7期

最新文章

• Initial Investigation Into Computer Scoring of Candidate Essays for Personnel Selection AI翻译
  作者：Campion, Michael C.; Campion, Michael A.; Campion, Emily D.; Reider, Matthew H.
  作者单位：University of South Carolina System; University of South Carolina Columbia; Purdue University System; Purdue University; State University of New York (SUNY) System; University at Buffalo, SUNY
  摘要：Emerging advancements including the exponentially growing availability of computer-collected data and increasingly sophisticated statistical software have led to a Big Data Movement wherein organizations have begun attempting to use large-scale data analysis to improve their effectiveness. Yet, little is known regarding how organizations can leverage these advancements to develop more effective personnel selection procedures, especially when the data are unstructured (text-based). Drawing on l...
• Identified Ambivalence: When Cognitive Conflicts Can Help Individuals Overcome Cognitive Traps AI翻译
  作者：Guarana, Cristiano L.; Hernandez, Morela
  作者单位：University of Virginia
  摘要：In this article we investigate the functional effects of ambivalence on decision-making processes. We build on the misattribution literature and recent work on ambivalence to propose that individuals who properly identify the causes of their ambivalence (i.e., identified ambivalence) can systematically process relevant situational cues to make more effective decisions. The results of 4 studies demonstrate that individuals experiencing identified ambivalence are less influenced by cognitive bia...
• Departures From Optimality When Pursuing Multiple Approach or Avoidance Goals AI翻译
  作者：Ballard, Timothy; Yeo, Gillian; Neal, Andrew; Farrell, Simon
  作者单位：University of Western Australia; University of Bristol; University of Queensland; University of Western Australia; University of Queensland
  摘要：This article examines how people depart from optimality during multiple-goal pursuit. The authors operationalized optimality using dynamic programming, which is a mathematical model used to calculate expected value in multistage decisions. Drawing on prospect theory, they predicted that people are risk-averse when pursuing approach goals and are therefore more likely to prioritize the goal in the best position than the dynamic programming model suggests is optimal. The authors predicted that p...
• Can Genes Play a Role in Explaining Frequent Job Changes? An Examination of Gene-Environment Interaction From Human Capital Theory AI翻译
  作者：Chi, Wei; Li, Wen-Dong; Wang, Nan; Song, Zhaoli
  作者单位：Tsinghua University; Chinese University of Hong Kong; Kansas State University; National University of Singapore
  摘要：This study examined how a dopamine genetic marker, DRD4 7 Repeat allele, interacted with early life environmental factors (i.e., family socioeconomic status, and neighborhood poverty) to influence job change frequency in adulthood using a national representative sample from the United States. The dopamine gene played a moderating role in the relationship between early life environments and later job change behaviors, which was meditated through educational achievement. In particular, higher fa...
• Nonlinear Effects of Team Tenure on Team Psychological Safety Climate and Climate Strength: Implications for Average Team Member Performance AI翻译
  作者：Koopmann, Jaclyn; Lanaj, Klodiana; Wang, Mo; Zhou, Le; Shi, Junqi
  作者单位：Auburn University System; Auburn University; State University System of Florida; University of Florida; University of Minnesota System; University of Minnesota Twin Cities; Zhejiang University
  摘要：The teams literature suggests that team tenure improves team psychological safety climate and climate strength in a linear fashion, but the empirical findings to date have been mixed. Alternatively, theories of group formation suggest that new and longer tenured teams experience greater team psychological safety climate than moderately tenured teams. Adopting this second perspective, we used a sample of 115 research and development teams and found that team tenure had a curvilinear relationshi...
• Skewed Task Conflicts in Teams: What Happens When a Few Members See More Conflict Than the Rest? AI翻译
  作者：Sinha, Ruchi; Janardhanan, Niranjan S.; Greer, Lindred L.; Conlon, Donald E.; Edwards, Jeffery R.
  作者单位：University of South Australia; University of Texas System; University of Texas Austin; Stanford University; Michigan State University; University of North Carolina; University of North Carolina Chapel Hill
  摘要：Task conflict has been the subject of a long-standing debate in the literature-when does task conflict help or hurt team performance? We propose that this debate can be resolved by taking a more precise view of how task conflicts are perceived in teams. Specifically, we propose that in teams, when a few team members perceive a high level of task disagreement while a majority of others perceive low levels of task disagreement-that is, there is positively skewed task conflict, task conflict is m...
• The Information-Anchoring Model of First Offers: When Moving First Helps Versus Hurts Negotiators AI翻译
  作者：Loschelder, David D.; Troetschel, Roman; Swaab, Roderick I.; Friese, Malte; Galinsky, Adam D.
  作者单位：Saarland University; Leuphana University Luneburg; INSEAD Business School; Columbia University
  摘要：Does making the first offer increase or impair a negotiator's outcomes? Past research has found evidence supporting both claims. To reconcile these contradictory findings, we developed and tested an integrative model-the Information-Anchoring Model of First Offers. The model predicts when and why making the first offer helps versus hurts. We suggest that first offers have 2 effects. First, they serve as anchors that pull final settlements toward the initial first-offer value; this anchor funct...
• Recognizing Me Benefits We: Investigating the Positive Spillover Effects of Formal Individual Recognition in Teams AI翻译
  作者：Li, Ning; Zheng, Xiaoming; Harris, T. Brad; Liu, Xin; Kirkman, Bradley L.
  作者单位：University of Iowa; Tsinghua University; Texas Christian University; North Carolina State University
  摘要：Many organizations use formal recognition programs (e.g., employee of the month) as a way to publically acknowledge an individual employee's outstanding performance and motivate continued high performance. However, it remains unclear whether emphasizing individual achievement in a team context is beneficial or detrimental for recipients' teammates and, by extension, the team as a whole. Drawing on a social influence perspective, we examine potential spillover effects of individual formal recog...
• Everything That You Have Ever Been Told About Assessment Center Ratings Is Confounded AI翻译
  作者：Jackson, Duncan J. R.; Michaelides, George; Dewberry, Chris; Kim, Young-Jae
  作者单位：University of London; Birkbeck University London; University of Johannesburg
  摘要：Despite a substantial research literature on the influence of dimensions and exercises in assessment centers (ACs), the relative impact of these 2 sources of variance continues to raise uncertainties because of confounding. With confounded effects, it is not possible to establish the degree to which any 1 effect, including those related to exercises and dimensions, influences AC ratings. In the current study (N = 698) we used Bayesian generalizability theory to unconfound all of the possible e...