Disentangling the relationship between the achievement striving and impatience—irritability dimensions of type A behavior,performance and health

This study was conducted to replicate and extend previous findings that two independent dimensions of type A behavior, namely Impatience—Irritability (II) and Achievement Striving (AS), differentially predict health and performance. One hundred and thirteen university students provided their grade point average and completed questionnaires to measure II, AS and several health measures. They also performed a five-minute proof-reading task which yielded a behavioral measure of attention and concentration. As predicted, after partialling out the effects of II, AS predicted GPA and proof-reading performance, but not health. After controlling for age and AS, II predicted headaches and sleep habits, but neither respiratory infections nor digestive problems. Implications for the differential prediction of health and performance by AS and II, and interventions designed to decrease risk from type A behavior by reducing II but not AS, are discussed.     

The effects of performance attributions and outcome dependence on leader feedback behavior following poor subordinate performance

While feedback is considered to be among the most effective motivational tools available in organizations, there is substantial evidence that leaders are often poor sources of feedback. Following poor subordinate performance, leaders have been shown to avoid providing feedback, delay providing feedback, and distort feedback to make it less negative. While these findings are strong, there is evidence that this ‘mum’ effect may be limited by certain boundary conditions. A 2×2 experimental study was designed to determine the extent to which leader performance attributions (effort and ability) and outcome dependence (high and low) affected the frequency, latency, and type of feedback provided to poor performers. The results suggest that the feedback offered to poor performers by leaders is significantly affected by both performance attributions and outcome dependence. © 1998 John Wiley & Sons, Ltd.     

A moderated mediation test of personality,coping, and health among deployed soldiers

Our study examines how personality and coping influence soldiers' psychological health among 648 US Army personnel who were at that time deployed in Iraq at the height of an insurgency. Conscientiousness, neuroticism, and extraversion were associated with different coping behaviors, and these were in turn related to psychological distress. Conscientiousness was positively associated with problem‐focused coping and negatively with avoidance coping, whereas neuroticism was most positively associated with avoidance coping. Extraversion was positively related to both seeking social support and avoidance coping. As expected, avoidance coping was positively associated with psychological distress. Coping style explained more variance in the relationship between personality and distress among soldiers who perceived higher levels of threat, thus supporting a moderated mediation hypothesis. We discuss implications for facilitating the stress coping of workers who face acute and potentially traumatic stress exposures. Copyright © 2011 John Wiley & Sons, Ltd.     

The interactive effects of variety,autonomy, and feedback on attitudes and performance

Job dimensions of autonomy, variety, and feedback were objectively manipulated to evaluate their effect on perceptions of job characteristics and on job outcomes. Except for feedback level, manipulations and perceptions independently predicted satisfaction, and one significant two-way interaction emerged. In a high variety task, increased autonomy led to increased satisfaction, while in a low variety task, increased autonomy had a negligible effect on satisfaction. For performance, objective variety and autonomy also interacted, indicating that in a low variety task, autonomy had little impact, while in a high variety task, increased autonomy contributed 16 per cent to performance. In addition, autonomy and feedback interacted with one another, with increased feedback in a high autonomy task again contributing 16 per cent to performance, while increased feedback in a low autonomy task had little impact on performance. Findings are discussed from both the Job Characteristics Model and control theory perspectives.     

The effects of leadership dimensions,safety climate,and assigned priorities on minor injuries in work groups

This study is based on three premises: (a) Leadership style affects the level of concern for subordinate safety; (b) Concern for safety, operationalized with supervisory practices, provides the source for safety climate perceptions; and (c) Safety priority as assigned by higher superiors influences supervisory safety practice independently of leadership style. Assigned safety priority was expected to moderate the relationship between leadership style and injury rate in organizational subunits, with safety climate mediating this leadership–injury relationship due to its demonstrable effect on safety behavior. A within‐group split‐sample analysis of 42 work groups, coupled with prospective design, indicated that transformational and constructive leadership predicted injury rate, while corrective leadership provided indirect, conditional prediction. Leadership effects were moderated by assigned safety priorities and mediated by commensurate safety‐climate variables. The results suggest that transformational and transactional leadership provide complementary modes of (mediated and moderated) influence on safety behavior of group members. Copyright © 2002 John Wiley & Sons, Ltd.     

