Malissa Clark - Academia.edu (original) (raw)
Papers by Malissa Clark
Journal of Occupational Health Psychology
The present study advances a within-person approach to the study of workaholism in line with whol... more The present study advances a within-person approach to the study of workaholism in line with whole trait theory, arguing that individuals have general workaholic tendencies as well as daily fluctuations in workaholism. We tested this model using an experience sampling study of 121 U.S. employees and their spouses who completed self-report surveys for 10 working days. Multilevel analyses supported the idea that workaholism varies at the daily level, and trait workaholism was significantly related to higher daily fluctuations in workaholism averaged across the 10 days. Consistent with whole trait theory (Fleeson, 2007), we found anticipated workload each morning positively related to daily fluctuations in workaholism. Moreover, individuals reported feeling more fatigued on days they report higher daily workaholism, and daily fluctuations in workaholism were related to stress crossover and spouse's relationship tension. Overall, results support a within-person conceptualization of workaholism, linking anticipated workload to daily fluctuations in workaholism, which in turn demonstrates negative spillover and crossover outcomes. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Journal of Behavioral Addictions
Background and aimsWe studied the quality of the job-related emotional experiences associated wit... more Background and aimsWe studied the quality of the job-related emotional experiences associated with work addiction. We hypothesized that work addiction would fuel both a higher level of daily job-related negative affect and a lower level of daily job-related positive affect and that such affective experiences would mediate the relationship between work addiction and emotional exhaustion reported at the end of the working day. Additionally, in light of typical behaviors and cognitions associated with work addiction, we also hypothesized that work addiction would modify the relationships between day workload and same day emotional strain reactions (i.e., job-related negative affect and job-related positive affect).MethodsParticipants were 213 workers (42.5% female), most of whom holding a high-profile job position, who were followed for 10 consecutive working days in the context of a daily diary study.ResultsMultilevel analyses controlling for neuroticism revealed that work addiction w...
International Journal of Environmental Research and Public Health
The current study aimed to test how workload, via workaholism, impacts job performance along with... more The current study aimed to test how workload, via workaholism, impacts job performance along with the complex interplay of perfectionistic concerns and work engagement in this mediated relationship. A two-wave, first and second stage dual-moderated mediation model was tested in an SEM framework. Results based on a sample of 208 workers revealed a complex and nuanced relationship among the studied constructs, such that the simple mediation model was not significant, but the indirect effect was negative, nonsignificant, or positive conditional on both moderators. The results offer interesting theoretical and practical implications for future studies to be conducted in this area of research. In particular, lower levels of perfectionistic concerns were associated with a positive relationship between workload and workaholism, and lower levels of work engagement were related to a negative link between workaholism and job performance. Findings suggest work engagement should be monitored an...
Aggression is an affect-laden behavior. The within-person variability of affective states that im... more Aggression is an affect-laden behavior. The within-person variability of affective states that immediately precede, accompany, and follow aggression — and their links to between-person variability in aggressive behavior and traits — remain incompletely understood. To address this gap in our understanding, we examined eight studies in which 2,173 participants reported the negative and positive affect they experienced before, during, and after a laboratory or online aggression task. We quantified the within-person variability within (flux) and across (pulse) negative and positive affect intensity, as well as the variability in oscillations between negative and positive affect (spin). Internal meta-analyses revealed an association between aggressive behavior and traits and flux in positive affect (against our preregistered predictions). Probing this effect with piecewise growth models showed that less aggressive individuals exhibited a pronounced decrease in positive affect during aggr...
Journal of Management, 2016
The current study extends prior research on emotional dynamics within the workplace by examining ... more The current study extends prior research on emotional dynamics within the workplace by examining workplace correlates of within-person affect spin—a form of variability in affect states. Drawing from affective events theory, the current study tests both concurrent and lagged associations between work events, daily affect spin, mood, and daily voluntary workplace behaviors in a 2-week daily diary study of 114 working adults. Multilevel analyses demonstrated that levels of daily affect spin were higher on days in which employees experienced mixed work events (i.e., both positive and negative work events on the same day) compared to days with only positive work events or no work events. Results revealed that daily affect spin was indirectly related to daily organizational citizenship behavior through lower pleasant mood. Lagged analyses suggest the effects of daily spin on mood and voluntary work behaviors may not carry over to the next day. Our findings build upon prior between-person...
