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Although situational judgment tests have been found to be valid predictors of performance, they have rarely been used to measure particular constructs. In this study, we apply the situational judgment test method to the measurement of personal initiative, a construct defined as situated action. We used respondents' situated preferences in mental simulations of work scenarios as formative indicators of their overall level of personal initiative at work. Results from a validation study showed that the situational judgment test of personal initiative (SJT-PI) had adequate validity and complemented a Likert-type self-report measure of personal initiative in predicting behavioral criteria. Situated preferences for personal initiative were hypothesized to be proximal predictors of actual behavior and were accordingly found to mediate the relationship between generalized self-efficacy, felt responsibility, and actual behavior. Furthermore, situated preferences for personal initiative could be differentiated empirically from organizational citizenship behavior. We conclude that situational judgment tests are a promising method for measuring personal initiative and may be a general means of improving the validity of measurement in organizations. 相似文献
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MICHAEL FISCHER 《美学与艺术评论杂志》2009,67(3):345-347
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R. MICHAEL ALLEN 《International Journal of Systematic Theology》2007,9(4):382-397
Abstract: Discussion regarding the type of human nature assumed by the second person of the Trinity has intensified recently. Judgements regarding dogmatic coherence have not been as forthcoming. John Calvin's Christology is presented here as a helpful context within which the fallenness position may be advanced. Calvin's doctrine of original sin allows for fallen nature to be considered distinct from guilt. Calvin's doctrine of the communicatio idiomatum also allows for the predication of fallenness to Christ's human nature without necessitating the contamination of the divine nature. 相似文献
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UNDERSTANDING WORK USING THE OCCUPATIONAL INFORMATION NETWORK (O*NET): IMPLICATIONS FOR PRACTICE AND RESEARCH 总被引:6,自引:1,他引:5
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Potential experiential determinants of managerial turnover were investigated based on questionnaire responses from 140 former managers and 143 current managers within the same organization. To assess these experiences, measures were developed from four different areas of literature that consider the turnover phenomenon. Results indicate that, compared to current managers, former managers describe their managerial experiences in terms of (1) less satisfying job characteristics, (2) greater degrees of adjustment and socialization difficulties, (3) more unmet job expectations, and (4) greater degrees of job stress. Furthermore, it was discovered that all four areas of literature actually give very similar advice on reducing turnover, but each area differs in terms of intended applications and time perspective. Recommendations are provided for reducing management turnover. 相似文献
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MICHAEL J. MAHONEY 《Counseling and values》1986,30(2):169-174
The role of technique and technology in psychological counseling is briefly discussed. A preoccupation with both has characterized approaches to knowledge and power for several centuries. It is argued that the distinction between “knowing that” and “knowing how” is an important one in professional training. Techniques are necessary codifications of more basic, abstract development. The counseling apprentice and supervisor should therefore relegate technique and technical skills to an important, but hardly central, role in psychological services. 相似文献