades. However, some researchers have expressed concerns about the criterion-related validity evidence for such tests because of a perceived lack of methodological rigor within this literature, as well as a heavy reliance on unpublished data from test publishers. In response to these concerns, we meta-analyzed 104 studies (representing 134 independent samples), which were authored by a similar proportion of test publishers and non-publishers, whose conduct was consistent with professional standards for test validation, and whose results were relevant to the validity of integrity-specific scales for predicting individual work behavior. Overall mean observed validity estimates and validity estimates corrected for unreliability in the criterion (respectively) were .12 and .15 for job performance, .13 and .16 for training performance, .26 and .32 for counterproductive work behavior, and .07 and .09 for turnover. Although data on restriction of range were sparse, illustrative corrections for indirect range restriction did increase validities slightly (e.g., from .15 to .18 for job performance). Several variables appeared to moderate relations between integrity tests and the criteria. For example, corrected validities for job performance criteria were larger when based on studies authored by integrity test publishers (.27) than when based on studies from non-publishers (.12). In addition, corrected validities for counterproductive work behavior criteria were larger when based on self-reports (.42) than when based on other-reports (.11) or employee records (.15).

Dispositional optimism buffers combat veterans from the negative effects of warzone stress on mental health symptoms and work impairment.

The study examined dispositional optimism s role in buffering the effect of warzone stress on mental health symptoms and mental health symptoms on work impairment. A total of 2,439 soldiers from an active-duty brigade combat team were surveyed following a 12-month deployment to Iraq. Posttraumatic stress disorder (PTSD) symptoms, depression symptoms, combat exposure, deployment demands, and work impairment were measured. Soldiers higher in dispositional optimism showed weaker relationships between combat exposure and PTSD symptoms, and between deployment demands and PTSD and depression symptoms. Dispositional optimism also buffered mental health symptom effects on work impairment. Dispositional optimism may protect soldiers from warzone stress and mental health symptoms. Potential mechanisms explaining how dispositional optimism may serve as a protective factor are discussed.

Family-supportive work environments and psychological strain: a longitudinal test of two theories.

Based on the Job Demands-Resources (JDR) model (E. Demerouti, A. B. Bakker, F. Nachreiner, & W. B. Schaufeli, 2001, The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499-512) and Conservation of Resources (COR) theory (S. E. Hobfoll, 2002, Social and psychological resources and adaptation. Review of General Psychology, 6, 307-324), we tested three competing models that predict different directions of causation for relationships over time between family-supportive work environments (FSWE) and psychological strain, with two waves of data from a military sample. Results revealed support for both the JDR and COR theories, first in the static model where FSWE at Time 1 predicted psychological strain at Time 2 and when testing the opposite direction, where psychological strain at Time 1 predicted FSWE at Time 2. For change models, FSWE predicted changes in psychological strain across time, although the reverse causation model was not supported (psychological strain at Time 1 did not predict changes in FSWE). Also, changes in FSWE across time predicted psychological strain at Time 2, whereas changes in psychological strain did not predict FSWE at Time 2. Theoretically, these results are important for the work-family interface in that they demonstrate the application of a systems approach to studying work and family interactions, as support was obtained for both the JDR model with perceptions of FSWE predicting psychological strain (in both the static and change models), and for COR theory where psychological strain predicts FSWE across time.

The effects of 28 hours of sleep deprivation on respiratory sinus arrhythmia during tasks with low and high controlled attention demands.

Task performance while sleep deprived may be moderated by the controlled attention required by the task (Pilcher, Band, Odle-Dusseau, & Muth, 2007). This study examined the effects of 28 h of sleep deprivation on respiratory sinus arrhythmia (RSA) during tasks with low and high controlled attention demands. The results showed that RSA increased throughout the night for both task types, but was consistently reduced during the low compared to high controlled attention tasks. The increase in RSA was linear for the high controlled attention tasks but curvilinear for the low ones. Hence, RSA followed a circadian pattern during the low controlled attention tasks but not the high ones. These results suggest that the effects of sleep deprivation on task performance may be moderated by parasympathetic activity and task type, and this has implications for task assignment during sustained operations that cause sleep deprivation.

