责任心子维度与绩效的关系研究中存在的争议

在责任心及其子维度与工作绩效的关系研究中,研究者在下面四个方面还存在争议：1．责任心的结构定义,也就是责任心总维度包含哪些子维度？2．为什么子维度的信度系数比责任心总维度的低？3．对于具体的,较细的工作绩效效标,大维度还是小维度有更好的预测效度？4．用于检验哪一种预测源更有效的方法,计算简单相关系数还是增量效度？文章主要就这些问题进行讨论。     

Psychological characteristics in women football players: Skills,mental toughness,and anxiety

Women's football has been far less studied than men's. This work's objectives were to: (1) analyze the differences in psychological skills, mental toughness (MT), and anxiety in women football players according to their level (national team, first division, and second division); and (2) predict those three levels (using a multivariate model) according to the players’ psychological skills, mental toughness, and anxiety. One hundred and forty‐two Icelandic women football players (23.5 ± 3.5 years) participated in the study. They were classified into three groups according to their level: national team, and first and second divisions. Three questionnaires were used: the Test of Performance Strategies Questionnaire, the Sport Mental Toughness Questionnaire, and the Sport Anxiety Scale‐2 questionnaire. A one‐way ANOVA with Bonferroni post hoc correction was used to examine differences between teams. Applying a classification tree analysis, the participants were classified into three groups according to their level. There were few differences between the three groups in psychological skills, but in mental toughness and anxiety the national team had the highest and lowest values respectively, and the first and second division players differed in relaxation in competition (TOPS), total score and confidence (SMTQ), and worry (SAS‐2). The classification tree correctly classified 54.9% of the sample with the variables total score (SMTQ) and activation in practice (TOPS). Therefore, given the relevance that psychological attributes appear to have for women football players’ performance, it would seem indispensable to incorporate the figure of the sports psychologist into national and club teams.     

Adaptive perception of changes in affordances for walking on a ship at sea

Ocean waves cause oscillatory motion of ships. Oscillatory ship motion typically is greater in roll (i.e., the ship rolling from side to side) than in pitch (i.e., tipping from front to back). Affordances for walking on a ship at sea should be differentially influenced by ship motion in roll and pitch. When roll exceeds pitch, the maximum walkable distance within a defined path should be greater when walking along the ship’s short, or athwart axis than when walking along its long, or fore-aft axis. When pitch exceeds roll, this relation should be reversed. We asked whether such changes in ship motion would be reflected in judgments of direction-specific affordances for walking. Participants (experienced maritime crewmembers) judged how far they could walk along a narrow path on the ship deck. On different days, sailing conditions were such that the relative magnitude of pitch and roll was reversed. Judgments of direction-specific affordances for walking mirrored these changes in ship motion. The accuracy of judgments was consistent across directions, and across changes in ship motion. We conclude that experienced maritime crewmembers were sensitive to dynamic variations in affordances for walking that were, themselves, a function of dynamic properties of the animal-environment system.     

权力层级与团队绩效关系：权力与地位的一致与背离

本研究致力于探讨在权力与地位不一致的背景下, 权力层级与团队绩效研究的分歧。本研究提出权力层级与团队绩效的关系取决于团队的层级一致性——权力与地位的匹配度。具体地, 当层级一致(权力与地位匹配)时, 权力层级促进团队绩效; 当层级不一致(权力与地位不匹配)时, 权力层级抑制团队绩效。本研究结合问卷、实验和二手数据方法来验证假设, 研究1通过对46个大学生创业实践团队的两阶段问卷调查, 发现层级一致性对权力层级与团队绩效的关系具有调节作用。此后, 研究2通过一项涉及64个团队的实验来揭示因果关系, 发现权力争夺在权力层级和层级一致性的交互与团队绩效的关系中起中介作用。最后研究3通过203个观测值的互联网公司二手数据重复验证了层级一致性的调节作用, 并提升了本研究的生态效度。本研究为权力层级的研究做出了一定的贡献, 并为团队管理提供了启示。     

Learning to calibrate: Providing standards to improve calibration accuracy for different performance levels

