发布求助
文献互助 智能选刊 最新文献

Human Performance最新文献

筛选
英文 中文
Let’s Talk it Out: The Effects of Calibration Meetings on Performance Ratings 让我们说出来:校准会议对性能评级的影响
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-05-07 DOI: 10.1080/08959285.2019.1609477
Andrew B. Speer, Andrew P. Tenbrink, Michael G. Schwendeman
{"title":"Let’s Talk it Out: The Effects of Calibration Meetings on Performance Ratings","authors":"Andrew B. Speer, Andrew P. Tenbrink, Michael G. Schwendeman","doi":"10.1080/08959285.2019.1609477","DOIUrl":"https://doi.org/10.1080/08959285.2019.1609477","url":null,"abstract":"ABSTRACT Despite their use in practice, calibration meetings of performance appraisal ratings have received little attention in the academic literature to date. The current paper addresses this gap by formally defining calibration meetings and by investigating the nature and impact of calibration meetings on performance ratings across two field studies. Results indicated that calibration meetings do occur in organizations. The nature and cadence of calibration meetings varied considerably, but managers generally perceived calibrations as attempts to improve rating quality. Calibration meetings were also associated with increases in perceived frame-of-reference, perceived accountability, and perceived total information to base ratings upon. Further, results showed that post-calibration ratings correlated more with other measures assessing the job performance domain than pre-calibration ratings.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-05-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1609477","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41568030","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
Organizational Politics and Deviance: Exploring the Role of Political Skill 组织政治与偏差：探究政治技能的作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-03-15 DOI: 10.1080/08959285.2019.1597100
Wayne S. Crawford, Esther Lamarre, K. Kacmar, Kenneth J. Harris
{"title":"Organizational Politics and Deviance: Exploring the Role of Political Skill","authors":"Wayne S. Crawford, Esther Lamarre, K. Kacmar, Kenneth J. Harris","doi":"10.1080/08959285.2019.1597100","DOIUrl":"https://doi.org/10.1080/08959285.2019.1597100","url":null,"abstract":"ABSTRACT Building on social exchange theory, this study examines the relationship between perceptions of organizational politics and employee performance and interpersonal skills. We hypothesized that perceptions of organizational politics create an imbalance in the exchange relationship between employee and organization, which leads to organizational deviance. We also hypothesized that supervisors may attempt to rebalance the exchange relationship by providing lower performance and interpersonal skills ratings. Finally, we suggest that politically skilled employees avoid an increase in negative ratings. The present study demonstrates that perceptions of organizational politics may lead to negative employee behaviors and reduced supervisors’ ratings in an effort to rebalance the exchange relationship. In addition, politically skilled employees may avoid increased negative ratings when politics perceptions are high.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1597100","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42415102","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: 42
Employee-experienced High-performance Work Systems in Facilitating Employee Helping and Voice: The Role of Employees’ Proximal Perceptions and Trust in the Supervisor 员工经验的高效工作系统在促进员工帮助和发声:员工对主管的近端感知和信任的作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-03-15 DOI: 10.1080/08959285.2019.1587765
Chun-Hsiao Wang, V. Baba, R. Hackett, Ying Hong
{"title":"Employee-experienced High-performance Work Systems in Facilitating Employee Helping and Voice: The Role of Employees’ Proximal Perceptions and Trust in the Supervisor","authors":"Chun-Hsiao Wang, V. Baba, R. Hackett, Ying Hong","doi":"10.1080/08959285.2019.1587765","DOIUrl":"https://doi.org/10.1080/08959285.2019.1587765","url":null,"abstract":"ABSTRACT Relative to previous research concerning the positive association between high-performance work systems (HPWS) and employees’ voice and helping, we examined a wider range of mediators reflecting employees’ ability, motivation, and opportunity to expand their citizenship-based role definitions. Trust in the supervisor was also investigated as a boundary condition on the relationships in question. Multisource data, collected in 4 waves, from 208 supervisor–employee dyads showed that employees’ efficacy, instrumentality, and autonomy perceptions concerning voice mediated the association between employee-experienced HPWS and expanded role definition for voice. Instrumentality mediated the relationship between employee-experienced HPWS and expanded role definition for helping. The positive links between employee-experienced HPWS and both supervisor-rated helping and voice were mediated by employees’ role definitions. Trust in the supervisor positively moderated the mediated effects.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1587765","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42467680","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: 16
Intending to Leave But No Place to Go: An Examination of the Behaviors of Reluctant Stayers 想离开却无处可去——对不情愿留守者行为的考察
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-03-07 DOI: 10.1080/08959285.2019.1578964
