Howard J Klein | The Ohio State University (original) (raw)

Papers by Howard J Klein

www.elsevier.com/locate/obhdp When does the medium matter? Knowledge-building experiences and opp... more www.elsevier.com/locate/obhdp When does the medium matter? Knowledge-building experiences and opportunities in decision-making teams Bradley J. Alge, a,* Carolyn Wiethoff,

Comput Hum Behav, 1995

This study explores how the use of computers to present measures might influence data and threate... more This study explores how the use of computers to present measures might influence data and threaten validity. The results suggest that subjects' (n = 120) responses are affected by mode of administration (whether they can scan, preview, review, or change answers), social environment (group or individual), and social desirability. Future research needs to investigate these effects more carefully, and researchers using computers to assist in data collection need to design their studies more carefully to control the impact of the computer on results. Sproull (1986) noted that "there is a tradition in social science research of trying to understand how the means of collecting data affects that which is collected .... If

International Journal of Selection and Assessment, 2015

Human Resource Management

E+M Ekonomie a Management

This study describes the process of translating, adapting and validating the Klein et al.'s Unidi... more This study describes the process of translating, adapting and validating the Klein et al.'s Unidimensional Target-neutral Scale of Commitment (KUT) into Czech. The KUT scale is a selfreport scale that consists of four items. The scale was adapted using three independent translations into Czech, one back-translation into English by a native speaker, assessment by experts, and piloting in cognitive interviews with 13 respondents. The study also provides evidence on the scale's reliability and validity for measuring organizational commitment defi ned as a psychological bond with an organization. The analyses were based on data obtained from 811 Czech-speaking adults working for Czech organizations. Using ordinal structural equation models (SEM) estimated on the polychoric correlation matrices with the robust WLSMV estimator, the Czech adaptation of the KUT scale showed similar psychometric characteristics to the original English version. The Czech KUT scale is unidimensional and internally consistent. All items have high factor loadings. The scale is invariant across groups defi ned by gender, workload and the sector in which the organization operates. The convergent validity is supported by the fact that the organizational commitment measured by the Czech KUT scale relates positively to job satisfaction, self-rating of job performance, extra-role behaviour and negatively to turnover intention. The Czech KUT scale also proved incremental validity to job performance over job satisfaction measured by Job Descriptive Survey. Therefore, the scale is a valid instrument for measuring organizational commitment within the Czech-speaking population. It can be used for organizational surveys as well as for research within the organizations.

Academy of Management Proceedings

Research in Personnel and Human Resources Management, 2005

Research in Personnel and Human Resources Management, 2008

ABSTRACT This chapter briefly reviews findings from recent socialization research to provide an u... more ABSTRACT This chapter briefly reviews findings from recent socialization research to provide an updated view of the socialization literature. To help advance the literature, this chapter then takes an instructional system approach, viewing socialization fundamentally as a process of learning about a new or changed role and the environment surrounding that role. As such, attention will first be given to further understanding exactly what needs to be learned during socialization. In doing so, an expanded socialization content typology is presented. In addition, two other components are added to this typology to reflect the fact that (a) each of those content dimensions needs to be learned relative to different organizational levels (e.g., job, work group, unit, organization) and (b) socialization occurs over several months and there are temporal considerations relating to the different socialization content dimensions. This chapter then examines how to best facilitate the learning of that expanded socialization content. The Gagné-Briggs theory of instruction is used in connecting socialization content with the means of learning that content. The socialization and orienting activities commonly used by organizations to help new employees in the adjustment process are also identified and then mapped onto the learning outcomes they could best help facilitate. Finally, the conceptual, measurement, and research needs suggested by these extensions to the socialization literature are identified.

Oxford Handbooks Online, 2012

European Journal of Work and Organizational Psychology, 2014

ABSTRACT This paper develops and tests a framework for understanding the relative importance and ... more ABSTRACT This paper develops and tests a framework for understanding the relative importance and predictive efficacy of commitment to one’s profession, organization, supervisor and job in both standard and fixed-term employment arrangements. Drawing from the commitment and employment arrangement literatures, we test a set of hypotheses identifying distinct patterns of commitments (i.e., commitment profiles) to these four targets that should yield desired work-related outcomes in standard and fixed-term employment arrangements. We test our hypotheses using latent profile analysis on data collected from two Finnish universities (N1 = 235, N2 = 233). A high macro profile, characterized by high commitment to profession, organization and job, and moderate commitment to supervisor, emerged for employees in standard employment relationships, and this profile was associated with significantly higher positive work behaviours and work effort and lower turnover intentions than the other profiles. For employees with fixed-term employment contracts, a high cosmopolitan profile emerged, characterized by high commitment to the profession and job and low commitment to the organization and supervisor. For these employees, this profile was associated with positive work behaviours and work effort comparable to the high macro profile. Implications for theory, research and practice are discussed.

Small Group Research, 1995

... in the Group Goal-Setting Process Gita de Souza and Howard J. Klein Small Group Research 1995... more ... in the Group Goal-Setting Process Gita de Souza and Howard J. Klein Small Group Research 1995 26: 475 DOI: 10.1177/1046496495264002 The online version of this article can be found at: http://sgr.sagepub.eom/content/26/4/475 Published by: ®SAGE http://www ...

Psychological Reports, 2002