Pub Date : 2021-11-02DOI: 10.1080/08959285.2021.1998061
A. Mostafa
ABSTRACT The focus of this study is on how and why incivility is related to employee outcomes. Drawing on role theory, the study tests a moderated mediation model in which customer incivility is indirectly related to service-oriented citizenship behaviours via work engagement, and this mediated relationship is moderated by servant leadership. Time-lagged, multisource data from a sample of nurses and their direct supervisors in thirty public hospitals in Romania were used to test the proposed model. The results of generalized multilevel structural equation modeling (GSEM) showed that the relationship between customer incivility and service citizenship behaviours was mediated by work engagement. Furthermore, this indirect relationship was weaker when employees work under a servant leader. Theoretical and practical implications of these findings are discussed.
{"title":"Customer Incivility, Work Engagement and Service-Oriented Citizenship Behaviours: Does Servant Leadership Make a Difference?","authors":"A. Mostafa","doi":"10.1080/08959285.2021.1998061","DOIUrl":"https://doi.org/10.1080/08959285.2021.1998061","url":null,"abstract":"ABSTRACT The focus of this study is on how and why incivility is related to employee outcomes. Drawing on role theory, the study tests a moderated mediation model in which customer incivility is indirectly related to service-oriented citizenship behaviours via work engagement, and this mediated relationship is moderated by servant leadership. Time-lagged, multisource data from a sample of nurses and their direct supervisors in thirty public hospitals in Romania were used to test the proposed model. The results of generalized multilevel structural equation modeling (GSEM) showed that the relationship between customer incivility and service citizenship behaviours was mediated by work engagement. Furthermore, this indirect relationship was weaker when employees work under a servant leader. Theoretical and practical implications of these findings are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"31 - 47"},"PeriodicalIF":2.2,"publicationDate":"2021-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43798801","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-30DOI: 10.1080/08959285.2021.1968866
Norman D. Henderson
ABSTRACT Simulated data, validity reports and a firefighter predictive validation study are used to examine validity bias created by three common selection problems-range restriction, applicant and incumbent attrition, and nonlinearity created by compression of high selection test scores. Top 20% selection samples drawn from an applicant pool with known validity coefficients demonstrate that the sample validity estimates of the three predictors are differentially biased in both magnitude and direction, depending on the selection strategy used. Concurrent validity designs generally favor novel predictors. Corrections for direct range restriction across situations were mostly ineffectual. With proper scaling, corrections for indirect range restriction are accurate, but cross-variable biasing effects can occur when score distributions of the individual predictors differ. Many of the biases found in the simulation results are demonstrated in a firefighter predictive validation study where variations of Pearson-Thorndike range corrected validities and a full information maximum likelihood (FIML), approaches are all compared as validity assessments. With normalized predictors, both Pearson and FIML methods show that a test of general mental ability and physically demanding job tasks predicted firefighter performance throughout the 30-year study, with no evidence of interactions or a leveling of performance at high test scores.
