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Do Desperate Times Call for Desperate Measures? The Effect of Crises on Performance Appraisals 绝望的时代需要绝望的措施吗？危机对绩效评估的影响
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-08-02 DOI: 10.1080/08959285.2022.2108034
Bret Sanner, Karoline Evans, D. Fernández
{"title":"Do Desperate Times Call for Desperate Measures? The Effect of Crises on Performance Appraisals","authors":"Bret Sanner, Karoline Evans, D. Fernández","doi":"10.1080/08959285.2022.2108034","DOIUrl":"https://doi.org/10.1080/08959285.2022.2108034","url":null,"abstract":"ABSTRACT Performance appraisals can have a large impact on organizations and individuals during crises, but they may also be biased by shortcomings in raters’ cognitive processes. Despite the importance of performance appraisals during such periods, only scant research has examined how crises affect cognitive processes in performance ratings. We address this by extending the reflective-impulsive model to develop and test a theoretical model that shows how people assess performance during a crisis. Because crises deplete people’s cognitive resources, we hypothesize that raters will form less accurate impressions of ratees’ task abilities during crises and reduce the weight they assign to ratees’ task abilities in performance ratings. We also hypothesize that raters will positively weight ratees’ team satisfaction more heavily in performance ratings during a crisis, because raters tend to use interpersonal affect as a heuristic during a crisis and feel more positive interpersonal affect toward members who are higher on team satisfaction. Data on members of in-person and virtual teams from before and during the COVID-19 crisis largely support our hypotheses. Our findings respond to calls in the performance appraisal literature to investigate environmental factors; we do so by examining the effect of a critically important environmental factor: a crisis.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43747161","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
Balancing the Teeter Totter: A Dialectical View of Managing Neurodiverse Employees 平衡Teeter-Totter：管理神经多样性员工的辩证观
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-08-01 DOI: 10.1080/08959285.2023.2219061
Christopher E. Whelpley, Haley M. Woznyj
{"title":"Balancing the Teeter Totter: A Dialectical View of Managing Neurodiverse Employees","authors":"Christopher E. Whelpley, Haley M. Woznyj","doi":"10.1080/08959285.2023.2219061","DOIUrl":"https://doi.org/10.1080/08959285.2023.2219061","url":null,"abstract":"ABSTRACT Effective management of autistic employees is a topic germane to the successful integration of individuals on the spectrum into the workplace, but is a question that management researchers are only starting to broach. Unlike past research, we examine successful management for autistic employees without applying a priori leadership constructs traditionally found in the literature. Instead, we use a grounded approach to investigate how managers can effectively structure the day-to-day interactions they have with autistic employees. In doing so, we identify a dialectic between wanting to treat all employees as equal while understanding that different employees have very different needs. Based on this dialectic, we explore managerial behaviors associated with the poles and propose four different management types that lead to different outcomes for employees and organizations. Lastly, we build on aspects of identity negotiation to unpack how managers can balance the dialectic between different needs and wanting equal treatment .","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48840374","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: 1
You Make Me Sick: Abuse at Work and Healthcare Utilization 你让我生病:工作中的虐待和医疗保健利用
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-07-27 DOI: 10.1080/08959285.2022.2104846
M. Thompson, Dawn S. Carlson, Wayne S. Crawford, K. Kacmar, Sally Weaver
{"title":"You Make Me Sick: Abuse at Work and Healthcare Utilization","authors":"M. Thompson, Dawn S. Carlson, Wayne S. Crawford, K. Kacmar, Sally Weaver","doi":"10.1080/08959285.2022.2104846","DOIUrl":"https://doi.org/10.1080/08959285.2022.2104846","url":null,"abstract":"ABSTRACT Though research on abuse at work is abundant, abusive supervision’s effects on healthcare utilization and outcomes remains unknown. We use two working samples (n 1 = 701; n 2 = 155) to test abusive supervision’s effects on subjective health perceptions and objective health and healthcare utilization (i.e., chronic illness and pain medications/diagnoses and number of visits to a medical professional). We argue that work-family balance and burnout serially mediated these effects. Using surveys and electronic health records, we find support tying abusive supervision to both subjective and objective health outcomes. Integrating logic from gender socialization theory, we argue (and find support) for the moderation of these effects by gender, such that the relationships are stronger for men. We conclude with future research directions and organizational implications.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44071209","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 Investigation of the Nature and Consequences of Counterproductive Work Behavior 反生产劳动行为的性质及其后果研究
