Performance appraisals are widely used as an HR instrument. This study among 332 police officers examines the effects of performance appraisals from a behavioral ethics perspective. A mediation model relating justice perceptions of police officers’ last performance appraisal to their work affect, perceived supervisor and organizational support and, in turn, their ethical (pro-organizational proactive) and unethical (counterproductive) work behavior was tested empirically. The relationship between justice perceptions and both, ethical and unethical behavior was mediated by perceived (...) support and work affect. Hence, a singular yearly performance appraisal was linked to both ethical and unethical behaviors at work. The finding that ethical and unethical aspects of employee behavior share several of the same organizational antecedents, namely organizational justice perceptions, has strong practical implications which are discussed as well. (shrink)

This paper explores the conduct of performance appraisals of nurses in a New Zealand hospital, and how fairness is perceived in such appraisals. In the health sector, performance appraisals of medical staff play a key role in implementing clinical governance, which, in turn, is critical to containing health care costs and ensuring quality patient care. Effective appraisals depend on employees perceiving their own appraisals to be fair both in terms of procedure and interaction with their respective appraiser. We (...) examine qualitative data from interviews and focus groups, involving 22 nurses in a single department, to determine whether perceived injustices impact on the effective implementation of the appraisal system. Our results suggest that particular issues had been causing some sense of injustice, and most of these were procedural. Potential solutions focus on greater formalisation of the performance appraisal process, and more training for appraisers and appraisees. (shrink)

The performance appraisal process is increasingly seen as a key link between employee behaviour and an organization’s strategic objectives. Unfortunately, performance reviews often fail to change how people work, and dissatisfaction with the appraisal process has been associated with general job dissatisfaction, lower organizational commitment, and increased intentions to quit. Recent research has identified a number of factors related to reactions to performance appraisals in general and appraisal satisfaction in particular. Beyond the appraisal (...) outcome itself, researchers have found that appraisal reactions are affected by perceptions of fairness and the relationship between the supervisor and the employee. To explain the relationships among these factors, the present article proposes a moral cognition perspective. We suggest that employees judge a performance appraisal from the perspective of its moral justifiability, and that appraisal reactions will be determined, at least in part, by the perceived moral justifiability of the process. The proposal was supported by results from a survey of government employees using measures of performance ratings, leader–member exchange, perceived utility, and organizational justice. (shrink)

In managers' dynamic, real-world environments, they often feel it is necessary to exercise some creative discretion over employee ratings. Most managers do not describe their ratings of subordinates in performance appraisals as completely honest or accurate. The inaccuracy is often in the form of inflated ratings. They justify the inaccuracy by sighting, among other things, the need to avoid confrontation with subordinates, damaging working relationships, and creating permanent written documents which may later harm a subordinate's career. Many of these (...) motives are not only well intentioned, but are designed to enhance individual, unit, and organizational performance (some of the ultimate objectives of performance appraisal systems.) This paper examines the ethics of this sort of deliberate manipulation of performance appraisal systems. It suggests that at the organizational level, performance appraisal is usually seen as an end in itself, and a formalist ethical critique is applied. At the managerial level, performance appraisal is usually seen as a means to an end, and a utilitarian critique is applied. Since both perspectives are essential, we conclude that a Janus-Headed analysis is needed. We suggest some duties and obligations for both the organization and the manager engaged in performance appraisal. (shrink)

Strengths-based performance appraisal focuses on identifying, appreciating, and developing employee’s qualities in line with the company goals. In this study, we investigated to what extent strengths-based performance appraisal is associated with higher levels of perceived supervisory support, and in turn a higher motivation to improve performance. We distributed a questionnaire to employees working for a large Dutch consultancy firm right after their yearly appraisal (N = 422) and linked the questionnaire data to their official (...) performance ratings. Conditional process analysis indicated that strengths-based performance appraisal had a positive effect on perceived supervisor support, and in turn on motivation to improve performance. Furthermore, the effect of strengths-based performance appraisal was particularly strong, when the performance rating was relatively low. Our findings indicate that a focus on strengths in the performance appraisal may boost employees’ optimism regarding future successes, which is especially important to safeguard a supportive relationship with the supervisor when the performance rating is relatively low. (shrink)

As the interest in the quality of work life grows, it becomes increasingly apparent that certain practices within this arena require critical scrutiny. This paper is an examination of one such area, performance appraisal (PA). We examine some of the main conceptual issues in PA, and we sketch some key, practical dilemmas that may arise in the use of PA. We conclude that one can morally justify the use of PA under certain condition, and we suggest possible solutions (...) to key ethical dilemmas that are faced by the manager and the employee. (shrink)

