Paul E Spector
Dados Biográficos
| ID | 197656 |
|---|---|
| NOME | Paul E Spector |
| PRENOMES | Paul E |
| SOBRENOME | Spector |
| ASSINATURA | SPECTOR P E |
| AFILIAÇÕES | University of South Florida |
| ORCID | 0000-0002-6881-8496 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 95 |
| TOTAL DE CITAÇÕES | 543 |
| TOTAL COMO AUTOR | 94 |
| TOTAL COMO EDITOR | 1 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1971 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 10 |
Helping engineering students become better learners
Background An explanation for student academic underperformance is a breakdown in their cognitive control ability reflected in the concept of action-state orientation. Students who are state-oriented struggle to stay on task and be successful. We conducted two studies to evaluate the effectiveness of an action-state orientation training intervention by surveying students who received it. In Study 1,435 engineering students who participated in the…
The dual nature of cyberloafing
Cyberloafing occurs when employees use electronic devices for nonwork activities while at work. It can have both constructive (means of regulating stress) and destructive (form of counterproductive work behavior) impact. For jobs where there is a fixed schedule of work versus break time, defining cyberloafing is clearcut. In other jobs where employees are allowed to self‐regulate their work flows, it can be difficult to distinguish cyberloafing f…
Workdays are not created equal
Are your workdays created equal? Common wisdom suggests that employees experience Mondays differently from Fridays. However, few studies distinguish among workdays, inherently assuming that the employee experience is uniform across the workweek. In the current study, we examined the trajectories of employees’ experiences of job satisfaction and job stressors across the workweek. We proposed two competing theoretical perspectives that result in op…
Do social features help in video-centric online learning platforms? A social presence perspective
Do Not Cross Me
Introduction
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict
This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that w…
Introduction
A Multilevel Study of Abusive Supervision, Norms, and Personal Control on Counterproductive Work Behavior
Counterproductive work behavior (CWB) is defined as behavior that harms organizations and people in organizations. There has been a growing interest among scholars in understanding CWB from a multilevel perspective. Drawing on the theory of planned behavior, this article reports results from two multilevel studies of how abusive supervision, workgroup CWB norms, and personal control influence CWB independently and how these three factors intertwi…
Measurement Invariance of the Satisfaction With Life Scale Across 26 Countries
The Satisfaction With Life Scale (SWLS) is a commonly used life satisfaction scale. Cross-cultural researchers use SWLS to compare mean scores of life satisfaction across countries. Despite the wide use of SWLS in cross-cultural studies, measurement invariance of SWLS has rarely been investigated, and previous studies showed inconsistent findings. Therefore, we examined the measurement invariance of SWLS with samples collected from 26 countries. …
Point/Counterpoint introduction
Job Satisfaction
Job satisfaction is a person's overall evaluation of his or her job as favorable or unfavorable. Both personal characteristics such as traits and situational characteristics such as work stressors affect people's job satisfaction. Job satisfaction is related to many factors that are important for human resource management, such as performance, counterproductive behavior, turnover, and employee health.
Self‐Efficacy
Self‐efficacy concerns an individual's beliefs about his or her performance capabilities in a particular domain. Individuals high in self efficacy are expected to perform better than individuals low, but under some conditions high‐self‐efficacy can reduce effort on a task because of over‐confidence, and thus lead to lower performance.
Self‐Actualization
Self‐actualization is the highest level need in Maslow's need hierarchy theory. It is defined as the fulfillment of a person's goals and potential.
Self‐Esteem
Self‐esteem is a person's self‐view of himself or herself as good and worthwhile. Individuals high in self‐esteem are generally better adjusted and perform better in school than individuals who are low.
