Effects of category prototypes on performance-rating accuracy.

Two studies examined whether the accessibility of performance prototypes influences performance appraisals. Pilot studies revealed students used performance prototypes when rating instructor performance. Study 1 manipulated the accessibility of these prototypes and the time delay of performance ratings. Results showed no effect of the prime on rating error and accuracy; however, discrimination accuracy decreased over time and recognition bias became more conservative. Study 2 manipulated prototype accessibility and type of rating stimuli (videotape vs. vignette). Rating accuracy and recall were higher for vignette than videotape stimuli, and only those participants exposed to the vignette exhibited priming effects. Results supported transfer-appropriate processing and implied that cognitive primes may have a stronger effect on performance ratings based on "paper-people" than videotaped stimuli. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses.

The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effectiveness of performance feedback from behaviorally anchored rating scales.

Compared a behaviorally anchored rating scale (BARS) developed according to the procedure of H. Bernardin et al (see record 1976-08614-001) with a summated rating scale. Using both scale formats (designed to evaluate teaching effectiveness), 859 undergraduates rated 32 instructors during spring classes, and 314 undergraduates rated 19 instructors during summer classes. Students rated instructors halfway through the course and at its end. Instructors received feedback from the 1st rating period on either the BARS (including written behavioral observations) or on the summated rating format. Analyses of covariance revealed no format effect on the performance ratings obtained during the 2nd rating period in the spring experiment. BARS feedback, however, produced greater behavioral change among instructors than did feedback from the alternative format used during the summer experiment. (34 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Substantive and operational issues of response bias across levels of analysis: An example of climate-satisfaction relationships.

Two studies tested whether method variance is present at multiple levels of analysis and whether methodological procedures can minimize its impact. In Study 1, 8,052 employees from 71 hotels completed measures of climate, work environment characteristics, and satisfaction. A comparison of correlations at the individual level, cross-level, cross-level split, aggregate level, and aggregate-split level of analysis revealed that response bias was present across multiple levels. Results suggest that samples should be split in half when cross-level and aggregate correlations are computed to ameliorate response bias problems that arise from individual-level method variance. In Study 2, results indicated that the temporal spacing of measures of climate and satisfaction influenced response bias. Implications and recommendations for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Modeling RPS and Evaluating Video Repair With VQM

Reference picture selection (RPS) is a promising repair technique in lossy networks for delay-sensitive video, whereby the video encoder uses one of several previous frames as a reference frame for predictive encoding. RPS can operate in two different modes: an optimistic policy that uses negative acknowledgements (NACKs) and a more conservative policy that relies upon positive acknowledgements (ACKs). This paper compares RPS NACK and RPS ACK under various network conditions and video contents using two analytical models. The two models characterize RPS NACK and RPS ACK by incorporating the impact of reference distance on video quality, prediction dependency among video frames and Group of Pictures (GOP) length. Given packet-loss rate, round-trip time and capacity constraints, the models predict average video quality for videos with RPS ACK and RPS NACK using the Video Quality Metric (VQM). Using these two models, a series of experiments are conducted to investigate RPS performance under various conditions. The insights derived from our models can help determine appropriate choices for RPS NACK and RPS ACK under various network conditions and video contents.     

Psychological and Physical Well-Being During Unemployment: A Meta-Analytic Study.

The authors used theoretical models to organize the diverse unemployment literature, and meta-analytic techniques were used to examine the impact of unemployment on worker well-being across 104 empirical studies with 437 effect sizes. Unemployed individuals had lower psychological and physical well-being than did their employed counterparts. Unemployment duration and sample type (school leaver vs. mature unemployed) moderated the relationship between mental health and unemployment, but the current unemployment rate and the amount of unemployment benefits did not. Within unemployed samples, work-role centrality, coping resources (personal, social, financial, and time structure), cognitive appraisals, and coping strategies displayed stronger relationships with mental health than did human capital or demographic variables. The authors identify gaps in the literature and propose directions for future unemployment research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A Covariance Structure Analysis of Employees' Response to Performance Feedback.

This longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performance was assessed 11 months later at the end of the review cycle. Covariance structure analysis supported the convergent and discriminant validity of the constructs underlying the model and the constellation of structural relationships. A set of cognitive variables was found to completely mediate the relationship between an individual's receipt and response to feedback. Implications for the feedback process and future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational climate configurations: Relationships to collective attitudes, customer satisfaction, and financial performance.

Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate. (PsycINFO Database Record (c) 2010 APA, all rights reserved)