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  • 1.
    Annell, Stefan
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology. Swedish Defence Recruitment Agency, Sweden.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology. North-West University, South Africa.
    Use and interpretation of test scores from limited cognitive test batteries: How g plus Gc can equal g2014In: Scandinavian Journal of Psychology, ISSN 0036-5564, E-ISSN 1467-9450, Vol. 55, no 5, p. 399-408Article in journal (Refereed)
    Abstract [en]

    Single scores from limited and unbalanced test batteries of cognitive ability can be ambiguous to interpret theoretically. In this study, a limited verbally and knowledge-loaded cognitive test battery, from applicants to the Swedish police academies (N=1,344), was examined to provide foundations for the use and interpretation of test scores. Three measurement models were compared: one single factor model and two bifactor models, which decomposed the variance of the battery into orthogonal components. The models were evaluated by fit indices and omega coefficients, and then applied to the prediction of academic performance. The overall prediction of all models was similar, although specific abilities also were found to provide substantial predictive validity over and above general intelligence (g). The findings provide support for the use of single scores in applied settings (selection), but suggest that it may be more appropriate to interpret such scores as composites of substantive components, and not just as measures of g.

  • 2.
    Baraldi, Stephan
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Lindevall, Thomas
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Individuella skillnader i attityd till belöning och prestation: betydelsen av målorientering och utbildningsnivå2013Conference paper (Other academic)
    Abstract [sv]

    Med dagens fokus på prestation och belöning i arbetslivet är det viktigt att framhäva betydelsen av individens egna upplevelser av dessa begrepp. De kan exempelvis operationaliseras i termer av attityd till resultatbaserad lön, självbestämd lön och lönetillfredsställelse, å ena sidan, samt arbetsrelaterad självtillit, kvalitet i det egna arbetet och personligt ansvarstagande för resultat, å andra sidan. Samtidigt behöver vi veta mer om bakomliggande faktorer som påverkar individens upplevelser av prestation och belöning. Sådana bakomliggande faktorer skulle kunna utgöras av individuella skillnader relevanta för just prestation och belöning – exempelvis målorientering och utbildningsnivå. I föreliggande studie klassades respondenter in i fyra typer av målorientering – ospecificerad (OMO), prestationsbaserad (PMO), inlärningsbaserad (IMO), och prestations- och inlärningsbaserad (PIMO) samt två utbildningsnivåer (hög, låg). Tvärsnittsdata (n=626) analyserades med tvåvägs (4x2) MANOVA. Sammanfattat visade resultaten att individer klassade som IMO och PIMO var mer positiva till resultatbaserad lön, hade högre självtillit i arbetet, skattade egna prestationer högre i kvalitet samt tog större ansvar för egna resultat (gällde inte grupperna lågutbildade/PIMO och högutbildade/IMO) jämfört med individer klassade som PMO eller OMO. Effekter av utbildningsnivå observerades endast för lönetillfredsställelse och självbestämd lön där lågutbildade var mer nöjda med sin lön (gällde endast individer klassade som IMO och PIMO) medan högutbildade skulle ta ut en högre lön om de själva fick bestämma. Praktiska konsekvenser av studiens resultat samt förslag på vidare forskning diskuteras.

  • 3.
    Falkenberg, Helena
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Näswall, Katharina
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    How are employees at different levels affected by privatization?2013In: Forum för arbetslivsforskning (FALF) - Changes in Working Life: Individual, Organizational, and Methodological Perspectives, Stockholm, Sweden, June 17-19, 2013, 2013Conference paper (Other academic)
    Abstract [en]

