Effects of Assigned and Participative Goal Setting on Performance and Job Satisfaction: Erratum.

Reports an error in the the article "Effects of Assigned and Participative Goal Setting on Performance and Job Satisfaction" by Gary P. Latham and Gary A. Yukl (Journal of Applied Psychology. Vol 61(2) Apr 1976, 166-171). The last paragraph in the Results section subtitled "Manipulation Check and Reliability of Measures" on page 168 was a repetition of the previous paragraph. It should be changed to read as follows: The internal consistency of the satisfaction measure was .83, The stability of the satisfaction scale, as estimated by the correlation between the before and after measures of satisfaction, was .70 (p 1977-30702-001.) Evaluated the job performance of 41 female typists under participative or assigned goal setting conditions over a 10-wk period. Significant productivity improvement occurred in both conditions during the 2nd 5 wks. There was no significant difference between conditions with respect to goal difficulty or frequency of goal attainment. Job satisfaction declined slightly in both conditions. Individual trait measures such as need for independence did not moderate the effects of either type of goal setting. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Strain, Job Insecurity, and Health: Rethinking the Relationship.

Job strain (high demands and low control) is a widely used measure of work stress. The authors introduce a new way of looking at work stress by combining job strain with job insecurity, a combination increasingly prevalent in contemporary economies, using data from a cross-sectional survey (N = 1,188) of mid-aged Australian managers and professionals. Those reporting both strain and insecurity showed markedly higher odds for mental and physical health problems (depression: odds ratio [OR] 13.88, 95% confidence interval [CI] 5.67-34.01; anxiety: OR 12.88, CI 5.12-32.39; physical health problems: OR 3.97, CI 1.72-9.16; and poor self-rated health: OR 7.12, CI 2.81-18.01). Job strain and insecurity showed synergistic associations with health, and employees experiencing both could be at heightened health risk. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Extending and Applying the Demand-Control Model: The Role of Soldier's Coping on a Peacekeeping Deployment.

The purpose of this study was to extend the demand-control model (R. A. Karasek, 1979) by examining coping as an additional factor. It was hypothesized that perceived job control only buffered the demand-strain relationship when individuals used active coping and exacerbated the relationship when individuals used passive coping. Soldiers (N=638) were surveyed before and during a 6-month peacekeeping deployment to Kosovo. Results partially confirmed the hypotheses. Even after controlling for general psychological health at predeployment, job control moderated the relationship between demands and psychological health during deployment when soldiers used active coping. No significant 3-way interactions were found for religious coping and passive coping. Implications for demand-control modeling and potential applications of the findings to soldier and leader training are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correction to "Participation in Decision Making as a Strategy for Reducing Job-Related Strain".

Reports an error in the original article by Susan E. Jackson (Journal of Applied Psychology, 1983, 68, 3-19; see record 1983-13804-001.) Incorrect versions of Figures 2 and 3 were printed, along with incorrect L values. The corrected versions appear here. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

一类生产过程模型稳定性的决策分析

应用系统优化方法对一类生产过程建立系统模型,在稳定性分析的基础上应用控制论中极点配置理论方法对系统作决策分析.结果表明,优化策略下系统达稳时间短,生产利用率高.     

On the Role of Recognition in Decision Making.

In 2 experiments, the authors sought to distinguish between the claim that recognition of an object is treated simply as a cue among others for the purposes of decision making in a cue-learning task from the claim that recognition is attributed a special status with fundamental, noncompensatory properties. Results of both experiments supported the former interpretation. When recognition had a high predictive validity, it was relied on (solely) by the majority of participants; however, when other cues in the environment had higher validity, recognition was ignored, and these other cues were used. The results provide insight into when, where, and why recognition is used in decision making and also question the elevated status assigned to recognition in some frameworks (e.g., D. G. Goldstein & G. Gigerenzer, 2002). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Older Adults as Adaptive Decision Makers: Evidence From the Iowa Gambling Task.