Role-failure acts (Waters and Bird, 1989) have been described as a form of morally questionable activity involving a failure to perform the managerial role. The present study examined employee perceptions and reactions with regard to one form of role-failure act, failure to maintain adequate privacy of performance appraisal information. The study assessed employees' attitudes toward various performance appraisal facets as an invasion of privacy and determined the relationships between these privacy-related attitudes and employees' satisfaction with components (...) of their appraisal system, the system as a whole, and their jobs. Responses that organizations might take to counteract appraisal privacy concerns were also discussed. (shrink)

Politics has become a common element in the performance appraisal process, and as decision recipients in this process, those appraised tend to be more sensitive to performance appraisal politics. This paper examines the mechanisms by which performance appraisal politics perception affects counterproductive work behavior from the perspective of those appraised. The mediating effect of perceived organizational justice and the moderating effect of political skill are incorporated into a parsimonious moderated-mediation model. A quantitative research approach (...) is employed with survey data from 460 employees of large and medium-sized enterprises in Hubei Province, and structural equation modeling and bootstrap analysis are used to test the proposed hypothesized relationships. The findings demonstrate that PAPP has a positive impact on CWB, and POJ partly mediates the relationship between PAPP and CWB. The results also reveal that individual PS moderates the positive correlation between PAPP and CWB. The academic and practical implications of these findings, as well as limitations and suggestions for future research, are also discussed. (shrink)

Performance appraisal interviews are carried out on the basis of known-in-advance written materials such as preparation forms and interview guides. This article demonstrates how participants manage interviews by following a question–answer–response format fit to address interview guide entries one at a time. Two recurring supervisor responses to employees’ talk about problems in work are investigated: positive prediction and advice. It is suggested that these responses serve to establish supervisor authority and deter participants from discussing issues raised in employee (...) answers and thus go against norms emanating from literature on management communication. Results obtained in interviews are put down in writing along the way and subsequently summarized in documents to be signed by both participants, that is, employee and supervisor. The article demonstrates how participants use positive prediction and advice to coordinate talk-in-interaction with handling written materials and note taking, as well as formulating conclusions suitable for writing. The analyses shed light on how talk in an institutional context becomes a middle-medium, that is, a bridge between writings, and how this process is accomplished in turn-taking procedures. (shrink)

Accreditation requirements for schools of education across the country have changed dramatically in recent years. Accreditation bodies are no longer willing to accept a proclamation that a particular standard or guideline is being addressed in a course through lecture or course requirements. Performance assessment is the current concept requiring schools of education to demonstrate student mastery of a standard and to provide data demonstrating this mastery. Case studies present a teaching and learning opportunity to demonstrate students have the ability (...) to master a particular accreditation standard or guideline while also providing a method to ensure an opportunity to develop higher order thinking skills. (shrink)

So far researchers have regarded performance appraisal feedback as desirable and have examined feed back issues assuming that feedback is actually provided. The purpose of this article is to investigate whether there is any positive effect of offering no performance appraisal feedback. We studied if the inflated expec tation of employees' own performance appraisal affects the performance of the employee positively when the feedback is held back. The empirical results indicated that expectation was (...) positively inflated and it made significant contributions to compliance with supervisor, job satisfaction and organizational commit ment. The results also showed that expectation of their supervisors' rating is a more significant indicator than the real appraisal rating itself in reviewing some employee attitudes like compliance with supervisor and organizational commitment. Several theoretical and managerial implications of the findings, including the importance of cultural difference, were also discussed. (shrink)

This paper examines how a standardized question is launched and received in a corpus of performance appraisal interviews, with a focus on how pre-­formulated questions are translated into interaction. Using conversation analysis, we demonstrate that the same question becomes many different actions in practice. Prefaces as well as prosodic and lexical alterations make relevant different responses, and as such, the question can be recruited to initiate diverse interactional projects such as assessments and other socially delicate activities. As a (...) consequence, goals of uniformity and standardization may be subverted. The interactional adaptations further evidence the strength of recipient design as reformulations also result in more fitted and personalized answers. Our study contributes to the understanding of standardization versus interactionalization, and points to the strong interrelationship between question design and the fitting of response options. (shrink)

This book describes and analyses the activities and procedures through which the professional economist may advise on matters of public policy, specifically on the performance of an economic system. The author shows that the decision-making component within a system may be defined in terms of optimal policies for attaining well-specified objectives, but that the choice of rules by which the system is governed must remain 'outside' the system due to its dependence upon the legislative process. He proposes a 'generating (...) mechanism' for arriving at public policy choices based on the interaction between the economic system and the legislative process. (shrink)

