Patterns of strengths and weaknesses in children's knowledge about fractions

The purpose of this study was to explore individual patterns of strengths and weaknesses in children's mathematical knowledge about common fractions. Tasks that primarily measure either conceptual or procedural aspects of mathematical knowledge were assessed with the same children in their fourth- and fifth-grade years (N=181, 56% female and 44% male). Procedural knowledge was regressed on levels of conceptual knowledge, and vice versa, to obtain residual scores. Residual scores capture variability in each kind of math knowledge that is not shared with the other type of knowledge. Cluster analysis using residuals indicated four distinct knowledge profiles in fourth graders: (a) higher than expected conceptual knowledge and relatively lower procedural knowledge, (b) relatively lower conceptual knowledge and higher procedural knowledge, (c) lower concepts but expected levels of procedural knowledge, and (d) relatively higher than expected levels of both procedural and conceptual knowledge. In fifth grade, another cluster emerged that showed lower procedures but expected levels of conceptual knowledge. In general, students with relatively lower than expected conceptual knowledge showed poorer accuracy on measures used to form the clusters and also word problem setups and estimation of sums. Implications for explaining seemingly conflicting results from prior work across studies are discussed.     

Relational correlates of interpersonal citizenship behavior: a social network perspective

This study examines the role of social network ties in the performance and receipt of interpersonal citizenship behavior (ICB), one form of organizational citizenship behavior (OCB). A field study involving 141 employees of a manufacturing firm provided evidence that social network ties are related to the performance and receipt of ICB. Results support hypothesized relationships, which are based on social exchange theory, suggesting strength of friendship is related to performance and receipt of ICB. Support was also found for impression management-based hypotheses suggesting that asymmetric influence and 3rd-party influence are related to the performance and receipt of ICB. These relationships were significant when controlling for job satisfaction, commitment, procedural justice, hierarchical level, demographic similarity, and job similarity. Implications and directions for future research are addressed.     

Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance

Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (turnover intentions and performance). Survey data from 195 employees in a pathology laboratory indicated that justice predicts employee attitudes and performance. Specifically, procedural justice, but not outcome fairness, predicted all 5 criterion variables. These results demonstrate the importance of procedural justice perceptions for predicting employee reactions to drug testing programs.     

Modeling Mental Spatial Reasoning About Cardinal Directions

This article presents research into human mental spatial reasoning with orientation knowledge. In particular, we look at reasoning problems about cardinal directions that possess multiple valid solutions (i.e., are spatially underdetermined), at human preferences for some of these solutions, and at representational and procedural factors that lead to such preferences. The article presents, first, a discussion of existing, related conceptual and computational approaches; second, results of empirical research into the solution preferences that human reasoners actually have; and, third, a novel computational model that relies on a parsimonious and flexible spatio‐analogical knowledge representation structure to robustly reproduce the behavior observed with human reasoners.     

Measuring Procedural Knowledge More Simply with a Single-Response Situational Judgment Test

Purpose  This paper describes the development of a situational judgment test (SJT) based on single-response options developed directly from critical incidents and reports a study that tested the SJT’s concurrent validity against ratings of job performance. Design/Methodology/Approach  Situational judgment test items were developed from critical incidents provided by administrators of volunteer agencies. Volunteers who worked at another agency completed the SJT and a self-report personality test. Supervisors rated their job performance on three dimensions. Findings  Situational judgment test scores representing procedural knowledge about work effort were significantly correlated with ratings of work effort performance (r = .28). Conscientiousness was correlated with work effort knowledge (r = .26), but not with work effort performance (r = −.02). Implications  These results provide some preliminary evidence that a single-response SJT format based upon critical incidents can produce valid measures of procedural knowledge and might be a useful alternative to the traditional multiple-response format. Originality/Value  This paper presents a novel way to construct SJTs using single-response options that are less laborious to develop than the multiple-response options in traditional SJT formats. Results of the validity study suggest that this new single-response format can predict job performance and encourage further research on the viability of this approach.     

