Publications by authors named "John D Arnold"
Many organizations assess job applicants' academic performance (AP) when making selection decisions. However, researchers and practitioners recently have suggested that AP is not as relevant to work behavior as it used to be due to factors such as grade inflation and increased differences between academic and work contexts. The present meta-analysis examines whether, and under what conditions, AP is a useful predictor of work behavior.
View Article and Find Full Text PDFThe definition and measurement of human capital resources: A content and meta-analytic review.
J Appl Psychol
September 2023
Article Synopsis
- Researchers have approached the definition and measurement of human capital resources (HCR) in various ways, leading to uncertainties about the validity of existing measures.
- In a review of 84 definitions and 127 measures, findings indicated that most definitions emphasize collective skills, while many measures inadequately focus on HCR alone, with a significant portion assessing unrelated constructs.
- The study showed that measures with fewer deficiencies provided better predictions of organizational performance, highlighting that partially contaminated measures might even be more effective than purely focused ones, suggesting a need for improved HCR measurement methods in future research.
Political divisions appear to be relatively frequent in today's world. Indeed, individuals on opposing sides of these divisions often view each other very negatively. The present multi-study investigation contributes to the nascent literature on organizational political affiliation by examining how job seekers view organizations with political affiliations, a practice that is becoming more prevalent.
View Article and Find Full Text PDFMany organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants.
View Article and Find Full Text PDFArticle Synopsis
- Research on emotional labor has shifted from customer interactions to coworker dynamics, examining how employees regulate emotions during these exchanges.
- Four distinct profiles of emotion regulation among coworkers were identified: deep actors, nonactors, low actors, and regulators, each driven by different motives.
- While both nonactors and deep actors experience benefits in well-being, only deep actors gain social capital, leading to increased support and trust from their colleagues.