Gender discrimination continues to be a problem in organizations. It is therefore important that organizations use performance evaluation methods that ensure equal opportunities for men and women. This article reports the results of an experiment to investigate whether and, if so, how the gender of the rater and that of the ratee moderate the relationship between the level of subjectivity in performance appraisals and organizational attractiveness. Participants in the experiment were 313 undergraduate students. We predicted, and indeed established, (...) that as the probability increases that employee performance is evaluated by a female manager, women expect more positive outcomes of subjective, but not objective evaluation processes. Our data did not support our expectation that as the probability of being evaluated by a female manager increases, men expect less positive outcomes of subjective evaluation processes. The findings of this study contribute to our understanding of why women are over-represented in jobs with objective formula-based reward systems, such as piece-rate systems. They are also of interest to organizations that are looking for more ethical human resource management practices. (shrink)

This article elaborates a conceptual framework to systematize the epistemic evaluation of social systems. This framework can be used to structure an evaluation or to characterize and assess existing ones. The article then uses the framework to assess four representative evaluations of think tanks. This meta-evaluation exemplifies how the framework can play its structuring role. It also leads us to general conclusions about the existing evaluations of think tanks. Most importantly, by focusing on the organizational level, existing evaluations miss factors (...) that are situated at the network and ecosystemic levels and that significantly determine how well think tanks serve society in producing and disseminating knowledge relevant to public policy. This conclusion suggests the need for epistemic evaluations of think tank ecosystems. (shrink)

The present research aimed to provide a more holistic analysis of stressful experiences in sport by examining how stress appraisal, coping and emotion are dynamically inter-related constructs and the extent to which their dynamic relationship is associated with objective performance. Based on process-oriented methods, two studies were conducted with elite athletes in order to investigate the dynamic relationship between these constructs and performance in highly demanding sport situations (Study 1: simulated competitive fencing matches during a training session; (...) Study 2: real-life competitive fencing matches during an international competition). The results of the random coefficient regression models emphasise the dynamic nature of the relationship between stress appraisal, coping behaviour, emotion and objective performance over the course of fencing matches. They allowed identification of additional mediating effects of coping and emotion within dynamic relationships between stress appraisal and performance. These studies contribute to a deeper understanding of psychological adaptation in performance environments. The implications of the findings are discussed in relation to the design of effective coping interventions to support the learning of performance-related coping skills and the attainment of performance goals among individuals in highly demanding environments. (shrink)

While working with a long-distance running event organizer, the authors of this study observed considerable differences between event participants’ official finish time and their self-reported finish time in the post-event survey. Drawing on the notion of self-serving bias, we aim to explore the source of this disparity and how such psychological bias influences participants’ event experience at long-distance running events. Using evidence of 1,320 marathon runners, we demonstrated how people are more likely to be subject to a biased self-assessment contingent (...) upon achieving their best finish time at the event. The study samples were split into record-high-achieved and record-high-missed groups, and the self-serving biases of each group were explored. Results from the t-test comparing record-high-achieved and -missed groups showed that runners in the record-high-missed group were significantly more likely to report a positively biased finish time than runners in the record-high-achieved group. Additionally, results from logistic regression showed that as runners missed their best finish time by a wider margin, the probability of reporting a positively biased incorrect finish time increased. Lastly, we conducted an additional t-test and revealed that runners who are subject to self-serving bias showed a lower level of overall event satisfaction. The current study suggests one way to bypass the adverse effects of participant sport event participants’ worse-than-expected athletic performance. We specifically suggest that the event organizers target runners who had worse-than-expected performance and make extra efforts on non-race service attributes because these runners are more likely to be unsatisfied with the event. (shrink)

OBJECTIVES: This reliability generalization study aimed to estimate the mean and variance of the interrater reliability coefficients (ryy) of supervisory ratings of overall, task, contextual, and positive job performance. The moderating effect of the appraisal purpose and the scale type was examined. It was hypothesized that the ratings collected for research purposes and multi-item scales have higher ryy. It was also examined whether ryy was similar for the four performance dimensions. METHOD: A database consisting of 224 independent (...) samples was created and hierarchical sub-grouping meta-analyses were conducted. RESULTS: The appraisal purpose was a moderator of ryy for the four performance dimensions. Scale type was a moderator of ryy for overall and task performance collected for research purposes. The findings also suggest that supervisors seem to have less difficulty evaluating overall job performance than task, contextual, and positive performance. The best estimates of the observed ryy for overall job performance are.61 for research-collected ratings and.45 for administrative-collected ratings. MAIN CONCLUSIONS: (1) Appraisal purpose moderates ryy and researchers and practitioners should be aware of its effects before collecting ratings or using empirically-derived interrater reliability distributions, (2) Scale type seems to moderate ryy in the case of the ratings collected for research purposes, only, (3) overall job performance is more reliably rated than task, contextual, and positive performance. Implications for research and practice are discussed. (shrink)

