Role perceptions, satisfaction, and performance: moderating effects of self-esteem and organizational level

The moderating effects of organizational level and self-esteem on the relationships between role perceptions (i.e., role ambiguity and role conflict) and employee satisfaction and performance were examined. Previous research suggested that self-esteem, as an indicator of perceived self-competence, should act as a buffering element contingent upon an individual's organizational level. To test this possibility, data were collected from a sample of 161 hospital professional and support personnel. It was hypothesized that the negative effects of role ambiguity and conflict on satisfaction and performance would be attenuated by high self-esteem at lower organizational levels. Two of the four predicted interactions (ambiguity-satisfaction and conflict-performance) were obtained. The importance of considering the combined effects of both situational and individual difference variables as potential buffers against aversive role perceptions was discussed.     

Imageability effects in word naming: an individual differences analysis.

The present research was designed to extend research by Strain, Patterson, and Seidenberg (1995) who found that imageability facilitates naming of low-frequency irregular words. Experiment 1 shows that the impact of imageability on word naming varies with phonological coding skill. In Experiment 2, the effect of imageability on naming low-frequency irregular words was shown to occur across an extended set of items. Together, the present findings support the notion that semantics may play a role in phonological coding when the mappings between orthography and phonology are weak.     

Concurrent-chain performance in transition: effects of terminal-link duration and individual reinforcers

Pigeons responded on concurrent-chain schedules with variable-interval initial links and equal delays as terminal links. The terminal-link delays were 1 sec in some conditions and 20 sec in other conditions. The percentages of reinforcers delivered for responses on the left key were 10%, 30%, 70%, or 90%, and this percentage was switched every five to nine sessions. The rate of change in the pigeons' response percentages after a switch was the same whether the terminal-link delays were 1 sec or 20 sec. Analysis of the effects of individual reinforcers showed that after a response on one key had been reinforced, response percentages on that key were higher for at least the next 100 responses. Small effects of individual reinforcers were evident after eight or nine additional reinforcers had been delivered. The effects of individual reinforcers were about equally large during times of transition and during periods in which overall response percentages were relatively stable.     

The effects of continuous and partial schedules of reinforcement on effort,performance, and satisfaction

Three schedules of pay (hourly, fixed ratio, and variable ratio—variable amount) were used in a job simulation setting. Three groups of 20 subjects each worked for 1 week on programmed texts under each of the three schedules. Results indicated that performance was superior under the contingent schedules, but there were no differences between FR and VR VA. A hard criterion of effort, however, showed that FR was superior to VR VA. Attitudes did not differ across conditions. It was concluded that, based on this and other studies, there is no real evidence that partial schedules are more effective in maintaining task performance than continuous FR (piece-rate) schedules.     

A path analysis of stress appraisals, emotions, coping, and performance satisfaction among athletes

Objectives

In this study we examined athletes’ stress appraisals, emotions, coping, and performance satisfaction ratings using a path analysis model. This is the first study to explore all of these constructs in a single study and provides a more holistic examination of the overall stressful experience that athletes encounter.

Design

Cross-sectional.

Methods

Participants were 557 athletes, aged between 18 and 64 years (M age = 22.28 years, SD = 5.72), who completed a pre-competition measure of stress appraisals and emotions. Participants also completed a coping questionnaire and a subjective performance measure after competing, with regards to how they coped during competition and how satisfied they were with their performance.

Results

Path analysis revealed that appraisals of uncontrollable-by-self, stressfulness, and centrality were positively associated with the relational meaning threat appraisals. Threat appraisals were associated with unpleasant emotions, prior to competition, and pre-ceded distraction- and disengagement-oriented coping. The pre-competition appraisals of controllable-by-self, centrality, controllable-by-others, and stressfulness were associated with challenge relational meanings, which in turn were linked to task-oriented coping during competition. Task-oriented coping was positively related to superior subjective performance.

