Philip Bobko

Self-efficacy beliefs: Comparison of five measures.

In 2 studies, the researchers compared 5 ways of operationalizing self-efficacy that are commonly found in the literature and assessed the antecedents and consequences of self-efficacy on the basis of A. Banduras (1986) conceptualization. Results indicated that measuring self-efficacy by using a task-specific, 1-item confidence rating showed the lowest convergent validity with the other self-efficacy operationalizations and showed the least consistency in its correlation with the hypothesized self-efficacy antecedents and outcomes. Furthermore, self-efficacy magnitude and self-efficacy strength (combining all the certainty answers) appeared to be inferior to self-efficacy composites based on combining only the strength items where the magnitude response was «yes, I can perform at that level»

Ethnic Group Differences in Measures of Job Performance: A New Meta-Analysis

The authors conducted a new meta-analysis of ethnic group differences in job performance. Given a substantially increased set of data as compared with earlier analyses, the authors were able to conduct analyses of Black-White differences within more homogeneous categories of job performance and to reexamine findings on objective versus subjective measurement. Contrary to one perspective sometimes adopted in the field, objective measures are associated with very similar, if not somewhat larger, standardized ethnic group differences (ds) than subjective measures across a variety of indicators. This trend was consistent across quality, quantity, and absenteeism measures. Further, work samples and job knowledge tests are associated with larger ds than performance ratings or measures of absenteeism. Analysis of Hispanic-White standardized differences shows that they are generally lower than Black-White differences in several categories.

Interactive Effects of “Type A” Behavior and Perceived Control on Worker Performance, Job Satisfaction, and Somatic Complaints

This research examined the moderating role of perceived control on the relations between Type A behavior and worker performance, job satisfaction, and somatic complaints. Results suggest that peopl...

A Meta-Analysis of Gender Group Differences for Measures of Job Performance in Field Studies

There are multiple views in human resource management and organizational behavior concerning gender differences in measures of job performance. Some researchers suggest that males generally are evaluated higher than females across a variety of situations that include job performance measurement. At the same time, the presence of specific status cues in expectation states theory (EST; similar to the concept of individuating information) suggests that measures of job performance will be more similar than different for males and females. Previous analyses are unclear in their results for the measurement of the construct of job performance because they have included, and/or focused on, additional constructs (e.g., hiring suitability, leadership performance aggregated with leadership satisfaction) or have used student samples in lab experiments. The authors of this article conducted a meta-analysis of job performance measures from field studies. They found that females generally scored slightly higher than males (mean d = −.11, 80% credibility interval of −.33 to .12). Other analyses suggested that, although job performance ratings favored females, ratings of promotion potential were higher for males. Thus, ratings of promotability may deserve further attention as a potential source of differential promotion rates. These findings and processes are discussed within the context of EST.

The Importance of Justice Perceptions on Pay Effectiveness: A Two-Year Study of a Skill-Based Pay Plan

We conducted a survey across a two-year period to examine the attitudinal effects of skill-based pay (SBP) plans in a consumer products company in the Northeast region of the United States. We examined the relationship between SBP plan characteristics and employees’ evaluation of (and reactions to) the pay system; fairness perceptions were considered as the explanatory mediating variable. The results demonstrate that SBP plans, which provide training and are better understood and communicated, will lead to an increased general perception of fairness which, in turn, will lead to more positive evaluations of the plans a year later. Implications for the relationships between fairness perception and pay system design are discussed.

Social Media in Employee-Selection-Related Decisions A Research Agenda for Uncharted Territory

Social media (SM) pervades our society. One rapidly growing application of SM is its use in personnel decision making. Organizations are increasingly searching SM (e.g., Facebook) to gather information about potential employees. In this article, we suggest that organizational practice has outpaced the scientific study of SM assessments in an area that has important consequences for individuals (e.g., being selected for work), organizations (e.g., successfully predicting job performance or withdrawal), and society (e.g., consequent adverse impact/diversity). We draw on theory and research from various literatures to advance a research agenda that addresses this gap between practice and research. Overall, we believe this is a somewhat rare moment in the human resources literature when a new class of selection methods arrives on the scene, and we urge researchers to help understand the implications of using SM assessments for personnel decisions.

On Theory, Statistics, and the Search for Interactions in the Organizational Sciences

This study is based on a review of several papers on multiple regression (with an emphasis on moderated regression) that have recently been published in the Journal of Management and elsewhere. Independent contributions from each of these articles suggest six sets of questions and/or conclusions that might motivate future researchers in this area, and we call for research which integrates the questions into unified studies.

Appropriate moderated regression and inappropriate research strategy: A demonstration of information loss due to scale coarseness

Paunonen and Jackson (1988) demonstrated that stepwise moderated regression provides a test of interaction effects that protects the nominal Type I error rate. However, the stepwise procedure has also been characterized as failing to detect interaction effects in empirical studies. This issues has led to questions regarding the methods statistical power in applied research. It is demonstrated that, because of a research strategy frequently used in empirical investigations, the probability of Type II error in detecting a true interaction effect is unknown.

A Model for Predicting Computer Experience from Attitudes Toward Computers

This study examined the relationship between locus of control, two sets of beliefs about computers as electronic performance monitors, general computer attitudes, and computer experience. Results support a model in which computer attitudes mediate the relationship between an individuals locus of control and computer experience and between monitoring beliefs about computers and computer experience.

Toward Innovation and Diversity in Management Research Methods

Drawing on a content analysis of all the articles submitted to the 1993 Special Research Forum on Methodology and their reviews, we identify and discuss three requirements for methodological contri...