基于胜任特征的人才测评

该文总结了国内外有关胜任特征与测评方面的文献,阐述了胜任特征作为人才测评的标准的内涵,进而总结了胜任特征应用于人才测评的作用与意义,最后简要介绍了基于胜任特征的人才测评的技术方法。本文有助于胜任特征与人才测评课题的进一步研究,对于人才测评的实践具有很强的指导意义。     

消费行为领域中的调节定向

调节定向理论(Higgins,1997)超越传统享乐主义动机,区分出“促进”和“预防”两种调节性动机系统,近年已成为消费行为领域的研究热点之一.调节定向影响着消费者购物决策整个过程,受被试因素(文化背景、自我建构)、刺激因素(信息框架、解释水平、非言语线索、商品属性)和情境因素(决策时间距离、任务操纵)的影响,通过直接作用、调节关联效应和调节匹配效应三种途径决定信息的说服效果,并且受到精细加工可能性的调节.管理者应特别注意具体营销情境中的调节定向,合理利用调节匹配效应.未来研究应关注调节投入理论、调节定向的前因变量以及同网络购物情境相结合,并探索如何削弱预防定向对营销的不利影响.     

When fit fosters favoring: The role of private self-focus

The present research extends work on the ‘the value from fit’ principle by showing that regulatory fit effects on persuasion and behavioral compliance are stronger for people high, as opposed to low, in private self-focus. Previous research has shown that people high in private self-focus are strongly affected by external information. In the current work, we demonstrated that people high (vs. low) in private self-focus are more persuaded by information that matches (vs. mismatches) activated self-knowledge.     

特质性与情境性调节定向匹配效应的一致性

研究试图探讨基于不同性质的调节定向(特质性调节定向和情境性调节定向)而达成的匹配所导致的效应是否一致。实验一、二均采用2(调节定向：促进、防御)×2(信息框架：积极、消极)被试间设计, 分别考察了两种匹配对信息说服效果(包括信息价值评价、情绪强度、行为意向3项指标)的影响。MANOVA检验表明, 实验一中信息价值评价、情绪强度2项指标上的交互作用显著, 实验二中信息价值评价、情绪强度和行为意向3项指标上的交互作用显著; 这表明, 基于两种不同性质的调节定向所达成的匹配在对信息价值评价和情绪强度的影响上具有一致的效应, 但在对行为意向的影响上具有不一致的效应。这一结果对于理解两种不同性质的调节定向之间的差异以及基于两者而达成的两种调节匹配之间的差异具有较为重要的意义。     

Constructing the exact significance level for a person fit statistic

This paper uses an extension of the network algorithm originally introduced by Mehta and Patel to construct exact tail probabilities for testing the general hypothesis that item responses are distributed according to the Rasch model. By assuming that item difficulties are known, the algorithm is applicable to the statistical tests either given the maximum likelihood ability estimate or conditioned on the total score. A simulation study indicates that the network algorithm is an efficient tool for computing the significance level of a person fit statistic based on test lengths of 30 items or less.     

A gender perspective on Person-Manager fit and managerial advancement

This article presents two studies examining (1) the relationship between Person-Manager (P-M) fit and managerial advancement of women and men with, and without managerial aspirations and (2) the P-M fit as related to managerial and non-managerial women. The P-M fit was assessed by computing the congruence between participants' self-rated personality profile and the perceived personality profile of a manager. Sex (men show a higher P-M fit than women), gender (the higher the individual's masculine gender-role, the higher the P-M fit) and group (managers and managerial aspirants show a higher P-M fit than non-managerial aspirants and non-managers) hypotheses were tested. There was no support for the sex difference hypothesis. However, the group and gender hypotheses were confirmed showing that managers and managerial aspirants had a higher P-M fit than non-managers and non-aspirants. Further, analyses revealed that the higher the participants' masculinity scores, the higher the P-M fit. Implications of these findings are discussed in relation to the gendered image of the managerial role and adaptation theory.     

Checking the Assumptions of Rasch's Model for Speed Tests

Two new tests for a model for the response times on pure speed tests by Rasch (1960) are proposed. The model is based on the assumption that the test response times are approximately gamma distributed, with known index parameters and unknown rate parameters. The rate parameters are decomposed in a subject ability parameter and a test difficulty parameter. By treating the ability as a gamma distributed random variable, maximum marginal likelihood (MML) estimators for the test difficulty parameters and the parameters of the ability distribution are easily derived. Also the model tests proposed here pertain to the framework of MML. Two tests or modification indices are proposed. The first one is focused on the assumption of local stochastic independence, the second one on the assumption of the test characteristic functions. The tests are based on Lagrange multiplier statistics, and can therefore be computed using the parameter estimates under the null model. Therefore, model violations for all items and pairs of items can be assessed as a by-product of one single estimation run. Power studies and applications to real data are included as numerical examples.     

The influence of lay theories of Feng Shui on consumers' peace of mind: The role of regulatory fit

With its history dating back five millennia, the art of creating harmonious surroundings – commonly referred to as Feng Shui – has become deeply rooted in Chinese culture. Yet despite its significant effect on people's daily lives, a dearth of research is available on how Feng Shui influences consumers' decisions. This study investigates the influence of Feng Shui on customers' attitude based on their regulatory focus, providing suggestions for business opportunities. Three studies examine whether Feng Shui's goals influence participants' decisions and feelings of appropriateness. Study 1 demonstrated that the fit between Feng Shui's suggestions and consumers' regulatory focus impacted decision making. Participants were more likely to adopt the Feng Shui practitioner's suggestions of a goal compatible with the consumers' regulatory focus. Study 2 provided evidence that a regulatory focus also impacts participants' peace of mind. Study 3 tested whether the value experienced from regulatory fit is reflected in the price. Specifically, promotion‐oriented individuals feel more accepting of promotion‐focused Feng Shui that is consistent with an approach goal while prevention‐oriented individuals are more persuaded by prevention‐focused Feng Shui that is consistent with an avoidance goal. When the Feng Shui appeal is compatible with the self‐regulatory focus, individuals demonstrate a greater feeling of appropriateness and produce a higher level of peace of mind.     

Validating the coping scale for Chinese athletes using multidimensional Rasch analysis

Objective

The Coping Scale for Chinese Athletes (CSCA) was developed and validated using classic testing theory in 2004 (Chung, Si, Lee, & Liu, 2004). This study aimed to validate CSCA using multidimensional Rasch analysis with the ConQuest software programme.

Method

The sample in this study comprised 367 athletes from mainland China. A Multidimensional Rating Scale model was applied to investigate the validity of the four-dimension scale. Standard fit statistics (Infit and Outfit MNSQ) and Differential item functioning (DIF) were computed to examine the model-data fit. Test reliability and category functioning were also checked.

Results

The item difficulty and the athletes’ trait level of coping were calibrated along the same latent trait scale. Three items were removed from the scale due to misfit with the Rasch model. No DIF across gender was found for the remaining 21 items. Test reliabilities for the four subscales ranged from 0.66 to 0.76. The results also indicated that the original 5-category rating scale structure did not function well.

Conclusion

The multidimensional Rasch analysis supported that the 21-item CSCA measures four latent traits of coping of Chinese athletes as expected. The results also demonstrated advantages of multidimensional Rasch analysis over unidimensional Rasch analysis as well as traditional approach in examining the quality of multidimensional scale in sport settings.     

An Integrative Model Linking Feedback Environment and Organizational Citizenship Behavior

ABSTRACT

Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.