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Objective: The immediate and long-term effects of traumatic exposure and subsequent posttraumatic stress reactions in people in high-risk occupations are well-documented. What is less evident is the impact of this traumatic exposure and subsequent traumatic stress symptoms on workers' response to ac...
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Research has increasingly identified alarming levels of traumatic stress symptoms in individuals working in emergency services and other high stress jobs. This study examined the effects of prior critical incident exposure and current posttraumatic symptoms on the performance of a non-patient popula...
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Discusses challenges and limitations inherent in applying meta-analytic methods both to summarize the personality-job performance research literature and to make inferences of validity generalization from the cumulated research. This chapter also explores some of the contributions that have been mad...
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Social comparison theory (Festinger, 1954) implies that it may be more efficacious for job performance raters to compare an employee to other employees rather than to use typical "absolute" rating standards. We assessed whether the incorporation of social comparisons into performance appraisals, usi...
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Emergency personnel consistently work under high-stress situations, and thus, the question about whether this stress affects performance is critical to the safety of both themselves and the public. However, considerable controversy exists about the influence of stress on performance. This study inve...
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This study investigated the relationship between coping styles and police recruits' stress responses and performance during a stressful event and the relationship between coping styles and traumatic symptoms. Recruits participated in a simulated stressful policing situation and were scored by e...
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Halo error, although traditionally viewed as being detrimental to the quality of social cognition, has been purported to have potentially beneficial effects in some situations.
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Performance appraisal information is often used for employee feedback and development. Research has found that assessments that are global (i.e., based on broad aspects of performance) and comparative (i.e., explicit interratee comparisons) may be most accurate in terms of Cronbach's (1955) dif...
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Employee reactions to promotional examinations were investigated in 2 studies (N = 498 & 182, respectively) of police officers. Anxiety, motivation, and justice perceptions were examined as possible predictors of promotional exam performance and intentions to recommend the exam to others. Reactions ...
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Subjective ratings of job performance can have serious consequences for individuals, organizations, and the scientific understanding of organizational behaviour. Therefore, greater understanding of idiosyncratic rating tendencies is important. The present research investigated rater personality in t...
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Educators have begun developing courses and curricula to help managers cultivate an evidence-based mindset and acquire relevant knowledge and skills. This chapter describes what three evidence-based management (EBMgt) educators have learned in the process of creating relevant courses and curricula. ...