			Home About us Contact

Job Complexity (job + complexity)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	100%

Selected Abstracts

Validity of General Mental Ability for the Prediction of Job Performance and Training Success in Germany: A meta-analysis1

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2007
Ute R. Hülsheger
A meta-analysis into the operational validity of general mental ability (GMA) measures in Germany is presented. The meta-analysis addresses the question whether findings of US and European meta-analyses are generalizable to Germany given the differences in the education systems of these countries. The high level of differentiation in the German educational system is expected to enhance the homogeneity of applicant pools resulting in a low level of variability in predictor scores which reduces the observed GMA,performance relationships. Our analysis is based on 54 independent German articles and unpublished reports. Results indicated an operational validity of ,=.467 for training success (k=90; N=11,969) and ,=.534 for job performance (k=9; N=746). Moderator analyses showed that job complexity and the year of publication are relevant moderator variables, with lower job complexity levels and older studies being associated with higher operational validities. Findings suggest that overall German operational validities are comparable with findings in the United States or other European countries. However, for training success operational GMA validities are slightly lower in Germany compared with US or European meta-analyses. [source]

Importance of Perceived Personnel Selection System Fairness Determinants: Relations with Demographic, Personality, and Job Characteristics

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2004
Chockalingam Viswesvaran
This study explored the relative importance attached to various perceived personnel selection fairness determinants (e.g., selection system content-based variables, features of selection system administration). We investigated how demographic variables (ethnicity and gender), individual differences characteristics (the Big Five and cognitive ability) and job characteristics (job complexity and domestic/expatriate assignment status) relate to the importance of ratings of perceived personnel selection system determinants. The results, especially for race/ethnicity analyses indicated that there might be differences across demographic groups in importance placed on different aspects of selection system characteristics. The magnitudes of the relationships were small to moderate for Asian,White and Hispanic,White comparisons. Asian,Hispanic and gender differences in importance assessments were small. Few individual differences variables (i.e., personality and cognitive ability) were associated with importance placed on various aspects of selection system characteristics. Notable exceptions were moderate positive relationships between general mental ability and importance of content-based selection system characteristics, and moderate negative relationships between emotional stability, conscientiousness and cognitive ability, and importance of selection system context variables. The complexity levels of the jobs held by respondents did not appreciably affect the importance placed on the different selection system characteristics. There were few notable differences between importance assessments for domestic versus expatriate positions. Implications for practice, especially managing cultural diversity in organizations, and for theory development are discussed. [source]

Long work hours: a social identity perspective on meta-analysis data

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2008
Thomas W. H. Ng
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta-analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta-analysis also allowed us to explore other important correlates of hours worked (e.g., situational demands, job performance, mental health, and physical health), moderating variables (e.g., age, gender, and job complexity), and curvilinear relationships of work hours to social identity indicators. Overall, we found that occupational factors and situational demands had the strongest relationships with hours worked, hours worked were negatively associated with measures of employee well-being, gender had several significant moderating effects, and there were curvilinear relationships between hours worked and well-being and work,family conflict variables. The article concludes with directions for future theoretical and empirical research. Copyright © 2008 John Wiley & Sons, Ltd. [source]

Differentiating work autonomy facets in a non-Western context

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2003
Eugene Sadler-Smith
Work autonomy is one important component of job design theory which in recent decades has been elaborated upon by a number of researchers who have argued that it may be disaggregated into separate work method, work schedule and work criterion autonomy facets. Breaugh (1985) developed the Work Autonomy Scales as measures of each of these. This article reports the results of two studies carried out in Egypt that explored the validity of Breaugh's scales in relation to job design theory. In Study 1, in which Breaugh's scales were administered to 534 employees in two large Egyptian organizations, the Work Autonomy Scales' three-factor structure was verified using exploratory and confirmatory factor analyses. In Study 2, using a sample of 120 managers from four organizations, the associations between the three facets of work autonomy and other variables with which they would be expected to correlate, along with their relationships with a number of outcome variables, were explored. Statistically significant correlations were observed between certain of the work autonomy scales and task interdependence, Hackman and Oldham's autonomy scale and job complexity. In terms of outcomes, work schedule autonomy was associated with job commitment, while work criterion autonomy was associated with job satisfaction. The results are discussed in the light of previous findings and some suggestions for future research are offered. Copyright © 2003 John Wiley & Sons, Ltd. [source]

Predicting teleworker success: an exploration of personality, motivational, situational, and job characteristics

NEW TECHNOLOGY, WORK AND EMPLOYMENT, Issue 2 2009
Thomas A. O'Neill
This study explored personality and motivational traits related to teleworker performance and satisfaction, including sociability, need for achievement and autonomy, diligence and organisation. Situational factors were also compared between teleworkers and non-teleworkers, such as number of children, job autonomy and job complexity. Implications for research and practice are discussed. [source]