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State–Trait Returns! And One Practitioner’s Request

Published online by Cambridge University Press:  07 January 2015

Richard M. Vosburgh
Richard M. Vosburgh*
Affiliation:
CityCenter Group, MGM MIRAGE
*
E-mail: rvosburgh@mgmmirage.com, Address: CityCenter Group, MGM MIRAGE, 4882 Frank Sinatra Boulevard, Las Vegas, NV 89109
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Extract

The article by Macey and Schneider (2008) brings me nostalgically back to 1975–1979 and my graduate program at the University of South Florida. In the Industrial-Organizational (I-O) program, Dr. Herb Meyer was reminding us of “split roles in performance appraisal,” and in the Clinical program, Dr. Charlie Spielberger was gaining fame on his state–trait anxiety research—propelling him to president of the American Psychological Association in 1991. The logic of “state–trait” was compelling then and has withstood the test of time. It is surprising that it has taken this long to apply state–trait logic to other important measurements. As a practitioner who is soon to hire 12,000 new employees under one roof to open CityCenter in Las Vegas (2009), it is my hope that we can move beyond concept to selection tools that can help organizations create engaged cultures.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 1 , Issue 1 , March 2008 , pp. 72 - 73
Copyright
Copyright © Society for Industrial and Organizational Psychology 2008 

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References

Gratton, L. (2007). Hot spots: Why some teams, workplaces and organizations buzz with energy—And others don’t. San Francisco: Berrett-Koehler.Google Scholar
Macey, W. H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 3–30.Google Scholar
Vosburgh, R. (1979). The effects of job involvement on the relationship between job characteristics, job satisfaction and job performance. Doctoral dissertation, University of South Florida.Google Scholar