<p></p><p>A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational judgements. While representation is often conceptualized as the general percentage or count of underrepresented minorities (URM) within an organization, a broader definition has been proposed that distinguishes this general or numerical representation from hierarchical representation which considers the placement of those URM employees within an organization. Although the separate effects of these two forms of representation have been evaluated, the present study extends on earlier work by considering the interactive effect. Additionally, the current research considered a potential mechanism to explain the influence of these forms of representation on URM’s organizational judgements. As expected, results showed that an organization depicting more URM employees (high numerical representation) and including Black leadership personnel (hierarchical representation) increased URM’s identity-safety relative to those which had low numerical representation and only White leadership. Moreover, and importantly, both representation effects could be explained indirectly via feelings of anticipated tokenism. </p><br><p></p>

<p>The affective revolution in the organizational sciences, along with methodological advances in experience sampling, has led to a greater theoretical interest in the temporal dynamics of affect (e.g., variability, inertia, instability). Related research in health and personality psychology suggests that temporal parameters of affect are predictive of well-being. However, despite the theoretical and methodological appeal, recent work suggests that affective dynamic features are not predictive of broad well-being outcomes beyond the mean level. Given the practical and methodological costs of examining affective dynamic features in organizational research, I seek to determine (a) the predictive validity of these different types of dynamic features on job performance (task performance, organizational citizenship behavior [OCB], and counterproductive work behavior [CWB]); and (b) the incremental value of dynamic features over mean levels of affect. To do so, I assess three key temporal parameters of affect (variability, inertia, instability) from daily diary assessments of affect from 597 workers (mean days = 51, total assessments = 30,565), looking at both weekly and overall levels. The findings suggest that affective dynamic features measured at the overall level were predictive of within-person variability in task performance and counterproductive work behavior (as well as mean CWB), even after controlling for the mean. Therefore, empirical and theoretical looks at affective dynamic features of employees may inform our understanding of their short-term performance variability. </p>

Includes bibliographical references / Orientation: Employee turnover (ET) has become one of the central challenges faced by organisations today. Managers of local organisations should be asking themselves the following pivotal question: Why are skilled and top-performing employees leaving organisations? Research purpose: The purpose of this paper is to gain a better understanding and to examine the relationship of trust- in -leadership (TIL) and intention to quit (ITQ) and the effects on ET within a financial institution in South Africa. Motivation for the study: Cost of ET is not the only negative impact for an organisation, the loss of human capital (human intellect) in terms of knowledge, skills and experience also effects the organisation negatively. Managers need to understand how they can decrease their ET and retain their talented and skilled employees. Prior to leaving an organisation staff have an intention to quit (ITQ) and managers are encouraged to focus on preventative measures by identifying the antecedents of ITQ. Research design: A quantitative research approach was used to determine the extent of the relationship between TIL and ITQ among staff, where a cross-sectional field survey generated the primary research data for this study. An online survey consisting of 19 questions was e- mailed to all 400 employees within a financial institution within South Africa staff. Main Findings: Study results showed a significant negative relationship between TIL and ITQ. Practical and/or managerial limitations/implications: This paper highlights the importance of considering the relationship of TIL on ITQ, directed at employees to become proactive with retention strategies in order to reduce ET. TIL is a variable that is often overlooked in ITS and it is crucial for understand. The implications of ET, as a consequence of ITQ, can affect the bottom line of an organisation. It thus becomes critical for managers to find means to limit the loss of employees. Contribution and/or value-add: In the South African context, only a few recent studies has been found in this field. Notwithstanding, this study differs from previous research in this area in that it was conducted in the financial service sector in South Africa with a specific focus on TIL and ITQ.

<p>Although performance management (PM) is a common, vital system used in most organizations, both supervisors and employees have been routinely disappointed with PM experiences, despite extensive research. Recent studies have identified certain individual differences that impact PM effectiveness. Specifically, the inclination to believe that one’s core traits are either malleable (an incremental mindset; high IPT) or fixed (an entity mindset; low IPT), a concept called "implicit person theory" (IPT), predicts many important supervisor behaviors that subsequently influence employee’s behaviors and attitudes. Furthermore, there is substantial support indicating that employee IPT also predicts their own performance, behaviors, and attitudes. This research shows the many benefits of having ahigh IPTover a low IPT.In this study, Iexamined the matching or mismatching IPT between employees and their respective supervisors and whether this differentially predicts employee attitudes that relate to PM. Responses weregathered from 211 participants. In an initial survey, participants were asked to report their IPT and their perceptions of their supervisor’s IPT. Two days later, participants reportedtheir perceptions of procedural justice, satisfaction with PM, and motivation to improve performance. Employee perceptions of procedural justice and satisfaction were combined into a single measure measuring general affective reactionsto PM, after an exploratory factor analysisrevealed the two outcomes loaded onto a single factor. PROCESS Model 1 was used to examine the centralhypothesis. Ifound significant interactions of employee and supervisor IPT onmotivation and affective reactionsto PM. The relationship between employee IPT and motivation was positive and strongest when supervisors had ahigh IPT, and was positive but weaker when supervisors had a low IPT. Interestingly, the relationship between employee IPT and affective reactions was negative when supervisors had alow IPT, such that low IPTemployees reported better affective reactions to PM when they perceived theirsupervisorsto have a low IPTrather than a high IPT.This research contributes to the literature by demonstrating the nuances of how IPT predicts employee outcomes. Organizations can benefit from this research by increasing awareness of one’s IPT and implementing cultural changes alongside interventions to increase favorable outcomes.</p>

Investigation of assistance Australian firefighters want to assist recovery following exposure to traumatic stressors. Results demonstrated firefighters want to exercise control in how they recover, employing personal choice regarding information, sources and forms of support they use. Interventions provided to operational firefighters within five Australian fire service agencies were documented.

