Paul Spector | University of South Florida (original) (raw)

Papers by Paul Spector

Journal of Business and Psychology

Purpose Following the job demands–resources model, this study investigated the role of self-ident... more Purpose Following the job demands–resources model, this study investigated the role of self-identity, or how employees define themselves in relation to others, in the relations between interpersonal unfairness and counter-productive work behavior (CWB). Self-identity, an important self-regulatory and resource-related variable, was proposed to moderate the unfairness–CWB relations. Methodology A sample of 361 Chinese airline industry employees completed measures of identity, interpersonal unfairness, and CWB directed at people or the organiza-tion. We conducted a series of moderated regression analyses to test the hypotheses. Findings We found as expected relational identity (identity based on dyadic connection to another person) and collective identity (identity based on membership in a social group) buffered unfairness–CWB relations, such that positive relations were weaker when relational or collective identity was high (vs. low). Support was not found for the proposed moderation ...

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Organizational Behavior and Human Decision Processes, 2002

Journal of Applied Psychology, 2010

A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case... more A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss declined and resource gain and well-being rose during the sabbatical. The comparison group showed no change. Moderation analysis revealed that those who reported higher respite self-efficacy and greater control, were more detached, had a more positive sabbatical experience, and spent their sabbatical outside their home country enjoyed more enhanced well-being than others.

The correlates of distributive, procedural, and interactional justice were examined using 190 stu... more The correlates of distributive, procedural, and interactional justice were examined using 190 studies samples, totaling 64,757 participants. We found the distinction between the three justice types to be merited. While organizational practices and outcomes were related to the three justice types, demographic characteristics of the perceiver were, in large part, unrelated to perceived justice. Job performance and counterproductive work behaviors, considered to be outcomes of perceived justice, were mainly related to procedural justice, whereas organizational citizenship behavior was similarly predicted by distributive and procedural justice. Most satisfaction measures were similarly related to all justice types. Although organizational commitment and trust were mainly related to procedural justice, they were also substantially related to the other types of justice. Findings from laboratory and field studies are not always in agreement. Future research agendas are discussed.

The stressor organizational constraints, reflecting aspects of the work environment that inhibit ... more The stressor organizational constraints, reflecting aspects of the
work environment that inhibit or interfere with an individual’s
performance of job tasks, is prevalent in the workplace. This meta-analysis summarizes findings concerning the relationships of organizational constraints with other variables. Using five search methods, we located 84 research reports that provided data from 119 independent samples that contained 33,998 employed individuals. Fitting a stressor–strain framework, constraints had significant relationships with behavioural (counterproductive work behaviour), physical (somatic symptoms), and psychological (e.g. emotions and job dissatisfaction) strains and with well-being variables. Relationships were also found with all other work
environment variables, and most personal characteristics
(demographics and personality) except for gender. Moreover, a
series of regression and relative weights analyses based on meta-analytic correlations showed that constraints had a unique contribution to strain beyond other stressors. The current meta-analysis shows that many commonly studied variables are related to organizational constraints, and it should more often be the centre of empirical research and theoretical development.

Journal of Organizational Behavior, 2001

Data were collected from managers in 24 nations/territories on work locus of control (LOC), indiv... more 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 signi®cant mean differences across samples on all ®ve 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. However, contrary to our hypothesis, well-being was not associated with I±C, despite a strong correlation between I±C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Note: Within columns, different superscript letters indicate signi®cant mean differences among samples for each variable, whereas samples sharing the same letter are not signi®cantly different. For example, with work locus of control, PR China is signi®cantly lower than all other samples; Bulgaria and Ukraine are not signi®cantly different from one another. High scores represent higher job satisfaction, well-being, externality, and individualism.

Research in Occupational Stress and Well-being, 2015

Academy of Management Journal, 2002

Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, p... more Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salutary effects of perceived control on well-being are universal was supported hecause relations of work locus of control with well-heing at work were similar in almost all the sampled areas. Furthermore, the individualism/collectivism level of each sample did not moderate the magnitude of correlations of work locus of control with measures of well-being. Findings indicate that control beliefs contribute to well-being universally, hut we suggest that how control is manifested can still differ.

