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作者：Ng, Kok-Yee; Koh, Christine; Ang, Soon; Kennedy, Jeffrey C.; Chan, Kim-Yin
作者单位：Nanyang Technological University; Nanyang Technological University
摘要：This study extends multisource feedback research by assessing the effects of rater source and raters' cultural value orientations on rating bias (leniency and halo). Using a motivational perspective of performance appraisal, the authors posit that subordinate raters followed by peers will exhibit more rating bias than superiors. More important, given that multisource feedback systems were premised on low power distance and individualistic cultural assumptions, the authors expect raters' power ...
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作者：De Corte, Wilfried; Sackett, Paul R.; Lievens, Filip
作者单位：Ghent University; University of Minnesota System; University of Minnesota Twin Cities; Ghent University
摘要：The article presents an analytic method for designing Pareto-optimal selection systems where the applicants belong to a mixture of candidate populations. The method is useful in both applied and research settings. In an applied context, the present method is the first to assist the selection practitioner when deciding on 6 major selection design issues: (1) the predictor subset, (2) the selection rule, (3) the selection staging, (4) the predictor sequencing, (5) the predictor weighting, and (6...
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作者：Zhang, Zhen; Peterson, Suzanne J.
作者单位：Arizona State University; Arizona State University-Tempe
摘要：This article examines the team-level factors promoting advice exchange networks in teams. Drawing upon theory and research on transformational leadership, team diversity, and social networks, we hypothesized that transformational leadership positively influences advice network density in teams and that advice network density serves as a mediating mechanism linking transformational leadership to team performance. We further hypothesized a 3-way interaction in which members' mean core self-evalu...
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作者：Gabriel, Allison S.; Diefendorff, James M.; Erickson, Rebecca J.
作者单位：University System of Ohio; University of Akron; University System of Ohio; University of Akron
摘要：Focusing on a sample of nurses, this investigation examined the relationships of daily task accomplishment satisfaction (for direct and indirect care tasks) with changes in positive and negative affect from preshift to postshift. Not accomplishing tasks to one's satisfaction was conceptualized as a daily workplace stressor that should increase daily negative affect and decrease daily positive affect from preshift to postshift. Further, because of the greater centrality of direct care nursing t...
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作者：Bechtoldt, Myriam N.; Rohrmann, Sonja; De Pater, Irene E.; Beersma, Bianca
作者单位：Goethe University Frankfurt; University of Amsterdam
摘要：There is ample empirical evidence for negative effects of emotional labor (surface acting and deep acting) on workers' well-being. This study analyzed to what extent workers' ability to recognize others' emotions may buffer these effects. In a 4-week study with 85 nurses and police officers, emotion recognition moderated the relationship between emotional labor and work engagement: Workers with high emotion recognition engaging in emotional labor did not report lower work engagement after 4 we...
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作者：Lievens, Filip; Patterson, Fiona
作者单位：Ghent University; City St Georges, University of London
摘要：In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 ...
