Jennifer L. Kisamore

Role conflict and burnout: The direct and moderating effects of political skill and perceived organizational support on burnout dimensions.

Drawing from previous research on the effect of role conflict on burnout and the Conservation of Resources theory, the authors propose that individual differences in political skill and perceptions of organizational support will be negatively related to burnout and will also moderate the relationship between perceived role conflict and burnout. In a sample of 120 professional employees, political skill was associated with less depersonalization and feelings of reduced personal accomplishment and moderated the role conflict-reduced personal accomplishment relationship. Perceived organizational support was associated with less emotional exhaustion and depersonalization and moderated the role conflict-emotional exhaustion relationship. Implications of results are discussed and directions for future research are offered.

Predicting Academic Misconduct Intentions and Behavior Using the Theory of Planned Behavior and Personality

The efficacy of Azjens (1985, 1991) Theory of Planned Behavior (TPB) for the prediction of cheating intentions and behaviors was examined in a sample of 241 business undergraduates. Mediated structural equation models of the TPB, with personality constructs, adjustment, and prudence, as antecedents were examined. The TPB model explained 21% of the variance in cheating intentions and 36% of cheating behavior. Results support both the TPB model and a partially mediated model in which prudence, but not adjustment, is significantly related to model components, attitudes, norms, control, and behavior but not intention to cheat. These results suggest that the TPB model may parsimoniously integrate and advance academic misconduct research. Further TPB research and practical implications are discussed.

An illustration of the consequences of meta-analysis model choice

Fixed- and random-effects models represent two different approaches to analyzing and understanding data with meta-analysis. The current article describes the results of a two-part study to illustrate the effect of choice of meta-analytic model on study conclusions. Part 1 illustrates the effect of model choice by analyzing data simulated to conform to either fixed- or random-effects scenarios with both fixed- and random-effects methods of data analysis. Part 2 uses two published meta-analyses to show that methodological choices, in this case mainly the choice of fixed- or random-effects models, affect estimates both of mean effect size and of the random-effects variance component (REVC). Overall, results suggest that random-effects procedures represent the best initial choice when conducting a meta-analysis.

Using the theory of planned behavior and cheating justifications to predict academic misconduct

Purpose – The purpose of this paper is to show that academic misconduct appears to be on the rise; some research has linked academic misconduct to unethical workplace behaviors. Unlike previous empirically‐driven research, this theory‐based study seeks to examine the usefulness of a modification of Ajzens theory of planned behavior to predict academic misconduct.Design/methodology/approach – A total of 271 students enrolled at a US university were surveyed. Structural equation modeling was used to test the model.Findings – The modified theory of a planned behavior model in which intentions and justifications both serve as antecedents to behavior fits the data well. The model accounted for 22 per cent of the variance in intentions to cheat and 47 per cent of the variance in self‐reported cheating.Research limitations/implications – The primary limitations of this research are the cross‐sectional research design, the self‐selected sample, and the single source of survey data.Practical implications – The st...

Conflict and abusive workplace behaviors

Purpose – The purpose of this study is to investigate the moderating effects of social competencies, specifically, political skill, self‐monitoring and emotional intelligence, on the workplace conflict‐abusive behavior relationship.Design/methodology/approach – The study utilized data collected from graduate and undergraduate students majoring in psychology, management, human relations and social work who were recruited from two mid‐sized mid‐western universities. Hierarchical multiple regression analysis was used to test the study hypotheses.Findings – Results indicated that interpersonal conflict in the workplace is associated with employee engagement in counterproductive work behaviors. Results also suggested that social competencies interacted with interpersonal conflict to predict the likelihood of abusing others at work. Politically skilled workers and high self‐monitors were more likely to engage in abusive behaviors when experiencing high levels of interpersonal workplace conflict.Originality/valu...

Calibration between student mastery and self-efficacy

Content mastery and self‐efficacy were measured at the beginning and at the end of two classes in Research Methods in Psychology. A multiple‐choice test measured content mastery and a questionnaire measured self‐efficacy. Self‐efficacy reports improved significantly over the course of instruction, as did examination performance. The correlation between self‐efficacy and content mastery rose from .33 at pre‐test to .49 at post‐test, although the difference between the two correlations was not significant. The size of the correlation between self‐efficacy and content mastery indicates calibration, that is, the similarity in standing between a self‐description of skills and a normative evaluation of the same skills. The results are consistent with the idea that instruction facilitates content mastery, self‐efficacy and calibration. Students improve in actual knowledge and beliefs regarding competence in a domain, but also appear to gain a better understanding of their own standing relative to others in the domain.

Distributional Shapes and Validity Transport: A comparison of lower bounds

Organizations use validity transport to assess whether adoption of a particular selection measure may be of value. Current validity transport methodology assumes a normal distribution of validity parameters. Research over the past two decades has questioned this assumption, investigating the types of decision errors likely with various non-normal parameter distributions. The current paper demonstrates that the variance of the parameter distribution and choice of lower bound has a greater impact on the true lower bound of the parameter distribution than does its shape. The current practice of using 80% credibility intervals provides a reasonable compromise in terms of invariance to parameter distribution shape while also limiting the probability of erroneously concluding validity transport is reasonable in a specific case.

Keeping the peace

Purpose – The purpose of this paper is to investigate the interaction between self-reported proactive personality, competence, and interpersonal conflict in the prediction of supervisor ratings of organizational citizenship behaviors directed at individuals (OCBI) and organizations (OCBO). Design/methodology/approach – Data were obtained from 165 full-time subordinate-supervisor dyads. Employees self-reported personality and control variable information in wave 1 and competence and interpersonal conflict information in wave 2. Data regarding employee OCB performance were collected from supervisors in wave 3. Findings – Results suggest that OCBs are performed less frequently in stressful circumstances but that proactive personality appears to assuage the effects of stress. Significant two- and three-way interactions suggest the interplay of personal and situational characteristics are more complex in predicting OCBO than OCBI, likely due to its more distal nature. Practical implications – Results of the cu...

Moderators of the personality-performance relationship: An investigation of job meaning and autonomy

Purpose The purpose of this paper is to investigate whether job meaning and job autonomy moderate the relationship between emotional stability and organizational citizenship behavior. Design/methodology/approach In total, 190 supervisor-subordinate dyads completed three surveys. Linear and curvilinear analyses were used to assess the data. Findings Results indicate emotionally stable individuals are more likely to perform OCBOs in low autonomy and/or low job meaning situations than are employees low in emotional stability. Conversely, individuals who have high autonomy and/or high meaning jobs are likely to engage in OCBOs regardless of personality. Research limitations/implications As a survey-based research study, causal conclusions cannot be drawn from this study. Results suggest future research on the personality-performance relationship needs to more closely consider context and the potential for curvilinear relationships. Practical implications Managers should note that personality may significantly affect job performance and consider placing individuals in jobs that best align with their personality strengths. Originality/value This study sheds light on factors which may have led to erroneous conclusions in the extant literature that the relationship between personality and performance is weak.

The effects of media slant on public perception of an organization in crisis

Abstract This study investigates the effects of mainstream media coverage on public perception of an organizational program in crisis. A survey was administered via Qualtrics using a web-based network sampling approach. The survey contained two mainstream media clips, one slanted negatively and the other slanted positively regarding an incident within the organizational program. Participants viewed both clips and answered questions regarding their perceptions of the program immediately after viewing each clip. Order of clip presentation was counterbalanced. Results of a mixed-model ANOVA revealed main effects for both media slant and presentation order on perceptions of the program; no statistically significant interaction was found between presentation order and media slant. Recommendations for practice, limitations and directions for future research are provided.