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There has historically been little consensus around the measurement of the eldercare construct. While authors most frequently employ a dichotomous operationalization of eldercare, there is likely greater nuance to the caregiver experience that goes uncaptured and can serve to explain inconsistencies in eldercare findings. The current study takes a person-centered approach to eldercare in order to assess how different caregiving characteristics manifest within individuals. Using an archival data source, we conduct a latent profile analysis of 840 employed caregivers to detect patterns within eldercare experiences and relate these contexts to various work-related and psychological outcomes. Overall, we find that the latent profiles are primarily driven by three eldercare variables: (1) the amount of time spent attending to eldercare responsibilities, (2) the living situation of the care recipient, and (3) the impairment of the care recipient. We also discovered that one of the profiles (characterized by long-term, in-home eldercare for a care recipient with a physical or mental disability) exhibited significantly higher family-to-work conflict relative to other profiles. Our comparisons of eldercare profiles serve to illustrate the scenarios in which eldercare is most influential. Additionally, the person-centered approach revealed various caregiving contexts that were otherwise not captured by the variable-centered approach, supporting the use of latent profile analysis in the work-family domain. The findings have implications for the future operationalization of the eldercare construct, as well as for organizational eldercare policies and interventions. [ABSTRACT FROM AUTHOR]

Common measures of work-family conflict focus on a person's perception of conflict. However, these perceptual measures may not provide a complete picture of the range of specific instances of conflict individuals may experience. In the present study, we developed a psychometrically sound assessment of work-family behavioral role conflict through a multi-study process. In phase 1, an inductive approach was used to identify a list of specific behavioral instances of work-family conflict (both work-to-family and family-to-work) through focus group interviews. In phase 2, we reduced the total number of scale items, by eliminating behavioral items with importance scores below a minimum cutoff. In phase 3, we further reduced the total number of scale items and examined the intercorrelations between our new measure and two widely used perceptual measures of work-family conflict. Finally, in phase 4, we examined the incremental validity of the final behavioral measure above and beyond the most widely used measure of perceptions of work-family conflict (i.e., Carlson, Kacmar, & Williams, Journal of Vocational Behavior, 56, 249-276, 2000). Results indicate that the work-family behavioral role conflict scale explained a significant amount of incremental variance over a perceptual measure of work-family conflict for several important outcomes, including turnover, psychological strain, burnout, and depression. Overall, this study illustrates the benefit of assessing behavioral incidences of work-family conflict in addition to assessing perceptions of work-family conflict. [ABSTRACT FROM AUTHOR]

ABSTRACT: Prior research has demonstrated that race, at least to some extent, is related to employment decisions such as selection and performance appraisals. However, little prior research has addressed the impact of race on employment termination. The current study investigates whether race is related to employment termination and highlights the importance of education, an important component of human capital, in understanding racial differences in termination. Results based on 548 employees from a large hotel chain indicate that race is related to termination; however, race is not predictive of termination when education is included in the regression analysis as a predictor. These findings support the notion that a societal level variable (i.e., education) is an important factor in reducing racial inequality in employment practices. [ABSTRACT FROM AUTHOR]

Presents a study which examined whether a structured free recall intervention could decrease the influence of traditional gender-stereotypes on the performance evaluation of women. Review of related literature; Influence of a pro-male bias on performance ratings; Results and implications.

Previous monomethod research has found mixed support for nonlinear effects between certain job characteristics (e.g., job autonomy, job complexity) and outcome variables (e.g., job performance). We hypothesized that these weak nonlinear findings may be due to the prevalence of monomethod research that can lead to a lack of complete measurement and/or introduce common methods variance, either of which may mask the "true" shape of relationships. Using hierarchical regression analyses and a multitrait-multimethod (MTMM) research design, we found strikingly different results between monomethod and MTMM data when considering the relationships between three psychological climate variables and job satisfaction. While the monomethod results mirrored earlier inconclusive findings, the MTMM data indicated that nonlinear equations explained significantly more of the relationship between all three climate dimensions and job satisfaction. These results suggest that the use of MTMM data allows one to more effectively test for nonlinear effects. Furthermore, these nonlinear results suggest that the format of employee questionnaires should probably change from asking how much an employee has of certain constructs to asking does the employee want more or less of these constructs. [ABSTRACT FROM AUTHOR]

Previous research has demonstrated that performance information (e.g., prior supervisor ratings) can bias behavioral ratings. However, research has not fully explored the effects of performance cues on raters' memory. In addition, no studies have attempted to eliminate this performance cue effect. This study addressed these deficiencies by collecting both free recall and recognition memory measures while testing an unstructured free recall intervention. Results indicate that performance cues do affect the recall of performance relevant behaviors from memory. Contrary to expectations, free recall did not prove to be an effective intervention. Implications of these findings for future attempts to remove the performance cue effect are discussed. [ABSTRACT FROM AUTHOR]