Prosocial implicit trait policies underlie performance on different situational judgment tests with interpersonal content

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2018-08-08 DOI:10.1080/08959285.2018.1523909

S. J. Motowidlo, F. Lievens, Kamalika Ghosh

引用次数: 11

Abstract

ABSTRACT This study tests the hypothesis that situational judgment tests (SJTs) with interpersonal content reflect implicit beliefs about the utility of prosocial action for job effectiveness and that agreeable people are more likely to believe that prosocial action is effective. Two hundred ninety-four undergraduates completed four different SJTs with interpersonal content and a measure of Agreeableness. Results show that the effectiveness of response options in these SJTs is positively correlated with the level of prosociality they express and that because of their prosocial elements, scores on different SJTs are correlated with one another and with Agreeableness. These results shed light on the construct-related validity of SJTs with interpersonal content and point to the possibility that they can assess prosociality in job settings different from those described in their items.

查看原文本刊更多论文

亲社会内隐特质策略是不同人际内容情境判断测试表现的基础

摘要本研究检验了一种假设，即具有人际内容的情景判断测试（SJT）反映了对亲社会行动对工作有效性的效用的内隐信念，以及随和的人更有可能相信亲社会行动是有效的。294名本科生完成了四项不同的SJT，包括人际关系内容和一致性测量。结果表明，这些SJT中反应选项的有效性与他们表达的亲社会性水平呈正相关，并且由于他们的亲社会因素，不同SJT的得分相互关联，并与一致性相关。这些结果揭示了SJT与人际内容的结构相关有效性，并指出了他们可以在不同于项目中描述的工作环境中评估亲社会性的可能性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.