Beliefs and fears and Type A behavior: implications for academic performance and psychiatric health disorder symptoms

This study begins by examining the dimensionality of the Type A behavior pattern using four frequently employed self-report measures. Exploratory and confirmatory factor analyses identified nine meaningful factors (dimensions) across the four scales. A measure of hostility was added since hostility has been found to be highly predictive of coronary heart disease and originally was included in Rosenman, Swan and Carmelli's (1988) definition of Type A behavior. Supporting the utility of examining Type A behavior as a multidimensional personality construct, the Type A dimensions and hostility reveal differential effects on academic performance and a general health or psychiatric disorder symptom profile. Achievement striving is positively related to academic performance, and time pressure, anger, and hostility seem to significantly increase somatic complaints, anxiety, and depression. In addition, there is support for Price's (1982) conceptualization that some cognitive beliefs and fears promote the development and maintenance of Type A behavior. As expected, the belief and fear that one must prove oneself or else be judged unworthy relates positively to work involvement and achievement striving, but it also directly and positively impacts the overt Type A behaviors of hurry and time pressure and two psychiatric health disorder symptoms, performance dysfunction and anxiety. Lastly, implications and future research directions are discussed.     

Organizational justice,voluntary learning behavior,and job performance: A test of the mediating effects of identification and leader‐member exchange

This paper presents and tests an integrative model of voluntary learning behavior. Drawing on social exchange theory, we argue that individuals are more likely to pursue learning activities when they identify with their employing organization and have a high quality leader–member exchange (LMX) relationship with their supervisor. We further argue that organizational identification is enhanced by both distributive and procedural fairness, whereas LMX quality is enhanced by interpersonal and informational fairness. Moreover, we contend that effective learning behavior improves job performance. The model was tested with a sample of 398 employees from a large automobile dealership. Results supported most predictions. Copyright © 2009 John Wiley & Sons, Ltd.     

We're all in this together…except for you: The effects of workload,performance feedback,and racial distance on helping behavior in teams

We draw from social categorization theory and the actor–observer hypothesis to extend previous research regarding receiving high levels of help from team members. Specifically, we explore how a team member's performance feedback on how they handled a disproportionately heavy share of the team's workload and how their racial distance from the rest of their teammates affect the amount of helping that person receives from their teammates. Results from a laboratory study in which 79 teams worked on a computerized, decision‐making task demonstrated a three‐way interaction between workload, performance feedback, and the racial distance between the feedback recipient and the rest of their teammates. Racially distant negative feedback recipients who had a disproportionately heavy share of their team's workload received less help from teammates than their racially similar counterparts. Copyright © 2012 John Wiley & Sons, Ltd.     

Multiple dimensions of human resource development and organizational performance

Building on strategic human resource management literature, this study investigates the effects of various human resource development (HRD) dimensions on organizational performance. We identify four distinct dimensions of HRD that reflect either quantitative or qualitative approaches from either managerial or employee perspectives. Furthermore, we propose that HRD affects organizational performance by shaping employee outcomes, a prevailing but rarely tested assumption. Multi‐source data collected from 207 manufacturing companies at three time points over a 5‐year period largely support our theoretical propositions. A series of structural path analyses confirm that HRD improves employee commitment and competence, which in turn determine the financial performance of the organization. The quantitative dimensions of HRD (resource investment in HRD) predict only employee commitment. By contrast, the qualitative dimensions of HRD (management support for, and perceived benefits of, HRD) enhance both employee commitment and competence. Our analysis also demonstrates synergistic interactions between the quantitative and qualitative dimensions of HRD in predicting employee outcomes. This study elaborates the distinct values of different dimensions of HRD and highlights the significance of employee outcomes as the mediating mechanism between HRD and firm performance. Copyright © 2014 John Wiley & Sons, Ltd.     

Task type as a moderator of positive/negative feedback effects on motivation and performance: A regulatory focus perspective

Applying Higgins' regulatory focus theory, we hypothesized that the effect of positive/negative feedback on motivation and performance is moderated by task type, which is argued to be an antecedent to situational regulatory focus (promotion or prevention). Thus, first we demonstrated that some tasks (e.g., tasks requiring creativity) are perceived as promotion tasks, whereas others (e.g., those requiring vigilance and attention to detail) are perceived as prevention tasks. Second, as expected, our tests in two studies of the moderation hypothesis showed that positive feedback increased self‐reported motivation (meta‐analysis across samples: N = 315, d = 0.43) and actual performance (N = 55, d = 0.67) among people working on promotion tasks, relative to negative feedback. Positive feedback, however, decreased motivation (N = 318, d = ?0.33) and performance (N = 55, d = ?0.37) among individuals working on prevention tasks, relative to negative feedback. These findings suggest that (a) performance of different tasks can affect regulatory focus and (b) variability in positive/negative feedback effects can be partially explained by regulatory focus and task type. Copyright © 2010 John Wiley & Sons, Ltd.     

