Organizational behavior implications of the congruence between preferred polychronicity and experienced work-unit polychronicity

Slocombe, Thomas E.; Bluedorn, Allen C.

doi:10.1002/(sici)1099-1379(199901)20:1<75::aid-job872>3.0.co;2-f

Cited by 180 publications

(150 citation statements)

References 43 publications

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“…First, Slocombe and Bluedorn (1999) examined the fit individual-and team-level polychronicity. Using polynomial regression analysis and response surface methodology (see Edwards, 2002), Slocombe and Bluedorn found that the fit between the polychronicity of team members was significantly related to self-reported performance (as well as organizational commitment).…”

Section: Polychronicity and Performancementioning

confidence: 99%

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Time for Reflection: A Critical Examination of Polychronicity

2010

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Both researchers and practitioners are increasing their attention to the multitasking demands of contemporary work contexts, and previous work suggests polychronicity plays a central role in the motivation of individuals to perform multiple tasks simultaneously. However, our detailed examination of existing literature reveals a wide range of conceptualizations and operationalizations of this construct, as well as incongruent results concerning the effects of polychronicity on behavior and performance. In this article, we develop recommendations for defining and measuring polychronicity more precisely, we examine and compare existing work on predictors of polychronicity, and we address the equivocal relationship between polychronicity and performance. We conclude with implications for future research.

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Section: Polychronicity and Performancementioning

confidence: 99%

“…The person-environment and person-job fit perspectives offer a useful avenue for designing such research, and there is already some first evidence supporting it Slocombe & Bluedorn, 1999), although more work is needed.…”

Section: Polychronicity and Performancementioning

confidence: 99%

Time for Reflection: A Critical Examination of Polychronicity

2010

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“…Polychronicity is defined as an individual's preference for performing multiple tasks at once (Slocombe & Bluedorn, 1999). Individuals higher in polychronicity are therefore more likely to prefer and engage in multitasking activities.…”

Section: Polychronicitymentioning

confidence: 99%

Neuroticism negatively affects multitasking performance through state anxiety

Poposki¹,

Oswald²,

Chen³

2009

PsycEXTRA Dataset

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A -Approved for public release; distribution is unlimited.Multitasking is on the rise, both at work and at home. As such, researchers have begun to focus attention on understanding and predicting multitasking performance. Though past research has demonstrated that cognitive predictors correlate positively with multitasking performance, there is reason to believe that non-cognitive factors are likely to predict such performance as well. This study tested for relationships between extraversion, neuroticism, Type A Behavior Pattern, polychronicity, and multitasking performance. Results supported the hypothesis that neuroticism, but not the other personality characteristics measured, significantly predicts performance at multitasking, and that this relationship is mediated by state anxiety experienced during multitasking. Implications for the impact of personality and anxiety on multitasking performance are ForewordThough selection and classification in the U.S. Navy has traditionally been driven by the recruitment interview and scores from the ASVAB, important facets of performance within Navy jobs may be better understood and predicted by a broader range of predictors. Whole Person Assessment (WPA) is an effort on the part of Navy Personnel Research, Studies, and Technology (NPRST/BUPERS-1) to improve the selection and classification of Sailors within the U.S. Navy by developing tools to assess a broader range of characteristics in order to reflect this reality.Within this context, this study discusses a particular facet of Sailor performance that may not be predicted well by traditional selection instruments, yet is on the rise due to the increasing complexity of the work environment: multitasking. Multitasking is characterized by the switching of attention between multiple tasks rather than the completion of a single task at a time. Though past research has established that cognitive ability is related to multitasking, the present study sought to investigate whether non-cognitive (e.g., personality) characteristics were related to performance in a multitasking simulation.This study investigated multitasking performance in a sample of university students who engaged in a computerized multitasking simulation. Results of this study indicated that neuroticism, a personality characteristic associated with the enduring tendency to experience negative emotional states, was negatively associated with performance at multitasking. Further, results indicated that this relationship was mediated by state anxiety experienced during the multitasking simulation. As state anxiety increased, multitasking performance decreased. These findings indicate that neuroticism may be a useful predictor of performance at multitasking because of its relationship with anxiety experienced during multitasking. Though preliminary in nature, these results may also provide some evidence for the utility of non-cognitive predictors of multitasking performance. This study is a product of the overarching SYRUS project, which has generated a series of...

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“…First, temporal issues span the individual-to-workgrou p level, where changes to the temporal structure of work are most prominent. Here, perceptions of time tend to become increasingly polychronic (vs. monochronic) (see Bluedorn, Kauffman, & Lane, 1992;Slocombe & Bluedorn, 1999). In the context of work, polychronicity means that tasks are less sequentially ordered and more frequently done in parallel.…”

Section: A Temporal Perspectivementioning

confidence: 97%

Temporal Issues in Information and Communication Technology-Enabled Organizational Change: Evidence From an Enterprise Systems Implementation

Sawyer¹,

Southwick²

2002

The Information Society

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In this article we highlight temporal effects in information and communication technology-enabled organizational change. Examples of temporal effects are explored in the context of one organization's efforts to implement an enterprise-wide information system. Temporality is presented as having two aspects, with the rst being the well-recognized, linear and measured clock time. The second aspect of time is that which is perceived-often as nonlinear-and socially de ned. We nd that temporal effects arise both in changes to the structure of work and in differences among groups in how time is perceived. Evidence suggests that both speci c characteristics of the implementation and of the enterprise systems' technologies further exacerbate these temporal effects. We conclude with suggestions for how to incorporate a temporally re ective perspective into analysis of technology-enabled organizational change and how a temporal perspective provides insight into both the social and technical aspects of the sociotechnical nature of enterprise systems.

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Organizational behavior implications of the congruence between preferred polychronicity and experienced work-unit polychronicity

Cited by 180 publications

References 43 publications

Time for Reflection: A Critical Examination of Polychronicity

Time for Reflection: A Critical Examination of Polychronicity

Neuroticism negatively affects multitasking performance through state anxiety

Temporal Issues in Information and Communication Technology-Enabled Organizational Change: Evidence From an Enterprise Systems Implementation

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