General and specific measures in organizational behavior research: Considerations,examples, and recommendations for researchers

Deliberation over and relative preference for general or specific (broad or narrow) constructs has long been an important issue in organizational behavior research. In this article, we provide a review of this general issue and some specific recommendations for researchers. We begin by discussing whether the general versus specific issue is an important debate and by discussing other underlying issues (the role of researcher preferences, distinction between reflective and formative indicators, and distinction between constructs and measures of constructs). Building on Chen's (this issue) analysis of core self‐evaluations, we first discuss how the general–specific debate has progressed in core self‐evaluations research. We then discuss three other important areas in which this debate has played out: intelligence, five‐factor model of personality, and job attitudes. Finally, we offer a framework to help guide decisions about whether to utilize general measures, specific measures, or both and conclude by providing recommendations for the use of general and specific measures in organizational behavior research. Copyright © 2011 John Wiley & Sons, Ltd.     

一种企业人性化安全管理的参考模式

将人性化管理模式引入企业安全管理领域,从人的个性特征出发,把岗位安排与管理方法相结合,运用系统的观点进行安全管理设计,提出了一种可供企业参考的人性化安全管理模式和实施方法。     

The journey to leave: Understanding the roles of perceived ease of movement,proactive personality,and person–organization fit in overqualified employees' job searching process

Despite intensive research on perceived overqualification, empirical evidence on overqualified employees' job search behavior remains relatively insufficient. Notably, no studies have explored the possible link between perceived overqualification and internal job searching behaviors. In the present study, we consider whether—and more importantly when—employees with high perception of overqualification search for internal and external job opportunities. Applying the ability–motivation–opportunity (AMO) framework, we propose and test a model that specifies how motivation and opportunity to move or stay activate differential effects in overqualifiers' job searching process. Results from two studies surveying employees in Taiwan (Study 1: N = 268; Study 2: N = 210) show that overqualifiers displayed greater intentions to leave the current job and, in turn, engaged in more external job search behaviors; this relation was strongest for those whose perceived ease of movement and proactive personality increased or person–organization (PO) fit decreased. Furthermore, overqualifiers displayed greater intentions to leave the current job and also increased their internal job search behaviors; this relation was strongest for those whose perceived ease of movement and PO fit increased. A series of supplemental analyses also lends support to our theorizing.     

试论生态化人格及推进人格生态化的意义

人格与生态的内在关联,包括康德在内的法权论者认为作为法权主体的人格同外部自然物(包括生态环境)之间有着紧密的关系,黑格尔明确地把外部自然界作为财产的一部分加以考虑。在马克思看来,资本家尽管有了对于自然界的所有权,却也并不就是真正自由的独立的人格,近代的生态危机,归根到底同这种反生态人格密切相关。生态化人格是个体人格的生态规定性,是与生态文明相适合的作为生态文明主体的"生态人"的资格、规格和品格的统一,是一种权利和义务(责任)相统一的新型人格,是一种充满智慧的新型人格,是对其他人格富有同情和尊重的智慧型人格,还是一种具有审美视野的美的人格。它的真正确立,包含着实践的环节。生态化人格的塑造与培养不是一蹴而就的,而必需是在生态文明建设进程中不断推进铸就的。推进人格生态化一方面有助于我国生态文明建设的顺利开展,另一方面也是生态文明建设的内在目的和要求。     

邓小平理论课教学中对人格教育的思考

本文提出邓小平人格教育在邓小平理论课教学中的重要性。主要从邓小平同志对待人生态度的修身进取精神,对革命建设实践中的探索创新精神,道德情操的无私无畏精神三方面进行论述,以此提高邓小平理论课的教学效果。     

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

In this narrative review, we provide an overview of the self‐monitoring literature as it applies to the workplace context. Our starting point to the review is a meta‐analysis of self‐monitoring literature published in 2002 by Day, Schleicher, Unckless, and Hiller. After providing an overview of the theoretical basis of self‐monitoring and its measurement, we present a summary of the broad literature on self‐monitoring to examine the implications of self‐monitoring for employees and organizations. Based on our review, we identify the main outcomes of self‐monitoring as well as findings of the literature treating self‐monitoring as a moderator. We provide evidence that self‐monitoring has potential downsides, which would benefit from further investigation. We conclude our review by identifying important potential future research directions.     

