Core self-evaluations and job performance: The role of the perceived work environment.

Using trait activation theory as a framework, the authors examined the moderating role of two situational variables—perceptions of organizational politics and perceptions of leader effectiveness—on the relationship between core self-evaluations and job performance. Results from two samples (N = 137 and N = 226) indicate that employee perceptions of their work environment moderated the relationship between their core self-evaluations and supervisor ratings of their performance. In particular, those with higher core self-evaluations received higher performance ratings in environments perceived as favorable than in environments perceived as unfavorable. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Know thyself: Misperceptions of actual performance undermine achievement motivation, future performance, and subjective well-being.

Contrary to the popular assumption that self-enhancement improves task motivation and future performance, the authors propose that both inflated and deflated self-assessments of performance are linked to an increased likelihood of practicing self-handicapping and having relatively poor performance in future tasks. Consistent with this proposal, we found that irrespective of the level of actual performance, compared with accurate self-assessment, both inflated and deflated self-assessments of task performance are associated with a greater tendency to (a) practice self-handicapping (Study 1: prefer to work under distraction; Study 2: withhold preparatory effort), (b) perform relatively poorly in a subsequent task (Study 3), (c) have relatively low academic achievement (Study 4), and (d) report a relatively low level of subjective well-being (Study 5). The authors discuss these results in terms of their educational implications. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance.

The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors' perceived organizational support (POS) with subordinates' perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performance. The authors found that supervisors' POS was positively related to their subordinates' perceptions of supervisor support. Subordinates' PSS, in turn, was positively associated with their POS, in-role performance, and extra-role performance. Beyond these bivariate relationships, subordinates' perceptions of support from the supervisor mediated positive relationships of the supervisors' POS with the subordinates' POS and performance. These findings suggest that supervisors who feel supported by the organization reciprocate with more supportive treatment for subordinates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Accountability as a deterrent to self-enhancement: The search for mechanisms.

Although self-enhancement is linked to psychological benefits, it is also associated with personal and interpersonal liabilities (e.g., excessive risk taking, social exclusion). Hence, structuring social situations that prompt people to keep their self-enhancing beliefs in check can confer personal and interpersonal advantages. The authors examined whether accountability can serve this purpose. Accountability was defined as the expectation to explain, justify, and defend one's self-evaluations (grades on an essay) to another person ("audience"). Experiment 1 showed that accountability curtails self-enhancement. Experiment 2 ruled out audience concreteness and status as explanations for this effect. Experiment 3 demonstrated that accountability-induced self-enhancement reduction is due to identifiability. Experiment 4 documented that identifiability decreases self-enhancement because of evaluation expectancy and an accompanying focus on one's weaknesses. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Disentangling the effects of voice: The incremental roles of opportunity, behavior, and instrumentality in predicting procedural fairness.

Many voice studies have failed to distinguish among voice opportunity, perceived voice opportunity, voice behavior, and voice instrumentality. Thus, the authors sought to clarify the roles of each in determining procedural fairness perceptions. Controlling for the effect of voice opportunity, each of the 3 remaining constructs was hypothesized to predict fairness. Furthermore, voice instrumentality was hypothesized to moderate the effect of voice behavior on fairness. Undergraduates (N=102; 81 for some analyses) participated in an orientation-week design simulation in which voice opportunity was manipulated. The results indicated significant incremental effects of perceived voice opportunity and the predicted Voice Instrumentality × Voice Behavior interaction. Fairness was lowest for individuals who were denied voice opportunity, perceived less voice opportunity, and provided high levels of noninstrumental voice behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support.

Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: (1) among high- than low-conscientiousness workers and (2) among workers reporting low rather than high levels of organizational support. However, FWE was unrelated to job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Computer-adaptive testing: The impact of test characteristics on perceived performance and test takers' reactions.

This study examined how specific features of adaptive tests are related to test takers' reactions. Participants took a computer-adaptive test in which 2 features, difficulty of the initial item and difficulty of subsequent items, were manipulated, then responded to questionnaires assessing their reactions to the test. The data show that the relationship between a test's objective difficulty, which was determined by the 2 manipulated test characteristics, and reactions was fully mediated by perceived performance. Additional analyses evaluated the impact of feedback on reactions to the adaptive test. In general, feedback that was consistent with perceptions of performance was positively related to reactions. The results suggest that minor changes to the design of an adaptive test may potentially enhance examinees' reactions, (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Motivation and performance in schizophrenia.

