Examination of Situational and Attitudinal Moderators of the Hesitation and Performance Relation

Diefendorff, James M.; Richard, Erin M.; Gosserand, Robin H.

doi:10.1111/j.1744-6570.2006.00040.x

Cited by 47 publications

(43 citation statements)

References 62 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Zimmerman, Christakis, and Vander Stoep (2004) used O Ã NET to conclude that the higher rates of depression among lower socio-economic status employees may partially be driven by their work environments. Lastly, Diefendorff, Richard, and Gosserand (2006) used O Ã NET to determine that ''task routineness'' moderates the relationship between hesitation and self-management performance, whereas ''autonomy'' does not. Thus, these studies indicate that O Ã NET data can be used to help answer myriad questions relevant to the organizational sciences.…”

Section: Uses In Organizational Researchmentioning

confidence: 99%

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

2009

View full text Add to dashboard Cite

SummaryDebates about the utility of conscientiousness as a predictor of job performance have focused primarily on mean effect size estimates, despite theoretical and empirical reasons to expect variability across situations. The present study meta-analytically demonstrates that occupation-level situational strength is one important source of this variability. Consistent with theory, predicted uncorrected conscientiousness-performance correlations ranged from r ¼ .09 to .23 (overall performance) and r ¼ .06 to .18 (task performance), with stronger correlations observed in weak occupations. These results highlight the need for continued inquiry into the nature of situational strength, its impact on other predictor-outcome relationships, and the implications of these issues vis-à-vis theory and practice.

show abstract

Section: Uses In Organizational Researchmentioning

confidence: 99%

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

2009

View full text Add to dashboard Cite

show abstract

Section: Peranan Keterlibatan Kerja Sebagai Variabel Mediatorunclassified

“…Orang dengan keterlibatan kerja tinggi memfokuskan sebagian besar perhatian pada pekerjaan mereka sehingga menjadi benar-benar tenggelam dan menikmati pekerjaan tersebut. Hal ini merupakan kepercayaan seseorang terhadap pekerjaannya dan merupakan fungsi dari seberapa banyak pekerjaan tersebut dapat memuaskan keinginan seseorang (Diefendorff et al, 2006). Hasil penelitian ini sejalan dengan hal tersebut dan mendukung hasil penelitian Khan & Nemati (2011) serta Putri (2010 yang menemukan bahwa keterlibatan kerja berpengaruh positif terhadap kepuasan kerja.…”

Section: Pembahasanunclassified

Keterlibatan Kerja Sebagai Pemediasi Pengaruh Kepribadian Proaktif Dan Persepsi Dukungan Organisasional Terhadap Kepuasan Kerja

Aryaningtyas¹,

Suharti²

2013

jmk

View full text Add to dashboard Cite

AbstrakPenelitian ini menguji pengaruh kepribadian proaktif dan persepsi dukungan organisasional terhadap kepuasan kerja dengan keterlibatan kerja sebagai variabel mediator, menggunakan data 200 karyawan. Hasil menunjukkan kepribadian proaktif dan persepsi dukungan organisasional secara positif dan signifikan berpengaruh terhadap kepuasan kerja melalui keterlibatan kerja. Implikasi teoritis mendukung teori maupun penelitian yang sudah ada, sedangkan implikasi manajerial menyarankan pada organisasi untuk mempertimbangkan kepribadian proaktif dan persepsi dukungan organisasional sebagai faktor yang cukup penting mendorong karyawan makin terlibat dalam pekerjaannya sehingga dapat meningkatkan kepuasan kerjanya.Kata kunci: Kepribadian proaktif, persepsi dukungan organisasional, keterlibatan kerja dan kepuasan kerja. AbstractThis study examined proactive personality effect and perceived organizational support on job satisfaction with job involvement as a mediator variable, using data 200 employees. The results showed proactive personality and perceived organizational support in a positive and significant effect on job satisfaction through job involvement. Theoretical implications supported the theory and existing researches. Manajerial implications suggested the organization to consider proactive personality and perceptions of organizational support as a important factor to encourage more employees involved in work that can improve job satisfaction.

show abstract

“…We are unaware of any research that has distinguished goal adoption from goal striving or that has addressed self-regulatory abilities in the context of procedural justice. In fact, apart from the research conducted by Diefendorff et al (2000Diefendorff et al ( , 2006 and Jamarillo et al (2007), we do not know of any research that has applied action control theory in organizational settings.…”

Section: The Present Research: Procedural Justice Action Orientationmentioning

confidence: 99%

“…Furthermore, they are independent from general personality factors (i.e., the big five factors) and also from more specific factors such as proactive personality, personal initiative, and achievement motivation (see Kuhl & Beckman, 1994, Heckhausen & Strang, 1988Jostman & Koole, 2010, for overviews of validation research; see Diefendorff et al, 2000Diefendorff et al, , 2006, for validity evidence in organizational contexts).…”

Section: Incorporating Employee Self-regulatory Abilities: Action Vermentioning

confidence: 99%

Willing and Able

Dijke

Cremer

Brebels

et al. 2013

Journal of Management

View full text Add to dashboard Cite

Existing justice theory explains why fair procedures motivate employees to adopt cooperative goals, but it fails to explain how employees strive towards these goals. We study self-regulatory abilities that underlie goal striving; abilities that should thus affect employees' display of cooperative behavior in response to procedural justice. Building on action control theory, we argue that employees who display effective self-regulatory strategies (action oriented employees) display relatively strong cooperative behavioral responses to fair procedures. A multisource field study and a laboratory experiment support this prediction. A subsequent experiment addresses the process underlying this effect by explicitly showing that action orientation facilitates attainment of the cooperative goals that people adopt in response to fair procedures, thus facilitating the display of actual cooperative behavior. This goal striving approach better integrates research on the relationship between procedural justice and employee cooperation in the self-regulation and the work motivation literature. It also offers organizations a new perspective on making procedural justice effective in stimulating employee cooperation by suggesting factors that help employees reach their adopted goals.

show abstract

Examination of Situational and Attitudinal Moderators of the Hesitation and Performance Relation

Cited by 47 publications

References 62 publications

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

Keterlibatan Kerja Sebagai Pemediasi Pengaruh Kepribadian Proaktif Dan Persepsi Dukungan Organisasional Terhadap Kepuasan Kerja

Willing and Able

Contact Info

Product

Resources

About