Journal of Organizational Behavior, 2001

Data were collected from managers in 24 nations/territories on work locus of control (LOC), indiv... more 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 signi®cant mean differences across samples on all ®ve 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. However, contrary to our hypothesis, well-being was not associated with I±C, despite a strong correlation between I±C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Note: Within columns, different superscript letters indicate signi®cant mean differences among samples for each variable, whereas samples sharing the same letter are not signi®cantly different. For example, with work locus of control, PR China is signi®cantly lower than all other samples; Bulgaria and Ukraine are not signi®cantly different from one another. High scores represent higher job satisfaction, well-being, externality, and individualism.

Journal of Organizational Behavior, 2001

Data were collected from managers in 24 nations/territories on work locus of control (LOC), indiv... more 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 signi®cant mean differences across samples on all ®ve 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. However, contrary to our hypothesis, well-being was not associated with I±C, despite a strong correlation between I±C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Note: Within columns, different superscript letters indicate signi®cant mean differences among samples for each variable, whereas samples sharing the same letter are not signi®cantly different. For example, with work locus of control, PR China is signi®cantly lower than all other samples; Bulgaria and Ukraine are not signi®cantly different from one another. High scores represent higher job satisfaction, well-being, externality, and individualism.

Academy of Management Journal, 2002

Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, p... more Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salutary effects of perceived control on well-being are universal was supported hecause relations of work locus of control with well-heing at work were similar in almost all the sampled areas. Furthermore, the individualism/collectivism level of each sample did not moderate the magnitude of correlations of work locus of control with measures of well-being. Findings indicate that control beliefs contribute to well-being universally, hut we suggest that how control is manifested can still differ.

... 1. INTRODUCTION The summated rating scale is one of the most frequently used tools in the ...... more ... 1. INTRODUCTION The summated rating scale is one of the most frequently used tools in the ... Classical test theory is the underlying rationale behind the summated rating scale, as well as ... will discuss how factor analysis can be very useful as a validation strategy within the more ...

Work & Stress, 1996

Page 1. WORK & STRESS, 1996, VOL. 10, NO. 1, 36-45 The impact of negative affectivity on stre... more Page 1. WORK & STRESS, 1996, VOL. 10, NO. 1, 36-45 The impact of negative affectivity on stressor-strain relations : a replication and extension STEVE M. JEX ... While job titles differed somewhat among these employees, all jobs were clerical and duties were quite similar. ...

Work & Stress, 1987

... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. Interact... more ... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers. Spector, Paul E. Work & Stress, Vol 1(2), Apr-Jun 1987, 155-162. ...

Psychological Bulletin, 1982

... mea-Page 6. EMPLOYEE'S LOCUS OF CONTROL 487 sures. ... job. This pur... more ... mea-Page 6. EMPLOYEE'S LOCUS OF CONTROL 487 sures. ... job. This purposefulness measure consisted of 10 items concerned with goal setting, taskorientation, meaningfulness of work, and task-related use of time. As ...

Journal of Vocational Behavior, 2002

... 29. PE Spector, Measurement of human service staff satisfaction: Development of the jobsatisf... more ... 29. PE Spector, Measurement of human service staff satisfaction: Development of the jobsatisfaction survey. American Journal of Community Psychology 13 (1985), pp. 693–713. Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (111). 30. PE Spector. ...

The Journal of Social Psychology, 1980

Three experiments were conducted to compare ratings made with equally and unequally spaced respon... more Three experiments were conducted to compare ratings made with equally and unequally spaced response choices. Ss (ns = 32, 39, 81 for Experiments 1, 2, and 3, respectively) were male and female undergraduate students at the University of South Florida. They were asked to make different types of ratings with both equally and unequally spaced response choices. Experiment 1 involved single item ratings and Experiments 2 and 3 involved a summated (Likert) rating scale. No differences in mean ratings or test-retest reliabilities were found in the three experiments.

The Journal of Social Psychology, 1978

Journal of Personality Assessment, 1997

... Peter Y. Chen Department of Psychology Ohio University ... Furthermore, Spector, Van Katwyk,B... more ... Peter Y. Chen Department of Psychology Ohio University ... Furthermore, Spector, Van Katwyk,Brannick, and Chen (in press) demon-strated that patterns of respondents' responses to scale items varying in direction and extremity could produce an artifactual two-factor structure. ...