{"title":"Bias in Observed Validity Estimates When Using Multiple Valid Predictors","authors":"Norman D. Henderson","doi":"10.1080/08959285.2021.1968866","DOIUrl":"https://doi.org/10.1080/08959285.2021.1968866","url":null,"abstract":"ABSTRACT Simulated data, validity reports and a firefighter predictive validation study are used to examine validity bias created by three common selection problems-range restriction, applicant and incumbent attrition, and nonlinearity created by compression of high selection test scores. Top 20% selection samples drawn from an applicant pool with known validity coefficients demonstrate that the sample validity estimates of the three predictors are differentially biased in both magnitude and direction, depending on the selection strategy used. Concurrent validity designs generally favor novel predictors. Corrections for direct range restriction across situations were mostly ineffectual. With proper scaling, corrections for indirect range restriction are accurate, but cross-variable biasing effects can occur when score distributions of the individual predictors differ. Many of the biases found in the simulation results are demonstrated in a firefighter predictive validation study where variations of Pearson-Thorndike range corrected validities and a full information maximum likelihood (FIML), approaches are all compared as validity assessments. With normalized predictors, both Pearson and FIML methods show that a test of general mental ability and physically demanding job tasks predicted firefighter performance throughout the 30-year study, with no evidence of interactions or a leveling of performance at high test scores.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"385 - 411"},"PeriodicalIF":2.2,"publicationDate":"2021-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45018799","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-25DOI: 10.1080/08959285.2021.1968865
Mayya Achyldurdyyeva, Nai‐Wen Chi, Pei-Chi Chen
ABSTRACT The present study is designed to clarify when coworkers’ negative emotional expressions lead to prohibitive voice or interpersonal deviance, as well as the mechanisms that explain these associations. We collected data from 60 employees and their coworkers across 10 working days (resulting in 588 paired surveys). The results show that: (1) when employees are proactive, the indirect effect between coworker negative emotional expressions and employee prohibitive voice via daily prevention focus is positive while the indirect effect become negative when employees are less proactive; and (2) when employees are low in agreeableness, the indirect effect between coworker negative emotional expressions and employee interpersonal deviant behaviors via employee daily negative emotions is positive. However, this positive indirect effect is weakened when employees are more agreeable.
{"title":"Exploring the Boundary Conditions and the Mechanisms Linking Coworker Negative Emotional Expressions to Employee Prohibitive Voice and Interpersonal Deviance","authors":"Mayya Achyldurdyyeva, Nai‐Wen Chi, Pei-Chi Chen","doi":"10.1080/08959285.2021.1968865","DOIUrl":"https://doi.org/10.1080/08959285.2021.1968865","url":null,"abstract":"ABSTRACT The present study is designed to clarify when coworkers’ negative emotional expressions lead to prohibitive voice or interpersonal deviance, as well as the mechanisms that explain these associations. We collected data from 60 employees and their coworkers across 10 working days (resulting in 588 paired surveys). The results show that: (1) when employees are proactive, the indirect effect between coworker negative emotional expressions and employee prohibitive voice via daily prevention focus is positive while the indirect effect become negative when employees are less proactive; and (2) when employees are low in agreeableness, the indirect effect between coworker negative emotional expressions and employee interpersonal deviant behaviors via employee daily negative emotions is positive. However, this positive indirect effect is weakened when employees are more agreeable.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"368 - 384"},"PeriodicalIF":2.2,"publicationDate":"2021-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41409307","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-23DOI: 10.1080/08959285.2021.1966632
Peng Wang, Scott B. Dust, Zhen Wang
ABSTRACT This study draws upon social information processing theory to investigate two boundary conditions of the effect of leader humility on follower perceptions of leader-member exchange, namely, leader sex and employee power-distance orientations. Using 496 supervisor-employee dyads from China, we find a positive relationship between leader humility and follower perceptions of leader-member exchange, and confirm the moderating effects of leader sex and employee power-distance orientations. Specifically, the positive relationship between leader humility and follower perceptions of leader-member exchange is enhanced for male leaders but diminished for female leaders, and is also stronger for employees who have lower power-distance orientations. Theoretical and practical implications are discussed.
{"title":"Leader Sex and Employee Power Distance Orientation as Boundary Conditions of the Relationship between Leader Humility and Leader-Member Exchange","authors":"Peng Wang, Scott B. Dust, Zhen Wang","doi":"10.1080/08959285.2021.1966632","DOIUrl":"https://doi.org/10.1080/08959285.2021.1966632","url":null,"abstract":"ABSTRACT This study draws upon social information processing theory to investigate two boundary conditions of the effect of leader humility on follower perceptions of leader-member exchange, namely, leader sex and employee power-distance orientations. Using 496 supervisor-employee dyads from China, we find a positive relationship between leader humility and follower perceptions of leader-member exchange, and confirm the moderating effects of leader sex and employee power-distance orientations. Specifically, the positive relationship between leader humility and follower perceptions of leader-member exchange is enhanced for male leaders but diminished for female leaders, and is also stronger for employees who have lower power-distance orientations. Theoretical and practical implications are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"351 - 367"},"PeriodicalIF":2.2,"publicationDate":"2021-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42142880","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-08DOI: 10.1080/08959285.2021.1956928
Nichelle C. Carpenter, Daniel A. Newman, W. Arthur
ABSTRACT This study investigated whether the items on commonly used scales measuring task performance, organizational citizenship behavior (OCB), counterproductive work behavior (CWB), and work withdrawal were judged to represent alternative behaviors. We first found that each scale contained items that were judged (by three independent samples) to represent an alternative construct. Importantly, we empirically verified these suggested scale revisions with an independent sample of multi-source behavioral ratings that showed model fit improvements and factor loading increases when items were moved to the suggested scales. We also found that, compared to the original scales, revised scales measuring task performance and OCB showed (a) more trait variance; (b) improved reliability; (c) lower mean levels; and (d) weaker correlations with nomological correlates.