Covariability in three dimensions of teenage driving risk behavior: impaired driving,risky and unsafe driving behavior,and secondary task engagement

Objective: This research examined the extent to which teenagers who engaged in one form of risky driving also engaged in other forms and whether risky driving measures were reciprocally associated over time.

Methods: The data were from waves 1, 2, and 3 (W1, W2, and W3) of the NEXT Generation study, with longitudinal assessment of a nationally representative sample starting with 10th graders starting in 2009–2010. Three measures of risky driving were assessed in autoregressive and cross-lagged analyses: driving while alcohol/drug impaired (DWI), Checkpoints Risky Driving Scale (risky and unsafe driving), and secondary task engagement while driving.

Results: In adjusted autoregression models, the risk variables demonstrated high levels of stability, with significant associations observed across the 3 waves. However, associations between variables were inconsistent. DWI at W2 was associated with risky and unsafe driving at W3 (β = 0.21, P < .01); risky and unsafe driving at W1 was associated with DWI at W2 (β = 0.20, P < .01); and risky and unsafe driving at W2 is associated with secondary task engagement at W3 (β = 0.19, P < .01). Over time, associations between DWI and secondary task engagement were not significant.

Conclusions: Our findings provide modest evidence for the covariability of risky driving, with prospective associations between the Risky Driving Scale and the other measures and reciprocal associations between all 3 variables at some time points. Secondary task engagement, however, appears largely to be an independent measure of risky driving. The findings suggest the importance of implementing interventions that addresses each of these driving risks.     

The effects of chemical protective suits on human performance

Workers in the chemical industry are often required to wear protective suits while performing tasks. While these suits can be life saving, they increase the difficulty and discomfort faced by the wearer. This research explores the performance of individuals wearing the highly cumbersome Level A suit. The suits are heat-retentive and can cause fatigue that affects performance by increasing response time and decreasing accuracy. Members of Missouri’s Civil Support Team (CST) served as subjects for this research. They conducted fine and gross motor tests. Their completion time and accuracy were evaluated both out-of-suit and in-suit for the Level A chemical protective suits.A t-test was conducted to evaluate the effect of the Level A suits on performance. Results showed a significant increase in completion time and errors for gross motor tasks. This type of task had up to a 103% increase in time required and up to a 34% decrease in accuracy. The suit’s impact on fine motor skill was also significant, but to a lesser extent. Repeated measures test was performed to evaluate any potential time-in-suit effect. A decrease in mean task completion time was observed for some of the tasks. There was a corresponding decrease in accuracy but no consistent time-in-suit effect was identified.The results indicate the need for care when designing procedures and equipement to be used by humans wearing restrictive PPE. It is important to take human limitations into consideration in the design phase in order to decrease the need for human adaptation and increase system safety. To achieve this, understanding human factors is imperative when designing equipment, tasks, or procedures for workers wearing PPE.     

Inflation of subordinates' performance ratings: main and interactive effects of rater negative affectivity,documentation of work behavior,and appraisal visibility

We hypothesized that raters' tendency to deliberately inflate performance appraisal ratings of subordinates would be associated with rater negative affectivity (NA) and two characteristics of the performance appraisal context: documentation of subordinates' work behaviors and appraisal visibility. We further hypothesized interactions among these variables, such that high‐NA, but not low‐NA raters, would be more likely to inflate ratings under conditions of low documentation and high appraisal visibility. Moreover, we predicted that NA would be associated most strongly with rating inflation when documentation was low and appraisal visibility was high, simultaneously. Results from a sample of 148 supervisors from a variety of organizations supported these hypotheses. We discuss several practical implications of the results and suggest areas for future inquiry. Copyright © 1999 John Wiley & Sons, Ltd.     

Increasing coping resources at work: A field experiment to increase social support,improve work team functioning,and enhance employee mental health

Correlational studies have identified worksite coping resources such as social support and perceived control, and have suggested a positive role for such resources in employee stress processes. However, little experimental evidence has demonstrated the causal role of worksite coping resources in improving mental health, nor how worksite coping resources can be enhanced. This paper reports the results of a field experiment intended to provide such evidence. Human service workers participated in a theory-driven training program designed to increase individual and group psychosocial coping resources and individuals' abilities to use those resources when coping with job demands. The inclusion of selection variables in models used to estimate the impact of the intervention controlled for selection biases and also allowed for the assessment of the impact of the training on those workers identified as most prone to turnover and on those most likely to participate in such an intervention. Results indicated that the program enhanced the work team climate and reduced depresssive symptoms and somatization in those most at risk for leaving their jobs. The program was also effective in increasing the amount of supervisor support received on the job and strengthening perceptions of coping abilities in those workers most likely to participate in the program.     

