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Applications of the confirmatory factor analysis block-diagonal model to published data on 18 multitrait-multimethod matrices were reviewed to show widespread estimation problems. Possible causes of estimation difficulties were explored using computer simulations. These problems make the block-diagonal approach less useful than has generally been thought. (SLD)

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2010.00643.x Byline: Stacey R. Kessler (1), Adam C. Bandelli ([dagger]), Paul E. Spector ([double dagger]), Walter C. Borman ([double dagger]), Carnot E. Nelson ([double dagger]), Lisa M. Penney (s.) Abstract: Machiavellianism has been studied extensively over the past 40 years as a personality characteristic that shares features with the manipulative leadership tactics Machiavelli advocated in The Prince. We introduce a new model of Machiavellianism based in organizational settings that is multidimensional, incorporating aspects not previously included in Machiavellianism scales. Our model consists of 3 factors: maintaining power, harsh management tactics, and manipulative behaviors. The results of 3 studies are summarized, discussing the development of these 3 factors and how they relate to individual-difference and organizational variables. Author Affiliation: (*)Montclair State University ([dagger])RHR International Company ([double dagger])University of South Florida (s.)University of Houston Article note: (1) Stacey Kessler, Management and Information Systems, School of Business, Montclair State University, Partridge Hall 322B, 1 Normal Avenue, Upper Montclair, NJ 07043. E-mail: kesslers@mail.montclair.edu

An experiment investigated whether measurement features affected observed relationships between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) and their relationships with other variables. As expected, correlations between CWB and OCB were significantly higher with ratings of agreement rather than frequency of behavior, when OCB scale content overlapped with CWB than when it did not, and with supervisor rather than self-ratings. Relationships with job satisfaction and job stressors were inconsistent across conditions. We concluded that CWB and OCB are likely unrelated and not necessarily oppositely related to other variables. Researchers should avoid overlapping content in CWB and OCB scales and should use frequency formats to assess how often individuals engage in each form of behavior. Keywords: counterproductive work behavior, CWB, organizational citizenship behavior, OCB DOI: 10.1037/a0019477

A high workload has long been considered a harmful stressor that adversely affects employees. In the current study, we propose that work underload also has negative implications for employees, and that there is a curvilinear relationship between daily workload and rumination. These negative consequences can carry over to the next day. We collected data from a sample of 137 employees over the course of 9 days to examine how deviations from employees' average workload impacts their negative rumination at the conclusion of the workday and their negative emotions the following morning. Results of the multilevel analyses indicated that daily workload had a significant curvilinear, J-shaped association with subsequent evening negative rumination that carries over into the following day in the form of higher negative emotions. These effects were stronger for employees with high levels of trait negative affectivity. Our findings suggest that while the effect of upward deviation from the typical workload is worse for employee rumination and subsequent negative emotions than the effect of downward deviation, deviations in either direction have negative effects on employees, especially for individuals with high levels of trait negative affectivity. In conclusion, this study highlights the importance of examining daily fluctuation in workload. [ABSTRACT FROM AUTHOR]

This study represents a secondary analysis of existing data that were used in Spector and Jex's (1991) paper. The self-report and rater-report job-stress data were identical to those used in the study by Spector and Jex (1991). To gain a greater insight into the connections between the objective work environment and employees' job strains, this study added the job-stress data from a newly developed objective data source--the Occupational Information Network (O*NET) database. We found that an O*NET stressor was related to physical and behavioural strains. There is something in the objective environment that plays a role in employees' physical well-being and behaviour. Objectively measured stressors, however, were unrelated to psychological strains. Explanations were given to the lack of the relationship. Based on these findings, we suspect that there may be somewhat different factors at work for each type of strain., The study of occupational stress has become one of the major areas of organizational research. The majority of research in the area utilizes single-source, incumbent reports that limit conclusions about [...]

The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group.

Research on stress and coping ability in Hong Kong managers indicates that the relationship between age and two clinical indicators of well-being can be applied to different combinations of sources of stress, coping, organizational tenure, work locus of control, and managerial level.