Category: *Human Performance

To Give Is To Get In Work Teams

Topic: Goals, Performance, Teams
Publication: Human Performance
Article: What you do for your team comes back to you: A cross-level investigation of individual goal specification, team-goal clarity, and individual performance
Authors: S. Sonnentag and J. Volmer
Reviewed By: Benjamin Granger

What Makes a “Good Faker”? And Do We Want Them?

Topic: Faking, Personality Assessment Publication: Human PerformanceArticle: Individual differences in the ability to fake on personality measures. Author: P.H. Raymark, T.L. Tafero Featured by: Benjamin Granger One common criticism of personality testing is its susceptibility to faking. Faking (i.e., response distortion) occurs when job applicants intentionally misrepresent themselves (e.g., respond in ways that present themselves as more attractive

Faded Feedback – Just a Fad?

Topic: Feedback, Training Publication: Human Performance Article: Faded versus increasing feedback, task variability trajectories, and transfer of training. Author: J.S. Goodman, R.E. Wood Featured by: Benjamin Granger In training situations, immediate, specific, and frequent feedback to the learner is often prescribed  by the experts. However, there is evidence that this “high guidance” feedback may ultimately

What to do about the Failure-Focused Employee

Topic: Job Performance, Motivation Publication: Human Performance Article: Failure avoidance motivation in a goal-setting situation. Author: S.R. Heimerdinger, V.B. Hinsz Featured by: Benjamin Granger Although it is known that employees who set specific and difficult goals tend to outperform those who set broad and relatively easy goals, different employees have differing motivational mindsets when they set their goals. Some employees are motivated to