Oxford Handbooks Online, 2009
Journal of Business and Psychology, 2012
Purpose This article investigates the efficacy of the Structured Free Recall Intervention (SFRI; ... more Purpose This article investigates the efficacy of the Structured Free Recall Intervention (SFRI; J Bus Psychol 15:229-246, 2000a; Organ Behav Hum Decis Process 82:237-267, 2000b) for reducing the impact of bodyweight-based stereotype endorsement on performance ratings, both immediately and when a time delay occurs between the observation and rating of performance. Design/Methodology/Approach 512 undergraduates participated in a 2 9 2 9 2 between-subjects factorial experiment. A measure of bodyweight-based stereotype endorsement was pre-screened, and participants were randomly assigned to (a) either a no-delay or two-day time delay condition, (b) view either an average bodyweight or overweight ratee, and (c) undergo the SFRI or not. Findings Results suggest that (a) bodyweight-based stereotype endorsement predicts performance ratings for overweight ratees, (b) the SFRI is effective at reducing the impact of such stereotypes on performance ratings when conducted immediately after the observation of performance, and (c) the SFRI maintains this efficacy after a two-day delay between the observation and rating of performance. Implications These findings suggest that the best realworld application of the SFRI paradigm may be to situations with minimal delays between the observation and rating of performance, such as selection assessment centers or pre-employment interviews. Originality/Value Drawing on theories from the cognitive information processing literature, this paper extends previous research regarding the efficacy of the SFRI by demonstrating that short time delays between performance observation and rating-a common organizational phenomena-have minimal observed effects on the efficacy of the SFRI as a performance rating intervention.
We meta-analyzed the correlations between voluntary employee lateness, absenteeism, and turnover ... more We meta-analyzed the correlations between voluntary employee lateness, absenteeism, and turnover to (i) provide the most comprehensive estimates to date of the interrelationships between these withdrawal behaviors; (ii) test the viability of a withdrawal construct; and (iii) evaluate the evidence for competing models of the relationships between withdrawal behaviors (i.e., alternate forms, compensatory forms, independent forms, progression of withdrawal, and spillover model). Corrected correlations were .26 between lateness and absenteeism, .25 between absenteeism and turnover, and .01 between lateness and turnover. These correlations were even smaller in recent studies that had been carried out since the previous meta-analyses of these relationships 15-20 years ago. The small-to-moderate intercorrelations are not supportive of a withdrawal construct that includes lateness, absenteeism, and turnover. These intercorrelations also rule out many of the competing models of the relationships between withdrawal behaviors, as many of the models assume all relationships will be positive, null, or negative. On the basis of path analyses using meta-analytic data, the progression of withdrawal model garnered the most support. This suggests that lateness may moderately predict absenteeism and absenteeism may moderately predict turnover.
The correlation between cognitive ability test scores and performance was separately meta-analyze... more The correlation between cognitive ability test scores and performance was separately meta-analyzed for Asian, Black, Hispanic, and White racial/ethnic subgroups. Compared to the average White observed correlation (r ϭ .33, N ϭ 903,779), average correlations were lower for Black samples (r ϭ .24, N ϭ 112,194) and Hispanic samples (r ϭ .30, N ϭ 51,205) and approximately equal for Asian samples (r ϭ .33, N ϭ 80,705). Despite some moderating effects (e.g., type of performance criterion, decade of data collection, job complexity), validity favored White over Black and Hispanic test takers in almost all conditions that included a sizable number of studies. Black-White validity comparisons were possible both across and within the 3 broad domains that use cognitive ability tests for high-stakes selection and placement: civilian employment, educational admissions, and the military. The trend of lower Black validity was repeated in each domain; however, average Black-White validity differences were largest in military studies and smallest in educational and employment studies. Further investigation of the reasons for these validity differences is warranted.
