A disagreement about within-group agreement: disentangling issues of consistency versus consensus

Article Abstract:

James, Demaree, and Wolf (1984) developed an index, Rwg, for assessing within-group agreement appropriate when only a single target is rated. The assessment of interperceiver agreement in such situations is of particular relevance to the composition model for climate. Schmidt and Hunter (1989) have criticized the conceptual foundation of Rwg because it is not consistent with the classical model of reliability. They proposed an alternative approach, the use of the rating standard deviation (SDx), the standard deviation error of the rating mean (SEm), and the associated confidence intervals for SEm to index interrater agreement. This comment argues that the critique of Rwg did not clearly distinguish the concepts of interrater consensus (i.e., agreement) and interrater consistency (i.e., reliability). When the distinction between agreement and reliability is carefully drawn, the critique of Rwg is shown to divert attention from more critical problems in the assessment of agreement. A comparison demonstrates that the approach for assessing within-group agreement proposed by Schmidt and Hunter (1989) suffers from several limitations. The comment concludes that Rwg should not be used as an index of interrater reliability but, within certain bounds, it is suitable as an index of within-group interrater agreement and that SDx and SEm are not suitable substitutes for extant indexes of interrater agreement. (Reprinted by permission of the publisher.)

Industrial psychology, Psychometrics, Industrial-organizational psychology

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A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors

Article Abstract:

This longitudinal study examined hypothesized moderating effects of role development on the link between unmet expectations and socialization outcomes. Data were collected from 248 new hires before organizational entry and at an average of 4 weeks after entry. Three role expectations - conflict, clarity, and acceptance - were measured at both data collections. Two role development constructs - leader-member exchange (LMX) and team-member exchange (TMX) - and three socialization outcomes - organizational commitment, turnover intention, and job satisfaction - were measured after entry. Results showed that met expectations, LMX and TMX were significant predictors of all outcomes. In addition, LMX and TMX were significantly moderated several relationships, such that favorable role development relationships with supervisors or work groups ameliorated the negative effects of unmet expectations. Research and applied implications are discussed. (Reprinted by permission of the publisher.)

Socialization, Expectation (Psychology), Expectations, Role expectation, Role expectations

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Integration of climate and leadership: examination of a neglected issue

Article Abstract:

The research domains of climate and leadership are implicitly entwined, yet there has been little theoretical development or empirical research directly addressing the linkage between these constructs. In this study we developed a framework integrating interactionist-based climate theory (Schneider 1983b) and the vertical dyad linkage theory of leadership (Graen, 1976; Graen & Cashman, 1975). Three propositions derived from the integrative framework were supported. Subordinates with high-quality supervisor relations had more positive climate perceptions, exhibited greater consensus on climate, and had perceptions more similar to those of their supervisors than did subordinates with low-quality relations. The value of a synthesis of the two research domains is discussed. (Reprinted by permission of the publisher.)

Leadership

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