Philip Bobko
Biographic Data
| ID | 5971020 |
|---|---|
| NAME | Philip Bobko |
| GIVEN NAMES | Philip |
| FAMILY NAME | Bobko |
| SIGNATURE | BOBKO P |
| AFFILIATIONS | Rutgers, the State University of New Jersey |
| ORCID | 0000-0002-6742-0486 |
| VERIFIED | Yes |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 10 |
| WORKS AS AUTHOR | 14 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1980 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Enhancing the understanding of suspicion development across time
In two experimental studies in a virtual context, we explored the development of an individual’s state suspicion across time. Based on a multi-stage theory of state suspicion, we investigated several types of contextual cues that might influence suspicion (discrepancies from expectation; system characteristics of teammates; goal type). We also considered an individual difference moderator/filter on the effect of suspicion-inducing cues (i.e. part…
Linking precursors of interpersonal trust to human-automation trust
This study provides an initial experimental investigation of the extent to which well-known precursors of interpersonal trust (ability, benevolence, integrity, or ABI) will manifest when assessing trust between a human and a non-human referent (e.g. an automated aid). An additional motivation was the meta-analytic finding that the ABI model only explains about half of the variation in interpersonal trust. Based on a review of interpersonal and au…
The effects of changing power and influence tactics on trust in the supervisor
This paper presents a five-month longitudinal field study of the use of influence tactics and power on the development of employee trust within a small Midwestern US nonunion manufacturing company. Analysis of levels of trust in supervisors found that, as hypothesised, changes in trust levels were substantially related to increases in specific types of power use and influence attempts, most notably changes in referent power, expert power, and tas…
Cross‐cultural development of an abridged job insecurity measure
Using four samples from the United States and China, we developed two theoretically based abridged job insecurity (JI) scales to address researcher concerns with the length of the original 57‐item scale. These two scales contained all the components of the scale originally developed and validated by Ashford et al., 1989 . Our abridged scale has 37 items (18 items for job features, 16 items for total job, and 3 items for powerlessness). We further…
Estimating the standard deviation of professors' worth
This study examined the effects of two cognitively oriented dimensions, framing and anchoring, on estimates of the standard deviation of the overall worth (SDy) of full professors in organizational behaviour. The estimates were produced using the Schmidt et al . (1979) procedure in utility analysis. In order to manipulate the framing variable, half of the subjects were presented the estimation task positively, in terms of potentially acquiring a …
An empirical analysis of a goal setting questionnaire
This research presents an analysis of a goal setting questionnaire developed by Locke and Latham (1984). The Locke and Latham measure attempts to assess the core goal attributes of ‘specificity’ and ‘difficulty’, as well as other attributes of the goal setting process (such as perceptions about ‘performance feedback’, ‘supervisor support’, ‘conflict’ and ‘stress’). The psychometric properties of the measure were examined using respondents from em…
Content, Cause, and Consequences of Job Insecurity
This research assessed the causes and consequences of job insecurity using a new theory-based measure incorporating recent conceptual arguments. We also compared the measure's reliability and const...
Goal‐setting theory
Goal‐setting research and applications of goal setting to organizations are critically examined along a unidmensional/multidimensional continuum. Four relatively unexplored areas in the goal‐setting paradigm are considered in detail: (a) the distinction between quantity and quality goals and performance measures, (b) conflicts inherent in goal‐setting processes, (c) individual versus group levels of analysis, and (d) laboratory versus field resea…
Effect of self-efficacy, goals, and task strategies on task performance.
This study examined the effect of self-efficacy, goals, and task strategies on goal choice and task performance. Self-efficacy and task strategies were manipulated through training. Ability, past performance and self-efficacy were the major predictors of goal choice. Ability, self-efficacy, goals and task strategies were all related to task performance. Self-efficacy was more strongly related to past performance than to future performance but was…
On the fair use of bias
On the fair use of bias
Validity Shrinkage in Ridge Regression
Ridge regression has been suggested as a technique which can circumvent difficulties associated with ordinary least squares (OLS) regression. In particular, ridge regression was developed in order to reduce the mean square error of the parameter estimates. It is shown that ridge regression also offers an advantage over OLS estimation when a validity shrinkage criterion is considered. Systematic comparisons of cross-validated multiple correlations…
Note on standardized regression estimators
Note on standardized regression estimators
An empirical analysis of a goal setting questionnaire
This research presents an analysis of a goal setting questionnaire developed by Locke and Latham (1984). The Locke and Latham measure attempts to assess the core goal attributes of ‘specificity’ and ‘difficulty’, as well as other attributes of the goal setting process (such as perceptions about ‘performance feedback’, ‘supervisor support’, ‘conflict’ and ‘stress’). The psychometric properties of the measure were examined using respondents from em…
Cross‐cultural development of an abridged job insecurity measure
Using four samples from the United States and China, we developed two theoretically based abridged job insecurity (JI) scales to address researcher concerns with the length of the original 57‐item scale. These two scales contained all the components of the scale originally developed and validated by Ashford et al., 1989 . Our abridged scale has 37 items (18 items for job features, 16 items for total job, and 3 items for powerlessness). We further…
The effects of changing power and influence tactics on trust in the supervisor
This paper presents a five-month longitudinal field study of the use of influence tactics and power on the development of employee trust within a small Midwestern US nonunion manufacturing company. Analysis of levels of trust in supervisors found that, as hypothesised, changes in trust levels were substantially related to increases in specific types of power use and influence attempts, most notably changes in referent power, expert power, and tas…
Note on standardized regression estimators
Note on standardized regression estimators
Validity Shrinkage in Ridge Regression
Ridge regression has been suggested as a technique which can circumvent difficulties associated with ordinary least squares (OLS) regression. In particular, ridge regression was developed in order to reduce the mean square error of the parameter estimates. It is shown that ridge regression also offers an advantage over OLS estimation when a validity shrinkage criterion is considered. Systematic comparisons of cross-validated multiple correlations…
On the fair use of bias
On the fair use of bias
Effect of self-efficacy, goals, and task strategies on task performance.
