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作者：MURPHY, KR; JAKO, RA; ANHALT, RL
摘要：The definition of halo error that dominated researchers' thinking for most of this century implied that (a) halo error was common; (b) it was a rater error, with true and illusory components; (c) it led to inflated correlations among rating dimensions and was due to the influence of a general evaluation on specific judgments; and (d) it had negative consequences and should be avoided or removed. We review research showing that all of the major elements of this conception of halo are either wro...
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作者：KRAIGER, K; FORD, JK; SALAS, E
作者单位：Michigan State University; United States Department of Defense; United States Navy
摘要：Although training evaluation is recognized as an important component of the instructional design model, there are no theoretically based models of training evaluation. This article attempts to move toward such a model by developing a classification scheme for evaluating learning outcomes. Learning constructs are derived from a variety of research domains, such as cognitive, social, and instructional psychology and human factors. Drawing from this research, we propose cognitive, skill-based, an...
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作者：YAMMARINO, FJ; WALDMAN, DA
作者单位：State University of New York (SUNY) System; Binghamton University, SUNY
摘要：This study investigated relationships between the performance levels of incumbents on job skills and the importance attributed to those job skills. Supervisors and job incumbents rated both the performance of skill dimensions and the importance of those skills for respective incumbents' positions. Results indicated that the ratings of performance and importance on matched skill areas correlated positively, although relationships were somewhat stronger for incumbent data as compared with data p...
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作者：TURBAN, DB; KEON, TL
作者单位：State University System of Florida; Florida Atlantic University
摘要：We adopted an interactionist perspective to investigate how the personality characteristics of self-esteem (SE) and need for achievement (nAch) moderated the influences of organizational characteristics on individuals' attraction to firms. Subjects read an organization description that manipulated reward structure, centralization, organization size, and geographical dispersion of plants and offices and indicated their attraction to the organization. Although subjects were more attracted to fir...
