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作者：FRIED, Y; TIEGS, RB; BELLAMY, AR
摘要：Supervisors' decisions about whether to formally evaluate their subordinates for each of two consecutive performance appraisal periods were found to be related to a linear combination of the following variables: subordinates time under current supervisor, subordinates job experience, subordinate-supervisor trust, supervisor's initiating structure behaviors, and subordinate's confidence in the operation of the performance appraisal system. A follow-up analysis, in which the criterion was the co...
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作者：MORRISON, RF; BRANTNER, TM
摘要：A model of the factors that enhance or hinder learning a new position is proposed and partially tested. Time on the job explained 27% of the variance in the facility with which a position was learned, and individual-differences, job-characteristics, context, and environmental factors explained an additional 24%. Job characteristics such as role complexity and lack of job challenge and individual differences such as self-efficacy and immediate prior similar experience were strongly related to j...
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作者：MITRA, A; JENKINS, GD; GUPTA, N
作者单位：University of Arkansas System; University of Arkansas Fayetteville
摘要：A meta-analysis that combined 33 correlations from 17 studies found a corrected average correlation of 330 between absence and turnover. The type of absence measure did not moderate the covariation between absence and turnover, but industry type and study duration did act as moderators. The results are discussed in the context of the withdrawal approach to understanding employee behaviors.
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作者：JACKSON, LA; GARDNER, PD; SULLIVAN, LA
作者单位：Michigan State University
摘要：This research examined gender differences in self-pay expectations and the factors that mediate these differences. On the basis of Major and Konar's (1984) model, five mediators were considered: career paths, objective job inputs, perceived job inputs, job facet importance, and social comparison standards. The mediating role of a sixth factor, fair pay standards, was also examined. College seniors planning to enter a variety of occupational fields completed the Career Expectations Survey, whic...
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作者：RUSSELL, CJ; BOBKO, P
作者单位：Purdue University System; Purdue University; Rutgers University System; Rutgers University New Brunswick
摘要：One of the most commonly accepted models of relationships among three variables in applied industrial and organizational psychology is the simple moderator effect. However, many authors have expressed concern over the general lack of empirical support for interaction effects reported in the literature. We demonstrate in the current sample that use of a continuous, dependent-response scale instead of a discrete, Likert-type scale, causes moderated regression analysis effect sizes to increase an...
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作者：RALSTON, DA; GUSTAFSON, DJ; ELSASS, PM; CHEUNG, F; TERPSTRA, RH
作者单位：Clark University; State University System of Florida; Florida State University; Chinese University of Hong Kong
摘要：This study assessed the differences and similarities in values among practicing managers in the United States, Hong Kong, and the People's Republic of China. The Chinese Value Survey (CVS), an instrument based on Eastern cultural values, was used instead of the typically used Western instruments. Discriminant analysis was used to identify which of four CVS dimensions accounted for the significant differences among the three subject groups. The models of the discriminant analysis are discussed ...
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作者：SCHWARZWALD, J; KOSLOWSKY, M; SHALIT, B
摘要：The impact of promotion decisions on equity, commitment, and behavioral outcomes was examined in a field setting. Workers in a service company who submitted their candidacy for promotion to either department or division heads were compared with their noncandidate counterparts (total N = 191). Subjects completed surveys after promotion decisions were made. In addition, measures of the subjects' lateness and absence before and after the promotion were available. Data analyzed by level of positio...
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作者：ROBERTS, DR; ROBERTSON, PJ
作者单位：University of Southern California
摘要：According to the positive-findings bias hypothesis, there is a negative relationship between the methodological rigor of evaluations of organization development interventions and the reported success of those interventions. We performed three basic analyses of this issue. The first indicated no differences in rigor across intervention categories. The second indicated no significant negative correlations between rigor and reported success, for the overall sample or for any category of intervent...
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作者：VISWESVARAN, C; SCHMIDT, FL
作者单位：University of Iowa
摘要：Meta-analysis was used to cumulate the results from 633 studies of smoking cessation, involving 71,806 subjects, that reported the proportion of successful quits. Self-care methods do not appear to be as effective as formal intervention methods. Instructional programs involving physicians were not more effective than other instructional programs. Conditioning-based techniques such as aversive methods had success rates similar to those of instructional methods, and among the instructional metho...
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作者：MOTOWIDLO, SJ; CARTER, GW; DUNNETTE, MD; TIPPINS, N; WERNER, S; BURNETT, JR; VAUGHAN, MJ
摘要：Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of .64 (n = 37), a mean criterion-related validity estimate of.22 (n approximately 500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and writte...
