Journal of Applied Psychology 2023年第1期

January 2023, Volume 108, Issue 1

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——更多動(dòng)態(tài)，請持續(xù)關(guān)注gzh：理想主義的百年孤獨(dú)

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1.Progressive or pressuring? The signaling effects of egg freezing coverage and other work–life policies.

進(jìn)步還是壓力?凍卵保險(xiǎn)和其他工作-生活政策的信號效應(yīng)。

Flynn, Elinor; Leslie, Lisa M.? https://doi.org/10.1037/apl0001023

In recent years, organizations have expanded the number and types of work–life policies they offer in an attempt to attract and retain talent. We challenge the assumption that work–life policies uniformly signal personal-life support and elicit favorable employee attitudes by investigating a relatively new work–life policy: egg freezing coverage. We theorize that, relative to other work–life policies, egg freezing coverage is more likely to send signals that evoke negative employee attitudes; although framed as intended to support employees’ personal lives, employees interpret egg freezing as signaling that personal-life sacrifice and work prioritization are encouraged, which in turn decrease policy support and organizational attraction. We test these ideas in six studies, including an archival study, a qualitative survey study, a scale development study, two quantitative survey studies, and an experiment. We find egg freezing coverage evokes more negative attitudes than a range of other work–life policies (in vitro fertilization [IVF], on-site childcare, paid parental leave, flextime) as well as no policy at all. More negative reactions to egg freezing than to other policies are driven by perceptions that the policy sends a stronger signal that personal-life sacrifice is encouraged, as well as perceptions that it offers fewer benefits to employees and is more costly to organizations. In all, this work expands understanding of the signaling effects of work–life policies and demonstrates that reactions to a range of work–life policies are both more variable and driven by a larger number of underlying factors than prior theory can account for.

近年來，為了吸引和留住人才，企業(yè)擴(kuò)大了他們提供的工作—生活政策的數(shù)量和類型。我們通過調(diào)查一項(xiàng)相對較新的工作—生活政策:卵子冷凍保險(xiǎn)，挑戰(zhàn)了這樣一種假設(shè):工作-生活政策統(tǒng)一表明了個(gè)人生活支持，并引發(fā)了良好的員工態(tài)度。我們的理論是，相對于其他工作—生活政策，卵子冷凍保險(xiǎn)更有可能發(fā)出引發(fā)員工消極態(tài)度的信號;盡管冷凍卵子的目的是為了支持員工的個(gè)人生活，但員工們將其理解為鼓勵(lì)個(gè)人生活犧牲和工作優(yōu)先級，這反過來降低了政策支持和組織吸引力。我們在六項(xiàng)研究中驗(yàn)證了這些想法，包括一項(xiàng)檔案研究、一項(xiàng)定性調(diào)查研究、一項(xiàng)量表發(fā)展研究、兩項(xiàng)定量調(diào)查研究和一項(xiàng)實(shí)驗(yàn)。我們發(fā)現(xiàn)，與其他一系列工作-生活政策(體外受精(IVF)、現(xiàn)場托兒、帶薪產(chǎn)假、彈性工作時(shí)間)以及根本沒有政策相比，卵子冷凍保險(xiǎn)引發(fā)了更多的負(fù)面態(tài)度。與其他政策相比，人們對冷凍卵子政策的負(fù)面反應(yīng)更多，原因是人們認(rèn)為該政策發(fā)出了鼓勵(lì)個(gè)人犧牲的更強(qiáng)烈信號，以及人們認(rèn)為冷凍卵子政策給員工帶來的好處更少，而給組織帶來的成本更高?？偠灾?，這項(xiàng)工作擴(kuò)展了對工作-生活政策的信號效應(yīng)的理解，并證明了對一系列工作—生活政策的反應(yīng)是更多變的，由更多的潛在因素驅(qū)動(dòng)，而不是先前的理論所能解釋的。

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2.Biting the hand that feeds: A status-based model of when and why receiving help motivates social undermining.
恩將仇報(bào):一個(gè)基于社會(huì)地位的模型，揭示了何時(shí)以及為什么接受幫助會(huì)導(dǎo)致社會(huì)破壞

Tai, Kenneth; Lin, Katrina Jia; Lam, Catherine K.; Liu, Wu.?https://doi.org/10.1037/apl0000580