    Privatizations have been carried out all across the world in recent decades, but there is still a lack of research about the psychological and health-related consequences of this kind of change on employees. As with other types of organizational change, privatization can be considered a stressful event that may result in impaired work attitudes and strain. However, such effects are likely to vary depending on the individual’s position in the organization. The aim of this study is to investigate how privatization may affect work-related attitudes and strain of employees, and to analyze whether the effects of privatization differ between employees at various hierarchic levels. Results based on questionnaire data collected at two Swedish hospitals both before and after one of the hospitals underwent privatization suggests only limited effects of privatization on a general level, but that employees at various hierarchic levels may be affected differently. While employees at a high level (physicians) and low level (assistant nurses) reported only marginal differences over time in work attitudes and strain, as compared with their colleagues at the comparison hospital, the work attitudes of employees at the intermediate level (registered nurses) declined after privatization. The knowledge that some occupational groups could be affected more negatively than others and that special attention should be paid to intermediate occupational groups can be useful information for different actors in a privatization process, such as the politicians who make decisions regarding privatizations and the management executives who may carry them out.

  • 4.
    Jonsson, Jakob
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Clinical psychology.
    Abbott, Max W.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
    Carlbring, Per
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Clinical psychology.
    Measuring Gambling Reinforcers, Over Consumption and Fallacies: The Psychometric Properties and Predictive Validity of the Jonsson-Abbott Scale2017In: Frontiers in Psychology, ISSN 1664-1078, E-ISSN 1664-1078, Vol. 8, article id 1807Article in journal (Refereed)
    Abstract [en]

    Traditionally, gambling and problem gambling research relies on cross-sectional and retrospective designs. This has compromised identification of temporal relationships and causal inference. To overcome these problems a new questionnaire, the Jonsson-Abbott Scale (JAS), was developed and used in a large, prospective, general population study, The Swedish Longitudinal Gambling Study (Swelogs). The JAS has 11 items and seeks to identify early indicators, examine relationships between indicators and assess their capacity to predict future problem progression. The aims of the study were to examine psychometric properties of the JAS (internal consistency and dimensionality) and predictive validity with respect to increased gambling risk and problem gambling onset. The results are based on repeated interviews with 3818 participants. The response rate from the initial baseline wave was 74%. The original sample consisted of a random, stratified selection from the Swedish population register aged between 16 and 84. The results indicate an acceptable fit of a three-factor solution in a confirmatory factor analysis with ‘Over consumption,’ ‘Gambling fallacies,’ and ‘Reinforcers’ as factors. Reinforcers, Over consumption and Gambling fallacies were significant predictors of gambling risk potential and Gambling fallacies and Over consumption were significant predictors of problem gambling onset (incident cases) at 12 month follow up. When controlled for risk potential measured at baseline, the predictor Over consumption was not significant for gambling risk potential at follow up. For incident cases, Gambling fallacies and Over consumption remained significant when controlled for risk potential. Implications of the results for the development of problem gambling, early detection, prevention, and future research are discussed.

  • 5.
    Langhammer, Kristina
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Sofia
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Lindevall, Thomas
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Decision-making style, accountability and responsibility: influences on preferred hiring approach2013Conference paper (Refereed)
    Abstract [en]

    The purpose of this paper was to examine the degree to which decision making style (i.e. rational, intuitive; Scott&Bruce, 1995), procedural accountability (Tetlock, 1985) and decision responsibility predict preference for hiring approaches to personnel selection. An experimental design was used to test whether procedure accountability and decision responsibility moderate preferences for hiring approach.  168 Human Resource professionals answered the online questionnaire built for the purpose of the study. The results showed that individuals scoring high on the intuitive decision-making style (IDMS) prefer a holistic hiring approach. However, the proposition that Rational Decision-Making Style (RDMS) scale would have a positive relationship with mechanical hiring approach was not supported. Furthermore, according to our findings the context does not explain preferred hiring approach with higher probability. One limitation of this study was that the experimental design might have affected the external validity in the context variable. Another limitation for this study was the relatively small sample size. Despite limitations, the present study has an unique contribution by tying together decision making style, procedural accountability and decision responsibility in an attempt to explain preference for holistic versus mechanical hiring approach.