{"title":"What are We Measuring? Evaluations of Items Measuring Task Performance, Organizational Citizenship, Counterproductive, and Withdrawal Behaviors","authors":"Nichelle C. Carpenter, Daniel A. Newman, W. Arthur","doi":"10.1080/08959285.2021.1956928","DOIUrl":"https://doi.org/10.1080/08959285.2021.1956928","url":null,"abstract":"ABSTRACT This study investigated whether the items on commonly used scales measuring task performance, organizational citizenship behavior (OCB), counterproductive work behavior (CWB), and work withdrawal were judged to represent alternative behaviors. We first found that each scale contained items that were judged (by three independent samples) to represent an alternative construct. Importantly, we empirically verified these suggested scale revisions with an independent sample of multi-source behavioral ratings that showed model fit improvements and factor loading increases when items were moved to the suggested scales. We also found that, compared to the original scales, revised scales measuring task performance and OCB showed (a) more trait variance; (b) improved reliability; (c) lower mean levels; and (d) weaker correlations with nomological correlates.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"88 12","pages":"316 - 349"},"PeriodicalIF":2.2,"publicationDate":"2021-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41304890","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-26DOI: 10.1080/08959285.2021.1948548
Akanksha Malik, Shuchi Sinha, S. Goel
ABSTRACT Workplace deviance is a major cause of concern for organizations. It leads to an unpleasant work environment and results in decreased productivity, as well as financial and reputational losses for the organization. This paper synthesizes the vast amount of literature in the field of workplace deviance by qualitatively reviewing 245 papers published from 2003 till October 2020, highlighting the theoretical frameworks and set of antecedents of negative workplace deviant behavior. It further lays out future research directions concordant with the changing nature and scope of acts of deviance in the workplace that are rapidly transforming due to technology advancement, infusion and globalization. We discuss the changing socio-technological factors and their implications for perpetrator-victim dynamics and urge future researchers to study workplace deviance within this context.
{"title":"A Qualitative Review of 18 Years of Research on Workplace Deviance: New Vectors and Future Research Directions","authors":"Akanksha Malik, Shuchi Sinha, S. Goel","doi":"10.1080/08959285.2021.1948548","DOIUrl":"https://doi.org/10.1080/08959285.2021.1948548","url":null,"abstract":"ABSTRACT Workplace deviance is a major cause of concern for organizations. It leads to an unpleasant work environment and results in decreased productivity, as well as financial and reputational losses for the organization. This paper synthesizes the vast amount of literature in the field of workplace deviance by qualitatively reviewing 245 papers published from 2003 till October 2020, highlighting the theoretical frameworks and set of antecedents of negative workplace deviant behavior. It further lays out future research directions concordant with the changing nature and scope of acts of deviance in the workplace that are rapidly transforming due to technology advancement, infusion and globalization. We discuss the changing socio-technological factors and their implications for perpetrator-victim dynamics and urge future researchers to study workplace deviance within this context.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"271 - 297"},"PeriodicalIF":2.2,"publicationDate":"2021-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1948548","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43020147","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-15DOI: 10.1080/08959285.2021.1951271
M. Thompson, Dawn S. Carlson, Wayne S. Crawford, K. Kacmar
ABSTRACT We propose a spillover-crossover-spillover process model of dual-career couples by which job incumbent job tension contributes to strain-based work-family conflict which motivates their work-based family undermining, that later relates to the spouse’s workplace incivility. Further, we propose the spouse’s job autonomy moderates the relationship between job incumbent work-based family undermining behaviors and spousal incivility at work. We test the proposed model using a sample of 420 dual-career couples’ survey responses collected over three time periods. Results indicate that job incumbent job tension relates positively to their work-based family undermining behaviors, which then associates with the spouse’s workplace incivility. These effects are moderated by the spouse’s job autonomy such that greater autonomy weakens the relationship between perceived work-based undermining behaviors and incivility at work.
