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The use of meta-analysis to resolve issues in the fields of organizational behavior and human resources management was reviewed by coding 35 studies on 21 methodological variables. Results illustrate the tremendous variability in how researchers apply meta-analysis. Suggestions are provided for correctly using meta-analysis. (SLD)

The goal of this research was to replicate findings related to followers' negative evaluations of leaders expressing counter‐stereotypical emotions (e.g., females displaying anger, males displaying sadness). Drawing on predictions of the Challenge versus Threat model, this research also extended those findings by examining whether follower positive and negative affects mediated the relationship between leaders' counter‐stereotypical emotional displays and followers' leadership evaluations. In an online experiment, participants completed a reasoning task and received personalized performance feedback from a virtual manager represented by an avatar (male or female) displaying an emotion (neutral, angry, or sad). Participants reported task‐related positive and negative affects and rated their manager (trust, perceived effectiveness, and leader‐member exchange). We replicated previous studies showing that displaying counter‐stereotypical emotions has a negative influence on leadership evaluations. We did not find support for the mediating role of followers' affects in the relationship between counter‐stereotypical emotional displays and leadership evaluations; although these affects influenced followers' ratings of their manager. We discuss these findings using Backlash and Role Congruity Theory perspectives and present their theoretical and practical implications. [ABSTRACT FROM AUTHOR]

In this article, we examine the hypothesis that in masculine cultures or in other contexts that emphasize competitive achievement, those with higher performance capabilities will feel empowered to have input in decisions and, hence, will desire opportunities to voice their opinions about decisions to be made. In contrast, in more feminine cultures or in other contexts that value the importance of nurturing people with lower capability, those with lower capabilities will feel valued as important group members, will feel worthy of receiving voice and. hence, will appreciate voice opportunities. We provide evidence for these predictions in 2 studies, 1 conducted in the United States (a more masculine culture) and I in the Netherlands (a more feminine culture). Evidence also comes from experimental conditions in both studies, in which we made salient to participants countercultural norms and values, that is, nurturing the less capable in the United States and competitive achievement in the Netherlands. Implications for the psychology of voice and cross-cultural research are discussed. Keywords: voice, performance capabilities, masculine and feminine cultures, competitive achievement, nurturance DOI: 10.1037/a0019310

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2007.00282.x Byline: Florence Rolland (1a), Dirk D. Steiner (a) Abstract: This study examined the effects of providing an explanation and voice on fairness perceptions and reactions of test takers under favorable and unfavorable selection decisions. Participants took either a cognitive ability test or an overt integrity test in a simulated selection situation. Then, the voice manipulation was introduced. Participants were informed of the hiring decision with or without an explanation. Results showed that type of test had effects on procedural fairness perceptions such that these reactions were more positive when a cognitive ability test was used. The results of voice and explanation manipulations on fairness perceptions indicated that providing an explanation had a positive effect on perceptions but, surprisingly, face-validity perceptions were less favorable when participants had voice opportunity. Author Affiliation: (a)Laboratory of Experimental and Quantitative PsychologyUniversity of Nice-Sophia Antipolis Article note: (1) Correspondence concerning this article should be addressed to Florence Rolland, Laboratoire de Psychologie Experimentale et Quantitative, Universite de Nice-Sophia Antipolis, 24, avenue des Diables Bleus, 06357 Nice Cedex 4, France. E-mail: florolland@hotmail.com or dirk.steiner@unice.fr

Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser extent, job dissatisfaction. The relationship of emotion regulation with job dissatisfaction also depended on the emotional culture: the relationship was weaker for French customer-contact employees who were proposed to have more personal control over expressions than U.S. employees. Theoretical and research implications for the emotion regulation literature and practical suggestions for minimizing job strain are proposed. Keywords: emotional labor, emotion regulation, burnout, emotional exhaustion, autonomy, control

This study examined differential comparison standards (i.e., comparative bases for performance evaluation) and their effects on agreement between supervisory raters and self-raters within the context of a performance appraisal system. The purpose of the research was to examine differential comparison standards as an underlying mechanism in the traditionally poor correlation between self and supervisor performance ratings. Supervisor and subordinate rater dyads (N = 106 dyads) evaluated job performance across 3 dimensions, using 5 different comparison standards (ambiguous, internal, absolute, relative, and multiple). Results support the hypotheses, indicating that more explicit and objective comparison standards produced higher levels of interrater agreement. The implications of these findings in terms of comparison standards being adopted in current research and future performance appraisal systems are discussed.

The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (N=259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries. (Reprinted by permission of the publisher.)

We examined several aspects of construct validity evidence for a distributional rating format by comparing it with a Behavioral Observation Scale (BOS) rating form and determining whether raters were sensitive to differences in performance variability. Raters were assigned to 1 of 2 instructional procedures, 1 of 2 form orderings (BOS or distributional rating first), and 1 of 5 conditions of performance variability. Ss rated an instructor's performance after viewing 4 videotaped excerpts of his lectures. Mean ratings were lower using the distributional format relative to the BOS format. The distributional ratings indicated that Ss were sensitive to the different variability conditions. We discuss the potential of distributional ratings for providing a richer source of performance information than more traditional ratings. (Reprinted by permission of the publisher.)