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-07-25 DOI: 10.1080/08959285.2022.2102635
Alissa C. Fleming, Kimberly E. O'Brien, S. Steele, Kyle C. Scherr
{"title":"An Investigation of the Nature and Consequences of Counterproductive Work Behavior","authors":"Alissa C. Fleming, Kimberly E. O'Brien, S. Steele, Kyle C. Scherr","doi":"10.1080/08959285.2022.2102635","DOIUrl":"https://doi.org/10.1080/08959285.2022.2102635","url":null,"abstract":"ABSTRACT Although seminal research on counterproductive work behavior (CWB) included a seriousness dimension, there has been little investigation of the factors that determine seriousness perceptions and on the relevance of seriousness perceptions for responses to CWB (e.g., sanctions). Study 1 showed that organizationally-targeted CWBs were rated as more serious than interpersonally-targeted CWBs. Degree of harm and CWB motive (personal gain vs. prosocial) were not significantly related to seriousness ratings. In Study 2, minor CWBs resulted in less severe sanctions than more serious CWBs; this effect was greater for informal sanctions than for formal sanctions. Identifying the factors that determine perceptions of seriousness can develop our understanding of the nature of CWB, inform CWB prevention initiatives, and help prevent discriminatory application of sanctions.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44834265","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: 3
Retaining Women in Male-Dominated Occupations across Cultures: The Role of Supervisor Support and Psychological Safety 跨文化留住男性主导职业中的女性：主管支持和心理安全的作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-03-11 DOI: 10.1080/08959285.2022.2050234
C. S. Halliday, Samantha C. Paustian‐Underdahl, C. Stride, Haiyan Zhang
{"title":"Retaining Women in Male-Dominated Occupations across Cultures: The Role of Supervisor Support and Psychological Safety","authors":"C. S. Halliday, Samantha C. Paustian‐Underdahl, C. Stride, Haiyan Zhang","doi":"10.1080/08959285.2022.2050234","DOIUrl":"https://doi.org/10.1080/08959285.2022.2050234","url":null,"abstract":"ABSTRACT Despite the efforts to increase female representation in male-dominated occupations, many organizations are still challenged by a female talent shortage and high turnover in such jobs. We look at perceived supervisor support (PSS) as one factor that may reduce turnover intentions of female employees in male-dominated occupations via enhanced perceptions of psychological safety. Further, we integrate social exchange and social identity theories, with research on cross-cultural management, to develop and test a moderated mediation model in which the relationship between PSS and employee turnover intentions via psychological safety is conditional on employee gender and national levels of gender equality, utilizing a sample of 5,578 R&D employees across 24 countries. Our findings have theoretical and practical implications for retaining female employees in male-dominated occupations across the globe.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44994437","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
Employees’ Improvisational Behavior: Exploring the Role of Leader Grit and Humility 员工的即兴行为：探索领导者Grit和谦逊的作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-03-10 DOI: 10.1080/08959285.2022.2038171
A. Rego, A. Vitória, M. P. e Cunha, Bradley P. Owens, A. Ventura, S. Leal, C. Valverde, Rui Lourenço-Gil
{"title":"Employees’ Improvisational Behavior: Exploring the Role of Leader Grit and Humility","authors":"A. Rego, A. Vitória, M. P. e Cunha, Bradley P. Owens, A. Ventura, S. Leal, C. Valverde, Rui Lourenço-Gil","doi":"10.1080/08959285.2022.2038171","DOIUrl":"https://doi.org/10.1080/08959285.2022.2038171","url":null,"abstract":"ABSTRACT In spite of a growing interest for improvisation in organizations, the microfoundations of improvisation have not been theorized yet. Exploring these microfoundations, we study how employees’ psychological capital (PsyCap) acts as a critical cluster of resources to face improvisational challenges and how leaders who convey grit (operationalized as perseverance of effort: Grit-PE), counterbalanced with humility, create conditions to develop those resources. By building upon the conservation of resources and the dual-systems model of self-regulation theories, our empirical studies suggest that the interaction between two leader-conveyed resources (Grit-PE and humility) creates a contextual resource that helps employees develop PsyCap, thus making them more likely to improvise. The positive effect of high Grit-PE in leaders on employees’ improvisation materializes mainly when leaders also are humble.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49476233","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: 4
You, Me, and the Organization Makes Three: The Organization’s (Adverse) Effect on Relationships among Coworkers 你、我和组织构成三：组织对同事关系的（不利）影响
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-03-06 DOI: 10.1080/08959285.2022.2047686
Kevin S. Cruz, Thomas J. Zagenczyk, Stacey R. Kessler
