Showing papers in "Journal of Applied Psychology in 1995"
TL;DR: In this article, the authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and behavioral measures of strain.
Abstract: The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from 398 health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters. Control perceptions, in turn, were associated with lower levels of work-family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. These results suggest that organizations can take steps that can increase employees' control over family responsibilities and that this control might help employees better manage conflicting demands of work and family life
1,820 citations
TL;DR: In this article, a confirmatory factor analysis involving hospital nurses revealed some support for this 5-factor representation, but a 2-factor Active-Passive model was also tenable, because the transformational components and Contingent Reward were all highly correlated.
Abstract: B. M. Bass ( 1985 ) proposed that the Multifactor Leadership Questionnaire consists of 5 factors: 2 facets of transactional leadership (Contingent Reward and Management-by-Exception) and 3 facets of transformational leadership (Charismatic Leadership, Individualized Consideration, and Intellectual Stimulation). A confirmatory factor analysis involving hospital nurses revealed some support for this 5-factor representation, but a 2-factor Active-Passive model was also tenable, because the transformational components and Contingent Reward were all highly correlated. Alternatively, differential relationships to a series of outcomes, including intent to leave and J. P. Meyer and N. J. Allen's (1991) facets of organizational commitment, were observed as a function of the leader behaviors involved.
1,151 citations
TL;DR: In this article, the influence of the work environment on the transfer of newly trained supervisory skills was examined, and the results from a series of LISREL analyses showed that both climate and culture were directly related to posttraining behaviors.
Abstract: The influence of the work environment on the transfer of newly trained supervisory skills was examined. Participants were 505 supermarket managers from 52 stores. The work environment was operationalized in terms of transfer of training climate and continuouslearning culture. Climate and culture were hypothesized to have both direct and moderating effects on posttraining behaviors. Accounting for pretraining behaviors and knowledge gained in training, the results from a series of LISREL analyses showed that both climate and culture were directly related to posttraining behaviors. In particular, the social support system appeared to play a central role in the transfer of training. Moderating effects were not found. Implications for enhancing the transfer of training are discussed
862 citations
TL;DR: Bateman et al. as mentioned in this paper examined the criterion validity of the proactive personality scale by using objective job performance as the criterion measure and found that the proactive scale explained an additional 8% of the variance in the objective measure of agents' job performance.
Abstract: A sample of 131 real estate agents was used to examine the criterion validity of the Proactive Personality Scale (T. S. Bateman & J. M. Crant, 1993). A job performance index was computed for each agent from archival records of the number of houses sold, number of listings obtained, and commission income over a 9-month period. Experience, social desirability, general mental ability, and 2 of the Big Five factors—Conscientiousness and Extraversion—were controlled for, and the Proactive Personality Scale explained an additional 8% of the variance in the objective measure of agents' job performance. These results provide additional evidence for the criterion validity of the Proactive Personality Scale and suggest that specific personality measures can have incremental validity over the Big Five factors. Attempting to predict job performance with personality measures has a long tradition in organizationa l research. This body of work has led some researchers to conclude that personality—relative to other predictors— is a rather weak predictor of performance (e.g., Hunter & Hunter, 1984; Schmitt, Gooding, Noe, & Kirsch, 1984). Recently, however, researchers have begun to reconsider the structure of personality (e.g., Digman, 1990) and the extent to which personality may validly predict on-thejob performance (e.g., Barrick & Mount, 1991, 1993; Barrick, Mount, & Strauss, 1993). The purpose of this study was to examine the criterion validity of a recently introduced measure, the Proactive Personality Scale, by using objective job performance as the criterion measure. After discussing the theoretical underpinnings of the proactive personality construct, I review research pertaining to four domains that must be controlled in a rigorous test of the criterion validity of the Proactive Personality Scale: the Big Five factors, general mental ability (GMA), work experience, and social desirability.
693 citations
TL;DR: The results provided some support for the hypothesis that initial self-efficacy moderates the relationship between training and adjustment, and partially mediated the relationships betweenTraining and job satisfaction, organizational and professional commitment, and intention to quit the organization and the profession.