This experimental study explores whether feedback in the form of standards helps students in giving more accurate performance estimates not only on current tasks but also on new, similar tasks and whether performance level influences the effect of standards. We provided 122 first‐year psychology students with seven texts that contained key terms. After reading each text, participants recalled the correct definitions of the key terms and estimated the quality of their recall. Half of the participants subsequently received standards and again estimated their own performance. Results showed that providing standards led to better calibration accuracy, both on current tasks and on new, similar tasks, when standards were not available yet. Furthermore, with or without standards, high performers calibrated better than low performers. However, results showed that especially low performers' calibration accuracy benefitted from receiving standards.     

Rate it again: Using the wisdom of many to improve performance evaluations

Much research shows that judgmental estimation could be improved by combining estimates from independent judges as well as within judges. These results have been obtained mostly with judgments about matters of fact, that is, for which there are objective truth criteria. In the present research, we extend these findings to performance evaluations. In a controlled field study, expert judges provided evaluations of a large number of essays written by college applicants taking college entrance tests. The judges were asked to evaluate each essay twice—on two occasions, a week apart. This design allowed us to assess the benefits of two methods of combining evaluations: within rater and across raters. Accuracy gains were obtained with both methods. Although the within‐rater combinations yielded fewer gains than the across‐rater ones, they were still appreciable in comparison with the across rater ones. Our findings extend the class of judgments to which the “wisdom of many” could be applied. These findings are potentially applicable to performance evaluations in social, educational, and employment settings.     

Sales manager cost control engagement: antecedents and performance implications

Many organizations face competing agendas by which they are expected to simultaneously grow sales output while controlling associated costs. At the interface of this organizational pressure and the sales force’s implementation of such initiatives is the sales manager. However, questions with significant implications remain regarding how a sales manager’s requisite engagement with cost control affects sales performance. To address this issue, the authors conceptualize and operationalize the notion of sales manager cost control engagement. Results from a survey of 178 business-to-business sales managers show the antecedent and consequence effects of sales manager cost control engagement. A variety of organizational factors are shown to effectively direct the sales manager’s attention to cost control, which in turn has a positive impact on cost-related sales performance. These findings add to an emergent body of research aimed at understanding key skills required of sales managers for driving sales performance as well as provide a novel perspective for sales managers to consider when balancing pressures between cost inputs and sales outputs. Several theoretical and managerial implications are offered, as are future research directions.     

Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership

To address why the relationship between affective organizational commitment and job performance varies, we draw on the theorization of Meyer, Becker, and Vandenberghe to propose moderation of affective occupational commitment and transformational leadership, separately and interactively. Data collected from 398 employees and their supervisors supported our hypotheses. Specifically, affective organizational commitment was more strongly associated with job performance for employees with high occupational commitment, or when a supervisor's transformational leadership was high. Importantly, in a moderated mediation relationship, we found the effect of transformational leadership on the relationship between affective organizational commitment and job performance for employees with high occupational commitment was contrary to its effect on employees with low occupational commitment. Given the significant roles of both commitments as discussed in the present study, we offer suggestions on how to consider these factors during the assessment and selection of personnel and role assignment.     

Multiple test batteries as predictors for pilot performance: A meta‐analytic investigation

Test Batteries (TBs) have a long history of use in pilot selection. The extent to which TBs predict future pilot performance has important implications. The existing pilot‐related psychometric meta‐analyses have focused primarily on scores of individual ability tests, rather than the combined scores composited from multiple ability tests. The objective of this study was to investigate the predictive validity of TBs' composite scores for several criteria of pilot performance. Informed by the Cattell–Horn–Carroll theory, we proposed a classification scheme of six categories representing the most common composite scores in selection assessment: Acquired Knowledge, Perceptual Processing, Motor Abilities, Controlled Attention, General Ability, and Work Sample. For overall pilot performance, based on 267 correlations from 118 independent samples, results showed that the six categories of TBs are valid predictors (Mean_r = .10–.34), and at least five of them have validity that is likely to generalize across selection contexts.     

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed.