Pub Date : 2019-03-15DOI: 10.1080/08959285.2019.1587765
Chun-Hsiao Wang, V. Baba, R. Hackett, Ying Hong
ABSTRACT Relative to previous research concerning the positive association between high-performance work systems (HPWS) and employees’ voice and helping, we examined a wider range of mediators reflecting employees’ ability, motivation, and opportunity to expand their citizenship-based role definitions. Trust in the supervisor was also investigated as a boundary condition on the relationships in question. Multisource data, collected in 4 waves, from 208 supervisor–employee dyads showed that employees’ efficacy, instrumentality, and autonomy perceptions concerning voice mediated the association between employee-experienced HPWS and expanded role definition for voice. Instrumentality mediated the relationship between employee-experienced HPWS and expanded role definition for helping. The positive links between employee-experienced HPWS and both supervisor-rated helping and voice were mediated by employees’ role definitions. Trust in the supervisor positively moderated the mediated effects.
{"title":"Employee-experienced High-performance Work Systems in Facilitating Employee Helping and Voice: The Role of Employees’ Proximal Perceptions and Trust in the Supervisor","authors":"Chun-Hsiao Wang, V. Baba, R. Hackett, Ying Hong","doi":"10.1080/08959285.2019.1587765","DOIUrl":"https://doi.org/10.1080/08959285.2019.1587765","url":null,"abstract":"ABSTRACT Relative to previous research concerning the positive association between high-performance work systems (HPWS) and employees’ voice and helping, we examined a wider range of mediators reflecting employees’ ability, motivation, and opportunity to expand their citizenship-based role definitions. Trust in the supervisor was also investigated as a boundary condition on the relationships in question. Multisource data, collected in 4 waves, from 208 supervisor–employee dyads showed that employees’ efficacy, instrumentality, and autonomy perceptions concerning voice mediated the association between employee-experienced HPWS and expanded role definition for voice. Instrumentality mediated the relationship between employee-experienced HPWS and expanded role definition for helping. The positive links between employee-experienced HPWS and both supervisor-rated helping and voice were mediated by employees’ role definitions. Trust in the supervisor positively moderated the mediated effects.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"32 1","pages":"69 - 91"},"PeriodicalIF":2.2,"publicationDate":"2019-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1587765","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42467680","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 : 2019-03-07DOI: 10.1080/08959285.2019.1578964
S. Sheridan, C. Crossley, Ryan M Vogel, Marie S. Mitchell, R. Bennett
ABSTRACT We extend recent conceptual work on withdrawal states and develop a framework to examine behavioral tendencies of reluctant stayers (i.e., employees who desire to leave but cannot). Although principles of self-interest suggest that these employees ought to behave appropriately to maintain employment, reactance theory suggests that the combination of high turnover intentions and low job alternatives may result in lower performance and greater deviance. Contrary to conventional wisdom but consistent with reactance theory, low perceived job alternatives strengthened the positive relationship between turnover intentions and deviance, as well as the negative relation between intentions to quit and task performance. Moderated-mediation analyses revealed that the indirect effect of work frustration (via turnover intentions) was stronger on task performance and deviance when perceived job alternatives were low rather than high.
{"title":"Intending to Leave But No Place to Go: An Examination of the Behaviors of Reluctant Stayers","authors":"S. Sheridan, C. Crossley, Ryan M Vogel, Marie S. Mitchell, R. Bennett","doi":"10.1080/08959285.2019.1578964","DOIUrl":"https://doi.org/10.1080/08959285.2019.1578964","url":null,"abstract":"ABSTRACT We extend recent conceptual work on withdrawal states and develop a framework to examine behavioral tendencies of reluctant stayers (i.e., employees who desire to leave but cannot). Although principles of self-interest suggest that these employees ought to behave appropriately to maintain employment, reactance theory suggests that the combination of high turnover intentions and low job alternatives may result in lower performance and greater deviance. Contrary to conventional wisdom but consistent with reactance theory, low perceived job alternatives strengthened the positive relationship between turnover intentions and deviance, as well as the negative relation between intentions to quit and task performance. Moderated-mediation analyses revealed that the indirect effect of work frustration (via turnover intentions) was stronger on task performance and deviance when perceived job alternatives were low rather than high.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"32 1","pages":"53 - 68"},"PeriodicalIF":2.2,"publicationDate":"2019-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1578964","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46507397","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 : 2018-12-07DOI: 10.1080/08959285.2018.1550782
Mortaza Zare, Carol Flinchbaugh
ABSTRACT Due to the benefits of voice and creativity on organizations’ effectiveness, scholars have tried to understand the reasons why employees engage in voice and creativity and determine the antecedents of these behaviors, including the role of personality. Previous literature, however, has shown inconsistent results about the effect of personality on voice and creativity. Addressing these inconsistencies, the authors use a meta-analytic approach to examine these relationships and to test potential boundary conditions that might exist in these relationships. This study also seeks to provide empirical support for the previous theoretical claims of similarity between voice and creativity. Clarifying these points, the results of this meta-analysis showed that Openness to Experience, Extraversion, and Conscientiousness are good predictors of creativity and voice. The findings also reveal similar directions and magnitudes of effects sizes in most of the relationships between the Big Five, voice, and creativity, which appears to support the similarities between voice and creativity. The moderation results provide further information about the role of gender differences, the sample type (student/employee sample), and the source of rating (self/other reporting) in these relationships.
