Lisa M. Finkelstein

On Average Deviation Indices for Estimating Interrater Agreement

In this investigation, the authors report the results of two studies designed to investigate the efficacy of two proposed indices of interrater agreement based on average deviations from the mean and from the median (ADM and ADMd, respectively). Using survey response data collected from 6,549 sales employees in 119 stores of a national retail company, Study 1 compared the results of six interrater agreement indices across four types of Likert-type response scales (i.e., 5-, 6-, 7-, and 11-point scales). The results indicated that the AD indices were highly correlated with an index of proportional agreement and with within-group interrater agreement indices. Study 2, based on survey data collected from 4,158 sales employees in 109 other stores of this company, constructively replicated Study 1 and examined the consistency of interrater agreement decisions across six indices with respect to a priori decision rules. Study 2 results also supported the use of AD indices. Practical issues concerning the use of AD indices for estimating interrater agreement and future research directions are discussed.

What do the young (old) people think of me? Content and accuracy of age-based metastereotypes

Increasing age diversity in the workforce points to the need to understand the dynamics of interpersonal relations across age groups. An important element of these interactions involves interpersonal perceptions, including both what an individual believes about members of other age groups (stereotypes) and what individuals believe other age groups think of their own group (metastereotypes). We explore the content and accuracy of the stereotypes and metastereotypes in a sample of 247 younger, middle-aged, and older workers. We compare the stereotypes and metastereotypes of and by different groups in terms of their affective valence (positive/negative) and compare the results produced by open-ended and closed-ended methods. We map out the usefulness of these data for future work towards enhancing cross-aged interactions in the workplace.

The “new career” and organizational commitment: Do boundaryless and protean attitudes make a difference?

Purpose – The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational commitment and whether such relationships can be moderated by development opportunities.Design/methodology/approach – Surveys from 212 part‐time MBAs were analyzed using correlation, regression, or moderated multiple regression to explore relationships between boundaryless career attitudes (boundaryless mindset, organizational mobility), protean career attitudes (self‐directed career management, values‐driven career management), organizational commitment (affective, continuance and normative), and development opportunities.Findings – Only organizational mobility preference was correlated (negatively) with each type of commitment. Boundaryless mindset was moderated in its relationship to normative commitment in that lower development opportunities resulted in lower commitment for those with higher levels of boundaryless mind...

An Examination of the Role of Age in Mentoring Relationships

This study examined the role of both age and age diversity in mentorships using quantitative and qualitative methodology. Based on data from nonfaculty employees of a large university, it found that the absolute age of the protégé in mentorships influenced career mentoring provided, characteristics of the mentorship, and perceptions of mutual learning. Older protégés on average experienced less career-related mentoring, had shorter relationships, were closer in level to their mentor, and reported more mutual learning than younger protégés. Protégé age interacted with mentor age, however, such that young protégés seemed to receive similar styles of mentoring regardless of mentor age, but as protégés age increased, they reported more career and psychosocial mentoring from younger than from older mentors. The content analysis of qualitative data revealed important variables to investigate in future research on age diversity in mentorships, including perceptions of competence and respect, similarity, and interpersonal comfort.

Age Differences in Proactive Newcomer Socialization Strategies in Two Populations

We investigated the role of age as a predictor of newcomer socialization behaviors, and documented relationships between specific strategies and subsequent role-relevant outcomes. Academic and retail newcomer populations were each surveyed over three time periods. A negative relationship was found between age and covert forms of information seeking in both samples. Further, the use of covert information seeking was related to lower subsequent levels of role clarity and job satisfaction.

Work-family conflict among members of full-time dual-earner couples: an examination of family life stage, gender, and age.

Based on cross-sectional data from the 2008 National Study of the Changing Workforce, this study investigates relationships between gender, age, and work-family conflict across 6 family life stages. Participants were 690 married/partnered employees who worked 35 or more hours a week. Results indicated a small but negative relationship between age and work-family conflict. Work-family conflict was also associated with family stage, with the least amount of conflict occurring during the empty nest stage and the most occurring when the youngest child in the home was 5 years of age or younger. Gender differences were also observed. Specifically, men reported more work interference with family than did women when the youngest child in the home was a teen. Women overall reported more family interference with work than did men. Results concerning age and gender revealed a different pattern demonstrating that family stage is not simply a proxy for age. Age had a main effect on work-to-family conflict that was monotonic in nature and on family to-work conflict that was linear in nature. In conclusion, the results indicate gender, age, and family stage each uniquely relate to work-family conflict.

Content and Reliability of Discrepancy-Defined Self-Awareness in Multisource Feedback

Although researchers have documented multiple antecedent and outcome correlates of the self-awareness construct, relatively little work has focused on placing the construct within a nomological network. Using item response theory (IRT) analyses of differential item functioning (DIF), the authors compared the relationships between observed and latent performance domains on a 360° assessment for high- and low-self-aware individuals. The reliability of discrepancy-defined self-awareness was assessed and deemed adequate, and indices of graded response model fit to 360° data were recorded. As an initial step toward defining this discrepancy-defined construct within a larger nomological network, extant constructs of personal warmth, self-promoting, and self-monitoring were identified as potential contributors to self-awareness using the DIF investigative framework.

The Stability of Generation Identification Over Time and Across Contexts

Abstract Two studies were conducted as an initial test of the temporal and contextual stability of the Generation Identification Scale (GIS; Finkelstein, Gonnerman, & Johnson, presented at the Fourteenth Annual Meeting of the Society for Industrial and Organization Psychology, Atlanta, Georgia, April 29-May 2 1999). In the first study, we found that both the long and short forms of the GIS exhibited high internal consistency and test-retest reliability over a 1-month period. In the second study, we found GIS scores remained stable following a brief work-relevant contextual manipulation of age salience. GIS scores were unrelated to a written measure of spontaneous self-concept. Implications for the use of the generation identity construct and ideas for additional construct validation research of the GIS are discussed.

The Role of Subordinate Authoritarianism in Cross-Level Extra-Role Relationships

Abstract This study is an investigation of the moderating role of subordinate authoritarianism in the relationship between cross-level (i.e., supervisor and subordinate) extra-role (i.e., outside of work) activities and job satisfaction and organizational citizenship behaviors. Low authoritarian subordinates reported greater job satisfaction than high authoritarian subordinates when they participated in off-the-job activities with supervisors. The implications of this research are discussed.

Antecedents and outcomes of targeting older applicants in recruitment

Inspired by Rynes and Barbers and Avery and McKays theoretical work, we examined factors that influence organizations’ decision to target older applicants and the influence of this decision on other recruiting strategies. Our study of two samples of HR professionals provides mixed support for these theoretical frameworks. Incumbent age and an organizational climate that rewards diversity were related to targeting older workers, whereas an ageist climate and labour market tightness were not. Further, the decision to target older applicants was related to the number of recruitment sources used and, in one sample, an emphasis on work environment benefits. However, this decision was not related to an emphasis on financial stability benefits or to recruiter age.