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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...
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作者：Zohar, D; Luria, G
作者单位：Technion Israel Institute of Technology; Institute for Work & Health; Technion Israel Institute of Technology
摘要：Organizational climate research has focused on prediction of organizational outcomes rather than on climate as a social-cognitive mediator between environmental attributes and relevant outcomes. This article presents a model specifying that supervisory safety practices predict (safety) climate level and strength as moderated by leadership quality. Using supervisory scripts as proxy of practices, it is shown that script orientation indicative of safety priority predicted climate level, whereas ...
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作者：Hunt, JS; Budesheim, TL
作者单位：University of Nebraska System; University of Nebraska Lincoln; Creighton University
摘要：The Federal Rules of Evidence allow defendants to offer testimony about their good character, but that testimony can be impeached with cross-examination or a rebuttal witness. It is assumed that jurors use the defense's character evidence (CE) to form guilt and conviction judgments but use impeachment evidence only to assess the character witness's credibility. Two experiments tested these assumptions by presenting mock jurors with various forms of CE and impeachment. Participants made trait r...
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作者：Friedman, R; Anderson, C; Brett, J; Lisco, CC
作者单位：Vanderbilt University; Northwestern University
摘要：Scholars have argued that anger expressed by participants in mediation is counterproductive; yet, there is also reason to believe that expressions of anger can be productive. The authors tested these competing theories of emotion by using data from online mediation. Results show that expression of anger lowers the resolution rate in mediation and that this effect occurs in part because expressing anger generates an angry response by the other party. However, when respondents are especially vul...
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作者：Gronlund, SD
作者单位：University of Oklahoma System; University of Oklahoma - Norman
摘要：R. C. L. Lindsay and G. L. Wells (1985) argued that a sequential lineup enhanced discriminability because it elicited use of an absolute decision strategy. E. B. Ebbesen and H. D. Flowe (2002) argued that a sequential lineup led witnesses to adopt a more conservative response criterion, thereby affecting bias, not discriminability. Height was encoded as absolute (e.g., 6 ft [1.83 m] tall) or relative (e.g., taller than). If a sequential lineup elicited an absolute decision strategy, the princi...
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作者：Hui, C; Lee, C; Rousseau, DM
作者单位：Northeastern University; Chinese University of Hong Kong; Carnegie Mellon University; Carnegie Mellon University
摘要：This study examined the generalizability of psychological contract forms observed in the West (D. M. Rousseau, 2000) to China. Using 2 independent samples, results confirmed the generalizability of 3 psychological contract forms: transactional, relational, and balanced. This study also examined the nature of relationships of psychological contracts with organizational citizenship behavior (OCB). In particular, this study explored the role of instrumentality as a mediating psychological process...
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作者：Oswald, FL; Schmit, N; Kim, BH; Ramsay, LJ; Gillespie, MA
作者单位：Michigan State University
摘要：This article describes the development and validation of a biographical data (biodata) measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes. These measures provided incremental validity when considered in combination with standardized college-entrance tests (i.e., SAT/ACT) and a measure of Big Five personality constructs. Racial subgroup mean differences were much smaller on the biodata and SJI measures than on the standa...
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作者：Goodman, JS; Wood, RE; Hendrickx, M
作者单位：University of Connecticut; University of New South Wales Sydney; State University of New York (SUNY) System; Binghamton University, SUNY
摘要：Greater feedback specificity is generally considered to be beneficial for performance and learning, but the evidence for this generalization is limited. The authors argue that increasing the specificity of feedback is beneficial for initial performance but discourages exploration and undermines the learning needed for later, more independent performance. The results of their transfer experiment demonstrate that increasing the specificity of feedback positively affected practice performance, bu...
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作者：Epitropaki, O; Martin, R
作者单位：University of Queensland
摘要：The present empirical investigation had a 3-fold purpose: (a) to cross-validate L. R. Offermann, J. K. Kennedy, and P. W. Wirtz's (1994) scale of Implicit Leadership Theories (ILTs) in several organizational settings and to further provide a shorter scale of ILTs in organizations; (b) to assess the generalizability of ILTs across different employee groups, and (c) to evaluate ILTs' change over time. Two independent samples were used for the scale validation (N-1 = 500 and N-2 = 439). A 6-facto...
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作者：Cullen, MJ; Hardison, CM; Sackett, PR
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：To examine the generalizability of stereotype threat theory findings from laboratory to applied settings, the authors developed models of the pattern of relationships between cognitive test scores and outcome criteria that would be expected if the test scores of women and minority group members were affected by stereotype threat. Two large data sets were used to test these models, one in an education setting examining SAT-grade relationships by race and gender and the other in a military job s...
