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作者：Marks, MA; Zaccaro, SJ; Mathieu, JE
作者单位：State University System of Florida; Florida International University; George Mason University; University of Connecticut
摘要：The authors examined how leader briefings and team-interaction training influence team members' knowledge structures concerning processes related to effective performance in both routine and novel environments. Two-hundred thirty-seven undergraduates from a large mid-Atlantic university formed 79 three-member tank platoon teams and participated in a low-fidelity tank simulation. Team-interaction training, leader briefings, and novelty of performance environment were manipulated. Findings indic...
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作者：Horowitz, IA; Bordens, KS
作者单位：Oregon State University; Purdue University System; Indiana University Purdue University Fort Wayne
摘要：In this study, 135 jury-eligible adults were randomly assigned to 1 of 5 aggregations of plaintiffs involving 1, 2, 4, 6, and 10 claimants. Jurors were shown a 5- to 6-hr trial involving claims of differential repetitive stress injuries by each plaintiff. Measures concerning liability, damages, and various cognitive and attributional factors were collected. The defendant was more Likely to be judged as liable as the number of plaintiffs increased. Awards reached a zenith at 4 plaintiffs and th...
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作者：Dirks, KT
作者单位：Simon Fraser University
摘要：This study empirically examined the relationship between trust, leadership, and team performance with 2 objectives. The Ist objective was to empirically examine an assumption found in several literatures-that a team's trust in its leader has a significant effect on the team's performance. The 2nd objective was to explore a more complex and dynamic relationship between trust and team performance whereby trust in leadership mediates the relationship between past tram performance and future team ...
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作者：Edwards, JR; Scully, JA; Brtek, MD
作者单位：University of North Carolina; University of North Carolina Chapel Hill; State University System of Florida; University of Florida; Auburn University System; Auburn University Montgomery; Auburn University
摘要：Research into the changing nature of work requires comprehensive models of work design. One such model is the interdisciplinary framework (hl. A. Campion 1988), which integrates 4 work-design approaches (motivational, mechanistic, biological, perceptual-motor) and links each approach to specific outcomes. Unfortunately, studies of this framework have used methods that disregard measurement error, overlook dimensions within each work-design approach, and treat each approach and outcome separate...
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作者：Totterdell, P
作者单位：University of Sheffield
摘要：Are the moods and subjective performances of professional sports players associated with the ongoing collective moods of their teammates? Players from 2 professional cricket teams used pocket computers to provide ratings of their moods and performances 3 times a day for 4 days during a competitive match between the teams. Pooled time-series analysis showed significant associations between the average of teammates' happy moods and the players own moods and subjective performances; the associati...
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作者：Hurtz, GM; Donovan, JJ
作者单位：State University of New York (SUNY) System; University at Albany, SUNY; Virginia Polytechnic Institute & State University
摘要：Prior meta-analyses investigating the relation between the Big 5 personality dimensions and job performance have all contained a threat to construct validity, in that much of the data included within these analyses was not derived from actual Big 5 measures. In addition, these reviews did not address the relations between the Big 5 and contextual performance. Therefore, the present study sought to provide a meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for...
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作者：Richman-Hirsch, WL; Olson-Buchanan, JB; Drasgow, F
作者单位：California State University System; California State University Fresno; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The present study explored the impact of administration medium on examinees' affective reactions. The research compared managers' reactions with 3 versions of the Conflict Resolution Skillls Assessment (J. B. Oison-Buchanan et al.. 1998) that were identical in content but varied in terms of the level of technology used: a paper-and-pencil form, a written form administered by computer (i.e., a computerized page-turner), and a multimedia form administered by computer. Managers completing the mul...
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作者：Scullen, SE; Mount, MK; Goff, M
作者单位：North Carolina State University; University of Iowa
摘要：This study quantified the effects of 5 factors postulated to influence performance ratings: the ratee's general level of performance, the ratee's performance on a specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random measurement error. Two large data sets, consisting of managers (n = 2,350 and n = 2,142) who received developmental ratings on 3 performance dimensions from 7 raters (2 bosses, 2 peers, 2 subordinates, and self) were us...
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作者：Roznowski, M; Dickter, DN; Hong, S; Sawin, LL; Shute, VJ
作者单位：University System of Ohio; Ohio State University; University of California System; University of California Santa Barbara
摘要：Theoretical arguments and analyses from 2 studies provide compelling evidence that computerized measures of information-processing skills and abilities are highly useful supplements to more traditional, paper-based measures of general mental ability for predicting individuals' capacity to learn from and perform on highly challenging, multifaceted tutors. These tutors were designed to emulate learning and performance in complex real-world settings. Hierarchical confirmatory factor analysis prov...
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作者：VandeWalle, D; Ganesan, S; Challagalla, GN; Brown, SP
作者单位：Southern Methodist University; University of Arizona; University System of Georgia; Georgia Institute of Technology; Southern Methodist University
摘要：This study replicates. integrates, and extends prior research on the dispositional, contextual, and cognitive antecedents of feedback-seeking behavior. Regression analysis was used to analyze data collected from a sample of salespeople (N = 310) from 2 Fortune 500 companies. The study hypotheses were supported with the following results. First, the individual disposition of learning goal orientation and the contextual factors of leader consideration and leader initiation of structure influence...