Older adults process emotional information differently than younger adults and may demonstrate less of a negativity bias on cognitive tasks. The Iowa Gambling Task designed by A. Bechara, H. Damasio, D. Tranel, and A. R. Damasio (1997) has been used to examine the integration of emotion and cognition in a risky-choice decision task and may give insight into differences in the decision-making strategies in younger and older adults. Eighty-eight younger adults (18-34 years) and 67 older adults (65-88 years) completed the Iowa Gambling Task. Using a theoretical decomposition of the task designed by J. R. Busemeyer and J. C. Stout (2002), the authors found that both groups were successful at solving the task but used very different strategies that reflected each group's strength. For younger adults, that strength was learning and memory. For older adults, that strength was an accurate representation of wins and losses (valence). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Group Decision Making and Perceived Decision Success: The Role of Communication Medium.

The authors investigated the role of communication medium on the relationship between team member perceptions and decision success. Seventy-three 3-person groups participated in a consensus intellective task either face-to-face (FTF) or via computer-mediated communication (CMC). The participants also assessed their group's decision success and team member competencies. CMC group members' success perceptions significantly predicted their group's performance, but FTF group members' perceptions did not. Furthermore, only CMC group members' judgments regarding their group's problem-solving ability significantly predicted their decision success. Last, judgments of decision success mediated the relationship between perceptions of members' problem-solving ability and decision success only for CMC group members. Implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Terror Management in the Courtroom: Exploring the Effects of Mortality Salience on Legal Decision Making.

This article reviews legally oriented research guided by terror management theory. An analysis of terror management, a social psychological theory that explicates the central role of mortality concerns in human social behavior, is applied to domains associated with legal decision making. This article reviews research demonstrating that reminders of death instigate pervasive efforts to defend culturally derived belief systems. Next, the authors introduce empirical inquiry that has explicitly examined how mortality salience affects judgments toward criminal offenders, due process concerns, and compliance with judicial admonitions. Finally, the article explores implications for understanding potential bias in trial strategy, deliberation, and outcomes, as well as the psychological consequences of different punishments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Safety and Insecurity: Exploring the Moderating Effect of Organizational Safety Climate.

This research reconciled disparate findings regarding the relationship between job insecurity and safety by examining organizational safety climate as a potential moderator. It was predicted that a strong organizational safety climate would attenuate the negative effects of job insecurity on self-reported safety outcomes such as safety knowledge, safety compliance, accidents, and injuries. Data collected from 136 manufacturing employees were consistent with these predictions. Results are discussed in light of escalating interest in how organizational factors can affect employee safety. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Spiking Phineas Gage: A Neurocomputational Theory of Cognitive-Affective Integration in Decision Making.

The authors present a neurological theory of how cognitive information and emotional information are integrated in the nucleus accumbens during effective decision making. They describe how the nucleus accumbens acts as a gateway to integrate cognitive information from the ventromedial prefrontal cortex and the hippocampus with emotional information from the amygdala. The authors have modeled this integration by a network of spiking artificial neurons organized into separate areas and used this computational model to simulate 2 kinds of cognitive-affective integration. The model simulates successful performance by people with normal cognitive-affective integration. The model also simulates the historical case of Phineas Gage as well as subsequent patients whose ability to make decisions became impeded by damage to the ventromedial prefrontal cortex. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Jury Decision Making: An Empirical Study Based on Actual Felony Trials.

Posttrial interviewing was used to examine the possible relationship between a variety of juror characteristics and jury decision making. Sixty-five actual jurors who had participated in 10 felony trials served as subjects. An emphasis was placed on process as well as outcome variables. Demographic characteristics were largely unrelated to both procedural and outcome variables. The findings lend support to the view that jurors are highly involved and responsible people who determine guilt or innocence primarily on the basis of factual evidence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Positive Reactions to Working in Groups in a Study of Group and Individual Goal Decision Making.

The authors explored group members' positive reactions to working in groups that performed a card-sorting task for which they set goals. They also tested predictions regarding observed differences between the goal decisions of groups and individuals for their own and others' performance. Consistent with predictions, group members had more goal commitment, more positive attitudes toward goal attainment, and greater satisfaction with their performance than individuals. Moreover, groups chose goals that were less difficult than the goals of individuals both for their own and for others' performance. The ways in which group decision processes and other factors may account for differences in group and individual goal decisions are considered. In addition, the social-emotional and task-related benefits members perceive of working in their groups are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Confidence in Individual and Group Decision Making: When "Two Heads" Are Worse Than One.

