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21.
Reder LM Oates JM Dickison D Anderson JR Gyula F Quinlan JJ Ferris JL Dulik M Jefferson BF 《Psychonomic bulletin & review》2007,14(2):261-269
In a double-blind, placebo-controlled experiment that usedmidazolam, a benzodiazepine that creates temporary amnesia, we compared acquisition and retention of paired associates of different
types. Some word pairs were studied before the injection of saline or midazolam, and two lists of word pairs were studied
after the injection. Critical comparisons involved retention of pairs that were practiced on all three lists, pairs studied
on only one list, and pairs that involved recombining cue and response terms from one list to the next, as a function of drug
condition. Previous research with benzodiazepines had found retrograde facilitation for material acquired prior to injection,
compared with the control condition. One explanation for this facilitation is that the anterograde amnesia produced by the
benzodiazepine frees up the hippocampus to better consolidate previously learned material (Wixted, 2004, 2005). We accounted
for a rich data set using a simple computational model that incorporated interference effects (cue overload) at retrieval
for both general (experimental context) interference and specific (stimulus term) interference without the need to postulate
a role for consolidation. The computational model as an Excel spreadsheet may be downloaded from www.psychonomic.org/archive. 相似文献
22.
D. Lance Ferris Douglas J. Brown Daniel Heller 《Organizational behavior and human decision processes》2009,108(2):279-286
Drawing upon belongingness theory, we tested organization-based self-esteem (OBSE) as a mediator of the relation between organizational supports and organizational deviance. Data from 237 employees were collected at three points in time over one year. Using structural equation modeling, we found that OBSE fully mediated the relation between organizational supports and organizational deviance. Controlling for preexisting predictors of deviance, including personality traits (agreeableness, neuroticism and conscientiousness) and role stressors (role conflict, ambiguity, and overload), did not eliminate the relation between OBSE and organizational deviance. The implications for the OBSE and deviance literatures are discussed. 相似文献
23.
Daniel Heller D. Lance Ferris Douglas Brown David Watson 《Journal of personality》2009,77(4):1051-1084
ABSTRACT Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006 ), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home personality; and (c) work personality demonstrated incremental validity above and beyond the other two personality measures. Study 2 further showed that each of the work personality dimensions fully mediated the association between its corresponding global personality trait and job satisfaction. Evidence for the discriminant validity of the findings is also presented. 相似文献
24.
Over the past three decades, research on the social dimensions of emotions has grown exponentially, particularly in the area
of “emotion management.” In this project, we will attempt to add to this body of research by studying the social aspects of
labeling or “instantiating” feelings. The data for the project come from televised red-carpet interviews conducted with celebrities
immediately prior to awards ceremonies. By focusing on the generic aspects of the emotional claims-making put forth by interviewers
and interviewees, we demonstrate how the labeling of emotions is an interpretive, interactive task.
相似文献
Kerry O. FerrisEmail: |
25.
The present research provided a test of the Ferris, Buckley, and Allen (1992) model depicting the antecedents and consequences of promotion systems in organizations. A 2-study design is utilized to investigate the role of promotion system characteristics as mediating the relationship between organizational factors, environmental factors, and job factors/employee characteristics and perceptions of organizational justice and advancement opportunity. Results provide convergence of support for the model across both studies. Implications of the results and directions for future research are discussed. 相似文献
26.
Wayne A. Hochwarter Gerald R. Ferris Pamela L. Perrewé L. Alan Witt Christian Kiewitz 《Journal of applied social psychology》2001,31(6):1223-1237
Research assessing the relationship between age and job satisfaction has typically provided mixed results. Inherent problems including limited samples and a failure to control for tenure and affective disposition have potentially contributed to these conflicting results. Moreover, a significant concern has been researchers' focus on detecting linear effects alone. In the current study, we statistically controlled for gender, supervisor and position tenure, quadratic tenure terms, and affective disposition (NA and PA) based on previous research regarding the relationship between these variables and job satisfaction. Finally, we used hierarchical polynomial regression to assess the form of the age-satisfaction relationship. Results confirmed that a U shape best characterized the relationship between age and job satisfaction. Implications of these findings as well as directions for future research are discussed. 相似文献
27.
28.
Gerhard Blickle Gerald R. Ferris Timothy P. Munyon Tassilo Momm Ingo Zettler Paula B. Schneider M. Ronald Buckley 《Psychologie appliquee》2011,60(3):449-474
Political skill is a social effectiveness construct with a demonstrated capacity to predict job performance. However, because performance prediction research in this area to date has made exclusive use of self‐reports of political skill, and due to frequent distrust of self‐ratings of constructs in important personnel decisions, there is a need to investigate how multiple alternative sources of political skill and job performance measures relate, thus raising both theoretical and methodological issues. In three studies, employing a triadic data collection methodology, and utilising both cross‐sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict job performance ratings measured by assessor A (i.e. Hypothesis 1b). 相似文献
29.
David C. Gilmore Yitzhak Fried Gerald R. Ferris 《Journal of business and psychology》1989,3(3):289-297
Unionized and nonunionized processing employees were compared on their perceptions of job characteristics and different facets of satisfaction. In addition, the relationship between job characteristics and job satisfaction were compared for unionized and nonunionized samples. Jobs generally were not significantly different in relation to job challenge for the two groups, but nonunionized employees reported higher levels of some satisfaction measures. The correlations between job characteristics and job satisfaction were stronger in the unionized sample. Implications of the present results and suggestions for further research are discussed.This article is based on research presented at the meeting of the Industrial Relations Research Association at Chicago, December, 1987.The author would like to thank James Martin for his help on this project. 相似文献
30.
The present study, using confirmatory factor analysis, investigated the factorial structure of organizational politics perceptions. A second-order factor model was supported for both supervisor and subordinate samples. In addition, the hypothesis that different dimensions of perceived organizational politics lead to different satisfaction outcomes was also supported. Furthermore, it was demonstrated that subordinates reacted more negatively than did supervisors to politics perceptions. The results of the present study are discussed in light of directions for future research. 相似文献