A review of the theoretical, methodological, and empirical literature on the job satisfaction-life satisfaction (JSLS) relationship was conducted. Recent research has been characterized by the overuse of repeated confirmation of the spillover hypothesis, which states that job and life satisfaction influence one another. The research until 1980 provided empirical support for the spillover hypothesis, but it offered no theoretical position to support the relationship between job and life satisfaction. A study was conducted to summarize and integrate the results of post-1980 JSLS studies by examining 33 studies in 26 journals. The results indicated that there was strong support for the spillover hypothesis.

Serial position of a single poor or good performance was manipulated in a series of average performances to examine its effect on performance ratings. In Study 1, 333 undergraduate Ss viewed four videotaped lectures in one session. Overall performance ratings showed a recency effect when good performance occurred last. In Study 2, 208 Ss made observations over 4 days. The recency effect was significant when poor performance occurred last. Interpretation of results was based on (a) the attention decrement hypothesis, which suggests that recency effects result when Ss maintain attention, and (b) the finding of greater weighting of negative information in the selective interview (Schmitt, 1976; Webster, 1982). Ratings of the single inconsistent performance indicated an assimilation effect. A recent poor or good inconsistent performance was rated more similarly to preceding average performance. A schema appears to bias inconsistent extreme performance toward the stable impression already established. (Reprinted by permission of the publisher.)

Two studies are conducted to examine the correlates and potential outcomes of polychronicity. A multitrait-multimethod design is used in the first study to determine correlations between individual and peer observations of polychronicity while links between polychronicity and time urgency are analyzed in the second study. Results show that individuals' perceptions of their polychronicity agreed with those of their peers. Time urgency is also positively correlated with polychronicity.

The present experiments examined how people exhibiting an optimistic outlook on the future are judged. The research tested and compared social acceptance of exhibiting optimism for oneself (Study 1) and comparative optimism (Study 2) in the professional and friendship domains separately and without comparison to pessimism. Results showed that optimism (for self and comparative) is socially accepted but it is more accepted in the professional domain than in the friendship domain. In the discussion, we suggest that optimism could be useful for social functioning. [ABSTRACT FROM AUTHOR]

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment. [ABSTRACT FROM AUTHOR]

The article presents the authors' comments on several articles on legal environment for personnel selection published in the journal. The authors agree to the article by E.M. Dunleavy and colleagues and suggest that exploring culture differences help to understand differences in law and its enforcement. They say that A. Gutman's article on the U.S. having better selection methods is true if the focus is on the structural detail of the regulatory and evidentiary process.

This study examined the fairness reactions to 10 personnel selection methods in a sample of Italian students. University students ( N=137) were asked to rate the favorability of these selection procedures and then to evaluate them on eight procedural justice dimensions. Work-sample tests were the most favorably rated of the selection methods, followed by résumés, written ability tests, interviews and personal references. Graphology was perceived negatively. Opportunity to perform and the perceived face validity of selection procedures were the strongest procedural justice dimensions for predicting the process favorability ratings. The results of this study are compared with those from similar studies conducted in other countries. Similar results have been found in the various countries where such research has been conducted to date. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to examine the usefulness of the organizational justice approach to applicant reactions. We begin with an overview of the research relating the fairness of selection procedures (“selection fairness”) to individual and organizational outcomes. Next we propose boundary conditions defining when fairness should matter, the appropriate outcomes to examine in applicant reactions research, and methodological issues limiting the contribution of much of the current literature. We then consider a range of questions that remain to be addressed and new issues such as high-tech testing. Finally, we propose a series of applied questions and recommendations based on both theory and empirical research. [ABSTRACT FROM AUTHOR]

This article considers the relationships between culture and reactions to personnel selection procedures. The limited international research that has examined perceptions of procedural justice of different selection techniques is reviewed. The consistency in reactions and underlying procedural dimensions associated with those reactions is noteworthy across the countries that have been studied. We also propose a model of cross-cultural influences on procedural justice in personnel selection by identifying those cultural dimensions that are most likely to influence the salience of different distributive and procedural justice rules. The discussion addresses whether cultural dimensions can adequately capture the international dimensions that most centrally influence reactions to selection procedures and how knowledge of cultural influences on reactions can aid the implementation of selection procedures that are unfamiliar to a particular country. [ABSTRACT FROM AUTHOR]

In a simulation study, I examined the potential role of values in leader-member exchanges (Dansereau, Graen, & Haga, 1975). Little research has been conducted to determine the factors influential in the development of leadership versus supervisory exchanges (Dienesch & Liden, 1986). In this study, greater similarity between supervisor and subordinate values was perceived in leadership exchanges. The study was conducted in France and the United States. No support was gained for the hypothesis that similarity would be less important in France. The results did suggest greater individualism among American subjects and more conformity among French subjects. [ABSTRACT FROM AUTHOR]

Examines the role of attributions in the development of the relationship between leaders. Influence of attributions on the study of leadership; Importance of leader-member exchange theory; Attributional processes for organizations.