Organizational behavior and human performance最新文献_第5页

Individual differences in response to unfavorable group feedback 对不利群体反馈反应的个体差异

Organizational behavior and human performance Pub Date : 1984-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90013-8

Philip E. Varca, Jodie C. Levy

{"title":"Individual differences in response to unfavorable group feedback","authors":"Philip E. Varca, Jodie C. Levy","doi":"10.1016/0030-5073(84)90013-8","DOIUrl":"10.1016/0030-5073(84)90013-8","url":null,"abstract":"<div><p>The purpose of this study was to examine how individual differences in repression—sensitization moderate the effects of negative feedback in task groups. Seventy-eight research participants, organized into 26 simulated task groups, were asked to work as a team on a series of anagram problems. Participants received either unfavorable individual or team feedback concerning performance. It was predicted that the direct threat associated with individual feedback would increase defensiveness among repressors. This hypothesis was supported; that is, repressors, in comparison to sensitizers, denied the group task as a measure of ability and effort and reported lower attraction to the task and group. It was predicted further that the indirect threat of team level feedback would increase defensiveness among sensitizers. This hypothesis was also supported. Here sensitizers, in comparison to repressors, denied the task as a measure of ability and effort and indicated lower attraction to the task and group. Additional analyses of covariance revealed that the cognitive processes associated with self-attributions (i.e., ability and effort) mediated the reports of task and group attraction. Theoretical and practical implications of these findings and directions for future study are also discussed.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"33 1","pages":"Pages 100-111"},"PeriodicalIF":0.0,"publicationDate":"1984-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(84)90013-8","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53838689","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: 12

Group versus individual decision making: An investigation of performance measures, decision strategies, and process losses/gains 群体与个人决策:绩效度量、决策策略和过程损失/收益的调查

Organizational behavior and human performance Pub Date : 1984-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90014-X

Frederick C. Miner Jr.

引用次数: 146

Cognitive processes in judging cumulative risk over different periods of time 判断不同时期累积风险的认知过程

Organizational behavior and human performance Pub Date : 1984-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90010-2

Ola Svenson

{"title":"Cognitive processes in judging cumulative risk over different periods of time","authors":"Ola Svenson","doi":"10.1016/0030-5073(84)90010-2","DOIUrl":"10.1016/0030-5073(84)90010-2","url":null,"abstract":"<div><p>In a series of experiments subjects estimated the risk of dying during a year for different hypothetical persons. The risk to die varied across persons and was always presented as three different risks during three time periods (e.g., for person x: first period 8 weeks with risk 13 deaths per thousand persons and year; second period 20 weeks with risk 1.5 deaths per thousand persons and year; third period 24 weeks with risk 6.0 deaths per thousand persons and year). The results indicated that when the risk level information correlated higher with statistical risk than the exposure times, the judgment heuristics applied were quite efficient. However, when the exposure times explained more of the variation in statistical risk than the risk level variation the heuristics no longer worked so well. When the statistical risk was held constant the judgments were very highly correlated with the risk during the shortest time period having the greatest variation in risk level and greatest mean. Retrospective verbal reports indicated a number of different judgment heuristics. A common characteristic of these was a two-stage sequential information processing starting with a search for an anchor on the judgment variable of risk. In the second stage the anchor was adjusted in accordance with the remaining information considered important. An initial search of the longest exposure time for using the corresponding risk as the initial anchor was the most common strategy. After this, the remaining two time periods and their risks were considered when adjusting the anchor to obtain the final judgment. Analyses of the results in terms of the weights given the risk levels indicated proportionality with exposure time for the risk during the longest time period. To summarize, man seems to be a good intuitive statistician in the task studied here if the exposure times of different risks do not explain more of the statistical variance than the risk levels themselves.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"33 1","pages":"Pages 22-41"},"PeriodicalIF":0.0,"publicationDate":"1984-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(84)90010-2","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53838387","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: 28

The performance feedback process: A preliminary model 绩效反馈过程:初步模型

Organizational behavior and human performance Pub Date : 1984-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(84)90011-4

James R. Larson Jr.

