Regulatory fit: A meta‐analytic synthesis

Regulatory fit, or the match between an individual's regulatory orientation and the strategy used to sustain it, offers a pervasive predictor of customer behavior. Merely reaching a decision in a certain way influences the value of a decision or an outcome. In this research, we conduct a meta-analysis to more fully articulate the role of important conceptual moderators and demonstrate their differential effects on evaluation, behavioral intention, and behavior. In particular, we look at the source of regulatory focus (self-prime, situation-prime, chronic), the orientation (prevention, promotion), how fit is created (sustaining, matching), how fit is constructed (action, observation), and the scope of fit (incidental, integral). We also shed light on the role of several contextual factors.     

Person-supervisor fit,needs-supplies fit,and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams

Team-based work structures have become prevalent in science. Scientific teams, however, are characterized by competing individual-level and team-level needs (i.e., by mixed-motive situations). This makes leading scientific teams particularly challenging: Balancing competing individual-level goals and common team-level goals requires a specific type of leadership that simultaneously considers both satisfying individual-level needs as well as team-level needs. The current study addresses this issue by combining the dual-focused model of transformational leadership with person-environment fit theory. Specifically, we investigated needs-supplies fit, person-supervisor fit, and team fit as mediators of the relationship between transformational leadership and scientific team members’ job satisfaction and work-related strain. In doing so, we provide a new perspective on leadership in scientific teams by explicitly differentiating individual-level and team-level effects of transformational leadership. We tested our hypotheses using a three-wave design with a sample of 134 members of 42 scientific teams. The relationships between individual-focused transformational leadership, job satisfaction, and work-related strain were mediated by needs-supplies fit and person-supervisor fit. Team-focused transformational leadership was positively related to job satisfaction and negatively related to work-related strain. Our findings contribute to further clarifying the mechanisms underlying the relationship between transformational leadership and members’ well-being in scientific teams.     

CAT中结合贝叶斯方法与序贯监测程序的题库质量监控技术

Zhang(2013)提出了序贯监测程序(SMP)用以检测CAT中的题目在作答过程中是否发生泄漏。然而,该方法会出现虚报且未关注在题目泄漏后,对能力估计精度产生的影响。本研究在SMP基础上引入个人拟合指标,提出SMP_PFI方法,拟在给定的置信度上核实被SMP标记的题目是否真正泄漏,并探查SMP_PFI方法对能力估计精度与被封存题目数量关系的影响。实验结果表明：新方法能够有效降低SMP单独运行时的一类错误。通过控制CPFI值能够平衡能力估计精度与被封存题目数量之间的关系。     

不同反应线索条件下调节匹配对建议采纳的影响

研究的目的是为了探究不同反应线索条件下调节匹配对建议采纳的影响。实验中有两个反应线索：言语性反应线索(实验一)与非言语性反应线索(实验二), 两个实验均采用2(调节取向：促进/防御)×2(建议策略：渴望/警惕)的混合设计。实验一、二的被试分别是81和79名在校大学生, 年龄均在19~25岁之间。实验结果表明, 在言语反应线索条件下, 调节匹配时人们对建议的采纳程度更高; 在非言语性反应线索条件下, 防御取向时, 调节匹配时人们显著提高了建议的采纳程度, 但促进取向条件人们对建议的采纳程度无明显差异。结果表明在促进取向下非言语性反应线索对调节匹配具有干扰作用, 这个结果值得进一步研究。     

The impact of Social Dominance Orientation and Right-Wing Authoritarianism on the relation between Person–Organization fit with commitment, satisfaction, and turnover intentions

This research examined whether Person–Organization fit would mediate the relationships of Social Dominance Orientation and Right-Wing Authoritarianism with the outcome variables of turnover intentions, satisfaction, and commitment. The study was conducted with a military sample and found that both Social Dominance Orientation and Right-Wing Authoritarianism predict greater satisfaction, continuance and normative commitment and that these relationships were mediated by perceived Person–Organization fit. Furthermore, this relation was moderated by the interaction between Social Dominance Orientation and Right-Wing Authoritarianism such that lower scores on Social Dominance Orientation increased the relation between Right-Wing Authoritarianism and P–O fit while higher scores on Social Dominance Orientation lowered that relation.     

