SummaryIn this study, meta-analytic procedures were used to examine the relationships between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta-analytic findings indicate that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation, and performance. Structural equation modeling analyses of the meta-analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees' work attitudes. We also found that the James and James (1989) PC g model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual-level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences.

Meta-analytic techniques were used to estimate the effects of flexible and compressed workweek schedules on several work-related criteria (productivity/performance, job satisfaction, absenteeism, and satisfaction with work schedule). In general, the effects of both schedules were positive. However, the effects of both flextime and compressed workweek schedules were different across the outcome criteria (e.g., compressed workweek schedules did not significantly affect absenteeism). Thus, the level of positive impact associated with either schedule is dependent on the outcome criterion under consideration. Further, several variables were found to be moderators of flexible work schedules. For example, highly flexible flextime programs were less effective in comparison to less flexible programs, and the positive benefits of flextime schedules were found to diminish over time.

In 3 experiments, the authors assessed whether attitude strength moderates the susceptibility of attitudes to item context effects in surveys. In Experiment 1, respondents completed multiple measures of attitude strength. Three weeks later, respondents participated in a context experiment. Results revealed that respondents with weak attitudes exhibited significantly larger context effect for I of 2 issues. In Experiment 2, the results of Experiment 1 were conceptually replicated by use of measures of interattitudinal embeddedness to assess attitude strength. In Experiment 3, significant strengthmoderated context effects were found when attitude strength was assessed in a multi-item, multidimensional manner but not when it was assessed with a single item. Discussion focuses on measurement and theoretical issues related to the moderation and mediation of context effects in attitude surveys.Social psychologists have traditionally conceptualized attitudes as enduring predispositions to respond to some object, person, issue, or event in a positive or negative manner (Allport, 1935;Eagly & Chaiken, 1993;Zanna & Rempel, 1988). This traditional view holds that evaluative responses are cognitively represented in memory and may be directly (and automatically) activated in the presence of an appropriate attitudinal cue (e.g.,

Using self-discrepancy theory as a theoretical framework, this study examines the interactive effects of self-monitoring and type of self-guide (i.e., own vs. other standpoint) on the relationship between self-discrepancies and affective states. Over two sessions, 294 undergraduates completed the Self-Monitoring Scale, the Selves Questionnaire (either from the own or other standpoint), the Beck Depression Inventory, the Hopkins Symptom Checklist, and the Social Anxiety subscale of the Self-Consciousness Scale. For low self-monitors, depression and anxiety were predicted only by self-discrepancies from the own standpoint on the self. For high self-monitors, depression and anxiety were more strongly predicted by self-discrepancies from the other than the own standpoint on the self. The authors discuss the role of individual differences in understanding when self-discrepancies have implications for individuals' affective states.According to early self-theorists (e.g., Cooley, 1902Cooley, / 1964 James, 1890James, /1896Mead, 1934), individuals experience continuity of the self and at the same time possess many self-beliefs. At any point in time, however, only a limited number of self-beliefs can be actively processed. Those self-relevant beliefs that are accessible at any point in time have been defined as constituting the working self-concept (Markus & Kunda, 1986). Markus and Wurf (1987) argued that the information constituting the working self-concept can be influenced both by internal introspective processes and by the external context within which the self is situated. For example, the working self-concept can be based on a reflection of one's personal goals, needs, or values and/or be influenced by expectations and perceptions of important others.There are likely to be chronic individual differences in the extent to which people rely on internal versus external sources of information in constructing the working self-concept. We pursue the question of whether individual differences in personality regulate the strength of the relationship between the valence of one's self-related beliefs and emotional states such as anxiety and depression. For individuals who chronically construct their self-concepts on the basis of internal information, situationally salient internal self-relevant information should exert a greater influence on their emotional states than situationally salient external self-relevant information. In contrast, for people who chronically construct their self-concepts on the basis of external information, situationally salient external self-relevant information should exert a greater influence on their emotional states than would situationally

The utility of dominance analysis and other importance indices is the subject of much debate in determining the relative importance of predictors in multiple regression. The goal in conducting this research was to bring an applied perspective to this issue by comparing the conclusions one would draw regarding predictors’ relative importance, when using various indices of importance with real-world data sets. The overall results indicate that researchers would reach only minor differences in their conclusions when using dominance analysis or other importance indices as compared to simply examining the traditional standardized beta weights or squared semipartial correlations. The lack of differences in conclusions drawn is particularly apparent when comparing the rank ordering of the predictor importance produced by the different indices.