Progress toward understanding human behavior has been hindered by discipline-bound theories, dividing our efforts. Fortunately, these separate endeavors are converging and can be effectively integrated. Focusing on the fundamental features of picoeconomics, expectancy theory, cumulative prospect need we construct a temporal motivational theory (TMT). TMT appears consistent with major findings from many other investigations, including psychobiology behaviorism. The potential implications...

This study investigates the effects of job insecurity on four organizationally important outcomes: in‐role behaviour, organizational citizenship turnover intention, and absenteeism. A model is tested in which simultaneously a hindrance challenge stressor. In particular, proposed to have predominantly harmful effect performance, absenteeism, it argued that these are mediated by (reduced) work attitudes. addition, also assumed affect behaviours opposite way (i.e. suppressor effect) because...

This research examines the effects of job insecurity on three outcomes: attitudes (satisfaction), work behaviors (organizational citizenship behavior and deviant behavior), negative emotions (anxiety, anger, burnout). A total 320 U. S. managers responded to a self-report electronic survey. Additionally, two independent referees have analyzed rated subset sample managers' (N = 97) comments over an discussion group about their satisfaction, organizational behavior, behavior. Analyses both sets...

Personnel selection involves exchanges of information between job market actors (applicants and organizations). These do not have an incentive to exchange accurate about their ability commitment the employment relationship unless it is advantage. This state affairs explains numerous phenomena in personnel (e.g., faking). Signaling theory describes a mechanism by which parties with partly conflicting interests (and thus for deception) can nevertheless information. We apply signaling...

This study explored predictors of multitasking performance. Based on cognitive psychology research, attention and working memory were assumed to be predictors. Fluid intelligence, polychronicity (as the preference for belief that their is best way handle things), Extraversion argued additional Multitasking performance was measured with scenario "Simultaneous capacity/Multi-tasking (SIMKAP)" (n = 122). Hierarchical multiple regression analyses revealed most important predictor in addition...

Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting presence of moderator variables. On basis Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance a country's social safety net would affect an individual's insecurity. More specifically, hypothesized these variables buffer negative relationships...

Both researchers and practitioners are increasing their attention to the multitasking demands of contemporary work contexts, previous suggests polychronicity plays a central role in motivation individuals perform multiple tasks simultaneously. However, our detailed examination existing literature reveals wide range conceptualizations operationalizations this construct, as well incongruent results concerning effects on behavior performance. In article, we develop recommendations for defining...

Technological advancements allow the automation of every part job interviews (information acquisition, information analysis, action selection, implementation) resulting in highly automated interviews. Efficiency advantages exist, but it is unclear how people react to such (and whether reactions depend on stakes involved). Participants ( N = 123) a 2 (highly automated, videoconference) × (high‐stakes, low‐stakes situation) experiment watched and assessed videos depicting interview for...

The scientist–practitioner gap in personnel selection is large. Thus, it important to gain a better understanding of the reasons that make organizations use or not certain procedures. Based on institutional theory, we predicted six variables should determine procedures: procedures' diffusion field, legal problems associated with procedures, applicant reactions their usefulness for organizational self‐promotion, predictive validity, and costs involved. To test these predictions, 506 HR...

Digital interviews are a potentially efficient new form of selection interviews, in which interviewees digitally record their answers. Using Potosky's framework media attributes, we compared them to videoconference interviews. Participants ( N = 113) were randomly assigned or digital interview and subsequently answered applicant reaction questionnaires. Raters evaluated participants’ performance. considered be creepier less personal, reported that they induced more privacy concerns. No...

Abstract Automated systems based on artificial intelligence (AI) increasingly support decisions with ethical implications where decision makers need to trust these systems. However, insights regarding in automated predominantly stem from contexts the main driver of is that produce accurate outputs (e.g., alarm for monitoring tasks). It remains unclear whether what we know about translates application considerations fairness) are crucial development. In personnel selection, as a sample...

Organizations all around the world increasingly use electronic monitoring to collect information on employees’ working behavior. To investigate effects of job satisfaction, stress, performance, and counterproductive work behavior (CWB), we collected data 70 independent samples 233 effect sizes for this meta-analysis. Results indicate that slightly decreases r = −0.10, increases .11, supporting notion negatively affects well-being attitudes. Moderator analyses suggest performance targets...

Abstract Being able to work on several tasks at the same time (multitasking) is an important performance aspect of many jobs. Recent research findings pointed out role working memory for multitasking in general. To understand more about predicting speed and error performance, this was based a newly developed well-elaborated multidimensional model (Oberauer, Süß, Wilhelm, & Wittmann, 2003). Its 3 dimensions are storage context processing, coordination, supervision. In addition, attention...

Employees’ performance has been shown to be moderately hampered by job insecurity. Based on conservation of resources theory, the study examines whether three possible (occupational self-efficacy, work locus control and communication) moderate negative insecurity—performance relationship. Analyses a large Swiss dataset reveal two significant interaction effects: higher insecurity, less influence perceived communication exert This suggests that may can only act beneficially in situation low

Personnel selection procedures such as assessment centers, structured interviews, and personality inventories are useful predictors of candidates' job performance. In addition to existing explanations for their criterion-related validity, we suggest that ability identify the criteria used evaluate performance during a procedure contributes validity these procedures. Conceptually, can be framed in broader literature on peoples' read situational cues. We draw both theory empirical research...

This study contributes to the literature on why selection procedures that are based behavioral consistency logic (e.g., structured interviews and assessment centers) valid predictors of job performance. We rely interactionist theories propose individual differences in assessing situational demands explain true variance performance job. Results from 124 individuals a simulated process showed was related both Individual also contributed criterion-related validity center interview ratings,...

To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also representing their organization. Although has been proposed that interviewers' deliberate signaling behaviors are a key factor attracting thus ensuring organizations' success, no conceptual model about impression management (IM) exists from viewpoint interviewer as...

Personality assessments are often distorted during personnel selection, resulting in a common "ideal-employee factor" (IEF) underlying ratings of theoretically unrelated constructs. However, this seems not to affect the personality measures' criterion-related validity. The current study attempts explain set findings by combining literature on response distortion with ones cognitive schemata and candidates' ability identify criteria (ATIC). During simulated selection process, 149 participants...

When people interact with novel technologies (e.g., robots, technological tools), the word "creepy" regularly pops up. We define creepy situations as eliciting uneasy feelings and involving ambiguity on how behave or to judge situation). A common metric for creepiness would help evaluating of developing adequate interventions against creepiness. Following psychometrical guidelines, we developed Creepiness Situation Scale (CRoSS) across four studies a total N = 882 American German...