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作者：Kirk, AK; Brown, DF
作者单位：Monash University; La Trobe University
摘要：The concept of a maximum-typical performance dimension has received theoretical and empirical support in research on the construct of job performance. The critical distinction between maximum and typical performance resides in the postulate that under maximum test conditions motivational factors will be constant and maximal. The present study challenges the notion of the maximum performance paradigm by testing the effects of proximal (self-efficacy) and distal (need for achievement) motivation...
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作者：Beal, DJ; Cohen, RR; Burke, MJ; McLendon, CL
作者单位：Purdue University System; Purdue University; Avon Products; Tulane University
摘要：Previous meta-analytic examinations of group cohesion and performance have focused primarily on contextual factors. This study examined issues relevant to applied researchers by providing a more detailed analysis of the criterion domain. In addition, the authors reinvestigated the role of components of cohesion using more modern meta-analytic methods and in light of different types of performance criteria. The results of the authors' meta-analyses revealed stronger correlations between cohesio...
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作者：Maurer, TJ; Weiss, EM; Barbeite, FG
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：Eight hundred employees from across the U.S. work force participated in a detailed 13-month longitudinal study of involvement in learning and development activities. A new model was posited and tested in which the hypothesized sequence was as follows: worker age --> individual and situational antecedents --> perceived benefits of participation and self-efficacy for. development --> attitudes toward development --> intentions to participate --> participation. The results depict a person who is ...
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作者：Parker, SK
作者单位：University of New South Wales Sydney; University of Sydney
摘要：The author discusses results from a 3 year quasi-experimental field study (N = 368), which suggest negative effects on employee outcomes after the implementation of 3 lean production practices: lean teams, assembly lines, and workflow formalization. Employees in all lean production groups were negatively affected, but those in assembly lines fared the worst, with reduced organizational commitment and role breadth self-efficacy and increased job depression. A nonequivalent control group had no ...
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作者：Shaw, JC; Wild, E; Colquitt, JA
作者单位：State University System of Florida; University of Florida
摘要：The authors used R. Folger and R. Cropanzano's (1998, 2001) fairness theory to derive predictions about the effects of explanation provision and explanation adequacy on justice judgments and cooperation, retaliation, and withdrawal responses. The authors also used the theory to identify potential moderators of those effects, including the type of explanation (justification vs. excuse), outcome favorability, and study context. The authors' predictions were tested by using meta-analyses of 54 in...
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作者：Diefendorff, JM; Richard, EM
作者单位：Louisiana State University System; Louisiana State University
摘要：Central to all theories of emotional labor is the idea that individuals follow emotional display rules that specify the appropriate expression of emotions on the job. This investigation examined antecedents and consequences of emotional display rule perceptions. Full-time working adults (N = 152) from a variety of occupations provided self-report data, and supervisors and coworkers completed measures pertaining to the focal employees. Results using structural equation modeling revealed that jo...
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作者：Brown, D; Pipe, ME
作者单位：University of Otago
摘要：Children between 7 and 8 years old took part in a staged event at school and I week later were assessed using a short form of the Wechsler Intelligence scale for children (third edition) and measures of metamemory, narrative ability, and socioeconomic status. Two weeks following the event, children either received narrative elaboration training (NET; K.J. Saywitz & L. Snyder, 1996) and were prompted with the four NET cue cards at interview; received verbal prompts corresponding to the cue card...
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作者：Donovan, JJ; Williams, KJ
作者单位：Virginia Polytechnic Institute & State University; State University of New York (SUNY) System; University at Albany, SUNY
摘要：In an attempt to extend past goal setting research, the present study examined the influence of goal-performance discrepancies (GPDs), causal attributions, and temporal factors on the process of dynamic self-regulation. Goal revision processes were examined longitudinally in a sample of 100 varsity-level college track and field athletes over the course of an 8-week competitive season. The results indicate that an individual's GPD significantly predicted the amount of goal revision engaged in b...
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作者：Lievens, F; Harris, MM; Van Keer, E; Bisqueret, C
作者单位：Ghent University; University of Missouri System; University of Missouri Saint Louis
摘要：This study examined the validity of a broad set of predictors for selecting European managers for a cross-cultural training program in Japan. The selection procedure assessed cognitive ability, personality, and dimensions measured by assessment center exercises and a behavior description interview. Results show that the factor Openness was significantly related to cross-cultural training performance, whereas. cognitive ability was significantly correlated with language acquisition. The dimensi...
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作者：Weyman, AK; Clarke, DD
作者单位：University of Nottingham
摘要：The authors replicated O. Ostberg's (1980) study of forestry workers using a range of personnel groups' in coal mines. Findings demonstrate a high level of consensus between a range of personnel groups for a set of pictorially depicted behavioral risks, at the level of rank order, but significant differences in terms of relative magnitudes. Magnitudes of perceived risk were found to be greater for those closest to the point of hazard than for members of more geographically And experientially d...