In its proposals for a Performance Related Pay scheme for teachers the Labour Government has presented appraisal as having a dual role. It is to be used to determine the pay of teachers making reference to quantitative targets; and to facilitate teachers' professional development. This article examines the tensions between these two functions of appraisal.

Based on the control-value theory, this study qualitatively investigated the relationship between control-value appraisals, achievement emotions, and English-as-a-foreign-language performance, and explored other antecedents of achievement emotions in addition to control-value appraisals. Data were collected from six Chinese high school students through two semi-structured interviews and one focus group discussion. With thematic analysis, data were analyzed under the framework of the CVT using NVivo 11.0. Results indicate that high perceived control, high perceived extrinsic, and intrinsic values were interactively associated with (...) enjoyment, pride, and hope. Low perceived control, high perceived extrinsic value, and low perceived intrinsic value were interactively associated with fewer positive achievement emotions and more negative achievement emotions like fear. High perceived control, high perceived extrinsic value, and low perceived intrinsic value were interactively associated with fewer positive achievement emotions, and more negative achievement emotions like anguish. Besides, positive achievement emotions were positively associated with EFL performance, while negative achievement emotions were negatively associated with EFL performance. Moreover, factors inside the classroom, factors outside the classroom, and personal factors were found to be the antecedents of achievement emotions in EFL learning. (shrink)

Acceptance of the quantization of the elementary electrical charge was preceded by a bitter dispute between Robert Millikan and Felix Ehrenhaft, which lasted for many years. Both Millikan and Ehrenhaft obtained very similar experimental results and yet Millikan was led to formulate the elementary electrical charge and Ehrenhaft to fractional charges. There have been four major attempts to reconstruct the historical events that led to the controversy: Holton ; Franklin ; Barnes et al. ; Goodstein. So we have the controversy (...) not only among the original protagonists but also among those who have interpreted the experiment. The objective of this study is a critical appraisal of the four interpretations and an attempt to provide closure to the controversy. It is plausible to suggest that Ehrenhaft's methodology approximated the traditional scientific method, which did not allow him to discard anomalous data. Millikan, on the other hand, in his publications espoused the scientific method but in private was fully aware of the dilemma faced and was forced to select data to uphold his presuppositions. A closure to the controversy is possible if we recognize that Millikan's data selection procedure depended primarily on his commitment to his presuppositions. Franklin's finding that the selection of the drops did not change the value of e but only its statistical error carries little weight as Millikan did not perform Franklin-style analyses that could have justified the exclusion of drops. It is plausible to suggest that had Millikan performed such analyses, he would have included them in his publication in order to provide support for his data selection procedures. In the absence of his presuppositions, Millikan could not tell which was the ‘expected correct’ value of e and the degree of statistical error. Finally, if we try to understand Millikan's handling of data with no reference to his presuppositions, then some degree of ‘misconduct’ can be perceived. Introduction An appraisal of Holton's interpretation An appraisal of Franklin's interpretation An appraisal of Barnes, Bloor and Henry's interpretation An appraisal of Goodstein's interpretation A crucial test: the second drop of 15 March 1912 Conclusion: Is closure possible? (shrink)

Based on the Guest 1997 organizational outcome model, this explanatory study examined the effects of five dimensions of practices of HR. i.e. performance evaluation, recruitment & selection, compensation & reward, career opportunities within organization and training & development on proximal business outcomes. The study validates components of GUEST model by integrating between HRM dimensions and banking operations, thus strengthens the existing theoretical model of GUEST by improving the comprehensiveness as it provides analytical framework for studying HR. Exploratory factor analysis (...) and confirmatory factor analysis was utilized in the current study, and tested the study hypotheses by SEM to analyze the proposed conceptual model. It was found that all five chosen HR practices had significant influence on the quality of operations however for flexibility of operations, performance appraisals and career within organization have shown significant role for banking industry of the country, Pakistan. The study contributed to the construction and validation of structural. path and measurement models of SHRM practices and two selected operational competitive outcomes based on theoretical and empirical foundations, which will help progress the human resource management future researches and important implications for HR mangers, as very little work has been done on interdisciplinary framework of HR and OM specifically within context of South Asian banking Industry. (shrink)

