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51.
We evaluated an intervention that combined task analysis and differential reinforcement for teaching tackling skills to 2 high school football athletes. As a result of intervention, both players tackled more proficiently in practice drills and maintained proficient tackling during games. 相似文献
52.
A review of the effects of noise on human performance 总被引:4,自引:0,他引:4
ANDREW SMITH 《Scandinavian journal of psychology》1989,30(3):185-206
The present review is concerned with the effects of noise, especially moderate intensity noise on performance. The review covers recent empirical results and theoretical approaches, and examines the importance of the nature of the noise, individual differences in response to noise, and other factors which modify the effects of noise. A central theme of the review is that it is essential to consider the nature of the task being performed in noise, and a profile of strategies of performance in noise is presented. Finally, recommendations are made about the direction and methodology of future research. 相似文献
53.
Saima Naseer Usman Raja Fauzia Syed Dave Bouckenooghe 《Anxiety, stress, and coping》2018,31(6):654-668
Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high. 相似文献
54.
55.
《Child & family behavior therapy》2012,34(1):37-47
AbstractThe present study evaluated two interventions to improve task completion-data recording by two classroom instructors at a school for children and youth with neurodevelopmental disorders. Compared to a baseline phase, intervention through environmental cuing (strategic task scheduling) was ineffective. The addition of brief supervision monitoring (task preview and review) increased task completion-data recording to high levels and the improved performance of the classroom instructors and was sustained one month following the study in the absence of intervention. Social validity assessment documented high approval of and satisfaction with brief supervision monitoring. We discuss these findings with reference to practical and efficient methods of performance management that can be implemented with care providers in educational services settings. 相似文献
56.
Orrin Cooper Pandu Tadikamalla Jennifer Shang 《Journal of Multi-Criteria Decision Analysis》2012,19(3-4):115-128
When a business decides to outsource its logistics operations to improve its performance, the organization will need to select a third‐party logistics provider (3PL) that shares common goals and satisfies service level requirements. In this paper, we identify a set of 3PL performance measures from the perspective of the supply chain and organize them into a time‐phased format, beginning with the post production stage and continuing through the delivery of the goods to the customer distribution center. The supply chain flow is presented as a Metrics Arrow. To integrate the performance metrics (PM) into one model, we propose an analytical network process (ANP) to capture all PM and to understand the interrelated influences among them. Additionally, to derive the weights for PM, the proposed ANP model offers managerial insight into the relative impact of each metric as well as warning signals or trigger points within the network of PM. The model provides a realistic framework to choose the 3PL that can help achieve the greatest improvements within the supply chain. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
57.
Shanshan Zhang Mingjie Zhou Jianxin Zhang Shuang Chen 《Asian Journal of Social Psychology》2012,15(4):231-237
The relationship between conscientiousness and job performance has been found to be nonlinear in the West, which challenges conceptually and empirically the traditional assumption of the single linear relationship. In this research, we examined the nonlinear effects of conscientiousness on both overall job performance and performance dimensions (i.e., task performance, adaptive performance and contextual performance) in the Chinese context. The results of our two studies supported some evidence for the nonlinear effect of conscientiousness on overall job performance. In addition, it was found that conscientiousness has different (linear or nonlinear) effects on performance dimensions. These findings suggest that the nonlinear effects of conscientiousness on job performance deserve further investigation, and a distinction should be made with regard to job performance in personnel evaluation. Results are discussed in terms of the significance of considering the nonlinear relationship between conscientiousness and performance criteria. 相似文献
58.
The present study aimed to investigate the relationship between the speed of emotional information processing and emotional intelligence (EI). To evaluate individual differences in the speed of emotional information processing, a recognition memory task consisted of two subtests similar in design but differing in the emotionality of the stimuli. The first subtest required judgment about whether an emotional facial expression in the test face was identical to one of the four emotional expressions of the same individual previously presented. The second subtest required deciding whether the test face with a neutral emotional expression was identical to one of the four neutral faces of different individuals previously presented. Mean response latencies were calculated for “Yes” and “No” responses. All latencies were correlated with other measures of processing speed such as discrimination time and time of figure recognition. However, the emotional expression recognition subtest was hypothesized to require the processing of emotional information in addition to that of facial identity. Latencies in this subtest were longer than those in the face recognition subtest. To obtain a measure of the additional processing that was called for by the emotionality of the stimuli, a subtraction method and regression analysis were employed. In both cases, measures calculated for “No” responses were related to ability EI, as assessed via a self‐report questionnaire. According to structural equation modeling, there was a moderately negative association between latent EI and the latency of “No” responses in the subtest with emotional stimuli. These relationships were not observed for “Yes” responses in the same subtest or for responses in the subtest with neutral face stimuli. Although the differences between “Yes” and “No” responses in their associations with EI require further investigation, the results suggest that, in general, individuals with higher EI are also more efficient in the processing of emotional information. 相似文献
59.
The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure. 相似文献
60.
Benjamin Wigert Roni Reiter-Palmon James C. Kaufman Paul J. Silvia 《Journal of research in personality》2012
The influence of adaptive and maladaptive perfectionism on creativity was examined. Initially, six measures of creativity were administered, including creative self-perceptions, behavior, and performance measures. Adaptive perfectionism was weakly positively related to creativity, whereas maladaptive perfectionism was unrelated to creativity across five of the six measures. A follow-up study assessed whether initial findings could be generalized to an everyday problem-solving task. Results indicated that adaptive perfectionism was related to higher quality but not originality of solutions. Further, a curvilinear relationship in the shape of an inverted “U” occurred between adaptive perfectionism and four of eight creativity measures. Overall, adaptive perfectionism was consistently, albeit weakly, related to creativity across various types of measures, whereas maladaptive perfectionism was not related to creativity. 相似文献