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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
{"title":"Creation and Validation of the Performance Appraisal Motivation Scale (PAMS)","authors":"Andrew B. Speer, Andrew P. Tenbrink, Michael G. Schwendeman","doi":"10.1080/08959285.2020.1776713","DOIUrl":"https://doi.org/10.1080/08959285.2020.1776713","url":null,"abstract":"ABSTRACT The current study investigated the effects of rater motivations on performance appraisals (PA). Despite rater motivations being important to PAs, there is no established and validated scale to measure rater motives. Within this study, a scale was developed to measure five rater motives. This scale, labeled the Performance Appraisal Motivation Scale (PAMS), was then examined for internal structure and validated using data from current managers. PAMS exhibited acceptable internal structure and displayed an expected pattern of relationships with individual difference variables, situational variables, other rater motives, and rating outcomes. Overall, results provide evidence in support of PAMS’ construct validity. The findings also help establish empirical linkages between rater motivations and important variables within the nomological network of rater motivation.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1776713","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47410404","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
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
{"title":"Increased Business Value for Positive Job Attitudes during Economic Recessions: A Meta-Analysis and SEM Analysis","authors":"James K. Harter, F. Schmidt, Sangeeta Agrawal, Stephanie K. Plowman, Anthony T. Blue","doi":"10.1080/08959285.2020.1758702","DOIUrl":"https://doi.org/10.1080/08959285.2020.1758702","url":null,"abstract":"ABSTRACT Using a database of 171 studies across 62,965 organizational units with job attitude data and business performance outcomes ranging from 1994 to 2015, we tested the hypothesis that positive employee job attitudes relate more strongly to business unit success during bad economic times than during favorable economic times. Results showed that although the relationship between favorable job attitudes and unit-level performance is positive and generalizable across all time periods, the relationships between job attitudes and all business success outcomes studied (profitability, productivity, turnover, and customer perceptions) were substantially stronger during the recession years of 2001, 2002, 2008, and 2009 in comparison to other years. Favorable employee job attitudes may provide extra assistance that helps business units continue to achieve under challenging economic conditions.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1758702","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45358831","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: 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":null,"pages":null},"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
Capturing Trends in Industrial-Organizational Psychology: A Shiny Web Application 把握产业组织心理学的发展趋势：一个闪亮的Web应用程序
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-04-15 DOI: 10.1080/08959285.2020.1751165
James Rigby, Zach Traylor
{"title":"Capturing Trends in Industrial-Organizational Psychology: A Shiny Web Application","authors":"James Rigby, Zach Traylor","doi":"10.1080/08959285.2020.1751165","DOIUrl":"https://doi.org/10.1080/08959285.2020.1751165","url":null,"abstract":"ABSTRACT The present paper describes the purpose, and documents the primary functions of an open-source, Shiny web application developed for anyone interested in industrial-organizational psychology (trends.j-rigby.com). The application allows users to query the abstracts of over 150,000 peer-reviewed publications in 85 academic journals published in 1950 and thereafter that were sourced from Elsevier’s citation database, Scopus. Future goals include the incorporation of different frequency metrics and a peer-reviewed outlet recommendation system. Publication- and citation-related trends are plotted in accordance with the user-specified query, and publications meeting one’s query are displayed in tabular form, with an option to download a .csv of said table. All of the code and related materials, including the full database, are available via GitHub (https://github.com/jimmyrigby94/trends_in_io).","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1751165","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48573066","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
How Do Leader–Member Interactions Influence the HRM–Performance Relationship? A Multiple Exchange Perspective 领导-成员互动如何影响人力资源管理-绩效关系？多重交换视角
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-04-12 DOI: 10.1080/08959285.2020.1746315
Huikun Chang, S. Son, Jongwook Pak
{"title":"How Do Leader–Member Interactions Influence the HRM–Performance Relationship? A Multiple Exchange Perspective","authors":"Huikun Chang, S. Son, Jongwook Pak","doi":"10.1080/08959285.2020.1746315","DOIUrl":"https://doi.org/10.1080/08959285.2020.1746315","url":null,"abstract":"ABSTRACT Recently, the strategic human resource management literature has witnessed a burgeoning interest in examining individual perceptions of HRM. However, this line of research primarily focuses on unlocking mediating processes through which experienced HR practices affect outcomes. Here, we extend the current discourse by investigating how the quality of relationship with first-line managers (FLMs) interacts with individual’s experienced high-performance work systems (HPWS) in explaining variance in such individual outcomes as task performance and knowledge sharing. Analyses of 160 dyadic data demonstrated that individual–level HPWS is positively associated with both performance measures. More conspicuously, we found that the effects of HPWS on employee outcomes become weaker under the condition of high LMX and interactional justice. We discuss the implications of our findings.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1746315","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47546729","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
Understanding How Resilience is Measured in the Organizational Sciences 理解弹性是如何在组织科学中测量的
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-04-07 DOI: 10.1080/08959285.2020.1744151
Shannon K. Cheng, Danielle D. King, F. Oswald
