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
Traci Sitzmann
Interactive cognitive complexity theory suggests that simulation games are more effective than other instructional methods because they simultaneously engage trainees’ affective and cognitive processes ( hiện toàn bộ
PEER NOMINATIONS: A MODEL, LITERATURE CRITIQUE AND A PARADIGM FOR RESEARCH
Personnel Psychology - Tập 29 Số 3 - Trang 423-447 - 1976
Arie Y. Lewin, Abram Zwany
Buddy Ratings: Military Research and Industrial Implications
Personnel Psychology - Tập 7 Số 3 - Trang 385-393 - 1954
Edwin P. Hollander
THE INFLUENCE OF UPWARD FEEDBACK ON SELF‐ AND FOLLOWER RATINGS OF LEADERSHIP
Personnel Psychology - Tập 48 Số 1 - Trang 35-59 - 1995
Leanne Atwater, Paul Roush, ALLISON FISCHTHAL
The impact of upward feedback (followers' perceptions of leadership provided to leaders) on leaders' self‐evaluations and followers' subsequent ratings of leadership was assessed in a field setting. Subjects were 978 student leaders and their 1,232 followers. Results indicated that overall, leaders' behaviors as rated by followers improved after feedback. Leaders' self‐evaluations followin...... hiện toàn bộ
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
D. Scott DeRue, Jennifer D. Nahrgang, Ned Wellman, Stephen E. Humphrey
The leadership literature suffers from a lack of theoretical integration ( hiện toàn bộ
SELF‐OTHER AGREEMENT: DOES IT REALLY MATTER?
Personnel Psychology - Tập 51 Số 3 - Trang 577-598 - 1998
Leanne Atwater, Cheri Ostroff, Francis J. Yammarino, John W. Fleenor
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...... hiện toàn bộ
RATER SOURCE EFFECTS ARE ALIVE AND WELL AFTER ALL
Personnel Psychology - Tập 63 Số 1 - Trang 119-151 - 2010
Brian J. Hoffman, Charles E. Lance, Bethany H. Bynum, William A. Gentry
UNDERSTANDING SELF‐OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES
Personnel Psychology - Tập 57 Số 2 - Trang 333-375 - 2004
Cheri Ostroff, Leanne Atwater, Barbara Feinberg
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 mult...... hiện toàn bộ
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
Leanne Atwater, Francis J. Yammarino
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
James W. Smither, Manuel London, Richard B. Reilly
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 framew...... hiện toàn bộ
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