Rebecca A Bull Schaefer
Biographic Data
| ID | 6694851 |
|---|---|
| NAME | Rebecca A Bull Schaefer |
| GIVEN NAMES | Rebecca A Bull |
| FAMILY NAME | Schaefer |
| SIGNATURE | SCHAEFER R A B |
| AFFILIATIONS | Gonzaga University |
| ORCID | 0000-0002-0417-7044 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 3 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2012 |
| H-INDEX | 1 |
Work adjustment after combat deployment
A longitudinal, qualitative study was conducted with United States (US) Army reservists to explore the concerns and obstacles in the process of returning to the civilian workforce following a combat deployment. A person–environment fit perspective is used to explain the adjustment process and obstacles encountered by the returning reservists. Seven waves of interviews over a 12-month period were conducted. These interviews resulted in the develop…
A New Hope for Rank and Yank
Using simulations to study the effects of performance appraisal format on workforce performance potential, the authors explore modifications of force distributional rating systems that terminate poor performers each evaluation period. Findings suggest that systems with probationary periods before termination may realize some of the gains in workforce performance potential that traditional “rank and yank” systems pose, while also having the potent…
Indirect Crossover of Psychological Contract Underfulfillment
A total of 84 pairs of supervisors and subordinates participated in this dyadic study exploring how unique evaluations of psychological contracts can crossover from leaders to members. Results indicate that when leaders reported more psychological contract underfulfillment (PCUF), they communicated their strain to members in the form of cynicism, emotional displays, and exploring different job opportunities. Additionally, despite controlling for …
A New Hope for Rank and Yank
Using simulations to study the effects of performance appraisal format on workforce performance potential, the authors explore modifications of force distributional rating systems that terminate poor performers each evaluation period. Findings suggest that systems with probationary periods before termination may realize some of the gains in workforce performance potential that traditional “rank and yank” systems pose, while also having the potent…
Indirect Crossover of Psychological Contract Underfulfillment
A total of 84 pairs of supervisors and subordinates participated in this dyadic study exploring how unique evaluations of psychological contracts can crossover from leaders to members. Results indicate that when leaders reported more psychological contract underfulfillment (PCUF), they communicated their strain to members in the form of cynicism, emotional displays, and exploring different job opportunities. Additionally, despite controlling for …
A New Hope for Rank and Yank
Using simulations to study the effects of performance appraisal format on workforce performance potential, the authors explore modifications of force distributional rating systems that terminate poor performers each evaluation period. Findings suggest that systems with probationary periods before termination may realize some of the gains in workforce performance potential that traditional “rank and yank” systems pose, while also having the potent…
Work adjustment after combat deployment
A longitudinal, qualitative study was conducted with United States (US) Army reservists to explore the concerns and obstacles in the process of returning to the civilian workforce following a combat deployment. A person–environment fit perspective is used to explain the adjustment process and obstacles encountered by the returning reservists. Seven waves of interviews over a 12-month period were conducted. These interviews resulted in the develop…
Law (3 works) · Law (3 works) · Political science (3 works) · Psychology (3 works) · Emotional Labor in Professions (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Social Psychology (2 works) · Social Psychology (2 works) · Workforce (2 works) · Business (1 works)