M. Ronald Buckley

Burnout in Organizational Life

Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and directions for the future of burnout research.

Human Resources Management: Some New Directions

The theory, research, and practice of Human Resource Management (HRM) has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. In this 25th anniversary Yearly Review issue, we conduct a less comprehensive and more focused review of the field of HRM. In doing so, we attempt to articulate some key concepts and issues that can be productively integrated with HRM to provide some interesting and important directions for future work, and consider ways to bridge the gap between the science and practice of HRM.

Investigating newcomer expectations and job-related outcomes

The initial experiences of newcomers as they enter an organization can provide important information that substantially influences the subsequent relationship between the individual and the organization. For example, the application of realistic job previews (RJPs) often results in desirable organizational outcomes (e.g.,increased satisfaction and reduced turnover). RJPs are typically job specific and job-content laden and serve to reduce the expectations of organizational newcomers. The present study indicates that an expectation lowering procedure (ELP), which is not job specific and is relatively content free, may yield similar benefits (i.e., reduce expectations). Both the organizational implications of this research and suggestions for using ELPs in conjunction with RJPs in the newcomer socialization process are offered.

Measurement Error and Theory Testing in Consumer Research: An Illustration of the Importance of Construct Validation

There have been numerous calls to improve measures of consumer behavior constructs, yet theoretical relationships are often evaluated in the absence of validity. This article presents an illustration of the impact of measurement error upon theory testing. We hope that this will highlight the need to improve construct measures that are used in consumer behavior research.

Measurement errors in the behavioral sciences: the case of personality/attitude research

It has been established that construct measures often contain measurement error and method effects. However, the extent of these measurement problems and their effects on personality constructs has not been fully examined. In this study, an analysis of published data sets affords estimates of the amount of trait, method, and error variance of measures used in the social/behavioral sciences. It was found that traits accounted for less than 50 percent of the variance in construct measures among the entire group of data sets included in the study. Measures of attitudes and personality variables contain considerably less trait variance. Implications for theory testing are discussed.

Validation of an instrument to measure service-orientation

Abstract Hogan, Hogan, and Busch (1984: 167) define service-orientation as “the disposition to be helpful, thoughtful, considerate, and cooperative.” To measure this construct they developed the Service Orientation Index (SOI), an 87-item true false questionnaire. The purpose of the present study was to test whether or not a biodata inventory could also be used to measure the service-orientation construct. Subjects were given the inventory in order to predict their service-oriented performance in a simulated customer interaction. The service-orientation ratings were consistently highly correlated with three topical scales: “the need to make a good impression,” “sociability,” and “helpfulness.” The correlations of these scales with service-orientation were as high or higher than those generally obtained with the SOI; and thus, it was concluded that service-orientation may effectively be measured by biodata.

Measurement issues concerning the use of inventories of job satisfaction

In spite of the fact that the JDI is one of the most widely used measures in the organizational sciences, there has been relatively little validation work done since Smith, Kendall, and Hulins (1969) development of the JDI. This paper is an examination of the psychometric characteristics of the JDI and other inventories of job satisfaction across a sample of validation studies. Like most other measures in the behavioral sciences, the construct validity of these inventories is modest. Although this problem may minimize the applicability of certain statistical techniques with job satisfaction data, the problem can be corrected through the proper application of structural equation models. Although this problem may be corrected statistically, the need for collateral work on the further conceptual development of the job satisfaction construct is suggested.

Combining Methodologies in the Construct Validation Process: An Empirical Illustration

Abstract Confirmatory Factor Analysis (CFA) has received considerable support as a methodology for assessing construct validity. As with other methodologies, however, numerous problems can be encountered when using CFA to assess construct validity. Given the limitations of the CFA, Multitrait-Multimethod (MTMM), and analysis of variance (ANOVA) methodologies, a set of guidelines was developed. The guidelines recommend that the characteristics of the data set be used to determine how the three alternative construct validation methodologies can be used in combination. Examples from the research literature are discussed in order to demonstrate the application of these guidelines.