John D. Kammeyer-Mueller

Unwrapping the organizational entry process: Disentangling multiple antecedents and their pathways to adjustment

This 4-wave longitudinal study of newcomers in 7 organizations examined preentry knowledge, proactive personality, and socialization influences as antecedents of both proximal (task mastery, role clarity, work group integration, and political knowledge) and distal (organizational commitment, work withdrawal, and turnover) indicators of newcomer adjustment. Results suggest that preentry knowledge, proactive personality, and socialization influences from the organization, supervisors, and coworkers are independently related to proximal adjustment outcomes, consistent with a theoretical framework highlighting distinct dimensions of organizational and work task adjustment. The proximal adjustment outcomes partially mediated most of the relationships between the antecedents of adjustment and organizational commitment, work withdrawal, and turnover.

Predictors and outcomes of proactivity in the socialization process.

This 3-wave longitudinal study aimed to extend current understanding of the predictors and outcomes of employee proactivity (involving information seeking, feedback seeking, relationship building, and positive framing) in the socialization process. Two personality variables, extraversion and openness to experience, were associated with higher levels of proactive socialization behavior. Of the proactive behaviors studied, feedback seeking and relationship building were highlighted in their importance because of their various relationships with the work-related outcomes assessed in this study (e.g., social integration, role clarity, job satisfaction, intention to turnover, and actual turnover). The results also highlighted the importance of 2 control variables (opportunity to interact with others on the job and skill level of the new job) in the experience of socialization into a new job.

Comparing meta-analytic moderator estimation techniques under realistic conditions.

One of the most problematic issues in contemporary meta-analysis is the estimation and interpretation of moderating effects. Monte Carlo analyses are developed in this article that compare bivariate correlations, ordinary least squares and weighted least squares (WLS) multiple regression, and hierarchical subgroup (HS) analysis for assessing the influence of continuous moderators under conditions of multicollinearity and skewed distribution of study sample sizes (heteroscedasticity). The results show that only WLS is largely unaffected by multicollinearity and heteroscedasticity, whereas the other techniques are substantially weakened. Of note, HS, one of the most popular methods, typically provides the most inaccurate results, whereas WLS, one of the least popular methods, typically provides the most accurate results.

The Role of Core Self-Evaluations in the Coping Process

In 2 studies, the authors investigated whether core self-evaluations (CSE) serve as an integrative framework for understanding individual differences in coping processes. A meta-analytic review demonstrated that CSEs were associated with fewer perceived stressors, lower strain, less avoidance coping, more problem-solving coping, and were not strongly related to emotion-focused coping. Consistent with the meta-analytic results, a daily diary study demonstrated that individuals with high CSE perceived fewer stressors, experienced less strain after controlling for stressors, and engaged in less avoidance coping. However, both studies demonstrated that emotional stability was uniquely related to the stress and coping process and that emotional stability moderated the relationship between stressors and strain. The discussion focuses on the distinction between depressive self-concept represented by CSE and the anxiety and worry represented by emotional stability. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

The role of temporal shifts in turnover processes: it's about time.

To better understand the process of organizational withdrawal, a turnover model incorporating dynamic predictors measured at 5 distinct points in time was examined by following a large occupationally and organizationally diverse sample over a 2-year period. Results demonstrated that turnover can be predicted by perceived costs of turnover, organizational commitment, and critical events measured soon after entry into the organization. Occupational unemployment rates, job satisfaction, and search for alternative jobs also become significant predictors when measured over time. Critical events predicted turnover in a manner distinct from the operation of attitudes, consistent with the unfolding model (Lee & Mitchell, 1994). The path to turnover was marked by consistently low perceived costs of turnover and satisfaction, decreases in commitment, and increases in job search over time.

Emotional labor demands and compensating wage differentials.

The concept of emotional labor demands and their effects on workers has received considerable attention in recent years, with most studies concentrating on stress, burnout, satisfaction, or other affective outcomes. This study extends the literature by examining the relationship between emotional labor demands and wages at the occupational level. Theories describing the expected effects of job demands and working conditions on wages are described. Results suggest that higher levels of emotional labor demands are associated with lower wage rates for jobs low in cognitive demands and with higher wage rates for jobs high in cognitive demands. Implications of these findings are discussed.

The Psychic Cost of Doing Wrong: Ethical Conflict, Divestiture Socialization, and Emotional Exhaustion

Many employees feel ethically conflicted at work, but research has yet to identify the specific mechanisms that give rise to this sense of ethical conflict. The authors propose that ethical conflicts occur when companies encourage employees to behave counter to their own sense of right and wrong during the process of organizational socialization. Employees who are subject to these pressures experience psychological distress. The authors’ study of 371 early career lawyers found that divestiture socialization was positively related to ethical conflict and that ethical conflict was related to higher emotional exhaustion and lower career fulfillment. Ethical conflict partially mediated the relationship between divestiture socialization and emotional exhaustion. Narrative comments provided by respondents reinforced the relationship between divestiture socialization and ethical conflict.

The Other Side of Method Bias: The Perils of Distinct Source Research Designs

Common source bias has been the focus of much attention. To minimize the problem, researchers have sometimes been advised to take measurements of predictors from one observer and measurements of outcomes from another observer or to use separate occasions of measurement. We propose that these efforts to eliminate biases due to common source variance create serious problems. To demonstrate the problems of using what we term the “distinct sources” measurement design, we provide an integrative review of the literature regarding both contamination and deficiency of measures. Building on this theme, the article uses simulated data to demonstrate how using data from distinct observers or occasions of measurement can distort estimates of predictor importance at least as much as common source variance. Alternative multisource designs are advocated and examined for tractability by simulating various numbers of observations and sources in the research design.

Bayesian variance estimation for meta-analysis: Quantifying our uncertainty.

A primary goal in meta-analysis is determining the variance across a set of correlations after taking into account statistical and psychometric artifacts. If the residual variance is large, substantive moderators of the relationship likely exist; if there is little residual variance, the meta-analytic estimate of the effect size is expected to generalize across multiple settings. Surprisingly little attention has been directed toward some critical shortcomings of traditional methods for estimating residual variance. In this article, the authors argue that residual variance estimates are often based on an unrealistic model of the sampling distribution of residual variance. The authors review alternative Bayesian techniques for estimation that avoid these problems and provide simulation results demonstrating the superiority of the Bayesian approach.

A Head Start or a Step Behind? Understanding How Dispositional and Motivational Resources Influence Emotional Exhaustion:

This 10-day diary study examined emotional exhaustion throughout the workday using conservation of resources and self-determination theories in the context of service work (nursing). Results revealed that the impact of prework emotional exhaustion on postwork emotional exhaustion was moderated by both personality and motivation. Neurotic individuals had high levels of postwork exhaustion regardless of their level of prework exhaustion. Extrinsically motivated individuals were especially likely to be exhausted after work if they were also exhausted before work. Finally, although intrinsically motivated individuals were less likely to be exhausted in general, the salutary effects of intrinsic motivation were reduced when prework exhaustion was high. These findings are consistent with the idea that neuroticism reflects a state of chronically worrying about resource loss, extrinsic motivation is a drain on personal resources, and intrinsic motivation is a resource that is less accessible as prework exhaustion levels increase.