A review and meta-analysis of the nomological network of trainee reactions

A review and meta-analysis of studies assessing trainee reactions are presented. Results suggest reactions primarily capture characteristics of the training course, but trainee characteristics (e.g., anxiety and pretraining motivation) and organizational support also have a moderate effect on reactions. Instructional style (rho = .66) followed by human interaction (rho = .56) were the best predictors of reactions. Reactions predicted pre-to-post changes in motivation (beta = .51) and self-efficacy (beta = .24) and were more sensitive than affective and cognitive learning outcomes to trainees' perceptions of characteristics of the training course. Moderator analyses revealed reactions- outcomes correlations tended to be stronger in courses that utilized a high level rather than a low level of technology, and affective and utility reactions did not differ in their relationships with learning outcomes. The current study clarifies the nomological network of reactions and specifies outcomes that are theoretically related to reactions.     

Being in one's chosen job determines pre‐training attitudes and training outcomes

The present study introduces a new important variable into a model of training motivation, namely that of being in one's chosen job. Evidence exists that having some control and choice over aspects of training have positive effects on training motivation. We propose that being in one's chosen job will also have such an effect, as it provides trainees with greater autonomy regarding their career progression (e.g., Gagné & Deci, 2005 ) and aligns their training activity closely with their personal goals (e.g., Locke & Latham, 2002 ). Pre‐ and post‐training surveys were completed by 232 instructors who were themselves on a military training course. Results confirmed the positive effects of being in one's chosen job on the pre‐training attitudes of self‐efficacy and training motivation with further direct effects on motivation to transfer, and indirect effects on knowledge acquisition and post‐training self‐efficacy. Findings have both theoretical and practical ramifications. Being in one's chosen job should be incorporated into models of training motivation and, whenever possible, employees being re‐deployed should be granted their job preference because this is associated with important positive effects on pre‐training attitudes and motivation to transfer new skills to the work environment.     

Adaptation in very old age: exploring the role of resources, beliefs, and attitudes for centenarians' happiness

When individuals reach very old age, accumulating negative conditions represent a serious challenge to their capacity to adapt and are likely to reduce the quality of life. By examining happiness and its determinants in centenarians, this study investigated the proposal that psychological resilience may come to an end in extremely old age. Data from the population-based Heidelberg Centenarian Study indicated high levels of happiness. Basic resources (i.e., job training, cognition, health, social network, extraversion) explained a substantial proportion of variance in happiness, but some resource effects were mediated through self-referent beliefs (e.g., self-efficacy) and attitudes toward life (e.g., optimistic outlook). Results challenge the view that psychological resilience reaches a critical limit or that the self-regulatory adaptation system loses its efficiency in very advanced age.     

Career adaptability: A meta-analysis of relationships with measures of adaptivity,adapting responses,and adaptation results

Career adaptability, a psychosocial resource for managing career-related tasks, transitions, and traumas, is a central construct in career construction theory and the field of vocational psychology. Based on the career construction model of adaptation, we conducted a meta-analysis to examine relationships of career adaptability with measures of adaptivity, adapting responses, adaptation results, and demographic covariates. Results based on a total of 90 studies show that career adaptability is significantly associated with measures of adaptivity (i.e., cognitive ability, big five traits, self-esteem, core self-evaluations, proactive personality, future orientation, hope, and optimism), adapting responses (i.e., career planning, career exploration, occupational self-efficacy, and career decision-making self-efficacy), adaptation results (i.e., career identity, calling, career/job/school satisfaction, affective organizational commitment, job stress, employability, promotability, turnover intentions, income, engagement, self-reported work performance, entrepreneurial outcomes, life satisfaction, and positive and negative affect), as well as certain demographic characteristics (i.e., age, education). Multiple regression analyses based on meta-analytic correlations demonstrated the incremental predictive validity of career adaptability, above and beyond other individual difference characteristics, for a variety of career, work, and subjective well-being outcomes. Overall, the findings from this meta-analysis support the career construction model of adaptation.     

