Organizational behavior and human performance最新文献_第9页

Being accurate but not necessarily Bayesian: Comments on Christensen-Szalanski and Beach 准确但不一定是贝叶斯:对Christensen-Szalanski和Beach的评论

Organizational behavior and human performance Pub Date : 1983-04-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90124-1

Ruth Beyth-Marom, Hal R Arkes

引用次数: 43

The experimental effects of “Autonomy” on performance and self-reports of satisfaction “自主性”对绩效和满意度自我报告的实验影响

Organizational behavior and human performance Pub Date : 1983-04-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90121-6

Jiing-Lih Farh, W.E. Scott Jr.

引用次数: 47

The nature of importance perceptions: A test of a cognitive model 重要性感知的本质:一个认知模型的测试

Organizational behavior and human performance Pub Date : 1983-04-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90126-5

John P. Cragin

引用次数: 12

Consistency checking in hypothesis generation 假设生成中的一致性检验

Organizational behavior and human performance Pub Date : 1983-04-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90123-X

Stanley D. Fisher, Charles F. Gettys, Carol Manning, Tom Mehle, Suzanne Baca

{"title":"Consistency checking in hypothesis generation","authors":"Stanley D. Fisher, Charles F. Gettys, Carol Manning, Tom Mehle, Suzanne Baca","doi":"10.1016/0030-5073(83)90123-X","DOIUrl":"10.1016/0030-5073(83)90123-X","url":null,"abstract":"<div><p>Three experiments were performed to study an aspect of a hypothesis-generation model. This model assumes a candidate hypothesis may be retrieved or activated in memory in response to only part of the available data. This candidate hypothesis may then be checked for consistency against the remaining data. The latter process is called “consistency checking.” Experiment 1 was performed to provide evidence that consistency checking occurs during hypothesis generation. Subjects were able to recognize hypotheses which were retrieved during a hypotheses-generation problem but not emitted as hypothesis responses, suggesting that consistency checking was responsible for the rejected hypotheses. Experiment 2 indicated that the amount of time needed to process an additional datum is a consistency-checking task was less than an estimate of the time needed to process an additional datum in hypothesis retrieval. The results suggest that consistency checking is a high-speed verification process rather than a slower search process. Experiment 3 was performed to provide evidence that consistency checking is a self-terminating process. Subjects' latencies depended upon the position of a disconfirming datum within a data set, supporting this conjecture. The results generally confirmed the existence of a high-speed verification process in hypothesis generation and also suggest that the generation of hypotheses in response to multiple data occurs as a result of dual processes.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"31 2","pages":"Pages 233-254"},"PeriodicalIF":0.0,"publicationDate":"1983-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90123-X","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"53836237","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

Task interdependence and job design: Test of a theory 任务相互依赖和工作设计:一个理论的检验

Organizational behavior and human performance Pub Date : 1983-04-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90118-6

Moses N. Kiggundu

{"title":"Task interdependence and job design: Test of a theory","authors":"Moses N. Kiggundu","doi":"10.1016/0030-5073(83)90118-6","DOIUrl":"10.1016/0030-5073(83)90118-6","url":null,"abstract":"<div><p>This paper develops the concept of task interdependence and integrates it in the <span>Hackman and Oldham (1976)</span> theory of job design. Two dimensions of initiated task interdependence and received task interdependence are developed as multidimensional concepts, each being made up of the elements of scope, resources, and criticality. A distinction is made between the two psychological states of experienced responsibility for one's <em>own</em> work and personal outcomes, and experienced responsibility for <em>others</em>' (dependents') work and personal outcomes for whom one initiates task interdependence. Autonomy is hypothesized to be related only to experienced responsibility for one's own work outcomes while initiated task interdependence is related to experienced responsibility for others' work outcomes. Initiated interdependence is also hypothesized to be positively related to the affective positive work and personal outcomes, while received task interdependence is negatively related to these variables. New subscales for the measurements of these constructs are developed and reliability and validity coefficients are reported. The substantive results give support to the motivating potential of initiated task interdependence. However, the results do not support the hypotheses associated with received task interdependence. While autonomy was found to be much more strongly related to <em>all</em> the critical psychological states than the Hackman—Oldham theory would predict, job feedback yielded negative results. These findings are discussed by identifying potential areas of future research and extending the concept of interdependence to the wider organizational context.</p></div>","PeriodicalId":76928,"journal":{"name":"Organizational behavior and human performance","volume":"31 2","pages":"Pages 145-172"},"PeriodicalIF":0.0,"publicationDate":"1983-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/0030-5073(83)90118-6","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21127498","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: 336

Muddling through: A response to Yates and Goldstein 混日子:对耶茨和戈尔茨坦的回应

Organizational behavior and human performance Pub Date : 1983-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90112-5

Lee Roy Beach

引用次数: 12

Latent trait theory for organizational research 组织研究的潜在特质理论

Organizational behavior and human performance Pub Date : 1983-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90113-7

Robert M. Guion, Gail H. Ironson

引用次数: 26

Mechanism of feedback affecting task performance 反馈影响任务绩效的机制

Organizational behavior and human performance Pub Date : 1983-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90115-0

Tamao Matsui, Akinori Okada, Osamu Inoshita

引用次数: 98

Personal decision aiding: Some observations about the Beach birth-planning procedure 个人决策辅助:关于海滩计划生育程序的一些观察

Organizational behavior and human performance Pub Date : 1983-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90111-3

J.Frank Yates, William M. Goldstein

引用次数: 5

Strength of preference and risk attitude in utility measurement 效用测量中的偏好强度与风险态度

Organizational behavior and human performance Pub Date : 1983-02-01 Epub Date: 2004-08-26 DOI: 10.1016/0030-5073(83)90114-9

Roman Krzysztofowicz

引用次数: 71