Kimberly A. French

Teamwork satisfaction: Exploring the multilevel interaction of teamwork interest and group extraversion

Multilevel modeling is used to examine the impact of teamwork interest and group extraversion on group satisfaction. Participants included 206 undergraduates in 65 groups who were surveyed at the beginning and end of a requisite term-length group project for an upper-division university course. We hypothesized that teamwork interest and both extraversion dispersion and higher mean extraversion would predict satisfaction with the group. Results indicated both teamwork interest and mean extraversion were not a predictor of satisfaction. Contrary to the hypothesis, greater extraversion dispersion and the interaction between teamwork interest and extraversion dispersion predicted less satisfaction. Extraversion dispersion was a better predictor of student satisfaction when individuals were more interested in teamwork. Additionally, extraversion dispersion may be a suppressor variable for teamwork interest. These results have implications for instructors facilitating group work and ensuring students have a positive group work experience.

A Meta-Analysis of Work–Family Conflict and Social Support.

The relationship between social support and work–family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work–family conflict to date. We conduct a meta-analysis based on 1021 effect sizes and 46 countries to dissect the social support and work–family conflict relationship. Using social support theory as a theoretical framework, we challenge the assumption that social support measures are interchangeable by comparing work/family support relationships with work–family conflict across different support forms (behavior, perceptions), sources (e.g., supervisor, coworker, spouse), types (instrumental, emotional), and national contexts (cultural values, economic factors). National context hypotheses use a strong inferences paradigm in which utility and value congruence theoretical perspectives are pitted against one another. Significant results concerning support source are in line with social support theory, indicating that broad sources of support are more strongly related to work–family conflict than are specific sources of support. In line with utility perspective from social support theory, culture and economic national context significantly moderate some of the relationships between work/family support and work interference with family, indicating that social support is most beneficial in contexts in which it is needed or perceived as useful. The results suggest that organizational support may be the most important source of support overall.

Work–Family Culture in Low-Income Environments Can We Generalize?

The current study examined whether a work–family culture measure can be used across diverse income groups. We compared measure structure and criterion-related validity for low-income (n = 327) and high-income (n = 400) samples. Differences in measurement structure between the two groups were examined using measurement invariance, and differences in prediction were examined using multiple regression. Results indicate work-family culture facets are not equivalent across groups, and some relationships are weaker for low-income workers compared to high-income workers. Findings suggest that research using work–family culture measures developed on high-income populations may not generalize to low-income populations. New or revised measures are needed. This study contributes to our understanding of work–family measurement, work–family culture in low-income contexts, and the generalizability of measures and results using high-income samples to lower income counterparts. The results have clear implications for questioning equivalence of commonly used measures across income levels.

How honest are the signals? A protocol for validating wearable sensors.

There is growing interest among organizational researchers in tapping into alternative sources of data beyond self-reports to provide a new avenue for measuring behavioral constructs. Use of alternative data sources such as wearable sensors is necessary for developing theory and enhancing organizational practice. Although wearable sensors are now commercially available, the veracity of the data they capture is largely unknown and mostly based on manufacturers’ claims. The goal of this research is to test the validity and reliability of data captured by one such wearable badge (by Humanyze) in the context of structured meetings where all individuals wear a badge for the duration of the encounter. We developed a series of studies, each targeting a specific sensor of this badge that is relevant for structured meetings, and we make specific recommendations for badge data usage based on our validation results. We have incorporated the insights from our studies on a website that researchers can use to conduct validation tests for their badges, upload their data, and assess the validity of the data. We discuss this website in the corresponding studies.

Marissa Mayer: An Analysis of Media Reaction to a Pregnant CEO

Marissa Mayer made headlines when she became only the 20th female CEO of a Fortune 500 firm in 2012 while also the first woman to take such a position while pregnant. Another firestorm of coverage commenced when she returned to work after two weeks of leave following the birth of her baby. The purpose of the current study is to analyze media and public reaction to a pregnant CEO based on the Mayer case. Using qualitative content analysis, coverage and reaction to Mayer’s appointment and pregnancy are used as an inkblot test of current views concerning women’s ability to combine motherhood with work. Our findings illustrate the underrepresentation of women in high profile public positions makes them hyper-visible and consequently their personal choices can be seen as about women in general, not just about themselves. While most pregnant working mothers do not undergo the degree of scrutiny faced by Mayer, our findings demonstrate that the motherhood mandate is alive and operational in current society. Implications of findings for future research and practice are discussed.

Evaluating the Psychometric Properties of the Teamwork KSA Test

The Teamwork KSA Test has been a welcome addition to the practitioners selection toolkit as well as a useful measure for teamwork researchers. We analyzed the psychometric properties of the Teamwork KSA Test and recognized correlates of the construct using three samples of working individuals recruited through a university (N = 241, N = 230, N = 332) and found slim evidence for a factor structure of the underlying constructs. Furthermore, classical reliability estimates did not meet traditional psychometric standards. Total TKSA scores predicted self‐ratings and instructor ratings of teamwork in two of the samples; effect sizes were small.