Social exchange theory suggests that after receiving help, people reciprocate by helping the original help giver. However, we propose that help recipients may respond negatively and harm the help giver when they perceive helping as a status threat and experience envy. Integrating the helping as status relations framework and the social functional perspective of envy, we examine when and why receiving help may prompt help recipients to undermine help givers. Across four studies, we find progressive support for our results, which show that when individuals receive task-related help from help givers who are perceived to be more, rather than less, competent than them, they experience greater status threat and envy. As help recipients experience envy toward help givers, they are likely to undermine help givers, and this positive relationship becomes stronger for help recipients who have higher status striving motivation. Our findings underscore the status dynamics implicated in helping interactions by highlighting that help recipients, especially those with higher status striving motivation, may paradoxically undermine help givers when they perceive status threat from and feel envious of help givers, as a result of receiving help from more competent help givers.

社會(huì)交換理論認(rèn)為，在接受幫助后，人們會(huì)通過幫助最初的給予者來回報(bào)。然而，我們提出，當(dāng)受助者將幫助視為一種地位威脅并有嫉妒心理時(shí)，他們可能會(huì)做出消極的反應(yīng)，并傷害給予者。結(jié)合幫助作為地位關(guān)系的框架和嫉妒的社會(huì)功能視角，我們研究了何時(shí)以及為什么接受幫助會(huì)促使受助人破壞給予者。通過四項(xiàng)研究，我們發(fā)現(xiàn)我們的結(jié)果得到了逐步的支持，這些研究表明，當(dāng)個(gè)人從被認(rèn)為比自己更有能力的幫助者那里獲得任務(wù)相關(guān)的幫助時(shí)，他們會(huì)感受到更大的地位威脅和嫉妒。當(dāng)受助者對施助者產(chǎn)生嫉妒時(shí)，他們很可能會(huì)破壞施助者，而這種正向關(guān)系在地位追求動(dòng)機(jī)較高的受助者身上表現(xiàn)得更強(qiáng)。我們的研究結(jié)果強(qiáng)調(diào)了幫助互動(dòng)中涉及的地位動(dòng)態(tài)，強(qiáng)調(diào)了受助者，尤其是那些有更高地位追求動(dòng)機(jī)的人，當(dāng)他們從更有能力的受助者那里獲得幫助時(shí)，他們會(huì)感到來自受助者的地位威脅并感到嫉妒，從而矛盾地破壞了受助者。

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3.Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.

負(fù)責(zé)是有助于還是不利于員工的晉升和知名度?從主管地位的角度進(jìn)行調(diào)查

Xu, Angela J.; Loi, Raymond; Chow, Cheris W. C.?https://doi.org/10.1037/apl0000752

Taking charge is an important form of proactive behavior that sustains organizational survival and success. Despite considerable research on how to encourage employees to take charge, little is known about whether and when supervisors will evaluate those who take charge as more or less promotable and visible. Building on and extending the theoretical notion of dyadic complementary fit, we propose that, compared with lower status-goal-striving supervisors, higher status-goal-striving supervisors regard those who take charge as helping enhance their status in the organization more (i.e., a dyadic fit condition) and subsequently evaluate these employees as more promotable and visible. In a vignette-based experiment using 175 U.S.-based supervisors (Study 1), a two-wave field survey among 143 supervisor–subordinate dyads in a hotel (Study 2), and a three-wave survey among 294 supervisor–subordinate dyads in various organizations and industries in China (Study 3), we find support for our predictions. The findings have important implications for proactivity theory and practice.?

負(fù)責(zé)是維持組織生存和成功的一種重要的主動(dòng)行為形式。盡管有大量關(guān)于如何鼓勵(lì)員工負(fù)責(zé)的研究，但很少有人知道主管是否以及何時(shí)會(huì)評估那些負(fù)責(zé)的人是否更有晉升空間和可見度?；诓U(kuò)展二元互補(bǔ)適合的理論概念，我們提出，與地位目標(biāo)追求較低的管理者相比，地位目標(biāo)追求較高的管理者認(rèn)為那些負(fù)責(zé)的員工更有助于提高他們在組織中的地位(即二元適合條件)，并隨后評價(jià)這些員工更有晉升機(jī)會(huì)和可見度。在一項(xiàng)基于小插圖的實(shí)驗(yàn)中(研究1)，在一家酒店對143對主管—下屬組合進(jìn)行的兩波實(shí)地調(diào)查(研究2)，以及在中國不同組織和行業(yè)對294對主管—下屬組合進(jìn)行的三波調(diào)查(研究3)，我們發(fā)現(xiàn)了支持我們預(yù)測的證據(jù)。研究結(jié)果對主動(dòng)性理論和實(shí)踐具有重要意義。