The effects of proximal and distal goals on performance on a moderately complex task

The effect of a proximal plus a distal goal was investigated relative to setting only a distal goal or urging participants to do their best. Young adults (N=39) were paid on a piece rate basis to make toys. An analysis of variance revealed that the amount of money earned by the participants who were urged to ‘do your best’ was significantly greater than the amount of money earned by the participants who were assigned a distal goal. However, the amount of money earned by the participants who were assigned proximal goals, in addition to a distal goal, was significantly greater than the amount of money earned by the participants in the ‘do your best’ condition. The correlation between perceived self‐efficacy and the amount of money earned was 0.45 (p<0.01). Perceived self‐efficacy significantly increased only for those participants in the proximal plus distal goal condition. Proximal goals, through self‐efficacy and performance feedback, appear to have focused attention on task appropriate strategies. The results suggest an informational explanation of proximal goals as opposed to a motivational one through goal commitment. Implications of these findings for mentoring and training are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

The effects of transformational leadership on teacher attitudes and student performance in Singapore

Transformational leadership theory was examined in 89 schools in Singapore using a split sample technique (N = 846 teachers). The study sought to examine the influence of transformational leader behavior by school principals as it related to organizational commitment, organizational citizenship behavior, teacher satisfaction with leader, and student academic performance. Attitudinal and behavioral data were collected from both teachers and principals; student academic performance was collected from school records. School level analyses showed that transformational leadership had significant add-on effects to transactional leadership in the prediction of organizational commitment, organizational citizenship behavior, and teacher satisfaction. Moreover, transformational leadership was found to have indirect effects on student academic achievement. Finally, it was found that transactional leadership had little add-on effect on transformational leadership in predicting outcomes. Implications and directions for future research are discussed.     

Determinants of safety priorities in transport – The effect of personality,worry, optimism,attitudes and willingness to pay

Much research within risk has investigated risk perception and how risk behaviour is understood by the public. One goal of risk research is to understand how people perceive and interpret risk to facilitate safe behaviour. This is seen as important for many different reasons, one being because policy measures might be more effective when they address and understand individual differences in beliefs and perceptions of a target group (Steg, L., Sievers, I., 2000. Cultural theory and individual perceptions of environmental risks. Environment and Behavior 32 (2), 250–269). The main aim of this study was to investigate what is most important in regard to safety priorities. Three personality assets – anxiety, excitement-seeking and trust – were first examined. Further factors were driver optimism, worrying about transport risks, willingness to pay to increase safety, and negative attitudes toward traffic rules (as a driver). The results are based upon two questionnaire surveys carried out among a representative sample of the Norwegian public in 2004. The results showed that worry was the most important predictor of safety priorities. In addition, negative attitudes towards rules were also found to have an impact on priority. The proposed model explained 44% of the variance of safety priority. This knowledge gives additional information to improve the success of interventions because it will develop the ability to target those who consider safety to be of low priority and guide them to modify their attitudes. This may in turn increase their value of safety.     

The effects of perceived organizational support,perceived supervisor support and perceived co-worker support on safety and health compliance

Although knowledge is cumulating, very little is known about the effects of various sources of support on safety and health compliance. This study goes beyond previous research by investigating the relationships among perceived support from organizations, supervisors and co-workers, and employees’ safety and health compliance behaviour at chemical and petroleum process plants. The results of this study show that the support from organizations, supervisors and co-workers was significantly related to employees’ safety and health compliance. Also, the findings reveal that perceived supervisor support has the strongest influence in ensuring employees’ safety and health compliance behaviour.     

The interactive effects of conscientiousness,openness to experience,and political skill on job performance in complex jobs: The importance of context

Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of personality demonstrated in prior research to have the strongest criterion validity (i.e., conscientiousness) was joined with a narrow construct closely related to openness to experience (i.e., learning approach) in a three‐way interactive prediction of supervisor‐rated task performance. With the employee–supervisor dyads among professionals, but not with the control group of non‐professional employees, task performance was predicted by the three‐way interaction, such that those high on all three received the highest performance ratings. Implications, strengths and limitations, and directions for future research are discussed. Copyright © 2012 John Wiley & Sons, Ltd.