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Prosocial implicit trait policies underlie performance on different situational judgment tests with interpersonal content 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
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-08-08 DOI: 10.1080/08959285.2018.1523909
S. J. Motowidlo, F. Lievens, Kamalika Ghosh
{"title":"Prosocial implicit trait policies underlie performance on different situational judgment tests with interpersonal content","authors":"S. J. Motowidlo, F. Lievens, Kamalika Ghosh","doi":"10.1080/08959285.2018.1523909","DOIUrl":"https://doi.org/10.1080/08959285.2018.1523909","url":null,"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.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1523909","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48858650","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 11
Goal Difficulty and Creative Performance: The Mediating Role of Stress Appraisal 目标难度与创造性表现：压力评估的中介作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-05-27 DOI: 10.1080/08959285.2018.1499024
A. Espedido, Ben J. Searle
{"title":"Goal Difficulty and Creative Performance: The Mediating Role of Stress Appraisal","authors":"A. Espedido, Ben J. Searle","doi":"10.1080/08959285.2018.1499024","DOIUrl":"https://doi.org/10.1080/08959285.2018.1499024","url":null,"abstract":"ABSTRACT We investigated whether the effect of goal difficulty on creativity may be clarified by examining how people appraise their working conditions. In an experiment, 157 undergraduate students completed a divergent thinking task for which goal difficulty was manipulated. Stress appraisals were assessed through self-reports, and creativity was evaluated by independent judges. Results indicated that difficult goals, although categorized as a challenge stressor, can also be appraised as a hindrance and/or a threat. Although there was a direct positive effect of difficult goals on creative performance, hindrance appraisals partially mediated a negative relationship between goal difficulty and creative performance. Results highlight that stress appraisals can help clarify inconsistent effects of stressors, with implications for managing creativity.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1499024","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48030871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 20
An Evaluation of Occupational Behavior in Individuals with and without Attention Deficit/Hyperactivity Disorder 注意力缺陷/多动障碍患者和非注意力缺陷/多动症患者的职业行为评价
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-05-27 DOI: 10.1080/08959285.2018.1489809
G. Fabiano, K. Hulme, Sandro M Sodano, Abigail Caserta, Karen Hulme, Gina R. Stephan, Alyssa C. Smyth
{"title":"An Evaluation of Occupational Behavior in Individuals with and without Attention Deficit/Hyperactivity Disorder","authors":"G. Fabiano, K. Hulme, Sandro M Sodano, Abigail Caserta, Karen Hulme, Gina R. Stephan, Alyssa C. Smyth","doi":"10.1080/08959285.2018.1489809","DOIUrl":"https://doi.org/10.1080/08959285.2018.1489809","url":null,"abstract":"ABSTRACT Attention deficit/hyperactivity disorder (ADHD) is now conceptualized as a life-course persistent disorder, including impairments in the occupational functional domains. Occupational impairment is one of the considerations in contemporary diagnostic criteria for ADHD. This study compares the workplace behavior of 26 young adults without ADHD to 24 young adults with ADHD in a simulated pizza restaurant and delivery setting on a job application completion task, in a job interview, and on job performance tasks. Results indicated that there were significant differences in masked ratings of job interview performance, favoring the performance of individuals without ADHD. No significant differences were obtained for job applications and job performance. Results suggest that job interviewing skills may be an important area to address for individuals with ADHD entering the workforce.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1489809","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47886697","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 6
Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations 从人格特质预测谈判表现:跨多个职业的实地研究
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-05-27 DOI: 10.1080/08959285.2018.1481407
Sudeepa Sharma, Hillary Anger Elfenbein, Jeff L. Foster, W. Bottom
{"title":"Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations","authors":"Sudeepa Sharma, Hillary Anger Elfenbein, Jeff L. Foster, W. Bottom","doi":"10.1080/08959285.2018.1481407","DOIUrl":"https://doi.org/10.1080/08959285.2018.1481407","url":null,"abstract":"ABSTRACT Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1481407","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48394995","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 33
Team Development: Definition, Measurement and Relationships with Team Effectiveness 团队发展：定义、衡量以及与团队效能的关系
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-03-15 DOI: 10.1080/08959285.2018.1455685
C. Peralta, P. Lourenço, P. Lopes, Cátia Baptista, Leonor Pais
{"title":"Team Development: Definition, Measurement and Relationships with Team Effectiveness","authors":"C. Peralta, P. Lourenço, P. Lopes, Cátia Baptista, Leonor Pais","doi":"10.1080/08959285.2018.1455685","DOIUrl":"https://doi.org/10.1080/08959285.2018.1455685","url":null,"abstract":"ABSTRACT This article describes the development and validation of a theory-based measure of team development. Drawing on 3 independent samples, including multisource and 2-wave data, we found support for the scale’s theoretical multidimensionality. Convergent and discriminant validity was established, and criterion-related validity was determined through the scale’s relation with 3 facets of team effectiveness: viability, extrarole performance, and reputation. We conclude that the 29-item measure is valid and reliable for the assessment of team development. Theoretically, we shed light on the dimensionality of team development and extend the available knowledge on its nomological network. Practical implications for enhancing team effectiveness via team development are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1455685","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49491455","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 20