{"title":"My Partner Made Me Do It: The Crossover of a Job Incumbent’s Job Tension to the Spouse’s Workplace Incivility","authors":"M. Thompson, Dawn S. Carlson, Wayne S. Crawford, K. Kacmar","doi":"10.1080/08959285.2021.1951271","DOIUrl":"https://doi.org/10.1080/08959285.2021.1951271","url":null,"abstract":"ABSTRACT We propose a spillover-crossover-spillover process model of dual-career couples by which job incumbent job tension contributes to strain-based work-family conflict which motivates their work-based family undermining, that later relates to the spouse’s workplace incivility. Further, we propose the spouse’s job autonomy moderates the relationship between job incumbent work-based family undermining behaviors and spousal incivility at work. We test the proposed model using a sample of 420 dual-career couples’ survey responses collected over three time periods. Results indicate that job incumbent job tension relates positively to their work-based family undermining behaviors, which then associates with the spouse’s workplace incivility. These effects are moderated by the spouse’s job autonomy such that greater autonomy weakens the relationship between perceived work-based undermining behaviors and incivility at work.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"298 - 315"},"PeriodicalIF":2.2,"publicationDate":"2021-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1951271","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44426982","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-02DOI: 10.1080/08959285.2021.1929234
Kristyn A. Scott, David Zweig
ABSTRACT Despite renewed interest in organizational cynicism, we still know little about how it affects relationships with others in the organization. Using a shared reality framework, we apply the common-fate model to explore how supervisor and subordinate’s organizational cynicism operates in tandem to influence the quality of leader-member exchange (LMX) at the dyad level and affects job performance ratings. Across 199 supervisor-subordinate dyads, we find that dyad-level organizational cynicism has negative effects on dyad-level LMX, impacting supervisory perceptions of subordinate performance. Expanding our understanding of organizational cynicism beyond the individual and incorporating methodology from the interpersonal relationships literature into the study of LMX, our results suggest that to understand the impact of cynicism in the workplace, we need to move beyond the study of subordinates alone.
{"title":"We’re in This Together: A Dyadic Approach to Organizational Cynicism, Leader-Member Exchange, and Performance","authors":"Kristyn A. Scott, David Zweig","doi":"10.1080/08959285.2021.1929234","DOIUrl":"https://doi.org/10.1080/08959285.2021.1929234","url":null,"abstract":"ABSTRACT Despite renewed interest in organizational cynicism, we still know little about how it affects relationships with others in the organization. Using a shared reality framework, we apply the common-fate model to explore how supervisor and subordinate’s organizational cynicism operates in tandem to influence the quality of leader-member exchange (LMX) at the dyad level and affects job performance ratings. Across 199 supervisor-subordinate dyads, we find that dyad-level organizational cynicism has negative effects on dyad-level LMX, impacting supervisory perceptions of subordinate performance. Expanding our understanding of organizational cynicism beyond the individual and incorporating methodology from the interpersonal relationships literature into the study of LMX, our results suggest that to understand the impact of cynicism in the workplace, we need to move beyond the study of subordinates alone.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"257 - 270"},"PeriodicalIF":2.2,"publicationDate":"2021-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1929234","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45143393","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-05-27DOI: 10.1080/08959285.2021.1920021
Sadia Nadeem, Hamnah Rahat
ABSTRACT This study examines the impact of ability-motivation-opportunity (AMO) enhancing bundles and their interactions on employee outcomes and perceived organizational performance (POP) using signaling theory. It also examines employee outcomes as mediators, and trust and work autonomy as moderators in these relationships. Based on data from HR managers and 3,460 employees from 222 organizations, the study presents a 2-1-2 multilevel moderated-mediation model. Results indicate that the motivation-enhancing bundle had a positive impact on POP, and this bundle and its interaction with the ability-enhancing bundle had a negative impact on job satisfaction. The opportunity-enhancing bundle and its interaction with the other two bundles had a positive impact on job satisfaction. Work autonomy and trust acted as moderators in relationships between the bundles, their interactions, and the outcomes.
