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作者：Martocchio, JJ; Judge, TA
作者单位：University of Iowa
摘要：A field study of 97 employees tested a model of the mediating influences of self-deception and task-specific self-efficacy in the relationship between conscientiousness and learning, The setting was an introductory Windows 3.1 software training course. Findings indicated Chat, as hypothesized, self-deception and self-efficacy mediated the relationship between conscientiousness and learning. Specifically, conscientiousness was positively related to self-deception, which was negatively related t...
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作者：Phillips, JM; Gully, SM
作者单位：George Mason University
摘要：This study integrates ability, goal setting, self-efficacy, and multiple personality traits into a common framework that explains and predicts individual performance. A mediational model was tested using LISREL 8. Ability learning goal orientation, and locus of control were positively related to self-efficacy, whereas performance goal orientation was negatively related to self-efficacy on an academic task. Self-efficacy and need for achievement were positively related to goal level, which was ...
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作者：Stinson, V; Devenport, JL; Cutler, BL; Kravitz, DA
作者单位：University of Nebraska System; University of Nebraska Lincoln; State University System of Florida; Florida International University; Rice University
摘要：The motion-to-suppress safeguard is designed to prevent false eyewitness identifications from leading to wrongful convictions. This safeguard is effective only if judges are sensitive to factors that influence lineup suggestiveness. The present study assessed judge sensitivity to foil, instruction, and presentation biases. Judges (N = 99) read a description of a hypothetical crime, perpetrator, and identification procedure followed by a motion to suppress the identification. Judges completed a...
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作者：Franke, GR; Crown, DF; Spake, DF
摘要：This study presents a meta-analysis of research on gender differences in perceptions of ethical decision making. Data from more than 20,000 respondents in 66 samples show that women are more likely than men to perceive specific hypothetical business practices as unethical. As suggested by social role theory (A. H. Eagly, 1987), the gender difference observed,in precareer (student) samples declines as the work experience of samples increases, Social role theory also accounts for greater gender ...
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作者：Hattrup, K; Rock, J; Scalia, C
作者单位：New York University
摘要：The present research explored the effects of various strategies of weighting criterion dimensions on adverse impact, minority hiring, and job performance. In particular, this research compared strategies that vary the weight of task and contextual performance dimensions in calculating a composite criterion measure, in terms of their effects on regression weights assigned to predictors and effects on adverse impact, percentage of minorities hired, and predicted performance. With a Monte Carlo s...
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作者：Brett, JM; Stroh, LK
作者单位：Loyola University Chicago
摘要：The authors evaluated a sample of 610 managers working in 20 Fortune 500 companies in a longitudinal study to test hypotheses about male and female managers' compensation associated with internal and external labor market strategies. Both managers' gender and their labor market experience were hypothesized to affect their total cash compensation. Data confirmed hypotheses, but analyses of differences between male and female managers showed that only the male managers benefited from an external...
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作者：Schmitt, N; Rogers, W; Chan, D; Sheppard, L; Jennings, D
作者单位：National University of Singapore
摘要：The effects of number of predictors, predictor intercorrelations, validity, and level of subgroup difference on composite validity adverse impact ratios, and mean subgroup difference associated with various predictor composites, including and excluding a ''high impact'' ability measure, were assessed. The size of subgroup differences is substantially smaller when low-impact predictors are combined with a high-impact predictor, but hiring ratios for majority and minority groups still indicate a...
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作者：Wanous, JP; Reichers, AE; Hudy, MJ
作者单位：University System of Ohio; Ohio State University
摘要：A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD =.09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD =.08), and it is moderated by the type of measure ment scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD =.05). The correction...
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作者：Westman, M; Eden, D
摘要：In a quasi-experiment designed to examine the relief from job stress and burnout afforded by a vacation respite, 76 clerks completed measures of job stress and burnout twice before a vacation, once during vacation, and twice after vacation. There was a decline in burnout during the vacation and a return to prevacation levels by the time of the second postvacation measure, Comparing the two prevacation measures indicated no anticipation effects. However the return to work showed gradual fade-ou...
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作者：Irving, PG; Coleman, DF; Cooper, CL
作者单位：University of New Brunswick
摘要：The authors assessed the factor structure of J. P. Meyer, N. J. Alien, and C. A. Smith's (1993) measure of occupational commitment based on responses from 232 employees (166 men and 66 women) in a variety of occupations within a single organization. Confirmatory factor analysis suggested that 3 forms of occupational commitment are distinguishable (affective, continuance, and normative commitment) across occupations. The authors also examined correlates of the 3-component model as well as diffe...
