Handbook of Entrepreneurial Dynamics: The Process of Business Creation, 2004
Page 193. CHAPTER 14 Job and Life Satisfaction Kevin L. Iohnson Marne L. Arthaud-Day Ioseph C. Ro... more Page 193. CHAPTER 14 Job and Life Satisfaction Kevin L. Iohnson Marne L. Arthaud-Day Ioseph C. Rode Ianet P. Near Job satisfaction has always been relatively high among American workers; since the late 1940s, about ...
Using structural equation modeling, we found empirical support for the prevailing theory that sub... more Using structural equation modeling, we found empirical support for the prevailing theory that subjective well-being consists of three domains: (1) cognitive evaluations of one's life (i.e., life satisfaction or happiness); (2) positive affect; and (3) negative affect. Multiple indicators of satisfaction/happiness were shown to have strong convergent validity as well as discriminant validity from positive and negative affect. Positive and negative affect likewise exhibited discriminant validity from one another. At both the item and scale levels of analysis, we obtained an intercorrelated three-factor solution corresponding to the three proposed subjective well-being domains.
It is widely believed that work attitudes influence attitudes toward life overall. We investigate... more It is widely believed that work attitudes influence attitudes toward life overall. We investigated a multivariate model of work attitudes and overall life attitudes using survey data from two nationally representative (U.S.) data sets, one cross-sectional and one longitudinal. Including a comprehensive set of control variables, we found only weak support for the "attitudes spillover" perspective, suggesting that employees often compartmentalize or "segregate" their work and nonwork lives. We consider theoretical and practical implications of these findings.
... Self-efficacy has been found to be a mediating mechanism in the relationship between individu... more ... Self-efficacy has been found to be a mediating mechanism in the relationship between individual characteristics and performance ( [Barrick et al., 1993] and [Burr and Cordery, 2001] ), namely because self-efficacy influences what individuals choose to do and not do. ...
We examined the direct and moderated effects of an ability-based measure of emotional intelligenc... more We examined the direct and moderated effects of an ability-based measure of emotional intelligence (MSCEIT# V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of interpersonal effectiveness (public speaking effectiveness). However, the interaction of emotional intelligence with conscientiousness explained unique incremental variance both in public speaking and group behavior effectiveness, as well as academic performance (cumulative GPA). We conclude that the effects of emotional intelligence on performance are more indirect than direct in nature. Individuals must not only have emotional intelligence, but also must be motivated to use it.
Journal of Leadership & Organizational Studies, 2012
Previous research indicates that core self-evaluations demonstrate incremental predictive validit... more Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors extend this research by examining the incremental predictive validity of core self-evaluations relative to three self-focused individual difference constructs—self-esteem, Protestant work ethic, and narcissism—on a broad range of job performance facets, as well as an array of job attitude
International Journal of Selection and Assessment, 2008
Using longitudinal data from a sample of recent college graduates, we examined the effects of abi... more Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analyses indicated that gender, extroversion, and agreeableness were the strongest predictors of salary. Emotional stability and proactive personality predicted perceived job success, while extroversion was significantly related to perceived career success. Neither of the ability measures significantly predicted our indicators of extrinsic or intrinsic career success. Implications for theory and practice are discussed.
... Second, we draw on the role of follower identification in transformational leadership theory ... more ... Second, we draw on the role of follower identification in transformational leadership theory (Kark et al., 2003; van Knippenberg et al., 2004) and Kerr and Jermier's (1978) distinction of 'direct' and 'indirect' leadership effects to propose an additional potential explanation (namely ...
ABSTRACT Previous research on the effects of workgroup diversity and workgroup functioning and ou... more ABSTRACT Previous research on the effects of workgroup diversity and workgroup functioning and outcomes has produced mixed results. We address these inconsistencies by proposing a model that considers the effects of both transformational leadership and workgroup climate on one workgroup outcome believed particularly relevant to diversity: employee creativity. Multilevel analyses of 172 individuals working in 31 teams found that innovation workgroup climate level mediated the relationship between transformational leadership and employee creativity. Furthermore, results indicated that diverse groups had higher innovation climate strength when transformational leadership was high, and that innovation climate level was more strongly related to employee creativity when innovation climate strength was high. Overall, these results suggest that transformational leadership may lessen the negative effects associated with workgroup diversity. Implications for both theory and practice are discussed.