{"title":"Voice, creativity, and big five personality traits: A meta-analysis","authors":"Mortaza Zare, Carol Flinchbaugh","doi":"10.1080/08959285.2018.1550782","DOIUrl":"https://doi.org/10.1080/08959285.2018.1550782","url":null,"abstract":"ABSTRACT Due to the benefits of voice and creativity on organizations’ effectiveness, scholars have tried to understand the reasons why employees engage in voice and creativity and determine the antecedents of these behaviors, including the role of personality. Previous literature, however, has shown inconsistent results about the effect of personality on voice and creativity. Addressing these inconsistencies, the authors use a meta-analytic approach to examine these relationships and to test potential boundary conditions that might exist in these relationships. This study also seeks to provide empirical support for the previous theoretical claims of similarity between voice and creativity. Clarifying these points, the results of this meta-analysis showed that Openness to Experience, Extraversion, and Conscientiousness are good predictors of creativity and voice. The findings also reveal similar directions and magnitudes of effects sizes in most of the relationships between the Big Five, voice, and creativity, which appears to support the similarities between voice and creativity. The moderation results provide further information about the role of gender differences, the sample type (student/employee sample), and the source of rating (self/other reporting) in these relationships.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"32 1","pages":"30 - 51"},"PeriodicalIF":2.2,"publicationDate":"2018-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1550782","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43804924","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 : 2018-11-14DOI: 10.1080/08959285.2018.1539856
J. Oostrom, Reinout E. de Vries, M. de Wit
ABSTRACT The purpose of this study was to develop and validate a construct-based situational judgment test of the HEXACO personality dimensions. In four studies, among applicants, employees, and Amazon Mechanical Turk participants (Ns = 72–305), we showed that it is possible to assess the six personality dimensions with a situational judgment test and that the criterion-related validity of the situational judgment test is comparable to the criterion-related validity of traditional self-reports but lower than the criterion-related validity of other-reports of personality. Test–retest coefficients (with a time interval of 2 weeks) varied between .55 and .74. Considering personality is the most commonly assessed construct in employee selection contexts (Ryan et al., 2015), this situational judgment test may provide human resources professionals with an alternative assessment tool.
摘要本研究的目的是开发和验证基于结构的HEXACO人格维度情景判断测试。在四项研究中，在申请人、员工和亚马逊土耳其机械公司参与者中（Ns=72-305），我们发现，用情景判断测试来评估六个人格维度是可能的，情景判断测试的标准相关有效性与传统自我报告的标准相关的有效性相当，但低于其他人格报告的标准相关性。测试-重新测试系数（时间间隔为2周）在.55和.74之间变化。考虑到人格是员工选择环境中最常见的评估结构（Ryan et al.，2015），这种情境判断测试可以为人力资源专业人员提供一种替代的评估工具。
{"title":"Development and validation of a HEXACO situational judgment test","authors":"J. Oostrom, Reinout E. de Vries, M. de Wit","doi":"10.1080/08959285.2018.1539856","DOIUrl":"https://doi.org/10.1080/08959285.2018.1539856","url":null,"abstract":"ABSTRACT The purpose of this study was to develop and validate a construct-based situational judgment test of the HEXACO personality dimensions. In four studies, among applicants, employees, and Amazon Mechanical Turk participants (Ns = 72–305), we showed that it is possible to assess the six personality dimensions with a situational judgment test and that the criterion-related validity of the situational judgment test is comparable to the criterion-related validity of traditional self-reports but lower than the criterion-related validity of other-reports of personality. Test–retest coefficients (with a time interval of 2 weeks) varied between .55 and .74. Considering personality is the most commonly assessed construct in employee selection contexts (Ryan et al., 2015), this situational judgment test may provide human resources professionals with an alternative assessment tool.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"32 1","pages":"1 - 29"},"PeriodicalIF":2.2,"publicationDate":"2018-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1539856","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42853308","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 : 2018-10-20DOI: 10.1080/08959285.2018.1531866
T. Bipp, A. Kleingeld
ABSTRACT Building on theories of conscious goals and feedback, we investigated the moderating effect of negative feedback on the relation between subconscious goals and performance. In two lab experiments, we manipulated subconscious performance goals and negative feedback about personal performance as well as social comparison information. In Study 1 (n = 80), subconscious goals positively influenced performance in an attention and concentration task when participants had received no feedback and negatively when participants had been confronted with negative performance feedback. In Study 2 (n = 90), additional comparison feedback indicating a higher performance of others led to higher performance of participants with versus without subconscious performance goals. The moderating effect of feedback was visible in self-efficacy, and we found partial support for its mediating role.