Narrow personality traits and organizational attraction: Evidence for the complementary hypothesis

Although the interactionist perspective has been widely studied in organizational attractiveness, there is no research comparing the explanatory power of the complementary and supplementary hypotheses in predicting attraction. The authors test these perspectives in the context of the instrumental-symbolic framework. The authors also examine whether the use of narrow personality facets, such as Trust (under the Big Five trait Agreeableness), Assertiveness (under Extraversion), and Imagination (under Openness to Experience) enhances the prediction of attraction. Job seekers (N = 220) provided self-ratings of personality, ratings of organizational traits, and their level of attraction to a potential future employer. Results supported predictions based on complementarity, suggesting that organizations adopting a recruiting strategy based on similarity in personality may not succeed in attracting their most preferred candidates. The findings also suggested that narrow facets are useful in predicting attraction, providing further evidence for the predictive benefits of narrow personality traits.     

Scaling the information processing demands of occupations

The purpose of this study was to provide additional validity evidence for a model of person–environment fit based on polychronicity, stimulus load, and information processing capacities. In this line of research the confluence of polychronicity and information processing (e.g., the ability of individuals to process stimuli from the environment along five dimensions of information load, interpersonal load, change load, time structure, and activity structure) is applied to the occupational environment. Using magnitude estimation scaling, college students in the United States and Portugal rated 42 occupations across five information processing demand characteristics. Results indicated that occupations could be differentiated by the information load conditions, thus producing a profile of information processing demand characteristics unique to each of the occupations tested. Additional findings provided evidence for the validity of the scaled occupational values; ratings differed reliably across Holland categories, were fairly consistent across the two cultural groups, and showed expected relationships with salary and educational level.     

The interest-major congruence and college success relation: A longitudinal study

The relation of interest-major congruence to indicators of college success was examined in an initial sample of 80, 574 individuals enrolled in 87 colleges. Both college achievement (GPA after 1 year, after 2 years and at graduation) as well as persistence (enrollment status after 1 year, after 2 years and graduation after 5 years) were used as criteria of college success. Two different representations of interest-major congruence were examined: Euclidean distance and angular agreement. The incremental validity of these two congruence indices above that of standardized academic skills tests (i.e., ACT scores) was examined for each of the six criteria using mixed level modeling so that institutional differences could be examined. Results indicated that both types of congruence were predictors of each of the GPA criteria regardless of institutional differences. However for the enrollment criteria, the overall level of interest scores was found to moderate the congruence-enrollment relation. Congruence for individuals with low overall interest level but not for individuals with high overall interest levels was predictive of persistence. Findings point to the importance of interest-major congruence in the college outcome process, but also highlight the complexity of the congruence-outcome relation.     

Differences in Creative Problem‐Solving Preferences Across Occupations

FourSight theory contends that individuals show preferences for the mental operations rooted in the creative process. The four fundamental preferences measured by FourSight are Clarifiers, Ideators, Developers, and Implementers. The present study examined the extent to which certain occupations reflect a proclivity for these four creative‐process preferences. Guided by Holland's theory of vocational choice, hypothesized relationships were formulated for the link between FourSight theory and 17 occupations. For example, it was predicted that those who work in finance would show a significant bias toward the Clarifier preference. Of the 17 hypothesized relationships between FourSight and occupation, statistical analysis of the FourSight preferences for 20,784 individuals showed support for 12 predictions and partial support for two of the hypothesized relationships. These findings clearly demonstrate that particular occupations engage specific creative‐process preferences. Future investigations might wish to examine the degree to which the interaction between work and creative‐thinking preferences predicts creative performance, satisfaction, stress, and turnover.     

自陈量表式测验应用IRT的可行性

对采用5级评分Likert式测题的情感能力量表的分析表明,各分量表项目都有较好的模型-数据拟合性,而且显示了参数估计的不变性,及与CTT参数的关联性。这些都表明Likert量表应用IRT模型的假设条件得到了满足,即IRT应用是可行的。研究还表明IRT能对测量精度进行更精确的估计。