The Use of Multitrait–Multimethod Data for Detecting Nonlinear Relationships: The Case of Psychological Climate and Job Satisfaction

Previous monomethod research has found mixed support for nonlinear effects between certain job characteristics (e.g., job autonomy, job complexity) and outcome variables (e.g., job performance). We hypothesized that these weak nonlinear findings may be due to the prevalence of monomethod research that can lead to a lack of complete measurement and/or introduce common methods variance, either of which may mask the true shape of relationships. Using hierarchical regression analyses and a multitrait–multimethod (MTMM) research design, we found strikingly different results between monomethod and MTMM data when considering the relationships between three psychological climate variables and job satisfaction. While the monomethod results mirrored earlier inconclusive findings, the MTMM data indicated that nonlinear equations explained significantly more of the relationship between all three climate dimensions and job satisfaction. These results suggest that the use of MTMM data allows one to more effectively test for nonlinear effects. Furthermore, these nonlinear results suggest that the format of employee questionnaires should probably change from asking how much an employee has of certain constructs to asking does the employee want more or less of these constructs.     

Accountability Forces in Performance Appraisal: Effects of Self-Appraisal Information, Normative Information, and Task Performance

This study investigated the effects of self-appraisal information, normative information, and task performance on performance appraisal ratings. Participants rated a fictitious subordinate's performance on a clerical task (which was either very good or moderately poor) subsequent to receiving self-assessment information (high or low) and normative information (present or absent). Self-appraisals affected performance ratings for poor performers but not for good performers, suggesting that judges are more motivated to please ratees than they are merely to adopt the subordinate's view of their own performance. Furthermore, objective normative information had greater influence than self-appraisals on performance ratings, suggesting that information source credibility has more influence than felt accountability on performance appraisals. Implications of the findings for organizations were discussed.     

Police Officer Performance Under Stress: A Pilot Study on the Effects of Visuo-Motor Behavior Rehearsal

This study examined the effectiveness ofvisuo-motor behavior rehearsal(VMBR) as a method of reducing acute stress and improving police officer performance. Fifty-four recruits were randomly assigned to a treatment and a nontreatment condition prior to undergoing a highly stressful, critical event training scenario involving live fire. A manipulation check showed that participants who received VMBR displayed significantly lower scores on the cognitive state anxiety subscale of the Competitive State Anxiety Inventory-2; somatic state anxiety and self-confidence were unaffected by the VMBR treatment. Most importantly, participants in the VMBR training condition displayed better performance on the critical event scenario, including significantly more assailant hits. The findings are discussed with respect to the four-stage model of stress and human performance of Salas and colleagues.     

Rewarded remembering: dissociations between self-rated motivation and memory performance

People often claim that they perform better in memory performance tasks when they are more motivated. However, past research has shown minimal effects of motivation on memory performance when factors contributing to item-specific biases during encoding and retrieval are taken into account. The purpose of the present study was to examine the generality of this apparent dissociation by using more sensitive measures of experienced motivation and memory performance. Extrinsic motivation was manipulated through competition instructions, and subjective ratings of intrinsic and extrinsic motivation were obtained before and after study instructions. Participants studied a series of words, and memory performance was assessed by content recall (Experiment 1) and source recall (Experiment 2). Both experiments showed dissociation between subjective ratings of extrinsic motivation and actual memory performance, so that competition increased self-rated extrinsic motivation but had no effects on memory performance, including source recall. Inconsistent with most people's expectations, the findings suggest that extrinsic motivation has minimal effects on memory performance.     

Job Insecurity Spillover to Key Account Management: Negative Effects on Performance,Effectiveness, Adaptiveness,and Esprit De Corps

Most of the existing research on outcomes of job insecurity has identified individual-level burdens such as reduced attitudinal attachments toward work and well being. Far fewer studies have examined work-related outcomes that are of substantial concern to organizational success. In this paper, we investigated four new work-related outcomes of job insecurity that are part of the literature on key account management (KAM): customer performance, effectiveness with customers, adaptiveness to changing competitive conditions, and esprit de corps. A total of 353 U.S. based employees participated. The findings of this research suggest that job insecure workers perceive their organizations to be ineffective in delivering on all four KAM outcomes.     

Lmx and Job Tension: Linear and Non-Linear Effects and Affectivity

We examined whether linear or non-linear LMX–job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX–job tension relationship. Specifically, the LMX–job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX–job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed.     

Effect of Children's Perceived Rejection on Physical Aggression

This study investigated whether the perception of self as socially rejected might contribute to increased physical aggression among elementary-school children. It was hypothesized that physically aggressive children would become more physically aggressive over time if they perceived that they were rejected and tended to blame peers for social failure experiences. Third-grade boys and girls (n = 941) were assessed in the Fall and Spring of the school year. Peer-report data on physical aggression and social preference were collected, along with self-report data on perceived rejection and attributions for social failure experiences. Results for boys were consistent with hypotheses, whereas the results for girls revealed a different pattern of relations. These results constitute prospective evidence that children's self-perceptions of social rejection can uniquely influence externalizing behavior. Results are discussed in terms of mechanisms that might mediate the relation between perceived rejection and physical aggression.     

同事评价教师绩效的结构验证性因素分析

考察了教师绩效同事评价结果的因素结构。通过文献回顾、开放式调查、关键事件访谈和理论分析,提出了教师绩效的结构,通过验证性因素分析验证了同事评价教师绩效的结构。发现教师绩效包含6个维度,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,前3个维度组成关系绩效,其余维度组成任务绩效。关系绩效与任务绩效有较高的相关。     

消费者产品质量知觉研究

本文探讨了品牌、产地、价格、服务及消费者的知识经验对消费者产品质量知觉的影响。结果表明：１、品牌、产地、服务对消费者的产品质量知觉有显著影响;２、消费者对名牌产品的质量知觉显著高于不知名品牌,对进口产品质量知觉显著高于国产产品,对服务好的产品质量知觉显著高于服务差的产品;３、知识经验丰富的消费者的产品质量知觉易受品牌的影响,而知识经验不足的消费者的产品质量知觉易受价格、服务的影响。     

短时作业中警戒绩效影响因素的实验研究:兼用信号检测论分析

本文研究了短时（１小时内）作业中警戒绩效的一些影响因素。实验采用ＥＰ７１０警戒仪,研究了短时作业中时间、信号密度（信噪比）以及信号显著性（占空比）对警戒绩效的影响。使用的方法为信号检测论。因变量指标为辨别力指数ｄ’和判断标准Ｂ。结果发现,作业时间和占空比对警戒绩效没有影响,信噪比对辨别力指数ｄ’有影响但对判断标准Ｂ没有影响。结果提示,在短时作业中,信噪比对警戒绩效起显著作用．