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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：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：HOM, PW; CARANIKASWALKER, F; PRUSSIA, GE; GRIFFETH, RW
作者单位：George Mason University
摘要：The present study combined meta-analysis with structural equations modeling (SEM) to validate Mobley, Horner, and Hollingsworth's (1978) turnover theory as well as alternative structural networks proposed by Dalessio, Silverman, and Schuck (1986), Hom, Griffeth, and Sellaro (1984), and Bannister and Griffeth (1986). We aggregated correlations from 17 studies (N = 5,013 employees), correcting for unreliability and sampling error. Then we used SEM to assess the models, comparing their relative f...
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作者：OSTROFF, C
摘要：Previous research has consistently shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment. and psychological stress), and organizational performance. Organizational performance data were collected for 298 schools: employee satisfaction...
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作者：AUSTIN, JT; VILLANOVA, P
作者单位：Northern Illinois University
摘要：Individuals differ on multiple aspects of their job-role behavior; criteria are measures that attempt to capture these differences. Measures of criteria are used by several constituencies within applied psychology. Among them, researchers used criteria for the evaluation of theories of work behavior, the effective administration of human resources and the provision of feedback to individuals. One index of the importance of criteria is the observation that most, if not all, of the pioneers of i...
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作者：KATZELL, RA; AUSTIN, JT
作者单位：University System of Ohio; Ohio State University; New York University
摘要：This article reviews the development of industrial-organizational (I-O) psychology in the United States since its beginnings at about the turn of the century. The history is divided into periods, within which are described topics, roles, and forces, with the goal of explaining as well as describing developments. Among the conclusions are that I-O psychology is a dynamic field that has been making contributions both to the science of behavior and to industrial society and that those contributio...
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作者：ARVEY, RD; LANDON, TE; NUTTING, SM; MAXWELL, SE
作者单位：University of Notre Dame
摘要：A construct validation approach was followed to affirm that 8 physical ability test events were significantly related to two important constructs underlying the job performance of police officers: strength and endurance. A sample of 115 incumbent police officers took 8 physical ability tests and were rated by supervisors on their physical performances in their job. LISREL methods were used to test the model specified, and a reasonable fit was achieved. Portions of the model were tested on an i...