According to the Appraisal-Tendency Framework (Han, Lerner, & Keltner, 2007), certainty-associated emotions increase risk taking compared with uncertainty-associated emotions. To date, this general effect has only been shown in static judgement and decision-making paradigms; therefore, the present study tested the effect of certainty on risk taking in a sequential decision-making task. We hypothesised that the effect would be reversed due to the kind of processing involved, as certainty is considered to encourage heuristic processing that takes into account the emotional (...) cues arising from previous decisions, whereas uncertainty leads to more systematic processing. One hundred and one female participants were induced to feel one of three emotions (film clips) before performing a decision-making task involving risk (Game of Dice Task; Brand et al., 2005). As expected, the angry and happy participants (certainty-associated emotions) were more likely than the fearful participants (uncertainty-associated emotion) to make safe decisions (vs. risky decisions). (shrink)

Drawing on the performance appraisal and medical literatures, we examine representative ethical issues involved in current appraisal practices of individual physicians: the use of invalid and unreliable measures; organizational goals conflicting with patient health goals; using individual measures for what are group performance results; making individual attributions for what are systemic causes (and results); and using clinical feedback for organizational purposes. Suggestions for developing more ethical performance appraisals include reflecting upon the multiple purposes and means (...) of appraisals, and the limitations of current practices. Greater understanding of the effects of current appraisal practices on physicians can help minimize its potentially adverse consequences on the delivery of quality healthcare. (shrink)

Scientific models can be performative: they can causally affect the phenomena they are intended to represent. The existing literature offers two responses. The appraisal view emphasizes that performativity can sometimes be a good-making model attribute, e.g., when predictions steer the public’s behavior in desirable ways. The mitigation view seeks to endogenize agents’ behavioral response to model-issued forecasts to get rid of performativity instead. This paper argues that neither approach is fully compelling: the appraisal view encounters severe concerns about (...) moral values illegitimately encroaching on how modelers construct and use models, while the mitigation view fails to acknowledge that endogenization is itself a choice that involves substantive value-judgments relating to the desirability of certain social outcomes. (shrink)

Anna J Dare,1 Anthony RJ Phillips,1–3 Michael Chu,1 Anthony JR Hickey,2 Adam SJR Bartlett1–31Department of Surgery, 2Maurice Wilkins Centre for Biodiscovery, University of Auckland, Auckland, New Zealand; 3New Zealand Liver Transplant Unit, Auckland City Hospital, Auckland, New ZealandBackground: Hepatic steatosis is increasingly encountered among organ donors. Currently, there is no consensus guideline as to the type or degree of donor steatosis considered acceptable for liver transplantation, and little is known about local practices in this area. The aim of this survey (...) was to evaluate current clinical practices amongst liver transplant surgeons in Australia and New Zealand in the evaluation and use of steatotic donor livers in LT.Methods: An anonymous online twelve-question survey was emailed to all practicing LT surgeons in ANZ in January 2010.Results: The response rate was 83%. Estimated prevalence of steatosis in donor livers was between 40% and 60%. In determining suitability for LT, 90% of respondents reported rejecting organs with "severe" steatosis based on visual and palpation grounds alone. A total of 68% sought further histological assessment if the donor liver looked bad and there were risk factors for steatosis. The majority of respondents performed only one biopsy of the liver, using hematoxylin and eosin staining for fat assessment. There was wide variation in the upper limit of steatosis considered to be acceptable for LT. A total of 21% of respondents still considered microvesicular steatosis a risk factor for primary graft nonfunction.Conclusion: This survey highlights the significant variation in the appraisal and use of steatotic grafts by LT surgeons in ANZ. Accurate evaluation and judicious use of mild and moderately steatotic grafts is required if we are to utilize the available donor pool best.Keywords: liver transplantation, steatosis, fatty liver, organ donors. (shrink)