Abstract: A longitudinal field study examined the moderating and mediating effects of self-efficacy on the relationship between training and the adjustment of newcomers during their 1st year of employment. The results provided some support for the hypothesis that initial self-efficacy moderates the relationship between training and adjustment. Training was more strongly related to posttraining self-efficacy, ability to cope, job performance, and intention to quit the profession for newcomers with low levels of initial self-efficacy mediates the relationship between training and adjustment; however, evidence of complete mediation was found only for ability to cope. Posttraining self-efficacy partially mediated the relationships between training and job satisfaction, organizational and professional commitment, and intention to quit the organization and the profession. Research and practical implications of these findings for the training and the socialization of newcomers are discussed.
593 citations
TL;DR: In this article, a longitudinal study examined the moderating effects of role development on the link between unmet expectations and socialization outcomes and found that met expectations, LMX, and TMX were significant predictors of all outcomes.
Abstract: This longitudinal study examined hypothesized moderating effects of role development on the link between unmet expectations and socialization outcomes. Data were collected from 248 new hires before organizational entry and at an average of 4 weeks after entry. Three role expectations-conflict, clarity, and acceptance-were measured at both data collections. Two role development constructs-leader-member exchange (LMX) and team-member exchange (TMX)-and three socialization outcomes-organizational commitment, turnover intention, and job satisfaction-were measured after entry. Results showed that met expectations, LMX, and TMX were significant predictors of all outcomes. In addition, LMX and TMX significantly moderated several relationships, such that favorable role development relationships with supervisors or work groups ameliorated the negative effects of unmet expectations. Research and applied implications are discussed.
500 citations
TL;DR: Support is provided for the convergent and discriminant validities of the subscales measuring the 5 styles of handling interpersonal conflict and general support for the invariance of the 5-factor model across referent roles, organizational levels, and 4 of the5 samples.
Abstract: Confirmatory factor analysis of data (from 5 samples, n = 484 full-time employed management students; « = 550 public administrators;« = 214 university administrators; n = 250 bank managers and employees in Bangladesh; and n = 578 managers and employees) on the 28 items of the Rahim Organizational Conflict Inventory—II were performed with LISREL 7. The results provided support for the convergent and discriminant validities of the subscales measuring the 5 styles of handling interpersonal conflict (integrating, obliging, dominating, avoiding, and compromising) and general support for the in variance of the 5-factor model across referent roles (i.e., superiors, subordinates, and peers), organizational levels (top, middle, lower, and nonmanagement), and 4 of the 5 samples.
473 citations
TL;DR: In this paper, the authors explored the relationship between applicants' impression management tactics and their interview outcomes and found that IM tactics significantly predicted interviewers' evaluations and whether applicants later obtained site visits.
Abstract: Two issues were explored: (a) which impression management (IM) tactics applicants use during actual interviews and (b) whether there is a relationship between applicants' IM tactics and their interview outcomes. The study also examined convergence across different methods and raters when measuring IM. Postinterview survey measures were obtained from applicants and interviewers regarding applicant IM behavior during a specific interview; in addition, a subset (n = 24) of interviews was audiotaped and analyzed for the presence of IM. Analyses revealed low to moderate convergence across methods and raters, suggesting that IM tactics may be multidimensional constructs. Across methods and raters, there was consistent evidence of greater applicant self-promotion than ingratiation. Similarly, IM tactics significantly predicted interviewers' evaluations and whether applicants later obtained site visits. Implications for future research are discussed.
431 citations
TL;DR: In this paper, the authors meta-analytically tested four primary hypotheses derived from the social psychological stereotyping literature, referred to as the in-group bias, job information, salience, and job stereotype hypotheses.
