Human Performance最新文献_第6页

Empirical Assessment of Typical versus Maximal Responding in Behavior Description Interviews 行为描述访谈中典型回应与最大回应的实证评估

IF 2.2 4区心理学

Human Performance Pub Date : 2020-08-28 DOI: 10.1080/08959285.2020.1812075

Allen I. Huffcutt, Satoris S. Howes, Susan Dustin, Ashley N. Chmielewski, Corrie A. Marshall, Rachael L. Metzger, Victoria P. Gioia

引用次数: 1

The Development and Validation of STEM Major Embeddedness and University Embeddedness Scales STEM专业嵌入性与大学嵌入性量表的编制与验证

IF 2.2 4区心理学

Human Performance Pub Date : 2020-08-28 DOI: 10.1080/08959285.2020.1802727

D. Major, K. Cigularov, Michael L. Litano, Valerie N. Streets, James M. Henson, Katelyn R. Reynoldson

引用次数: 3

The Dark Tetrad at Work 工作中的黑暗四重奏

IF 2.2 4区心理学

Human Performance Pub Date : 2020-08-26 DOI: 10.1080/08959285.2020.1802728

T. Thibault, E. Kelloway

引用次数: 9

HEXACO Personality and Organizational Citizenship Behavior: A Domain- and Facet-Level Meta-Analysis HEXACO人格与组织公民行为:领域与层面的元分析

IF 2.2 4区心理学

Human Performance Pub Date : 2020-08-01 DOI: 10.1080/08959285.2021.1891072

J. Pletzer, J. Oostrom, Reinout E. de Vries

{"title":"HEXACO Personality and Organizational Citizenship Behavior: A Domain- and Facet-Level Meta-Analysis","authors":"J. Pletzer, J. Oostrom, Reinout E. de Vries","doi":"10.1080/08959285.2021.1891072","DOIUrl":"https://doi.org/10.1080/08959285.2021.1891072","url":null,"abstract":"ABSTRACT Several meta-analyses have demonstrated that personality is an important predictor of organizational citizenship behavior (OCB). However, these meta-analyses have almost exclusively focused on Big Five personality domains, whereas recent evidence suggests that personality might be captured more accurately by the six HEXACO domains. Here, we provide a comprehensive meta-analysis of all HEXACO domain- and facet-level relations with OCB (k = 21). Extraversion (ρ = .347) exhibits the strongest relation with OCB, followed by Conscientiousness (ρ = .319), Agreeableness (ρ = .217), Honesty-Humility (ρ = .208), and Openness to Experience (ρ = .195). Emotionality does not correlate with OCB (ρ = −.002). The six HEXACO domains explain 13.7% of the variance in OCB, whereas the amount of explained variance increases by 3.4% when using the 24 HEXACO facets (R2 = .171). This discrepancy can be explained by masking effects among the facets of Honesty-Humility and Conscientiousness, and by a cancellation effect among the facets of Emotionality. Theoretical, methodological, and practical implications as well as limitations and ideas for future research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"126 - 147"},"PeriodicalIF":2.2,"publicationDate":"2020-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1891072","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48965724","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: 26

Ripple effects of supervisor counterproductive work behavior directed at the organization: using affective events theory to predict subordinates’ decisions to enact CWB 主管针对组织的反作用工作行为的连锁反应：使用情感事件理论预测下属制定CWB的决策

IF 2.2 4区心理学

Human Performance Pub Date : 2020-07-20 DOI: 10.1080/08959285.2020.1791871

Clair A. Reynolds Kueny, Ellen Francka, Mindy K. Shoss, Lucille Headrick, Kaitlyn R Erb

引用次数: 17

The Effects of Emotional Expressions in Negotiation: A Meta-Analysis and Future Directions for Research 情绪表达在谈判中的作用：元分析与未来研究方向