  • 6.
    Lantz, Annika
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
    Friedrich, Peter
    Cross-boundary collaboration and team innovation2017Conference paper (Other academic)
    Abstract [en]

    The individual employees’ possibility to learn at the workplace is an important aspect of a humane work situation (Kohn & Schooler, 1982), and individual learning is a prerequisite for collective learning that result in meaningful change and development within organizations. Lean production System (LPS) has been widely implemented in organizations in different sectors all over the world (Wittrock, 2015). A review of how LPS affect employees shows mainly negative impact of LPS on health, well-being, work-related attitudes, as well as learning, creativity and proactivity (Hasle, Bojesen, Langaa Jensen, & Bramming, 2012). Some studies show also positive outcomes, but little is known about how LPS is implemented when it results in efficiency, learning and positive work conditions (Cullinane, Bosak, Flood, & Demerouti, 2012). LPS principles (short work flows, focus on value-stream, standardization, and routinization) limit autonomy and complexity, and are opposed to a job design that supports individual-, and team learning (see e.g. Lantz, Sjöberg & Friedrich, 2016). Yet LPS should be an effective means for innovation processes through teamwork, and cooperation across functions and teams (Netland,2013).

    The results presented in this paper are based on two studies, part of a larger longitudinal project on teamwork on the shop-floor within LPS in manufacturing industry. Lantz, Sjöberg, and Friedrich (2016) showed in a previous study that additional work tasks carried out on spare time, such as maintenance work, handling deviations, and eliminating non-value-added activities, impact team proactivity through team learning, Main tasks (90% of the work-time) do not. A conclusion was that teamwork within LPS can be a pillar for innovation, and enhance learning, if additional tasks are identified and carried out. How can such proactive behavior be supported? Within the production all tasks that go beyond the production when it runs well, involve other functions. We regard cooperation across borders with other functions and teams as a potential source of inspiration to transform the teams’ understanding of work.

    In this paper our aim is to investigate the role of cross-boundary collaboration (CBC) for team learning and proactivity, and identify hindrances and prerequisites for such collaboration. In the first study we test a model of how CBC impact team proactivity through team learning. In the second study we investigate qualitative differences between how close-to the-production specialists describe their CBC with stagnant teams (1 SD below mean on team proactivity in study 1) and proactive teams (1 SD above mean in study 1), and how managers support and engage in CBC.

  • 7.
    Lantz Friedrich, Annika
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology. Fritz Change AB, Stocksund, Sweden.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
    Friedrich, Peter
    Leaned teamwork fattens workplace innovation: The relationship between task complexity, team learning and team proactivity2016In: European Journal of Work and Organizational Psychology, ISSN 1359-432X, E-ISSN 1464-0643, Vol. 25, no 4, p. 561-569Article in journal (Refereed)
    Abstract [en]

    Our aim is to contribute to research on workplace innovation by identifying tasks within industrial Lean Production Systems (LPS) that can trigger the involvement of teams in workplace innovation. Previous research has shown negative effects of LPS for employees’ motivation, learning, and innovation processes. The principles of job design of production tasks, e.g., standardization and routinization, are seemingly opposed to a job design that supports team’s engagement in workplace innovation. In this study, we explored relations between task complexity, team learning, and proactivity. Work task analysis was conducted at baseline among 41 teams to capture the complexity of different work tasks. Eight months later, employees completed a questionnaire about team-learning processes, and managers rated each team’s proactivity. Three kinds of tasks were identified. The results showed that the main work task and supplementary tasks gave no input to the team’s learning process. Mediation analysis showed that additional work tasks, taking little time, have an impact on team proactivity through team learning. A conclusion is that teams within LPS can be engaged in workplace innovation depending on how they take on additional tasks, as these impact team learning. The implications for future research and practice are discussed.

