成就目标的一种新分类——四分法

在成就目标二分法和三分法的基础上,依据能力划分的两个维度-能力的界定维度和效价维度,Pintrich和 Elliott等人提出了成就目标的四分法,将成就目标分成掌握-接近目标,关注于掌握新的知识和提高自己的能力;掌握-回避目标,关注于避免完不成任务或避免失去已有的知识技能;成绩-接近目标,关注于表现得比他人优秀和胜过他人和成绩-回避目标,关注于避免表现得比他人更差或更愚蠢4种类型。实证研究表明,四分法不仅完善了成就目标的分类研究,而且也为提高个体的成就水平提供了理论依据。     

APPROACH OR AVOIDANCE (OR BOTH?): INTEGRATING CORE SELF‐EVALUATIONS WITHIN AN APPROACH/AVOIDANCE FRAMEWORK

Core self‐evaluations (CSE) represent a new personality construct that, despite an accumulation of evidence regarding its predictive validity, provokes debate regarding the fundamental approach or avoidance nature of the construct. This set of studies sought to clarify the approach/avoidance nature of CSE by examining its relation with approach/avoidance personality traits and motivation constructs (Study 1); we subsequently examined approach/avoidance motivational mechanisms as mediators of the relation between CSE and job performance (Study 2). Overall, the studies demonstrate that CSE is best conceptualized as representing both (high) approach tendencies and (low) avoidance tendencies; implications of these findings for CSE theory are discussed.     

Identifying Competencies with Behavioral-Event Interviews

Coding competencies from behavioral-event interviews according to the principles of a new approach to assessment (McClelland, 1973) produces assessments that are reliable and validly associated with success as an executive. These assessments are not influenced by length of protocol or by performance in the preceding year. Bias is not a problem if both the interviewer and the coder are blind to executive success. In contrast to a traditional psychometric approach based on regression analysis, an algorithm based on competency scores predicted managerial success and improved performance across a number of samples. This algorithm identified potential outstanding performers as individuals whose scores reached designated tipping points within clusters of substitutable competencies. Experts' judgments of competencies needed or shown by executives in various positions agreed only moderately with competencies shown to be important by the data from behavioral-event interviews.     

Relating Social Media Technologies to Performance: A Capabilities-Based Perspective

In response to the dramatic social and technological shifts that are now shaping business–customer relationships, businesses are finding it necessary to alter their approach toward customer relationship management (CRM) and develop new capabilities that facilitate customer value co-creation. This paper presents a conceptual framework that extends a traditional view of CRM by incorporating social media technologies, and it suggests how these technologies can lead to greater firm performance. Forwarding this framework has two goals. First, despite the common use of the term “social CRM,” there is no clear linkage between the existing body of CRM literature and the extensions provided by the social and technological developments in recent years. The proposed framework attempts to provide this linkage and to expand the view of how CRM can influence firm performance in the age of the social customer. The second goal is to provide managers with a depiction of how existing CRM investments and resources can be integrated with new technologies and processes to form capabilities that can improve business performance.     

The civilized individual

In this paper, we present a new approach to improve the performance of a genetic algorithm. This approach sheds a new light on the concept of identity in a biomimetic system. We argue that introducing redundancy at the component level emphasizes the identity of the system. Then we present the Dynamic Logic of Contradiction elaborated by the philosopher Stephane Lupasco and we show how it relates to our proposition. This correlation allows us to give a meaning to the concept of identity.     

Extraversion and performance approach goal orientation: An integrative approach to personality

Research shows that extraversion is unrelated to performance approach goal orientation, both at the trait- and the state-level. However, since previous studies have either focused on the trait- or the state-level, such a conclusion may be premature. Building upon the idea that acting against one’s trait consumes self-control resources, we reason that within-person deviations from one’s level of trait extraversion might negatively relate to performance approach goal orientation. Using experience sampling data from 47 employees across 10 days (N = 307), we found that deviations from one’s trait extraversion levels are associated with lower levels of performance approach goal orientation. These findings suggest that an integrative approach to personality allows to better understanding of the relationship between extraversion and performance approach goal orientation.     