IF 2.2 4区心理学

Human Performance Pub Date : 2020-06-15 DOI: 10.1080/08959285.2020.1783667

Sudeepa Sharma, Hillary Anger Elfenbein, Ruchi Sinha, W. Bottom

{"title":"The Effects of Emotional Expressions in Negotiation: A Meta-Analysis and Future Directions for Research","authors":"Sudeepa Sharma, Hillary Anger Elfenbein, Ruchi Sinha, W. Bottom","doi":"10.1080/08959285.2020.1783667","DOIUrl":"https://doi.org/10.1080/08959285.2020.1783667","url":null,"abstract":"ABSTRACT The rapidly growing body of research on the effect of emotional expressions in negotiation has been the subject of several narrative reviews. Through meta-analysis, we combine relevant findings, compare and integrate moderators, and examine the mediating mechanisms quantitatively. The analysis incorporates 64 published and unpublished studies conducted over three decades. The findings suggest that, generally, negotiators expressing negative emotions will increase counterparts’ concession-making, which presumably enables them to claim more individual value. Expressing negative emotions diminishes trust and other subjective outcomes. Relationships between negative emotions and negotiation outcomes are moderated by factors that are both theoretical (i.e., power, culture, emotion regulation) and methodological (i.e., characteristics of research design, phases of negotiation). Additionally, we tested theoretical frameworks from Emotions as Social Information theory, which describes the processes through which negative emotions influence negotiation outcomes. The effects for concessions are mediated by inference of limits, inference of toughness, and affective reactions. The effect of negative emotions on individual outcomes is mediated by complementary affective reactions. Based on the existing body of work, we make specific calls for further research.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"331 - 353"},"PeriodicalIF":2.2,"publicationDate":"2020-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1783667","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45733665","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: 9

Introduction to the Inaugural Issue of the Annual “Psychometric Development and Evaluation of Measures in the Organizational Sciences” Series 年度“组织科学中心理测量学的发展和评估”系列的创刊号简介

IF 2.2 4区心理学

Human Performance Pub Date : 2020-05-26 DOI: 10.1080/08959285.2020.1789645

W. Arthur

引用次数: 0

Creation and Validation of the Performance Appraisal Motivation Scale (PAMS) 绩效评估动机量表的编制与验证

IF 2.2 4区心理学

Human Performance Pub Date : 2020-05-26 DOI: 10.1080/08959285.2020.1776713

Andrew B. Speer, Andrew P. Tenbrink, Michael G. Schwendeman

引用次数: 4

Increased Business Value for Positive Job Attitudes during Economic Recessions: A Meta-Analysis and SEM Analysis 经济衰退期间积极工作态度带来的商业价值增加：Meta分析和SEM分析

IF 2.2 4区心理学

Human Performance Pub Date : 2020-05-15 DOI: 10.1080/08959285.2020.1758702

James K. Harter, F. Schmidt, Sangeeta Agrawal, Stephanie K. Plowman, Anthony T. Blue

引用次数: 10

Alternative Measures of Employee Commitment: Assessment of Predictive Validity for Performance and Turnover 员工承诺的替代测量:绩效与离职的预测效度评估

IF 2.2 4区心理学

Human Performance Pub Date : 2020-05-13 DOI: 10.1080/08959285.2020.1759071

R. Vance, Stephen J. Jaros, Thomas E. Becker, Alexander S. McKay

{"title":"Alternative Measures of Employee Commitment: Assessment of Predictive Validity for Performance and Turnover","authors":"R. Vance, Stephen J. Jaros, Thomas E. Becker, Alexander S. McKay","doi":"10.1080/08959285.2020.1759071","DOIUrl":"https://doi.org/10.1080/08959285.2020.1759071","url":null,"abstract":"ABSTRACT Two studies assessed the factor structures and predictive validities of alternative measures of workplace commitments. With the assisted living company and MTurk samples, Study 1 examined factor structures of the affective (AC), normative (NC), and continuance commitment (CC) scales and the unitary commitment scale. The internal structures of the AC and unitary commitment scales were sound, but problems were revealed in the structures of the NC and CC scales. Study 2 compared predictive validities of these scales to a simple one-item measure of attachment. Customer service employees of an energy company completed a commitment questionnaire. Subsequently, supervisors rated their job performance. The company provided objective performance metrics and 7 months of turnover records. Relative weight analyses revealed that predictive validities of the NC, CC, and unitary commitment scales were almost entirely subsumed by the AC scale and the attachment item when all measures competed to explain variance in outcomes. Considering the prevalence of use of the established measures, researchers should be aware of their deficiencies.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"164 - 190"},"PeriodicalIF":2.2,"publicationDate":"2020-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1759071","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45559454","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