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作者：Simpson, PA; Stroh, LK
作者单位：Loyola University Chicago
摘要：This survey study examined the emotional expression content of human resources jobs and how the content varies by gender. On the basis of findings, it appeared that women more often conform to feminine display rules, which require the suppression of negative emotions and the simulation of positive emotions. In contrast, men more often adopted masculine display rules, which require the suppression of positive emotions and the simulation of negative ones. For both men and women, emotional disson...
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作者：Stark, S; Chernyshenko, OS; Drasgow, F
作者单位：University of Canterbury; University of Illinois System; University of Illinois Urbana-Champaign; State University System of Florida; University of South Florida
摘要：Item response theory differential test functioning (DTF) methods are often used to address issues in personnel selection, but the results are frequently difficult to interpret because statistically significant findings may have little practical importance. In this article, the authors proposed 2 effect size measures for DTF. One related DTF to mean raw score differences across groups; the other related DTF to the 4/5th rule for adverse impact at successive cut scores. The effects of DTF were e...
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作者：Lance, CE; Foster, MR; Gentry, WA; Thoresen, JD
作者单位：University System of Georgia; University of Georgia; University System of Georgia; University of Georgia
摘要：The purpose of this study was (a) to provide additional tests of C. E. Lance, Newbolt, et al.'s (2000) situational specificity (vs. method bias) interpretation of exercise effects on assessment center postexercise dimension ratings and (b) to provide competitive tests of salient dimension versus general impression models of assessor within-exercise evaluations of candidate performance. Results strongly support the situational specificity hypothesis and the general impression model of assessor ...
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作者：DeShon, RP; Kozlowski, SWJ; Schmidt, AM; Milner, KR; Wiechmann, D
作者单位：Michigan State University
摘要：When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals ...
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作者：Baum, JR; Locke, EA
作者单位：University System of Maryland; University of Maryland College Park
摘要：Previous research on entrepreneurship as well as goal, social-cognitive, and leadership theories has guided hypotheses regarding the relationship between entrepreneurial traits and skill (passion, tenacity, and new resource skill) and situationally specific motivation (communicated vision, self-efficacy, and goals) to subsequent venture growth. Data from 229 entrepreneur-chief executive officers and 106 associates in a single industry were obtained in a 6-year longitudinal study. Structural eq...
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作者：de Croon, EM; Sluiter, JK; Blonk, RWB; Broersen, JPJ; Frings-Dresen, MHW
作者单位：University of Amsterdam; Academic Medical Center Amsterdam; Netherlands Organization Applied Science Research
摘要：Based on a model that combines existing organizational stress theory and job transition theory, this 2-year longitudinal study examined antecedents and consequences of turnover among Dutch truck drivers. For this purpose, self-reported data on stressful work (job demands and control), psychological strain (need for recovery after work and fatigue), and turnover were obtained from 820 drivers in 1998 and 2000. In agreement with the model, the results showed that strain mediates the influence of...
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作者：Boswell, WR; Boudreau, JW; Dunford, BB
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Cornell University
摘要：The authors investigate a previously overlooked yet important objective for employee job search-seeking leverage against the current employer. They explore the outcomes and correlates of leverage-seeking search and how it may differ from the more traditional objective for engaging in job search-to change jobs. Results show that leverage-seeking and separation-seeking search objectives associate with different outcomes. The authors also find that characteristics of the work situation and indivi...
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作者：Langfred, CW; Moye, NA
作者单位：Washington University (WUSTL); Vanderbilt University
摘要：A model explaining the relationship between task autonomy and performance is proposed that incorporates 3 different causal mechanisms. The performance benefits of task autonomy may be realized by increased motivation (motivational mechanisms), by capitalization of information asymmetries (informational mechanisms), or by better alignment with task and organizational structures (structural mechanisms). Further, it is proposed that these performance benefits are moderated by a variety of variabl...
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作者：Vancouver, JB; Tischner, EC
作者单位：University System of Ohio; Ohio University
摘要：Control theories claim that information about performance is often used by multiple goal systems. A proposition tested here was that performance information can create discrepancies in self-concept goals, directing cognitive resources away from,the task goal system. To manipulate performance information, 160 undergraduates were given false positive or false negative normative feedback while working on a task that did or did not require substantial cognitive resources.' Half of the participants...
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作者：Goodman, JS; Wood, RE
作者单位：University of Connecticut; University of New South Wales Sydney
摘要：Although increasing feedback specificity is generally beneficial for immediate performance, it can undermine certain aspects of the learning needed for later, more independent performance. The results of the present transfer experiment demonstrate that the effects of increasing feedback specificity on learning depended on what was to be learned, and these effects were partially mediated through the opportunities to learn how to respond to different task conditions during practice. More specifi...