S. Sheridan, C. Crossley, Ryan M Vogel, Marie S. Mitchell, R. Bennett
{"title":"Intending to Leave But No Place to Go: An Examination of the Behaviors of Reluctant Stayers","authors":"S. Sheridan, C. Crossley, Ryan M Vogel, Marie S. Mitchell, R. Bennett","doi":"10.1080/08959285.2019.1578964","DOIUrl":"https://doi.org/10.1080/08959285.2019.1578964","url":null,"abstract":"ABSTRACT We extend recent conceptual work on withdrawal states and develop a framework to examine behavioral tendencies of reluctant stayers (i.e., employees who desire to leave but cannot). Although principles of self-interest suggest that these employees ought to behave appropriately to maintain employment, reactance theory suggests that the combination of high turnover intentions and low job alternatives may result in lower performance and greater deviance. Contrary to conventional wisdom but consistent with reactance theory, low perceived job alternatives strengthened the positive relationship between turnover intentions and deviance, as well as the negative relation between intentions to quit and task performance. Moderated-mediation analyses revealed that the indirect effect of work frustration (via turnover intentions) was stronger on task performance and deviance when perceived job alternatives were low rather than high.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1578964","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46507397","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
Voice, creativity, and big five personality traits: A meta-analysis 声音、创造力和五大人格特征:荟萃分析
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-12-07 DOI: 10.1080/08959285.2018.1550782
Mortaza Zare, Carol Flinchbaugh
{"title":"Voice, creativity, and big five personality traits: A meta-analysis","authors":"Mortaza Zare, Carol Flinchbaugh","doi":"10.1080/08959285.2018.1550782","DOIUrl":"https://doi.org/10.1080/08959285.2018.1550782","url":null,"abstract":"ABSTRACT Due to the benefits of voice and creativity on organizations’ effectiveness, scholars have tried to understand the reasons why employees engage in voice and creativity and determine the antecedents of these behaviors, including the role of personality. Previous literature, however, has shown inconsistent results about the effect of personality on voice and creativity. Addressing these inconsistencies, the authors use a meta-analytic approach to examine these relationships and to test potential boundary conditions that might exist in these relationships. This study also seeks to provide empirical support for the previous theoretical claims of similarity between voice and creativity. Clarifying these points, the results of this meta-analysis showed that Openness to Experience, Extraversion, and Conscientiousness are good predictors of creativity and voice. The findings also reveal similar directions and magnitudes of effects sizes in most of the relationships between the Big Five, voice, and creativity, which appears to support the similarities between voice and creativity. The moderation results provide further information about the role of gender differences, the sample type (student/employee sample), and the source of rating (self/other reporting) in these relationships.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1550782","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43804924","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: 57
Development and validation of a HEXACO situational judgment test HEXACO情景判断测试的开发和验证
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-11-14 DOI: 10.1080/08959285.2018.1539856
J. Oostrom, Reinout E. de Vries, M. de Wit
{"title":"Development and validation of a HEXACO situational judgment test","authors":"J. Oostrom, Reinout E. de Vries, M. de Wit","doi":"10.1080/08959285.2018.1539856","DOIUrl":"https://doi.org/10.1080/08959285.2018.1539856","url":null,"abstract":"ABSTRACT The purpose of this study was to develop and validate a construct-based situational judgment test of the HEXACO personality dimensions. In four studies, among applicants, employees, and Amazon Mechanical Turk participants (Ns = 72–305), we showed that it is possible to assess the six personality dimensions with a situational judgment test and that the criterion-related validity of the situational judgment test is comparable to the criterion-related validity of traditional self-reports but lower than the criterion-related validity of other-reports of personality. Test–retest coefficients (with a time interval of 2 weeks) varied between .55 and .74. Considering personality is the most commonly assessed construct in employee selection contexts (Ryan et al., 2015), this situational judgment test may provide human resources professionals with an alternative assessment tool.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1539856","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42853308","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: 32
Subconscious performance goals: Investigating the moderating effect of negative goal-discrepancy feedback 潜意识绩效目标：负目标差异反馈的调节作用研究
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-10-20 DOI: 10.1080/08959285.2018.1531866
T. Bipp, A. Kleingeld
