Journal of Applied Psychology

最新文章

• Predictors and outcomes of networking intensity among unemployed job seekers AI翻译
  作者：Wanberg, CR; Kanfer, R; Banas, JT
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; University System of Georgia; Georgia Institute of Technology; Washington University (WUSTL)
  摘要：This study examined predictors and outcomes of networking intensity (i.e., individual actions directed toward contacting friends, acquaintances, and referrals to get information, leads, or advice on getting a job) during the job searches of a sample of unemployed individuals. The study used a Big Five framework, in which extraversion and conscientiousness were associated with both higher levels of networking intensity and higher use of other traditional job-search methods. Networking comfort (...
• Examining the impact of administration medium on examinee perceptions and attitudes AI翻译
  作者：Richman-Hirsch, WL; Olson-Buchanan, JB; Drasgow, F
  作者单位：California State University System; California State University Fresno; University of Illinois System; University of Illinois Urbana-Champaign
  摘要：The present study explored the impact of administration medium on examinees' affective reactions. The research compared managers' reactions with 3 versions of the Conflict Resolution Skillls Assessment (J. B. Oison-Buchanan et al.. 1998) that were identical in content but varied in terms of the level of technology used: a paper-and-pencil form, a written form administered by computer (i.e., a computerized page-turner), and a multimedia form administered by computer. Managers completing the mul...
• Understanding the latent structure of job performance ratings AI翻译
  作者：Scullen, SE; Mount, MK; Goff, M
  作者单位：North Carolina State University; University of Iowa
  摘要：This study quantified the effects of 5 factors postulated to influence performance ratings: the ratee's general level of performance, the ratee's performance on a specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random measurement error. Two large data sets, consisting of managers (n = 2,350 and n = 2,142) who received developmental ratings on 3 performance dimensions from 7 raters (2 bosses, 2 peers, 2 subordinates, and self) were us...
• Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research AI翻译
  作者：Colquitt, JA; LePine, JA; Noe, RA
  作者单位：State University System of Florida; University of Florida; University System of Ohio; Ohio State University
  摘要：This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxiety, age, cognitive ability, self-efficacy, valence, job involvement) and situational characteristics (e.g., climate). Moreover, training motivation...
• Goal orientation and task demand effects on motivation, affect, and performance AI翻译
  作者：Steele-Johnson, D; Beauregard, RS; Hoover, PB; Schmidt, AM
  作者单位：University System of Ohio; Wright State University Dayton
  摘要：Two studies tested the joint effects of goal orientation and task demands on motivation, affect, and performance, examining different factors affecting task demands. In Study 1 (N = 199), task difficulty was found to moderate the effect of goal orientation on performance and affect (i.e., satisfaction with performance). In Study 2 (N = 189), task consistency was found to moderate the effect of goal orientation on self-efficacy and intrinsic motivation. Results are discussed in relation to self...
• Applicant self-selection: Correlates of withdrawal from a multiple hurdle process AI翻译
  作者：Ryan, AM; Sacco, JM; McFarland, LA; Kriska, SD
  作者单位：Michigan State University
  摘要：The authors examined applicant self-selection from a multiple hurdle hiring process. The relationships of the selection status of 3,550 police applicants (self-selected out prior to 1 of the hurdles, passing, or failing! and perceptions of the organization, commitment to a law enforcement job, expectations regarding the job, employment status, the need to relocate, the opinions of family and friends, and perceptions of the hiring process were examined. Differences between those who stayed in t...
• The effect of organizational structure on perceptions of procedural fairness AI翻译
  作者：Schminke, M; Ambrose, ML; Cropanzano, RS
  作者单位：Creighton University; University of Colorado System; University of Colorado Boulder; Colorado State University System; Colorado State University Fort Collins
  摘要：This study explored the relationship between 3 dimensions of organizational structure-centralization, formalization, and size-and perceptions of procedural and interactional fairness. Data from 11 organizations (N = 209) indicated that, as predicted, centralization was negatively related to perceptions of procedural fairness, and organizational size was negatively related to interactional fairness. However, contrary to predictions, formalization was not related to perceptions of procedural fai...
• Validity of measures of cognitive processes and general ability for learning and performance on highly complex computerized tutors: Is the g factor of intelligence even more general? AI翻译
  作者：Roznowski, M; Dickter, DN; Hong, S; Sawin, LL; Shute, VJ
  作者单位：University System of Ohio; Ohio State University; University of California System; University of California Santa Barbara
  摘要：Theoretical arguments and analyses from 2 studies provide compelling evidence that computerized measures of information-processing skills and abilities are highly useful supplements to more traditional, paper-based measures of general mental ability for predicting individuals' capacity to learn from and perform on highly challenging, multifaceted tutors. These tutors were designed to emulate learning and performance in complex real-world settings. Hierarchical confirmatory factor analysis prov...
• An empirical examination of self-reported work stress among US managers AI翻译
  作者：Cavanaugh, MA; Boswell, WR; Roehling, MV; Boudreau, JW
  作者单位：Cornell University
  摘要：This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge-related self-reported stress is positively related to job satisfaction and negatively related to job search. In contrast, hin...
• Investigating contingencies: An examination of the impact of span of supervision and upward controllingness on leader-member exchange using traditional and multivariate within- and between-entities analysis AI翻译
  作者：Schriesheim, CA; Castro, SL; Yammarino, FJ
  作者单位：University of Miami; Louisiana State University System; Louisiana State University; State University of New York (SUNY) System; Binghamton University, SUNY
  摘要：Using a sample of 150 bank employees, span of supervision and subordinate use of influence tactics were examined as moderators of relationships between leader-member exchange (LMX) and subordinate performance and organizational commitment. Raw score analyses indicate that moderators are present. Span of supervision and upward controlling influence tactics moderate relationships between LMX and both performance and commitment. However, using multiple relationship analysis and multivariate withi...