Emotional processing and episodic memory are closely related throughout childhood development. With respect to emotional episodic memory, available evidence shows that the consolidation of information is accompanied by an arousal that generates longer duration and persistence of the memory representations. In the case of early stages of development (i.e., first 5 years), it is less clear how these associations emerge and are modulated by individual and environmental factors. In this study, 116 4- to 5-years old Argentinean children from different socio-environmental (...) contexts (i.e., favorable or unfavorable living conditions at home), performed a task of visual emotional memory in which they observed a set of 15 images with variable emotional valences (negative, neutral, and positive). The child’s task was to appraise each image using one of the following three possible valences: (a) drawings of faces with smiles (positive valence), (b) drawings of faces with tears and round mouth with edges down (negative valence), or (c) drawings of faces with horizontal mouth (neutral valence). Five years-old children exhibited greater accuracy appraisal. Individual differences in emotional accuracy appraisal allowed us to observe different performances in free recall of negative visual images. Accuracy appraisal did not vary between children with respect to gender, living conditions at home, or language ability. Seven to ten days after the emotional appraisal children were asked to tell the experimenter all the images they remembered (variables of interest: free recall of negative, positive, or neutral images). Results showed individual (age) differences. Specifically, 5-years-old children evoked more images than 4-years-old children. These findings contribute to the understanding of emotional memory in early developmental stages and raise the need to include emotional appraisal in the assessment of episodic memory. (shrink)

In the Sheeb area in eastern Eritrea a Participatory Rural Appraisal(PRA) was carried out in two villages, one upstream and one downstreamof the ephemeral rivers Laba and Mai-ule. The objectives of the studywere to obtain a better understanding of farmer-managed spate irrigationsystems and to enable the local people to perform their own farmingsystem analysis. This paper describes the various PRA activities, suchas mapping, diagramming and ranking of problems, that were undertakenwith the participation of local people. The resource mapping revealedthat (...) lack of water and not scarcity of land is the main constraintaffecting the development of the spate irrigation system in the Sheebarea. When there is a lack of rainfall in the highlands of Eritrea,there are only few floods per year in the Sheeb area. The developmenttrend diagrams showed that the number of floods, the food production andthe prevalence of pests vary considerably over time. The livelihooddiagrams indicated that food, fodder, and water were only availableduring part of the year. In search of these resources, the farmers havedeveloped a livelihood strategy of seasonal migration to the highlandsof Eritrea. The PRA data collected in the two villages appeared to bevery useful for the preparation of community action plans in the entireSheeb area. (shrink)

Drawing on the performance appraisal and medical literatures, we examine representative ethical issues involved in current appraisal practices of individual physicians: the use of invalid and unreliable measures; organizational goals conflicting with patient health goals; using individual measures for what are group performance results; making individual attributions for what are systemic causes ; and using clinical feedback for organizational purposes. Suggestions for developing more ethical performance appraisals include reflecting upon the multiple purposes and means of (...) appraisals, and the limitations of current practices. Greater understanding of the effects of current appraisal practices on physicians can help minimize its potentially adverse consequences on the delivery of quality healthcare. (shrink)

Regulating affective responses to acute stress has the potential to improve health, performance, and well-being outcomes. Using the biopsychosocial model of challenge and threat as an organizing framework, we review how appraisals inform affective responses and highlight research that demonstrates how appraisals can be used as regulatory tools. Arousal reappraisal, specifically, instructs individuals on the adaptive benefits of stress arousal so that arousal is conceptualized as a coping resource. By reframing the meaning of signs of arousal that accompany stress, (...) it is possible to break the link between stressful situations, and malignant physiological responses and experiences of negative affect. Applications of arousal reappraisal for academic contexts and clinical science, and directions for future research are discussed. (shrink)

This research examines the speeded detection and, separately, classification of photographic images of animals. In the initial experiments each display contained various images of animals and, in the detection task, participants responded whether a display contained only images of birds or also included an oddball target image of a cat or dog. In the classification search task, a target was always present and participants classified this as an image of a cat or a dog. Half of the target images depicted (...) the animal in a non-threatening state and the remaining half images depicted the animal in a threatening state. A complex pattern of effects emerged showing some evidence of more efficient detection of a threatening than non-threatening target. No corresponding pattern emerged in the data for the classification task. Next the tasks were repeated when the stimuli were more carefully matched in terms of general pose and salience of facial features. Now the effects in the detection task were reduced but more consistent than before. Threatening targets were more readily detected than non-threatening targets. In addition, non-threatening targets were more readily classified than threatening targets. The nature of these effects appears to reflect decisional/response mechanisms and not search processes. The performance benefit for the non-threatening images was replicated in a final classification task in which, on each trial, only a single peripheral image was presented. The results demonstrate that a number of different affective and perceptual factors can influence performance in speeded search tasks and these may well be confounded with the variation in threat content of the experimental stimuli. The evidence for the automatic detection of visual threat remains illusive. (shrink)