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4.Untying the climate strength knot: A meta-analytic examination of restricted variance effects in climate strength relations.
解開氣候強(qiáng)度結(jié)：氣候強(qiáng)度關(guān)系中限制方差效應(yīng)的元分析檢驗(yàn)

Keeler, Kathleen R.; Alaybek, Balca; Cortina, Jose M.; Cheung, Ho Kwan.?https://doi.org/10.1037/apl0001022

Climate strength is often included in organizational climate models, however, its role in such models remains unclear. We propose that the inconsistent findings regarding the effects of climate strength are due in part to its complicated relationship with climate level. Specifically, we propose that the relationship between level and strength is heteroscedastic and nonlinear due to restricted variance (RV) and potential leniency bias in climate ratings. We examine how this relationship between level and strength affects relations between climate strength and work-related outcomes, as well as the implications that this has for bilinear interactions between level and strength. In this meta-analysis, we analyzed 81 independent samples from 77 articles and find support for a heteroscedastic, curvilinear relationship between climate level and climate strength, consistent with the notion that variance compression and leniency bias are present in climate ratings. With regard to the three proposed roles of climate strength in organizational models, we find some support for an additive effect of strength on outcomes, but only at high levels of climate level, and little support for strength as a bilinear moderator of level–outcome relations or for strength as a nonlinear predictor of outcomes. We do find, however, some support for nonlinear interaction effects between level and strength. We discuss implications of our findings for the role of climate strength in future research and for multilevel theory in general.

氣候強(qiáng)度通常包含在組織氣候模型中，然而，其在此類模型中的作用尚不清楚。我們認(rèn)為，關(guān)于氣候強(qiáng)度影響的不一致結(jié)果部分是由于其與氣候水平的復(fù)雜關(guān)系。具體而言，由于限制方差(RV)和氣候評級中的潛在寬容偏差，我們提出水平和強(qiáng)度之間的關(guān)系是異方差和非線性的。我們研究了水平和強(qiáng)度之間的這種關(guān)系如何影響氣候強(qiáng)度和工作相關(guān)結(jié)果之間的關(guān)系，以及這對水平和強(qiáng)度之間的雙線性相互作用的影響。在元分析中，我們分析了77篇文章中的81個(gè)獨(dú)立樣本，并發(fā)現(xiàn)氣候水平和氣候強(qiáng)度之間存在異方差曲線關(guān)系的支持，這與氣候評級中存在方差壓縮和寬容偏倚的概念一致。關(guān)于氣候強(qiáng)度在組織模型中的三個(gè)擬議作用，我們發(fā)現(xiàn)一些支持強(qiáng)度對結(jié)果的加性效應(yīng)，但僅在高水平的氣候水平下，很少支持強(qiáng)度作為水平-結(jié)果關(guān)系的雙線性調(diào)節(jié)因子或強(qiáng)度作為結(jié)果的非線性預(yù)測因子。然而，我們確實(shí)發(fā)現(xiàn)了水平和強(qiáng)度之間的非線性相互作用效應(yīng)的一些支持。我們討論了我們的發(fā)現(xiàn)對未來研究中氣候強(qiáng)度的作用和一般的多層理論的影響。

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5.A recipe for success? Sustaining creativity among first-time creative producers.
成功的秘訣是什么？保持第一次創(chuàng)意制作人的創(chuàng)造力

Deichmann, Dirk; Baer, Markus.?https://doi.org/10.1037/apl0001019

Sustaining creativity is difficult. We identify the conditions that determine repeat production of novelty among first-time producers, and the psychological mechanism transmitting their effects. Our theoretical model highlights that the novelty of a first production can lower the probability of creating a second production, particularly when the first production is bestowed with an award or recognition. This effect occurs primarily because individuals who win an award for a prior novel production experience a greater threat to their creative identity when anticipating having to produce follow-up novel work. We test our theoretical model in three studies: an archival study of first-time cookbook authors in the United Kingdom and two experiments. Our results provide some support for our theoretical model—award-winning producers of novel cookbooks (or ideas for them) are less likely to follow-up their initial production with a second one, largely because of the potential erosion to a person’s creative identity that doing so may cause. Our findings highlight the intricacies of sustaining creativity over time and offer insights into why some producers abandon their creative efforts.

