Since the early 1980s the field of HRM has seen the independent evolution of two
independent subfields (strategic and functional), which we believe is dysfunctional to the …

The present study estimated the unique contribution of self-efficacy to work-related
performance controlling for personality (the Big 5 traits), intelligence or general mental …

The authors summarize 35 years of empirical research on goal-setting theory. They describe
the core findings of the theory, the mechanisms by which goals operate, moderators of goal …

Gerhart and Rynes provide a thorough, comprehensive review of the vast literatures relevant
to compensation. Their insights regarding the integration of economic, psychological and …

У дисертації представлено теоретичне узагальнення і нове розв'язання наукової
проблеми психофізіологічного забезпечення діяльності. Обґрунтовується вибір …

In this paper, we undertake two primary tasks. First, we describe trends in pay→
performance research since 1990. Examining 30+ years allows us to capture the evolution …

Greater feedback specificity is generally considered to be beneficial for performance and
learning, but the evidence for this generalization is limited. The authors argue that …

Deux recherches poursuivies sur deux continents ont fait appel à deux variables
dépendantes différentes pour étudier l'efficacité relative du coach externe, du pair coach et …

Sage Reference - Handbook of Industrial, Work & Organizational Psychology - Volume 2:
Organizational Psychology - Work Motivation Skip to main content About Browse Reference …

Although increasing feedback specificity is generally beneficial for immediate performance,
it can undermine certain aspects of the learning needed for later, more independent …