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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]

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. [ABSTRACT FROM AUTHOR]

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]

This study sought to test the disaggregation hypothesis of the relationship between life satisfaction and job satisfaction (Rice, Near & Hunt, 1980) which proposes that the relationship is stronger for individuals who value work in their lives. To date, tests of the hypothesis have been inadequate due to insufficient measures of work value and life satisfaction. This study found support for the hypothesis using improved measures and a more appropriate analytic technique. Principal component regression was the appropriate technique to detect a moderating effect in data with linear dependencies. [ABSTRACT FROM AUTHOR]

The relationships among engineers' career aspirations, technical obsolescence, personal variables, work characteristics, and perceptions of the organization's reward system were examined in this study. A discriminant function analysis indicated that (a) perceptions of the organization's reward system for management careers and (b) administrative performance were two dimensions that could correctly classify 59.8 per cent of the engineers into one of three career-orientation groups. Career orientation was unrelated to the amount of technical updating an engineer was currently engaged in; however, individuals aspiring to management careers were engaged in more coursework of a general, broadening nature. Also, the better technical performers most desired future management careers. Career orientations are discussed in terms of age, career stages, and organizational reward system. Changes in organizational reward systems and in work characteristics are suggested because of their consequences for technical personnel. [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]

Accessibility norms for the Web are based on the principle that everybody should have access to the same information. Applying these norms enables the oralization of all visual information by screen readers used by people with blindness. However, compliance with accessibility norms does not guarantee that users with blindness can reach their goals with a reasonable amount of time and effort. To improve website usability, it is necessary to take into account the specific needs of users. A previous study revealed that a major need for users with blindness is to quickly reach the information relevant to the task, by filtering redundant and irrelevant information. We conducted three experiments in which seventy-six participants with blindness performed tasks on websites which filtered or not irrelevant and redundant information. Cognitive load was assessed using the dual-task paradigm and the NASA-RTLX questionnaire. The results showed a substantial benefit for information filtering regarding participants' cognitive load, performance, and satisfaction. Thus, this study provides cogent arguments for improving usability of websites by information filtering for users with blindness. [ABSTRACT FROM AUTHOR]

Steiner & Truxillo (1989) recently presented a study on the disaggregation hypothesis of the relationship between job and life satisfactions. The disaggregation hypothesis proposes that the relationship between job satisfaction and life satisfaction will be moderated by the importance of work to an individual's life. Previous research on the hypothesis (see Steiner & Truxillo, 1989) suffered from weaknesses in three areas which Steiner & Truxillo sought to correct: (1) a weak measure of life satisfaction, (2) an inadequate measure of the work value, and (3) a potentially weak statistical technique. The Steiner & Truxillo study remains an improvement on the first two areas; however, more recent evidence suggests that the statistical technique did not in fact require improving. In recent years: investigators of moderating effects have relied on ordinary least squares (OLS) regression approaches to test for the significance of such effects (see Cohen & Cohen, 1983; Zedeck, 1971). Disappointment both with the infrequency of detecting such effects and with the small size of effects detected (Cohen. 1969; Morris et al., 1986) prompted Morris et al., (1986) to propose an alternative strategy for conducting the analysis. The new procedure, referred to as principal components regression (PCR) is used to overcome multicollinearity problems encountered in regression analyses. Morris et al., proposed using the PCR procedure when multicollinearity was problematic in moderated regression analyses. In an effort to stay current with the latest developments in moderator regression analysis, it was the PCR approach that Steiner & Truxillo used as the statistical improvement in their study. Articles appearing subsequent to the Morris et al., piece and the preparation of the Steiner & Truxillo study have, however, convincingly argued that PCR provides an inaccurate analysis of moderator effects (Cronbach, 1987; Dunlap & Kemery, 1987). Therefore, Steiner & Truxillo's (1989) improved test was based on an incorrect analysis. The correct analysis, based on OLS moderated multiple regression analysis, was included in the article; however, those results indicated that the importance of work does not moderate the relationship between job and life satisfactions. This conclusion is contrary to the results based on the PCR procedure. Due to the strength of the correlation between job and life satisfaction in the Steiner & Truxillo data, the more straightforward spillover hypothesis, wherein job satisfaction and life satisfaction are positively related, appears to be better supported. This finding is consistent with a recent meta-analysis on this topic (Tait, Padgett & Baldwin, 1989). Other moderators, particularly coping, as proposed by Steiner & Truxillo (1989), might prove more successful in future research than the work value was. The OLS procedure (see Cohen & Cohen, 1983, for a complete discussion) remains the technique of choice to analyse for moderator effects. But, as Cronbach (1987) pointed our, power to detect moderator effects appears limited. He encouraged further investigation into research methods that would be more sensitive to detecting moderator effects. Without more powerful approaches, significant moderators are likely to go undetected, thus discouraging researchers from studying them. [ABSTRACT FROM AUTHOR]

Objective: Despite positive effects of physical activity programs in the workplace, an appropriate measurement instrument to capture employees' decisional balance to exercise is lacking. This study sought to develop and validate a decisional balance scale for exercise adapted to the workplace. Methods: Four complementary studies were carried out, with a total sample of 2398 French volunteer employees, to develop a preliminary version and examine its dimensionality, temporal stability, and construct validity. Results: The Workplace Decisional Balance scale for Exercise (WDBex) consists of 21 items with two subfactors, respectively composed of 12 items (facilitators) and nine items (barriers); for each subfactor, three dimensions (ie, physical, psychological, and logistic) were distinguished and presented satisfactory psychometric properties. Conclusions: This instrument constitutes a reliable and valid instrument for studying the psychosocial determinants of physical activity engagement in the workplace and for developing health promotion strategies. [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, I 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. [ABSTRACT FROM AUTHOR]