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作者：De Corte, W
作者单位：Ghent University
摘要：Considerable thought has been given to the effects of various strategies of weighing predictor information on adverse impact, minority hiring, and quality of the selected workforce. However, these efforts do not solve the dilemma faced by employers who want to achieve an optimally qualified workforce but at the same time want to eliminate adverse impact. To remove this limitation, the present article shows how constrained nonlinear programming can be used to combine job performance predictors ...
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作者：Judge, TA; Thoresen, CJ; Pucik, V; Welbourne, TM
作者单位：University of Iowa; Cornell University
摘要：In a departure from the organizational development literature, this study hypothesized that managerial responses to organizational change are influenced by 7 dispositional traits (locus of control, generalized self-efficacy, self-esteem, positive affectivity, openness to experience, tolerance for ambiguity, and risk aversion). Data were collected from 6 organizations (N = 514) to test the hypotheses. The 7 traits were reduced to 2 factors: Positive Self-Concept and Risk Tolerance. Both of thes...
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作者：Schmitt, N; Ployhart, RE
作者单位：Michigan State University
摘要：The effects of preselection of predictors (e.g., stepwise regression) on formula estimates of cross-validity were examined. Three actual data sets were used to generate populations of varying sample size, population validity, and number of predictors. No formula estimate provided an unbiased estimate of the population cross-validity, although some formula estimates were less biased than others. More important, having an adequate sample size (relative to number of predictors) was the issue most...
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作者：Lam, SSK; Hui, C; Law, KS
作者单位：University of Hong Kong; Hong Kong University of Science & Technology
摘要：A total of 431 independent supervisor and subordinate dyads from the United States, Australia, Japan, and Hong Kong evaluated the perceived job role boundary of the subordinates. Participants rated the degree to which they agreed that the behavior described in the organizational citizenship behavior (OCB) scale developed by P. M. Podsakoff, S. B. MacKenzie, R. H. Moorman, and R. Fetter (1990) was an expected part of the subordinate's job. Each supervisor was paired with only one subordinate, a...
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作者：Kovera, MB; McAuliff, BD; Hebert, KS
作者单位：State University System of Florida; Florida International University
摘要：This study examined whether participants were sensitive to variations in the quality of an experiment discussed by an expert witness and whether they used heuristic cues when evaluating the expert evidence. In the context of a hostile work environment case, different versions of the expert testimony varied the presence of heuristic cues (i.e., whether the expert's research was generally accepted or ecologically valid) and evidence quality (i.e., the construct validity of the expert's research)...
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作者：Wright, BM; Cordery, JL
作者单位：University of Western Australia
摘要：A number of authors in the job design field have proposed production uncertainty, the degree to which a qualified incumbent faces unexpected problems in the course of job performance, as a possible moderator of the effectiveness of job design. However, empirical support for this view is limited and has not been explicitly recognized within mainstream job design theory. This study of production operators in a waste water treatment setting provides further empirical support for production uncert...
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作者：Bluedorn, AC; Turban, DB; Love, MS
作者单位：University of Missouri System; University of Missouri Columbia
摘要：The effects of meeting format (standing or sitting) on meeting length and the quality of group decision making were investigated by comparing meeting outcomes for 56 five-member groups that conducted meetings in a standing format with 55 five-member groups that conducted meetings in a seated format. Sit-down meetings were 34% longer than stand-up meetings, but they produced no better decisions than stand-up meetings. Significant differences were also obtained for satisfaction with the meeting ...
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作者：Murphy, KR; Myors, B
作者单位：Colorado State University System; Colorado State University Fort Collins; Macquarie University
摘要：Researchers are often interested in testing the hypothesis that the effects of treatments, interventions, and so on are negligibly small rather than testing the hypothesis that treatments have no effect whatsoever. A number of procedures for conducting such tests have been suggested but have yet to be widely adopted. In this article, simple methods of testing such minimum-effect hypotheses are illustrated in a variety of applications of the general linear model. Tables and computational routin...
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作者：Lindell, MK; Brandt, CJ
作者单位：Texas A&M University System; Texas A&M University College Station; Michigan State University
摘要：This article examines the problem of estimating interrater agreement about the job relevance of test items by examining 4 different indexes: C. H. Lawshe's (1975) Content Validity Index (CVI); H. E. A. Tinsley and D. J. Weiss's (1975) T; L. R. James, R. G. Demaree, and G. Wolf's (1984) r(WG(J)); and M. K. Lindell, C. J. Brandt, and D. J. Whitney's (1999) r*(WG(J)). These 4 indexes are shown to be systematically related to each other, but r*(WG(J)) is computationally simpler and is more general...
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作者：Keller, PA
作者单位：Stanford University; Duke University
摘要：Two experiments indicated that the conventional wisdom for designing fear appeals, higher fear arousal, and a consequences-recommendations ordering, was more persuasive for adherents, or those who were already following the advocated recommendations. Instead, lowering the level of fear arousal and reversing the order of the consequences and recommendations were more effective for persuading the unconverted. The unconverted were more persuaded by the latter message format because it reduced the...
