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作者：Lindell, MK; Clause, CS; Brandt, CJ; Landis, RS
作者单位：Texas A&M University System; Texas A&M University College Station; Michigan State University; Tulane University
摘要：This research examined whether differences among job incumbents in their task ratings could be attributed to systematic as well as random variation. Data collected from 83 respondents showed that there was a significant degree of interrater agreement regarding task importance but not for ratings of task time spent. Moreover, measures of job context were significantly correlated with ratings of time spent but not task importance. These results suggest that within-job variation among raters can ...
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作者：Hunton, JE; Hall, TW; Price, KH
作者单位：University of Texas System; University of Texas Arlington; State University System of Florida; University of South Florida; University of Texas System; University of Texas Arlington
摘要：Relying on concepts found in prospect theory (D. Kahneman & A. Tversky, 1979), the value function of voice-based participation (i.e., the relationship between the amount of voice received and the value attached to that quantity) was examined. In keeping with tenets of prospect theory, the value function of voice exhibited a nonlinear pattern. Points were identified in which voice displayed significant improvements and diminishing marginal returns on response measures of process fairness, decis...
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作者：Jenkins, GD; Mitra, A; Gupta, N; Shaw, JD
作者单位：University of Arkansas System; University of Arkansas Fayetteville; Drexel University
摘要：The relationship of financial incentives to performance quality and quantity is cumulated over 39 studies containing 47 relationships. Financial incentives were not related to performance quality but had a corrected correlation of .34 with performance quantity. Setting (laboratory, field, experimental simulation) and theoretical framework moderated the relationship, but task type did not.
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作者：Korsgaard, MA; Roberson, L; Rymph, RD
作者单位：University of South Carolina System; University of South Carolina Columbia; Arizona State University; Arizona State University-Tempe
摘要：This study investigated the proposition that a subordinate's communication style can affect a manager's fairness behavior during decision making and, consequently, can affect the subordinate's attitudes toward the decision, manager, and organization. Two studies were conducted to test these propositions in the context of performance appraisal decisions. First, a laboratory study demonstrated that appraisers engage in more interactionally fair behavior when interacting with an assertive apprais...
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作者：Cortina, JM; DeShon, RP
作者单位：George Mason University; Michigan State University
摘要：A recent comparison of typical extreme-groups designs and observational designs (G. H. McClelland & C. M. Judd, 1993) showed that extreme-groups designs have greater power to detect interactions than do observational designs and that extreme-groups designs provide estimates of unstandardized parameter values that have smaller standard errors than do estimates provided by observational designs. In this study, this discussion is taken a step further by investigation of the advantages and disadva...
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作者：Harris, MM; Gilbreath, B; Sunday, JA
作者单位：University of Missouri System; University of Missouri Saint Louis; New Mexico State University; Paramount Global
摘要：Although considerable research has addressed the relationship between performance ratings and pay increases, this literature has been criticized for 2 reasons. First, most researchers have ignored the fact that performance ratings may have not only a direct effect on pay but also an indirect effect through promotions and market adjustments. Second, almost all of the research has been cross-sectional. We studied the relationships between performance ratings and salary raises by using longitudin...