What counts as knowing? The development of conceptual and procedural knowledge of counting from kindergarten through Grade 2

The development of conceptual and procedural knowledge about counting was explored for children in kindergarten, Grade 1, and Grade 2 (N = 255). Conceptual knowledge was assessed by asking children to make judgments about three types of counts modeled by an animated frog: standard (correct) left-to-right counts, incorrect counts, and unusual counts. On incorrect counts, the frog violated the word-object correspondence principle. On unusual counts, the frog violated a conventional but inessential feature of counting, for example, starting in the middle of the array of objects. Procedural knowledge was assessed using speed and accuracy in counting objects. The patterns of change for procedural knowledge and conceptual knowledge were different. Counting speed and accuracy (procedural knowledge) improved with grade. In contrast, there was a curvilinear relation between conceptual knowledge and grade that was further moderated by children's numeration skills (as measured by a standardized test); the most skilled children gradually increased their acceptance of unusual counts over grade, whereas the least skilled children decreased their acceptance of these counts. These results have implications for studying conceptual and procedural knowledge about mathematics.     

Defining and measuring conceptual knowledge in mathematics

A long tradition of research on mathematical thinking has focused on procedural knowledge, or knowledge of how to solve problems and enact procedures. In recent years, however, there has been a shift toward focusing, not only on solving problems, but also on conceptual knowledge. In the current work, we reviewed (1) how conceptual knowledge is defined in the mathematical thinking literature, and (2) how conceptual knowledge is defined, operationalized, and measured in three mathematical domains: equivalence, cardinality, and inversion. We uncovered three general issues. First, few investigators provide explicit definitions of conceptual knowledge. Second, the definitions that are provided are often vague or poorly operationalized. Finally, the tasks used to measure conceptual knowledge do not always align with theoretical claims about mathematical understanding. Together, these three issues make it challenging to understand the development of conceptual knowledge, its relationship to procedural knowledge, and how it can best be taught to students. In light of these issues, we propose a general framework that divides conceptual knowledge into two facets: knowledge of general principles and knowledge of the principles underlying procedures.     

THE PRECURSORS AND PRODUCTS OF JUSTICE CLIMATES: GROUP LEADER ANTECEDENTS AND EMPLOYEE ATTITUDINAL CONSEQUENCES

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of 3 types of justice climates (e.g., procedural, interpersonal, and informational) and the moderating effects of these climates on individual-level justice–attitude relationships. Largely consistent with the theoretically derived hypotheses, the results showed that leader (a) Agreeableness was positively related to procedural, interpersonal, and informational justice climates; (b) Conscientiousness was positively related to a procedural justice climate; and (c) Neuroticism was negatively related to all 3 types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high.     

APPLYING UNCERTAINTY MANAGEMENT THEORY TO EMPLOYEE VOICE BEHAVIOR: AN INTEGRATIVE INVESTIGATION

Drawing on uncertainty management theory, this study integrates justice research with the elaboration likelihood model and considers employee voice behavior as a function of 3 (interpersonal, procedural, and distributive) facets of justice perceptions in combination. Specifically, a positive relationship is hypothesized between interpersonal justice and employee voice behavior, which is buffered by high procedural justice. This 2‐way interaction effect is also examined to determine whether it would be mitigated by low distributive justice. Results from a sample of 395 manager–employee dyads provide support for these predictions. Furthermore, results from a supplementary analysis show that the 3‐way interaction effect on employee voice behavior was more pronounced for those who had a high feeling of uncertainty (i.e., those with a shorter job tenure or occupational tenure). Theoretical and practical implications of the findings are discussed.     

Understanding Employee Job Satisfaction: The Importance of Procedural and Distributive Justice

The importance of perceived fair treatment and its effect on employee job satisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee job satisfaction. In addition, when job satisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted job satisfaction. However, interpersonal procedural justice and distributive justice were more strongly related to job satisfaction with distributive justice having the strongest relationship of the three fairness perceptions.     

