Personnel Psychology
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A META‐ANALYTIC EXAMINATION OF THE INSTRUCTIONAL EFFECTIVENESS OF COMPUTER‐BASED SIMULATION GAMES
Personnel Psychology - Tập 64 Số 2 - Trang 489-528 - 2011
Interactive cognitive complexity theory suggests that simulation games are more
effective than other instructional methods because they simultaneously engage
trainees’ affective and cognitive processes (Tennyson & Jorczak, 2008).
Meta‐analytic techniques were used to examine the instructional effectiveness of
computer‐based simulation games relative to a comparison group (k= 65,N= 6,476).
Consiste...
PEER NOMINATIONS: A MODEL, LITERATURE CRITIQUE AND A PARADIGM FOR RESEARCH
Personnel Psychology - Tập 29 Số 3 - Trang 423-447 - 1976
Buddy Ratings: Military Research and Industrial Implications
Personnel Psychology - Tập 7 Số 3 - Trang 385-393 - 1954
TRAIT AND BEHAVIORAL THEORIES OF LEADERSHIP: AN INTEGRATION AND META‐ANALYTIC TEST OF THEIR RELATIVE VALIDITY
Personnel Psychology - Tập 64 Số 1 - Trang 7-52 - 2011
The leadership literature suffers from a lack of theoretical integration
(Avolio, 2007, American Psychologist, 62, 25–33). This article addresses that
lack of integration by developing an integrative trait‐behavioral model of
leadership effectiveness and then examining the relative validity of leader
traits (gender, intelligence, personality) and behaviors
(transformational‐transactional, initiati...
SELF‐OTHER AGREEMENT: DOES IT REALLY MATTER?
Personnel Psychology - Tập 51 Số 3 - Trang 577-598 - 1998
A current controversy in the self‐other rating and 360‐degree feedback
literature is the extent to which self‐other agreement (and lack of agreement)
has an impact on individual and organizational outcomes. Using a large sample
and a multi‐source data set, the current study addressed some methodological
limitations of prior research. Results from polynomial regression analyses
demonstrated that bo...
RATER SOURCE EFFECTS ARE ALIVE AND WELL AFTER ALL
Personnel Psychology - Tập 63 Số 1 - Trang 119-151 - 2010
UNDERSTANDING SELF‐OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES
Personnel Psychology - Tập 57 Số 2 - Trang 333-375 - 2004
This study investigated (a) the relative importance of a number of biographic
(e.g., age, race, gender) and contextual (e.g., span of control, functional
area) variables and their interactions on self‐other agreement and (b) the
relationship between self‐other agreement and outcome variables such as
performance and compensation. Usable data were collected from 3,217 managers and
their multi‐source...
DOES SELF‐OTHER AGREEMENT ON LEADERSHIP PERCEPTIONS MODERATE THE VALIDITY OF LEADERSHIP AND PERFORMANCE PREDICTIONS?
Personnel Psychology - Tập 45 Số 1 - Trang 141-164 - 1992
DOES PERFORMANCE IMPROVE FOLLOWING MULTISOURCE FEEDBACK? A THEORETICAL MODEL, META‐ANALYSIS, AND REVIEW OF EMPIRICAL FINDINGS
Personnel Psychology - Tập 58 Số 1 - Trang 33-66 - 2005
We review evidence showing that multisource feedback ratings are related to
other measures of leadership effectiveness and that different rater sources
conceptualize performance in a similar manner. We then describe a meta‐analysis
of 24 longitudinal studies showing that improvement in direct report, peer, and
supervisor ratings over time is generally small. We present a theoretical
framework and ...
A MULTIDIMENSIONAL APPROACH FOR EVALUATING VARIABLES IN ORGANIZATIONAL RESEARCH AND PRACTICE
Personnel Psychology - Tập 60 Số 2 - Trang 475-498 - 2007
One of the most difficult tasks facing industrial‐organizational psychologists
is evaluating the importance of variables, especially new variables, to be
included in the prediction of some outcome. When multiple regression is used,
common practices suggest evaluating the usefulness of new variables by showing
incremental validity beyond the set of existing variables. This approach assures
that the...
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