Jessica Bagger

Using the BIDR to Distinguish the Effects of Impression Management and Self-Deception on the Criterion Validity of Personality Measures: A Meta-Analysis

Although the use of personality tests for personnel selection has gained increasing acceptance, researchers have raised concerns that job applicants may distort their responses to inflate their scores. In the present meta-analysis, we examined the effects of the two dimensions of social desirability, impression management and self-deception, on the criterion validity of personality constructs using the balanced inventory of desirable responding (BIDR). The results indicate that impression management and self-deception did not create spurious effects on the relationship between personality measures and performance, nor did they function as performance predictors. Moreover, removing the influence of impression management or self-deception from personality measures did not substantially attenuate the criterion validity of personality variables. Implications of the results and directions for future research are also discussed.

How much do you value your family and does it matter? The joint effects of family identity salience, family-interference-with-work, and gender

Using identity theory and the gender role framework, this study examined the interactive effects of family identity salience, family-interference-with-work (FIW), and gender on two outcome variables: job satisfaction and job distress. Results from a sample of 163 employees support the proposed buffering hypothesis for job distress and job satisfaction, such that individuals who experienced a high level of FIW reported more job distress and less job satisfaction only when they were low in family identity salience. Additionally, we found support for a three-way interaction, such that the two-way interactive effects of family identity salience and FIW on job satisfaction were stronger for women than for men. Theoretical and practical implications of the results, as well as directions for future research, are discussed.

The Balanced Inventory of Desirable Responding (BIDR) A Reliability Generalization Study

The Balanced Inventory of Desirable Responding (BIDR) is one of the most widely used social desirability scales. The authors conducted a reliability generalization study to examine the typical reliability coefficients of BIDR scores and explored factors that explained the variability of reliability estimates across studies. The results indicated that the overall BIDR scale produced scores that were adequately reliable. The mean score reliability estimates for the two subscales, Self-Deception Enhancement and Impression Management, were not satisfactory. In addition, although a number of study characteristics were statistically significantly related to reliability estimates, they accounted for only a small portion of the overall variability in reliability estimates. The results of these findings and their implications are also discussed.

How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective

In this two-study article, the authors investigate the mechanism through which supervisory family support is linked to outcome variables and examine the moderating effect of family-friendly benefits on this relationship. Drawing on social exchange theory, they propose and find that the quality of leader–member exchange, a form of social exchange relationships, mediated the relationship between supervisory family support and work-related outcomes in Study 1 (N = 82). Furthermore, in Study 2 (N = 225), the model linking supervisory family support to outcome variables through social exchange relationships was moderated by the level of family-friendly benefits offered by the organization. Implications for research and practice are discussed.

The Psychological Well-Being of Disability Caregivers: Examining the Roles of Family Strain, Family-to-Work Conflict, and Perceived Supervisor Support

We draw on the cross-domain model of work-family conflict and conservation of resources theory to examine the relationship between disability caregiving demands and the psychological well-being of employed caregivers. Using a sample of employed disability caregivers from a national survey, we found that the relationship between caregiving demands and family-to-work conflict was stronger when employees experienced high levels of strain from family. Additionally, we found high levels of family to-work conflict were subsequently associated with decreases in life satisfaction and increases in depression, but only when perceived supervisor support was low. Overall, our findings suggest an indirect relationship between caregiving demands and psychological well-being that is mediated by family-to-work conflict and is conditional on family strain and perceived supervisor support. The theoretical and practical implications of these findings are discussed.

Being important matters: The impact of work and family centralities on the family-to-work conflict–satisfaction relationship

We examined whether and how work centrality and family centrality interact to moderate the relationships between family-to-work conflict and family and job satisfaction. In a field sample from Sweden, we found a three-way interaction between work centrality, family centrality, and family-to-work conflict on job and family satisfaction. Specifically, when work centrality was high, family-to-work conflict was related to job and family satisfaction regardless of the level of family centrality. However, when work centrality was low, the relationships between family-to-work conflict and job and family satisfaction were moderated by family centrality. Theoretical and practical implications of the results are discussed.

Walking in Your Shoes Interactive Effects of Child Care Responsibility Difference and Gender Similarity on Supervisory Family Support and Work-Related Outcomes

The present study investigates factors that influence the effects of employees’ child care responsibility on their turnover intentions and job satisfaction. Results of a field study using 183 dyads of employees and their supervisors showed that child care responsibility difference between supervisors and employees and the similarity of their gender interacted to predict supervisory family support and turnover intentions and job satisfaction. Specifically, for cross-gender dyads of supervisors and employees, when supervisors had more child care responsibilities than their employees, they tended to provide more family support, which in turn was related to their employees’ turnover intentions and job satisfaction. No such effects were found for same-gender dyads. Theoretical and practical implications of these findings are discussed.

Justice Climate and Peer Justice Climate A Closer Look

We provide an empirical examination of peer justice climate, defined as team-level judgments of the fairness with which coworkers generally treat one another, and justice climate, defined as team-level judgments of the fairness with which the team is collectively treated by an authority figure. Based on previous theoretical work, we tested a hierarchical structural model determining that peer justice climate was best represented as three first-order factors, which combine into a single second-order dimension. We found a similar two-level structure for justice climate. We also found that the relationship between peer justice climate and team satisfaction was mediated by cooperative team process.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

A Moderated Mediation Model of Personality, Self-Monitoring, and OCB

Drawing on socioanalytic theory, the present study examines a moderated mediation model of personality, self-monitoring, and organizational citizenship behavior. Results from a field study demonstrated that the relationship between self-ratings and observer ratings of personality was moderated by participants’ self-monitoring. Specifically, the relationship between self-rated and observer-rated Agreeableness was higher for low self-monitors, but the relationship between self-rated and observer-rated Conscientiousness was higher for high self-monitors. Last, we found that self-monitoring moderated the indirect effects of self-rated personality on organizational citizenship behavior through observer ratings of personality.