Research has shown consistently that job satisfaction predicts turnover, but much less attention ... more Research has shown consistently that job satisfaction predicts turnover, but much less attention has been given to the how relationships between work and nonwork or how overall subjective evaluations of life (i.e., life satisfaction) affects turnover. We tested a model that included job satisfaction, life satisfaction, and conflict between work and nonwork domains of life as predictors of intent to quit. Results from a sample of Air Force personnel revealed that life satisfaction was a significant predictor of intent to quit after controlling for job satisfaction, and that both job and life satisfaction mediated the effects of role conflict between work and nonwork on intent to quit. We consider implications of these findings for both theory and practice.
Building upon the culturally endorsed implicit theory of leadership, we investigated the moderati... more Building upon the culturally endorsed implicit theory of leadership, we investigated the moderating effects of national culture on the relationship between organizational structure and continuous improvement and learning. We propose that the relationship between organic organizations (characterized by flat, decentralized structures with a wide use of multifunctional employees) and continuous improvement and learning will be stronger when national cultural endorsement for participative leadership is high. We further propose that organizational group culture will moderate the relationship between organizational structure and continuous improvement and learning, but that these moderation effects will be stronger in national cultures with low endorsement of participative leadership. Empirical analysis of secondary survey data collected from 266 manufacturing plants operating in three industries and located in nine countries representing a diverse set of geographical regions provided support for the hypotheses. Overall, our findings indicate that, to fully realize the relationship between organic structures and continuous improvement and learning, managers must actively assess the extent to which the national culture endorses participative leadership. In cases where this endorsement is weak, managers should consider the extent to which the organizational culture will provide alternative support for the relationship.
Handbook of Entrepreneurial Dynamics: The Process of Business Creation, 2004
Page 193. CHAPTER 14 Job and Life Satisfaction Kevin L. Iohnson Marne L. Arthaud-Day Ioseph C. Ro... more Page 193. CHAPTER 14 Job and Life Satisfaction Kevin L. Iohnson Marne L. Arthaud-Day Ioseph C. Rode Ianet P. Near Job satisfaction has always been relatively high among American workers; since the late 1940s, about ...
Using structural equation modeling, we found empirical support for the prevailing theory that sub... more Using structural equation modeling, we found empirical support for the prevailing theory that subjective well-being consists of three domains: (1) cognitive evaluations of one's life (i.e., life satisfaction or happiness); (2) positive affect; and (3) negative affect. Multiple indicators of satisfaction/happiness were shown to have strong convergent validity as well as discriminant validity from positive and negative affect. Positive and negative affect likewise exhibited discriminant validity from one another. At both the item and scale levels of analysis, we obtained an intercorrelated three-factor solution corresponding to the three proposed subjective well-being domains.
It is widely believed that work attitudes influence attitudes toward life overall. We investigate... more It is widely believed that work attitudes influence attitudes toward life overall. We investigated a multivariate model of work attitudes and overall life attitudes using survey data from two nationally representative (U.S.) data sets, one cross-sectional and one longitudinal. Including a comprehensive set of control variables, we found only weak support for the "attitudes spillover" perspective, suggesting that employees often compartmentalize or "segregate" their work and nonwork lives. We consider theoretical and practical implications of these findings.
... Self-efficacy has been found to be a mediating mechanism in the relationship between individu... more ... Self-efficacy has been found to be a mediating mechanism in the relationship between individual characteristics and performance ( [Barrick et al., 1993] and [Burr and Cordery, 2001] ), namely because self-efficacy influences what individuals choose to do and not do. ...
