Mark N. Bing

Purpose: Wine sales are at the highest volumes ever and warrant a robust understanding of consumption behavior. Consequently, this study aims to examine intrinsic motivational factors (e.g. personal attributes) – those that push the consumer toward wine products – and the extrinsic motivational product attributes (e.g. situational attributes) those that draw – or pull – the consumer toward wine products. Design/methodology/approach: A model has been tested in which intrinsic and extrinsic motivations interacted to predict personal involvement (PI) with wine, which in turn predicted wine consumption, forming a mediated moderation model. Findings: Support has been found for a mediated moderation model of wine consumption. Thus, this study improves the understanding of how interactive motivations are mediated by PI in their influence on wine consumption. Research limitations/implications: The sample is limited to participants in the National Restaurant Show, and thus the results may be limited to the sample investigated. Practical implications: The findings suggest using intrinsic and extrinsic motivational factors and PI with wine to influence marketing strategies. Social implications: This study has helped to expand the understanding of interactive and mediating forces that drive wine consumption. Originality/value: Although previous research proposed that motivational factors interact to predict wine consumption, this interaction has not been tested empirically prior to the current study. Therefore, this study adds new insights into wine consumption by demonstrating that intrinsic and extrinsic motivators interact to predict PI with wine, which subsequently predicts wine consumption in a holistic, mediated moderation model.

A recent line of research has investigated the frame‐of‐reference effect on personality scale scores, in which self‐report personality items are contextualized to the specific performance setting (e.g., work, school) within which the performance criterion is gathered. Contextualization has been shown to increase both the reliability and the criterion‐related validity of the personality scale scores by facilitating the self‐presentation of respondents, and by more closely measuring the personality construct relevant to the performance domain. The current research extends this area of personality research in two ways. First, this study tests the generalizability of the effectiveness of item‐level contextualization within an organizational setting. Second, this study also provides the necessary test of the incremental validity of this contextualized approach to personality measurement above and beyond the traditional, noncontextualized approach. The results confirm that a work‐specific personality measure, contextualized at the item level, adds to the prediction of job performance above and beyond that obtained by a noncontextual measure of the same personality traits. Practical and theoretical implications are discussed.

Handheld calculators have been used on the job for more than 30 years, yet the degree to which these devices can affect performance on employment tests of mathematical ability has not been thoroughly examined. This study used a within-subjects research design (N = 167) to investigate the effects of calculator use on test score reliability, test score validity, and test performance as well as the possible moderation of these effects across different types of tests, numbers, and arithmetic operations. Results indicate that total test scores maintained reliability and validity in the calculator condition regardless of test type. However, calculator use disrupted the measurement of mathematical skill when items were composed of integers and decimals, but not of fractions, and this disruption depended on the arithmetic operation required by the item. Nonetheless, the findings suggest that selection specialists may allow job applicants to use calculators on standardized math tests that have an adequate diversity of items without compromising the accuracy of the obtained total test scores.

The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (e.g., personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their strengths and limitations are discussed. The most widely used method for measuring explicit cognitions, the self-report questionnaire, also is described along with its strengths and limitations. Implicit and explicit cognitions then are integrated to form a general model of personality prototypes. The authors describe several mechanisms by which implicit and explicit cognitions may operate (e.g., coact, interact) to predict criteria, depending on the nature of the personality construct assessed and the outcome of interest. These different operations implicate different statistical methodologies. The authors then present specific examples of this integrative procedure for enhancing personality assessment using the construct of achievement motivation. They conclude by discussing how future research could extend and apply this general framework for use with other personality constructs.