Organizational behavior and human performance最新文献_第3页

The effects of negotiation and arbitration cost salience on bargainer behavior: The role of the arbitrator and constituency on negotiator judgment 谈判和仲裁成本突出对谈判者行为的影响:仲裁员和支持者对谈判者判断的作用

Organizational behavior and human performance Pub Date : 1984-08-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90038-2

Margaret A. Neale

引用次数: 57

The dual attachment concept: A longitudinal investigation of the combination of task characteristics and leader—member exchange 双重依恋概念:任务特征与领导-成员交换结合的纵向研究

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90025-4

Anson Seers, George B. Graen

{"title":"The dual attachment concept: A longitudinal investigation of the combination of task characteristics and leader—member exchange","authors":"Anson Seers, George B. Graen","doi":"10.1016/0030-5073(84)90025-4","DOIUrl":"10.1016/0030-5073(84)90025-4","url":null,"abstract":"<div><p>The job characteristics model has guided a great deal of research on the relationship between task characteristics and employee satisfaction and performance. Research in this area has indicated the necessity of incorporating nontask factors of jobs for further theory building in organizational behavior. Based upon the framework of organizational role theory, the dual attachment model is proposed for the integration of the job characteristic model and the leader-member exchange model. Questionnaire data from 101 employees in a federal agency is used to analyze the three models with respect to the prediction of job attitudes and performance. The results indicate the complementarity of task and interpersonal factors in the prediction of job outcomes. An additive model, as opposed to an interactive model, is supported for the combination of these factors. Findings from time lagged analysis of these models are generally consistent with those from concurrent analyses, but the findings from dynamic analysis are only partially consistent with those of the concurrent and time lagged analyses. Individual difference variables are found to be of little importance in these models.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"33 3","pages":"Pages 283-306"},"PeriodicalIF":0.0,"publicationDate":"1984-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(84)90025-4","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53839466","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 135

Acknowledgment 鸣谢

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90031-X

引用次数: 0

Heroism versus competence: Competing explanations for the effects of experimenting and consistent management 英雄主义与能力:实验与一致管理效果的相互矛盾的解释

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90026-6

Patrick A. Knight

{"title":"Heroism versus competence: Competing explanations for the effects of experimenting and consistent management","authors":"Patrick A. Knight","doi":"10.1016/0030-5073(84)90026-6","DOIUrl":"10.1016/0030-5073(84)90026-6","url":null,"abstract":"<div><p><span>B. M. Staw and J. Ross (<em>Journal of Applied Psychology</em>, 1980</span>, <strong>65,</strong> 249–260) present data which suggest that one barrier to experimenting management is an implicit theory of heroic leadership favoring managers who are consistent in the face of failure, The currant research tests this theory of heroism against an implicit theory of competent management. Subjects read a case study describing a manager who was either experimenting or consistent, and either immediately successful or successful only after initial failure (i.e., ultimately successful). The results supported the implicit theory of competent management with the consistent managers, whose first policies were effective, rated significantly higher than the ultimately successful-experimenting manager, whose first two policies failed. The immediately successful-experimenting manager was unexpectedly rated significantly higher than all other managers. The results show that there is not a general bias against experimentation in favor of consistency, and that reactions to managers are based more upon evidence of competence than upon experimenting and consistency per se.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"33 3","pages":"Pages 307-322"},"PeriodicalIF":0.0,"publicationDate":"1984-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(84)90026-6","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53839490","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

A cognitive view of the performance appraisal process: A model and research propositions 绩效评估过程的认知观:一个模型和研究命题

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90029-1

Angelo S. DeNisi, Thomas P. Cafferty, Bruce M. Meglino

引用次数: 428

Author index for volume 33 第33卷作者索引

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90032-1

引用次数: 0

The impact of performance cues on leader-behavior ratings: The role of selective information availability and probabilistic response bias 绩效线索对领导行为评价的影响:选择性信息可得性和概率反应偏差的作用

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90027-8

James R. Larson Jr., John H. Lingle, Mark M. Scerbo

{"title":"The impact of performance cues on leader-behavior ratings: The role of selective information availability and probabilistic response bias","authors":"James R. Larson Jr., John H. Lingle, Mark M. Scerbo","doi":"10.1016/0030-5073(84)90027-8","DOIUrl":"10.1016/0030-5073(84)90027-8","url":null,"abstract":"<div><p>Previous research has demonstrated that performance cues can significantly influence raters' responses on leader-behavior rating questionnaires. The purpose of the present study was to explore the cognitive mechanisms that mediate this influence. Subjects watched a videotape of a problem-solving group and later rated the group leader's behavior. Perceptions of the group's performance were manipulated both before (preobservation) and after (postobservation) subjects watched the tape. Both manipulations affected the leader-behavior ratings. Analytic procedures borrowed from signal detection theory suggest that the preobservation performances cue effects were mediated by selective encoding of leader-behavior information in memory, while the postobservation effects were mediated by probabilistic response biases. Selective memory retrieval, on the other hand, did not seem to play a role. The implications of these results for developing strategies to overcome the confounding influence of performance cues on leader-behavior ratings are discussed.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"33 3","pages":"Pages 323-349"},"PeriodicalIF":0.0,"publicationDate":"1984-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(84)90027-8","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53839548","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 40

The effects of context on the selection of decision strategies for the cost variance investigation problem 情境对成本差异调查问题决策策略选择的影响

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90030-8

William S. Waller, Terence R. Mitchell

引用次数: 15

Group size and the performance of a composite group majority: Statistical truths and empirical results 群体规模和复合群体多数的表现:统计真理和实证结果

Organizational behavior and human performance Pub Date : 1984-06-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90028-X

Bernard Grofman, Scott L. Feld, Guillermo Owen

引用次数: 32

The role of task properties in determining the relative effectiveness of multiattribute weighting techniques 任务属性在确定多属性加权技术的相对有效性中的作用

Organizational behavior and human performance Pub Date : 1984-04-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90023-0

Leonard Adelman, Paul J. Sticha, Michael L. Donnell

{"title":"The role of task properties in determining the relative effectiveness of multiattribute weighting techniques","authors":"Leonard Adelman, Paul J. Sticha, Michael L. Donnell","doi":"10.1016/0030-5073(84)90023-0","DOIUrl":"10.1016/0030-5073(84)90023-0","url":null,"abstract":"<div><p>Most studies comparing the relative effectiveness of multiattribute weighting techniques have found few differences. These studies have, however, failed to systematically vary attribute properties such as number of attributes and distribution of correct attribute weights. It was hypothesized that any weighting technique would be more effective at arriving at the correct weights the smaller the number of attributes because of lessened information processing requirements. In addition, it was hypothesized that the relative effectiveness of different weighting techniques would depend on the peakedness of the distribution of correct attribute weights because different weighting techniques should generate more peaked distributions than others. Two experiments were conducted to test these hypotheses. The first experiment focused on the accuracy of the weights assigned to attributes by individuals; the second on the accuracy of groups. Both experiments confirmed the first hypothesis regarding the number of attributes, but only the first experiment confirmed the second hypothesis regarding the peakedness of the distribution of attribute weights.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"33 2","pages":"Pages 243-262"},"PeriodicalIF":0.0,"publicationDate":"1984-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(84)90023-0","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53838893","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 25