{"title":"Examining the synergetic impact of ability-motivation-opportunity-enhancing high performance work practices","authors":"Sadia Nadeem, Hamnah Rahat","doi":"10.1080/08959285.2021.1920021","DOIUrl":"https://doi.org/10.1080/08959285.2021.1920021","url":null,"abstract":"ABSTRACT This study examines the impact of ability-motivation-opportunity (AMO) enhancing bundles and their interactions on employee outcomes and perceived organizational performance (POP) using signaling theory. It also examines employee outcomes as mediators, and trust and work autonomy as moderators in these relationships. Based on data from HR managers and 3,460 employees from 222 organizations, the study presents a 2-1-2 multilevel moderated-mediation model. Results indicate that the motivation-enhancing bundle had a positive impact on POP, and this bundle and its interaction with the ability-enhancing bundle had a negative impact on job satisfaction. The opportunity-enhancing bundle and its interaction with the other two bundles had a positive impact on job satisfaction. Work autonomy and trust acted as moderators in relationships between the bundles, their interactions, and the outcomes.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"168 - 188"},"PeriodicalIF":2.2,"publicationDate":"2021-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1920021","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48787911","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-05-27DOI: 10.1080/08959285.2021.1922909
Elisa M. Torres, David M. Wallace, S. Zaccaro, Samantha Dubrow
ABSTRACT Current theories of goal-directed action in networks of closely collaborating teams, have yet to provide a framework that can assist in identifying specific points of multiteam system (MTS) action that led to performance breakdowns. Expanding upon previous frameworks, we develop an MTS action taxonomy detailing 29 within-team alignment and between-team behaviors that occur during the action phase of MTS performance. The taxonomy is built upon our model of MTS action subphases which delineates MTS action into three interrelated, multilevel phases: acting, monitoring, and recalibrating. We evaluate the content validity of the taxonomy using subject matter expert interviews and case studies within a US Navy context. We discuss implications regarding the applicability of the MTS action subphase framework and associated taxonomy for diagnostic and training purposes.
{"title":"Deconstructing Multiteam System Action: Development and Content Validation of a Multilevel Multiteam System Action Taxonomy","authors":"Elisa M. Torres, David M. Wallace, S. Zaccaro, Samantha Dubrow","doi":"10.1080/08959285.2021.1922909","DOIUrl":"https://doi.org/10.1080/08959285.2021.1922909","url":null,"abstract":"ABSTRACT Current theories of goal-directed action in networks of closely collaborating teams, have yet to provide a framework that can assist in identifying specific points of multiteam system (MTS) action that led to performance breakdowns. Expanding upon previous frameworks, we develop an MTS action taxonomy detailing 29 within-team alignment and between-team behaviors that occur during the action phase of MTS performance. The taxonomy is built upon our model of MTS action subphases which delineates MTS action into three interrelated, multilevel phases: acting, monitoring, and recalibrating. We evaluate the content validity of the taxonomy using subject matter expert interviews and case studies within a US Navy context. We discuss implications regarding the applicability of the MTS action subphase framework and associated taxonomy for diagnostic and training purposes.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"189 - 216"},"PeriodicalIF":2.2,"publicationDate":"2021-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1922909","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41707374","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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