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.

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...

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...

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...

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...

Although personality assessment has proven utility in pre-employment testing, little is known about how one should choose the personality traits that are most job-related. We developed a Personality-oriented Job Analysis (POJA) process for choosing job-related personality traits. We evaluated this p...

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...

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 ...