Abstract: In the area of age discrimination in simulated employment settings, the present study meta-analytically tested 4 primary hypotheses derived from the social psychological stereotyping literature, referred to as the in-group bias, job information, salience, and job stereotype hypotheses. In general, the results supported the in-group bias, job information, and salience hypotheses, in that younger raters tended to give less favorable ratings to older workers when they were not provided with job-relevant information about the workers and when they concurrently rated old and young workers. Future research, including the initiation of research on economic-based age stereotypes, as well as practice directions related to valuing age diversity in organizationa l stakeholder groups are discussed. With the imminent aging of the labor force (cf. Forteza & Prieto, 1994; Warr, 1994), attitudes and beliefs about the aging work population are of critical importance to the quality of work life. Although older workers are sometimes perceived as being slower, less creative, less flexible, more resistant to change, disinterested in training, and prone to illness and accidents (Doering, Rhodes, & Schuster, 1983; Rhodes, 1983; Stagner, 1985), these beliefs often are inconsistent with the research literature. A number of empirical studies and research reviews (cf. Avolio, Waldman, & McDaniel, 1990; Forteza & Prieto, 1994; Mayrand, 1992; McEvoy & Cascio, 1989; Smith, 1990; Waldman & Avolio, 1986; Warr, 1994) have indicated that there is often a positive or no statistically significant association between a worker's age and many aspects of job performance. Despite this expanding body of knowledge, age discrimination with respect to employment decisions continues, as evidenced by the thousands of complaints filed each year under the Age Discrimina
406 citations
TL;DR: Costa et al. as mentioned in this paper examined the influence of frame of reference on responses to a personality inventory and found that context-specific items were found to have greater validity than noncontextual items.
Abstract: Increased use of personality inventories in employee selection has led to concerns regarding factors that influence the validity of such measures. A series of studies was conducted to examine the influence of frame of reference on responses to a personality inventory. Study 1 involved both within-subject and between-groups designs to assess the effects of testing situation (general instructions vs. applicant instructions) and item type (work specific vs. noncontextual) on responses to the NEO Five-Factor Inventory (P. T. Costa & R. R. McCrae, 1989). Results indicated that a work-related testing context and workrelated items led to more positive responses. A second study found differences in the validity of a measure of conscientiousness, depending on the frame of reference of respondents. Specifically, context-specific items were found to have greater validity. Implications for personnel selection are discussed.
385 citations
TL;DR: In this article, the authors developed and tested a theory of decision-making performance for hierarchical teams with distributed expertise, which identifies three core team-level constructs (team informity, staff validity, and hierarchical sensitivity) and three constructs below the team level that are central to decisionmaking accuracy.
Abstract: The purpose of this research was to develop and test a theory of decision-making performance for hierarchical teams with distributed expertise. This theory identifies 3 core team-level constructs (team informity, staff validity, and hierarchical sensitivity) and 3 constructs below the team level that are central to decision-making accuracy in hierarchical teams with distributed expertise. Two studies are presented to test the proposed theory. A total of 492 college students worked on a computerized command-and-control simulator. Results from these studies are discussed in light of the theory. Similarities and differences in results across the 2 studies are discussed, as are potential modifications of the theory considering the data. Finally, implications of the theory for applied team contexts are elaborated
TL;DR: This article examined the effects of framing training program assignments on training outcomes and found that the framing of training assignments can provide feedback regarding past performance and result in different attitudinal and motivational levels going into training.
Abstract: This study examined the effects of framing training program assignments on training outcomes. A model was developed that suggests that the framing of training assignments can provide feedback regarding past performance and result in different attitudinal and motivational levels going into training. Participants were randomly assigned to 2 differently framed training programs (remedial vs. advanced). Attributions regarding past performance were found to interact with training assignments to affect pretraining selfefficacy. Both perceptions of past performance and expected assignment were found to moderate the relationship between training assignment and fairness perceptions. Also, motivation to learn was a key variable linking pretraining characteristics and training outcomes. Implications for training effectiveness research and practice are discussed
TL;DR: The authors conducted a meta-analysis of 111 interrater reliability coefficients and 49 coefficient alphas from selection interviews and found that standardizing questions had a stronger moderating effect on reliability when coefficients were from separate (rather than panel) interviews.