Journal of Business and Psychology

Purpose Following the job demands–resources model, this study investigated the role of self-ident... more Purpose Following the job demands–resources model, this study investigated the role of self-identity, or how employees define themselves in relation to others, in the relations between interpersonal unfairness and counter-productive work behavior (CWB). Self-identity, an important self-regulatory and resource-related variable, was proposed to moderate the unfairness–CWB relations. Methodology A sample of 361 Chinese airline industry employees completed measures of identity, interpersonal unfairness, and CWB directed at people or the organiza-tion. We conducted a series of moderated regression analyses to test the hypotheses. Findings We found as expected relational identity (identity based on dyadic connection to another person) and collective identity (identity based on membership in a social group) buffered unfairness–CWB relations, such that positive relations were weaker when relational or collective identity was high (vs. low). Support was not found for the proposed moderation ...

[

Organizational Behavior and Human Decision Processes, 2002

Journal of Applied Psychology, 2010

A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case... more A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss declined and resource gain and well-being rose during the sabbatical. The comparison group showed no change. Moderation analysis revealed that those who reported higher respite self-efficacy and greater control, were more detached, had a more positive sabbatical experience, and spent their sabbatical outside their home country enjoyed more enhanced well-being than others.

The correlates of distributive, procedural, and interactional justice were examined using 190 stu... more The correlates of distributive, procedural, and interactional justice were examined using 190 studies samples, totaling 64,757 participants. We found the distinction between the three justice types to be merited. While organizational practices and outcomes were related to the three justice types, demographic characteristics of the perceiver were, in large part, unrelated to perceived justice. Job performance and counterproductive work behaviors, considered to be outcomes of perceived justice, were mainly related to procedural justice, whereas organizational citizenship behavior was similarly predicted by distributive and procedural justice. Most satisfaction measures were similarly related to all justice types. Although organizational commitment and trust were mainly related to procedural justice, they were also substantially related to the other types of justice. Findings from laboratory and field studies are not always in agreement. Future research agendas are discussed.

The stressor organizational constraints, reflecting aspects of the work environment that inhibit ... more The stressor organizational constraints, reflecting aspects of the
work environment that inhibit or interfere with an individual’s
performance of job tasks, is prevalent in the workplace. This meta-analysis summarizes findings concerning the relationships of organizational constraints with other variables. Using five search methods, we located 84 research reports that provided data from 119 independent samples that contained 33,998 employed individuals. Fitting a stressor–strain framework, constraints had significant relationships with behavioural (counterproductive work behaviour), physical (somatic symptoms), and psychological (e.g. emotions and job dissatisfaction) strains and with well-being variables. Relationships were also found with all other work
environment variables, and most personal characteristics
(demographics and personality) except for gender. Moreover, a
series of regression and relative weights analyses based on meta-analytic correlations showed that constraints had a unique contribution to strain beyond other stressors. The current meta-analysis shows that many commonly studied variables are related to organizational constraints, and it should more often be the centre of empirical research and theoretical development.

Journal of Organizational Behavior, 2001

Data were collected from managers in 24 nations/territories on work locus of control (LOC), indiv... more 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 signi®cant mean differences across samples on all ®ve 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. However, contrary to our hypothesis, well-being was not associated with I±C, despite a strong correlation between I±C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Note: Within columns, different superscript letters indicate signi®cant mean differences among samples for each variable, whereas samples sharing the same letter are not signi®cantly different. For example, with work locus of control, PR China is signi®cantly lower than all other samples; Bulgaria and Ukraine are not signi®cantly different from one another. High scores represent higher job satisfaction, well-being, externality, and individualism.

Research in Occupational Stress and Well-being, 2015

Academy of Management Journal, 2002

Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, p... more Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salutary effects of perceived control on well-being are universal was supported hecause relations of work locus of control with well-heing at work were similar in almost all the sampled areas. Furthermore, the individualism/collectivism level of each sample did not moderate the magnitude of correlations of work locus of control with measures of well-being. Findings indicate that control beliefs contribute to well-being universally, hut we suggest that how control is manifested can still differ.