保持創(chuàng)造力是困難的。我們確定了決定首次生產(chǎn)者重復(fù)生產(chǎn)新穎性的條件，以及傳遞其影響的心理機(jī)制。我們的理論模型強(qiáng)調(diào)，第一部作品的新穎性會(huì)降低創(chuàng)作第二部作品的概率，特別是當(dāng)?shù)谝徊孔髌帆@得獎(jiǎng)項(xiàng)或認(rèn)可時(shí)。產(chǎn)生這種影響的主要原因是，那些因之前的小說作品而獲獎(jiǎng)的人，在預(yù)期必須創(chuàng)作后續(xù)小說作品時(shí)，他們的創(chuàng)作身份會(huì)受到更大的威脅。我們在三個(gè)研究中測試了我們的理論模型:一項(xiàng)對英國首次烹飪書作者的檔案研究和兩個(gè)實(shí)驗(yàn)。我們的研究結(jié)果為我們的理論模型提供了一些支持——屢獲殊榮的新奇烹飪書的制作人(或他們的想法)不太可能跟進(jìn)他們的第一部作品，主要是因?yàn)檫@樣做可能會(huì)對一個(gè)人的創(chuàng)造性身份造成潛在的侵蝕。我們的發(fā)現(xiàn)強(qiáng)調(diào)了隨著時(shí)間的推移保持創(chuàng)造力的復(fù)雜性，并為一些制作人放棄他們的創(chuàng)造性努力提供了深刻的見解。

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6.Status acuity: The ability to accurately perceive status hierarchies reduces status conflict and benefits group performance.
狀態(tài)敏銳性:準(zhǔn)確感知狀態(tài)層次結(jié)構(gòu)的能力可以減少狀態(tài)沖突，有利于群體績效

Yu, Siyu; Kilduff, Gavin J.; West, Tessa.?https://doi.org/10.1037/apl0001024

Humans are a fundamentally social species, having evolved in groups with status hierarchies. However, research on the dimensions of individual ability has largely overlooked the domain of status. Building upon research on the individual-level benefits of accurate status perceptions, we propose that there exists an individual dispositional ability to perceive groups’ informal status hierarchies, which we call?status acuity,?and which has important implications for group dynamics. We find support for the existence and importance of status acuity across several studies. In Studies 1a and 1b, we develop and validate a measure of status acuity, find that it is distinct from previously studied individual abilities including emotional intelligence, cognitive intelligence, and accurate learning of social networks, and find that it predicts important individual outcomes at work. In Studies 2 and 3, we examine the effects of status acuity in face-to-face groups. As predicted, groups whose members have higher status acuity experience less status conflict, which benefits performance on creative idea-generation as well as problem-solving tasks. This work extends existing research on status and group dynamics, and contributes to our understanding of the constellation of human abilities, offering a new answer to the question: “How well does this person work in groups?”

人類本質(zhì)上是一種社會(huì)物種，在有地位等級的群體中進(jìn)化。然而，對個(gè)人能力維度的研究在很大程度上忽視了地位領(lǐng)域?；趯?zhǔn)確地位感知的個(gè)人層面益處的研究，我們提出存在一種感知群體非正式地位等級的個(gè)人性格能力，我們稱之為地位敏銳度，這對群體動(dòng)態(tài)具有重要意義。我們在幾項(xiàng)研究中發(fā)現(xiàn)了地位敏銳度的存在和重要性。在研究1a和1b中，我們開發(fā)并驗(yàn)證了一種狀態(tài)敏銳度的測量方法，發(fā)現(xiàn)它不同于之前研究的個(gè)人能力，包括情商、認(rèn)知智力和對社會(huì)網(wǎng)絡(luò)的準(zhǔn)確學(xué)習(xí)，并發(fā)現(xiàn)它預(yù)測了重要的個(gè)人工作結(jié)果。在研究2和研究3中，我們考察了地位敏銳度在面對面群體中的影響。正如預(yù)測的那樣，地位敏銳度越高的團(tuán)隊(duì)成員經(jīng)歷的地位沖突越少，這有利于創(chuàng)造性想法的產(chǎn)生和解決問題的任務(wù)。這項(xiàng)工作擴(kuò)展了現(xiàn)有的關(guān)于地位和群體動(dòng)力學(xué)的研究，并有助于我們對人類能力星座的理解，為這個(gè)問題提供了一個(gè)新的答案:“這個(gè)人在團(tuán)隊(duì)中工作得如何?”