Abstract: A meta-analysis of 111 interrater reliability coefficients and 49 coefficient alphas from selection interviews was conducted. Moderators of interrater reliability included study design, interviewer training, and 3 dimensions of interview structure ( standardization of questions, of response evaluation, and of combining multiple ratings). Interactions showed that standardizing questions had a stronger moderating effect on reliability when coefficients were from separate ( rather than panel) interviews, and multiple ratings were useful when combined mechanically (there was no evidence of usefulness when combined subjectively). Average correlations (derived from alphas) between ratings were moderated by standardization of questions and number of ratings made. Upper limits of validity were estimated to be.67 for highly structured interviews and.34 for unstructured interviews.
TL;DR: In this paper, the effects of a wide array of ratee relationship and ratee-characteristic variables on supervisor and peer job-performance ratings were examined for first-tour U.S. Army soldiers.
Abstract: The study examines the effects of a wide array of rater-ratee relationship and ratee-characteristic variables on supervisor and peer job-performance ratings. Interpersonal ratings, job performance ratings, and ratee scores on ability, job knowledge, and technical proficiency were available for 493-631 first-tour U.S. Army soldiers. Results of supervisor and peer ratings-path models showed ratee ability, knowledge, and proficiency accounted for 13% of the variance in supervisor performance ratings and 7% for the peer ratings. Among the interpersonal variables, ratee dependability had the strongest effect for both models. Ratee friendliness and likability had little effect on the performance ratings. Inclusion of the interpersonal factors increased the variance accounted for in the ratings to 28% and 19%, respectively. Discussion focuses on the relative contribution of ratee technical and contextual performance to raters' judgments
TL;DR: In this paper, the presence of individual or work-group-level electronic performance monitoring (EPM) was manipulated as participants worked on a data-entry task alone, as a member of a noninteracting aggregate, or as a participant in a cohesive group.
Abstract: In a laboratory study, the presence of individual- or work-group-level electronic performance monitoring (EPM) was manipulated as participants worked on a data-entry task alone, as a member of a noninteracting aggregate, or as a member of a cohesive group. The pattern of results suggested the operation of a social facilitation effect, as highly skilled monitored participants keyed more entries than highly skilled nonmonitored participants. The opposite pattern was detected among low-skilled participants. No signs of social loafing were detected among group-monitored participants. Nonmonitored workers and members of cohesive groups felt the least stressed. The implications of these findings for organizations adopting EPM systems are discussed.
TL;DR: A decision-making theory of attendance motivation is expanded for the voluntarism context, then competitively tested against nested theories: the theory of planned behavior (I. Ajzen, 1991), the theories of reasoned action (M. Fishbein, 1980), and a benchmark theory emphasizing the subjective expected utility of anticipated rewards as discussed by the authors.
Abstract: The process underlying participation in episodic volunteer work is conceptualized as a form of attendance motivation. A decision-making theory of attendance motivation is expanded for the voluntarism context, then competitively tested against nested theories: the theory of planned behavior (I. Ajzen, 1991), the theory of reasoned action (M. Fishbein, 1980), and a benchmark theory emphasizing the subjective expected utility of anticipated rewards. Tests are conducted in a field study (n = 53) predicting the motivation and attendance of male volunteers scheduled to work roughly 1 night per month at a homeless shelter. One panel (n = 53) and 2 cross-sectional (« = 51;« = 53) replications of the field study are also described. Results are consistent across time and samples in their support of the expanded theory primarily because it includes a moral obligation component. Roughly 50% of American adults volunteer their time to nonprofit organizations, with increasing amounts of that time spent on social service activities
TL;DR: In this article, the authors describe the development of a new technique for identifying outlier coefficients in meta-analytic data sets, referred as the sample-adjusted metaanalytic deviancy statistic or SAMD, which takes into account the sample size on which each study is based when determining outlier status.
