Inter-individual differences in intra-individual variability in personality within and across contexts

This study focuses on intra-individual variability in personality at work, and how it relates to job performance. 288 professionals completed contextualised adjective-based personality assessments in work and non-work contexts, and a non-contextualised personality measure. Ratings of their personality were also obtained from colleagues, family members and friends. Supervisors provided performance ratings for 130 participants. Results indicate that personality is context- and source-dependent, and varies systematically within contexts intra-individually regardless of source. Whilst this variability was predictive of some performance criteria when based on other-ratings, overall predictive effects were small in number and size. This study adds to the relatively small body of research on personality variability and performance and contributes to the conceptualisation of personality as a dynamic construct.     

A qualitative study of leader behaviors perceived to enable salesperson performance

Abstract

This study builds on and extends previous sales leadership research by exploring sales professionals’ perceptions of effective leadership behaviors. Semistructured interviews with both sales leaders and salespeople working in a global enterprise software company were examined through a qualitative analysis. Results indicated that participants believed sales leadership played an important role in influencing sales performance. When asked to describe specific sales leader behaviors that best enable salesperson performance, sales professionals – both sales leaders and salespeople – overwhelmingly referenced coaching, followed by collaborating, championing, and customer engaging. We define and describe these four key sales leader behaviors and identify four potential mediating variables (trust, confidence, optimism, and resilience), from which emerges a conceptual framework of sales leader behaviors perceived to enable salesperson performance. We examine these four key sales leader behaviors and mediators in the broader context of leadership theory, particularly transformational, servant, authentic, and adaptive leadership theories. The key contribution of this study is the identification of a set of leader behaviors that are likely to be especially effective in modern sales organizations given that they originated from the perceptions of sales professionals themselves.     

Stimulus effects on concurrent performance in transition

Six experimentally naive pigeons were exposed to concurrent variable-interval variable-interval schedules in a three-key procedure in which food reinforcement followed pecks on the side keys and pecks on the center key served as changeover responses. In Phase 1, 3 birds were exposed to 20 combinations of five variable-interval values, with each variable-interval value consistently associated with a different color on the side keys. Another 3 pigeons were exposed to the same 20 conditions, but with a more standard procedure that used a nondifferential discriminative stimulus on the two side keys throughout all conditions. In Phase 2, the differential and nondifferential stimulus conditions were reversed for each pigeon. Each condition lasted for one 5-hr session and one subsequent 1-hr session. In the last 14 conditions of each phase, the presence of differential discriminative stimuli decreased the time necessary for differential responding to develop and increased the sensitivity of behavior to reinforcement distribution in the 1st hr of training; during the last hours of training in each condition, however, the effects of the differential discriminative stimuli could not be distinguished from the effects of reinforcement distribution per se. These results show the importance of studying transitions in behavior as well as final performance. They may also be relevant to discrepancies in the results of previous experiments that have used nonhuman and human subjects.     

PROMOTING STIMULUS CONTROL WITH TEXTUAL PROMPTS AND PERFORMANCE FEEDBACK FOR PERSONS WITH MILD DISABILITIES

We assessed whether written task analyses would serve as textual prompts for performing functional tasks by persons with mild disabilities. Several variables that could influence the effectiveness of textual prompts to promote stimulus control were examined across four groups. A consistent finding was that written specific task analyses combined with end-of-trial performance feedback were effective for promoting the acquisition and generalization of several tasks. Performance transferred immediately to natural discriminative stimuli when the written task analyses and feedback were withdrawn for most tasks and participants. For 2 participants, transfer of stimulus control was accomplished by prompt fading, using individualized written task analyses either with or without performance feedback (Group 1). When feedback was not provided, the effectiveness of written specific task analyses was inconsistent across groups. In contrast to the controlling effects of written specific task analyses, written generic task analyses, which specified only major task outcomes, when combined with performance feedback (Group 1) did not control responding. Overall, this research demonstrated the effectiveness of written specific task analyses and performance feedback to promote stimulus control for persons with mild disabilities.     

