James R. Van Scotter

Evidence that task performance should be distinguished from contextual performance.

This study tests the merit of the distinction made by W. C. Borman and S. J. Motowidlo (1993) between task performance and contextual performance. Supervisors rated 421 U.S. Air Force mechanics on their task performance, contextual performance, and overall performance. Data on length of air force experience, ability, training performance, and personality were also available for many of these mechanics. Results showed that both task performance and contextual performance contribute independently to overall performance. Experience is more highly correlated with task performance than with contextual performance, and personality variables are more highly correlated with contextual performance than with task performance. These results support the distinction between task performance and contextual performance and confirm that performance, at least as judged by supervisors, is multidimensional

Interpersonal facilitation and job dedication as separate facets of contextual performance.

This study attempts to refine the construct of contextual performance by dividing it into 2 narrower constructs, interpersonal facilitation and job dedication. Supervisors rated 975 U.S. Air Force mechanics on at least 1 of 4 aspects of job performance (different supervisors rated each aspect of performance), and 515 of these mechanics also completed self-report individual difference measures. Correlations between performance ratings and individual difference variables support distinguishing task performance from interpersonal facilitation but not from job dedication. Thus this study suggests the need to redefine task performance to include motivational elements of job dedication. Then task performance would include task proficiency and motivation to perform ones own tasks effectively, and contextual performance would include interpersonal skills, the motivation to maintain good working relationships and help others perform their tasks.

Linking Perceived Quality and Customer Satisfaction to Store Traffic and Revenue Growth

Effects of perceived merchandise and service quality, relative to competition, on retail store performance are investigated using store traffic and revenue growth as outcome variables. A model is proposed and tested using aggregate customer data and store performance outcomes from a group of stores owned by a national retail organization. Results suggest that both service and merchandise quality exert significant influence on store performance, measured by sales growth and customer growth, and their impact is mediated by customer satisfaction. Implications of the results and future research directions are discussed.

Antecedents and Outcomes of Retaliation Against Whistleblowers: Gender Differences and Power Relationships

Whistle-blowing represents an influence attempt in which organization member(s) try to persuade other members to cease wrongdoing; sometimes they fail; sometimes they succeed; sometimes they suffer reprisal. We investigated whether women experienced more retaliation than men, testing propositions derived from theories about gender differences and power variables, and using data from military and civilian employees of a large U.S. base. Being female was correlated with perceived retaliation. Results of structural equation modeling showed significant gender differences in antecedents and outcomes of retaliation. For men, lack of support from others and low whistleblowers power were significantly related to retaliation; for women, lack of support from others, serious wrongdoing, and the wrongdoings direct effect on the whistleblower were significantly associated with retaliation. Retaliation in turn was negatively related to relationships with the supervisor for both men and women, and positively related to womens---but not mens---decisions to blow the whistle again, using external channels. We finish by discussing implications for theory and practice.

The complexity of richness: Media, message, and communication outcomes

Dynamic web-based multimedia communication has been increasingly used in organizations, necessitating a better understanding of how it affects their outcomes. We investigated factor structures and relationships involving media and information richness and communication outcomes using an experimental design. We found that these multimedia contexts were best explained by models with multiple fine-grained constructs rather than those based on one- or two-dimensions. Also, media richness theory poorly predicted relationships involving these constructs.

Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing

News reports of organizational wrongdoing often pique interest in the question of how to encourage employees to report it. We used data from a survey of more than 3000 organizational members in the US to test a model of whistle-blowing. As predicted, observation of wrongdoing generally was associated with lower perceived organizational support and lower perceived justice of reporting channels (both procedural justice and distributive justice), suggesting that tolerating wrongdoing has negative effects for the organization itself, but there was also evidence that correcting wrongdoing may be nearly as positive as preventing it. Three previously untested variables – proactive personality, less co-worker invalidation, and leverage in the specific situation – predicted whistle-blowing, as did strength of evidence, a variable for which prior findings were inconsistent. Gender also was related to whistle-blowing. Finally, the predictors of blowing the whistle exclusively to one’s supervisor were similar to those of using other channels. Implications for theory, research, and practice are described.

Culture and Communication Cultural Variations and Media Effectiveness

Advances in communication technologies have made great progress in bridging time and distance, but social and cultural differences are still formidable obstacles to effective communication. Communication processes occur in specific cultural contexts, with unique normative beliefs, assumptions, and shared symbols. Culture influences what people communicate, to whom they communicate, and how they communicate. There has been little systematic cross‐cultural research to explicate the effects of communication media on communication effectiveness. This article proposes cultural effects on perceptions of media effectiveness. The authors advance conceptual knowledge by presenting new perspectives on the cultural effects on individuals’ perception of media and their effectiveness.

An examination of interdependencies among major barriers to coordination in disaster response

This paper reports two exploratory research studies conducted to identify major barriers to coordination in disaster response and to understand causal relationships among those barriers. In the first study, two expert panels (emergency operations centre directors and firefighters) participated in a Delphi survey to identify and prioritise major barriers. In the second study, five focus group sessions were conducted with state and parish (county) emergency operations centre directors and response professionals. Each group created a conceptual map of major barriers and the causal relationships among them. Results are integrated in a Coordination Barrier Classification Framework that incorporates the relative importance and interdependencies among the six major barriers (planning, resources, training, chain of command, politics, and communication). Differences by stakeholder group are also identified. Preliminary implications and avenues for future research are suggested.

THE ORGANIZATIONAL PERFORMANCE CYCLE: LONGITUDINAL ASSESSMENT OF KEY FACTORS

The studys working model postulated static and temporal relationships among goal-setting variables, self-competence, and job performance. Two studies testing the working model are described. Study 1 involved administration of an employee survey to 225 employees of a military installation on two separate occasions. Self-report measures of ability, personal goals, and self- competence were used to predict self- and supervisory-performance ratings. Study 2 involved collection of comparable measures over three occasions from 191 employees of a U.S. Federal mint. Results of both studies indicated that a longitudinal path model fit the data better than a cross-sectional model.

Examining media effectiveness across cultures and national borders: A review and multilevel framework

We explore the ways that perceptions of media effectiveness are affected by the societal culture, organizational culture, occupational (professional) culture, individual characteristics, and technology acceptance. This is an important subject to explore, as communication is essential to organizational functioning. The continuous drive for communication to individuals in different national and organizational situations around the world, due in part to globalization, leads us to ask: which medium is perceived as the most effective for each of the tasks a manager may be called upon to perform, particularly in different cultures? In other words, is the receiver getting the message that we intend, when the receiver is not in the same situation (societal, organizational, professional, etc.) as the sender? There are contexts of shared values, rules, and experiences that affect communication; words do not have the same meaning and value across languages and cultures (Macnamara, 2004). This means that the message sent from one context may not be the message received in another. If we are not communicating the messages we intend, then our method of communicating may be efficient, but it is certainly not effective. However, there is little research on the effectiveness of media types. We develop a framework highlighting the intersection of variables salient to effectiveness: societal, organizational, and occupational culture, individual characteristics, and technology the sender? In the conclusion, we suggest future work that might be appropriate, given the increasing interest in global communication.