A5038305975- Communication in Education and Healthcare
- Job Satisfaction and Organizational Behavior
- Behavioral Health and Interventions
- Attachment and Relationship Dynamics
- Social and Intergroup Psychology
- Media Influence and Health
- Conflict Management and Negotiation
- Team Dynamics and Performance
- Decision-Making and Behavioral Economics
- Educational and Psychological Assessments
- Cultural Differences and Values
- Motivation and Self-Concept in Sports
- Language, Discourse, Communication Strategies
- Workplace Violence and Bullying
- Personality Traits and Psychology
- Child and Adolescent Psychosocial and Emotional Development
- Urban Transport and Accessibility
- Work-Family Balance Challenges
- Clinical Reasoning and Diagnostic Skills
- Emotional Intelligence and Performance
- Sport Psychology and Performance
- Labor Movements and Unions
- Genetic Associations and Epidemiology
- Optimism, Hope, and Well-being
- Psychological and Educational Research Studies
Hebrew University of Jerusalem
2016-2025
University of Maryland, College Park
1998
University of Iowa
1998
Hebrew College
1998
Pepperdine University
1998
Rutgers, The State University of New Jersey
1991-1994
Rutgers Sexual and Reproductive Health and Rights
1994
Louisiana State University
1991
Bar-Ilan University
1986
Past research has suggested that dispositional sources of job satisfaction can be traced to measures affective temperament. The present focused on another concept, core self-evaluations, which were hypothesized comprise self-esteem, generalized self-efficacy, locus control, and nonneuroticism. A model self-evaluations would have direct effects life satisfaction. It also was indirect Data collected from 3 independent samples in 2 countries, using dual source methodology. Results indicated had...
Executive Overview Performance feedback is an important part of many organizational interventions. Managers typically assume that providing employees with about their performance makes it more likely on the job will be improved. Despite prevalence mechanisms in management interventions, however, not always as effective assumed. In this article, we present specific conditions under which might less effective, or even harmful. We then discuss implications our results and model for designing...
Quoi qu'en pense le sens commun qui incite à croire que feedback (positif vs négatif) a des retombées décisives sur la motivation, l'enemble de littérature n'apporte pas d'informations claires précisant quand et comment positif ou négatif accroît abaisse motivation (voir par exemple Kluger & DeNisi, 1996). La variabilité dans l'impact du peut être expliquée théorie l'autorégulation (Higgins, 1997, 1998). Plus précisément, niveaux relativement élevés sont provoqués aussi bien l'échec sous...
Feedback intervention (FI), that is, providing people with some in formation regarding their task per formance, is one of the mostly widely applied psychological inter ventions. Yet there a growing body evidence such ventions yield highly variable ef fects on performance (Ilgen, Fisher, & Taylor, 1979; Kluger DeNisi, 1996; Latham Locke, 1991; Salmoni, Schmidt, Walter, 1984). Indeed, meta-analysis, we found although Fis improve average, they re duce more than third cases (Kluger see Fig. 1)....
Abstract Applying Higgins' regulatory focus theory, we hypothesized that the effect of positive/negative feedback on motivation and performance is moderated by task type, which argued to be an antecedent situational (promotion or prevention). Thus, first demonstrated some tasks (e.g., requiring creativity) are perceived as promotion tasks, whereas others those vigilance attention detail) prevention tasks. Second, expected, our tests in two studies moderation hypothesis showed positive...
Past research has suggested that dispositional sources of job satisfaction can be traced to measures affective temperament.The present focused on another concept, core self-evaluations, which were hypothesized comprise self-esteem, generalized selfefficacy, locus control, and nonneuroticism.A model selfevaluations would have direct effects life satisfaction.It also was self-evaluations indirect satisfaction.Data collected from 3 independent samples in 2 countries, using dual source...
Listening is associated with and a likely cause of desired organizational outcomes in numerous areas, including job performance, leadership, quality relationships (e.g., trust), knowledge, attitudes, well-being. To advance understanding the powerful effects listening on outcomes, we review construct listening, its measurement experimental manipulations, antecedents, moderators. We suggest that dyadic phenomenon benefits both listener speaker, supervisor-subordinate salesperson-customer...
We examined how merely sharing attitudes with a good listener shapes speakers’ attitudes. predicted that high-quality (i.e., empathic, attentive, and nonjudgmental) listening reduces social anxiety leads them to delve deeper into their attitude-relevant knowledge (greater self-awareness). This, subsequently, differentially affects two components of speaker’s attitude certainty by increasing clarity, but not correctness. In addition, we this increased clarity is followed attitude- expression...
A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, special case respite from routine work. We hypothesized that (a) increases resource level and well-being (b) individual differences features moderate effects. sample 129 faculty members on matched controls completed measures gain, loss, before, during, after sabbatical. Among sabbatees, loss declined gain rose during The comparison group showed no change. Moderation analysis revealed those who reported higher...
We examined how listeners characterized by empathy and a non-judgmental approach affect speakers' attitude structure. hypothesized that high quality listening decreases social anxiety, which in turn reduces defensive processing. This reduction processing was to result an awareness of contradictions (increased objective-attitude ambivalence), decreased extremity. Moreover, we experiencing would enable speakers tolerate contradictory responses, such attenuate the association between objective-...
Listening has powerful organizational consequences. However, studies of listening have typically focused on individual level processes. Alternatively, we hypothesized that perceptions quality are inherently dyadic, positively reciprocated in dyads, and correlated with intimacy, speaking ability, helping‐organizational‐citizenship behavior, at the dyadic level. In two studies, teammates rated each other intimacy; one, they also totaling 324 526 ratings, respectively. both social relations...
We tested three published models of union commitment’s antecedents and consequences as well an integrative model, using correlation coefficients derived from 15 meta-analyses five commi...
The commute impedance model (e.g. Stokols, Novaco, Stokols and Campbell, 1978) is evaluated through a literature review survey of commuters who drive to work (N=418). A new construct for the study commuting—commute variability—is introduced tested in framework survey. Findings from indicated (a) partial support first proposition namely, that impedance—measured as distance or time—causes strain employee health deficits), but (b) no second impedance–strain moderated by control availability...
The Listening Circle is a method for improving listening in organizations. It involves people sitting circle where only one talks at time. Talking turns are signalled by talking object. Although there several reports regarding the effectiveness of Circle, most based on case studies, or confounded with another intervention, and do not use theory to predict listening-induced outcomes. We predicted that perceiving good decreases employees' social anxiety, which allows them engage deeper...