Search

In this paper we argue that reciprocal expertise affirmation-i.e. the mutual recognition by team members that they respect, value, and affirm each other's expertise-is positively related to team performance, but only in teams with high levels of shared expertise perceptions. Moreover, we propose that the joint effects of teams' reciprocal expertise affirmation and sharedness of expertise perceptions on team performance will be mediated by coordinated action. Data from 226 members of 39 student teams, working on a realistic four-week business simulation, supported our hypotheses. Our findings highlight the importance of reciprocal expertise affirmation for the effective functioning of work teams. [ABSTRACT FROM AUTHOR]

The large majority of studies on job insecurity have focused upon the individual level. Recent research has also paid some attention to job insecurity at the level of the organisation, referred to as job insecurity climate. This research has shown negative relationships between job insecurity climate and employees' individual job attitudes. Nevertheless, in these studies no attention has been paid to organisational climate strength, in spite of the recommendations formulated in the literature on this topic. In response, this study aims to account for climate strength in the relationship between job insecurity and job attitudes. We hypothesise that climate strength is related to job satisfaction, organisational commitment, work involvement, and organisational trust. Moreover, we hypothesise that the relationship between job insecurity climate and these outcomes may be stronger when there is a strong agreement among employees concerning their job insecurity perceptions compared to when there is a weak agreement (strong versus weak climate strength). Results based on a Spanish sample of 428 employees from 20 organisations largely supported our hypotheses except in the case of work involvement: climate strength was negatively related to job attitudes, and the relationship between job insecurity climate and individual job attitudes was moderated by climate strength. [ABSTRACT FROM AUTHOR]

Profile matching refers to selection based on applicant similarity to a pre-specified pattern of standing across several mutually considered personality dimensions. Although many investigations support the use of personality data through univariate, linear-based selection methodologies, there is no evidence within the literature that supports (or refutes) the use of profile matching. Regardless, a phone survey revealed that 62 per cent of consultative vendor organisations implement some form of profile matching. The current study addresses this scientist-practitioner void by investigating the broad, cross-organisational viability of three different profile matching strategies (profile band specification, profile similarity estimation, and configural scoring). Although some specifications of profile matching came close (empirically) to challenging linear regression cross-validation estimates, the profile matching strategy is considered to be burdened with additional conceptual concerns (primarily resulting from a lack of formal model specification) as well as practical limitations (for example, the likely creation of an artificial predictor ceiling). Linear regression is presented here as the more effective use of multi-trait information; however, if practitioners continue to utilise profile matching, it is suggested that they consider either adopting a configural scoring approach or referencing an index of profile similarity rather than retaining and applying desired profile bands. [ABSTRACT FROM AUTHOR]

While previous research has mainly emphasised the importance of leader-member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high-quality supervisor-employee relationships. A full cross-lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees ( N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory. [ABSTRACT FROM AUTHOR]

Sleep has been considered crucial for recovery, but little is known about the specific associations between the work-family interface and sleep quality. Based on COR theory, the goal of this study is to examine the moderating role of sleep quality on the relationship between work-home interaction (i.e. negative work-home interaction, negative home-work interaction, positive work-home interaction, and positive home-work interaction) and psychological strain. A total of 273 ambulance workers from Spain participated in the study. Multiple regression analyses revealed that sleep quality moderated the relationship between negative and positive home-work interaction and psychological strain. Findings are discussed in terms of their theoretical and practical implications. [ABSTRACT FROM AUTHOR]