Journal of Organizational Behavior, 2001

Data were collected from managers in 24 nations/territories on work locus of control (LOC), indiv... more 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 signi®cant mean differences across samples on all ®ve 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. However, contrary to our hypothesis, well-being was not associated with I±C, despite a strong correlation between I±C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Note: Within columns, different superscript letters indicate signi®cant mean differences among samples for each variable, whereas samples sharing the same letter are not signi®cantly different. For example, with work locus of control, PR China is signi®cantly lower than all other samples; Bulgaria and Ukraine are not signi®cantly different from one another. High scores represent higher job satisfaction, well-being, externality, and individualism.

Journal of Organizational Behavior, 2001

Data were collected from managers in 24 nations/territories on work locus of control (LOC), indiv... more 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 signi®cant mean differences across samples on all ®ve 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. However, contrary to our hypothesis, well-being was not associated with I±C, despite a strong correlation between I±C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Note: Within columns, different superscript letters indicate signi®cant mean differences among samples for each variable, whereas samples sharing the same letter are not signi®cantly different. For example, with work locus of control, PR China is signi®cantly lower than all other samples; Bulgaria and Ukraine are not signi®cantly different from one another. High scores represent higher job satisfaction, well-being, externality, and individualism.

Academy of Management Journal, 2002

Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, p... more Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salutary effects of perceived control on well-being are universal was supported hecause relations of work locus of control with well-heing at work were similar in almost all the sampled areas. Furthermore, the individualism/collectivism level of each sample did not moderate the magnitude of correlations of work locus of control with measures of well-being. Findings indicate that control beliefs contribute to well-being universally, hut we suggest that how control is manifested can still differ.

... 1. INTRODUCTION The summated rating scale is one of the most frequently used tools in the ...... more ... 1. INTRODUCTION The summated rating scale is one of the most frequently used tools in the ... Classical test theory is the underlying rationale behind the summated rating scale, as well as ... will discuss how factor analysis can be very useful as a validation strategy within the more ...

Work & Stress, 1996

Page 1. WORK & STRESS, 1996, VOL. 10, NO. 1, 36-45 The impact of negative affectivity on stre... more Page 1. WORK & STRESS, 1996, VOL. 10, NO. 1, 36-45 The impact of negative affectivity on stressor-strain relations : a replication and extension STEVE M. JEX ... While job titles differed somewhat among these employees, all jobs were clerical and duties were quite similar. ...

Work & Stress, 1987

... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. Interact... more ... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers. Spector, Paul E. Work & Stress, Vol 1(2), Apr-Jun 1987, 155-162. ...

Psychological Bulletin, 1982

... mea-Page 6. EMPLOYEE'S LOCUS OF CONTROL 487 sures. ... job. This pur... more ... mea-Page 6. EMPLOYEE'S LOCUS OF CONTROL 487 sures. ... job. This purposefulness measure consisted of 10 items concerned with goal setting, taskorientation, meaningfulness of work, and task-related use of time. As ...

Journal of Vocational Behavior, 2002

... 29. PE Spector, Measurement of human service staff satisfaction: Development of the jobsatisf... more ... 29. PE Spector, Measurement of human service staff satisfaction: Development of the jobsatisfaction survey. American Journal of Community Psychology 13 (1985), pp. 693–713. Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (111). 30. PE Spector. ...

The Journal of Social Psychology, 1980

Three experiments were conducted to compare ratings made with equally and unequally spaced respon... more Three experiments were conducted to compare ratings made with equally and unequally spaced response choices. Ss (ns = 32, 39, 81 for Experiments 1, 2, and 3, respectively) were male and female undergraduate students at the University of South Florida. They were asked to make different types of ratings with both equally and unequally spaced response choices. Experiment 1 involved single item ratings and Experiments 2 and 3 involved a summated (Likert) rating scale. No differences in mean ratings or test-retest reliabilities were found in the three experiments.

The Journal of Social Psychology, 1978

Journal of Personality Assessment, 1997

... Peter Y. Chen Department of Psychology Ohio University ... Furthermore, Spector, Van Katwyk,B... more ... Peter Y. Chen Department of Psychology Ohio University ... Furthermore, Spector, Van Katwyk,Brannick, and Chen (in press) demon-strated that patterns of respondents' responses to scale items varying in direction and extremity could produce an artifactual two-factor structure. ...