New Directions for Performance Appraisal: Some Findings and Observations

The changing emphasis on the aims of performance appraisal systems is discussed, with particular reference to the notion of appraisal as a motivating mechanism. The contention of the Total Quality school that the traditional focus on the assessment function of appraisal is counterproductive is supported, and some data are presented illustrating the doubtful value and accuracy of appraisal ratings, both for evaluating staff and as validation criteria for personality measures. Some implications of recent organizational changes for the development role of performance appraisal are reviewed, with particular reference to upward feedback and competency-based appraisal. Finally, the emerging shape of a new approach to meeting the purposes formerly served by appraisal systems is described.     

Feedback type as a moderator of the relationship between achievement goals and feedback reactions

The aim of the current study is to shed new light on the inconsistent relationship between performance‐approach (PAp) goals and feedback reactions by examining feedback type as a moderator. Results of a field experiment (N = 939) using a web‐based work simulation task showed that the effect of achievement‐approach goals was moderated by feedback type. Relative to individuals pursuing mastery‐approach goals, individuals pursuing PAp goals responded more negatively to comparative feedback but not to task‐referenced feedback. In line with the hypothesized mediated moderation model, the interaction between achievement goals and feedback type also indirectly affected task performance through feedback reactions. Providing employees with feedback is a key psychological principle used in a wide range of human resource and performance management instruments (e.g., developmental assessment centres, multi‐source/360° feedback, training, selection, performance appraisal, management education, computer‐adaptive testing, and coaching). The current study suggests that organizations need to strike a balance between encouraging learning and encouraging performance, as too much emphasis on comparative performance (both in goal inducement and in feedback style) may be detrimental to employees' reactions and rate of performance improvement.     

Focus of attention and automaticity in handwriting

This study investigated the nature of automaticity in everyday tasks by testing handwriting performance under single and dual-task conditions. Item familiarity and hand dominance were also manipulated to understand both cognitive and motor components of the task. In line with previous literature, performance was superior in an extraneous focus of attention condition compared to two different skill focus conditions. This effect was found only when writing with the dominant hand. In addition, performance was superior for high familiarity compared to low familiarity items. These findings indicate that motor and cognitive familiarity are related to the degree of automaticity of motor skills and can be manipulated to produce different performance outcomes. The findings also imply that the progression of skill acquisition from novel to novice to expert levels can be traced using different dual-task conditions. The separation of motor and cognitive familiarity is a new approach in the handwriting domain, and provides insight into the nature of attentional demands during performance.     

Joint effects of social networks and information giving on innovative performance after organizational entry

We combine the social network approach and organizational socialization literature in order to examine the influence of social networks and proactive behavior on newcomers' innovative performance. A sample of new employees completed questionnaires on social network and proactive measures, and their supervisors rated their innovative performance. The results suggest that both sparse (low density) social networks and newcomers' information giving were related to innovative performance. The results also indicate that information giving moderated the relation between sparse social networks and innovative performance: when newcomers' information giving was high, the characteristics of their social networks were not related to their innovative performance.     

Finite Mixtures for Simultaneously Modeling Differential Effects and Nonnormal Distributions

Regression mixture models have been increasingly applied in the social and behavioral sciences as a method for identifying differential effects of predictors on outcomes. Although the typical specification of this approach is sensitive to violations of distributional assumptions, alternative methods for capturing the number of differential effects have been shown to be robust. Yet, there is still a need to better describe differential effects that exist when using regression mixture models. This study tests a new approach that uses sets of classes (called differential effects sets) to simultaneously model differential effects and account for nonnormal error distributions. Monte Carlo simulations are used to examine the performance of the approach. The number of classes needed to represent departures from normality is shown to be dependent on the degree of skew. The use of differential effects sets reduced bias in parameter estimates. Applied analyses demonstrated the implementation of the approach for describing differential effects of parental health problems on adolescent body mass index using differential effects sets approach. Findings support the usefulness of the approach, which overcomes the limitations of previous approaches for handling nonnormal errors.     

Hidden patterns of play interaction in soccer using SOF-CODER

Traditional methods for quantifying sport performances are limited in their capacity to describe the complex interactions of events that occur within a performance over time. The following article outlines a new approach to the study of actions between players in team sports—mainly, soccer. Since the observational design is nomothetic, point, and multidimensional, an observational and data-collecting instrument has been developed. The instrument is mixed and combines a field format with a category system for game events, as well as an ad hoc instrument that considers the game actions of one or both teams, each recorded according to the same criteria. The article also outlines a new approach to the analysis of time-based event records—in this case, sports performance—known as T-pattern detection. The relevant elements of the T-pattern detection process are explained, and exemplar data from analyses of soccer matches are presented to highlight the potential of this form of data analysis. The results suggest that it is possible to identify new kinds of profiles for both individuals and teams on the basis of observational criteria and a further analysis of temporal behavioral patterns detected within the performances.     

