Open Access. Powered by Scholars. Published by Universities.®
Articles 1 - 4 of 4
Full-Text Articles in Psychology
Carelessness And Discriminability In Work Role Requirement Judgments: Influences Of Role Ambiguity And Cognitive Complexity, Erich Dierdorff, Robert Rubin
Carelessness And Discriminability In Work Role Requirement Judgments: Influences Of Role Ambiguity And Cognitive Complexity, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
Fundamental to effective human resource systems is the capture of data regarding work role requirements. However, previous research on factors that influence work role requirement judgments has been largely equivocal. From a sample of 203 incumbents, representing 73 unique occupations, we investigated 2 cognitive sources of influence on carelessness and discriminability in work role requirement judgments. We hypothesized that incumbents perceiving high role ambiguity would provide ratings that were more careless and showed less discriminability, and cognitively complex individuals would provide more careful and discriminating ratings. These influences were hypothesized to vary across different work descriptors and rating scales. Results …
Consensus In Work Role Requirements: The Influence Of Discrete Occupational Context On Role Expectations, Erich Dierdorff, Frederick Morgeson
Consensus In Work Role Requirements: The Influence Of Discrete Occupational Context On Role Expectations, Erich Dierdorff, Frederick Morgeson
Erich C. Dierdorff
Although role theory has long described how expectations shape role behavior, little empirical research has examined differences among work role requirements and how features of the discrete occupational context may influence the extent to which role expectations are shared among role holders. The authors examined consensus in work role requirements from a sample of over 20,000 incumbents across 98 occupations. They found that consensus systematically decreased as work role requirements ranged from molecular tasks to responsibilities to molar traits. In addition, they found that consensus in these work role requirements was significantly influenced by the amount of interdependence, autonomy, and …
Placing Peer Ratings In Context: Systematic Influences Beyond Ratee Performance, Erich Dierdorff, Eric Surface
Placing Peer Ratings In Context: Systematic Influences Beyond Ratee Performance, Erich Dierdorff, Eric Surface
Erich C. Dierdorff
Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis and multivariate latent growth modeling (MLGM), we specifically examine peer ratings from 740 participants on 5 performance dimensions across 3 distinct performance situations for systematic sources of variance beyond ratee performance. Results demonstrate that both ratee performance and the performance context have systematic effects, with contextual effects varying by how “strong” or “weak” the situation is for …
Does Prevalence Mitigate Relevance? The Moderating Effect Of Group Level Ocb On Employee Performance, William Bommer, Erich Dierdorff, Robert Rubin
Does Prevalence Mitigate Relevance? The Moderating Effect Of Group Level Ocb On Employee Performance, William Bommer, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
This article explores multilevel relationships between group-level OCB, individual-level OCB, and work performance. We also discuss conceptualizing OCB with regard to context and multiple levels of analysis. We hypothesize that group-level OCB moderates the relationship between individual-level OCB and job performance. Results based on 100 work groups in a manufacturing firm indicate that group-level OCB significantly moderated the relationship between individual-level OCB and job performance. Comparing contexts in which group-level OCB was rare with those in which it was prevalent, we found that high individual-level OCB yielded greater significant increases in job performance ratings when group-level OCB was rare.