THE MEDIATING ROLE OF PROCEDURAL JUSTICE IN RESPONSES TO PROMOTION DECISIONS

This study used structural equations modeling to examine the mediating role of procedural justice in the relationships between promotion decisions and organizational commitment and between promotion decisions and intent to leave the organization. 156 managers and executives in Italian subsidiaries of two large multinational organizations in the chemical industry were surveyed about their career history within the organization and their reactions to promotion decisions over an 8-year period. The results showed that promotion decisions influenced feelings of organizational commitment through perceptions of procedural justice in promotion decision-making processes. The theoretical and practical implications of the study’s findings are discussed.This research was supported by the Italian Ministry of University and Scientific Research (MURST). A previous version of this paper was presented at the 2000 Academy of Management meetings in Toronto and published in the Best Paper Proceedings. We would like to thank Paula Caliguiri, Jason Shaw, M. Susan Taylor, and two anonymous Academy reviewers for their helpful suggestions on prior drafts of this article.     

THE ROLE OF LOCUS OF CONTROL IN LEADER INFLUENCE BEHAVIOR1

This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed.     

ECONOMIC CONSIDERATIONS IN ESTIMATING THE UTILITY OF HUMAN RESOURCE PRODUCTIVITY IMPROVEMENT PROGRAMS

Three economic concepts (variable costs, taxes, and discounting) are applied and incorporated into the previous utility formulas proposed by Brogden (1946, 1949), Cronbach and Gleser (1965), and Schmidt, et al. (1979, 1982). The resulting utility model indicates that the previous formulas are deficient and can produce upwardly biased utility estimates. Empirical examples based on published research (e.g., Schmidt, et al., 1982) are presented indicating the substantial magnitude of the bias given realistic levels of variable costs, taxes, and discount rates. The present utility model is used to adjust for such bias and is shown to provide a more complete and precise utility definition. Implications for future research are discussed.     

THE INFLUENCE OF UPWARD FEEDBACK ON SELF- AND FOLLOWER RATINGS OF LEADERSHIP

The impact of upward feedback (followers' perceptions of leadership provided to leaders) on leaders' self-evaluations and followers' subsequent ratings of leadership was assessed in a field setting. Subjects were 978 student leaders and their 1,232 followers. Results indicated that overall, leaders' behaviors as rated by followers improved after feedback. Leaders' self-evaluations following feedback became more similar to the evaluations provided by followers. Interestingly, when leaders were grouped according to whether feedback was positive, neutral, or negative based on agreement between self- and follower ratings, differences between groups in post-feedback self-evaluations and follower ratings emerged. Self-evaluations for leaders receiving negative feedback (high self- relative to followers' ratings) went down, while self-evaluations for leaders receiving positive feedback (low self- relative to follower's ratings) went up. Follower ratings of leaders who received negative feedback improved following feedback to leaders, while there was no change in follower ratings for those receiving positive feedback. Implications for using upward feedback in organizations are discussed.     

THE HEIDEGGERIAN BIAS TOWARD DEATH: A CRITIQUE OF THE ROLE OF BEING-TOWARDS-DEATH IN THE DISCLOSURE OF HUMAN FINITUDE

Abstract: In this paper I take issue with Heidegger's use of the concept of death as a means of disclosing human finitude. I argue that Being-towards-death is inadequate to the disclosure of Dasein's thrownness which is necessary for the kind of authentic historizing that Heidegger describes and furthermore leads to a reading of authenticity which is preclusive of Being-with-Others, I suggest that this difficulty may be alleviated through increased attention to the opposite boundary of Dasein's existence, namely its birth. Although I do not pursue the project here of conducting a phenomenology of birth, I suggest some directions for proceeding with that task, and I illustrate that a greater emphasis on Dasein's beginning will increase the richness of our understanding of our Being-with-Others.     

THE ACCEPTANCE OF HUMAN RESOURCE INNOVATION BY MULTIPLE CONSTITUENCIES

This study evaluated the acceptance of six human resource (HR) management innovations by multiple constituencies in a large organization using questionnaire data. The programs studied included quality circles, flextime, flexible benefits, job posting, cash awards, and a fitness program. Significant differences in the acceptance of this company's HR innovations were found for the following background variables: program experience, hierarchical level, seniority, and organizational unit. Possible reasons for differences in constituencies' levels of acceptance and practical issues to be considered when implementing HR innovations are discussed.     

THE ROLE OF COMMUNICATION IN BARGAINING

This essay classifies, reviews, and critiques the current literature on the role of communication in the bargaining process. As such, it provides an up-to-date review of the research findings within four areas: communication opportunity, information exchange, message strategies, and categories of interaction. These areas illustrate three different perspectives of communication: the mechanistic, the psychological, and the pragmatic views. Integration of this literature reveals that bargaining interaction differs from group problem solving in the types of messages used and in the evolution of bargaining stages, and that communication patterns distinguish between the initial and the latter stages of bargaining.     