Page 613. 31 Achieve WorkFamily Balance through Individual and Organizational Strategies BORIS B... more Page 613. 31 Achieve WorkFamily Balance through Individual and Organizational Strategies BORIS B. BALTES AND MALISSA A. CLARK As the average workweek is steadily increasing in the USA, along with the number ...
This study examines the relative importance of individual differences in relation to perceptions ... more This study examines the relative importance of individual differences in relation to perceptions of work-family conflict and facilitation, as well as the moderating role of boundary preference for segmentation on these relationships. Relative importance analyses, based on a diverse sample of 380 employees from the USA, revealed that individual differences were consistently predictive of self-reported work-family conflict and facilitation. Conscientiousness, neuroticism, negative affect and core self-evaluations were consistently related to both directions of work-family conflict, whereas agreeableness predicted significant variance in family-to-work conflict only. Positive affect and core self-evaluations were consistently related to both directions of work-family facilitation, whereas agreeableness and neuroticism predicted significant variance in family-to-work facilitation only. Collectively, individual differences explained 25-28% of the variance in work-family conflict (primarily predicted by neuroticism and negative affect) and 11-18% of the variance in work-family facilitation (primarily predicted by positive affect and core self-evaluations). Moderated regression analyses showed that boundary preference for segmentation strengthened many of the relationships between individual differences and work-family conflict and facilitation. Implications for addressing the nature of work and family are discussed. Copyright © 2012 John Wiley & Sons, Ltd.
Adopting a dispositional approach, we develop an affective perspective of work and family. Result... more Adopting a dispositional approach, we develop an affective perspective of work and family. Results, based on a diverse international sample of 187 employees, revealed that dispositional affect was significantly related to perceptions of work and family conflict, enrichment, and ...
The present meta-analysis examines the relationships between the Five Factor Model (FFM) of perso... more The present meta-analysis examines the relationships between the Five Factor Model (FFM) of personality and negative and positive forms of work–nonwork spillo.
Journal of Occupational Health Psychology
The present study advances a within-person approach to the study of workaholism in line with whol... more The present study advances a within-person approach to the study of workaholism in line with whole trait theory, arguing that individuals have general workaholic tendencies as well as daily fluctuations in workaholism. We tested this model using an experience sampling study of 121 U.S. employees and their spouses who completed self-report surveys for 10 working days. Multilevel analyses supported the idea that workaholism varies at the daily level, and trait workaholism was significantly related to higher daily fluctuations in workaholism averaged across the 10 days. Consistent with whole trait theory (Fleeson, 2007), we found anticipated workload each morning positively related to daily fluctuations in workaholism. Moreover, individuals reported feeling more fatigued on days they report higher daily workaholism, and daily fluctuations in workaholism were related to stress crossover and spouse's relationship tension. Overall, results support a within-person conceptualization of workaholism, linking anticipated workload to daily fluctuations in workaholism, which in turn demonstrates negative spillover and crossover outcomes. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Journal of Behavioral Addictions
Background and aimsWe studied the quality of the job-related emotional experiences associated wit... more Background and aimsWe studied the quality of the job-related emotional experiences associated with work addiction. We hypothesized that work addiction would fuel both a higher level of daily job-related negative affect and a lower level of daily job-related positive affect and that such affective experiences would mediate the relationship between work addiction and emotional exhaustion reported at the end of the working day. Additionally, in light of typical behaviors and cognitions associated with work addiction, we also hypothesized that work addiction would modify the relationships between day workload and same day emotional strain reactions (i.e., job-related negative affect and job-related positive affect).MethodsParticipants were 213 workers (42.5% female), most of whom holding a high-profile job position, who were followed for 10 consecutive working days in the context of a daily diary study.ResultsMultilevel analyses controlling for neuroticism revealed that work addiction w...
