Michael A Campion
Dados Biográficos
| ID | 6031479 |
|---|---|
| NOME | Michael A Campion |
| PRENOMES | Michael A |
| SOBRENOME | Campion |
| ASSINATURA | CAMPION M A |
| AFILIAÇÕES | Purdue University West Lafayette |
| ORCID | 0000-0001-7066-2788 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 12 |
| TOTAL DE CITAÇÕES | 0 |
| TOTAL COMO AUTOR | 12 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1978 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2025 |
| ÍNDICE H | 0 |
Toxic team climate
We identify the central role of toxic team climate in understanding dysfunctional work teams. We develop and test a model identifying team-level psychopathic personality and teamwork knowledge as proximal contributors to the creation of toxic team climates, which mediates the effects to create dysfunctional team outcomes. We also tested an alternative model that treats teamwork knowledge as a moderator of the relationship between team psychopathy…
Impact of machine learning on personnel selection
National culture moderators of pay for individual performance and the financial performance of multinational enterprises
We examined the effectiveness of pay for individual performance (PFIP) in companies operating in multiple cultures. With the use of data from 308 multinational enterprises (MNEs) collected by IBM's WorkTrendsTM project, we tested hypotheses regarding the moderating influence of the nine dimensions of the GLOBE country culture model on the relationship between PFIP and changes in financial performance over time. Multiple employees per firm (mean N…
A Role–resource Approach–avoidance Model of Job Crafting
Job crafting refers to changes to a job that workers make with the intention of improving the job for themselves. It may include structural (i.e., physical and procedural), social, and cognitive forms. We draw on two studies to develop a role–resource approach–avoidance taxonomy that integrates and extends the dominant role- and resource-based perspectives of job crafting according to characteristics of approach and avoidance. Study 1 used both q…
Work Design
Work matters to both organizations and individuals. As a discipline focused on the content and structure of jobs individuals perform as well as the broader context within which work occurs, work design research has evolved to describe and understand exactly how and why it matters. Although blessed with a long history, work design research had entered a period of decline in which progress slowed. Fortunately, there is renewed interest in the topic…
Age Stereotypes in the Workplace
The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors …
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Accuracy in job analysis
Although the accuracy of job analysis information is critically important, standards for accuracy are not clear. Researchers have recently begun to address various aspects of job analysis accuracy by investigating such things as potential sources of inaccuracy in job analysis as well as attempting to reconceptualize our notions of job analysis accuracy. This article adds to the debate by first discussing how job analysis accuracy has been concept…
Relations Between Work Group Characteristics and Effectiveness
Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design, interdependence, composition, context, and process. They contained 19 group characteristics which were assessed by employees and managers. Effectiveness criteria included productivity, employee satisfaction, and manager judgments. Data were collected from …
Human Resource Management in High Technology Firms
Relationship between Interviewers' and Applicants' Reciprocal Evaluations
The relationship between and among interviewers' evaluations of applicants and applicants' evaluations of interviewers in a college placement center was examined. 62 applicants being interviewed by 11 different recruiters from various industrial and academic agencies participated. Interviewers and applicants evaluated each other on three analogous dimensions: over-all general impression of the applicant (interviewer), personal liking of the appli…
Identification of Variables Most Influential in Determining Interviewers' Evaluations of Applicants in a College Placement Center
170 applicants being interviewed by representatives of 17 different industrial and academic agencies participated. Interviewers evaluated applicants on three dimensions: over-all general impression, personal liking, and chances of further consideration. Information about the applicants was obtained from their application forms and used to predict the interviewers' evaluations. Stepwise multiple regression indicated that the best combination of pr…
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Identification of Variables Most Influential in Determining Interviewers' Evaluations of Applicants in a College Placement Center
170 applicants being interviewed by representatives of 17 different industrial and academic agencies participated. Interviewers evaluated applicants on three dimensions: over-all general impression, personal liking, and chances of further consideration. Information about the applicants was obtained from their application forms and used to predict the interviewers' evaluations. Stepwise multiple regression indicated that the best combination of pr…
Relationship between Interviewers' and Applicants' Reciprocal Evaluations
The relationship between and among interviewers' evaluations of applicants and applicants' evaluations of interviewers in a college placement center was examined. 62 applicants being interviewed by 11 different recruiters from various industrial and academic agencies participated. Interviewers and applicants evaluated each other on three analogous dimensions: over-all general impression of the applicant (interviewer), personal liking of the appli…
Human Resource Management in High Technology Firms
Relations Between Work Group Characteristics and Effectiveness
Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design, interdependence, composition, context, and process. They contained 19 group characteristics which were assessed by employees and managers. Effectiveness criteria included productivity, employee satisfaction, and manager judgments. Data were collected from …
Accuracy in job analysis
Although the accuracy of job analysis information is critically important, standards for accuracy are not clear. Researchers have recently begun to address various aspects of job analysis accuracy by investigating such things as potential sources of inaccuracy in job analysis as well as attempting to reconceptualize our notions of job analysis accuracy. This article adds to the debate by first discussing how job analysis accuracy has been concept…
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Age Stereotypes in the Workplace
The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors …
Work Design
Work matters to both organizations and individuals. As a discipline focused on the content and structure of jobs individuals perform as well as the broader context within which work occurs, work design research has evolved to describe and understand exactly how and why it matters. Although blessed with a long history, work design research had entered a period of decline in which progress slowed. Fortunately, there is renewed interest in the topic…
A Role–resource Approach–avoidance Model of Job Crafting
Job crafting refers to changes to a job that workers make with the intention of improving the job for themselves. It may include structural (i.e., physical and procedural), social, and cognitive forms. We draw on two studies to develop a role–resource approach–avoidance taxonomy that integrates and extends the dominant role- and resource-based perspectives of job crafting according to characteristics of approach and avoidance. Study 1 used both q…
National culture moderators of pay for individual performance and the financial performance of multinational enterprises
We examined the effectiveness of pay for individual performance (PFIP) in companies operating in multiple cultures. With the use of data from 308 multinational enterprises (MNEs) collected by IBM's WorkTrendsTM project, we tested hypotheses regarding the moderating influence of the nine dimensions of the GLOBE country culture model on the relationship between PFIP and changes in financial performance over time. Multiple employees per firm (mean N…
Impact of machine learning on personnel selection
Toxic team climate
We identify the central role of toxic team climate in understanding dysfunctional work teams. We develop and test a model identifying team-level psychopathic personality and teamwork knowledge as proximal contributors to the creation of toxic team climates, which mediates the effects to create dysfunctional team outcomes. We also tested an alternative model that treats teamwork knowledge as a moderator of the relationship between team psychopathy…
Psychology (10 obras) · Social Psychology (9 obras) · Computer Science (7 obras) · Applied Psychology (5 obras) · Job satisfaction (5 obras) · Job Satisfaction and Organizational Behavior (5 obras) · Job performance (4 obras) · Management (4 obras) · Social Psychology (4 obras) · Human resource management (3 obras)