Basic Psychological Need Satisfaction, Recovery State, and Recovery Timing 基本心理需求满足、恢复状态和恢复时机
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-03-15 DOI: 10.1080/08959285.2018.1466889
Madelon L. M. van Hooff, P. Flaxman, M. Söderberg, C. Stride, S. Geurts
{"title":"Basic Psychological Need Satisfaction, Recovery State, and Recovery Timing","authors":"Madelon L. M. van Hooff, P. Flaxman, M. Söderberg, C. Stride, S. Geurts","doi":"10.1080/08959285.2018.1466889","DOIUrl":"https://doi.org/10.1080/08959285.2018.1466889","url":null,"abstract":"ABSTRACT This study aimed to provide insight into recovery from work-related load effects by examining (a) whether basic psychological need (BPN) satisfaction during nonwork days facilitates recovery, (b) whether the effect of BPN satisfaction is stronger in case of an unfavorable initial recovery state, and (c) whether the association between BPN satisfaction and recovery is stronger on nonwork weekend days compared to nonwork weekdays. Data were collected across 7 consecutive days from 205 employees (39% shift workers). Fatigue and depressed mood were assessed as indicators of (failed) recovery. Multilevel analyses revealed that BPN satisfaction during nonwork days was related to improved recovery state. This association was stronger (a) if employees had experienced elevated fatigue on the preceding day and (b) on nonwork weekend days compared to nonwork weekdays.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1466889","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45553312","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 8
Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes 解开内隐攻击性与反生产工作行为的关系：工作态度的作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-03-15 DOI: 10.1080/08959285.2018.1455686
Zvonimir Galić, Mitja Ružojčić, Željko Jerneić, Maša Tonković Grabovac
{"title":"Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes","authors":"Zvonimir Galić, Mitja Ružojčić, Željko Jerneić, Maša Tonković Grabovac","doi":"10.1080/08959285.2018.1455686","DOIUrl":"https://doi.org/10.1080/08959285.2018.1455686","url":null,"abstract":"ABSTRACT Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1455686","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45720897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
Corrigendum 勘误表
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-01-01 DOI: 10.1080/08959285.2018.1449793
{"title":"Corrigendum","authors":"","doi":"10.1080/08959285.2018.1449793","DOIUrl":"https://doi.org/10.1080/08959285.2018.1449793","url":null,"abstract":"","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1449793","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45696346","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
An Information-Processing-Based Conceptual Framework of the Effects of Unproctored Internet-Based Testing Devices on Scores on Employment-Related Assessments and Tests 基于信息处理的无监考互联网测试设备对就业相关评估和测试分数影响的概念框架
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-01-01 DOI: 10.1080/08959285.2017.1403441
W. Arthur, Nathanael L. Keiser, D. Doverspike
{"title":"An Information-Processing-Based Conceptual Framework of the Effects of Unproctored Internet-Based Testing Devices on Scores on Employment-Related Assessments and Tests","authors":"W. Arthur, Nathanael L. Keiser, D. Doverspike","doi":"10.1080/08959285.2017.1403441","DOIUrl":"https://doi.org/10.1080/08959285.2017.1403441","url":null,"abstract":"ABSTRACT The widespread use of unproctored Internet-based testing (UIT) in employment-related assessments has resulted in a burgeoning use of mobile devices to complete these assessments. Coupled with this is a concomitant interest in UIT-device-type effects, specifically, differences or lack thereof between assessments completed on “mobile” versus “nonmobile” devices. However, there is limited theoretical or conceptual work that seeks to explain the observed effects of UIT device type on test scores. Consequently, this article first presents a review of the extant empirical literature and then, on the basis of that, presents a framework—the structural characteristics/information processing framework—for psychologically conceptualizing the effect of UIT device types on test and assessment scores. The framework is used to explain previous findings and advance testable propositions for future research.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2017.1403441","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46304255","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 29
How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests 情商如何让你得到这份工作:特质情商和人格测试作假之间的关系
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-01-01 DOI: 10.1080/08959285.2017.1407320
D. Pelt, Dimitri van der Linden, M. Born
{"title":"How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests","authors":"D. Pelt, Dimitri van der Linden, M. Born","doi":"10.1080/08959285.2017.1407320","DOIUrl":"https://doi.org/10.1080/08959285.2017.1407320","url":null,"abstract":"ABSTRACT This study examined trait emotional intelligence (EI) in relation to the ability to fake on personality tests. Undergraduate students (N = 129) were first instructed to fill out a personality inventory honestly, and subsequently in such a way as to maximize their chances of obtaining two distinctive job positions (lawyer and file clerk). Participants were able to change their scores in line with the hypothesized job profiles. Regression analyses showed that EI statistically predicted faking ability to an equal degree in both job scenarios. Finally, EI showed incremental validity over general mental ability and the Big Five personality traits in predicting the ability to fake. Possible implications of the results for the predictive validity of personality tests are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2017.1407320","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43628578","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 11
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