{"title":"Subconscious performance goals: Investigating the moderating effect of negative goal-discrepancy feedback","authors":"T. Bipp, A. Kleingeld","doi":"10.1080/08959285.2018.1531866","DOIUrl":"https://doi.org/10.1080/08959285.2018.1531866","url":null,"abstract":"ABSTRACT Building on theories of conscious goals and feedback, we investigated the moderating effect of negative feedback on the relation between subconscious goals and performance. In two lab experiments, we manipulated subconscious performance goals and negative feedback about personal performance as well as social comparison information. In Study 1 (n = 80), subconscious goals positively influenced performance in an attention and concentration task when participants had received no feedback and negatively when participants had been confronted with negative performance feedback. In Study 2 (n = 90), additional comparison feedback indicating a higher performance of others led to higher performance of participants with versus without subconscious performance goals. The moderating effect of feedback was visible in self-efficacy, and we found partial support for its mediating role.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"255 - 281"},"PeriodicalIF":2.2,"publicationDate":"2018-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1531866","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44901692","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 : 2018-10-20DOI: 10.1080/08959285.2018.1531867
Shu-Ling Chen, Chih-Ting Shih, Nai‐Wen Chi
ABSTRACT Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.
{"title":"A multilevel job demands–resources model of work engagement: Antecedents, consequences, and boundary conditions","authors":"Shu-Ling Chen, Chih-Ting Shih, Nai‐Wen Chi","doi":"10.1080/08959285.2018.1531867","DOIUrl":"https://doi.org/10.1080/08959285.2018.1531867","url":null,"abstract":"ABSTRACT Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"282 - 304"},"PeriodicalIF":2.2,"publicationDate":"2018-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1531867","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46406194","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 : 2018-08-08DOI: 10.1080/08959285.2018.1509343
Leah R. Halper, J. Vancouver, Kyle A. Bayes
ABSTRACT Researchers in the area of training and motivation have concluded that training causes improvements in performance partially via training’s influence on self-efficacy. A set of studies employing a moderation-of-process design contradicts this conclusion. Specifically, when two groups of trainees did not know their performance was increasing during training, their self-efficacy did not increase. Two other groups were able to observe improving performance, which enhanced self-efficacy. However, both groups in both studies exhibited equal improvement in performance. This effect was shown in two contexts: training on a physical task and training on a cognitive task. These results demonstrate that self-efficacy might not always play a causal role in determining training’s influence. The studies highlight the value of a rarely used moderation-of-process method for assessing mediation.
{"title":"Self-efficacy does not appear to mediate training’s effect on performance based on the moderation-of-process design","authors":"Leah R. Halper, J. Vancouver, Kyle A. Bayes","doi":"10.1080/08959285.2018.1509343","DOIUrl":"https://doi.org/10.1080/08959285.2018.1509343","url":null,"abstract":"ABSTRACT Researchers in the area of training and motivation have concluded that training causes improvements in performance partially via training’s influence on self-efficacy. A set of studies employing a moderation-of-process design contradicts this conclusion. Specifically, when two groups of trainees did not know their performance was increasing during training, their self-efficacy did not increase. Two other groups were able to observe improving performance, which enhanced self-efficacy. However, both groups in both studies exhibited equal improvement in performance. This effect was shown in two contexts: training on a physical task and training on a cognitive task. These results demonstrate that self-efficacy might not always play a causal role in determining training’s influence. The studies highlight the value of a rarely used moderation-of-process method for assessing mediation.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"216 - 237"},"PeriodicalIF":2.2,"publicationDate":"2018-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1509343","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46572825","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 : 2018-08-08DOI: 10.1080/08959285.2018.1509342
S. Sung, Jing Du, Jin Nam Choi
ABSTRACT The present study examines the contextual effects of team climate for creativity on creative behavior and job performance of employees. Drawing on the team-knowledge management perspective, we identify team-learning orientation and collective problem solving as main intermediate cognitive processes. The results, based on 856 employees across 102 work units of a high-tech company, demonstrate that these 2 team-level cognitive processes mediate the cross-level effects of team climate for creativity on creative behavior and job performance. This study reveals the cognitive ramifications of team climate for creativity as a favorable social context for employee creativity. By highlighting the cognitive process activated by team climate for creativity, this work complements existing studies focusing mostly on the affective and motivational mechanisms that underlie the team context–creativity relationship.