The authors investigated students' accuracy and confidence judgments for course-related material in college classrooms. Under conditions of group work and instructor feedback, students produced higher exam accuracy scores working in groups than alone but at a cost of increased confidence for groups' wrong answers. Groups' high confidence for wrong answers generated the case when "two heads are worse than one." Students participating in groups that arrived at wrong exam answers gave higher confidence when wrong and lower confidence when correct for repeated items on a final exam. "Two heads" groups when wrong had no adverse effect on students' accuracy for repeated exam items. An intervention of lecture and readings on confidence calibration, metamemory, and overconfidence did not improve the students' accuracy-confidence judgments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Think Different: The Merits of Unconscious Thought in Preference Development and Decision Making.

The role of unconscious and conscious thought in decision making was investigated in 5 experiments. Because of the low processing capacity of consciousness, conscious thought was hypothesized to be maladaptive when making complex decisions. Conversely, unconscious thought was expected to be highly effective. In Experiments 1-3, participants were presented with a complex decision problem in which they had to choose between various alternatives, each with multiple attributes. Some participants had to make a decision immediately after being presented with the options. In the conscious thought condition, participants could think about the decision for a few minutes. In the unconscious thought condition, participants were distracted for a few minutes and then indicated their decision. Throughout the experiments, unconscious thinkers made the best decisions. Additional evidence obtained in Experiments 4 and 5 suggests that unconscious thought leads to clearer, more polarized, and more integrated representations in memory. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Exploring Differences in Students' Copy-and-Paste Decision Making and Processing: A Mixed-Methods Study.

This mixed-methods study examined cognitive correlates and learning outcomes related to the use of copy and paste (CP). Quantitative results indicated that college students whose CP capability was restricted to a small amount of text as they entered information into a matrix-like tool recalled more facts, recognized more concepts, and inferred more relationships among information from text than students for whom copying and pasting into the matrix was unrestricted. Then, 24 interviews revealed depth of processing and decision-making differences that may account for the discrepancies in learning between the restricted and unrestricted groups. This study suggests that both individuals' differing habits and experimentally induced variations in CP note-taking approaches may have significant differential consequences for cognitive processes and for learning. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Resources Buffer the Impact of Job Demands on Burnout.

This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adolescents' Performance on the Iowa Gambling Task: Implications for the Development of Decision Making and Ventromedial Prefrontal Cortex.

Healthy adolescents (79 girls, 66 boys), ages 9-17, completed the Iowa Gambling Task (IGT; A. Bechara, A. R. Damasio, H. Damasio, & S. W. Anderson, 1994) as well as working memory (digit span) and behavioral inhibition (go/no-go) tasks. Cross-sectional age-related changes were seen on all 3 tasks. Gender differences were seen in IGT deck preference and attentional variables (i.e., go/no-go hit rate and forward digit span). After age, gender, and general intellectual abilities were controlled for, IGT performance was not predicted by working memory or behavioral inhibition scores. Findings suggest that the ventromedial prefrontal cortex or its connections are functionally maturing during adolescence in a manner that can be distinguished from maturation of other prefrontal regions. Development of these functions may continue into young adulthood. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The double meaning of control: Three-way interactions between internal resources, job control, and stressors at work.

The Job Demand-Control model postulates that job control attenuates the effects of job demands on health and well-being. Support for this interactive effect is rather weak. Conceivably, it holds only when there is a match between job control and individual characteristics that relate to exercising control options, such as locus of control, or self-efficacy. This three-way interaction was tested in a sample of 96 service employees, with affective strain and musculoskeletal pain as dependent variables. As hypothesized, job control attenuated the effects of stressors only for people with an internal locus of control. For people with an external locus of control, job control actually predicted poorer well-being and health as stressors increased. For self-efficacy, the corresponding three-way interaction was significant with regard to affective strain. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reexamining the Job Satisfaction-Performance Relationship: The Complexity of Attitudes.

The present article argues that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general). Specifically, past research has failed to examine the affective-cognitive consistency (ACC) of job attitudes and the implications this has for the strength of the attitude and its relationship with behavior (e.g., job performance). Results from Study 1 suggest ACC is a significant moderator of the job satisfaction-job performance relationship, with those employees higher in ACC showing a significantly larger correlation between job satisfaction and performance than those lower in ACC. Study 2 replicated these findings. Implications for the study of job attitudes, limitations of the current studies, and multiple avenues for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)