3期

最新文章

• Strong Claims and Weak Evidence: Reassessing the Predictive Validity of the IAT AI翻译
  作者：Blanton, Hart; Klick, Jonathan; Mitchell, Gregory; Jaccard, James; Mellers, Barbara; Tetlock, Philip E.
  作者单位：University of Virginia; Texas A&M University System; Texas A&M University College Station; State University System of Florida; Florida International University; University of Pennsylvania; University of California System; University of California Berkeley
  摘要：The authors reanalyzed data from 2 influential studies-A. R. McConnell and J. M. Leibold (2001) and J. C. Ziegert and P. J. Flanges (2005)-that explore links between implicit has and discriminatory behavior and that have been invoked to support strong claims about the predictive validity of the Implicit Association Test. In both of these studies. the inclusion of race Implicit Association Test scores ill regression models reduced prediction errors by only tiny amounts, and Implicit Association...
• Does It Pay to Be Smart, Attractive, or Confident (or All Three)? Relationships Among General Mental Ability, Physical Attractiveness, Core Self-Evaluations, and Income AI翻译
  作者：Judge, Timothy A.; Hurst, Charlice; Simon, Lauren S.
  作者单位：State University System of Florida; University of Florida
  摘要：The authors investigated core self-evaluations and educational attainment as mediating mechanisms for the influence of appearance (physical attractiveness) and intelligence (general mental ability) on income and financial strain. The direct effects of core self-evaluations on financial strain, as well as the indirect effects through income, were also considered. Longitudinal data were obtained as part of a national study, the Harvard study of Health and Life Quality, and proposed models were e...
• Weak Criticisms and Selective Evidence: Reply to Blanton et al. (2009) AI翻译
  作者：McConnell, Allen R.; Leibold, Jill M.
  作者单位：University System of Ohio; Miami University
  摘要：We respond to a critique by H. Blanton et al. (2009), challenging our previous work demonstrating, that all Implicit Association Test designed to assess implicit prejudice reliably Predicts intergroup discrimination (A. R. McConnell & J. M. Leibold. 2001). We Outline 3 flawed aspects of the critique. First, we note that claims that an outlier should he eliminated from the original data set are unfounded. and even with the elimination of this outlier, the conclusions of Our original work are st...
• Attitudinal and Motivational Antecedents of Participation in Voluntary Employee Development Activities AI翻译
  作者：Hurtz, Gregory M.; Williams, Kevin J.
  作者单位：California State University System; California State University Sacramento; State University of New York (SUNY) System; University at Albany, SUNY
  摘要：This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature wits tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation, filtered through their impact on attitude...
• Strong Rebuttal for Weak Criticisms: Reply to Blanton et al. (2009) AI翻译
  作者：Ziegert, Jonathan C.; Hanges, Paul J.
  作者单位：Drexel University; University System of Maryland; University of Maryland College Park
  摘要：We respond to H. Blanton et al.'s (2009) critique of J. C. Ziegert & P. J. Hanges (2005) and illustrate that their criticisms regarding our study are based on very weak evidence. In this rebuttal, we highlight the appropriateness of our manipulation as well as present reanalyses that illustrate the predictive validity of the Implicit Association Test. In particular, we illustrate that the Implicit Association Test is related to discriminatory behavior (a) after one eliminates potential outlier...
• Organizational Climate Configurations: Relationships to Collective Attitudes, Customer Satisfaction, and Financial Performance AI翻译
  作者：Schulte, Mathis; Ostroff, Cheri; Shmulyian, Svetlana; Kinicki, Angelo
  作者单位：University of Pennsylvania; University System of Maryland; University of Maryland College Park; Columbia University; Columbia University Teachers College; Arizona State University; Arizona State University-Tempe
  摘要：Research on organizational climate has tended to focus on independent dimensions of climate rather than Studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation. or the mean score across climate dimensions (2) variability, or the extent to which scores across dimensions ...
• Boundary Work in Knowledge Teams AI翻译
  作者：Faraj, Samer; Yan, Aimin
  作者单位：McGill University; Boston University
  摘要：The purpose of this article is to promote an open systems perspective on team research. The authors develop a model of team boundary activities: boundary spanning, buffering, and reinforcement. The model examines the relationship between these boundary activities and team performance, the moderating effects of organizational contextual factors, and the mediating effect of team psychological safety on the boundary work-performance relationship. These relationships were empirically tested with d...
• Collective Efficacy, Group Potency, and Group Performance: Meta-Analyses of Their Relationships, and Test of a Mediation Model AI翻译
  作者：Stajkovic, Alexander D.; Lee, Dongseop; Nyberg, Anthony J.
  作者单位：University of Wisconsin System; University of Wisconsin Madison; Sogang University; University of South Carolina System; University of South Carolina Columbia
  摘要：The authors examined relationships among collective efficacy, group potency. and group performance. Meta-analytic results (based on 6,128 groups. 31,019 individuals, 118 correlations adjusted for dependence, and 96 studies) reveal that collective efficacy was significantly related to group performance (.35). fit the proposed nested 2-level model, collective efficacy assessment (aggregation and group discussion) was tested as the 1st-level moderator. It showed significantly different average co...
• Goal Orientations and Performance: Differential Relationships Across Levels of Analysis and as a Function of Task Demands AI翻译
  作者：Yeo, Gillian; Loft, Shayne; Xiao, Tania; Kiewitz, Christian
  作者单位：University of Western Australia; University of Western Australia; University of Queensland; University System of Ohio; University of Dayton
  摘要：Goal orientation and self-regulation theories were integrated to develop a multilevel framework aimed at addressing controversies regarding the magnitude and direction of goal orientation effects on performance. In Study 1. goal orientations were measured repeatedly whilst individuals performed in air traffic control task. In study 2, goal orientations and exam performance were measured across 3 time points while undergraduates completed a course. Mastery-approach orientation was positively re...
• A Matter of Time: Individual Differences, Contextual Dynamics, and Goal Progress Effects on Multiple-Goal Self-Regulation AI翻译
  作者：Schmidt, Aaron M.; Dolis, Chad M.; Tolli, Adam P.
  作者单位：University System of Ohio; University of Akron
  摘要：The authors examined contextual dynamics and individual differences as moderators of the relationship between goal-performance discrepancies and time allocation among competing demands. As hypothesized, a complex 3-way interaction was observed among environmental volatility, relative progress, and time on resource allocation. When goal progress was determined only by the performers' actions (low environmental volatility), greater time was allocated to the least discrepant goal early on and to ...