{"title":"Cognitive pathways of team climate for creativity: Implications for member creativity and job performance","authors":"S. Sung, Jing Du, Jin Nam Choi","doi":"10.1080/08959285.2018.1509342","DOIUrl":"https://doi.org/10.1080/08959285.2018.1509342","url":null,"abstract":"ABSTRACT The present study examines the contextual effects of team climate for creativity on creative behavior and job performance of employees. Drawing on the team-knowledge management perspective, we identify team-learning orientation and collective problem solving as main intermediate cognitive processes. The results, based on 856 employees across 102 work units of a high-tech company, demonstrate that these 2 team-level cognitive processes mediate the cross-level effects of team climate for creativity on creative behavior and job performance. This study reveals the cognitive ramifications of team climate for creativity as a favorable social context for employee creativity. By highlighting the cognitive process activated by team climate for creativity, this work complements existing studies focusing mostly on the affective and motivational mechanisms that underlie the team context–creativity relationship.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"197 - 215"},"PeriodicalIF":2.2,"publicationDate":"2018-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1509342","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47356586","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 : 2018-08-08DOI: 10.1080/08959285.2018.1523909
S. J. Motowidlo, F. Lievens, Kamalika Ghosh
ABSTRACT This study tests the hypothesis that situational judgment tests (SJTs) with interpersonal content reflect implicit beliefs about the utility of prosocial action for job effectiveness and that agreeable people are more likely to believe that prosocial action is effective. Two hundred ninety-four undergraduates completed four different SJTs with interpersonal content and a measure of Agreeableness. Results show that the effectiveness of response options in these SJTs is positively correlated with the level of prosociality they express and that because of their prosocial elements, scores on different SJTs are correlated with one another and with Agreeableness. These results shed light on the construct-related validity of SJTs with interpersonal content and point to the possibility that they can assess prosociality in job settings different from those described in their items.
{"title":"Prosocial implicit trait policies underlie performance on different situational judgment tests with interpersonal content","authors":"S. J. Motowidlo, F. Lievens, Kamalika Ghosh","doi":"10.1080/08959285.2018.1523909","DOIUrl":"https://doi.org/10.1080/08959285.2018.1523909","url":null,"abstract":"ABSTRACT This study tests the hypothesis that situational judgment tests (SJTs) with interpersonal content reflect implicit beliefs about the utility of prosocial action for job effectiveness and that agreeable people are more likely to believe that prosocial action is effective. Two hundred ninety-four undergraduates completed four different SJTs with interpersonal content and a measure of Agreeableness. Results show that the effectiveness of response options in these SJTs is positively correlated with the level of prosociality they express and that because of their prosocial elements, scores on different SJTs are correlated with one another and with Agreeableness. These results shed light on the construct-related validity of SJTs with interpersonal content and point to the possibility that they can assess prosociality in job settings different from those described in their items.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"238 - 254"},"PeriodicalIF":2.2,"publicationDate":"2018-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1523909","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48858650","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 : 2018-05-27DOI: 10.1080/08959285.2018.1499024
A. Espedido, Ben J. Searle
ABSTRACT We investigated whether the effect of goal difficulty on creativity may be clarified by examining how people appraise their working conditions. In an experiment, 157 undergraduate students completed a divergent thinking task for which goal difficulty was manipulated. Stress appraisals were assessed through self-reports, and creativity was evaluated by independent judges. Results indicated that difficult goals, although categorized as a challenge stressor, can also be appraised as a hindrance and/or a threat. Although there was a direct positive effect of difficult goals on creative performance, hindrance appraisals partially mediated a negative relationship between goal difficulty and creative performance. Results highlight that stress appraisals can help clarify inconsistent effects of stressors, with implications for managing creativity.
{"title":"Goal Difficulty and Creative Performance: The Mediating Role of Stress Appraisal","authors":"A. Espedido, Ben J. Searle","doi":"10.1080/08959285.2018.1499024","DOIUrl":"https://doi.org/10.1080/08959285.2018.1499024","url":null,"abstract":"ABSTRACT We investigated whether the effect of goal difficulty on creativity may be clarified by examining how people appraise their working conditions. In an experiment, 157 undergraduate students completed a divergent thinking task for which goal difficulty was manipulated. Stress appraisals were assessed through self-reports, and creativity was evaluated by independent judges. Results indicated that difficult goals, although categorized as a challenge stressor, can also be appraised as a hindrance and/or a threat. Although there was a direct positive effect of difficult goals on creative performance, hindrance appraisals partially mediated a negative relationship between goal difficulty and creative performance. Results highlight that stress appraisals can help clarify inconsistent effects of stressors, with implications for managing creativity.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"31 1","pages":"179 - 196"},"PeriodicalIF":2.2,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1499024","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48030871","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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