Abstract: This article describes the development of a new technique for identifying outlier coefficients in meta-analytic data sets. Denoted as the sample-adjusted meta-analytic deviancy statistic or SAMD, this technique takes into account the sample size on which each study is based when determining outlier status. An empirical test of the SAMD statistic with an actual meta-analytic data set resulted in a substantial reduction in residual variabilities and a corresponding increase in the percentage of variance accounted for by statistical artifacts after removal of outlier study coefficients. Moreover, removal of these coefficients helped to clarify what was a confusing and difficult-to-explain finding in this meta-analysis. It is suggested that analysis for outliers become a routine part of meta-analysis methodology. Limitations and directions for future research are discussed
TL;DR: Eighty-four managers who make hiring decisions in 1 of 6 occupations representative of J. L. Holland's (1973) 6 job typologies rated 39 hypothetical job applicants on 2 dependent variables, hirability and counterproductivity, and showed that general mental ability and conscientiousness were the most important attributes related to applicants'Hirability.
Abstract: Eighty-four managers who make hiring decisions in 1 of 6 occupations representative of J. L. Holland's (1973) 6 job typologies (medical technologist, insurance sales agent, carpenter, licensed practical nurse, reporter, and secretary) rated 39 hypothetical job applicants on 2 dependent variables, hirability and counterproductivity. Applicants were described on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) and on general mental ability. Results showed that general mental ability and conscientiousness were the most important attributes related to applicants' hirability and that Emotional Stability, Conscientiousness, and Agreeableness were the most important attributes related to counterproductivity. In most respects, these results mirror meta-analytic reviews of validity studies, thereby confirming hypotheses.
TL;DR: The relation of objective work conditions and subjective monotony to job satisfaction, psychological distress, and sickness absence was examined in male and female workers and highlighted the significance of noting the actual work conditions in predicting employee outcomes.
Abstract: The relation of objective work conditions (work underload, repetitive or varied work) and subjective monotony to job satisfaction, psychological distress, and sickness absence was examined in 1,278 male and female workers Subjective monotony was moderately related to the objective work conditions Hierarchical regression analyses showed that the effects on all outcomes were partially mediated by subjective monotony and were also directly related to repetitive work and work underload Job satisfaction and psychological distress were mainly related to subjective monotony, whereas sickness absence was equally related to the work conditions and subjective monotony The highest impact was observed for short-cycle repetitive work Testing sex interactions revealed that sickness absence was related to the work conditions in women but not in men The findings highlight the significance of noting the actual work conditions in predicting employee outcomes
TL;DR: This paper examined consumers' emotional responses, their attitudes toward advertisements and brands, attributions about the companies promoting the brands, and purchase intention for ads varying on the level of guilt appeal.
Abstract: This study examined consumers' emotional responses, their attitudes toward advertisements and brands, attributions about the companies promoting the brands, and purchase intention for ads varying on level of guilt appeal. Sixty working mothers, a prime target of guilt appeals, participated in the study. Results indicated that moderate guilt appeals elicited more felt guilt in the working mothers than did low or high guilt appeals. Furthermore, emotional responses, particularly anger, mediated the relationship between level of guilt appeal and consumers' attitudes and corporate attributions, and an inverse relationship occurred between level of guilt appeal and attitudes and attributions. Purchase intention was affected by the level of the guilt appeal and by anger.
TL;DR: The authors experimentally augmented the self-efficacy of naval cadets by telling them that they were unlikely to experience seasickness and that, if they did, it was unlikely to affect their performance at sea, extending the generalizability of the SFP-at-work model and suggesting new arenas for its practical application.
Abstract: Applying the self-fulfilling prophecy (SFP) approach to combating seasickness, the authors experimentally augmented the self-efficacy of naval cadets by telling them that they were unlikely to experience seasickness and that, if they did, it was unlikely to affect their performance at sea. Naval cadets (N = 25) in the Israel Defense Forces were randomly assigned to experimental and control conditions. At the end of a 5-day training cruise, experimental cadets reported less seasickness and were rated as better performers by naive training officers than were the control cadets. There was a nonsignificant tendency for the experimental effects to be stronger among cadets of lower initial self-efficacy, suggestive of behavioral plasticity. Reducing seasickness by verbally enhancing self-efficacy is discussed as an application of "verbal placebo." These findings extend the generalizability of the SFP-at-work model and suggest new arenas for its practical application.