  • 8.
    Lantz Friedrich, Annika
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
    Friedrich, Peter
    Leaned teamwork fattens workplace innovation: the relationship between task complexity, team learning and team proactivity2017In: Creativity and Innovation in Organizations: Current Research and Recent Trends in Management / [ed] José Ramos, Neil Anderson, José M. Peiró, Fred Zijlstra, Routledge, 2017Chapter in book (Refereed)
    Abstract [en]

    Previous research has shown negative effects of LPS for employees’ motivation, learning, and innovation processes. The principles of work design of production tasks within LPS are seemingly opposed to a work design that supports team’s engagement in workplace innovation. In this study, we explored relations between task complexity, team learning, and team innovation processes. Work task analysis was conducted at baseline among 41 teams to capture the complexity of different work tasks. Eight months later employees completed a questionnaire about team learning processes, and managers rated each team’s proactivity. Three kinds of tasks were identified. The results showed that the main work task and supplementary tasks gave no input to the team’s learning process. Mediation analysis showed that additional work tasks, taking little time, have an impact on team proactivity through team learning. Our conclusion is that teams within LPS can be engaged in workplace innovation depending on how they take on additional tasks, as these impact team learning. The implications for future research and practice are discussed.

  • 9.
    Lindevall, Thomas
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Person-organization fit: effects of pay justice on employee organizational commitment, job satisfaction and intention to remain in the organization2013In: Imagine the future world: How do we want to work tomorrow? Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] Guido Hertel, Carmen Binnewies, Stefan Krumm, Heinz Holling, Martin Kleinmann, 2013, p. 726-726Conference paper (Other academic)
    Abstract [en]

    Purpose: The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the organizations in which they work. Research on correlates of P-O fit has demonstrated significant relationships with various individual outcomes such as organizational commitment, job satisfaction and intention to remain with the organization. Using the P-O fit framework and organizational justice theory, this study tests the assumption that value congruence between the employee and the organization regarding pay justice benefits employees organizational commitment, job satisfaction and intention to remain in the organization.

    Design/Methodology: A sample of 2534 teachers and 120 school managers in Stockholm was selected for a web-based survey. Questionnaires were sent to the teachers’ and managers’ e-mail addresses at their workplaces, accompanied by a cover letter explaining the general objectives of the research. The data collection is still on-going.

    Results: The preliminary results indicate that P-O fit scores for pay justice have a direct effect on employees’ organizational commitment, job satisfaction and intention to remain with the organization.

    Limitations: The present findings should be replicated among other occupational groups. The use of only self-reported measures may have led to some relationships being overestimated. We also acknowledge that the cross-sectional design prohibits us from making causal inferences.

    Research/Practical Implications: If employees are accepting and find the reasoning underlying pay decisions to be adequate, it could contribute to more positive perceptions of pay justice – and just perhaps a better working climate.

    Originality/Value: Traditional justice research has only examined pay justice from the employees' perspective, this study incorporates the P-O fit framework.

  • 10.
    Lindevall, Thomas
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Baraldi, Stephan
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Hur skiljer sig chefers och medarbetares syn på lönerättvisa?: Effekter på medarbetares samhörighet med organisationen, arbetstrivsel och intention att stanna kvar i organisationen2013In: Forum för arbetslivsforskning (FALF) - Changes in Working Life: Individual, Organizational, and Methodological Perspectives, Stockholm, Sweden, June 17-19, 2013, 2013Conference paper (Other academic)
    Abstract [sv]