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Many personality tests that have been developed outside of Asia (usually in Western countries such as the USA and UK) have been imported into the region, translated verbatim, and administered with little attention to the cultural differences in concepts and underlying properties. Whilst there has been a necessity to use these tests given few local alternatives, making decisions based on tests alien to the local culture may result in inconsistent decisions that possess no validity. This thesis then addresses crucial issues surrounding the importation of foreign-developed personality assessment instruments and their use in China. Research conducted with the NEO-FFI in Asia has demonstrated (although not without critics: Block, 1995) the cross-cultural applicability of the Five-Factor Model (FFM) (Costa & McCrae, 1985) of personality (McCrae, Costa, del Pilar, Rolland & Parker, 1988; McCrae & Allik, 2022; McCrae & Costa, 1997). However, and although this research may provide support for the model, there is a lack of research that assesses the link between personality and workplace performance in Asia. Recent developments in indigenous psychology have, despite the depth of support for the FFM, led researchers to challenge its completeness. With Cheung et al. (1996) (a) suggesting the existence of a ‘blind-spot’ in Western personality assessment, (b) finding six major personality factors instead of five in Chinese samples and (c) reporting that similar patterns can be found outside of China, in both Singapore and the USA, there is sufficient evidence pointing to a need to investigate the structure and psychometric properties of both Western and Chinese tests in Asia. Moreover, and despite the favourable cross-cultural acceptance of the FFM, there has been a dearth of research providing links between personality and performance at work across cultures. The major questions covered in this thesis are: (a) to what extent is a translated, work-specific measure of personality, based on the FFM structurally similar, reliable, and useful in performance prediction in China? (b) does a locally-developed measure of indigenous personality traits possess acceptable psychometric properties in China? (c) does the indigenous measure have incremental utility over the Western test in its ability to predict performance outcomes in China? (d) does the indigenous Chinese test have acceptable psychometric properties in a Western nation? (e) does the indigenous Chinese test have incremental utility over the Western test in its ability to predict performance in a Western nation? In order to answer these questions, a research program involving 7 organisations, 2 universities and 1040 participants was instigated. A pilot study was carried out with 28 students from an Australian University and 12 counsellors from a vocational training institutions in Hong Kong to assess the psychometric properties of the 15FQ+ outside of its country of origin. Subsequently, the 15FQ+ was administered to 116 staff from an Australian private hospital in order to introduce a real-world organisational setting to the research. The UK-developed 15FQ+ (Fifteen Factor Questionnaire Plus: Psychometrics Limited, 2002) then underwent a program of translation (into Traditional and Simplified Chinese), piloting, revision and trialling. The trialling involved the administration of this questionnaire alongside the Chinese version of the NEO-FFI and the collection of grades from 178 students at a Hong Kong university. Following thorough analyses of the items comprising the questionnaire, it was further refined before being administered with the CPAI-2 (Cross-Cultural Personality Assessment Inventory: Cheung, 2002) to 437 professionals from 4 Hong Kong organisations and 100 ship employees from mainland China. These two questionnaires were then administered in their English forms to 121 Australian University students and 48 hospital staff. Finally, bureau-scored data was collected from the United Kingdom, New Zealand and Australia to enable cross-cultural structural comparisons of 15FQ+ to be carried out. The analyses revealed that the 15FQ+ had adequate psychometric properties in all Western countries noted above. The Chinese version also had strong psychometric properties and “essential identity” with the UK data in Hong Kong. However, the mainland China data revealed poor reliability and a number of scales lacked identity with the UK data. Scores on 15FQ+ scales were shown to be related to outcome measures such as grade performance in students in both Australia and Hong Kong and to perceived work performance in Australian hospital workers. Likewise, the 15FQ+ demonstrated utility in the prediction of performance appraisal competencies for Airline staff in Hong Kong and scale scores were found to correlate with some performance appraisal competencies for Chinese ship crew. The indigenous CPAI-2 revealed poor reliability for most of its scales in all datasets. Joint factor analyses of the 15FQ+ and CPAI-2 indigenous scales revealed that only in Australia did the CPAI-2 measure a unique factor not accounted for by the Western test. In China, the CPAI-2 scales loaded on global scales of the Western test. Furthermore, whilst a small number of scales were found to correlate with performance dimensions, these scales also correlated highly with 15FQ+scales, suggesting a degree of overlap in measurement. Hierarchical multiple regression analyses revealed that the CPAI-2 added no incremental predictive ability over and above the 15HQ+ in relation to workplace performance. This research has provided a significant contribution to our understanding of personality in Asia. The program of studies investigating the criterion-related validity of both Western and local tests in Asia added to the body of knowledge that exists regarding the construct validity of FFM tests. Additionally, the use of narrow-band, primary traits as predictors has further enhanced knowledge of the relationship between personality and performance in Asia. In light of the results surrounding the CPAI-2 the research has cast some doubt upon the position that there may be a ‘blind-spot’ in Western personality psychology, but this doubt paradoxically related to the Chinese data, rather than the Australian data. Finally, with a strong practical component, the research program has provided strong evidence to human resource professionals of the utility of Western-developed personality assessments that are based on a long-debated model, translated and applied with local sensitivity.

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