The impact of safety climate on safety related driving behaviors

This study explored the impact of safety climate, age and tenure as a driver on safety related driving behaviors among 290 company drivers in Ghana. The study found a negative relationship between safety climate and studied work-related behaviors: speeding, rule violation, inattention and driving whiles tired. The study also found that age significantly predicted the extent to which drivers engaged in safety related driving behaviors. The results showed that young drivers (aged 20–35 years) engage more in risky driving behaviors relative to adult drivers (aged 36–60 years). The study also found that the tenure of a driver did not significantly affect work-related driver behaviors. The findings from this study suggests that in the quest to reduce safety related traffic accidents and its resulting consequences such as injuries, absenteeism and deaths, a critical organizational variable that organizations can use to mitigate this canker is commitment to and strict adherence to safety practices and regulations. By extension, the findings suggest, Ghana’s commitment to safety practices and enforcement of safety regulations and policies among others can help the country win the battle against road accidents.     

绩效考核满意度对工作退缩行为的影响:有调节的中介效应

绩效考核满意度对员工工作行为的影响和作用机制一直是组织行为领域研究的重点。本研究采用《绩效考核满意度量表》、《在职行为量表》等研究工具,抽取419名在职员工,考察绩效考核满意度与工作退缩行为之间的关系以及组织公平感、道德型领导在其二者关系上的作用机制。结果发现:(1)绩效考核满意度与工作退缩行为之间存在显著负相关。(2)道德型领导调节绩效考核满意度和组织公平感之间的关系。(3)道德型领导调节绩效考核满意度和工作退缩行为之间的关系。(4)道德型领导和绩效考核满意度的交互作用通过分配公平、程序公平影响工作退缩行为。     

Effects of Self-Monitoring on the On-Task Behavior and Written Language Performance of Elementary Students with Learning Disabilities

The present study was conducted to determine the effects of self-monitoring and a changing criterion with public posting phase on student on-task behavior and written language performance. Four elementary school boys participated and were enrolled in an urban-based, elementary-level resource room for students with learning disabilities. Self-monitoring procedures for on-task behavior included the students listening to a tone recorded at 60-s intervals and responding to the question, “Am I on-task?” Written language performance involved the students writing for a 10-min. session and counting and graphing the number of words written. During baseline conditions, student on-task behavior and written language performance were collected. During the self-monitoring conditions, the students monitored their on-task behavior and written language performance simultaneously. In the changing criterion with public posting condition, the students received their goal for the day's session prior to writing, wrote, and recorded whether they met their goal. While the results show a functional relationship between self-monitoring and on-task behavior, the data for the relationship between self-monitoring and written language performance were less compelling. A greater increase occurred when the changing criterion with public posting condition was introduced. Results suggest that self-monitoring changed on-task behavior; however, further research needs to be conducted to determine the conditions that would produce comparable effects for written language performance. Several implications for students and teachers and parent training were discussed.     

不同背景下不同频率闪烁的突显工效研究

本实验对黑、白背景下高频、中频、低频三种闪烁的突显工效进行了比较研究。实验结果表明：闪烁作为突显类型可以提高视觉搜索的绩效,而且,在闪烁的频率较高时（２７Ｈｚ以上）,这种闪烁的突显工效更为明显。视觉材料的呈现背景对闪烁突显视觉搜索绩效没有明显的影响,但在白背景下采用闪烁效果较好。     

绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用

采用296对上下级匹配数据考察了绩效薪酬对创造力的影响以及人-工作匹配的调节效应和创造力自我效能的中介效应。研究结果表明:绩效薪酬对创造力有倒U形影响;创造力自我效能部分中介了绩效薪酬对创造力的倒U形影响;人-工作匹配调节绩效薪酬与创造力的关系,人-工作匹配度越高,中等强度绩效薪酬的正面效应越强,高强度绩效薪酬的负面效应越弱;绩效薪酬与人-工作匹配的交互效应通过创造力自我效能的完全中介效应影响创造力。     

