-
作者：DRISKELL, JE; COPPER, C; MORAN, A
作者单位：University College Dublin
摘要：Mental practice is the cognitive rehearsal of a task prior to performance. Although most researchers contend that mental practice is an effective means of enhancing performance, a clear consensus is precluded because (a) mental practice is often defined so loosely as to include almost any type of mental preparation and (b) empirical results are inconclusive. A meta-analysis of the literature on mental practice was conducted to determine the effect of mental practice on performance and to ident...
-
作者：DUNHAM, RB; GRUBE, JA; CASTANEDA, MB
作者单位：State University of New York (SUNY) System; University at Albany, SUNY
摘要：The authors report a series of 9 studies (N = 2,734) in which they evaluated the construct definition, measurement, and validation of organizational commitment (OC). An integrated examination of a wide range of antecedents of the various dimensions of OC was conducted. Results support the existence of 3 major OC dimensions (affective, continuance, and normative), with 2 subdimensions (personal sacrifice and lack of alternatives) for the continuance dimension. Results suggest that the widely us...
-
作者：WILLIAMS, LJ; ANDERSON, SE
作者单位：University of North Carolina; Appalachian State University
摘要：Recent research in the area of organizational behavior on social desirability and negative affectivity as potential sources of artifactual covariance is reviewed. Next, an example of a latent-variable structural equation approach is presented as a more appropriate strategy for analyzing method effects that circumvents problems associated with prior statistical techniques. This example illustrates the specification of a structural equation model with and without method effects and describes the...
-
作者：VANCOUVER, JB; MILLSAP, RE; PETERS, PA
作者单位：City University of New York (CUNY) System; Baruch College (CUNY)
摘要：Hierarchical linear modeling was applied to data from 298 school principals and 11,633 teachers to examine the relationships between variables at two levels of analysis. Vancouver and Schmitt (1991) found relationships between individuals' attitudes and their organizational goal congruence. Organizational goal congruence is the agreement between an individual and members of key constituencies within the individual's organization, namely peers and the supervisor. Using a subset of Vancouver and...
-
作者：BREAUGH, JA; COLIHAN, JP
摘要：In the past 2 decades, the importance of role ambiguity as an organizational variable has been well established. Recently, researchers have suggested that the lack of an instrument capable of measuring different facets of ambiguity may have impeded both theory development and application of research results. This article presents the development of an instrument capable of tapping 3 distinct aspects of job ambiguity (work method, scheduling, and performance criteria). Data relevant to the reli...
-
作者：MCDANIEL, MA; WHETZEL, DL; SCHMIDT, FL; MAURER, SD
作者单位：American Institutes for Research; Old Dominion University; University of Iowa
摘要：This meta-analytic review presents the findings of a project investigating the validity of the employment interview. Analyses are based on 245 coefficients derived from 86,311 individuals. Results show that interview validity depends on the content of the interview (situational, job related, or psychological), how the interview is conducted (structured vs. unstructured; board vs. individual), and the nature of the criterion (job performance, training performance, and tenure; research or admini...
-
作者：MITCHELL, TR; HOPPER, H; DANIELS, D; GEORGEFALVY, J; JAMES, LR
作者单位：University of Tennessee System; University of Tennessee Knoxville
摘要：Subjects completed 7 trials of a complex computer task that simulated the job of an air traffic controller Performance was calculated by combining points for the number of planes landed minus penalty points. Throughout the trials, subjects completed questionnaires assessing their self-efficacy, goals, expected performance, and the degree to which certain judgments required more or less cognitive processing. The results showed that during skill acquisition people report reductions in their cogn...
-
作者：ROBBINS, TL; DENISI, AS
作者单位：Rutgers University System; Rutgers University New Brunswick
摘要：To date, cognitive and affective influences on performance evaluations have been addressed separately, although it is likely that affect may influence ratings indirectly through its impact on the cognitive processing involved in the evaluation. Eighty-three management students participated in a study of the influence of affect on the cognitive processing of performance information. The results suggest that an affect-consistency bias influences ratings even though the cognitive processes that r...
-
作者：SCHAUBROECK, J; MAY, DR; BROWN, FW
作者单位：University of Nebraska System; University of Nebraska Lincoln
摘要：In a randomized field experiment involving 173 salaried employees, treatment subjects received an explanation for an ongoing pay freeze. This explained the fairness of the decision process leading to the freeze and the fairness of the implementation of the freeze. The explanation mitigated the effect of the resultant economic hardship on employee attitudes, turnover intentions. and perceptions of procedural justice.
-
作者：TUBBS, M
摘要：Wright, O'Leary-Kelly, Cortina, Klein, and Hollenbeck (1994) claim that Tubbs (Tubbs & Dahl, 1991; Tubbs, 1993) has advocated the personal-goal-assigned-goal discrepancy as being the best measure of commitment, whereas they argue that a self-report assessment such as the one they have developed is the superior measure. However, because several conceptually distinct motivational concepts have been confused in the literature on commitment, the idea that any one measure can cover all of the discu...
