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61.
Two studies examined the relationship between identification with a high‐position group in organizational settings (managers) and bias toward immigrants. In Study 1, (N = 182; N = 145), results showed positive relationships between identification with the managers' group and both in‐group bias and prejudiced attitudes, indirectly through assimilation endorsement. In Study 2 (N = 117), in addition to replicating the results of Study 1, we found a significant interaction, revealing that power moderated the link between identification with a high‐position group and bias. Moderated mediation analysis indicated that linking managers' group identification to bias and prejudiced attitudes through assimilation was only significant for high perceived power. Results are discussed in light of interethnic ideologies and the social identity theory. Some practical implications are provided. 相似文献
62.
Susan Kemper Ruth E. Herman Jennifer Nartowicz 《Neuropsychology, development, and cognition. Section B, Aging, neuropsychology and cognition》2013,20(4):340-358
Abstract Young and older adults provided language samples in response to elicitation questions while concurrently performing 3 different tasks. The language samples were scored on three dimensions: fluency, grammatical complexity, and content. Previous research has shown that older adults use a restricted speech register that is grammatically less complex than young adults’ and has suggested that this restricted speech register is buffered from the costs of dual task demands. This hypothesis was tested by comparing language samples collected during a baseline condition with those produced while the participants were performing the concurrent tasks. The results indicate that young and older adults adopt different strategies when confronted with dual task demands. Young adults shift to a restricted speech register when confronted with dual task demands. Older adults, who were already using a restricted speech register, became less fluent although the grammatical complexity and informational content of their speech was preserved. Hence, some but not all aspects of older adults’ speech are buffered from dual task demands. 相似文献
63.
Eva Cools Herman Van den Broeck Dave Bouckenooghe 《European Journal of Work and Organizational Psychology》2013,22(2):167-198
There is currently considerable interest in the key elements of person–environment fit to understand vocational behaviour and to develop strategic human resource management practices. In the light of this interest, we wanted to investigate (1) whether people within similar functions have similar cognitive styles, and (2) what the consequences of cognitive (mis)fit are on three work attitudes, using two large-scale databases (N = 24,267 and N = 2,182). We identified a knowing-oriented cognitive climate in finance, information technology (IT), and research and development (R&D) functions; a planning-oriented cognitive climate in administrative and technical and production functions; and a creating-oriented cognitive climate in sales and marketing functions and general management. Furthermore, we found that the relationship between people's cognitive styles and work attitudes (i.e., job satisfaction, job search behaviour, and intention to leave) does not depend on the cognitive climate in which they work. However, we did find that people with a higher creating style on average score higher on intention to leave and job search behaviour in comparison with people who score lower on the creating style, irrespective of the cognitive climate they are working in. The cognitive climate also partially affects job satisfaction and intention to leave after controlling for cognitive styles. In summary, cognitive styles and cognitive climate seem to have separate influences on people's work attitudes. Our findings are relevant for selection and recruitment policies of organizations and in the context of training, job design, and workforce planning. 相似文献
64.
Philippe Van Haute Herman Westerink 《The International journal of psycho-analysis》2016,97(3):563-589
65.
Herman Aguinis Ernest O'Boyle Jr. Erik Gonzalez‐Mulé Harry Joo 《Personnel Psychology》2016,69(1):3-66
We use the metatheoretical principle of cumulative advantage as a framework to understand the presence of heavy‐tailed productivity distributions and productivity stars. We relied on 229 datasets including 633,876 productivity observations collected from approximately 625,000 individuals in occupations including research, entertainment, politics, sports, sales, and manufacturing, among others. We implemented a novel methodological approach developed in the field of physics to assess the precise shape of the productivity distribution rather than relying on a normal versus nonnormal artificial dichotomy. Results indicate that higher levels of multiplicity of productivity, monopolistic productivity, job autonomy, and job complexity (i.e., conductors of cumulative advantage) are associated with a higher probability of an underlying power law distribution, whereas lower productivity ceilings (i.e., insulator of cumulative advantage) are associated with a lower probability. In addition, higher levels of multiplicity of productivity, monopolistic productivity, and job autonomy were associated with a greater proportion of productivity stars (i.e., productivity distributions with heavier tails), whereas lower productivity ceilings were associated with a smaller proportion of productivity stars (i.e., productivity distributions with lighter tails). Results serve as a building block for future theory development and testing efforts aimed at understanding why, when, and how the distribution of individual productivity may follow a nonnormal curve—and to what extent. We also discuss implications for organizations and management in terms of the design and implementation of human resource systems (e.g., selection, training, compensation), as well as for individuals interested in becoming productivity stars themselves. 相似文献
66.
