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作者：Tonidandel, S; Quiñones, MA; Adams, AA
作者单位：Rice University
摘要：This study examined how specific features of adaptive tests are related to test takers' reactions, Participants took a computer-adaptive test in which 2 features, difficulty of the initial item and difficulty of subsequent items, were manipulated, then responded to questionnaires assessing their reactions to the test. The data show that the relationship between a test's objective difficulty, which was determined by the 2 manipulated test characteristics, and reactions was fully mediated by per...
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作者：Gully, SM; Incalcaterra, KA; Joshi, A; Beaubien, JM
作者单位：Rutgers University System; Rutgers University New Brunswick; George Mason University; University of Illinois System; University of Illinois Urbana-Champaign; American Institutes for Research
摘要：Meta-analytic techniques were used to examine level of analysis and interdependence as moderators of observed relationships between task-specific team-efficacy, generalized potency, and performance. Sixty-seven empirical studies yielding 256 effect sizes were identified and meta-analyzed. Results demonstrated that relationships are moderated by level of analysis. Effect sizes were stronger at the team level (rho = .39) than at the individual level (rho = .20). At the team level, both team-effi...
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作者：Lee, K; Allen, NJ
作者单位：Western University (University of Western Ontario)
摘要：To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction w...
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作者：Raju, NS; Laffitte, LJ; Byrne, BM
作者单位：Illinois Institute of Technology; University of Ottawa
摘要：Current interest in the assessment of measurement equivalence emphasizes 2 major methods of analysis. The authors offer a comparison of a linear method (confirmatory factor analysis) and a nonlinear method (differential item and test functioning using item response theory) with an emphasis on their methodological similarities and differences. The 2 approaches test for the equality of true scores (or expected raw scores) across 2 populations when the latent (or factor) score is held constant. B...
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作者：Sherony, KM; Green, SG
作者单位：Purdue University System; Purdue University
摘要：The study of leadership exchanges is extended by studying both leader-member exchanges (LMXs) and coworker exchanges (CWXs). Data from 110 coworker dyads were used to examine relationship.,; between LMXs and CWXs and between exchange relationships and work attitudes. As predicted, the interaction between 2 coworkers' LMX scores predicted CWX quality for the coworker dyad. Also, after controlling for LMX, greater diversity in a worker's CWX relationships was negatively related to his or her org...
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作者：Rhoades, L; Eisenberger, R
作者单位：University of Delaware
摘要：The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job sa...
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作者：Smith, DB; Ellingson, JE
作者单位：Rice University; Rice University; University System of Ohio; Ohio State University
摘要：Although there is an emerging consensus that social desirability does not meaningfully affect criterion-related validity, several researchers have reaffirmed the argument that social desirability degrades the construct validity of personality measures. Yet, most research demonstrating the adverse consequences of faking for construct validity uses a fake-good instruction set. The consequence of such a manipulation is to exacerbate the effects of response distortion beyond what would be expected...
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作者：Groth, M; Goldman, BM; Gilliland, SW; Bies, RJ
作者单位：University of New South Wales Sydney; University of Arizona; Georgetown University
摘要：This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance received, their organizational tenure, and their commitment to legal claiming were assessed. Results showed that individuals who made strong external at...
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作者：Slaughter, JE; Sinar, EF; Bachiochi, PD
作者单位：Louisiana State University System; Louisiana State University; Connecticut State University System; Eastern Connecticut State University
摘要：This study examined the effects of plan content and previous experience with discrimination on Black respondents' reactions to affirmative action plans. Black engineering students (N = 1,173) were randomly assigned to 1 of 6 plans implemented by a hypothetical organization and were asked to provide ratings of perceived fairness and intention to pursue a position at the organization. There were significant effects of plan content on perceived fairness and job pursuit intentions. Perceived fairn...
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作者：Gully, SM; Payne, SC; Koles, KLK; Whiteman, JAK
作者单位：Rutgers University System; Rutgers University New Brunswick; Texas A&M University System; Texas A&M University College Station; George Mason University; University System of Maryland; University of Maryland College Park
摘要：The authors examined the effectiveness of error training for trainees with different levels of cognitive ability, openness to experience, or conscientiousness. Participants (N = 181) were randomly assigned to control, error-encouragement, or error-avoidance conditions and trained to perform a decision-making simulation. Declarative knowledge, task performance, and self-efficacy were measured posttraining. Findings suggest the effectiveness of error training is dependent on the cognitive abilit...
