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"Jex, Steve M"
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Exploring the Effects of Job Autonomy on Engagement and Creativity
Purpose
The 21st century work environment calls for team members to be more engaged in their work and exhibit more creativity in completing their job tasks. The purpose of this study was to examine whether team performance pressure and individual goal orientation would moderate the relationships between individual autonomy in teams and individual engagement and creativity.
Design/Methodology/Approach
A sample consisting of 209 team members and 45 team managers from 45 work teams in 14 companies completed survey measures. To test our hypotheses, we used multilevel modeling with random intercepts and slopes because the individual-level data were nested within the team-level data.
Findings
Hierarchical linear modeling showed that team-level performance pressure attenuated the positive relations between job autonomy and three dimensions of engagement. There were also 3-way interactions between job autonomy, psychological performance pressure, and learning goal orientation in predicting three dimensions of engagement and creativity.
Implications
This study highlights the importance of exploring the moderating effect of team-level task characteristics and individual differences on the relationships between job autonomy and individual engagement and creativity. Organizations need to carefully consider both individual learning goals and performance pressure when empowering team members with job autonomy.
Originality/Value
This is one of the first studies to explore the association between individual job autonomy in teams and individual outcomes in a contingency model. We first introduced team performance pressure as a moderator of job autonomy and examined the 3-way interaction effects of performance pressure, individual job autonomy, and learning goal orientation.
Journal Article
Role Definition as a Moderator of the Relationship Between Safety Climate and Organizational Citizenship Behavior Among Hospital Nurses
Purpose This field study investigated the moderating influence of role definitions on the association between safety climate and employees' organizational citizenship behavior (OCB). Design/Methodology Data were obtained from 94 hospital nurse dyads. Focal nurses and their peers completed paper surveys. All predictor measures were self-reported; whereas the OCB ratings were provided by nurses' peers. Findings Nurses' perceptions of job requirements regarding OCB (i.e., OCB-specific role definitions) moderated the relationship between psychological safety climate and peer-rated OCB. The correlation between psychological safety climate and OCB was significant when nurses' role definitions were narrow but non-existent when role definitions were broad. Implications This study links managerial commitment to safety to nurses' pro-social behavior and identifies an important boundary condition. Originality-Value The link between safety climate and safety compliance has been firmly established. We investigated a less well-researched association between safety and OCB and proposed a theoretical foundation for this positive association.
Journal Article
The relation of job control with job strains: A comparison of multiple data sources
This study represents a secondary analysis of existing data that were used in Spector and Jex's (1991) paper. The self‐report and rater‐report job‐stress data were identical to those used in the study by Spector and Jex (1991). To gain a greater insight into the connections between the objective work environment and employees' job strains, this study added the job‐stress data from a newly developed objective data source – the Occupational Information Network (O*NET) database. We found that an O*NET stressor was related to physical and behavioural strains. There is something in the objective environment that plays a role in employees' physical well‐being and behaviour. Objectively measured stressors, however, were unrelated to psychological strains. Explanations were given to the lack of the relationship. Based on these findings, we suspect that there may be somewhat different factors at work for each type of strain.
Journal Article
Organizational psychology
The foundation of organizational psychology, updated to reflect the changing workplace
Organizational Psychology: A Scientist-Practitioner Approach, Third Edition provides students with a thorough overview of both the science and practice of organizational psychology. Reflecting changes in the global workplace, the third edition expands coverage of the effects of technology on processes and personnel, the generalizability of theories across cultures, including organizational climate, and employee health and well-being. The new edition retains the hallmark features of the text and
* Expanded coverage of the pervasive effects of technology on the social environment of work, including virtual work and the impact of social media.
* More graphics, including tables and charts, to help students understand and remember various related concepts and theories.
* Includes a unique full chapter on research methods and the use of statistics in understanding organizations.
* New chapter on the work/non-work interface, including consideration of both employees' life stages and changes over their careers.
* Provides Instructors with comprehensive presentation and testing materials.
* More on ethics, in light of relatively recent scandals in corporations and in politics.
* Expanded coverage throughout on cross-cultural issues and diversity in organizations.
* Additional readings facilitate in-depth learning.
Industrial and organizational psychologists contribute to the success of an organization by improving the performance, satisfaction, and well-being of employees. By identifying how behaviors and attitudes can be improved through hiring practices, training programs, and feedback and management systems, I/O psychologists also help organizations transition during periods of change and development. Organizational Psychology: A Scientist-Practitioner Approach, Third Edition is a comprehensive guide to the theory and application of behavioral science in the workplace.
eBook
The Nursing Incivility Scale: Development and Validation of an Occupation-Specific Measure
This article describes the development of the Nursing Incivility Scale (NIS), which is designed to assess hospital nurses' experiences with incivility according to specific sources-physicians, coworkers, patients, and direct supervisors. The NIS was developed using focus groups with nurses at a hospital in the midwestern United States and validated during a second survey administered to 163 hospital nurses. Exploratory factor analysis revealed that the NIS items grouped according to a priori scale construction. All subscales showed acceptable reliability and demonstrated acceptable convergent and discriminant validity with other variables. The results indicate that the NIS has good psychometric qualities and can be used by hospitals and health care administrators to assess the prevalence of incivility.
Journal Article
Individual differences, job demands and job resources as boundary conditions for relations between experienced incivility and forms of instigated incivility
Purpose
Using the job–demands resources model as a guide, this study aims to expand the understanding of the boundary conditions of the relation between experienced incivility and instigated incivility. The authors do so by focusing on the unique forms of instigated incivility: hostility, gossip, exclusionary behavior and privacy invasion. Drawing from past research, the authors focus on the personal resources of agreeableness and conscientiousness as individual difference boundary conditions, and the job demands and resources of workload and perceived emotional social support, respectively, as job-related boundary conditions.
Design/methodology/approach
The authors test their hypotheses using two-wave survey data collected from 192 customer service workers and hierarchical moderated multiple regression.
Findings
Analyses reveal that the relation between experienced incivility and gossip, a distinct type of instigated incivility, is stronger for those who are higher in agreeableness and perceived emotional social support, and weaker for those who report experiencing higher levels of workload.
Originality/value
This research advances knowledge on incivility by focusing on unique forms of instigated incivility, as opposed to instigated incivility broadly, as outcomes of experienced incivility. In doing so, this research adds nuance to recent findings surrounding the moderating role of personality in the experienced incivility and instigated incivility relation. The authors also report novel findings surrounding the influence of key job demands and resources.
Journal Article
Exclusion in the workplace: a multi-level investigation
Purpose
The purpose of this paper is to expand the research on workplace mistreatment and its effects on individual employees while taking into account the organizational setting. This cross-level study explores the interaction between the team Civility climate (CC) and individual experience of exclusion and their combined effect on the target’s organization-based self-esteem (OBSE).
Design/methodology/approach
In total, 251 individuals nested in 71 teams (mean team size=4.6) completed surveys. A two-way multi-level interaction model was used to test the moderation hypothesis.
Findings
The cross-level interaction between CC and exclusion was significant, which means that CC influenced the strength of the relationship between exclusion and OBSE. Specifically, it was found that the higher the group-level civility norms, the stronger the negative relationship between exclusion and OBSE.
Research limitations/implications
The main limitation of this study is its cross-sectional design. All variables were self-reported and collected at one time-point.
Originality/value
The present study contributes to workplace mistreatment literature by using a multi-level design to examine exclusion as a predictor of OBSE and team CC as a cross-level moderator of this relationship.
Journal Article