{"title":"You, Me, and the Organization Makes Three: The Organization’s (Adverse) Effect on Relationships among Coworkers","authors":"Kevin S. Cruz, Thomas J. Zagenczyk, Stacey R. Kessler","doi":"10.1080/08959285.2022.2047686","DOIUrl":"https://doi.org/10.1080/08959285.2022.2047686","url":null,"abstract":"ABSTRACT Organizational leaders seek to cultivate close relationships among employees to positively impact employees’ workplace behaviors. However, to leaders’ detriment, they often do so without focusing on employees’ relationships with the organization itself. Grounded in social exchange theory and conservation of resources theory, we hypothesize that employees’ perceptions of their relationships with their organizations, in the forms of psychological contract breach (PCB) and perceived organizational support (POS), impact their behaviors (deviance and citizenship) toward their coworkers, even when employees have stronger relationships with their coworkers. Results from a sample of 266 employees across two time points suggest that employees who perceive a more positive relationship with their employers (i.e., lower PCB or higher POS) engage in more deviant behaviors toward their coworkers when they have stronger relationships with their coworkers. In contrast, employees engage in fewer deviant behaviors toward their coworkers when they perceive a more negative relationship with their employers (i.e., higher PCB or lower POS). We find no such effects for citizenship behaviors toward coworkers. We believe these results suggest that there may be different theoretical processes operating for interpersonal deviance and interpersonal citizenship toward coworkers.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44283061","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: 3
Introduction to the Special Issue. Personality and the Prediction of Job Performance: More Than the Big Five 特刊简介。人格与工作绩效预测:不只是五大人格
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-01-27 DOI: 10.4324/9780203764398-1
W. C. Borman
{"title":"Introduction to the Special Issue. Personality and the Prediction of Job Performance: More Than the Big Five","authors":"W. C. Borman","doi":"10.4324/9780203764398-1","DOIUrl":"https://doi.org/10.4324/9780203764398-1","url":null,"abstract":"","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47577467","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
License to Retaliate: Good Deeds as a Moral License for Misdeeds in Reaction to Abusive Supervision 报复许可证：善意行为是对滥用监督行为的道德许可证
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-01-25 DOI: 10.1080/08959285.2022.2032069
L. Liang, C. Coulombe, Sarah Skyvington, Douglas J. Brown, Lance Ferris, Huiwen Lian
{"title":"License to Retaliate: Good Deeds as a Moral License for Misdeeds in Reaction to Abusive Supervision","authors":"L. Liang, C. Coulombe, Sarah Skyvington, Douglas J. Brown, Lance Ferris, Huiwen Lian","doi":"10.1080/08959285.2022.2032069","DOIUrl":"https://doi.org/10.1080/08959285.2022.2032069","url":null,"abstract":"ABSTRACT Abusive supervision research demonstrates that subordinates often engage in deviance following abuse despite the negative consequences of doing so. Drawing on moral licensing theory, we propose that the relationship between abusive supervision and deviance is moderated by the extent to which subordinates perform positive voluntary work behaviors. We further suggest that moral disengagement moderates this moral licensing effect and that this relationship will hold when controlling for social exchange principles. In Study 1, we found that the relationship between abusive supervision and organizational deviance was strengthened by high organizational citizenship behavior (OCB) and was not significant at low levels of OCB. In Study 2, we found that the moral licensing effect was strengthened in individuals with a propensity to morally disengage, even when controlling for negative reciprocity beliefs and social exchange orientation. Implications for moral licensing and abusive supervision research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46962531","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
Accountability during Performance Appraisals: The Development and Validation of the Rater Accountability Scale 绩效评估中的问责制:评价者问责制量表的开发与验证
IF 2.2 4区 心理学
Human Performance Pub Date : 2022-01-10 DOI: 10.1080/08959285.2021.2023876
Andrew P. Tenbrink, Andrew B. Speer
{"title":"Accountability during Performance Appraisals: The Development and Validation of the Rater Accountability Scale","authors":"Andrew P. Tenbrink, Andrew B. Speer","doi":"10.1080/08959285.2021.2023876","DOIUrl":"https://doi.org/10.1080/08959285.2021.2023876","url":null,"abstract":"ABSTRACT The purpose of the current study was to create and validate a new measure of rater accountability (RA) for use in performance appraisal (PA) contexts. Previous research has identified the accountability audience as an important moderator of the effects of RA that existing measures do not consider. This new measure of RA, the Rater Accountability Scale (RAS), was developed to capture accountability pressures from different audiences. Across two studies that sampled current managers, the RAS scores achieved adequate fit and acceptable reliability. Initial construct-related validity evidence was collected by exploring relationships with convergent measures, rater characteristics, and appraisal outcomes. Overall, these findings provide support for the use of the RAS in research and applied settings while also helping to build the nomological network of RA.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47193200","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
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