Frank A. Bosco Herman Aguinis James G. Field Charles A. Pierce Dan R. Dalton 《Personnel Psychology》2016,69(3):709-750
We assessed presumed consequences of hypothesizing after results are known (HARKing) by contrasting hypothesized versus nonhypothesized effect sizes among 10 common relations in organizational behavior, human resource management, and industrial and organizational psychology research. In Study 1, we analyzed 247 correlations representing 9 relations with individual performance in 136 articles published in Journal of Applied Psychology and Personnel Psychology and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In Study 2, we analyzed 281 effect sizes from a meta‐analysis on the job satisfaction–job performance relation and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In addition, in Study 2, we documented that hypothesized variable pairs are more likely to be mentioned in article titles or abstracts. We also ruled out 13 alternative explanations to the presumed HARKing effect pertaining to methodological (e.g., unreliability, publication year, research setting, research design, measure contextualization, publication source) and substantive (e.g., predictor–performance pair, performance measure, satisfaction measure, occupation, job/task complexity) issues. Our results suggest that HARKing seems to pose a threat to research results, substantive conclusions, and practical applications. We offer recommended solutions to the HARKing threat. 相似文献
67.
68.
Herman Aguinis Sarah E. Michaelis Nicole M. Jones 《International Journal of Selection & Assessment》2005,13(2):160-171
We tested empirically whether potential employers require and/or prefer human resources (HR) professionals who hold an HR certification. We analyzed each of 1873 HR job announcements available over a 1‐week period on http://monster.com , http://hotjobs.yahoo.com , http://careerbuilder.com , and http://shrm.org . Results showed that only nine (i.e., .48%) job announcements stated that there was a requirement and only 70 (i.e., 3.73%) job announcements stated that there was a preference for job applicants with any type of HR certification. In spite of the low overall demand for certified HR professionals, results indicated that the demand is slightly higher for jobs posted on http://shrm.org , certain job titles (e.g., HR Director, HR Generalist), HR specialty areas (e.g., employee relations, general HR), industries (e.g., manufacturing), and for jobs requiring more years of HR job experience. Overall, results suggest that the field of HR needs to do a better job of gathering evidence about validity, utility, and lack of adverse impact regarding the use of certification in selection and assessment decision making. Once this evidence is collected, employers may perceive HR certification as a more critical signal of a job applicant's future contributions. 相似文献
69.
We argue that changes in the nature of work in 21st‐century organizations have led to the emergence of star performers—a few individuals who contribute a disproportionate amount of output. We describe how stars negate the long‐held belief that the distribution of individual performance is normal and, instead, suggest an underlying power law distribution. In addition, we offer 9 propositions to guide future empirical research on star performers and an underlying power law distribution of individual performance. We describe how the presence of stars is likely to affect all individual‐, team‐, and firm‐level management theories addressing individual performance directly or indirectly, but focus on specific implications for those addressing human capital, turnover, compensation, downsizing, leadership, teamwork, corporate entrepreneurship, and microfoundations of strategy. In addition, we discuss methodological considerations necessary to carry out our proposed research agenda. Finally, we discuss how a consideration of star performers has important implications for management practice. 相似文献
70.
Wansink and Chandon have examined the “mindlessness” that is often evident in everyday food intake. In this commentary, we focus on four issues raised by Wansink and Chandon's paper: (1) the distinction between food choice and food intake; (2) their model of food intake (and how it compares and contrasts with our own model of food intake); (3) the role of monitoring in the control of food intake; and (4) the meaning of “mindless” eating. In each case we find value in Wansink and Chandon's proposals but also an opportunity for further analysis and refinement. 相似文献