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Measures of political skill have been shown to be significant predictors of job performance across a variety of occupations and have consistently been related to positive work-related behaviors and outcomes. A reliability generalization study was conducted on the Political Skill Inventory (PSI), currently the most frequently utilized measuring instrument for assessing the construct of political skill, to determine the weighted mean internal consistency reliability estimate of the PSI and its four dimensions across samples while also examining the effect of six potential sources of measurement error that may impact the internal consistency reliability of the PSI and its four dimensions. Across the samples that reported a reliability estimate for the Ferris et al. 18-item PSI measure, the weighted mean reliability coefficient alpha of the PSI was .89 ( k = 77, N = 15,987) and that for the six-item measure of the PSI was .81 ( k = 11, N = 2,123). Potential sources of measurement error variance that could impact the typical score reliability of the PSI and three of the four PSI subscale dimensions were identified and are discussed.

The assumption that a longitudinal design reduces the size of the relationships between work stressors and strains was tested. A comparison of cross-sectional and longitudinal correlations suggested that temporal separation of stressors and strains reduced correlations between role ambiguity and primarily attitudinal strains. Cross-sectional correlations between role conflict and strains, as well as correlations involving health-related strains, were practically unaffected by switching to a longitudinal design. A theory-driven approach to the adoption of temporal separation of stressor and strain measures in organizational stress research is outlined.

Surveys 200 Malaysian students at a US midwestern university to investigate attitudes towards corporate social responsibility. Refers to previous studies exploring the link between corporate social responsibility and financial performance but asserts that there is little empirical evidence on corporate social responsibility and employee attitudes – hence this study. Describes how the survey was carried out (a questionnaire measured on a four‐point Likert scale). Uses t‐tests to evaluate the data. Aims particularly to establish whether or not individuals who value corporate social responsibility exhibit less tolerance of 17 identified counter productive behaviours (such as using organizational services for personal use, padding expense accounts and pilfering organizational supplies). Finds support for the notion that individuals who value corporate social responsibility rate the 17 behaviours as more unethical than individuals who do not especially value corporate social responsibility. Indicates, therefore, that these (more ethical) individuals are less likely to indulge in counter productive behaviour. Recommends ways to back up and extend this research.