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7.Am I motivated to share knowledge for better innovative performance? An approach and avoidance framework.
我是否會(huì)為了更好的創(chuàng)新表現(xiàn)而更有動(dòng)力去分享知識(shí)?一個(gè)方法和避免框架

Lin, Xiaowan; Lu, Lin; Ozer, Muammer; Tang, Heng.?https://doi.org/10.1037/apl0001015

Past research has long emphasized the critical roles of approach and avoidance motivation orientations in people’s creative and innovative performance. However, it has generated mixed results and suggested the possibility of multiple pathways and mechanisms to explain these relationships. In this article, we first argue that employees’ approach and avoidance motivation orientations are likely to guide their knowledge-sharing (KS) behaviors, which, in turn, influence their innovative performance. We differentiate between explicit and implicit KS and posit that approach motivation orientation is positively associated with both types of KS. In addition, we argue that while avoidance motivation orientation is positively related to explicit KS, it is negatively related to implicit KS. From a support–threat perspective, we also propose that perceived organizational support and psychological contract breach moderate the effects of approach and avoidance motivation orientations, respectively. We tested these relationships in a survey of 331 employees and their supervisors in two organizations in China. The results supported all of the hypothesized relationships, except for the relationship between avoidance motivation orientation and explicit KS, which was only significant when psychological contract breach was lower. These findings have both theoretical and practical implications.

過去的研究長期強(qiáng)調(diào)接近動(dòng)機(jī)和回避動(dòng)機(jī)取向在人們的創(chuàng)造性和創(chuàng)新績效中的關(guān)鍵作用。然而，它產(chǎn)生了混合的結(jié)果，并提出了多種途徑和機(jī)制來解釋這些關(guān)系的可能性。在本文中，我們首先認(rèn)為，員工的接近動(dòng)機(jī)和回避動(dòng)機(jī)取向可能會(huì)指導(dǎo)他們的知識(shí)共享（KS）行為，而知識(shí)共享行為又會(huì)影響他們的創(chuàng)新績效。我們區(qū)分了顯式和隱式KS，并假設(shè)方法動(dòng)機(jī)取向與這兩種類型的KS呈正相關(guān)。此外，我們認(rèn)為，回避動(dòng)機(jī)取向與外顯KS呈正相關(guān)，與內(nèi)隱KS呈負(fù)相關(guān)。從支持—威脅的角度，我們還提出，感知組織支持和心理契約違背分別調(diào)節(jié)接近動(dòng)機(jī)導(dǎo)向和逃避動(dòng)機(jī)導(dǎo)向的影響。我們在中國的兩個(gè)組織中對331名員工及其主管進(jìn)行了調(diào)查，以檢驗(yàn)這種關(guān)系。結(jié)果支持所有假設(shè)的關(guān)系，除了回避動(dòng)機(jī)取向與外顯KS之間的關(guān)系，只有在心理契約違背較低時(shí)，這種關(guān)系才顯著。這些發(fā)現(xiàn)具有理論和實(shí)踐意義。

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8.Getting unstuck: The effects of growth mindsets about the self and job on happiness at work.
擺脫困境：關(guān)于自我和工作的成長心態(tài)對工作幸福感的影響

Berg, Justin M.; Wrzesniewski, Amy; Grant, Adam M.; Kurkoski, Jennifer; Welle, Brian.?https://doi.org/10.1037/apl0001021

Past research on growth mindsets has focused on the benefits of viewing the self as flexible rather than fixed. We propose that employees can make more substantial agentic changes to their work experiences if they also hold growth mindsets about their job designs. We introduce the concept of dual-growth mindset—viewing both the self and job as malleable—and examine its impact on employee happiness over time. We hypothesize that fostering a dual-growth mindset yields relatively durable gains in happiness, while fostering a growth mindset about either the self or job is insufficient for sustainable increases in happiness. We tested these predictions using two experimental studies: a field quasi-experiment in a Fortune 500 technology company and a controlled experiment with employees in a variety of organizations and occupations. Across the two experiments, fostering dual-growth mindset yielded gains in self-reported and observer-rated happiness that lasted at least 6 months. Fostering growth mindsets about either the self or job alone did not generate lasting increases in happiness. Supplementary mediation analyses suggest dual-growth mindsets boosted happiness by enabling employees to plan more substantial job crafting. Our research suggests that durable gains in happiness at work depend on holding flexible mindsets about the job, not only the self.