辐合运动在双眼深度感知中的作用

本文主要利用自己设计、制作的一套视觉心理物理实验装置进行了深度位置和深度运动的观察和测量。 观察到在允许辐合运动下,深度位置响应和理论计算值相近,这说明人的视觉系统能实现几何视差的运算。特别注意到,在大视差时,辐合运动在正确的深度感知中起重要作用。 视觉系统对深度运动的响应表明了辐合运动在大视差的深度运动感知中也起了重要作用:在大视差时能正确感知深度运动的大小;并能维持深度运动感。得到了视觉系统对深度运动刺激的响应有0.15—0.18秒的潜伏期。     

个人影响力在群体决策整合过程中的作用：对SDS理论的扩展

以往社会决策图式理论没有考虑决策群体中成员的地位、成员的价值取向和专长知识分布等决策者影响力因素对群体决策整合过程的影响。本文在考虑上述诸因素影响的前提下构建了决策者影响力函数,通过投资决策模拟实验,综合使用决策影响力函数和个体偏好分布来预测群体决策的结果。研究表明综合运用决策者影响力函数和修改后的社会决策图式理论比传统的理论能更准确和有效的预测群体决策。     

THE INFLUENCE OF LABOR MARKETS ON HUMAN RESOURCES UTILITY ESTIMATES

Recent work in industrial and personnel psychology has extended earlier efforts to financially evaluate the utility of organizational human resources policies. Utility analysis now includes a variety of refinements that more accurately measure the costs and benefits of human resources programs, both in the present and in the future. While this work substantially improves the firm-level evaluation of many personnel policies, conventional utility models have ignored the effects of the external labor market on estimated utilities. Specifically there appears to be an implicit assumption that utilities are invariant across changing labor market conditions and that employees (both current and prospective), as well as other employers, will be unresponsive to these labor market dynamics. This paper examines the effect of relaxing these implicit assumptions on the magnitude of expected utilities. We conclude that, in general, the omission of these considerations overstates the likely utility of the programs being evaluated.     

輻合在大小知觉恒常性中的作用

問題 謝切諾夫在很早以前便提出知觉是反射活动的观点,并且強調了网膜视象和眼肌的紧张在大小知觉中的作用。他說:“网膜中映象的实际大小和使眼睛适应远近距离的肌肉的紧张程度,是对用一只眼睛看的各种对象的大小的真正表象的基础。謝切諾夫的这种天才思想,为知觉的反射活动的研究提供了基础。继謝切諾夫之后,巴甫洛夫进一步把大小知觉看作是网膜視象、眼肌运动的刺激組合与物体的触觉刺激經过多次联系所形     

心理学为提高企业素质服务

心理学为社会主义建设服务,这是当前的一项重要任务。为发展生产、改进经营管理服务则是我们近年来探索的一个重点。因为管理的改革十分需要心理学工作者参加解决与人的因素有关的问题。在现代管理学中行为科学起着日益为人重视的作用。 提高企业素质是当前我国管理研究中的一个中心课题。邓小平同志说,从“六五”计     

某些心理因素对体表电势的影响

問題 从人体表面导出电流这一事实,早在1890年就由俄国的塔尔哈諾夫所发現。这一发現(塔尔哈諾夫現象)开辟了皮肤电反射(电位法)的研究。以后,巴特許别金利用它研究了皮肤电位和內脏活动的关系,别列金娜利用它研究了机体的感受性,布尔(H.S.Burr)研究了机     

THE IMPACT OF HUMAN RESOURCE MANAGEMENT AND WORK CLIMATE ON ORGANIZATIONAL PERFORMANCE

This paper examines relationships between human resource management (HRM), work climate, and organizational performance in the branch network of a retail bank. It extends previous research on group-level climate-performance and HRM-performance relationships and examines how climate and HRM function as joint antecedents of business unit performance. Significant correlations are found between work climate, human resource practices, and business performance. The results show that the correlations between climate and performance cannot be explained by their common dependence on HRM factors, and that the data are consistent with a mediation model in which the effects of HRM practices on business performance are partially mediated by work climate.     

语境和动词信息对主题角色指派的影响

以大学生为被试,采用DMDX系统,运用自控速的逐词意义判断法,探讨语境和动词的限定信息在主题角色指派中的作用。结果发现：被试能够根据语境和动词的限定信息对动词后的主项进行预期。当语境中引进的先行词能够成为动词后的合理主项时,被试可以利用语境信息和动词的限定信息,在句法明确的做出角色指派以前,给语境中引进的先行词指派角色。