-
作者：Duhachek, A; Iacobucci, D
作者单位：Northwestern University
摘要：This research presents the inferential statistics for Cronbach's coefficient alpha on the basis of the standard statistical assumption of multivariate normality. The estimation of alpha's standard error (ASE) and confidence intervals are described, and the authors analytically and empirically investigate the effects of the components of these equations. The authors then demonstrate the superiority of this estimate compared with previous derivations of ASE in a separate Monte Carlo simulation. ...
-
作者：Judge, TA; Piccolo, RF
作者单位：State University System of Florida; University of Florida
摘要：This study provided a comprehensive examination of the full range of transformational, transactional, and laissez-faire leadership. Results (based on 626 correlations from 87 sources) revealed an overall validity of .44 for transformational leadership, and this validity generalized over longitudinal and multisource designs. Contingent reward (.39) and laissez-faire (-.37) leadership had the next highest overall relations; management by exception (active and passive) was inconsistently related ...
-
作者：Judge, TA; Ilies, R
作者单位：State University System of Florida; University of Florida; Michigan State University
摘要：The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negative mood was stronger for employees high in trait-...
-
作者：Semmler, C; Brewer, N; Wells, GL
作者单位：Flinders University South Australia; Iowa State University
摘要：Two experiments investigated new dimensions of the effect of confirming feedback on eyewitness identification confidence using target-absent and target-present lineups and (previously unused) unbiased witness instructions (i.e., offender not present option highlighted). In Experiment 1, participants viewed a crime video and were later asked to try to identify the thief from an 8-person target-absent photo array. Feedback inflated witness confidence for both mistaken identifications and correct...
-
作者：Murphy, KR; Cleveland, JN; Skattebo, AL; Kinney, TB
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：J. N. Cleveland and K. R. Murphy (1992) suggested that phenomena such as rater errors and interrater disagreements could be understood in terms of differences in the goals pursued by various raters. We measured 19 rating goals of students at the beginning of a semester, grouped them into scales, and correlated these with teacher evaluations collected at the end of the semester. We found significant multiple correlations, both within classes and in an analysis of the pooled sample (adjusting fo...
-
作者：Morgeson, FP; Delaney-Klinger, K; Mayfield, MS; Ferrara, P; Campion, MA
作者单位：Michigan State University; Michigan State University's Broad College of Business; Purdue University System; Purdue University; University of Missouri System; University of Missouri Columbia
摘要：Although job analysis is a widely used organizational data collection technique, little research has investigated the extent to which job analysis information is affected by self-presentation processes. This study represents the first direct test of the propositions offered by F. P. Morgeson and M. A. Campion (1997) concerning self-presentation in job analysis measurement. Using an experimental design, the authors examined job incumbent response differences across ability, task, and competency...
-
作者：Simpson, PA; Stroh, LK
作者单位：Loyola University Chicago
摘要：This survey study examined the emotional expression content of human resources jobs and how the content varies by gender. On the basis of findings, it appeared that women more often conform to feminine display rules, which require the suppression of negative emotions and the simulation of positive emotions. In contrast, men more often adopted masculine display rules, which require the suppression of positive emotions and the simulation of negative ones. For both men and women, emotional disson...
-
作者：Stark, S; Chernyshenko, OS; Drasgow, F
作者单位：University of Canterbury; University of Illinois System; University of Illinois Urbana-Champaign; State University System of Florida; University of South Florida
摘要：Item response theory differential test functioning (DTF) methods are often used to address issues in personnel selection, but the results are frequently difficult to interpret because statistically significant findings may have little practical importance. In this article, the authors proposed 2 effect size measures for DTF. One related DTF to mean raw score differences across groups; the other related DTF to the 4/5th rule for adverse impact at successive cut scores. The effects of DTF were e...
-
作者：Lance, CE; Foster, MR; Gentry, WA; Thoresen, JD
作者单位：University System of Georgia; University of Georgia; University System of Georgia; University of Georgia
摘要：The purpose of this study was (a) to provide additional tests of C. E. Lance, Newbolt, et al.'s (2000) situational specificity (vs. method bias) interpretation of exercise effects on assessment center postexercise dimension ratings and (b) to provide competitive tests of salient dimension versus general impression models of assessor within-exercise evaluations of candidate performance. Results strongly support the situational specificity hypothesis and the general impression model of assessor ...
-
作者：DeShon, RP; Kozlowski, SWJ; Schmidt, AM; Milner, KR; Wiechmann, D
作者单位：Michigan State University
摘要：When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals ...
