...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of Applied Psychology >Where You Came From and Where You Are Going: The Role of Performance Trajectory in Promotion Decisions
【24h】

Where You Came From and Where You Are Going: The Role of Performance Trajectory in Promotion Decisions

机译：您来自哪里以及您要去的地方：性能轨迹在促销决策中的作用

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Despite the clear theoretical link between promotions and job performance, the few studies that have tested this relationship have instead found that the role of job performance level in determining promotions is much less than might be expected. In 4 studies, we propose and test a different way of thinking about the performance-promotion relationship. Prospect theory, spiraling theory, and sponsored and contest mobility were used to support the notion that change in performance is at least as important to the prediction of promotion decisions as is absolute level of performance. In Study 1, performance and promotion data were collected for 563 white-collar employees at each of 4 time points spread over 6 years. As hypothesized, change in job performance significantly predicted change in workers' hierarchical level (i.e., promotion) beyond previous performance level. In Study 2, we found that upward trends are associated with ratings of future performance expectation and promotability through their effects on attributions of conscientiousness, proactive personality, and job dedication. In Study 3, we replicated the findings of Study 2 and found no evidence of a performance trend by performance level interaction. In Study 4, we showed that those with upward trends are preferred even to those with performance that is consistent and strong. Taken together, our results suggest that the reason for the modest performancepromotion relationships found in previous research may be that performance trends are seen by decision makers as containing at least as much promotion-relevant information as do performance averages or recent performance levels.
机译：尽管升职与工作绩效之间存在明确的理论联系，但测试这种关系的少数研究却发现，工作绩效水平在决定升职方面的作用远低于预期。在4项研究中，我们提出并测试了关于绩效提升关系的不同思考方式。前景理论、螺旋理论、赞助和竞赛流动性被用来支持这样的观点，即绩效变化对晋升决策的预测至少与绝对绩效水平同等重要。在研究1中，我们收集了563名白领员工在6年内4个时间点的绩效和晋升数据。正如所假设的那样，工作绩效的变化显著地预测了员工等级水平（即晋升）的变化，超过了之前的绩效水平。在研究2中，我们发现上升趋势通过其对责任心、主动性人格和工作奉献的影响，与未来绩效预期和可提升性的评级相关。在研究3中，我们复制了研究2的结果，没有发现绩效水平互动的绩效趋势证据。在研究4中，我们发现那些有上升趋势的人甚至比那些表现稳定且强劲的人更受欢迎。综上所述，我们的研究结果表明，在之前的研究中发现的适度绩效促进关系的原因可能是，决策者认为绩效趋势包含的与晋升相关的信息至少与绩效平均值或近期绩效水平一样多。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号