TL;DR: In a random sample of older employees and retirees from a large midwestern manufacturing organization, retirement decisions differed between men and women primarily when dependents lived in the household, when the health of one's spouses was a consideration, and when one's spouse was retired.
Abstract: Although there has been speculation about gender differences in retirement decisions, research directly on the issue has been sparse, and results have been inconsistent. This study, which examined hypotheses based on traditional gender roles, is one of the few to examine the interactions between retirement predictors and gender. In a random sample of older employees and retirees from a large midwestern manufacturing organization, retirement decisions differed between men and women primarily when dependents lived in the household, when the health of one's spouse was a consideration, and when one's spouse was retired. These differences appeared to be partially dependent on the operational definition of retirement.
TL;DR: In this paper, two large data sets were used to test the premise that individuals will, over time, gravitate into jobs commensurate with their abilities and support for the gravitational hypothesis was found.
Abstract: Two large data sets were used to test the premise that individuals will, over time, gravitate into jobs commensurate with their abilities. First, in a longitudinal data set with the individual as the unit of analysis, cognitive ability predicted movement in a job hierarchy over a 5-year period. Second, in a cross-sectional data set with the job as the unit of analysis, groups made up of less experienced incumbents were found to be slightly less homogeneous with respect to cognitive ability than groups made up of more experienced incumbents. Thus, support for the gravitational hypothesis was found
TL;DR: In this paper, Blake et al. found that an increase in problem solving tended to enhance effectiveness, especially if a superior combined it with much forcing vis-a-vis a subordinate.
Abstract: Rather than a single behavior, handling conflict is a conglomeration of behavioral components characterized by a pattern of occurrence and by a pattern of covariation of its components. Theories (R. R. Blake & J. S. Mouton, 1964, 1970; R.E. Walton, 1969) have predicted (a) that the forcing component counters effectiveness and (b) that the problem-solving component enhances effectiveness, especially at a moderate level of occurrence of the forcing component. Systematic observations of videotapes of 116 male police sergeants handling a standardized conflict with either a subordinate or a superior supported the main effects but not the qualification. An increase in problem solving tended to enhance effectiveness, especially if a superior combined it with much forcing vis-a-vis a subordinate. An increase in controlling the process had an extremely positive effect on the parties' joint outcomes and mutual relationship.
TL;DR: A causal model of the role of general cognitive ability and prior job knowledge in subsequent job-knowledge acquisition and work-sample performance during training was developed as mentioned in this paper, where participants were 3,428 U.S. Air Force officers in pilot training.
Abstract: A causal model of the role of general cognitive ability and prior job knowledge in subsequent job-knowledge acquisition and work-sample performance during training was developed. Participants were 3,428 U.S. Air Force officers in pilot training. The measures of ability and prior job knowledge came from the Air Force Officer Qualifying Test. The measures of job knowledge acquired during training were derived from classroom grades. Work-sample measures came from check flight ratings. The causal model showed that ability directly influenced the acquisition of job knowledge. General cognitive ability influenced work samples through job knowledge. Prior job knowledge had almost no influence on subsequent job knowledge but directly influenced the early work sample. Early training job knowledge influenced subsequent job knowledge and work-sample performance. Finally, early work-sample performance strongly influenced subsequent work-sample performance.
TL;DR: Shift-working nurses used a handheld computer for 28 days to complete self-ratings, cognitive-performance tasks, and a sleep diary, and results are interpreted as being consistent with the combined adaptive costs of fatigue and adjustment to and from a nocturnal routine.
Abstract: Although regulations on work hours usually include a minimum weekly rest period, there is little empirical evidence concerning recovery from work. Shift-working nurses (N = 61) used a handheld computer for 28 days to complete self-ratings, cognitive-performance tasks, and a sleep diary. Many measures were worse on rest days that followed a night shift rather than a day shift and tended to be worse on first rest days compared with subsequent rest days. Alertness was lowest on the 1st rest day following a night shift. Social satisfaction was better on workdays that were preceded by 2 rather than 1 rest day. Reaction time decreased over consecutive night shifts and tended to increase over rest days following night shifts. The results are interpreted as being consistent with the combined adaptive costs of fatigue and adjustment to and from a nocturnal routine. The practical implications for scheduling rest days are considered.