4-5年级学生的空间表征与几何能力的相关性研究

本研究是“学生空间能力和几何能力关系”研究的一部分,以小学4、5年级学生为被试(共117人),以空问表征能力测验和几何能力测验为测验工具,初步探讨了学生空间表征与几何能力的关系。对数据结果的分析表明:①就总成绩而言,五年级学生的空间表在成绩明显高于四年级学生的成绩,但并不是空间表征的所有方面都存在着显著的年级差异;②就空间测验的总成绩而言,无论是四、五年级分别考察还是总起来考察,空间成绩与几何成绩之间的相关显著,但就各个分项而言,并不是空间测验的各项都与几何测验成绩有显著相关;学生的几何成绩在一定程度上可通过回归方程:Y_i=0.5736X_i+0.7635加以预测。     

Task bias and the accuracy of judgment: Setting a baseline for expected group performance

When a judgment task evokes unbiased estimates (i.e. the errors in individual judgments are distributed randomly around the true value), mathematical aggregation of individual estimates, even by a simple arithmetic mean, often will outperform all group members. However, when a task evokes biased estimates, mathematical aggregation does not perform so well. In this study, simulated data were accumulated to specify the expected' accuracy of mathematical aggregation relative to the accuracy of observed judgment of individual group members under varying conditions of task bias. Three types of judgment tasks were employed: (1) single-estimate, holistic tasks, (2) multiple-estimate, ranking tasks, and (3) multi-cue, decomposed tasks. Findings indicated across all task types that a large percentage of judgment-making group estimates formed strictly by computing the arithmetic mean of individual estimates performed better than their most capable members when a judgment task evoked little or no bias, a result particularly pronounced for ranking tasks. When the task was more greatly bias-evoking, a large percentage of parallel groups performed more poorly than average (or median) members, again a pattern more starkly evident for ranking tasks. These results suggest that the extent to which a judgment task evokes bias in a population of prospective group members is an important explanatory variable deserving much greater attention in the study of group performance. For example, an assertion about the efficacy of a particular group intervention based on a reliable demonstration of group performance as accurate as the most capable members may be unfounded when a task evokes no bias, since the baseline standard under such conditions should be much higher. By selecting tasks and populations that jointly produced highly biased estimates, researchers can lower the performance floor enough to detect (with reasonably small samples of groups) experimental effects should they occur.     

Computerized assessment in neuropsychology: A review of tests and test batteries

This article contains detailed reviews of 13 computerized neuropsychological and performance test batteries and six stand-alone computer tests. Tasks found on these instruments are described and tables illustrate which batteries employ which measures. In addition to issues of reliability and validity, special considerations apply to computerized assessment. These issues are discussed and readers are provided information to help them assess computerized tests in relation to their particular clinical and research needs. Since many computerized tests were developed as performance assessment tools, the relationship between performance and neuropsychological assessment is examined.     

A review of the effects of noise on human performance

The present review is concerned with the effects of noise, especially moderate intensity noise on performance. The review covers recent empirical results and theoretical approaches, and examines the importance of the nature of the noise, individual differences in response to noise, and other factors which modify the effects of noise. A central theme of the review is that it is essential to consider the nature of the task being performed in noise, and a profile of strategies of performance in noise is presented. Finally, recommendations are made about the direction and methodology of future research.     

Superimposition of response-independent reinforcement

Studies that have superimposed response-independent reinforcement (or reinforcers scheduled by contingencies placed on the absence of responding) upon conventional response-dependent schedules are reviewed. In general, providing alternative sources of reinforcement reduced response rates below the levels observed when alternative reinforcement was absent. However, response-rate elevation was sometimes found, particularly when rates of superimposed response-independent reinforcement were low. Superimposition of schedules providing reinforcers contingent on the absence of responding usually produced more severe response-rate decrements than superimposition of response-independent reinforcement. A variant of Herrnstein's equation, which assumes that some of the alternative reinforcers function as if they were delivered by baseline response-dependent source of reinforcement, is in qualitative agreement with the overall body of results obtained, and can predict both increases and decreases in response rate as resulting from superimposed reinforcers.