基于行为的绩效评定方法的研究进展

从20世纪60年代至今,基于行为的绩效评定一直是各类组织的主要绩效评定方法。基于工作结果的非判断性绩效测量有其难以克服的局限,各种基于工作行为的判断性绩效测量方法相继开发出来。行为指标的筛选成为研究的主要问题之一。组织公民行为、区分作业绩效与关系绩效等研究,向基于行为的绩效评定提出了新的问题。     

组织公正感研究进展

章先介绍了公正及公正感的概念,进而分析了组织公正感的概念。国外组织公正感的研究可分成3个阶段,首先由Adams提出分配公平,之后Thibaut、Leventhal等提出程序公正,最后Bies等提出相互作用公正。尽管国外对组织公正感研究比较广泛,但对公正感的结构及测量方法还存在分歧,有单因素理论、双因素理论、三因素理论和四因素理论。     

Rule Violations in Intercollegiate Athletics: A Qualitative Investigation Utilizing an Organizational Justice Framework

Cheating and rule violations in intercollegiate athletics continue to be relevant issues in many institutions of higher education because they reflect upon the integrity of the institutions in which they are housed, causing concern among many faculty members, administrators, and trustees. Although a great deal of research has documented the numerous rule violations in NCAA intercollegiate athletics, much of it has failed to combine sound theory with practical solutions. The purpose of this study was to examine the possible extensions of the organizational justice framework to the problem of rule violations in intercollegiate athletics. In doing so, the current study examined (a) perceived areas of injustice among coaches at NCAA Division I institutions, (b) avenues by which coaches resolve these injustices, and (c) potential solutions for resolving injustices in an attempt to reduce NCAA violations. Six NCAA Division I basketball coaches from various parts of the country (four from men's teams and two from women's teams) were interviewed using a semi-structured format. Despite the NCAA's efforts to create parity, results showed that coaches perceived several areas of inequities in recruiting, including financial resources and academic standards. The interviewed coaches described several means that are currently used to resolve these inequities and offered recommendations for changes to reduce injustice in the future.     

Impulsive responses to positive mood and reward are related to mania risk

Bipolar disorder is characterised by impulsivity, and recent research suggests it is important to consider more specific forms of impulsivity. In two student samples, we examined associations of self-reported impulsivity with mania risk (Hypomanic Personality Scale, HPS). We hypothesised that mania risk would relate to impulsivity in the context of opportunities for rewarding activities (Delaying Gratification Inventory, DGI), reward pursuit (Fun-Seeking subscale of the Behavioural Activation Scale, BAS), and when experiencing positive affect (Positive Urgency Measure, PUM). In Study 1 (N=823), the HPS was uniquely related to Fun-Seeking and PUM scores. Study 2 (N=482) replicated the correlation of HPS scores with PUM while documenting positive associations between PUM and trait-like responses to positive affect. Findings across both studies stress the importance of considering the role of positive emotion in driving the impulsivity among persons at risk for mania. These findings have implications for refining our understanding of the aetiology of bipolar disorder and for treatment development.     

Organizational social context and psychopathology of youth in residential care: The intervening role of youth–caregiver relationship quality

Drawing on an ecological approach with multiple informants, this study investigated the mediating role of youth–caregiver relationship quality in associations between different features of residential care settings' organizational social context and youth's psychopathology. Participants were 378 youth aged between 12 and 25 years old, and 54 caregivers aged between 24 and 57 years old, from 29 generalist residential youth care settings in Portugal. Given the hierarchical structure of data, analyses were performed using multilevel modeling. Results revealed that organizational social contexts characterized by higher levels of engagement, stress, and centralization, as perceived by the caregivers, were associated with lower levels of youth's externalizing problems (e.g., aggressive behavior and delinquency), reported by the caregivers, via better youth–caregiver relationship quality, perceived by the youth in care. These findings highlight the relevance of creating an organizational social context in residential care settings that supports caregivers in establishing high-quality relationships with the youth in care, thereby promoting their mental health. This study contributes to the clarification of conflicting findings in previous studies of this field, by offering further empirical investigation of these issues.     