Locus of Control
Locus of control (LOC) is a personality variable that reflects people's generalized expectancies for control of reinforcements of rewards. Individuals who believe that they control rewards are internals and individuals who do not believe this are externals. LOC scales have been developed to be both general and domain specific, such as LOC in the workplace. Studies have shown that general scales are more strongly associated with general criteria, …
Methodological and Substantive Issues in Conducting Multinational and Cross-Cultural Research
The rising importance of multinational and cross-cultural research has spurred the development of methodologies to adequately study human phenomena in organizations across culture and place. Disentangling culture and location from potential confounding variables is an underlying issue in conducting comparative studies. Research designs allow comparisons of countries and culture groups, as well as isolate the potential impact of cultural variables…
Statistical control in correlational studies
Statistical control is widely used in correlational studies with the intent of providing more accurate estimates of relationships among variables, more conservative tests of hypotheses, or ruling out alternative explanations for empirical findings. However, the use of control variables can produce uninterpretable parameter estimates, erroneous inferences, irreplicable results, and other barriers to scientific progress. As a result, methodologists…
Introduction
You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being
Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self-esteem and to impaired well-being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day…
Introduction
Methodologies for the study of organizational behavior processes
The field of organizational behavior is very much concerned with process—the temporal sequence by which conditions, events, and states unfold. Such processes are implied in tests of mediation and more complex causal chains. The popular approach of analyzing data from cross‐sectional designs with complex statistics is not particularly helpful in understanding process. The optimal way to investigate process involves the proper use of a combination …
Point/counterpoint introduction
Survey Design and Measure Development
Fields that study psychological and social phenomena rely heavily on survey methods for data collection. Rigorous methods have been devised for the development of instruments suitable for survey research. Instruments developed with such methods can have adequate reliability and evidence for construct validity. They involve a step-by-step process of defining a construct, creating items, administering those items, conducting item analysis and other…
Introduction
This is an introduction to a point/counterpoint exchange in Journal of Organizational Behavior on the negative versus positive sides of organizational citizenship behavior (OCB). Such behaviors go beyond the core tasks that individuals do on the job and are generally considered positive contributions that support organizations. Bolino, Klotz, Turnley, and Harvey cover the dark (negative) side of OCB, arguing that it can be performed for self‐serv…
Perceived Control by Employees
Perceived control by employees is a variable that has been heavily researched in two popular areas, job design (as autonomy) and participative decision-making. A meta-analysis was conducted of studies relating perceived control variables to 19 employee outcome variables. For all studies combined, it was found that high levels of perceived control was associated with high levels of job satisfaction (overall and individual facets), commitment, invo…
Using self‐report questionnaires in OB research
Statistical control in correlational studies
Statistical control is widely used in correlational studies with the intent of providing more accurate estimates of relationships among variables, more conservative tests of hypotheses, or ruling out alternative explanations for empirical findings. However, the use of control variables can produce uninterpretable parameter estimates, erroneous inferences, irreplicable results, and other barriers to scientific progress. As a result, methodologists…
Measurement of human service staff satisfaction
The development of the Job Satisfaction Survey (JSS), a nine-subscale measure of employee job satisfaction applicable specifically to human service, public, and nonprofit sector organizations, is described. The item selection, item analysis, and determination of the final 36-item scale are also described, and data on reliability and validity and the instrument's norms are summarized. Included are a multitrait-multimethod analysis of the JSS and t…
Job stress, incivility, and counterproductive work behavior (CWB)
The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer‐reported data and to assess the effects of workplace incivility on employee satisfaction and CWB. Results indicate that incivility, organizational constraints, and interpersonal conflict were negatively related to job satisfaction and positively re…
Behavior in organizations as a function of employee's locus of control
Locus of control is an important variable for the explanation of human behavior in organizations. The nature of the concept, its measurement (e.g., Rotter's Internal–External Locus of Control Scale), and general evidence for its validity are discussed. Several hypotheses are presented involving the locus of control in an organizational context, and supporting evidence from applied studies is reviewed. Specifically, it is suggested that locus of c…
