Amanda Feiler is currently pursuing her PhD in Industrial-Organizational Psychology at the University of Guelph and is working under the mentorship of Dr. Deborah Powell. Amanda’s primary research interest is examining anxiety experienced by job candidates within the context of the employment interview. Other projects and research interests of Amanda’s include job stressors, demands and strains as well as the effects of impression management on selection and performance evaluations. Amanda is currently a consultant for Organization & Management Solutions (OMS) at the University of Guelph.

The sex-linked anxiety coping theory states that females’ anxiety levels may be less detrimental to their selection test performance because they have more available coping resources and engage in more constructive coping strategies prior to and during selection tests. As a result, the link between selection test performance and job candidates’ anxiety tends to be weaker for females than for males. Although previous research has provided support for this theory in the test-taking domain, little research has examined whether this theory applies to the job interview context. This research project sought to investigate whether gender moderates the link between interview anxiety and interview performance. Co-op students (N = 121) participated in a mock interview as part of a course requirement. The results indicated that gender moderated the relation between self-rated interview anxiety and interview performance. Specifically, anxious males (vs. females) experience significantly greater impairments to performance in the job interview. Of interest, interviewer-rated interview anxiety did not interact with gender to predict interview performance, which supports preliminary research evidence that perceptions and the experience of anxiety are not necessarily congruent. Implications of these findings are discussed.

Stephen Risavy
The 2010 Recipient of the RHR Kendall Award

Biography

Stephen D. Risavy, Ph.D. is the Director, Human Resources at Fusion Homes. His current research interests include employment testing, predicting task-specific performance, person–organization fit, and adverse impact/differential hiring rates. Stephen’s research has been published in Applied H.R.M. Research, Applied Psychology: An International Review, and the Canadian Journal of Behavioural Science. Stephen can be reached at srisavy@fusionhomes.com. He was awarded the RHR Kendall award while completing his PhD at the University of Guelph.

Tunde Ogunfowora
The 2009 Recipient of the RHR Kendall Award

Biography

Tunde Ogunfowora recently graduated from the PhD program in Industrial and Organizational Psychology program at the University of Calgary (Calgary, Alberta). His award winning paper was based in part on his doctoral dissertation, which he successfully defended in May 2009. His research interests include leadership assessment, development, and performance evaluations. Over the past several years, Tunde has also been involved in research on personality structure, measurement, and application in the workplace. In particular, he continues to investigate the usefulness of a relatively recent model of personality, the HEXACO model. His work has been published in the Journal of Personality and Journal of Personality and Social Psychology. Tunde has also presented both posters and papers at reputable conferences, including the Society for Industrial and Organizational Psychology (SIOP), Academy of Management (AOM), and the Canadian Society for Industrial and Organizational Psychology (CSIOP).

The effects of leaders’ ethical behaviours on employee performance have received much research attention lately. Recently, an ethical leadership construct was developed by Brown, Trevino, and Harrison (2005) to describe leaders who engage in normatively appropriate behaviours, and who make expectations about ethical conduct clear to employees by actively conveying ethical standards and establishing reinforcements to uphold them. In the present research, ethical leadership was hypothesized to influence two aspects of employee job performance, namely counterproductive work behaviours (CWB) and organizational citizenship behaviours (OCB). Furthermore, we examined whether ethical leadership can contribute to the prediction of these two outcomes, above and beyond two prominent leadership constructs: Transformational Leadership (Bass, 1985) and Abusive Supervision (Tepper, 2000). Lastly, we examined role modeling effects as a potential mediatory mechanism for explaining the influence of ethical leadership on OCB and CWB. To answer these research questions, data was collected from 50 teams across six organizations. For each team, half of the team members provided evaluations of their supervisor on the three leadership styles, while the other half provided perceptions of how frequently their team mates engage in CWB and OCB. The results showed that ethical leadership significantly predicted team OCB but not CWB. Further, role modeling was found to mediate the relationship between ethical leadership and OCB. Interestingly, the above results were also observed for transformational leadership. Abusive supervision also negatively predicted OCB and positively predicted CWB. However, ethical leadership did not predict any unique variance in the outcomes, after controlling for transformational leadership and abusive supervision. Some theoretical implications of the results are discussed.

Nicole Bérubé
The 2008 Recipient of the RHR Kendall Award

Nicole Bérubé is a PhD candidate in management at the John Molson School of Business, Concordia University, in Montreal, Quebec. She majors in Organizational Behavior with a minor in Human Resources Management. She was the recipient of Concordia University Graduate Fellowships, the Power Corporation of Canada Fellowship, and The Fonds Québécois de la Recherche sur la Société et la Culture. Her research interests are focused on age in the workplace, and in particular, strategic issues pertaining to staffing and age-related dynamics in the workplace. She has also conducted research on job satisfaction, organizational commitment, motivation, psychological contracts, stress and well-being. Her dissertation investigates mediators of age-work attitudes relationships. Nicole has also contributed conference papers to the Eastern Academy of Management, the Society for Industrial and Organizational Psychology, the Société Québécoise de Psychologie du Travail et des Organisations, the Research Centre for Work, Health, and Organizational Effectiveness, and the Administrative Sciences of Canada (ASAC). She obtained a best student paper award and a best paper honourable mention from the Human Resources division for two of the papers she presented at ASAC conferences. She is currently finishing her dissertation and working on articles for publication.

Validation of the Satisfaction with Work Scale in Six Organizational Settings

Abstract
We validated the Satisfaction with Work Scale (SWWS) in six different samples of workers, and in English and French. The SSWS is a global assessment of an individuals’ well-being, within the domain of work in that person’s life. This is a mid-level construct, lying within life satisfaction, and encompassing job satisfaction. Our confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. Test-retest reliability of the SWWS was high, indicating that it is a stable construct over time. We found evidence that the SWWS is distinct from job satisfaction both conceptually, and empirically. Overall, results showed that the SWWS is a reliable, stable, and valid measure of satisfaction with work as a domain of life.