Charles K Parsons
Biographic Data
| ID | 5788998 |
|---|---|
| NAME | Charles K Parsons |
| GIVEN NAMES | Charles K |
| FAMILY NAME | Parsons |
| SIGNATURE | PARSONS C K |
| AFFILIATIONS | Georgia Institute of Technology |
| VERIFIED | No |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 8 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2001 |
| H-INDEX | 2 |
Socialization Tactics and Person‐organization Fit
We examined how firms' socialization tactics help establish person‐organization fit between newcomers and organizations. We used a 3‐wave longitudinal design that followed individuals over 2 years: we distributed the first survey before their job search began and the last survey 18 months after their college graduation. Results indicated that newcomers' subjective fit perceptions, as well as changes in their values, were associated with two types…
The development of self-efficacy during aviation training
Given that self-efficacy has been shown to be positively related to training outcomes, a better understanding of factors that affect self-efficacy in complex training contexts is needed. This study examined the development of self-efficacy in a flight-training programme. Results indicate that training performance and self-esteem predicted self-efficacy for post-training flight performance. Furthermore, prior flight experience moderated the relati…
Transfer decision making
This research explored if variables identified by past research as being important in transfer/ relocation decisions represented the underlying dimensions suggested by Brett and Reilly (1988) and Landau, Shamir and Arthur (1992). Results support and add to these results. Once these dimensions were substantiated, further analyses indicated that different categories of variables become important depending on the condition of transfer. © 1998 John W…
Individual Dirences in the Generation and Processing of Performance Feedback
This article describes the development of three domain-specific measures of individual differences in feedback propensities. In a series of studies, the authors identify the primary dimensions, psychometric characteristics, and construct validation evidence for internal ability, internal propensity, and external propensity for feedback. Confirmatory factor analysis supports the three dimensional representation. Correlations between the new scales…
Feedback and Feedback Inconsistency as Sources of Strain and Self-Evaluation
Six hundred and forty police officers participated in a survey of job performance feedback. Results were interpreted in terms of a hierarchical view of feedback, in which task feedback is relied upon most heavily for evaluating one's own performance, but feedback from the organization is used to adjust the way information from the task is used. Consistent with these expectations, self-evaluations were most closely associated with task feedback. S…
Employee Responses to Technologically-Driven Change
The purpose of this research is to study employee responses to a new office automation system over an extended period of time. Following the conceptual framework proposed by O'Connor, Parsons, Liden, and Herold (1990), constructs of interest were categorized as individual differences, implementation outcomes. The research occurred in a life insurance trade association over an 18-month period. Three waves of questionnaires focused on different par…
Psychosomatic Complaints Scale of Stress
A self-report measure of stress was developed and tested following Nunnally's (1967) three stages of construct development. The domain of indices, both physiological (somatic) and self (psychological) descriptors, was sampled and initially screened by experts. The items were then administered to a large sample of individuals employed by a large, city police department. Two sub-samples were formed representing different job classes; 781 police off…
A simplex process model for describing differences between cross-lagged correlations
A simplex process model for describing differences between cross-lagged correlations
Employee Responses to Technologically-Driven Change
The purpose of this research is to study employee responses to a new office automation system over an extended period of time. Following the conceptual framework proposed by O'Connor, Parsons, Liden, and Herold (1990), constructs of interest were categorized as individual differences, implementation outcomes. The research occurred in a life insurance trade association over an 18-month period. Three waves of questionnaires focused on different par…
Feedback and Feedback Inconsistency as Sources of Strain and Self-Evaluation
Six hundred and forty police officers participated in a survey of job performance feedback. Results were interpreted in terms of a hierarchical view of feedback, in which task feedback is relied upon most heavily for evaluating one's own performance, but feedback from the organization is used to adjust the way information from the task is used. Consistent with these expectations, self-evaluations were most closely associated with task feedback. S…
A simplex process model for describing differences between cross-lagged correlations
A simplex process model for describing differences between cross-lagged correlations
Psychosomatic Complaints Scale of Stress
A self-report measure of stress was developed and tested following Nunnally's (1967) three stages of construct development. The domain of indices, both physiological (somatic) and self (psychological) descriptors, was sampled and initially screened by experts. The items were then administered to a large sample of individuals employed by a large, city police department. Two sub-samples were formed representing different job classes; 781 police off…
Employee Responses to Technologically-Driven Change
The purpose of this research is to study employee responses to a new office automation system over an extended period of time. Following the conceptual framework proposed by O'Connor, Parsons, Liden, and Herold (1990), constructs of interest were categorized as individual differences, implementation outcomes. The research occurred in a life insurance trade association over an 18-month period. Three waves of questionnaires focused on different par…
Feedback and Feedback Inconsistency as Sources of Strain and Self-Evaluation
Six hundred and forty police officers participated in a survey of job performance feedback. Results were interpreted in terms of a hierarchical view of feedback, in which task feedback is relied upon most heavily for evaluating one's own performance, but feedback from the organization is used to adjust the way information from the task is used. Consistent with these expectations, self-evaluations were most closely associated with task feedback. S…
Individual Dirences in the Generation and Processing of Performance Feedback
This article describes the development of three domain-specific measures of individual differences in feedback propensities. In a series of studies, the authors identify the primary dimensions, psychometric characteristics, and construct validation evidence for internal ability, internal propensity, and external propensity for feedback. Confirmatory factor analysis supports the three dimensional representation. Correlations between the new scales…
Transfer decision making
This research explored if variables identified by past research as being important in transfer/ relocation decisions represented the underlying dimensions suggested by Brett and Reilly (1988) and Landau, Shamir and Arthur (1992). Results support and add to these results. Once these dimensions were substantiated, further analyses indicated that different categories of variables become important depending on the condition of transfer. © 1998 John W…
The development of self-efficacy during aviation training
Given that self-efficacy has been shown to be positively related to training outcomes, a better understanding of factors that affect self-efficacy in complex training contexts is needed. This study examined the development of self-efficacy in a flight-training programme. Results indicate that training performance and self-esteem predicted self-efficacy for post-training flight performance. Furthermore, prior flight experience moderated the relati…
Socialization Tactics and Person‐organization Fit
We examined how firms' socialization tactics help establish person‐organization fit between newcomers and organizations. We used a 3‐wave longitudinal design that followed individuals over 2 years: we distributed the first survey before their job search began and the last survey 18 months after their college graduation. Results indicated that newcomers' subjective fit perceptions, as well as changes in their values, were associated with two types…
Psychology (9 works) · Computer Science (7 works) · Mathematics (5 works) · Econometrics (4 works) · Social Psychology (4 works) · Job Satisfaction and Organizational Behavior (3 works) · Social Psychology (3 works) · Statistics (3 works) · Cognitive psychology (2 works) · Confirmatory factor analysis (2 works)