Payoffs for layoffs? An examination of CEO relative pay and firm performance surrounding layoff announcements

In this study, we theorize that chief executive officers’ (CEOs’) peer pay comparisons influence their decisions to engage in layoffs, and we consider the conditions under which layoffs deliver “payoffs” in the form of increases in subsequent CEO relative pay. Our results indicate that CEOs receiving compensation below their peers are significantly more likely to announce layoffs in the subsequent year, relative to those receiving compensation above their peers. Further, we find that the relationship between layoffs and subsequent changes in CEO relative pay depends on postlayoff changes in firm performance, with CEOs in firms with the largest performance gains receiving the largest increases in relative pay. We also show that our results are robust to an alternative operationalization of CEO relative pay. We provide evidence that external social comparisons may have predictable consequences for both CEOs’ propensities to engage in particular strategic actions and future changes in CEOs’ relative pay.     

Goal orientation and performance adaptation: A meta-analysis

The relationship between goal orientation and performance adaptation across studies was assessed in the present article. The relevance of performance adaptation can be exemplified by the desire to optimize performance and mitigate the negative effects of change in organizational and educational contexts (i.e. new co-workers, new software, emergencies). Three-level meta-analyses were conducted for learning goal orientation (LGO) and performance goal orientation (PGO). Furthermore, within PGO a distinction between avoid performance goal orientation (APGO) and prove performance goal orientation (PPGO) could be made. In moderator analyses the influence of measurement method of performance adaptation (subjective ratings vs objective scores) was assessed amongst others. Although significant effects were found they were primarily visible for subjective ratings and not objective scores.     

Changing institutional incentives to foster sound scientific practices: One department

Replicable research and open science are of value to our field and to society at large, but most universities provide no incentives to adopt these practices. Instead, current incentive structures favor novel research, which has led to a situation in which few researchers take the time to do replications, share protocols, or share data. Obviously, several approaches to remedy this situation are possible. However, little progress can be made if becoming involved in such activities reduces a researcher’s chances of rank and status advancement and other rewards. I describe in this article the way my department has modified our incentive structure to tackle this problem, including how the changes influence my research as a developmental psychologist. Finally, I offer suggestions for faculty who wish to initiate similar changes in their institutions.     

“SCI论文刚性绩效标准”的充足理由辨析

以《科学引文索引》 (Science Citation Index, SCI) 论文作为评判医师和教师绩效的刚性标准违背了"激励中心工作"等原则, 不具备以下绩效标准的充足理由:合目的性与合规律性的统一、全面评估与重点评估的统一、事实判断与价值判断的统一、定性评估与定量评估的统一。面对"SCI现象", 管理者的政绩心态、学术界的浮躁心态、当事人的趋利心态的焦点只有一个:急功近利, 心思不放在患者和学生身上。从绩效考核管理的角度对建立具有充足理由评估体系的价值、内容、标志、权重、方法等导向元素提出建议。     

EEG neurofeedback improves cycling time to exhaustion

ObjectiveThe role of the brain in endurance performance is frequently debated; surprisingly, few investigations have attempted to improve endurance performance by directly targeting brain activity. One promising but untested approach to modifying brain activity is electroencephalogram (EEG) neurofeedback. Consequently, our experiment is the first to examine an EEG neurofeedback intervention for whole-body endurance performance.MethodWe adopted a two-part experiment. The first consisted of a randomized parallel controlled design. Forty participants were allocated to three experimental groups; increase relative left cortical activity (NFL), increase relative right (NFR), and passive control (CON). They performed a depleting cognitive task, followed by either six 2-min blocks of EEG neurofeedback training (NFL or NFR) or time-matched videos of the neurofeedback display (CON). Next, they performed a time-to-exhaustion (TTE) test on a cycle-ergometer. We then tested participants of NFL and NFR groups in an additional experimental visit and administered the opposite neurofeedback training within a fully repeated-measures protocol.ResultsEEG neurofeedback modified brain activity as expected. As hypothesized, the NFL group cycled for over 30% longer than the other groups in the parallel controlled design, NFL: 1382 ± 252 s, NFR: 878 ± 167, CON: 963 ± 117 s. We replicated this result in the repeated-measures design where NFL: 1167 ± 831 s performed 11% longer than NFR: 1049 ± 638 s. There were no differences in pre-exercise fatigue, vigor or self-control; area under the curve group-differences for perceived effort were interpreted within a goal persistence framework.ConclusionThe brief EEG neurofeedback intervention elicited greater relative left frontal cortical activity and enhanced endurance exercise performance.     

军事飞行员工作绩效结构的分析

通过对30名高等级军事飞行员的访谈和相关资料的研究初步确定了11个条目的任务绩效和关系绩效考核提纲;由109名上级使用这个提纲对507名现役军事飞行员进行了绩效评估,另外飞行员间进行互评;使用验证性因素分析的方法对提纲进行了优化,并进行了信度和效度考察。结果表明,军事飞行员的工作绩效应由任务绩效和关系绩效两部分来描述,其中任务绩效包含四个因素,分别为：飞行绩效、空中特情下的表现及事故征候的发生率、业务理论水平和体能状况;关系绩效包含6个因素,分别为：遵章守纪表现、工作主动性、责任心、安心服役、钻研精神和协作精神。     

中学生知识学习观研究

采用自编的《中学生知识学习观量表》,探讨了中学生知识学习观的现状和特点。结果表明:(1)中学生的知识学习观在总体上还是建设性的;(2)不同性别、文理科学生在知识学习观各维度上存在显著差异;(3)初中生的知识学习观比高中生的知识学习观更具建构性;(4)不同成绩水平的学生在知识学习观各维度上存在显著的差异,知识学习过程观、知识价值观、知识学习态度观是中学生学习成绩的有效预测变量。     

成人后期日常能力自评与操作水平的横断比较

采用自我评估与纸笔操作相结合的方法 ,对 2 3 3名 55至 74岁的成人后期被试完成七项日常活动的能力进行横断比较。结果表明 :自评能力与操作能力既存在一定的一致性 ,也存在相当大的差异性 ,各活动项目上的自评水平比操作水平要高 ;操作水平表现出随年龄增长而下降的趋势 ,从 70岁开始下降最为明显 ,而自评水平未呈现出这种变化特点 ;不同活动领域上的操作水平存在不同的发展轨迹 ;在少数活动领域具有显著的性别差异