Rational self-interest and other orientation in organizational behavior: a critical appraisal and extension of Meglino and Korsgaard (2004)

B. M. Meglino and M. A. Korsgaard (2004). argued that rational self-interest varies across individuals and negatively relates to other orientation (OO). OO moderates effects of job characteristics on attitudes, motivation, and helping. Viewing organizations as social dilemmas in which employees face a mixture of competitive and cooperative incentives, the author argues in this article that strength of self-interest links to self-concern (SC), which should be distinguished from OO. SC and OO are orthogonal and unipolar. Implications are that some propositions by Meglino and Korsgaard need to be rewritten in terms of SC or OO, and that SC is predicted to moderate effects of self-related variables (e.g., job characteristics), whereas OO might moderate effects of social variables (e.g., team climate) on satisfaction, motivation, and helping. This also implies that when both SC and OO are strong (weak), individual- and group-level constructs are both (in)valid predictors of satisfaction, motivation, and helping.     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

Mishandling the Gift of Life: Noncompliance in Renal Transplant Patients1

Two studies investigating renal transplant patients compliance with their post-transplant medical regimen are presented. Compliance was operationalized as a multidimensional construct incorporating behaviors that represent adherence to the regimen. Study 1 examined the association of noncompliance with clinically significant outcomes and the medical and demographic predictors of noncompliance. Noncompliance was associated with rejection episodes, graft loss, and multiple transplants. The best predictors of noncompliance were medication side effects, age, education, and insurance coverage. Study 2 examined the psychosocial predictors of noncompliance. After age and side-effects complaints, self-efficacy and threat appraisal were the best predictors of compliance. The implications of these results for expectancy-value models of health behaviors (e.g., protection motivation theory; Rogers, 1983) and their ability to predict compliance in patients following long-term regimens are discussed.     

Context Matters,but How Much? Latent state–trait analysis of cognitive ability assessments

Cognitive abilities are thought to represent temporally stable constructs, however, accumulating evidence suggests that effects of the measurement situation could affect its measurement (e.g., effects of test motivation, stress level). The present study modeled these effects explicitly in a latent variables approach. In contrast to previous studies, we investigated participants (job candidates) in repeated high‐stakes settings (N = 188). We found that cognitive ability measurements in high‐stakes settings not only reflect a stable latent trait and random measurement error, but also systematic effects of the test setting. Our results support the application of cognitive ability tests in organizational contexts but have implications for its use in applied settings such as personnel selection.     

职场变革情境下的工作与工余塑造:基于自我认同理论的双路径模型

工作非一成不变。即使组织借助工作设计设定了特定职位的工作内容和工作方式,员工也会出于维护积极自我形象、控制感和与人建立联结的核心需求而开展工作塑造——主动调整对工作的认识、工作任务和人际交往——从而获得自我价值感和意义感。尽管工作塑造的前因后效研究已较充分,但较少研究触及自我认同这一核心。鉴于此,本研究以自我认同理论为主线,探寻当个体面临重大外部挑战时,如何通过自我提升与自我防御两种机制应对环境变革,进而借助工作塑造及工余塑造完成自我认同的重构。通过4个研究探讨消除自我认同威胁作为自我防御机制,把握自我成长机会作为自我提升机制,揭示工作环境重大变革激发个体自我塑造行为的中介机制;基于压力应对的认知评价模型,探讨个体特征在初级评估阶段,组织情境特征在次级评价阶段的调节效应;开展现场干预研究,探讨结合自我建构进行工作塑造的效果。本项目将工作塑造和自我认同重新连结起来,构建了工作环境变革情境下个体自我塑造的双路径模型,以望对两个领域均有贡献。     

Job search and social cognitive theory: The role of career-relevant activities

Social cognitive theory was used to explain the relationships between career-relevant activities (environmental and self career exploration, career resources, and training), self-regulatory variables (job search self-efficacy and job search clarity), variables from the Theory of Planned Behavior (job search attitude, subjective norm, job search intention), and job search intensity. Based on a sample of employed and unemployed job seekers, we found that job seekers who spent more time in career exploration, attended more training programs, and used more career resources reported higher job search clarity and job search self-efficacy. Job search self-efficacy, job search attitude, and subjective norm predicted job search intention, and job search clarity and job search intention predicted job search intensity eight months later. The results of this study provide practical information on what job seekers can do to improve their job search clarity and job search self-efficacy and demonstrate the application of social cognitive theory for understanding and predicting job search behavior.     

