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Industrial and Organizational Psychology Commons™
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Full-Text Articles in Industrial and Organizational Psychology
Slippage In The System: The Effects Of Errors In Transactive Memory Behavior On Team Performance, Matthew Pearsall, Aleksander Ellis, Bradford Bell
Slippage In The System: The Effects Of Errors In Transactive Memory Behavior On Team Performance, Matthew Pearsall, Aleksander Ellis, Bradford Bell
Bradford S Bell
[Excerpt] Although researchers have consistently shown that the implicit coordination provided by transactive memory positively affects team performance, the benefits of transactive memory systems depend heavily on team members’ ability to accurately identify the expertise of their teammates and communicate expertise-specific information with one another. This introduces the opportunity for errors to enter the system, as the expertise of individual team members may be misunderstood or misrepresented, leading to the reliance on information from the wrong source or the loss of information through incorrect assignment. As Hollingshead notes, “information may be transferred or explicitly delegated to the ‘wrong’ individual in …
A Trickle-Down Model Of Psychological Contract Breach: The Impact Of Supervisors’ Relationships On Employee Perceptions Of Kept Promises, Grace Lemmon
Grace Lemmon
No abstract provided.
Women’S Managerial Aspirations From A Career Development Perspective, Grace Lemmon
Women’S Managerial Aspirations From A Career Development Perspective, Grace Lemmon
Grace Lemmon
No abstract provided.
Work Groups And Teams In Organizations, Steve Kozlowski, Bradford Bell
Work Groups And Teams In Organizations, Steve Kozlowski, Bradford Bell
Bradford S Bell
[Excerpt] Our objective in this chapter is to provide an integrative perspective on work groups and teams in organizations, one that addresses primary foci of theory and research, highlights applied implications, and identifies key issues in need of research attention and resolution. Given the volume of existing reviews, our review is not intended to be exhaustive. Rather, it uses representative work to characterize key topics, and focuses on recent work that breaks new ground to help move theory and research forward. Although our approach risks trading breadth for depth, we believe that there is much value in taking a more …
Summary Of Procedures For O*Net Task Updating And New Task Generation, Erich Dierdorff, Jennifer Norton
Summary Of Procedures For O*Net Task Updating And New Task Generation, Erich Dierdorff, Jennifer Norton
Erich C. Dierdorff
This report was developed to describe the procedures for updating existing O*NET tasks and writing new O*NET tasks (e.g., New and Emerging (N&E) tasks and green tasks). The procedural report provides a series of successive steps that are followed, including researching, reviewing, revising, and writing task statements for use in the O*NET system. Throughout these actions, Internet-based information sources serve a primary role in supporting and informing task revision and writing. Using online resources to collect task data is intended to be more expedient, more manageable, and less costly than other methods such as direct surveying. Task writing training procedures …
Creating Psychological And Legal Contracts Through Hrm Practices: A Strength Of Signals Perspective, Patricia Martinez
Creating Psychological And Legal Contracts Through Hrm Practices: A Strength Of Signals Perspective, Patricia Martinez
Patricia G. Martinez
We integrate the concept of signaling theory to propose that organizations create psychological and legal contracts through their human resource management practices (HRM). Focusing on the strength of the signal generated by HRM practices, we develop a framework for contract creation. Specifically, we define and outline how weak signals generate psychological contracts and strong signals develop legally binding contracts. We provide several examples of HRM hiring practices, the weak and strong signals which they emit and the psychological and legal contracts which they create. Our key contribution is to provide a precise model for understanding the distinction between a psychological …
On The Road To Abilene: Time To Manage Agreement About Mba Curricular Relevance., Robert Rubin, Erich Dierdorff
On The Road To Abilene: Time To Manage Agreement About Mba Curricular Relevance., Robert Rubin, Erich Dierdorff
Erich C. Dierdorff
Substantial evidence demonstrates that sound management practice is critical to creating effective organizations. Despite this fact, recent research suggests that courses designed to inculcate human capital competencies are wholly underrepresented in MBA curricula. Scholars have attributed culpability in various directions, collectively suggesting a broad devaluing of management education from one or more stakeholders including recruiters, business school policy makers, faculty, and students. In this essay, we bring forth evidence which reveals considerable agreement across stakeholder groups regarding the importance of emphasizing human capital competencies in MBA curricula. That is, contrary to conventional notions, business school stakeholders largely agree with practicing …
Womens’ Underrepresentation In Upper Management: New Insights On A Persistent Problem, Grace Lemmon
Womens’ Underrepresentation In Upper Management: New Insights On A Persistent Problem, Grace Lemmon
Grace Lemmon
No abstract provided.
Work Analysis: From Technique To Theory., Frederick Morgeson, Erich Dierdorff
Work Analysis: From Technique To Theory., Frederick Morgeson, Erich Dierdorff
Erich C. Dierdorff
No abstract provided.
The Power Of ‘We’: Effects Of Psychological Collectivism On Team Performance Over Time., Erich Dierdorff, Suzanne Bell, James Belohlav
The Power Of ‘We’: Effects Of Psychological Collectivism On Team Performance Over Time., Erich Dierdorff, Suzanne Bell, James Belohlav
Erich C. Dierdorff
We examined the influences of different facets of psychological collectivism (Preference, Reliance, Concern, Norm Acceptance, and Goal Priority) on team functioning at 3 different performance depictions: initial team performance, end-state team performance, and team performance change over time. We also tested the extent to which team-member exchange moderated the relationships between facets of psychological collectivism and performance change over time. Results from multilevel growth modeling of 66 teams (N = 264) engaged in a business simulation revealed differential effects across facets of psychological collectivism and across different performance measurements. Whereas facets concerned with affiliation (Preference and Concern) were positively related …