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作者：Dickter, DN; Roznowski, M; Harrison, DA
作者单位：University of Texas System; University of Texas Arlington
摘要：In the present study, the authors examined the importance of time in the voluntary turnover process. The researchers used a representative sample of early-career individuals in the American workforce. Moderating effects of time were found for both job satisfaction and cognitive ability. The relationships of these predictors with turnover decreased as a function of time. The temporal nature of effects inherent in the voluntary turnover process is discussed in detail, and the importance of consi...
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作者：Ashford, SJ; Black, JS
摘要：This study described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance and satisfaction in a sample of organizational newcomers. The results suggest that individuals engage in proactive activities such as information and feedback seeking, relationship building, job-change negotiating, and positive framing during entry and that individual differences in desired...
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作者：Cellar, DF; Miller, ML; Doverspike, DD; Klawsky, JD
作者单位：University System of Ohio; University of Akron
摘要：The factor structure and criterion-related validity for 2 types of personality measures that are based on 5 factor models were studied. Confirmatory factor analysis was used to compare a 5 versus 6 factor model in an applied setting. In addition, criterion-related validity coefficients were examined for the 2 inventories. Two Big Five measures were used-1 was an adjective-based bipolar inventory and the other was a questionnaire (NEO-Personality Inventory; PI)-to shed light on the relationship...
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作者：Schrader, BW; Steiner, DD
作者单位：Saint Francis Xavier University - Canada; Louisiana State University System; Louisiana State University
摘要：This study examined differential comparison standards (i.e., comparative bases for performance evaluation) and their effects on agreement between supervisory raters and self-raters within the context of a performance appraisal system. The purpose of the research was to examine differential comparison standards as an underlying mechanism in the traditionally poor correlation between self and supervisor performance ratings. Supervisor and subordinate rater dyads (N = 106 dyads) evaluated job per...
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作者：SmithJentsch, KA; Jentsch, FG; Payne, SC; Salas, E
作者单位：State University System of Florida; University of Central Florida
摘要：This study examined the effects of having experienced negative events related to the purpose of a training program on learning and retention. Participants were 32 private pilots who participated in an assertiveness-training study. The purpose of the training was to prevent aviation accidents caused by human error. Structured telephone interviews were conducted to determine whether participants had previously experienced 3 types of negative events related to the purpose of training. Results ind...
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作者：PrewettLivingston, AJ; Feild, HS; Veres, JG; Lewis, PM
作者单位：Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：This study investigated the effects of interviewer race, candidate race, and racial composition of interview panels on interview ratings. Data were collected on 153 police officers applying for promotion. Results confirmed a same-race rating effect (i.e., candidates racially similar to interviewers received higher ratings) for Black and White interviewers on racially balanced panels. A majority-race rating effect (i.e., candidates racially similar to the majority race of panel interviewers rec...
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作者：Munz, DC; Huelsman, TJ; Konold, TR; McKinney, JJ
作者单位：Saint Louis University
摘要：Latent variable models analogous to those developed by L. J. Williams, M. B. Gavin, and M. L. Williams (1996) were used to investigate the measurement and nonmeasurement relationships of negative affectivity (NA) and positive affectivity ( PA) with the Job Diagnostic Survey scales. Reanalyses performed on data collected as part of an organizational assessment of nonfaculty university employees (N = 644) showed NA and PA to have weak measurement and substantive relationships with the job charac...
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作者：BenShakhar, G; Dolev, K
摘要：The effects of mental countermeasures on the efficiency of psychophysiological detection with the Guilty Knowledge Technique were examined in a mock-crime experiment with 4 groups of participants: innocent participants who were not involved in the mock crime, guilty controls who committed the mock crime but received no countermeasure instructions, guilty participants who received countermeasure instructions, and guilty participants who received countermeasure instructions and were allowed to p...
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作者：Steiner, DD; Gilliland, SW
作者单位：Aix-Marseille Universite
摘要：The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (N = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graph...
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作者：Phillips, JM; Hollenbeck, JR; Ilgen, DR
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：The conflicting perspectives of control theory (CT) and self-efficacy theory (SET) concerning positive discrepancy creation (PDC) were tested and are discussed. According to CT, discrepancies between past performance and future goals are continually reduced, This is contrary to SET's focus on setting future goals higher than past performance levels. Participants performed several trials in a multitask environment, during which they did as many or as few problems as they chose on each of 4 inte...
