Performance under fire (IO Psychology)
In a study sampling students over the 15-week semester, the authors sought to identify perceptions of time pressure as a predictor of state goal orientations. Results revealed that perceptions of time pressure were negatively related to state mastery goal orientation and positively related to state performance-avoid goal orientation, and state goal orientations mediated the relationship between time pressure and performance. [Read More]
Are turnover rates and organizational performance related?
In this meta-analysis between turnover rates and organizational performance, the authors examined the magnitude of the relationship and tested organization-, context-, and methods-related moderators of the relationship. Additionally, the authors concluded with future directions for the turnover literature on the basis of the findings. [Read More]
Success through consistency
In this study, the authors examined how rhythms of change relate to firm performance. An explorative analysis revealed that corporate strategic changes occur in distinct rhythms; additionally, companies that change in regular rhythms outperform those that change irregularly. [Read More]
Lead, Follow, Or Get Out of the Way (IO Psychology)
By putting the focus on the followers in the leader-follower relationship, the authors of this study re-examined the oft-accepted assumption that transformational leadership is a universally positive management practice. Results reveal that transformational leadership does not differentially influence all studied aspects of follower behavior. [Read More]
I/O Psychology – Supporting your mentors benefits the protégés
Through surveys of employees engaged in ongoing mentoring relationship, the authors explored relationships among mentors’ perceived organizational support (POS), the extent of mentoring functions protégés received, and protégés’ POS. The authors also investigated the role of the mentor’s altruistic personality. [Read More]
Job Performance – Predictors of Mood
The authors studies employees’ positive and negative emotions from concurrent appraisals of the immediate task situation and individual differences in performance goal orientation. Hypothesized relationships were significant regarding appraisals of task importance, and those high on performance goal orientation reacted to appraisals of task importance differently than those low on performance goal orientation. [Read More]
Job Performance – The Value of an MBA Bay Be Bearish
In this article, the authors present an update on the state of business schools in the U.S. as of September 2002. The effects of business schools on careers concentrates on the Master of Business Administration (MBA) degree; results reveal that an MBA was not consistently related to career success. [Read More]
Assessing idiosyncratic deals (IO Psychology)
In this four-study article, the authors outline the development of a 16-item measure of i-deals negotiated by job incumbents. The authors then developed a reliable scale across four studies that replicated successfully in three samples. Results indicate that employees negotiate i-deals across four content domains. [Read More]
Boundaries to success: Conditions under which human resource practices do and do…
The authors examined boundary conditions of the relationship between firm-level high-investment human resource systems and objective small-firm labor productivity in a sample of small, for-profit, Canadian firms.This study investigates the extent of the influence of these systems on small-firm labor productivity. [Read More]
Predictors of quit rates (Human Resource Management)
The authors examined predictors of aggregate quit rates using data from a 1998 establishment-level survey of telecommunications employees. Using industrial relationships and strategic human resource theory, they identify set of mechanisms and practices that are likely to predict quit rates. [Read More]