International Journal of Environmental Research and Public Health
The current study aimed to test how workload, via workaholism, impacts job performance along with... more The current study aimed to test how workload, via workaholism, impacts job performance along with the complex interplay of perfectionistic concerns and work engagement in this mediated relationship. A two-wave, first and second stage dual-moderated mediation model was tested in an SEM framework. Results based on a sample of 208 workers revealed a complex and nuanced relationship among the studied constructs, such that the simple mediation model was not significant, but the indirect effect was negative, nonsignificant, or positive conditional on both moderators. The results offer interesting theoretical and practical implications for future studies to be conducted in this area of research. In particular, lower levels of perfectionistic concerns were associated with a positive relationship between workload and workaholism, and lower levels of work engagement were related to a negative link between workaholism and job performance. Findings suggest work engagement should be monitored an...
Aggression is an affect-laden behavior. The within-person variability of affective states that im... more Aggression is an affect-laden behavior. The within-person variability of affective states that immediately precede, accompany, and follow aggression — and their links to between-person variability in aggressive behavior and traits — remain incompletely understood. To address this gap in our understanding, we examined eight studies in which 2,173 participants reported the negative and positive affect they experienced before, during, and after a laboratory or online aggression task. We quantified the within-person variability within (flux) and across (pulse) negative and positive affect intensity, as well as the variability in oscillations between negative and positive affect (spin). Internal meta-analyses revealed an association between aggressive behavior and traits and flux in positive affect (against our preregistered predictions). Probing this effect with piecewise growth models showed that less aggressive individuals exhibited a pronounced decrease in positive affect during aggr...
Journal of Management, 2016
The current study extends prior research on emotional dynamics within the workplace by examining ... more The current study extends prior research on emotional dynamics within the workplace by examining workplace correlates of within-person affect spin—a form of variability in affect states. Drawing from affective events theory, the current study tests both concurrent and lagged associations between work events, daily affect spin, mood, and daily voluntary workplace behaviors in a 2-week daily diary study of 114 working adults. Multilevel analyses demonstrated that levels of daily affect spin were higher on days in which employees experienced mixed work events (i.e., both positive and negative work events on the same day) compared to days with only positive work events or no work events. Results revealed that daily affect spin was indirectly related to daily organizational citizenship behavior through lower pleasant mood. Lagged analyses suggest the effects of daily spin on mood and voluntary work behaviors may not carry over to the next day. Our findings build upon prior between-person...
Oxford Handbooks Online, 2009
Journal of Business and Psychology, 2012
Purpose This article investigates the efficacy of the Structured Free Recall Intervention (SFRI; ... more Purpose This article investigates the efficacy of the Structured Free Recall Intervention (SFRI; J Bus Psychol 15:229-246, 2000a; Organ Behav Hum Decis Process 82:237-267, 2000b) for reducing the impact of bodyweight-based stereotype endorsement on performance ratings, both immediately and when a time delay occurs between the observation and rating of performance. Design/Methodology/Approach 512 undergraduates participated in a 2 9 2 9 2 between-subjects factorial experiment. A measure of bodyweight-based stereotype endorsement was pre-screened, and participants were randomly assigned to (a) either a no-delay or two-day time delay condition, (b) view either an average bodyweight or overweight ratee, and (c) undergo the SFRI or not. Findings Results suggest that (a) bodyweight-based stereotype endorsement predicts performance ratings for overweight ratees, (b) the SFRI is effective at reducing the impact of such stereotypes on performance ratings when conducted immediately after the observation of performance, and (c) the SFRI maintains this efficacy after a two-day delay between the observation and rating of performance. Implications These findings suggest that the best realworld application of the SFRI paradigm may be to situations with minimal delays between the observation and rating of performance, such as selection assessment centers or pre-employment interviews. Originality/Value Drawing on theories from the cognitive information processing literature, this paper extends previous research regarding the efficacy of the SFRI by demonstrating that short time delays between performance observation and rating-a common organizational phenomena-have minimal observed effects on the efficacy of the SFRI as a performance rating intervention.