Conclusions

Our findings support the notion that stress appraisals, emotions, and coping are highly related constructs that are also associated with performance satisfaction.     

Coping in relationships: the interplay between individual and dyadic coping and their effects on relationship satisfaction

The main aim of the present study was to determine how individual and dyadic coping efforts are related in the context of relationships. This aim was achieved by studying partners simultaneously and taking into account the interdependent nature of couple data. Specifically tested was whether dyadic coping mediates the influence of individual coping, and whether there is a mutual influence of partners' dyadic coping. Cross-sectional data of 240 German couples were analyzed using structural equation modeling. Results indicated that dyadic coping is a stronger predictor of relationship satisfaction than individual coping, and that it mediates the individual coping efforts. Mutual influence could be demonstrated for pragmatic coping but not for emotional coping. This research highlights the importance of dyadic coping by focusing on the ways in which couples cope together.     

Age,job complexity,satisfaction, and performance

Job complexity was measured for jobs in a Public Agency. Perceptions of job complexity were obtained from self-reports of 133 employees. Independent measures were obtained from interviews with the subjects. Career stages, based upon age groupings, were found to moderate the relationship between (1) job-satisfaction and perceived job complexity and (2) job-performance and independently rated job complexity. These results are discussed in light of the current literature.     

职业弹性对工作绩效和职业满意度影响的实证研究

摘要：职业弹性是指个体灵活应对变化的职业环境甚至是逆境的职业能力。在控制无关变量及同一方法偏差的基础上,本文考察了职业弹性的不同维度对其后效变量的影响。通过对某信息集团下属的59家电子相关企业中的324位管理人员的问卷调查,结果表明职业弹性会影响个体的工作绩效和职业满意度,管理者的职业弹性越高,其工作绩效越高、职业满意度也越高。     

Computer-mediated communication: task performance and satisfaction

The author assessed satisfaction and performance on 3 tasks (idea generation, intellective, judgment) among 75 dyads (N = 150) working through 1 of 3 modes of communication (instant messaging, videoconferencing, face to face). The author based predictions on the Media Naturalness Theory (N. Kock, 2001, 2002) and on findings from past researchers (e.g., D. M. DeRosa, C. Smith, & D. A. Hantula, in press) of the interaction between tasks and media. The present author did not identify task performance differences, although satisfaction with the medium was lower among those dyads communicating through an instant-messaging system than among those interacting face to face or through videoconferencing. The findings support the Media Naturalness Theory. The author discussed them in relation to the participants' frequent use of instant messaging and their familiarity with new communication media.     

Technology and the structuring of jobs: Employee satisfaction,performance, and influence

This research investigated the relationships between technology, interdependence, job characteristics, and employee satisfaction, performance, and influence. Technology was operationalized at the individual level of analysis to include the dimensions of input uncertainty, conversion uncertainty, and output uncertainty. Pooled, sequential, and reciprocal interdependence was assessed. The results indicated that input and conversion uncertainty and interdependence were strongly related to such job characteristics as autonomy, skill variety, task identity, task significance, and task feedback. While the job characteristics related positively to employee satisfaction, input and conversion uncertainty related negatively to satisfaction, thus creating a mutual suppression effect. Although the uncertainty dimensions did not relate significantly to performance, there is some evidence that this negative relationship was being suppressed by the positive relationship between job characteristics and performance. Both the job characteristics and the technology dimensions related positively to influence. Results were discussed in terms of appropriate matches between technology and job characteristics.     

Stability and change in person-team and person-role fit over time: the effects of growth satisfaction, performance, and general self-efficacy

Although considerable research has focused on various forms of person-environment fit, little research has examined how person-team and person-role fit operate over time in team contexts. To address this gap, the authors examined the dynamic nature of values-based person-team fit and person-role fit. They identified several factors that influence these fit perceptions over time. Individuals were composed into teams that worked intensively over an extended time period. Results suggest that person-team fit, when conceptualized as values congruence, is generally stable over time, but perceptions of person-role fit in teams are dynamic. Individuals' growth satisfaction and performance were positively related to increases in person-role fit over time. Furthermore, the effect of performance on person-role fit was moderated by individuals' general self-efficacy. Implications for managerial practice and future research are discussed.     

