The Journal of applied psychology
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The authors investigated links between the Big Five, proactive personality, and motivation to learn. Web-based survey data were collected at 2 points in time from 183 employees of a financial services firm. Results showed that proactive personality was, only in part, a composite of Big Five facets, which accounted for 26% of its variance. ⋯ In addition, motivation to learn was positively related to objectively assessed development activity. Proactive personality, extraversion, and openness had significant indirect links to development activity. Hierarchical regression results suggested that proactive personality had significant incremental validity in the prediction of motivation to learn over all relevant Big Five facets.
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Past studies of the determinants of interpersonal trust have focused primarily on how trust forms in isolated dyads. Yet within organizations, trust typically develops between individuals who are embedded in a complex web of existing and potential relationships. ⋯ The authors hypothesized that network closure and structural equivalence would predict interpersonal trust indirectly via their impact on interpersonal organizational citizenship behaviors performed within the interpersonal relationship, whereas trust transferability would predict trust directly. Social network analyses of data gathered from a medium-sized work organization provide substantial support for the hypotheses and also suggest important directions for future research.
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Building on recent work in occupational safety and climate, the authors examined 2 organizational foundation climates thought to be antecedents of specific safety climate and the relationships among these climates and occupational accidents. It is believed that both foundation climates (i.e., management-employee relations and organizational support) will predict safety climate, which will in turn mediate the relationship between occupational accidents and these 2 distal foundation climates. ⋯ Results supported all hypotheses. Overall it appears that different climates have direct and indirect effects on occupational accidents.
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The impact of corrections for faking on the validity of noncognitive measures in selection settings.
In selection research and practice, there have been many attempts to correct scores on noncognitive measures for applicants who may have faked their responses somehow. A related approach with more impact would be identifying and removing faking applicants from consideration for employment entirely, replacing them with high-scoring alternatives. The current study demonstrates that under typical conditions found in selection, even this latter approach has minimal impact on mean performance levels. ⋯ Where trait scores were corrected only for suspected faking, and applicants not removed or replaced, the minimal impact the authors found on mean performance was reduced even further. By comparison, the impact of selection ratio and test validity is much larger across a range of realistic levels of selection ratios and validities. If selection researchers are interested only in maximizing predicted performance or validity, the use of faking measures to correct scores or remove applicants from further employment consideration will produce minimal effects.
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Meta Analysis
A reexamination of black-white mean differences in work performance: more data, more moderators.
This study is the largest meta-analysis to date of Black-White mean differences in work performance. The authors examined several moderators not addressed in previous research. ⋯ Greater mean differences were found for highly cognitively loaded criteria, data reported in unpublished sources, and for performance measures consisting of multiple item scales. On the basis of these findings, the authors hypothesize several potential determinants of mean racial differences in job performance.