TL;DR: In this article, the effects of holding raters accountable for their performance ratings on the accuracy and the favorability of those ratings were tested and participants who were made to feel accountable by having to justify their ratings to the experimenter in writing rated their simulated subordinates more accurately.
Abstract: The authors tested the effects of holding raters accountable for their performance ratings on the accuracy and the favorability ofthose ratings. Undergraduate research participants (N = 247) completed an inbasket exercise and observed a videotaped simulation during 2 sessions over a 2-week period. The simulation presented performance information on 4 simulated subordinates portrayed through videotaped vignettes. True performance scores were manipulated by varying the proportion of positive and negative performance vignettes presented for each subordinate. Participants who were made to feel accountable by having to justify their ratings to the experimenter in writing rated their simulated subordinates more accurately. In another experimental condition, accountable raters who were told their subordinates' previous performance ratings were too low rated their subordinates more favorably than did raters in the same experimental condition who were not accountable.
TL;DR: Perceptions of the prototypes associated with particular risk behaviors were assessed and were found to predict smoking behavior and willingness to engage in unprotected sexual intercourse for both samples and suggested motivational explanations were proposed for both effects.
Abstract: Prevalence estimates and prototype perceptions related to health risk behaviors were assessed in comparable samples of Danish and American adolescents (ages 13-15 years). Partly on the basis of observation and previous research, the assumption was made that the American sample would report more self-enhancement tendencies than would the Danish sample. Consistent with this assumption, which was supported by the data, 2 hypotheses were tested: (a) The Americans would overestimate the prevalence of the various risk behaviors (among their peers) more so than would the Danes and (b) those estimates would be more closely linked to their own risk behaviors for the American sample. Results supported both hypotheses; motivational explanations were proposed for both effects. In addition, perceptions of the prototypes associated with particular risk behaviors were assessed and were found to predict smoking behavior and willingness to engage in unprotected sexual intercourse for both samples. Implications for the study of adolescent risk behavior are discussed. Language: en
TL;DR: In this article, the authors examined relations between stereo headset use and employee work responses and found that employees in the stereo condition exhibited significant improvements in performance, turnover intentions, organization satisfaction, mood states, and other responses.
Abstract: Using a quasi-experimental design, this study examined relations between stereo headset use and employee work responses. Employees (N = 256 ) worked on 32 jobs in an office of a retail organization. Employees indicated whether they were interested in using stereos at work. From those expressing an interest, a random sample (n = 75) was assigned to a stereo condition. These employees used headsets at work for 4 weeks. The remaining employees (n = 181) were assigned to a control condition and were not allowed to use stereos. Results indicated that employees in the stereo condition exhibited significant improvements in performance, turnover intentions, organization satisfaction, mood states, and other responses. The mood state of relaxation best explained the relation between stereo use and performance. Finally, employees in relatively simple jobs responded most positively to the stereos.
TL;DR: The authors examined how an often advocated strategy for bridging cultural distance in international business relationships affected participants' responses and behavioral intentions and found that cultural adaptation by the foreign manager was positively related to perceptions of similarity and managerial effectiveness and was negatively related to internal causal attributions for the manager's behavior.
Abstract: This study examined how an often advocated strategy for bridging cultural distance in international business relationships affected participants' responses and behavioral intentions. Participants were employees (N=223) in the U.S. subsidiaries of Japanese manufacturing firms. The context was simulated by having participants respond to videotapes of a Japanese manager interacting with American subordinates. Cultural adaptation by the foreign manager was positively related to perceptions of similarity and managerial effectiveness and was negatively related to internal causal attributions for the manager's behavior. Attributions were directly related to participants' intentions to trust and perceptions of managerial effectiveness and moderated the relationship between perceptions of similarity and intentions to associate. Effects of participants' stereotypic expectations and the importance of nationality to their self-esteem were also explored