The unexpected benefits of final deadlines in negotiation

Two experiments explored actual and predicted outcomes in competitive dyadic negotiations under time pressure. Participants predicted that final deadlines would hurt their negotiation outcomes. Actually, moderate deadlines improved outcomes for negotiators who were eager to get a deal quickly because the passage of time was costly to them. Participants’ erroneous predictions may be due to oversimplified and egocentric prediction processes that focus on the effects of situational constraints (deadlines) on the self and oversimplify or ignore their effects on others. The results clarify the psychological processes by which people predict the outcomes of negotiation and select negotiation strategies.     

Action Phases and Goal Setting: Being Optimistic After Decision Making Without Getting into Trouble

According to Gollwitzer's mindset theory, people in postdecisional action phases, who are about to implement a chosen action or goal, are supposed to be more optimistic than people in predecisional action phases, who are deliberating on different actions or goals (P. M. Gollwitzer, 1990). The present experiments were designed to test the hypothesis that postdecisional people are optimistic in a way that does not set them up for failure and disappointment. In three experiments it is shown that people who are in an implemental mindset neither set more demanding goals than do deliberative people nor do they inflate their performance predictions. Instead, they are more confident in reaching their goals and more cautious when predicting future performance. This behavior is interpreted in terms of a strategy that allows people to hold optimistic beliefs without facing the danger of exaggerated goal setting or a disconfirmation of their beliefs.     

When work and family collide: Deciding between competing role demands

This study examined the factors that influence the decision to participate in a work activity or a competing family activity. Part-time MBA students were presented with a vignette in which they were required to choose between participating in a weekend project team meeting and a surprise birthday party for a parent. Pressures from role senders (managers and spouses) to participate in each activity and the supportiveness of role senders for participation in the other role were manipulated in vignettes, and the salience of each role was assessed with self-report scales. Both work and family pressures affected the choice of activity. The salience of work and family roles for respondents also influenced the choice, with the effect of family salience stronger for those who were higher in self-esteem and higher in work salience. Implications of the findings for understanding the directionality of work–family interference are identified, limitations are discussed, and areas for future research are proposed.     

An exploratory study of the kinematics of girls with Turner Syndrome in a visuo‐motor task

In this paper a study is reported in which a group of children with Turner Syndrome (TS) is compared on motor performance tests and real‐time kinematic data with a control group. The objective of this study was to identify possible kinematic variables that characterize the movement patterns utilized by this group of children in achieving their optimal performance. The underlying idea is that by comparing test results and movement kinematics one might gain more insight into the movement production of children than by just looking at the test results or by just using clinical movement observation. The children performed a pen and paper task, the flower trail (one of the sub‐tests of the Movement ABC) (Henderson and Sugden, 1992), on an XY‐tablet. We explored kinematic variables, such as trajectory length, movement time, velocity and pen pressure. It was found that, although girls with TS have a severe motor deficit, they are able to draw a line accurately between two narrow boundaries just as well as the control children (no significant difference in mean number of spatial errors). However, quantitative analysis revealed that girls with TS made a large amount of deviations from the optimal path such that their trajectory length increased with more than 10% per flower trail compared to the control group children. They also made more pen lifts and more changes in velocity. The study showed that children from the two groups may reach the same basic accuracy performance level by using very different strategies. Kinematic registration of fine motor tasks holds promise in gaining more insight into how clinical groups cope with their specific motor problems. Copyright © 2003 John Wiley & Sons, Ltd.     

内隐绩效模型对绩效评估一致性的效应分析

本文在以往研究基础上,对评估者的内隐绩效模型进行了理论分析和实证研究。通过对上级、一级评估者的内隐绩效模型和对下级绩效评估的比较研究发现,上下级主估者的内隐绩效模型存在差异,并对绩效评估的一致性有重要的影响作用。本文还对内隐绩效模型的形成进行了探讨。     

印象管理测量与经理的工作绩效

理论界认为、在人际相互作用很重要的那些工作中,印象管理测量应该能预测管理者的工作绩效,但实证研究并没有支持这一假设。文章在综述已有的研究背景基础上,着重介绍了C．Viswesvarav．D．S．Ones等关于印象管理测量与经理的工作绩效之关系的系列实证研究．认为似乎没有证据表明“印象管理量表得分能够预测工作绩效(虽然在这些工作中人际相互作用很重要),并讨论了在今后的研究中需要进一步探讨的问题以及应该注意的问题。     

Relationships between emotional labor, job performance, and turnover

The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting. Their responses were matched with supervisors' ratings of overall job performance and organizational turnover records obtained 9 months later. Results indicate that surface acting is directly related to employee turnover and emotional exhaustion and that the relationship between surface acting and job performance is indirect via employee affective delivery. Deep acting was not linked to these outcomes. Theoretical and practical implications are discussed from the perspective of emotional labor theories.     

The impact of supervisory mentoring on personal learning and career outcomes: The dual moderating effect of self-efficacy

Using survey data from 226 employees and their supervisors in four manufacturing companies in China, we found that employee self-efficacy has a dual moderating effect on the impact of supervisory mentoring on subordinate career outcomes. Path analytic tests of mediated moderation suggested that self-efficacy moderates the mediated effects of supervisory mentoring on job performance and career satisfaction through personal learning such that the mediated effect on job performance is stronger when employees have higher self-efficacy, but the mediated effect on career satisfaction is stronger when they have lower self-efficacy.     

Higher-order Traits and Happiness in the Workplace: The Importance of Occupational Project Scale for the Evaluation of Characteristic Adaptations

This study attempts to explain the relationship between job satisfaction and the Big Two, Stability and Plasticity, which are the higher-order traits of Big Five. Occupational Project, a narrative construct, was considered a mediator variable in this relationship. Occupational Project consists of affective and cognitive evaluations of an individual's work life as a project in terms of the completed (past), the ongoing (present) and the prospective (future) parts. The survey method was applied to a sample of 253 participants. The results supported the proposed model, in which Occupational Project mediated the relationship between the Big Two and both job satisfaction and affect in workplace. Discussion is focused on applying Occupational Project as a practical tool for management. Consideration of an employee's Occupational Project could provide management with a means to question, understand, intervene with and redefine the narrative quality of his/her occupational project that influences job satisfaction.     

Unilateral Stability and Visual Feedback Body Control Improves After Three-Month Resistance Training in Overweight Individuals

The authors evaluated the effect of 3 months of resistance and aerobic training (3 sessions/week) on body balance in a group of 25 overweight and obese individuals. Prior to and after the training, they performed static and task-oriented balance tests under various conditions. Mean center of pressure (CoP) velocity and mean trace length of the CoP in the y-axis registered during a one-legged stance significantly decreased after the resistance training (19.1%, p = .024; 29.3%, p = .009). Mean trace length of the CoP in the y-axis decreased significantly also during a bipedal stance on a foam surface with eyes open and closed (10.9%, p = .040; 18.2%, p = .027). In addition, mean CoP distance and mean squared CoP distance in the anteroposterior direction during a visually guided center of mass (CoM) tracking task significantly improved (14.7%, p = .033; 28.2%, p = .016). However, only mean trace length of the CoP in the y-axis during a bipedal stance on a foam surface with eyes open and closed significantly decreased after the aerobic training (10.3%, p = .047; 16.5%, p = .029). It may be concluded that resistance training is more efficient for the improvement of the anteroposterior unilateral stability and the accuracy of the regulation of the CoM anteroposterior position than aerobic training in overweight and obese individuals.