On approach to competitive situations, affective states (emotions and anxiety) occur through the complex interaction of cognitive antecedents. Researchers have intimated that irrational beliefs might play an important role in the relationship between cognitive appraisals and affective states, but has ignored challenge and threat. In the current research, we examine the interaction between cognitive appraisals, irrational beliefs, and challenge and threat to predict golfers’ pre-competitive affective states. We adopted a cross-sectional atemporal design to examine how golfers approached two different competitive (...) situations: imagined imminent golf competition (phase 1), and actual future golf competition (phase 2). Path analysis revealed how cognitive appraisals, irrational beliefs, and challenge and threat interact to predict affective states among golfers. Serial atemporal multiple mediation analysis indicated that the relationships between cognitive appraisals and affective states were mediated by irrational beliefs and challenge and threat. Further, some differences were revealed between phase 1 and phase 2 in the serial multiple atemporal mediation results with regard to challenge. That is, at phase 1 no significant serial mediation was found for any affective outcomes, but at phase 2 significant serial mediation was found for all affective states, showing that irrational beliefs and challenge serial mediated the associations between cognitive appraisals and affective states. The finding that mediation and bivariate associations differed across phase 1 and phase 2 is echoed in the phase 1-phase 2 tests of differences. The current research makes a theoretical advancement by elucidating in more detail the complex interaction between cognitive antecedents and mediators of affective states. Specifically, the inclusion of challenge and threat alongside irrational beliefs and cognitive appraisals is an important theoretical advancement that builds on work inside of sport literature (e.g., Dixon et al., 2016) and outside of sport literature (e.g., David et al., 2002; 2005), as this constellation of theoretically related antecedents of affective states has not been examined together in the extant research. (shrink)

Although performance pressure has desirable consequences, there is evidence that it can produce unintended outcomes as employees tend to engage in dysfunctional and unethical behaviors to meet performance goals. Thus, the process through which employees think and behave unethically under performance pressure deserves more research attention. This study goes beyond the stress-appraisal perspective and investigates whether and when performance pressure influences individual work mindsets and behaviors from a moral reasoning perspective. Specifically, we contend that (...) class='Hi'>performance pressure is related to employee expediency through moral decoupling. We further hypothesize dialectical thinking and moral identity to be the boundary conditions of the proposed relationships. Analyses of data from a field study in three waves provide support for most of the hypotheses. In particular, we find that moral decoupling accounts for additional variance after we control for the stress-appraisal effect of performance pressure on employee expediency. The study offers several contributions to the literature on performance pressure and unethical behavior. (shrink)

A performance appraisal system forms an integral part of any developed management concept. The efficiency of such an appraisal system is fostered in institutions which prioritise quality and continuous improvement, and where innovationfriendly actions are joined by those that build confidence. An efficient appraisal system is characterised as follows: it is systemic in character, regular, universal, flexible, concrete, transparent and simple in application. When implementing a modern appraisal system, care should be taken to adhere to (...) ethically sound principles such as fairness, objectivity, goodness and truthfulness. (shrink)

ABSTRACTIn this research, we investigated whether appraisals of faces follow distinct rules of information integration under arousing versus non-arousing conditions. Support for this prediction was found in four experiments in which participants observed angry faces that were presented with a direct versus an averted gaze, on a red versus a grey background, and after performing a motor exercise versus no exercise. Under arousing conditions, participants’ appraisals of faces reflected summation whereas, under non-arousing conditions, appraisals did not reflect summation and could (...) instead be accounted for by three alternative rules of information integration based on averaging, mere exposure, or the number of strong stimuli. (shrink)

The competition in higher education has increased, while lecturers are involved in multiple assignments that include teaching, research and publication, consultancy, and community services. The demanding nature of academia leads to excessive work load and stress among academicians in higher education. Notably, offering the right motivational mix could lead to job satisfaction and performance. The current study aims to demonstrate the effects of extrinsic and intrinsic motivational factors influencing job satisfaction and job performance among academicians working in Malaysian (...) private higher educational institutions. Cross-sectional data were collected from the Malaysian PHEIs and the randomly selected 343 samples. The data analysis was performed with the dual analysis of partial least square structural equation modeling and artificial neural network analysis. As a result, it was found that financial rewards, promotion, performance appraisal, classroom environment, and code of conduct significantly predicted job satisfaction. The code of conduct, autonomy, and self-efficacy strongly influenced job performance. The relationship between job satisfaction and job performance was highly moderated by self-efficacy. It was suggested from the ANN analysis that the three prominent factors influencing job satisfaction are financial rewards, performance appraisal, and code of conduct. The analysis supported three significant factors influencing job performance: self-efficacy, performance appraisal, and code of conduct. The management of PHEIs should build the correct policies to transform job satisfaction into job performance. Self-efficacy plays an essential role in activating job performance. Other significant motivating factors that promote job satisfaction and performance, such as emotional intelligence, mindfulness, and other personal traits, should be included in future studies. In addition, future research could use a mixed-method or multi-respondent approach to investigate the important variables and their impact on lecturers’ job satisfaction and performance. (shrink)

