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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：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：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：Schoorman, FD; Holahan, PJ
作者单位：Stevens Institute of Technology
摘要：Research on escalation behavior has proposed that choice of an initial course of action, responsibility for decision outcomes, and negative decision consequences are necessary conditions for the escalation effect to occur. This proposition was tested in a sample of 257 undergraduates. Results show that although responsibility and negative decision consequences contribute to the escalation effect, they are not necessary conditions for escalation to occur. Escalation is also observed when a choi...
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作者：Hunton, JE; Price, KH; Hall, TW
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：This held study used 80 employees of a data-processing firm to examine the consequences of membership in voting majority and minority subgroups after implementation of a decision and the ability of postdecisional voice to ameliorate the negative consequences of membership in;he voting minority. In the absence of postdecisional voice, employees in the minority subgroup perceived the decision process as less fair, were less satisfied with the decision outcome, reported lower levels of task commi...
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作者：Ones, DS; Viswesvaran, C; Reiss, AD
作者单位：University of Houston System; University of Houston; State University System of Florida; Florida International University
摘要：Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether social desirability functions as a predictor for a variety of criteria, as a suppressor, or as a mediator. Social desirability scales were found not to predict school success, task performance, counterproductive behaviors, and job performance. Correlations with the Big Five personality dimensions, cogni...