Do national levels of individualism and internal locus of control relate to well‐being
Data were collected from managers in 24 nations/territories on work locus of control (LOC), individualism–collectivism (I–C), and well‐being (job satisfaction, absence of psychological strain, and absence of physical strain). There were significant mean differences across samples on all five of these measures, and consistent with our hypothesis, at the ecological or sample mean level well‐being was associated with an internal locus of control. Ho…
Population Density and Unemployment
Cross‐national job stress
Using both quantitative and qualitative methods, this study contrasted employees' job stress perceptions and their relationships to strains in China and the United States. Significant job stressor–strain correlations were found in both countries. However, hierarchical regression analyses revealed significant interactions of country by job stressors in predicting job strains, indicating the unique patterns of stressor–strain relationships in China…
You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being
Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self-esteem and to impaired well-being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day…
Reducing subjectivity in the assessment of the job environment
Self‐report measures of job stressors have been criticized for being too subjective, rendering relations with other variables inconclusive. The Factual Autonomy Scale (FAS) was developed to reduce subjectivity by careful choice of fact‐based items. Results of two studies showed that when compared to the Job Diagnostic Survey autonomy scale, the FAS demonstrated superior convergent validity with alternate sources (supervisors in Study 1 and cowork…
Relations of incumbent affect‐related personality traits with incumbent and objective measures of characteristics of jobs
The present study examined the possibility that individuals with certain personality traits tend to be found in certain types of jobs. Specifically, we examined correlations between two personality traits, anxiety and optimism, and measures of job characteristics obtained via self‐reports and through job analysis. Results showed that those who were high in trait anxiety tended to be in jobs characterized by low autonomy, variety, identity, feedba…
The weekend matters
Non‐work experiences during the weekend provide opportunities to recover from work demands and to replenish lost resources. This longitudinal study examined how specific recovery experiences during the weekend (relaxation, mastery, control, and detachment), as well as non‐work hassles, were associated with specific positive and negative affective states during the following workweek. Participants ( N = 229) completed surveys before the weekend, d…
A Cross-National Comparative Study of Work/Family Demands and Resources
This article presents phase 2 of the Collaborative International Study of Managerial Stress (CISMS2) with the objective of studying cross culturally/cross-nationally potential causes and consequences of work-family conflict. This collaborative international study contributes to the existing literature on work and family by adding a different theoretical perspective (interaction between demands and resources, and resource loss), following the thin…
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict
This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that w…
Methodologies for the study of organizational behavior processes
The field of organizational behavior is very much concerned with process—the temporal sequence by which conditions, events, and states unfold. Such processes are implied in tests of mediation and more complex causal chains. The popular approach of analyzing data from cross‐sectional designs with complex statistics is not particularly helpful in understanding process. The optimal way to investigate process involves the proper use of a combination …
Measurement Invariance of the Satisfaction With Life Scale Across 26 Countries
The Satisfaction With Life Scale (SWLS) is a commonly used life satisfaction scale. Cross-cultural researchers use SWLS to compare mean scores of life satisfaction across countries. Despite the wide use of SWLS in cross-cultural studies, measurement invariance of SWLS has rarely been investigated, and previous studies showed inconsistent findings. Therefore, we examined the measurement invariance of SWLS with samples collected from 26 countries. …
A Multilevel Study of Abusive Supervision, Norms, and Personal Control on Counterproductive Work Behavior
Counterproductive work behavior (CWB) is defined as behavior that harms organizations and people in organizations. There has been a growing interest among scholars in understanding CWB from a multilevel perspective. Drawing on the theory of planned behavior, this article reports results from two multilevel studies of how abusive supervision, workgroup CWB norms, and personal control influence CWB independently and how these three factors intertwi…
Introduction
Introduction
Introduction
Point/Counterpoint introduction
Point/counterpoint introduction
Examining Stress in Graduate Assistants