大学生外语焦虑、自我效能感与外语成绩关系的研究

以315名大学生为研究对象,采用t检验、相关分析、方差分析和回归分析技术探讨了不同成绩水平、不同性别、不同专业学生的外语焦虑、自我效能感和外语成绩的差异及三者之间的关系。结果表明:(1)外语成绩及格组学生的外语焦虑水平显著低于不及格组学生,自我效能感显著高于不及格组学生;女大学生的外语成绩、自我效能感及能力因子和挫折因子上的自我效能感显著高于男大学生,男女大学生的外语焦虑水平无显著性差异;文科大学生的外语焦虑水平和外语成绩显著高于理科大学生,文、理科学生的自我效能感无显著性差异;(2)外语焦虑与外语成绩呈显著负相关,与自我效能感呈显著负相关,自我效能感与外语成绩呈显著正相关,性别、专业、外语焦虑、自我效能感、效能感的能力和挫折两个因子是外语成绩的显著预测变量。     

Individual Goal Orientations,Team Empowerment,and Employee Creative Performance: A Case of Cross‐level Interactions

Intrigued by relationship between team motivational context and individual characteristics in the organizational reality, we developed and tested a cross‐level model to investigate the interactive effects of team empowerment and individual goal orientations on individual creative performance through the mediating mechanism of an individual's creative self‐efficacy. Using multi‐wave multi‐source data from 63 R&D teams in three IT companies, we found that (1) team empowerment, individual learning goal orientation, and individual performance orientation are all positively related to individual creative performance through mediation of creative self‐efficacy; (2) learning orientation and performance approach orientation could both supplement the effects of team empowerment on individual creative self‐efficacy. Our findings point to the importance of individual goal orientation in shaping the effects of team motivation climates and provide insights for both scholars and practitioners. The specific practical implications include but are not limited to (1) individuals with learning and performance approach orientations should be identified during hiring procedures given that they could still thrive in less empowered teams and maintain a relatively high level of creative self‐efficacy and creative outcomes; (2) managers should consider assigning employees who are more learning oriented to more empowering and open‐ended tasks in order to obtain better creative results.     

Self-Doubt Effects Depend on Beliefs about Ability: Experimental Evidence

Past research has shown negative effects of chronic self-doubt on psychological and performance outcomes. Recent correlational evidence suggests that incremental beliefs about ability ameliorate certain self-doubt effects. The current research examines whether these correlational findings are robust when subjected to experimental testing. In Experiment 1, we manipulated beliefs about ability (incremental vs. entity) and demonstrated that changing beliefs about ability altered responses to self-doubt. For individuals primed with entity beliefs, higher self-doubt was associated with greater nervousness and poorer anagram performance; for individuals primed with incremental beliefs, self-doubt had no significant effects. Experiment 2 was a 2 (manipulated belief: incremental vs. entity) × 2 (self-doubt: doubt induction vs. control) factorial design. The result showed that self-doubt induction lowered self-esteem relative to control when people were primed with entity beliefs but did not affect self-esteem when incremental beliefs were primed. However, Experiment 1 results on affect and performance were not replicated in Experiment 2. Thus, although we provide some causal evidence that inducing individuals to adopt an ability-is-malleable mindset reduces the negative effects of self-doubt, further experimental work is required to study the moderating role of mindsets for self-doubt effects.     

Specificity of Postural Control: Comparing Expert and Intermediate Dancers

The expert–novice approach is inappropriate for studying postural control in sport and dance when novices are completely unable to perform relevant postural tasks and experts cannot demonstrate specific skills on everyday postural tasks. We tested expertise-specific differences on 6 static everyday and 5 dynamic dance-like postural tasks of varying difficulty in 13 professional and 12 intermediate nonprofessional dancers. Results showed a clear expert advantage on sway area for dance-like postural tasks, but not for static everyday tasks. This effect was also found for the control parameter of root mean square (RMS) velocity and partly for RMS amplitude of the difference signal between CoP and CoG line location. Results indicate that the expert advantage is task-specific and deliver new insights into the specificity of experts' postural performance.     

Perception of managers’ influence depending on status,power, and company performance

This research examines others’ perception of the influence of managers working in successful or unsuccessful companies who possess or lack status (to be respected by others) and power (control of valued resources). Study 1 shows that high‐status managers were judged as more influential in the firm than their low‐status peers, regardless of the company's situation. Study 2 finds that in a context of economic uncertainty, a manager with high status and power is perceived to be more capable of affecting the firm. The effect of power seems to be secondary since when a manager has low status, having high power does not significantly benefit the influence attributed to him or her. Furthermore, dominance (assertive behavior), not warmth, mediated the relationship between status and the attributed influence. Overall, these findings confirm that status is a very potent source of social influence, status and power are distinct constructs with different effects, and dominance rather than warmth is a key personal dimension linked to successful leadership.