GENERALIZATION OF EMPLOYEE INVOLVEMENT TRAINING TO THE JOB SETTING: INDIVIDUAL AND SITUATIONAL EFFECTS

This study examined whether variables at individual, unit, and suborganization levels influence the extent to which the knowledge and skills learned in employee involvement (EI) training are generalized beyond specific EI activities. Training generalization occurs when the knowledge and skills learned in training for a specific purpose in one context (e.g., EI training for use in quality circles) are applied by trainees in another context (e.g., regular job duties). A multiple-cross-level design using data gathered from 252 employees and supervisors drawn from 88 units across 11 suborganizations provided support for both individual and situational effects. Hierarchical regression results demonstrated that characteristics at individual, unit, and suborganization levels significantly predicted the extent EI knowledge, skills, and attitudes were generalized to the core job activities. As predicted, trainees were more likely to use EI training in performing core job activities the more EI activities they participated in, the greater their commitment to the organization, and the less cynical they were about the likelihood of positive organizational change. Contrary to expectations, more generalization of EI training was found to occur in units and suborganizations with less participative climates.     

企业管理者的情绪智力、自我效能感、成就动机研究

采用问卷法对211名企业管理者的情绪智力、自我效能感、成就动机的特征及它们与企业管理者绩效的关系进行了研究。研究表明,不同管理层级、不同管理岗位、不同地区的企业管理者的情绪智力、自我效能感、成就动机存在显著差异;企业管理者的年龄、性别、文化水平、所在企业的性质和规模对情绪智力、自我效能感、成就动机没有显著影响。研究还表明,情绪智力、自我效能感、成就动机对高层、中层、基层企业管理者的绩效有不同的预测力。     

主动性和反应性认知控制的权衡机制及影响因素

主动性控制和反应性控制是认知控制研究的新视角。前者通过在反应前维持目标相关信息的表征来预防冲突, 后者在反应时重激活目标相关信息以解决冲突。个体能够在这两种认知控制间进行权衡从而形成最优反应。通过AX-CPT等实验范式, 辅以ERP、fMRI技术可分离两种认知控制, 并观察到认知控制相关的脑区在激活时间和强度上的差异。个体生理发展、认知因素(期望、流体智力、训练)、非认知因素(情绪、动机等)均能影响认知控制的权衡。未来的研究应多关注这一权衡的内在神经机制和认知机制, 并与传统认知控制研究相结合, 在理论和应用上取得更进一步的发展。     

自我效能感影响航线飞行安全绩效的多重中介模型

采用问卷法调查了138名民航飞行员,探讨了自我效能感对飞行安全绩效的影响,以及在这一影响过程中组织信任、组织承诺和工作投入的作用。结果显示,自我效能感对组织信任、组织承诺、工作投入和安全绩效有直接正向作用。组织信任在自我效能感对组织承诺、工作投入、安全绩效的影响中有部分中介作用。组织承诺与工作投入在自我效能感对安全绩效影响中发挥着部分中介作用。结论:自我效能感对安全绩效有直接效应,并可通过组织信任、组织承诺和工作投入对安全绩效产生间接影响。     

Extending the metatheoretical framework of social/political influence to leadership: Political skill effects on situational appraisals,responses, and evaluations by others

