Скачать или смотреть [HIGHLIGHTS] Confounding Effects of Insufficient Effort Responding Across Survey Sources

Confounding Effects of Insufficient Effort Responding Across Survey Sources: The Case of Personality Predicting Performance - by Jason L. Huang, Nathan A. Bowling, Benjamin D. McLarty, Donald H. Kluemper, and Zhonghao Wang

In this video, the author, Dr. Jason Huang, provided highlights of the paper and how this paper could help scholars in their research.

*Check out the full interview here*:    • Confounding Effects of Insufficient Effort...  
*Access the article here*: https://doi.org/10.1177/1094428123121...

*Article Abstract*: Insufficient effort responding (IER) to surveys, which occurs when participants provide responses in a haphazard, careless, or random fashion, has been identified as a threat to data quality in survey research because it can inflate observed relationships between self-reported measures. Building on this discovery, we propose two mechanisms that lead to IER exerting an unexpected confounding effect between self-reported and informant-rated measures. First, IER can contaminate self-report measures when the means of attentive and inattentive responses differ. Second, IER may share variance with some informant-rated measures, particularly supervisor ratings of participants’ job performance. These two mechanisms operating in tandem would suggest that IER can act as a “third variable” that inflates observed relationships between self-reported predictor scores and informant-rated criteria. We tested this possibility using a multisource dataset (N=398) that included incumbent self-reports of five-factor model personality traits and supervisor-ratings of three job performance dimensions—task performance, organizational citizenship behavior (OCB), and counterproductive work behavior (CWB).We observed that the strength of the relationships between self-reported personality traits and supervisor-rated performance significantly decreased after IER was controlled: Across the five personality traits, the average reduction of magnitude from the zero-order to partial correlations was |.08| for task performance, |.07| for OCB, and |.14| for CWB. Because organizational practices are often driven by research linking incumbent-reported predictors to supervisor-rated criteria (e.g., validation of predictors used in various organizational contexts), our findings have important implications for research and practice.

*Keywords*: insufficient effort responding, response effort, careless responding, personality, job performance

Any questions about the article, please contact Dr. Jason L. Huang at [email protected]