{"title":"Understanding How Resilience is Measured in the Organizational Sciences","authors":"Shannon K. Cheng, Danielle D. King, F. Oswald","doi":"10.1080/08959285.2020.1744151","DOIUrl":"https://doi.org/10.1080/08959285.2020.1744151","url":null,"abstract":"ABSTRACT Resilience is a topic of growing interest in the workplace; however, regarding its definition and measurement, a wide range of perspectives and idiosyncrasies persist. We take a closer look at the state of resilience through item-level analyses of 14 publicly available measures. In Study 1, relevance ratings revealed that many items from the measures were not aligned with subject matter experts’ (SMEs) conceptualizations of resilience. In Study 2, SMEs were able to sort the relevant items reliably into eight categories. In Study 3, four factors summarized participant responses to these items, and these factors aligned with the categories from Study 2. Moreover, resilience scales based on these four factors demonstrated expected patterns of convergent and discriminant validity. Implications for resilience theory and measurement are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-04-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1744151","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48479311","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: 17
Help Not Wanted! Examining Factors that Influence Help Acceptance 不需要帮助!考察影响接受帮助的因素
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-02-21 DOI: 10.1080/08959285.2020.1731813
A. Hetrick, Marie S. Mitchell
{"title":"Help Not Wanted! Examining Factors that Influence Help Acceptance","authors":"A. Hetrick, Marie S. Mitchell","doi":"10.1080/08959285.2020.1731813","DOIUrl":"https://doi.org/10.1080/08959285.2020.1731813","url":null,"abstract":"ABSTRACT We predict that contextual attributes (i.e., employees’ need for help) and offeror attributes (i.e., offeror’s performance, political nature) indirectly influence employee help acceptance through employees’ willingness to accept obligation and exploitation concerns (i.e., social loafing concerns, distrust). Study 1 is an experimental design and demonstrated that contextual and offeror attributes influence employees’ willingness to accept obligation and exploitation concerns, but only the offeror attributes (i.e., offeror performance and political nature) indirectly influence help acceptance through willingness to accept obligation and exploitation concerns. Study 2 is a field study of working adults to test the predictions while controlling for the direct effect of coworker exchange on help acceptance. The results of Study 2 replicated the results from Study 1.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1731813","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44057088","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
Development and Validation of the State Regulatory Focus Scale 国家监管重点量表的编制与验证
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-02-10 DOI: 10.1080/08959285.2019.1710513
Anna F. Gödöllei, James W. Beck
{"title":"Development and Validation of the State Regulatory Focus Scale","authors":"Anna F. Gödöllei, James W. Beck","doi":"10.1080/08959285.2019.1710513","DOIUrl":"https://doi.org/10.1080/08959285.2019.1710513","url":null,"abstract":"ABSTRACT Promotion- and prevention-focused regulation influence a variety of workplace behaviors, including innovation and safety performance. Although regulatory foci are theorized to vary both between- and within-individuals, little within-person research has been conducted. One reason for this gap is the lack of a well-validated state regulatory focus scale. Thus, across four studies (total N = 1,300), we develop and validate the State Regulatory Focus Scale (SRFS). We find that the scale scores are reliable, exhibit measurement invariance, and demonstrate convergent, divergent, and predictive validity. In addition, the SRFS detects changes in state regulatory foci in response to a regulatory focus induction. Overall, within-person regulatory foci relationships matched meta-analytic estimates, although were weaker compared to the between-person level relationships. We conclude with recommendations for future research.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1710513","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44731382","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: 5
I Am Talking but Are You Listening? The Effects of Challenge and Hindrance Stressors on Effective Communication 我在说话，但你在听吗？挑战和阻碍压力对有效沟通的影响
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-02-03 DOI: 10.1080/08959285.2020.1724111
Eryue Teng, Li Zhang, Ming Lou
{"title":"I Am Talking but Are You Listening? The Effects of Challenge and Hindrance Stressors on Effective Communication","authors":"Eryue Teng, Li Zhang, Ming Lou","doi":"10.1080/08959285.2020.1724111","DOIUrl":"https://doi.org/10.1080/08959285.2020.1724111","url":null,"abstract":"ABSTRACT Drawing upon the job demands-resources (JD-R) model, we examined the effects of challenge and hindrance stressors on effective communication and the jointly moderating effects of supervisor communication and employee’s active listening. Results from a sample of 238 employees and their 50 supervisors indicated that challenge stressors were positively related to effective communication and this positive effect was amplified by supervisor communication. Moreover, hindrance stressors were negatively related to effective communication, and this negative effect was buffered by supervisor communication. More importantly, the buffering effect of supervisor communication was amplified when employees’ active listening was high. Theoretical and practical implications were discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1724111","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42329827","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
Capturing Resilience in Context: Development and Validation of a Situational Judgment Test of Resilience 在情境中捕捉弹性:弹性情境判断测试的开发与验证
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-01-05 DOI: 10.1080/08959285.2019.1709069
Yuejia Teng, M. Brannick, W. C. Borman
{"title":"Capturing Resilience in Context: Development and Validation of a Situational Judgment Test of Resilience","authors":"Yuejia Teng, M. Brannick, W. C. Borman","doi":"10.1080/08959285.2019.1709069","DOIUrl":"https://doi.org/10.1080/08959285.2019.1709069","url":null,"abstract":"ABSTRACT We developed a 40-item situational judgment test (R-SJT) to capture resilience in context. The scoring key was developed using a crowd-sourcing method (N = 100) and pilot-tested (N = 62). A new sample (N = 208) was used to investigate validity of the R-SJT scores. The R-SJT scores demonstrated acceptable levels of internal consistency, convergent validity, and evidence of better discriminant and criterion-related validity, compared to three Likert-type resilience measures. Scores on the R-SJT moderately correlated with the three resilience scales and personality measures including hardiness, negative affect, agreeableness, conscientiousness, and neuroticism. The R-SJT showed incremental validity beyond traditional resilience measures and personality for criterion measures of psychological adjustment (i.e., depression, anxiety, and stress). The R-SJT appears to be a viable instrument to measure resilience.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1709069","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48005708","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
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