We meta-analyzed the correlations between voluntary employee lateness, absenteeism, and turnover ... more We meta-analyzed the correlations between voluntary employee lateness, absenteeism, and turnover to (i) provide the most comprehensive estimates to date of the interrelationships between these withdrawal behaviors; (ii) test the viability of a withdrawal construct; and (iii) evaluate the evidence for competing models of the relationships between withdrawal behaviors (i.e., alternate forms, compensatory forms, independent forms, progression of withdrawal, and spillover model). Corrected correlations were .26 between lateness and absenteeism, .25 between absenteeism and turnover, and .01 between lateness and turnover. These correlations were even smaller in recent studies that had been carried out since the previous meta-analyses of these relationships 15-20 years ago. The small-to-moderate intercorrelations are not supportive of a withdrawal construct that includes lateness, absenteeism, and turnover. These intercorrelations also rule out many of the competing models of the relationships between withdrawal behaviors, as many of the models assume all relationships will be positive, null, or negative. On the basis of path analyses using meta-analytic data, the progression of withdrawal model garnered the most support. This suggests that lateness may moderately predict absenteeism and absenteeism may moderately predict turnover.
The correlation between cognitive ability test scores and performance was separately meta-analyze... more The correlation between cognitive ability test scores and performance was separately meta-analyzed for Asian, Black, Hispanic, and White racial/ethnic subgroups. Compared to the average White observed correlation (r ϭ .33, N ϭ 903,779), average correlations were lower for Black samples (r ϭ .24, N ϭ 112,194) and Hispanic samples (r ϭ .30, N ϭ 51,205) and approximately equal for Asian samples (r ϭ .33, N ϭ 80,705). Despite some moderating effects (e.g., type of performance criterion, decade of data collection, job complexity), validity favored White over Black and Hispanic test takers in almost all conditions that included a sizable number of studies. Black-White validity comparisons were possible both across and within the 3 broad domains that use cognitive ability tests for high-stakes selection and placement: civilian employment, educational admissions, and the military. The trend of lower Black validity was repeated in each domain; however, average Black-White validity differences were largest in military studies and smallest in educational and employment studies. Further investigation of the reasons for these validity differences is warranted.
Page 613. 31 Achieve WorkFamily Balance through Individual and Organizational Strategies BORIS B... more Page 613. 31 Achieve WorkFamily Balance through Individual and Organizational Strategies BORIS B. BALTES AND MALISSA A. CLARK As the average workweek is steadily increasing in the USA, along with the number ...
This study examines the relative importance of individual differences in relation to perceptions ... more This study examines the relative importance of individual differences in relation to perceptions of work-family conflict and facilitation, as well as the moderating role of boundary preference for segmentation on these relationships. Relative importance analyses, based on a diverse sample of 380 employees from the USA, revealed that individual differences were consistently predictive of self-reported work-family conflict and facilitation. Conscientiousness, neuroticism, negative affect and core self-evaluations were consistently related to both directions of work-family conflict, whereas agreeableness predicted significant variance in family-to-work conflict only. Positive affect and core self-evaluations were consistently related to both directions of work-family facilitation, whereas agreeableness and neuroticism predicted significant variance in family-to-work facilitation only. Collectively, individual differences explained 25-28% of the variance in work-family conflict (primarily predicted by neuroticism and negative affect) and 11-18% of the variance in work-family facilitation (primarily predicted by positive affect and core self-evaluations). Moderated regression analyses showed that boundary preference for segmentation strengthened many of the relationships between individual differences and work-family conflict and facilitation. Implications for addressing the nature of work and family are discussed. Copyright © 2012 John Wiley & Sons, Ltd.
Adopting a dispositional approach, we develop an affective perspective of work and family. Result... more Adopting a dispositional approach, we develop an affective perspective of work and family. Results, based on a diverse international sample of 187 employees, revealed that dispositional affect was significantly related to perceptions of work and family conflict, enrichment, and ...
The present meta-analysis examines the relationships between the Five Factor Model (FFM) of perso... more The present meta-analysis examines the relationships between the Five Factor Model (FFM) of personality and negative and positive forms of work–nonwork spillo.