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作者：Bandura, A; Locke, EA
作者单位：Stanford University; University System of Maryland; University of Maryland College Park
摘要：The authors address the verification of the functional properties of self-efficacy beliefs and document how self-efficacy beliefs operate in concert with goal systems within a sociocognitive theory of self-regulation in contrast to the focus of control theory on discrepancy reduction. Social cognitive theory posits proactive discrepancy production by adoption of goal challenges working in concert with reactive discrepancy reduction in realizing them. Converging evidence from diverse methodolog...
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作者：Simmering, MJ; Colquitt, JA; Noe, RA; Porter, COLH
作者单位：Louisiana State University System; Louisiana State University; State University System of Florida; University of Florida; University System of Ohio; Ohio State University; Texas A&M University System; Texas A&M University College Station
摘要：The authors examined employee development and its relationship with Conscientiousness and person-environment fit (in terms of needs and supplies of autonomy). They hypothesized that Conscientiousness would be positively associated with development but only when employees felt that the autonomy supplied by the organization did not fit their needs. In other words, whereas Conscientiousness could supply the dispositional resources for development, misfit was needed to create the need for developm...
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作者：Oreg, S
作者单位：Cornell University
摘要：The Resistance to Change Scale was designed to measure an individual's dispositional inclination to resist changes. In Study 1, exploratory analyses indicated 4 reliable factors: Routine Seeking, Emotional Reaction to Imposed Change, Cognitive Rigidity, and Short-Term Focus. Studies 2, 3, and 4 confirmed this structure and demonstrated the scale's convergent and discriminant validities. Studies 5, 6, and 7 demonstrated the concurrent and predictive validities of the scale in 3 distinct context...
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作者：Ostroff, C; Atwater, LE
作者单位：Columbia University Teachers College; Arizona State University; Arizona State University-Downtown Phoenix
摘要：Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, p...
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作者：Ones, DS; Viswesvaran, C
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; Florida International University
摘要：This article compares variability in national norms to variability in job-specific applicant pools for personality scales. Across 23,231 job applicants for 111 jobs, we found that job-specific applicant pools were slightly less variable than broad normative. data (by about 4%) based on a national norm sample of 40,474 job applicants. For some personality variables, the amount of variability reduction correlated with work characteristics as captured by the Data, People and Things scales of the ...
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作者：Tett, RP; Burnett, DD
作者单位：University of Tulsa
摘要：Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expr...
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作者：Weber, N; Brewer, N
作者单位：Flinders University South Australia
摘要：Confidence-accuracy calibration was examined for both absolute (recognizing single faces as old or new) and relative (selecting which of pairs of faces is old) judgments, using both full- (0%-100%) and half-range (50%-100%) confidence scales. The half-range confidence scale demonstrated superior calibration to the full-range scale, for which a confidence-accuracy association was evident only for the upper half (i.e., 50%-100%) of the scale. Good calibration was observed for the absolute judgme...
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作者：Rogelberg, SG; Conway, JM; Sederburg, ME; Spitzmüller, C; Aziz, S; Knight, WE
作者单位：University of North Carolina; University of North Carolina Charlotte; Connecticut State University System; Central Connecticut State University; University System of Ohio; Bowling Green State University; University of Houston System; University of Houston; University of North Carolina; East Carolina University; University System of Ohio; Bowling Green State University
摘要：In this field study (N = 405) population profiling was introduced to examine general and specific classes of nonresponse (active vs. passive) to a satisfaction survey. The active nonrespondent group (i.e., purposeful nonresponders) was relatively small.(approximately 15%). Active nonrespondents, in comparison with respondents, were less satisfied with the entity sponsoring the survey and were less conscientious. Passive nonrespondents (e.g., forgot); who represented the majority of nonresponde...
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作者：Lewis, K
作者单位：University of Texas System; University of Texas Austin
摘要：This study describes the development and validity testing of a field measure of transactive memory systems. Transactive memory systems are especially important for teams designed to leverage members' expertise. but field research has lagged because there are no adequate measures of the construct. The author developed and tested a 15-item scale in a laboratory sample of 124 teams, a field sample of 64 Master of Business Administration consulting teams, and a field sample of 27 teams from techno...
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作者：Naquin, CE; Tynan, RO
作者单位：University of Notre Dame
摘要：In this study, the existence of the team halo effect, the phenomenon that teams tend not to be blamed, for their failures, is documented. With 2 studies using both real teams and controlled scenarios, the authors found evidence that the nature of the causal attribution processes used to diagnose failure scenarios leads to individuals being more likely to be identified as the cause of team failure than the team as a collective. Team schema development, as indexed by team experience, influences ...