This study examined the effect of self-efficacy, goals, and task strategies on goal choice and task performance. Self-efficacy and task strategies were manipulated through training. Ability, past performance and self-efficacy were the major predictors of goal choice. Ability, self-efficacy, goals and task strategies were all related to task performance. Self-efficacy was more strongly related to past performance than to future performance but was…
Goal‐setting theory
Goal‐setting research and applications of goal setting to organizations are critically examined along a unidmensional/multidimensional continuum. Four relatively unexplored areas in the goal‐setting paradigm are considered in detail: (a) the distinction between quantity and quality goals and performance measures, (b) conflicts inherent in goal‐setting processes, (c) individual versus group levels of analysis, and (d) laboratory versus field resea…
Content, Cause, and Consequences of Job Insecurity
This research assessed the causes and consequences of job insecurity using a new theory-based measure incorporating recent conceptual arguments. We also compared the measure's reliability and const...
Estimating the standard deviation of professors' worth
This study examined the effects of two cognitively oriented dimensions, framing and anchoring, on estimates of the standard deviation of the overall worth (SDy) of full professors in organizational behaviour. The estimates were produced using the Schmidt et al . (1979) procedure in utility analysis. In order to manipulate the framing variable, half of the subjects were presented the estimation task positively, in terms of potentially acquiring a …
An empirical analysis of a goal setting questionnaire
This research presents an analysis of a goal setting questionnaire developed by Locke and Latham (1984). The Locke and Latham measure attempts to assess the core goal attributes of ‘specificity’ and ‘difficulty’, as well as other attributes of the goal setting process (such as perceptions about ‘performance feedback’, ‘supervisor support’, ‘conflict’ and ‘stress’). The psychometric properties of the measure were examined using respondents from em…
Cross‐cultural development of an abridged job insecurity measure
Using four samples from the United States and China, we developed two theoretically based abridged job insecurity (JI) scales to address researcher concerns with the length of the original 57‐item scale. These two scales contained all the components of the scale originally developed and validated by Ashford et al., 1989 . Our abridged scale has 37 items (18 items for job features, 16 items for total job, and 3 items for powerlessness). We further…
The effects of changing power and influence tactics on trust in the supervisor
This paper presents a five-month longitudinal field study of the use of influence tactics and power on the development of employee trust within a small Midwestern US nonunion manufacturing company. Analysis of levels of trust in supervisors found that, as hypothesised, changes in trust levels were substantially related to increases in specific types of power use and influence attempts, most notably changes in referent power, expert power, and tas…
Linking precursors of interpersonal trust to human-automation trust
This study provides an initial experimental investigation of the extent to which well-known precursors of interpersonal trust (ability, benevolence, integrity, or ABI) will manifest when assessing trust between a human and a non-human referent (e.g. an automated aid). An additional motivation was the meta-analytic finding that the ABI model only explains about half of the variation in interpersonal trust. Based on a review of interpersonal and au…
Enhancing the understanding of suspicion development across time
In two experimental studies in a virtual context, we explored the development of an individual’s state suspicion across time. Based on a multi-stage theory of state suspicion, we investigated several types of contextual cues that might influence suspicion (discrepancies from expectation; system characteristics of teammates; goal type). We also considered an individual difference moderator/filter on the effect of suspicion-inducing cues (i.e. part…
Psychology (13 works) · Social Psychology (11 works) · Econometrics (6 works) · Computer Science (5 works) · Job Satisfaction and Organizational Behavior (5 works) · Mathematics (5 works) · Statistics (5 works) · Applied Psychology (4 works) · Social Psychology (4 works) · Advanced Statistical Methods and Models (3 works)