Journal of Organizational Psychology

Counterproductive Work Behaviors to Cope With Person-Organization Misfit

Brian R. Kinard, Subhra Chakrabarty — Wed, 18 Sep 2024 00:00:00 -0400

A random sample of employees was surveyed to explore the effect of person-organization fit on counterproductive work behaviors. There was a significant negative relationship between person-organization fit and counterproductive work behaviors. A lack of person-organization fit may be construed by employees as a depletion of psychological resource. As the conservation of resources theory (Hofboll, 1989) argues, it appears that employees may have replenished the loss of this psychological resource (person-organization fit) by engaging in counterproductive work behaviors. Consequently, organizations should assess the person-organization fit of all employees and prevent the negative consequences of counterproductive work behaviors. The findings have several implications for practitioners.

Development of Dark Triad Scales for Machiavellianism, Psychopathy and Narcissism From the Hogan Development Survey

Brendan Coleman, Victor Dulewicz — Wed, 18 Sep 2024 00:00:00 -0400

Dark Triad personalities (DT: psychopathy, narcissism and Machiavellianism) adversely affect organisational functioning. There were three research questions: (1) Can DT personality measures be derived from the Hogan Development Survey (HDS)? (2) Will age, tenure, and gender moderate the relationships between the DT personality measures and job performance? (3) What are the relationships between scores on the DT personality measures? Four hypotheses were framed from the research questions and tested on a sample of 918 managers. Three new DT scales were derived from the HDS, using a mapping exercise based on Ferrell and Gaddis’s (2016) research findings. All scales showed acceptable Alpha reliabilities. The mapping exercise provided evidence of construct validity. An analysis of high scorers on pairings of the three DT scales showed divergent validity. Partial correlation results showed significant negative correlations between psychopathy, narcissism, Machiavellianism and job performance, demonstrating criterion validity. Organisations could use the new DT scale scores for screening applicants, for identifying future management potential and providing developmental feedback to employees.

Before. During. After: The Impact of COVID-19 on the Psychometrics of Young Professionals

William Swart, Christine M. Kowalczyk — Wed, 18 Sep 2024 00:00:00 -0400

This research presents the real psychometric impacts of the pandemic on young professionals. Human resource policies must be appropriately formulated to maintain healthy and productive employees, balancing corporate and individual needs. The changes in personality type, emotional intelligence, and locus of control were measured from before to during COVID and then again from during until after COVID. While the psychometric changes of males were minor during these periods, women experienced numerous changes during COVID-19 but subsided after the pandemic. Men and women exhibit less conscientious behavior, first manifested during the pandemic but persisted after the pandemic. This research sheds insights into the current reluctance of professionals to abandon remote working instituted during the pandemic and management’s insistence that workers return to the office.

“What Is the ROI on That?”: Examining the Lack of Transition Support for Collegiate Athletes

Chris Corr, Sarah Stokowski, Brennan K. Berg, Brian Gearity, Eric Sabin — Wed, 18 Sep 2024 00:00:00 -0400

While athletic role engulfment is positively correlated to athletic success, collegiate athletes also experience harmful effects from this role. As the socialization process to develop a salient athletic identity initially takes years, collegiate athletes typically face various challenges transitioning out of their athletic role. Although working within the contested and problematic context of intercollegiate athletics, athletic development staff are, ostensibly, employed to assist in the holistic development of collegiate athletes and occupy an integral role in mitigating athletes’ transitions and athletic role engulfment. Accordingly, the present study sought to examine the experiences and programmatic elements currently utilized by athletic development staff. Through in-depth interviews with 10 senior athletic development staff members at nine Atlantic Coast Conference member institutions, findings illustrate the difficulties in attempting to combat athletic role engulfment due to contradictory logic between intra-institutional members. We conceptualize that such competing institutional logic serves as the primary detriment of collegiate athletes’ preparedness for post-athletic transition.

The 5-M Downsizing Communication Model for Survivor-Employee Engagement

Beryl A. Ehondor — Wed, 18 Sep 2024 00:00:00 -0400

The global economic crisis has led to downsizing, creating survivor-employees and affecting employee-engagement. This study aimed to assess the relationship between banks’ internal communication strategies and their survivor-employee engagement. The research involved in-depth interviews and descriptive design, focusing on 15 commercial banks in Nigeria. The findings revealed that downsizing is prevalent in the industry, with no protection from Nigerian labour laws. The downsizing-communication from top management to survivor-employees is minimal, leading to survivor syndrome and declining employee-engagement. The study created and proposed the 5M-model for downsizing communication and employee engagement. The 5M-model framework connotes Mobilisation, Management, Motivate, Monitor and Measure. However, the 5M-model for downsizing-communication and employee-engagement amplifies the media richness theory, integrates employee-engagement theory and caters for downsizing communication phenomena, a new solution-dimension for optimal employee-organisation relationship. The 5M model communication gradient transits from green to yellow indicating efficacy of communication, the capacity to convey meaning between sender and receiver, record reactions and get immediate feedback. This novel model is a template to improve survivor-employee engagement and employee-organization relationships.