過去關(guān)于成長型心態(tài)的研究主要關(guān)注將自我視為靈活而非固定的好處。我們建議，如果員工對自己的工作設(shè)計(jì)也持有成長型思維，他們就可以對自己的工作經(jīng)歷做出更實(shí)質(zhì)性的主觀改變。我們引入了雙增長思維的概念——將自我和工作都視為可塑的——并研究了它對員工幸福感的長期影響。我們假設(shè)，培養(yǎng)一種雙重成長的心態(tài)會(huì)帶來相對持久的幸福收益，而培養(yǎng)一種關(guān)于自我或工作的成長心態(tài)不足以持續(xù)增加幸福。我們通過兩項(xiàng)實(shí)驗(yàn)研究來驗(yàn)證這些預(yù)測:一項(xiàng)是在一家財(cái)富500強(qiáng)科技公司進(jìn)行的現(xiàn)場準(zhǔn)實(shí)驗(yàn)，另一項(xiàng)是在不同組織和職業(yè)的員工中進(jìn)行的對照實(shí)驗(yàn)。在這兩個(gè)實(shí)驗(yàn)中，培養(yǎng)雙重成長的心態(tài)在自我報(bào)告和觀察者評價(jià)的幸福方面產(chǎn)生了收益，持續(xù)至少6個(gè)月。培養(yǎng)關(guān)于自我或工作的成長心態(tài)并不能帶來持久的幸福感。補(bǔ)充中介分析表明，雙重成長的心態(tài)使員工能夠計(jì)劃更實(shí)質(zhì)性的工作設(shè)計(jì)，從而提高了幸福感。我們的研究表明，持久的工作幸福感取決于對工作保持靈活的心態(tài)，而不僅僅是對自己。

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9.Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?
好得令人難以置信?主管視角的評級是實(shí)際主管評級的有效替代品嗎?

Cho, Inchul; Berry, Christopher M.; Payne, Stephanie C.; Lee, Philseok.?https://doi.org/10.1037/apl0001018

Due to well-known problems with self-ratings of job performance (e.g., inflation, weak correlation with supervisor ratings) and the challenges of collecting supervisor ratings of job performance, researchers sometimes use supervisor-perspective ratings (e.g., “how do you think your supervisor would rate your job performance?”) instead. The assumption is supervisor-perspective ratings are less affected by the noted issues with self-ratings and therefore are more similar to actual supervisor ratings than traditional self-ratings. In fact, a considerable number of researchers have used supervisor-perspective ratings as an alternative to actual supervisor ratings. The purpose of this study is to meta-analytically determine the degree to which supervisor-perspective ratings are a valid substitute for actual supervisor ratings and identify the boundary conditions for this substitution. Our meta-analyses demonstrate that supervisor-perspective ratings are generally not a viable substitute for actual supervisor ratings. This is especially the case when (a) citizenship performance is measured, (b) data are collected in collectivistic cultures, and (c) all study data are gathered from the same source. We recommend not using supervisor-perspective ratings as a substitute for actual supervisor ratings.

由于自我評估工作表現(xiàn)的眾所周知的問題(例如，通貨膨脹，與主管評級的弱相關(guān)性)和收集主管對工作表現(xiàn)的評級的挑戰(zhàn)，研究人員有時(shí)會(huì)使用主管視角的評級(例如，“你認(rèn)為你的主管會(huì)如何評估你的工作表現(xiàn)?”)。假設(shè)主管視角的評級受自我評級中注意到的問題的影響較小，因此與傳統(tǒng)的自我評級相比，它更類似于實(shí)際的主觀評級。事實(shí)上，相當(dāng)多的研究人員已經(jīng)使用主管視角評級作為實(shí)際主管評級的替代方案。本研究的目的是通過元分析確定主管視角評分在多大程度上是實(shí)際主管評分的有效替代，并確定這種替代的邊界條件。我們的元分析表明，主管視角的評級通常不能替代實(shí)際的管理者評級。當(dāng)(a)衡量公民表現(xiàn)時(shí)，(b)數(shù)據(jù)是在集體主義文化中收集的，(c)所有研究數(shù)據(jù)都是從同一來源收集的，情況尤其如此。我們建議不要用主觀視角的評級來代替實(shí)際的主管評級。