Video‐based Testing: A high‐fidelity job simulation that demonstrates reliability,validity, and utility

A conceptual rationale is presented for the use of a high‐fidelity simulation: a video‐based test (VBT), in which applicants view job‐related scenarios, respond orally, and are later scored on five dimensions by trained raters. Using applicant data, we empirically investigate the criterion‐related validity, reliability, and utility of the VBT. Overall, we found that the VBT predicted performance in training and on the job. In addition, different raters strongly agreed with one another on each applicant's scores. Despite somewhat higher development costs, the VBT demonstrated high utility. We suggest that organizations consider the use of VBTs as a selection instrument for jobs that require the use of applied social and interpersonal skills.     

Prediction of performance facets using specific personality traits in the Chinese context

Recent research has shown that the contextual domain of job performance could be divided into an interpersonal and a personal facet. This study examined how personality variables relate differentially to these two distinct facets. Supervisory-level employees (N=187) completed the Chinese Personality Assessment Inventory (CPAI, Cheung et al., 1996) and provided their recent performance appraisal records. Results indicated that personality traits that relate to interpersonal orientation (e.g., Harmony and Leadership in the CPAI) better predict interpersonal versus personal contextual behaviors, whereas a trait associated with personal virtues such as moral obligation and loyalty to group (e.g., CPAI’s Veraciousness) predicts the personal but not the interpersonal domain. These results extend previous research findings that personality variables are valid predictors of the contextual domain of job performance, and demonstrate that the same personality variable differs in levels of predictive validity depending on the foci of the contextual behaviors.     

A Model of Competence for Counting

A theoretical framework Is presented that distinguishes among three knowledge sources that form the basis for generative performance. The three knowledge sources, termed conceptual, procedural, and utilizational competence, were implemented as a computational model that derives plans for counting procedures. In a previous analysis, Greeno, Riley, and Gelman (1984) developed a characterization of the conceptual competence (implicit understanding of general concepts and principles) associated with the skill of counting and related conceptual competence to various models of performance. In the current work all three knowledge sources are formalized in a computer program (COUNTPLAN) that generates planning nets of counting procedures. The sufficiency of COUNTPLAN's knowledge components is demonstrated through its capacity to generate new plans for counting in novel settings from a core of conceptual competence. The utility of COUNTPLAN to facilitate the distinction between hypotheses of competence and hypotheses of performance is discussed.     

Effects of Personality Characteristics on Knowledge,Skill, and Performance in Servicing Retail Customers

This study tested the idea that some personality variables are related to interpersonal aspects of job performance primarily through interpersonal knowledge and skill, just as cognitive ability has been shown to be related to technical aspects of job performance primarily through technical knowledge and skill. We measured personality factors, cognitive ability, customer service knowledge (through a structured interview), customer service skill (through role‐play simulations), and customer service performance (through supervisory ratings) in a sample of 140 retail store associates. As expected, results showed that interpersonally oriented personality characteristics are related to customer service knowledge even when effects of ability, conscientiousness, and experience are taken into account, and that customer service knowledge and skill together carry the indirect effects of personality characteristics, ability, and experience to customer service performance. We also found that conscientiousness moderates the relation between knowledge and performance such that knowledge predicts performance best for people who are highly conscientious.     

Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures

Applicants' reactions to selection procedures were examined in terms of the satisfaction and/or violation of 10 procedural justice rules. Critical incidents (n= 237) of fair and unfair treatment during selection were collected from 31 individuals who had recently experienced job search and hiring processes. Incidents were categorized into 10 procedural justice rules and the distribution of these incidents was examined for different hiring outcomes and different selection procedures. Dominant procedural concerns reflected selection procedure job relatedness and interpersonal treatment applicants received. Accepted applicants were primarily concerned about consistency of treatment, while rejected applicants were more concerned with timely feedback and blatant bias. Ease of faking was the primary procedural concern of applicants taking honesty and personality tests, while job relatedness was the primary concern with ability and work sample tests. Research issues were discussed and a number of practical suggestions were offered in terms of minimizing applicants' negative reactions to the selection process.     