引用次数: 219

Approximate measurement in a multiattribute utility context 多属性实用程序上下文中的近似度量

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90158-7

Lee Roy Beach, Valerie Barnes

{"title":"Approximate measurement in a multiattribute utility context","authors":"Lee Roy Beach, Valerie Barnes","doi":"10.1016/0030-5073(83)90158-7","DOIUrl":"10.1016/0030-5073(83)90158-7","url":null,"abstract":"<div><p><span>W. G. Stillwell, D. A. Seaver, and W. Edwards (<em>Organizational Performance and Human Behavior</em>, 1981</span>, <strong>28</strong>, 62–77) found, among other things, that a simple ranking method for eliciting weights in multiattribute utility (MAU) contexts produced orderings that were good approximations to those produced by a more rigorous, but more complicated ratio method. Because simple methods are desirable for applied work, the present research examined the degree to which three other simple methods yield good approximations to the orderings produced by the aforementioned ranking method. At the behest of a group charged with the long-term planning of a large county's park development, we had developed a MAU-based preference questionnaire which was used both in a survey of county residents' preferences and in a laboratory study; results of both of which are presented. It was found that the three simple methods—(1) point allocation, (2) voting, and (3) rating—all yielded preference orderings that were fairly good approximations to the orderings yielded by the ranking method, but that the voting method appeared to be the least satisfactory.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 3","pages":"Pages 417-424"},"PeriodicalIF":0.0,"publicationDate":"1983-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90158-7","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837711","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: 7

The influence of own and other outcome on satisfaction and choice of task difficulty 自己和他人的结果对任务难度满意度和选择的影响

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90157-5

Ewart A.C. Thomas, Wanda E. Ward

{"title":"The influence of own and other outcome on satisfaction and choice of task difficulty","authors":"Ewart A.C. Thomas, Wanda E. Ward","doi":"10.1016/0030-5073(83)90157-5","DOIUrl":"10.1016/0030-5073(83)90157-5","url":null,"abstract":"<div><p>Hypotheses are stated about the relationships among the level of task difficulty chosen by a subject in a sequential task, expectancy of success, own outcome and that of a paired subject, and satisfaction with own outcome. Multiple regression analyses were used to test these hypotheses on data from an experiment in which subjects worked in pairs for six trials. It was found that the difficulty level chosen on a given trial was predicted by the difficulty level, the subject's outcome score, and the subject's satisfaction on the <em>previous</em> trial; that level of satisfaction on a trial was predicted by the subject's own outcome score and the difference in outcome scores between the two subjects on that trial; and that expectancy was predicted by difficulty level on the same trial. These results underscore the important mediating role of outcome evaluation in the control of behavior, and are consistent with previous research showing a dependence of evaluation on social comparison processes. Also consistent with previous research is the observed trend over trials to more difficult tasks. The “slope” of this trend depended on the initial difficulty level, a result which is readily accounted for by a simplified version of our hypotheses.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 3","pages":"Pages 399-416"},"PeriodicalIF":0.0,"publicationDate":"1983-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90157-5","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837655","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: 6

Effects of unions on job satisfaction: The role of work-related values and perceived rewards 工会对工作满意度的影响:工作价值和感知奖励的作用

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90153-8

Chris J. Berger, Craig A. Olson, John W. Boudreau

{"title":"Effects of unions on job satisfaction: The role of work-related values and perceived rewards","authors":"Chris J. Berger, Craig A. Olson, John W. Boudreau","doi":"10.1016/0030-5073(83)90153-8","DOIUrl":"10.1016/0030-5073(83)90153-8","url":null,"abstract":"<div><p>This study examines the effects of unions on five facets of job satisfaction. Following <span>E. A. Locke (<em>Organizational Behavior and Human Performance</em>, 1969</span>, <strong>4</strong>, 309–336; in <span>Campbell and Pritchard, 1976</span>, <span>Hackman, 1976</span>, <span>Locke, 1976</span>, <span>Vroom, 1976</span>) unions are hypothesized to have only indirect effects on facet satisfaction through work-related values, perceived rewards, or both. These hypotheses are tested with multiple regression and logit analyses in a national probability sample of full-time employed adults. Results consistently support the hypothesis that unions have only indirect effects on job satisfaction. Unions increase pay satisfaction by increasing both pay values and pay outcomes. Unions have negative effects on (a) satisfaction with work itself (by decreasing job scope perceptions), (b) satisfaction with co-workers and supervision (through less favorable perceptions of supervisory behavior), and (c) satisfaction with promotions (through lower values toward promotions). Results are discussed in the context of the processes through which unions alter the employment relationship and employees' subsequent affective evaluation of their work environment.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"32 3","pages":"Pages 289-324"},"PeriodicalIF":0.0,"publicationDate":"1983-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90153-8","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53837431","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: 94

Task effects on decision quality in traveling salesperson problems 任务效应对旅行销售员决策质量的影响

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90155-1

Shelby H. McIntyre, Adrian B. Ryans

引用次数: 18

Feedback as an individual resource: Personal strategies of creating information 作为个体资源的反馈:创造信息的个人策略

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90156-3

Susan J. Ashford, L.L. Cummings

引用次数: 1234

Author index for volume 32 第32卷作者索引

Organizational behavior and human performance Pub Date : 1983-12-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90159-9

引用次数: 0