The aim of this study was to employ qualitative and quantitative survey methods in a concurrent mixed model design to assess stressors and strains in graduate assistants. The stressors most frequently reported qualitatively were work overload, interpersonal conflict, and organizational constraints; the most frequently reported psychological strains were frustration, anger, and anxiety. The groups formed by the qualitative incident reported (e.g.,…
Violence‐prevention climate, exposure to violence and aggression, and prevention behavior
This study explored mechanisms underlying employees' behaviors targeted at preventing workplace physical violence and verbal aggression. Poor psychological violence‐prevention climate perceptions and previous exposure to violence and aggression represent stressors that were associated with increased strains and reduced motivation. Strains and motivation, in turn, were related to prevention behaviors. We collected data from employee and coworker d…
Communication Media and Motivation in the Adoption of New Practices
This study was carried out to determine the relative effectiveness of various forms of mediated communication in introducing new practices in a developing nation. Campaigns to induce participation in four innovative practices were conducted via radio, audio-visual, and mixed media in three matched experimental villages in rural Ecuador; three other villages served as controls. The practices-building latrines, constructing smokeless stoves, making…
The Effects of Thwarting of Aggression on Subsequent Aggression
In the first of two studies, male undergraduates were either angered or not angered by a confederate and then randomly assigned to one of three conditions (no thwarting, non-arbitrary thwarting, and arbitrary thwarting) in a 2 × 3 factorial design. Following the thwarting manipulation, subjects were given an opportunity to aggress against the confederate. It was hypothesized that: (a) greater aggression would be displayed by the angry subjects an…
Population Density and Unemployment
Further data on psychotherapy and the poor
Presents data supporting the contention of D. W. Edwards et al (see record 1979-26947-001) that poor clients will use and receive the same services as nonpoor clients, at least in a community mental health center setting. Data do not uphold G. W. Albee's (1977) arguments against including psychotherapy in national health insurance
Further data on psychotherapy and the poor
Research Designs
Multivariate data analysis for outcome studies
The use of multivariate statistical techniques for analyzing the complex data often gathered in outcome studies is discussed. The multivariate analysis of variance (MANOVA) is suggested for multiple group studies common to outcome studies. This technique can be utilized for a large number of specific research designs whenever multiple outcome measures are collected. MANOVA offers two specific advantages over more familiar univariate approaches: i…
Research designs
This is a clear, compact introduction to the principles of experimental and non-experimental design. It covers designs including: single group designs; pre-test/post-test designs; factorial designs, hierarchical designs; multivariate designs; the Solomon four group design; panel designs; and designs with concomitant variables
Causes of employee turnover
Tested the turnover model of W. H. Mobley et al (see record 1979-29973-001). Data from 120 employees of a mental health facility were collected on several variables contained in the model, including perceived job characteristics (Job Diagnostic Survey and Leader Behavior Description Questionnaire), personal employee characteristics, job satisfaction (Job Satisfaction Inventory), perceived alternative employment opportunities, intention of quittin…
Research Designs
Measuring program effectiveness
Behavior in organizations as a function of employee's locus of control
Locus of control is an important variable for the explanation of human behavior in organizations. The nature of the concept, its measurement (e.g., Rotter's Internal–External Locus of Control Scale), and general evidence for its validity are discussed. Several hypotheses are presented involving the locus of control in an organizational context, and supporting evidence from applied studies is reviewed. Specifically, it is suggested that locus of c…
A note on item order as an artifact in organizational surveys
Knowledge Adequacies and Training Needs of Rehabilitation Educators
This article describes results of a national survey of rehabilitation educators concerning their perceptions of their knowledge adequacies and training needs. Twelve vital instructional areas were identified and respondents were asked to rate each area for their adequacy of knowledge, need for inservice training, and willingness to attend inservice training. Findings showed that educators rated their knowledge adequacy high and their need for ins…
Higher‐order need strength as a moderator of the job scope‐employee outcome relationship
A meta‐analysis was conducted to test the moderating effect of higher‐order need strength on the relationship between job scope and employee outcomes. Twenty samples were combined empirically using a modification of the Schmidt‐Hunter procedure. Results provided some evidence of the hypothesized moderator effect for job satisfaction, motivation and performance, with the evidence for job satisfaction being strongest. Employees high on higher‐order…