Narcissism in Organizations: A Multisource Appraisal Reflects Different Perspectives

The majority of employees state that their manager is the worst aspect of their job. Over the past decade, a considerable amount of research has been devoted to identifying factors that contribute to immoral and ineffective leader behavior. Researchers have continually linked personality, and in particular narcissism, to the proclivity of leaders to behave ineffectively and unethically. This study represents an initial attempt to examine the relationship between narcissism and leadership in an organizational setting to determine the extent to which narcissism is related to managerial effectiveness and integrity. Results indicated that narcissism was negatively related to supervisor ratings of interpersonal performance and integrity. In contrast, narcissism was unrelated to subordinate ratings of interpersonal performance and integrity. Furthermore, narcissism was unrelated to supervisor and subordinate ratings of conceptual performance. The unique relationship between narcissistic leaders and their followers is offered as an explanation for these findings.     

Interpersonal Relationships and Relationship Dominance: An Analysis Based on Methodological Relationism

The author argues that a mature Asian social psychology is marked by the characteristic ways in which it generates knowledge about social behavior in general, rather than by the body of knowledge it obtains about Asians. Methodological relationalism, grounded in dialectics, is explicated as a conceptual framework for the analysis of human though and action; it is transformed by Asian views reflecting the omnipresence of self-other relations in all social life. A classification of interpersonal relationships, categorized according to the basis of their formation, is provided. Cultural contrasts are explored, with reference to: (a) the formation of relationships, (b) cultural roots of how interpersonal relationships are defined in myths and legends, and (c) the dominance of specific relationships in different cultures. Finally, Confucian heritage cultures are described in terms of the construct relationship dominance.     

Measuring Relationships between Personality,Knowledge, and Performance using Single‐response Situational Judgment Tests

We report two studies that investigate single‐response situational judgment tests (SJTs) as measures of job knowledge. Study 1 examines relationships between job knowledge measured by a single‐response SJT, personality, and performance for museum tour guides. Study 2 extends Study 1's findings with a sample of volunteers using a single‐response SJT about volunteerism. In both studies, personality was related to knowledge, and knowledge predicted performance. In Study 2, knowledge accounted for incremental variance in performance beyond personality, but personality added no incremental variance beyond knowledge. Results suggest that knowledge of effective behavior and knowledge of ineffective behavior are separate constructs. These studies demonstrate the validity of single‐response SJTs and provide evidence that knowing what to do and what not to do are separate domains.     

Counting on fine motor skills: links between preschool finger dexterity and numerical skills

Finger counting is widely considered an important step in children's early mathematical development. Presumably, children's ability to move their fingers during early counting experiences to aid number representation depends in part on their early fine motor skills (FMS). Specifically, FMS should link to children's procedural counting skills through consistent repetition of finger‐counting procedures. Accordingly, we hypothesized that (a) FMS are linked to early counting skills, and (b) greater FMS relate to conceptual counting knowledge (e.g., cardinality, abstraction, order irrelevance) via procedural counting skills (i.e., one–one correspondence and correctness of verbal counting). Preschool children (N = 177) were administered measures of procedural counting skills, conceptual counting knowledge, FMS, and general cognitive skills along with parent questionnaires on home mathematics and fine motor environment. FMS correlated with procedural counting skills and conceptual counting knowledge after controlling for cognitive skills, chronological age, home mathematics and FMS environments. Moreover, the relationship between FMS and conceptual counting knowledge was mediated by procedural counting skills. Findings suggest that FMS play a role in early counting and therewith conceptual counting knowledge.     

组织内领导越轨行为研究：概念、诱因与结果

领导越轨行为是指领导者在工作场所中故意违反重要的组织规范的行为。通过整合分析组织内越轨行为和领导行为两个领域的相关研究发现, 领导越轨行为的诱因大致包括个体因素(个性特征、个体知觉和人口学变量)和情境因素(组织文化、工作特征和人际影响)两类, 并且主要通过社会比较、社会心理和社会交换三条路径进一步影响下属的工作绩效。未来研究应从行为客体(组织-人际)和行为动机(利己-利他)两个角度对领导越轨行为的内涵进行纵深拓展, 并进一步考察不同诱因的交互影响以及领导越轨行为的作用机制。