Schizophrenic patients and normals learned a series of motor responses to successively presented visual stimuli; the schizophrenics and normals were each divided into 2 groups, Shock and Rapport, matched on an initial test, Pattern I. The shock groups were each tested on two subsequent tasks, Patterns II and III. "The results showed a differential facilitative effect of the shock stimulation for the schizophrenic patients on Pattern III but not on Pattern II. The schizophrenic rapport group declined in efficiency from Pattern II to III, a result not seen in the shock group of patients or in either normal group. These findings were interpreted in terms of an inferred process of motivational dissipation during performance in schizophrenia." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of motivation in verbal learning and performance.

"It is the major thesis of the present paper that the question as to whether a given variable acts as a motive or reflects a motivational state can be answered only in the context of explicit assumptions concerning the particular ways in which motivational variables can be differentiated from other variables in their influence on behavior. In view of the current confusions between the concepts of motivation and habit, it would appear to be particularly desirable to distinguish between the associative and nonassociative properties of variables." 57 references. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived opportunity, delinquency, race, and body build among delinquent youth.

The Ss were delinquent, institutionalized black and white 15- to 17-year-old boys from impoverished backgrounds. Variables investigated were perception of legitimate and illegitimate opportunity, admitted and committed delinquency, race and age of investigator and S, urbanization of residence, type of body build, physical attractiveness, and IQ. Modest support was obtained for the hypothesis that perception of little legitimate opportunity is accompanied by high admitted delinquency, particularly for white males. Perception of opportunity was not correlated with committed delinquency, and the relation between admitted and committed delinquency was low. Age and race of investigator entered into no significant relationships with any of the variables studied for either black or white boys. Body build and attractiveness were not found to be related to any of the other variables studied. Significantly more black than white boys were mesomorphic. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job performance over time is a function of latent trajectories and previous performance.

Previous literature addressing job performance over time notes that past performance can affect future performance and that individuals often have distinct latent performance trajectories. However, no research to date has modeled these 2 aspects of job performance in tandem. Drawing on previous literature, the authors note that current performance may act as performance feedback, influencing future performance directly (i.e., autoregression), and that individuals differ in their performance trajectories due to individual-difference factors (i.e., latent trajectories). The authors demonstrate an autoregressive latent trajectory (ALT) model to show how both autoregressive and latent trajectory parameters may be incorporated in modeling job performance over time. Also discussed are the implications of the ALT model for future studies examining job performance longitudinally. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Support from the top: Supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships.

The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of smoking opportunity on responses to monetary gain and loss in the caudate nucleus.

The authors examined the effects of smoking opportunity on neural responses to monetary outcomes in nicotine-deprived cigarette smokers. Participants who were told that they would be able to smoke during the study exhibited smaller responses to monetary gains and losses in the caudate nucleus than did those who anticipated having to wait several hours before having the opportunity to smoke. These findings highlight the importance of investigating the effects of perceived drug use opportunity on motivational processing in addicted populations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The interaction of social skill and organizational support on job performance.

The present study examined the moderating effect of perceived organizational support (POS) on the relationship between social skill and supervisor-rated job performance. On the basis of regulatory and activation models of behavior, the authors argue that low-POS environments activate social skill because they reflect situations in which interpersonal acuity is required to demonstrate effective job performance. Accordingly, the authors hypothesize that social skill is more strongly related to performance among workers reporting low rather than high levels of organizational support. Results of hierarchical moderated multiple regression analyses on data gathered from 2 samples support the hypothesis. These results suggest that the relevance of social skill to job performance may be dependent on contextual cues. Implications for substantive research, strengths and limitations, and directions for future research are offered. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Self-efficacy and work-related performance: The integral role of individual differences.