We examined the direct and moderated effects of an ability-based measure of emotional intelligenc... more We examined the direct and moderated effects of an ability-based measure of emotional intelligence (MSCEIT# V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of interpersonal effectiveness (public speaking effectiveness). However, the interaction of emotional intelligence with conscientiousness explained unique incremental variance both in public speaking and group behavior effectiveness, as well as academic performance (cumulative GPA). We conclude that the effects of emotional intelligence on performance are more indirect than direct in nature. Individuals must not only have emotional intelligence, but also must be motivated to use it.
Journal of Leadership & Organizational Studies, 2012
Previous research indicates that core self-evaluations demonstrate incremental predictive validit... more Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors extend this research by examining the incremental predictive validity of core self-evaluations relative to three self-focused individual difference constructs—self-esteem, Protestant work ethic, and narcissism—on a broad range of job performance facets, as well as an array of job attitude
International Journal of Selection and Assessment, 2008
Using longitudinal data from a sample of recent college graduates, we examined the effects of abi... more Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analyses indicated that gender, extroversion, and agreeableness were the strongest predictors of salary. Emotional stability and proactive personality predicted perceived job success, while extroversion was significantly related to perceived career success. Neither of the ability measures significantly predicted our indicators of extrinsic or intrinsic career success. Implications for theory and practice are discussed.
... Second, we draw on the role of follower identification in transformational leadership theory ... more ... Second, we draw on the role of follower identification in transformational leadership theory (Kark et al., 2003; van Knippenberg et al., 2004) and Kerr and Jermier's (1978) distinction of 'direct' and 'indirect' leadership effects to propose an additional potential explanation (namely ...
ABSTRACT Previous research on the effects of workgroup diversity and workgroup functioning and ou... more ABSTRACT Previous research on the effects of workgroup diversity and workgroup functioning and outcomes has produced mixed results. We address these inconsistencies by proposing a model that considers the effects of both transformational leadership and workgroup climate on one workgroup outcome believed particularly relevant to diversity: employee creativity. Multilevel analyses of 172 individuals working in 31 teams found that innovation workgroup climate level mediated the relationship between transformational leadership and employee creativity. Furthermore, results indicated that diverse groups had higher innovation climate strength when transformational leadership was high, and that innovation climate level was more strongly related to employee creativity when innovation climate strength was high. Overall, these results suggest that transformational leadership may lessen the negative effects associated with workgroup diversity. Implications for both theory and practice are discussed.
Research has shown consistently that job satisfaction predicts turnover, but much less attention ... more Research has shown consistently that job satisfaction predicts turnover, but much less attention has been given to the how relationships between work and nonwork or how overall subjective evaluations of life (i.e., life satisfaction) affects turnover. We tested a model that included job satisfaction, life satisfaction, and conflict between work and nonwork domains of life as predictors of intent to quit. Results from a sample of Air Force personnel revealed that life satisfaction was a significant predictor of intent to quit after controlling for job satisfaction, and that both job and life satisfaction mediated the effects of role conflict between work and nonwork on intent to quit. We consider implications of these findings for both theory and practice.
Building upon the culturally endorsed implicit theory of leadership, we investigated the moderati... more Building upon the culturally endorsed implicit theory of leadership, we investigated the moderating effects of national culture on the relationship between organizational structure and continuous improvement and learning. We propose that the relationship between organic organizations (characterized by flat, decentralized structures with a wide use of multifunctional employees) and continuous improvement and learning will be stronger when national cultural endorsement for participative leadership is high. We further propose that organizational group culture will moderate the relationship between organizational structure and continuous improvement and learning, but that these moderation effects will be stronger in national cultures with low endorsement of participative leadership. Empirical analysis of secondary survey data collected from 266 manufacturing plants operating in three industries and located in nine countries representing a diverse set of geographical regions provided support for the hypotheses. Overall, our findings indicate that, to fully realize the relationship between organic structures and continuous improvement and learning, managers must actively assess the extent to which the national culture endorses participative leadership. In cases where this endorsement is weak, managers should consider the extent to which the organizational culture will provide alternative support for the relationship.
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Papers by Joseph Rode