Driving anger expression in Germany—Validation of the Driving Anger Expression Inventory for German drivers

Objective: The main objective of this article is to examine whether the Driving Anger Expression Inventory (DAX) applies to German drivers because this scale has previously been given to drivers in many different countries.

Methods: We applied German versions of the DAX, the Driving Anger Scale (DAS), and the State-Trait Anger Expression Inventory (STAXI) to a sample of 501 German drivers. We computed confirmatory factor analysis and principal axis factoring (PAF) analysis to examine the structure of driving anger expression in Germany. Finally, we related the drivers’ anger exp ression scores to their driving anger experiences and their general anger propensities to assess the validity of the DAX for German drivers.

Results: Results indicated that the DAX’s original factor structure does not apply to German drivers because the confirmatory factor analysis did not show a good model fit. An item analysis revealed that many DAX items had no meaningful variability. They were excluded from further analysis. The subsequent PAF analysis indicated that German drivers do not use personal physical aggression to express their driving anger. Instead, they reported unique preventive anger expression management behavior. In addition, their driving anger expressions were significantly related to their driving anger experiences and their general anger propensities indicated the validity of the refined DAX for German drivers.

Conclusions: We conclude that German drivers do not use strong behaviors to express their driving anger. Many statements of Deffenbacher et al.’s (Behav Res Ther. 40:717–737, 2002) original American questionnaire were not applicable for our sample of German drivers. These findings are in line with several other studies showing discrepancies in driving anger expression in various countries. Future investigations should examine the reasons for discrepancies in driving anger expression.     

我国民航飞行员个性特征及影响因素研究

采用卡特尔16种个性因素量表(16PF)对我国民航飞行员的个性特征进行测试与分析,为探讨与飞行员操作特征之间的联系,保证飞行安全提供依据。运用基本数据统计分析、单一样本T检验、因素分析、多变量方差分析等方法对我国民航飞行员的个性特征进行分析。统计分析结果表明飞行员所具有的基本个性特征有稳定性、恃强性、兴奋性、有恒性和敢为性以及敏感性、怀疑性和独立性。年龄、职务和飞行时间对飞行员的个性特征有显著性影响。利用因素分析提取的7种主要因素,包含了飞行员较为全面的个性特征,且具有一定的客观性和代表性。     

基于场动力理论的建筑工人人格特质、情绪与不安全行为关系研究*

为深入探讨建筑工人人格特质、情绪与不安全行为之间的作用关系,提高建筑工人安全认知能力,以293名一线建筑工人为调查对象,基于场动力理论,构建人格特质和情绪对不安全行为影响机制的理论模型,实证检验人格特质和情绪对不安全行为的预测作用以及情绪调节效应。研究结果表明:外倾性、神经质、开放性3种人格正向预测不安全行为显著;正负性情绪对不安全行为水平具有显著影响,正性情绪在外倾性-不安全行为和神经质-不安全行为间具有显著调节效应,负性情绪在责任心-不安全行为和开放性-不安全行为间具有显著调节效应。研究结果可为建筑施工企业根据工人个性化心理特征,溯源工人自身安全问题,为后续开展分类干预管理和矫正不安全行为提供理论支持。     

The emergence of team helping norms: Foundations within members' attributes and behavior

This research examined the antecedents of organizational citizenship behavior helping norms in teams, specifically with regard to how members' personality, values, beliefs, and helping behavior predict the emergence of helping norms in newly formed project teams. We drew from theory on emergent phenomena and team composition research to propose and test a compilation model of how helping norms are influenced by having at least one member with particularly low (minimum) or high (maximum) levels of attributes that may influence helping‐norm development (i.e., conscientiousness, agreeableness, other‐oriented values, personal helping beliefs). We further examined the extent to which members' helping behaviors, as rated by peers, predicted helping norms and whether these behaviors mediated the relationship between individual attributes and helping norms. The results of a longitudinal study of 47 student project teams revealed that teams' minimums on agreeableness, other‐oriented values, and personal helping beliefs had direct relationships with helping‐norm emergence, and the effects of agreeableness were mediated through mean helping behavior. By contrast, teams' maximums on these attributes showed no relationships with helping norms, and only a team maximum on agreeableness was associated with teams' mean helping behavior. Copyright © 2011 John Wiley & Sons, Ltd.