This article interprets emotional change as a transition in a complex dynamical sys- tem. We argue that the appropriate kind of dynamical system is one that extends recent work on how neural networks can perform parallel constraint satisfaction. Parallel processes that integrate both cognitive and affective constraints can give rise to states that we call emotional gestalts, and transitions can be understood as emotional ges- talt shifts. We describe computational models that simulate such phenomena in ways that show how dynamical (...) and gestalt metaphors can be given a concrete realization. (shrink)

Affective effects on breadth of attention have been related to aspects of different components of affective states such as the arousal and valence of affective experience and the motivational intensity of action tendency. As none of these explanations fully aligns with existing evidence, we hypothesised that affective effects on breadth of attention may arise from the appraisal component of affective states. Based on this reconceptualisation, we tested the effects of conduciveness and power appraisals on two measures of breadth of (...) attention. In two web-based experiments, we manipulated these appraisals in a 2 × 2 design using a game-like arithmetic task where participants could (1) gain or lose rewards (goal conducive vs. obstructive) based on (2) either their action or the actions of a “robot” (high vs. low power). Breadth of attention was assessed using the flanker task (Experiment 1; n = 236) and the Navon task (Experiment 2; n = 215). We found that appraisals did not directly influence breadth of attention even though high power appraisal significantly improved the overall performance in both experiments indicating successful appraisal manipulation. We discuss ways in which these findings inform future efforts to explain the origins of affective effects on attentional breadth. (shrink)

Because of its capacity to characterize mathematical concepts and structures?a capacity which first-order languages clearly lack?second-order languages recommend themselves as a convenient framework for much of mathematics, including set theory. This paper is about the credentials of second-order logic:the reasons for it to be considered logic, its relations with set theory, and especially the efficacy with which it performs its role of the underlying logic of set theory.

This paper argues that the informative and persuasive dichotomy of advertising is an empty concept. All advertising messages perform only one function and that function is to persuade. It is pointed out that in a moral appraisal of an advertising message, a distinction between rational and irrational persuasion can be made. Rational persuasion is consistent with the autonomy of the consumer and hence moral. Some forms of irrational persuasion may have an adverse effect on consumer autonomy and, therefore, should (...) be viewed as immoral. (shrink)

ABSTRACTAppraisal theories of emotion, and particularly the Component Process Model, claim that the different components of the emotion process are essentially driven by the results of cognitive appraisals and that the feeling component constitutes a central integration and representation of these processes. Given the complexity of the proposed architecture, comprehensive experimental tests of these predictions are difficult to perform and to date are lacking. Encouraged by the “lexical sedimentation” hypothesis, here we propose an indirect examination of the compatibility of the (...) theoretical assumptions with the semantic structure of a set of major emotion words as measured in a cross-language and cross-cultural study. Specifically, we performed a secondary analysis of the large-scale data set with ratings of affective features covering all components of the emotion process for 24 emotion words in 27 countries, constituting... (shrink)

There is a widespread view that well-learned skills are automated, and that attention to the performance of these skills is damaging because it disrupts the automatic processes involved in their execution. This idea serves as the basis for an account of choking in high pressure situations. On this view, choking is the result of self-focused attention induced by anxiety. Recent research in sports psychology has produced a significant body of experimental evidence widely interpreted as supporting this account of choking (...) in certain kinds of complex sensorimotor skills. We argue against this interpretation, pointing to problems with both the empirical evidence and the underlying theory. The experimental research fails to provide direct support for the central claims of the self-focus approach, contains inconsistencies, and suffers from problems of ecological validity. In addition, qualitative studies of choking have yielded contrary results. We further argue that in their current forms the self-focus and rival distraction approaches both lack the theoretical resources to provide a good theory of choking, and we argue for an expanded approach. Some of the elements that should be in an expanded approach include accounts of the features of pressure situations that influence the psychological response, the processes of situation appraisal, and the ways that attentional control can be overwhelmed, leading to distraction in some cases, and in others, perhaps, to damaging attention to skill execution. We also suggest that choking may sometimes involve performance-impairing mechanisms other than distraction or self-focus. (shrink)