{"title":"Subconscious performance goals: Investigating the moderating effect of negative goal-discrepancy feedback","authors":"T. Bipp, A. Kleingeld","doi":"10.1080/08959285.2018.1531866","DOIUrl":"https://doi.org/10.1080/08959285.2018.1531866","url":null,"abstract":"ABSTRACT Building on theories of conscious goals and feedback, we investigated the moderating effect of negative feedback on the relation between subconscious goals and performance. In two lab experiments, we manipulated subconscious performance goals and negative feedback about personal performance as well as social comparison information. In Study 1 (n = 80), subconscious goals positively influenced performance in an attention and concentration task when participants had received no feedback and negatively when participants had been confronted with negative performance feedback. In Study 2 (n = 90), additional comparison feedback indicating a higher performance of others led to higher performance of participants with versus without subconscious performance goals. The moderating effect of feedback was visible in self-efficacy, and we found partial support for its mediating role.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1531866","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44901692","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
A multilevel job demands–resources model of work engagement: Antecedents, consequences, and boundary conditions 工作参与的多层次工作需求-资源模型：前提、后果和边界条件
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-10-20 DOI: 10.1080/08959285.2018.1531867
Shu-Ling Chen, Chih-Ting Shih, Nai‐Wen Chi
{"title":"A multilevel job demands–resources model of work engagement: Antecedents, consequences, and boundary conditions","authors":"Shu-Ling Chen, Chih-Ting Shih, Nai‐Wen Chi","doi":"10.1080/08959285.2018.1531867","DOIUrl":"https://doi.org/10.1080/08959285.2018.1531867","url":null,"abstract":"ABSTRACT Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2018-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1531867","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46406194","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: 18
Self-efficacy does not appear to mediate training’s effect on performance based on the moderation-of-process design 基于过程调节性设计，自我效能感似乎没有中介训练对绩效的影响
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-08-08 DOI: 10.1080/08959285.2018.1509343
Leah R. Halper, J. Vancouver, Kyle A. Bayes
{"title":"Self-efficacy does not appear to mediate training’s effect on performance based on the moderation-of-process design","authors":"Leah R. Halper, J. Vancouver, Kyle A. Bayes","doi":"10.1080/08959285.2018.1509343","DOIUrl":"https://doi.org/10.1080/08959285.2018.1509343","url":null,"abstract":"ABSTRACT Researchers in the area of training and motivation have concluded that training causes improvements in performance partially via training’s influence on self-efficacy. A set of studies employing a moderation-of-process design contradicts this conclusion. Specifically, when two groups of trainees did not know their performance was increasing during training, their self-efficacy did not increase. Two other groups were able to observe improving performance, which enhanced self-efficacy. However, both groups in both studies exhibited equal improvement in performance. This effect was shown in two contexts: training on a physical task and training on a cognitive task. These results demonstrate that self-efficacy might not always play a causal role in determining training’s influence. The studies highlight the value of a rarely used moderation-of-process method for assessing mediation.","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/10.1080/08959285.2018.1509343","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46572825","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: 51
Cognitive pathways of team climate for creativity: Implications for member creativity and job performance 团队氛围对创造力的认知途径：对成员创造力和工作表现的影响
IF 2.2 4区 心理学
Human Performance Pub Date : 2018-08-08 DOI: 10.1080/08959285.2018.1509342
S. Sung, Jing Du, Jin Nam Choi
{"title":"Cognitive pathways of team climate for creativity: Implications for member creativity and job performance","authors":"S. Sung, Jing Du, Jin Nam Choi","doi":"10.1080/08959285.2018.1509342","DOIUrl":"https://doi.org/10.1080/08959285.2018.1509342","url":null,"abstract":"ABSTRACT The present study examines the contextual effects of team climate for creativity on creative behavior and job performance of employees. Drawing on the team-knowledge management perspective, we identify team-learning orientation and collective problem solving as main intermediate cognitive processes. The results, based on 856 employees across 102 work units of a high-tech company, demonstrate that these 2 team-level cognitive processes mediate the cross-level effects of team climate for creativity on creative behavior and job performance. This study reveals the cognitive ramifications of team climate for creativity as a favorable social context for employee creativity. By highlighting the cognitive process activated by team climate for creativity, this work complements existing studies focusing mostly on the affective and motivational mechanisms that underlie the team context–creativity relationship.","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/10.1080/08959285.2018.1509342","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47356586","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: 16
首页 上一页 下一页 尾页
0
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整，为了账户安全，请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
请完成安全验证×
相关产品
×
本文献相关产品
联系我们：info@booksci.cn Book学术提供免费学术资源搜索服务，方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号：481959085
Book学术官方微信