Angst in aggregate unemployment work behavior and compensation

Sandra Snow; Shimshon Kinory

doi:10.1007/bf02295177

Giacalone, R. A. & Promislo, M. D. (Eds.). (2013). Handbook of Unethical Work Behavior–Implications for Individual Well-Being.

Zeitschrift für Arbeits- und Organisationspsychologie A&O ◽

10.1026/0932-4089/a000144 ◽

2014 ◽

Vol 58 (2) ◽

pp. 103-105

Author(s):

Magdalena Gatzka

Keyword(s):

Well Being ◽

Work Behavior

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Following the Ants

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000299 ◽

2017 ◽

Vol 33 (6) ◽

pp. 409-421 ◽

Cited By ~ 10

Author(s):

Anne B. Janssen ◽

Martin Schultze ◽

Adrian Grötsch

Keyword(s):

Short Form ◽

Supervisor Support ◽

Proactive Personality ◽

Work Behavior ◽

Model Fit ◽

Item Selection ◽

Short Version ◽

Innovative Work Behavior ◽

Innovative Work ◽

Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

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Organizational Attachment

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000252 ◽

2020 ◽

Vol 19 (3) ◽

pp. 113-124

Author(s):

Justin R. Feeney ◽

Ian R. Gellatly ◽

Richard D. Goffin ◽

Michelle Inness

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Work Behavior ◽

Citizenship Behavior ◽

Workplace Relationships ◽

Factor Solution ◽

Anxious Attachment ◽

Organizational Attachment ◽

Study Materials ◽

Avoidant Attachment

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.

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