Richard P. DeShon

Climate perceptions matter: A meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcomes.

Although workplace climate has been extensively studied, the research has not led to firm conclusions as to its relationship with individual level work outcomes. The authors used C. Ostroffs (1993) taxonomy to organize dimensions labeled as workplace climate and then used meta-analytic techniques to test a path analytic model. The model posited that climate affects individual level outcomes through its impact on underlying cognitive and affective states. An extensive literature search yielded 51 empirical studies with 70 samples. The results suggest that the 3 higher order facets of climate (affective, cognitive, and instrumental) affected individual level outcomes of job performance, psychological well-being, and withdrawal through their impact on organizational commitment and job satisfaction.

A motivated action theory account of goal orientation.

Rapid organizational change is increasing the pressure on employees to continually update their skills and adapt their behavior to new organizational realities. Goal orientation is a promising motivational construct that may explain why some individuals adapt to change better. Unfortunately, the current goal orientation literature is in a state of conceptual and methodological disarray. This presentation reviews the goal orientation literature and identifies numerous conceptual ambiguities, including definitional inconsistencies, dimensional inconsistencies, and inconsistencies in the conceptualization of stability. These conceptual ambiguities result in a confusing array of goal orientation measures and manipulations and ultimately an incoherent empirical database. A dynamic self-regulation model of goal orientation, termed motivated action theory, is presented to integrate the various conceptual perspectives and to provide guidelines for future goal orientation research.

A multiple-goal, multilevel model of feedback effects on the regulation of individual and team performance

When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals resulting in individual and team performance. On the basis of this model, predictions concerning the impact of individual and team performance feedback are examined empirically to evaluate the model and to understand the influence of feedback on regulatory processes and resource allocation. Two hundred thirty-seven participants were randomly formed into 79 teams of 3 that performed a simulated radar task that required teamwork. Results support the model and the predicted role of feedback in affecting the allocation of resources when individuals strive to accomplish both individual and team goals.

Reactions to cognitive ability tests : The relationships between race, test performance, face validity perceptions, and test-taking motivation

The relationships among race, face validity perceptions, test-taking motivation, and test performance on a cognitive ability test were examined. Undergraduates completed 2 parallel cognitive ability tests and a test reactions measure. Results showed that test-taking motivation was related positively to subsequent performance on a parallel test even after the effects of race and performance on the first test were controlled. The effect of race on subsequent test performance was found to be mediated partially by motivation that provided evidence that some portion of the Black-White difference in test performance may be explained through differences in test-taking motivation. Results also indicated that Black-White differences in face validity perceptions of the test may be a function of Black-White differences in test performance. Face validity perceptions of the test affected subsequent performance on the parallel test but only indirectly through test-taking motivation.

Understanding pretest and posttest reactions to cognitive ability and personality tests.

To understand the nature of test reactions and their relationship to test performance, the relationships among belief in tests, pretest reactions, test performance, and posttest reactions were modeled for cognitive ability and personality tests. Results from structural equation models that were fitted to responses from 197 undergraduate examinees supported the hypothesized relationships. On the cognitive ability test, pretest reactions affected test performance and mediated the relationship between belief in tests and test performance. Test performance affected posttest reactions even after taking into account the effect of pretest reactions. On the personality test, belief in tests affected pretest and posttest reactions, but the three variables were unrelated to test performance (Conscientiousness scores). Conceptual, methodological, and practical implications of the findings are discussed in the context of research on test reactions and test performance.

What to Do? The Effects of Discrepancies, Incentives, and Time on Dynamic Goal Prioritization

This study examined factors that influence the dynamic pursuit of multiple goals over time. As hypothesized, goal-performance discrepancies were significantly related to subsequent time allocation. Greater distance from a given goal resulted in greater time subsequently allocated to that goal. In addition, the incentives offered for goal attainment determined the relative influence of discrepancies for each goal. When the incentives for each goal were equivalent, progress toward each goal exhibited equal influence, with greater time allocated to whichever goal was furthest from completion at the time. However, with an incentive available for only 1 of the 2 goals, time allocation was largely determined by progress toward the rewarded goal. Likewise, when incentives for each task differed in their approach-avoidance framing, progress toward the avoidance-framed goal was a stronger predictor of subsequent allocation than was progress toward the approach-framed goal. Finally, the influence of goal-performance discrepancies differed as a function of the time remaining for goal pursuit. The implications for future work on dynamic goal prioritization and the provision of performance incentives are discussed.

The Moderating Effects of Performance Ambiguity on the Relationship Between Self-Efficacy and Performance

Recent research (e.g., Vancouver & Kendall, 2006; Vancouver, Thompson, Tischner, & Putka, 2002; Vancouver, Thompson, & Williams, 2001) has challenged the conventional view of self-efficacy as a positive influence on performance, finding a negative within-person relationship between self-efficacy and performance. In the current study, performance ambiguity is examined as a potential boundary condition for this negative self-efficacy effect. As hypothesized, self-efficacy was negatively related to subsequent performance under conditions of high ambiguity but was positively related to performance when performance ambiguity was low. Additionally, the study evaluates key mediating processes underlying the relationship between self-efficacy and performance, finding support for the role of performance perceptions and effort allocation. The results of this study help to establish the scope of the phenomenon and suggest potential means of inhibiting the negative self-efficacy effects.

Verbal overshadowing effects on Raven's advanced progressive matrices: Evidence for multidimensional performance determinants

Abstract Ravens Advanced Progressive Matrices test is one of the most frequently used measures of individual differences in cognitive processing. However, much disagreement exists over the cognitive components responsible for performance and the test is often used to represent a diverse set of constructs including g, inductive ability, spatial ability, pattern perception, and nonverbal intelligence. This research used the verbal overshadowing paradigm to experimentally determine whether performance across all items on the Advanced Progressive Matrices is dependent on the same cognitive processes. The results clearly indicated that a subset of items were dependent on visuospatial processes, whereas another subset of items required verbal-analytic processes.

Effect of Error Variance Heterogeneity on the Power of Tests for Regression Slope Differences

In moderated regression analysis with both a continuous predictor and nominal-level (group membership) variables, there are conditions in which the hypothesis of equal slopes of the regression of Y onto X across groups is equivalent to the hypothesis of equality of X-Y correlations across groups. This research uses those conditions to investigate the impact of heterogeneity of error variance on the power accuracy of the F test for equality of regression slopes. The results show that even when sample sizes are equal, the test is not robust and, under unequal sample sizes, the pattern of excessively high or excessively low reflection rates can be severe

A Tale of Two Tasks: Reversing the Self-Regulatory Resource Depletion Effect

This research examined the self-regulatory depletion model (e.g., M. Muraven & R. F. Baumeister, 2000). Although numerous studies support this models prediction of decrements in self-regulation across tasks, the majority of this research has relied on a single paradigm in which two tasks are performed in succession. Other work related to learned industriousness (R. Eisenberger, 1992) and adaptation-level theory (H. Helson, 1964) indicates that self-regulatory behavior may remain stable or even improve as a result of prior self-regulatory activities in situations involving additional tasks. Three studies examined these differing perspectives with 2- and 3-task designs. Results indicated that, relative to low initial self-regulatory exertion, high exertion can lead to poorer or better subsequent self-regulation. These findings are consistent with an adaptation view of self-regulation, suggesting that the depletion effect may be only part of the picture of self-regulatory behavior over time.