Positive mood boosts the expression of a dispositional need for closure

Three studies (N=539) examined the hypothesis that positive mood increases the degree to which epistemic motivation, i.e., the need for closure (NFC), affects the way in which an individual processes information (heuristic vs. systematic processing). In each of the studies, different methods of operationalising mood were used: in Study 1, mood was measured as a state; in Study 2, mood was induced by asking participants to recall emotional events; and in Study 3, mood was induced by emotional pictures. The styles of information processing that were utilised by our participants were operationalised in terms of their preferences for (Study 1) and ability to recall (Studies 2 and 3) schema-consistent and schema-inconsistent information. Taken together, the results of the three studies show that only under positive mood, NFC level of an individual is consistent with his or her style of information processing, that is, only under positive mood is there a negative relationship between the NFC level of an individual and the utilisation of schema-inconsistent information. Our results can be explained in terms of the effect that mood has on an individual's perceived ability to achieve NFC.     

Applicant Perceptions of Test Fairness: Integrating Justice and Self-Serving Bias Perspectives

The justice perspective is the current dominant framework for research on applicant perceptions of test fairness. Recently, an emerging perspective suggests that self-serving bias mechanisms may be operative in the development of test fairness perceptions. Using data from 494 actual applicants to an entry-level State Police Trooper position, this study integrates both the justice and self-serving bias perspectives to achieve a better understanding of test fairness perceptions. Results from structural equation modeling show that perceived job-relevance affects perceived fairness. In addition, test performance affects both perceptions indirectly through perceived performance.     

Predictors of Participation in Performance Appraisal: A Voluntary System in a Blue-Collar Work Environment

Organisations have long acknowledged the value of performance appraisal in both administration decisions and in motivating employees. However, it would appear that most empirical research has focused on compulsory systems designed for use with executives and managers (Bannister and Balkin 1990; Ilgen, Fisher and Taylor 1979; Klein 1989). The reluctance to implement appraisal systems with lower level and base-grade employees may be due to several factors, including employee and union resistance to compulsory systems of appraisal (Nankervis 1990). Faced with this problem, appraisal can be viewed by appraisees and appraisers as an `innovation'. In a climate with growing emphasis on participative management styles, self-regulated or voluntary systems of performance appraisal may become increasingly prevalent and important. Thus, 476 base-grade (shop floor) employees of an Australian government business enterprise completed a survey regarding issues such as attitude to performance appraisal, source credibility, system satisfaction, anticipated feedback, perceived consequences of participation and intention to enter the system. Roger's (1983) innovation-decision model was utilised in the structure and analysis of the data and provided useful insights regarding the factors which are related to participation in a voluntary system of performance appraisal. Findings indicated that attitude towards, and support of, performance appraisal in general, perception of consequences of performance appraisal, satisfaction with the supervisor, anticipated feedback, and awareness and knowledge of the system in place in the organisation, were important in predicting the decision to adopt or reject the performance appraisal scheme.     

管理者影响策略的结构

本研究根据中国企事业组织内管理者对他人发挥影响力的特点 ,选取反映中国文化的影响计策编成题目 ,并与西方背景下构建的组织影响策略量表汇编成问卷。 2 1 8位中国管理者用汇编的问卷评定他们与直接上司和直接下属在工作中相处时使用这些计策的频率。结果发现 ,在因素水平有“应变控制”和“温情说服”两个正交因素。这两个因素跨影响方向一致。对各因素内的题目做聚类分析 ,发现大多数聚类的内容跨影响方向的一致性不高。与西方的组织策略量表对照 ,因新题目的加入 ,汇编的影响计策量表内的聚类更好地反映了中国管理者使用影响计策的特点。     

Positive Marginality: Antecedents and Consequences

This article presents evidence for the view that an important precursor to a feminist identity is a sense of one's own marginality plus a redefinition of what that marginality means. Choosing marginality appears to be a highly adaptive strategy for social activists who can pass as members of the dominant majority. Women leaders in psychology appear to be more likely to be Jewish and/or to be from working class backgrounds than one would expect by chance. An examination of their autobiographical narratives indicates that many of them have actively engaged their marginal identities and redefined them into a source of strength. This article also explores the historical and contextual factors that influence overt identification with some form of marginality. These factors include historical differences in the danger due to a particular stigmatizing social label, familial social activism, and the social power possessed by an individual woman. Finally, it is argued that positive marginality appears to promote an awareness that injustice is rooted in structural processes rather than personal inadequacy.