Building off and extending the metatheoretical framework of political skill, we examined the cognitive and behavioral mechanisms through which the intrapsychic effects of political skill inform its interpersonal effects, and how these interpersonal effects ultimately are transmitted into desirable outcomes. Specifically, we argue that politically skilled leaders demonstrate better situational appraisals (i.e., understanding), and thus, more appropriate situational responses (e.g., consideration and initiating structure behaviors); the demonstration of appropriate situational responses is argued to positively affect subordinates’ evaluations of their leaders (i.e., instrumentality) and subordinates’ concomitant attitudes (e.g., job satisfaction) and behaviors (e.g., performance). Results provided mixed support for the hypothesized relationships. Specifically, leader understanding mediated the relationship between political skill and consideration but not the relationship between political skill and structuring behaviors. Moreover, consideration was positively related to subordinates’ group-level instrumentality perceptions, whereas initiating structure was not. Finally, subordinates’ individual (within-level) perceptions of leader instrumentality were positively related to job satisfaction and performance. The implications of these findings as they relate to theory and practice are discussed along with this investigation's strengths, limitations, and directions for future research.     

Development and test of an integrative model of job search behaviour

Research on job search and the theory of planned behaviour (TPB) has identified job search attitude, subjective norm, and job search self-efficacy as the most proximal determinants of job seekers’ search intentions and subsequently job search behaviours. However, we do not yet know how more distal individual differences (e.g., personality) and situational factors (e.g., social context) might help to predict these key TPB determinants of job search behaviour. In an integrative model of job search behaviour, we propose specific relationships between these distal variables and the TPB determinants, which in turn are expected to mediate the effects of individual differences and situational factors on job search behaviour. The hypothesized model is tested in a large representative sample of 1,177 unemployed Flemish job seekers using a two-wave design and provides a satisfactory fit to the data. Extraversion, conscientiousness, core self-evaluations, employment commitment, financial need, and social support are found to differentially relate to instrumental job search attitude, affective job search attitude, subjective norm, and job search self-efficacy. In addition, all distal variables are indirectly related to job search behaviour through their effects on the TPB variables. These results support our expanded and integrative model of job search behaviour.     

The influence of positive affect on the components of expectancy motivation

The influence of positive affect on expectancy motivation was investigated in 2 studies. The results of Study 1 indicated that positive affect improved people's performance and affected their perceptions of expectancy and valence. In Study 1, in which outcomes depended on chance, positive affect did not influence people's perceptions of instrumentality. In Study 2, in which the link between performance and outcomes was specified, positive affect influenced all 3 components of expectancy motivation. Together, the results of Studies 1 and 2 indicated that positive affect interacts with task conditions in influencing motivation and that its influence on motivation occurs not through general effects, such as response bias or general activation, but rather through its influence on the cognitive processes involved in motivation.     

The Meaning, Development, and Career Outcomes of Breadth of Vocational Interests

Breadth of vocational interests (BVI) denotes the diversity of an individual's vocational interests. Not much is known about the meaning and development of BVI or its career outcomes. The authors' framework for conceptualizing the development of BVI includes three individual difference domains (i.e., life experiences, cognitive ability, and personality) related to the development of BVI and three possible outcomes (i.e., career commitment, job involvement, and stability of occupational classification). The framework is tested longitudinally. It appears that life experiences are more instrumental in the development of women's BVI, whereas academic achievement is more important for men. These findings have practical implications for counselors, career clients, and researchers alike. In light of the suggested changes in career management and the dynamic work environment, understanding BVI should prove insightful to all. BVI may be associated with adaptability to a changing economy and shifting job demands.     

工作重塑：获得意义性工作与个人成长的新途径

工作重塑是组织行为学中新近出现的一个热点话题,是指员工通过自己对工作进行重新建构来形塑自己的工作认同以及工作角色,其核心目的就是员工对他们的工作进行再设计以获得较高的工作意义感、工作投入以及工作满意度等,进而快乐地工作。在系统梳理有关工作重塑的理论与实证研究文献的基础上,从工作重塑概念的解读、工作重塑的方式与方法、工作重塑的预测因素、工作重塑对个体与组织的影响以及工作重塑的培养策略等方面进行了综述,以便人们更深入地体会其丰富的理论内涵和实践价值;最后,该文指出未来工作重塑的研究应继续注重理论建构的丰富与完善、关注工作重塑的个体与群体差异性以及深化工作重塑与组织之间的关系研究。