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Counterproductive work behaviors are notoriously difficult to measure in applied settings. As a result, many organizations are unable to reliably evaluate the frequency and antecedents of these behaviors. Exit surveys provide a unique opportunity for measuring potentially sensitive organizational issues but have yet to be widely adopted for measuring counterproductive work behaviors. The present paper describes a case study in which an exit survey was designed to study counterproductive work behaviors in a large telecommunications company. The results of this study suggest that a similar methodology may be beneficial for other organizations looking to better understand and manage these potentially damaging behaviors. [ABSTRACT FROM AUTHOR]

Prior research indicates that work-family conflict interferes with family far more than it interferes with work. Conservation of resources provides a possible explanation: when shifting resources from family is no longer sufficient to maintain satisfactory work performance, then workers must acquire additional resources or reduce investments in work. One source of such additional resources could be high performance peers in the work group. The performance of workers with resource-rich peers may be less adversely affected by work-family conflict. In this study, 136 employees of a wholesale distribution firm (61% women, 62% minority) working in groups of 7 to 11 in manual labor and low-level administrative jobs rated their own work-to-family conflict. Their supervisors rated workers' performance. Hierarchical regression analysis indicated that work-to-family conflict increasingly adversely affected job performance as work group performance decreased. Hence, work group performance may be an important moderator of the effects of work-family conflict. [ABSTRACT FROM AUTHOR]

The influence of feedback accountability and self-rating information on employee performance appraisals was examined. Undergraduate business student participants assumed the role of ‘supervisor’ and evaluated a fictitious ‘subordinate’ whose performance on a clerical task was either moderately poor or very good. Participants were either given fictitious self-rating information, or no self-rating information, and were told they were expected to provide performance feedback to their ratee, or there was no feedback expectation. As expected, in Study 1 both self-rating information and expected feedback-sharing independently resulted in lenient ratings for poor performance, and the combined effects resulted in the highest ratings. By contrast, results for good performance (Study 2) were not significant. Implications of the findings for human resource management practice and research were discussed. [ABSTRACT FROM AUTHOR]

The present study evaluated the relative contributions of Self-esteem, Trait anxiety, and Public Self-consciousness to self-handicapping on a sex-typed task, within a specific academic sport context. Prior to the competitive examination used to recruit French Physical Education Teachers, female sport students (N=74) were asked to list and rate on a 7-point scale handicaps which could be disruptive to their Rhythmic Gymnastics performance. Self-esteem did not account for significant variance in any category of handicaps. Trait Anxiety was negatively related to handicaps related to Rhythmic Gymnastics and to Social and Work Commitments. Public Self-consciousness was significantly related to endorsement of Friends and Family Commitments handicaps. These results were discussed in relation to the literature. [ABSTRACT FROM AUTHOR]

Examines the dismissal rate for unauthorized absence, lateness or poor performance in a sample of unskilled and semiskilled British contract factory operatives in a manufacturing company. Effect on dismissal rate if the Employee Reliability Inventory were added to the hiring process; Relationship between invalid results and job tenure.

Discusses methodological issues and further research on the importance of job security in a sample of Canadian civil servants working in Ottawa. Issue of how to measure job insecurity and which antecedents and consequences are linked to it; Links between job performance and personality.

Examines the raters' and ratees' preferences in Malaysia regarding the performance appraisal process and feedback. Preference of ratees to have more frequent appraisals than once a year and more frequent feedback from managers about performance; Raters' preference as towards salary increase, promotion, training and career development.

Focuses on words used to describe behavior at work that have strong emotional and behavioral implications for those being judged by them. Expression of measurement of performance on appraisal forms as objective or subjective; Encouragement of subjective assessment of workers by the use of subjective work descriptors in journals or textbooks.

Examines individual job performance in a multivariate research investigation into the results of turnover among Canadian army reservists. Methodology of the study; Utilization of comprehensive measures of performance; Research design; Data analysis; Discussion on the results.

Discusses the relationship of job stressors to job performance. Role ambiguity and conflict; Job insecurity; Technical and social aspects; Monotonic relationships.

Moriguchi and Itakura (2005) compared 3-yr-old children's performance on the standard version of the Dimensional Change Card Sort with performance on a new, No Conflict version. Here, it is noted that the children's successful performance on the No Conflict version is consistent with existing theoretical interpretations of children's performance on the standard version. [ABSTRACT FROM AUTHOR]

Critiques the response of Ormond and Sulsky to research done by the authors on the influence of raters' self-consciousness and appraisal purpose on leniency and accuracy of performance ratings. Details on the arguments put forward by Ormond and Sulsky; Presentation of the author's views on this subject.