SUBJECTIVE PERCEPTIONS OF THE EFFECTS OF SUSTAINED PERFORMANCE UNDER SLEEP-DEPRIVATION CONDITIONS

In todays society, numerous situations arise in which sleep deprivation is a common occurrence. Subjective perceptions are a vital component to understanding the effects of sustained performance during sleep deprivation, as they may be the first indication of the effects of sustained performance or sleep deprivation on the individual. Using the theoretical framework of the Controlled Attention Model, this study examined the effects of 16 h of sustained performance under 28 h of acute sleep deprivation on perceived effort, motivation, and stress of 24 participants while completing a complex cognitive and a simple vigilance task. Perceived effort increased for both tasks, with higher effort reported on the cognitive than the vigilance task at the beginning of the experimental period, but with higher effort reported on the vigilance than the cognitive task at the end. Subjective motivation decreased for both tasks, with significantly higher levels of motivation on the cognitive than the vigilance task. Perceived stress did not change for either task. Results suggest that functioning under sustained performance and sleep-deprivation conditions affects subjective perceptions differently for cognitive versus vigilance tasks. The controlled attention model offers one means of understanding how different tasks could affect a persons subjective perceptions and ability to perform, in that different levels of controlled attention are required for the two tasks. (Author correspondence: hodle@gettysburg.edu)

The critical role of the research question, inclusion criteria, and transparency in meta-analyses of integrity test research: a reply to Harris et al. (2012) and Ones, Viswesvaran, and Schmidt (2012).

We clear up a number of misconceptions from the critiques of our meta-analysis (Van Iddekinge, Roth, Raymark, & Odle-Dusseau, 2012). We reiterate that our research question focused on the criterion-related validity of integrity tests for predicting individual work behavior and that our inclusion criteria flowed from this question. We also reviewed the primary studies we could access from Ones, Viswesvaran, and Schmidts (1993) meta-analysis of integrity tests and found that only about 30% of the studies met our inclusion criteria. Further, analyses of some of the types of studies we had to exclude revealed potentially inflated validity estimates (e.g., corrected validities as high as .80 for polygraph studies). We also discuss our experience trying to obtain primary studies and other information from authors of Harris et al. (2012) and Ones, Viswesvaran, and Schmidt (2012). In addition, we address concerns raised about certain decisions we made and values we used, and we demonstrate how such concerns would have little or no effect on our results or conclusions. Finally, we discuss some other misconceptions about our meta-analysis, as well as some divergent views about the integrity test literature in general. Overall, we stand by our research question, methods, and results, which suggest that the validity of integrity tests for criteria such as job performance and counterproductive work behavior is weaker than the authors of the critiques appear to believe.

Gender, Poverty, and the Work–Family Interface

Consideration of gender when discussing the work-family interface is critical, yet most of our understanding of work and family interactions and gender stems from data collected on middle- and upper-class individuals. As a result, less is known about the experiences of low-income individuals. Given that women are more likely to be in poverty than men, it is also essential to consider how the context of poverty shapes the interaction of work, family, and gender. The current chapter reviews the research on gender and the work-family interface for individuals in low-wage jobs, and utilizes the segmented labor market theoretical approach, as well as Karasek’s job demands-resources theory, to provide a framework for synthesizing existing research and providing suggestions for future research.

Employees’ financial insecurity and health: The underlying role of stress and work-family conflict appraisals

Data from two longitudinal samples were utilized to elucidate underlying mechanisms of the well-established relationship between financial insecurity and health outcomes, stemming from the theoretical rationale of conservation of resources and cognitive appraisal theories. Study 1 (n = 80) consisted of low-wage foodmanufacturing employees working full time, while Study 2 (n = 331) was consisted of a larger, heterogeneous sample of full-time workers representing multiple occupations. Respondents were surveyed on financial insecurity, work-to-family conflict (WFC), stress, and health outcomes at two time periods, 3 months apart. Results across our studies provided support for the direct effects of financial insecurity on WFC and stress. In addition, appraisals of WFC and stress serve as significant mediators of the relationship between financial insecurity and health outcomes, including a significant overall lagged effect across time, and perceived stress accounting for the largest proportion of variance in the lagged relationship among Time 1 financial insecurity and Time 2 health outcomes. Besides support for conservation of resources and cognitive appraisal theories, practically, our studies suggest that workplace initiatives to reduce financial insecurity could positively influence employees’ work–family, stress, and health experiences.

Advancing Methods in Work-Life Research: Illustrative Studies, Lessons, and Future Challenges

Work-life research has faced criticism for methodological weaknesses. The goal of this symposium is to advance understanding of work-life research by bringing together a group of scholars experienced in diverse methodological issues to briefly share the research questions, the approaches used in four illustrative papers, before addressing lessons learned, methodological challenges faced, and suggestions for improving work-life research methods. The range of methodological issues addressed include: 1) measurement equivalence of the same scales used to assess change over time in a two contrasting settings: a low income and high income workforce in different industries: 2) a literature review of methodological gaps in widely used work- family conflict constructs and typical studies; 3) challenges in examining dyadic work-family conflict congruence with couples as the unit of analysis; and 4) the triangulation of critical incident techniques and qualitative methods to help tease out the causal ordering of var...