Effect of context on performance approach orientation

We proposed and tested a theoretical model that argues that different work contexts influence the relationship between performance approach orientation and work performance. Across three studies and three different types of work performance, results consistently supported a theorized interaction between performance approach orientation and rewarding climate. Two self-rating studies showed generally similar interactions, with some important differences in the significance of the simple slopes. Larger differences emerged between the self-rating and a supervisor rating study. The present research supports a model in which type of work (part time vs. full time), rewarding climate, the criterion of performance (supervisor vs. self-rating), and type of work performance are important contextual components of a model relating performance approach orientation to work performance.     

Subtask analysis of process data through a predictive model

Response process data collected from human–computer interactive items contain detailed information about respondents' behavioural patterns and cognitive processes. Such data are valuable sources for analysing respondents' problem-solving strategies. However, the irregular data format and the complex structure make standard statistical tools difficult to apply. This article develops a computationally efficient method for exploratory analysis of such process data. The new approach segments a lengthy individual process into a sequence of short subprocesses to achieve complexity reduction, easy clustering and meaningful interpretation. Each subprocess is considered a subtask. The segmentation is based on sequential action predictability using a parsimonious predictive model combined with the Shannon entropy. Simulation studies are conducted to assess the performance of the new method. We use a case study of PIAAC 2012 to demonstrate how exploratory analysis for process data can be carried out with the new approach.     

Challenging assignments and activating mood: the influence of goal orientation

We examined the impact of induced goal orientation on individuals' positive‐ and negative‐activating mood when taking part in high‐ or low‐challenging assignments. Results indicated that performing a low‐challenging assignment leads to a higher positive‐activating mood with a performance‐approach orientation than with a mastery approach, or no goal orientation. In contrast, conducting a high‐challenging assignment leads to a higher positive‐activating mood with a mastery approach than with a performance approach, or no goal orientation. These findings suggest that high‐challenging assignments are best instructed with a focus on learning whereas low‐challenging assignments are best instructed with a focus on superior performance.     

A cognitive tool to diagnose predominantly inattentive ADHD behavior

Poor performance on tests of reading comprehension could be the result of weak word-recognition skills, inconsistent attention (ADD), or a combination of the two. Identifying the source of the reading disability (RD) reliably has been difficult because inconsistent attention interferes with reading and weak word recognition skill makes attention wander. The situation is further complicated by the fact that there are no objective diagnostic tests for ADD (Breggin, 1998; Diller, 1998). We proposed a new model of differential diagnosis of ADHD-I/RD and field-tested its utility in two studies. The new diagnostic procedure utilizes intra-individual differences seen in the performance of at-risk learners on tasks related to reading that vary in the degree of sustained attention required for successful performance. The hypothesis is that children whose attention is inconsistent would perform more poorly on tests such as listening comprehension, which require sustained attention, than on tests such as reading comprehension, which are more tolerant of inattention. Such differences will not be seen in the test scores of children who have only a reading disability because their performance on reading tests is determined more by the difficulty level of the tests than by the sensitivity of the tests to attention. The validity of this new model was evaluated by determining the relationship between differences seen in the scores of tests that differ in their attention requirement and the degree of inconsistency in sustained attention as measured by Conners' CPT. The results of the two studies indicate this to be a viable approach. The results of the second study are presented in this report.     

Performing great and the purpose of performing better than others: on the recursiveness of the achievement goal adoption process

The purpose of the present research is to complement and extend previous achievement goal research by emphasizing that great performance may serve as an antecedent of performance‐approach goal adoption, that is, the wish to outperform others. A consistent finding across the three studies is, indeed, that great (perceived) performance and high performance expectancies are associated with the adoption of performance‐approach goals. It is concluded that the process of goal adoption is a dynamic, recursive process in which performance attainment is most likely to operate as both an antecedent and a consequence of goal adoption. Copyright © 2007 John Wiley & Sons, Ltd.