Psychological biases of individual investors and financial satisfaction

Traditional finance theory is based on the principle of maximization of utility and explains how choices are made by rational people. Although the theory provides numerous insights, observation of actual behavior of people was seen to be different from what the theory predicted. The homo economicus is in reality a homo sapien who has emotions and beliefs that help to filter the content from his or her environment. These beliefs and preferences that arise due to cognitive limitations, presence of emotions, and various psychological motives guide or bias his or her decisions. Much literature states that the biases should be corrected as they negatively impact financial behaviour and individual's well‐being. However, evolutionary psychology considers biases as design features of human mind. Thus, biases are not always bad, as at times, these biases can help the individual investor to choose the best course of action from the multiple possibilities and enable committing the less costly mistakes, thereby helping the individual to achieve satisficing behaviour. This paper aims to explore the investor biases and see whether they are related to the financial satisfaction of the individuals. Financial satisfaction is the measure of satisfaction with one's financial situation. The results showed that overconfidence bias, reliance on expert bias, and self‐control bias have a positive and significant association with financial satisfaction levels. Association of a few other biases with financial satisfaction was also observed under certain control conditions. This study provides further insights on investor behavior and paves the way for various possibilities for future research.     

冲突对绩效的影响：个体、团队宜人性的调节作用

以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响, 而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论, 本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据, 本研究所得结果显示：(1)关系冲突显著负向影响工作绩效, 任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响, 而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应, 共同影响工作绩效。具体而言, 当团队宜人性异质性水平较低时, 个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。     

A multiple-goal, multilevel model of feedback effects on the regulation of individual and team performance

When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals resulting in individual and team performance. On the basis of this model, predictions concerning the impact of individual and team performance feedback are examined empirically to evaluate the model and to understand the influence of feedback on regulatory processes and resource allocation. Two hundred thirty-seven participants were randomly formed into 79 teams of 3 that performed a simulated radar task that required teamwork. Results support the model and the predicted role of feedback in affecting the allocation of resources when individuals strive to accomplish both individual and team goals.     

The role of self-esteem and locus of control in the differential prediction of performance,program satisfaction,and life satisfaction in an educational organization

The present research was an attempt to examine the role of task-specific self-esteem Korman, 1966, Korman, 1976 and locus of control (Rotter, 1966) in the differential prediction of academic performance, program satisfaction, and personal life satisfaction. Based on earlier research and theory in this area, it was predicted that (1) high task-specific self-esteem individuals would perform better, would be more satisfied with their program of studies and their personal lives compared to low task-specific self-esteem individuals, and (2) individuals with an internal locus of control would also perform better, would be more satisfied with their program of studies and their personal lives compared to individuals with an external locus of control. These hypotheses found strong empirical support in the study. The findings are interpreted as being strongly supportive of Korman's theory on the role of task specific esteem and Rotter's theory on the concept of locus of control in the prediction of certain select organizational outcomes.     

Examination of relationships among trait-like individual differences, state-like individual differences, and learning performance

Several authors (e.g., J.T. Austin & H.J. Klein, 1996; R. Kanfer, 1990b, 1992) have urged researchers to examine comprehensive models of distal individual differences as predictors of proximal motivational processes and performance. Two field studies in an academic setting tested a model of relationships among trait-like individual differences (cognitive ability, general self-efficacy, and goal orientation), state-like individual differences (state anxiety, task-specific self-efficacy, and goals), and learning performance. Most hypothesized relationships among these constructs received support when tested on 2 samples, when examining different performance episodes, and when using different goal orientation and state-anxiety measures. In general, state-like individual differences were found to mediate the relationships between trait-like individual differences and learning performance. Implications of these results are discussed and suggestions for future research are provided.