The present study estimated the unique contribution of self-efficacy to work-related performance controlling for personality (the Big 5 traits), intelligence or general mental ability, and job or task experience. Results, based on a meta-analysis of the relevant literatures, revealed that overall, across all studies and moderator conditions, the contribution of self-efficacy relative to purportedly more distal variables is relatively small. Within moderator categories, there were several cases in which self-efficacy made unique contributions to work-related performance. For example, self-efficacy predicted performance in jobs or tasks of low complexity but not those of medium or high complexity, and self-efficacy predicted performance for task but not job performance. Overall, results suggest that the predictive validity of self-efficacy is attenuated in the presence of individual differences, though this attenuation does depend on the context. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Children's autonomy and perceived control in learning: A model of motivation and achievement in Taiwan.

A model of motivation and achievement was tested with data from 50 teachers and 806 Grade 4-6 students in Taiwan. Autonomy as a construct was shown to have ecological validity in Chinese children. The proposed model fit the data well, showing that maternal involvement and autonomy support, as well as teachers' autonomy support, are important for children's autonomy and perceived control. Without the mediation of perceived control, autonomy had a small negative effect on performance; controlling for perceived control, external motivation orientation was a positive predictor for Chinese children's effort and performance. The teachers' reported motivating style, as construed in Western research, does not correspond with Chinese children's perceptions of their teachers nor does it have any relationship with their motivation measures. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Color and psychological functioning: The effect of red on performance attainment.

This research focuses on the relation between color and psychological functioning, specifically, that between red and performance attainment. Red is hypothesized to impair performance on achievement tasks, because red is associated with the danger of failure in achievement contexts and evokes avoidance motivation. Four experiments demonstrate that the brief perception of red prior to an important test (e.g., an IQ test) impairs performance, and this effect appears to take place outside of participants' conscious awareness. Two further experiments establish the link between red and avoidance motivation as indicated by behavioral (i.e., task choice) and psychophysiological (i.e., cortical activation) measures. The findings suggest that care must be taken in how red is used in achievement contexts and illustrate how color can act as a subtle environmental cue that has important influences on behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Working hard and working smart: Motivation and ability during typical and maximum performance.

The distinction between what people can do (maximum performance) and what they will do (typical performance) has received considerable theoretical but scant empirical attention in industrial-organizational psychology. This study of 138 participants performing an Internet-search task offers an initial test and verification of P. R. Sackett, S. Zedeck, and L. Fogli's (1988) model of typical versus maximum performance: Motivation--in the form of direction, level, and persistence of effort exerted--rose significantly under the maximum performance condition. Consequently, the correlation between motivation--in the form of direction and level of effort--and performance diminished, whereas the correlation between ability--in the form of declarative knowledge and procedural skills--and performance increased under the maximum performance condition. Overall, results confirm the general propositions of the model. Implications for the generalizability of these findings, theory, practice, and directions for future studies of typical and maximum performance are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Addressees of performance goals.

As performance goals aim to both procure acknowledgment of one's abilities and to avoid revealing a lack of one's abilities, the authors hypothesized that students hold specific performance goals for different addressees and that there are specific correlational patterns with other motivational constructs. They analyzed a data set of 2,675 pupils (1,248 boys and 1,426 girls) attending Grades 8 and 9 (mean age=15.0, SD=0.97). The students completed a questionnaire consisting of 12 items measuring performance approach goals and 12 items measuring performance avoidance goals. In each subset, 4 groups of addressees were differentiated: parents, teachers, peers, and the acting individual him/herself. Additionally, several external criteria were measured. The authors concurrently tested theory-driven, structural equation models. Incorporating all 24 items, the best-fitting model was a multitrait-multimethod model, which posited 2 factors for approach and avoidance goals and 4 addressee factors. While performance goals addressing parents showed relationships to maladaptive motivational and learning patterns, performance goals addressing classmates and self showed relationships to adaptive motivational and learning patterns. The relationships between performance goals addressing teachers and external criteria were rather weak and unsystematic. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Needs, perceived need satisfaction opportunities and satisfaction with occupation.

If major motives are satisfied in the context of work and career, then satisfaction with occupation should be a function of the discrepancy between personal needs and perceived potential of occupation for satisfying needs, particularly among those for whom occupation constitutes a major source of satisfaction (e.g., men rather than women), and in the instance of occupationally relevant needs, such as need achievement. The Edwards Personal Preference Schedule, a special rating scale, and a questionnaire were administered to 108 men and 95 women teachers. As predicted, discrepancy scores correlated .25 (p