Journal of Applied Psychology

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• An examination of organizational and team commitment in a self-directed team environment AI翻译
  作者：Bishop, JW; Scott, KD
  作者单位：New Mexico State University; Loyola University Chicago
  摘要：A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment, in particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with sup...
• Ancient pygmalion joins contemporary management: A meta-analysis of the result AI翻译
  作者：McNatt, DB
  作者单位：University of Iowa
  摘要：To determine the existence and relative magnitude of the Pygmalion effect among adults within management contexts, a mete-analysis of 17 relevant studies (58 effect sizes; N = 2,874) was conducted to provide an estimate of the population mean effect size and variation from Pygmalion interventions. Performance measures in these studies included exam scores, performance appraisals, and physical output. Results indicate that Pygmalion effects can be fairly strong within some management contexts (...
• Selection based on merit versus demography: Implications across race and gender lines AI翻译
  作者：Stewart, MM; Shapiro, DL
  作者单位：University System of Georgia; University of Georgia; University of North Carolina; University of North Carolina Chapel Hill
  摘要：In a replication and extension of the study by M. E. Heilman, hi. C. Simon, and D. P. Repper (1987), 201 undergraduates participated in a simulation in which they experienced differing selection procedures and outcome feedback. Selection procedures did not have the deleterious effects on women that were found previously. Instead, race interacted with gender to moderate this relationship, and outcome played a significant role in participant self-evaluations. Black participants rated their leade...
• Task conflict and relationship conflict in top management teams: The pivotal role of intragroup trust AI翻译
  作者：Simons, TL; Peterson, RS
  作者单位：Cornell University; Cornell University
  摘要：Task conflict is usually associated with effective decisions, and relationship conflict is associated with poor decisions. The 2 conflict types are typically correlated In ongoing groups, however, which creates a prescriptive dilemma. Three explanations might account for this relationship-misattribution of task conflict as relationship conflict, harsh task conflict tactics triggering relationship conflict, and misattribution of relationship conflict as task conflict. The authors found that int...
• Collective efficacy versus self-efficacy in coping responses to stressors and control: A cross-cultural study AI翻译
  作者：Schaubroeck, J; Lam, SSK; Xie, JL
  作者单位：Drexel University; University of Hong Kong; City University of Hong Kong; University of Toronto; University Toronto Scarborough
  摘要：This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with job demands. Perceiving higher control mitigated the effects of demands on psychological health symptoms and turnover intentions only among American bank tellers reporting high job self-efficacy. Among American tellers reporting low job self-efficacy, perceived control exacerbated the effects of demands. However, in a matched Hong Kong sample, collective efficacy interneted in...
• Adapting the cognitive interview to enhance long-term (35 years) recall of physical activities AI翻译
  作者：Fisher, RP; Falkner, KL; Trevisan, M; McCauley, MR
  作者单位：State University System of Florida; Florida International University; State University of New York (SUNY) System; University at Buffalo, SUNY
  摘要：The cognitive interview (CT) was modified for use in an epidemiological study in which respondents were asked to recall their daily physical activities from the distant past (35 years ago). In comparison to a traditional epidemiological interview, the CI elicited many more responses and also more precise responses. Several practical costs, however, were incurred by the CI: additional time to train interviewers and to conduct interviews and difficulties in coding the responses. The costs and be...
• Personality and job performance: The big five revisited AI翻译
  作者：Hurtz, GM; Donovan, JJ
  作者单位：State University of New York (SUNY) System; University at Albany, SUNY; Virginia Polytechnic Institute & State University
  摘要：Prior meta-analyses investigating the relation between the Big 5 personality dimensions and job performance have all contained a threat to construct validity, in that much of the data included within these analyses was not derived from actual Big 5 measures. In addition, these reviews did not address the relations between the Big 5 and contextual performance. Therefore, the present study sought to provide a meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for...
• Performance appraisal reactions: Measurement, modeling, and method bias AI翻译
  作者：Keeping, LM; Levy, PE
  作者单位：University System of Ohio; University of Akron
  摘要：In this study, the authors attempted to comprehensively examine the measurement of performance appraisal reactions. They first investigated how well the reaction scales, representative of those used in the field measured their substantive constructs. A confirmatory factor analysis indicated that these scales did a favorable jab of measuring appraisal reactions, with a few concerns. The authors also found that the data fit a higher order appraisal reactions model In contrast, a nested model whe...
• Conscientiousness and agreeableness as predictors of rating leniency AI翻译
  作者：Bernardin, HJ; Cooke, DK; Villanova, P
  作者单位：State University System of Florida; Florida Atlantic University; University of North Carolina; Appalachian State University
  摘要：The authors studied the relationship between the Big Five personality factors and rating elevation among 111 students making peer evaluations. It was hypothesized that Conscientiousness (C) scores would be negatively correlated with rating level and that Agreeableness (A) scores would be positively correlated with rating level. We further predicted that individuals who were low on C and high on A would produce the most elevated ratings. As predicted, A scores were positively related to rating ...
• Predictors and outcomes of openness to changes in a reorganizing workplace AI翻译
  作者：Wanberg, CR; Banas, JT
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; Washington University (WUSTL)
  摘要：It is becoming increasingly important for employees to be able to cope with change in the workplace, This longitudinal study examined a set of Individual differences and context-specific predictors of employee openness (i.e., change acceptance and positive view of changes) toward a set of workplace changes. Personal resilience (a composite of self-esteem, optimism, and perceived control) was related to higher levels of change acceptance. Three context-specific variables (information received a...