    Uppfattningen om person-organisation fit (P-O fit) handlar om att identifiera vad som föregår en antagen passform mellan medarbetare och den organisation som dessa verkar i, samt vilka konsekvenser det ger. Tidigare forskning på P-O fit har visat att en sådan kongruens har signifikanta relationer med en del individuella utfall såsom samhörighet med organisationen, arbetstrivsel samt intention att vilja stanna kvar inom organisationen. Genom att använda ramverket för P-O fit och organisatorisk rättviseteori, testar den här studien samstämmigheten mellan medarbetare och organisationen när det gäller lönerättvisa och effekter på medarbetares attityder och handlingsintentioner. Datainsamlingen pågick under hösten 2012 och är den första mätningen i en longitudinell interventionsstudie. Ett urval av 908 lärare och 64 lönesättande chefer i en kommun valdes ut för att fylla i en web-baserad enkät. Enkäten skickades ut till lärarnas och chefernas e-mailadresser på deras arbetsplats med tillhörande brev som förklarade det övergripande syftet med enkätundersökningen. Fyra dimensioner av rättvisa mättes med Colquitts (2001) 19-itemskala, dock anpassad för att mäta upplevelser av rättvisa kopplat till lön: distributiv lönerättvisa, procedurmässig lönerättvisa, informativ lönerättvisa samt mellanmänsklig lönerättvisa. Arbetstrivsel mättes med tre items med härkomst från Brayfield och Rothe (1951). En kortare version av Allen och Meyers (1990) skala för att mäta individer affektiva samhörigheter till organisationen användes med fyra items. Benägenhet att stanna kvar inom organisationen mättes med tre items (Sjöberg och Sverke, 2000). Preliminära resultat visar att matchning av P-O fit poäng har direkt effekt på medarbetares samhörighet till organisationen, trivsel på arbetet samt benägenhet att stanna kvar inom organisationen. Teoretiska och praktiska konsekvenser på studiens resultat diskuteras.

  • 11.
    Sjöberg, Anders
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Baraldi, Stephan
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Are we looking in the wrong direction?: Cross-lagged relations between organizational justice perceptions and depressive symptoms2013Conference paper (Other academic)
    Abstract [en]

    The relationship between organizational justice perceptions and employee psychological health is commonly treated as evidence of unfair treatment in organizations as a stressor that ultimately leads to reduced psychological health such as employee depression. However, this theoretical framework has recently been challenged by Lang, Bliese & Lang (2011) who found support for a reversed causal effect whereby depressive symptoms influence perceptions of organizational justice. To test this alternative hypothesis, the present study (N=569) use longitudinal data to test the lagged effects between organizational justice perceptions (i.e., pay justice) and depressive symptoms, using structural equation modeling. Preliminary analyses of data support the hypothesis that depression has a causal effect on perception of justice in organizations. The reversed effect of justice perceptions on depressive symptoms, was not significant. Although the lagged effect was not strong, the results indicate that employees who show depressive symptoms at work, are treated unfairly by managers, or that depressive employees feel unfairly treated by both employees and managers, regardless of objective reality.

  • 12.
    Sjöberg, Sofia
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Langhammer, Kristina
    Södertörns högskola.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Lindevall, Thomas
    Preference for hiring approach: Cognitive style or context dependent?Manuscript (preprint) (Other academic)
    Abstract [en]

    Despite consistent research evidence for the superiority of a mechanical hiring approach using standardized methods for collecting and combining data about job applicants, a clinical approach, relying on professional judgment, is predominating in selection practice. Identifying crucial factors driving practitioners’ preferences is a pre-requisite for guiding actions aimed at increasing the level of acceptancy and use of a mechanical approach. The results in this study showed that practitioners with an intuitive decision-making style prefer a clinical approach, while contextual aspects, accountability for the selection process and responsibility for the selection decision, did not impact practitioners’ preferences. Thus, individuals who rely on feelings and hunches in their everyday decisions also prefer intuitive judgments professionally, regardless pressure of accountability and responsibility. 

  • 13.
    Sjöberg, Sofia
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Näswall, Katharina
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sverke, Magnus
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Using individual differences to predict job performance: Correcting for direct and indirect restriction of range2012In: Scandinavian Journal of Psychology, ISSN 0036-5564, E-ISSN 1467-9450, Vol. 53, no 4, p. 368-373Article in journal (Refereed)
    Abstract [en]

    Sjoberg, S., Sjoberg, A., Naswall, K. & Sverke, M. (2012). Using individual differences to predict job performance: Correcting for direct and indirect restriction of range. Scandinavian Journal of Psychology 53, 368373. The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure.