Measurement of human service staff satisfaction
The development of the Job Satisfaction Survey (JSS), a nine-subscale measure of employee job satisfaction applicable specifically to human service, public, and nonprofit sector organizations, is described. The item selection, item analysis, and determination of the final 36-item scale are also described, and data on reliability and validity and the instrument's norms are summarized. Included are a multitrait-multimethod analysis of the JSS and t…
Personality and Employee Withdrawal
Tested were two hypotheses concerning the role of locus of control in the process of employees' turnover: first, that employees with external locus of control would be more likely to intend to quit and actually quit their jobs, and second, that external scorers would be more likely to intend to quit and actually quit a dissatisfying job. Analyses supported only the aspect of intention to quit in both hypotheses. Externality was associated with in…
Perceived Control by Employees
Perceived control by employees is a variable that has been heavily researched in two popular areas, job design (as autonomy) and participative decision-making. A meta-analysis was conducted of studies relating perceived control variables to 19 employee outcome variables. For all studies combined, it was found that high levels of perceived control was associated with high levels of job satisfaction (overall and individual facets), commitment, invo…
Method variance as an artifact in self-reported affect and perceptions at work
Method variance is an artifact of measurement that biases results when relations are explored among constructs measured by the same method. The existence of method variance was explored for affective and perceptual constructs frequently used in organizational research. Data from multitrait–multimethod analyses, studies of social desirability and acquiescence, and relation of self-report and records of absenteeism were presented. Little evidence f…
Unemployment, job satisfaction, and employee turnover
We conducted a meta-analysis to determine the relation between satisfaction–turnover correlations across studies and unemployment rates at the time those studies were conducted. On the basis of theoretical work by Muchinsky and Morrow (1980), we hypothesized that low relations would be found in studies conducted during times of high unemployment and limited employment opportunity, and high relations would be found in studies conducted during time…
Relationships of organizational frustration with reported behavioural reactions
The present field study was designed to examine the influence of organizational frustration and locus of control on emotional and behavioural reactions to frustrating conditions. Data were collected by questionnaire from 160 employees from all levels of a community mental health facility. As hypothesized, organizational frustration was found to be positively related to interpersonal aggression, sabotage and withdrawal. Subgroup moderator analysis…
Relation of job stressors to affective, health, and performance outcomes
It is widely accepted that job conditions are a causal factor in stress outcomes for employees. This conclusion, however, is based almost entirely on single data source, self-report studies, which demonstrate correlations between environmental perceptions and stress outcomes. This study collected stressor data from two sources, the job incumbent and her supervisor. Convergent and discriminant validities were found for four stressors (autonomy, wo…
Development of the Work Locus of Control Scale
The development of the Work Locus of Control Scale (WLCS), a 16‐item measure of generalized control beliefs in work settings, is described. Included is a discussion of item selection, norms, reliability and initial validation. Criterion‐related validity is provided by correlations with other theoretically meaningful variables from six samples. The WLCS was found to correlate significantly with job satisfaction, intention of quitting, perceived in…
Summated Rating Scale Construction
When a social scientist conducts a survey, the goal is to develop a rating on some attitude, value, or opinion—a summated rating scale. Aimed at helping researchers construct more effective summated rating scales, Spector shows how to determine the amount of items necessary, the appropriate amount of response categories, the most productive wording of items, how to sort good items from bad (including item-remainder coefficients and Cronbach's alp…
Relationships of work stressors with aggression, withdrawal, theft and substance use
Based on findings from the domain of organizational frustration, the conceptual similarity between stress and frustration, and the functional similarity between frustrated events and work stressors, the relationships of behaviours (aggression, withdrawal, theft and substance use) with work stressors and affective reactions were investigated. Relations between reported stressors and behaviours were strongest for the more directly aggressive action…
Psychology (87 obras) · Social Psychology (56 obras) · Job Satisfaction and Organizational Behavior (44 obras) · Computer Science (41 obras) · Social Psychology (34 obras) · Job satisfaction (27 obras) · Management (23 obras) · Sociology (23 obras) · Clinical Psychology (22 obras) · Library science (19 obras)