  • 14.
    Sverke, Magnus
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Lindevall, Thomas
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Baraldi, Stephan
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Individualized pay and justice perceptions: The importance of pay-related factors and leadership characteristics2013In: Imagine the future world: How do we want to work tomorrow?: Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] G. Hertel, C. Binnewies, S. Krumm, H. Holling, & M. Kleinmann, 2013, p. 728-728Conference paper (Other academic)
    Abstract [en]

    Purpose: Individualized pay has become a frequently used characteristic of organizations in the private as well as the public sector. Although the literature emphasizes that employee perceptions of justice of the pay-setting process is necessary for individualized pay to have motivational effects, comparatively few studies have investigated how such justice perceptions may be formed. The aim of the present study is to contribute to the understanding of the determinants of pay justice, by focusing on a range of pay-related factors (e.g., pay level, participation in performance reviews, knowledge about pay criteria) and leadership characteristics (e.g., feedback, goal clarity). Pay-related fairness is conceptualized in terms of distributive, procedural, informational, and interpersonal justice.

    Design/Methodology: An on-line questionnaire is currently being administered to 2100 school teachers in Stockholm, Sweden.

    Results: The survey data will be used to investigate the relative importance of pay-related factors and leadership characteristics for perceptions of pay justice.

    Limitations: Although the cross-sectional nature of the data prohibits causal inferences, the study will provide preliminary understanding of the importance of pay-related factors and leadership characteristics for perceptions of pay justice.

    Research/Practical Implications: By identifying how pay justice perceptions may be formed by pay-related factors and leadership characteristics, the study will have important implications for management practices in connection with the implementation of pay-for-performance systems.

    Originality/Value: Justice can be considered an important goal in itself, given that a prerequisite for the success of any pay system is that it is perceived as fair. The study adds to the literature by identifying how such justice perceptions may be formed.

  • 15.
    Sverke, Magnus
    et al.
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Sjöberg, Anders
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Lindevall, Thomas
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Baraldi, Stephan
    Stockholm University, Faculty of Social Sciences, Department of Psychology.
    Predicting pay-related justice perceptions: The importance of pay-related factors and leadership characteristics2013In: Forum för arbetslivsforskning (FALF) - Changes in Working Life: Individual, Organizational, and Methodological Perspectives, Stockholm, Sweden, June 17-19, 2013, 2013Conference paper (Other academic)
    Abstract [en]

    Individualized pay has gradually become a more common feature of management practices in private as well as public sector organizations. This partly originates from a belief that contingent rewards may generate stronger work motivation and improve organizational effectiveness. The literature however suggests that such effects may depend on how the employees perceive the pay-setting process, in terms of factors such as fair treatment from the employer, understanding of the criteria for pay raises, and opportunities to influence the procedures. Although the concept of organizational justice has been applied also to specific facets, such as pay, relatively few studies have investigated how pay-related justice perceptions may be formed. The aim of the present study is to contribute to the understanding of the determinants of pay justice, by focusing on a range of pay-related factors (e.g., pay level, participation in performance reviews, knowledge about pay criteria) and leadership characteristics (e.g., feedback, goal clarity). Pay-related fairness is conceptualized in terms of distributive, procedural, informational, and interpersonal justice. An on-line survey was distributed among school teachers in a large city, with a response rate of around 45 percent. Multiple regression analysis was used to investigate the relative importance of pay-related factors and leadership characteristics for perceptions of pay justice. Although the cross-sectional nature of the data prohibits causal inferences, preliminary results indicate that both a range of pay-related factors and leadership characteristics may be important for employees’ perceptions of pay justice. By contributing to the understanding of how pay justice perceptions are formed, the study also has important implications for management practices in connection with the implementation of pay-for-performance systems.

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