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人际绩效
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  相似匹配句对
     performance praise.
     绩效奖励。
短句来源
     Adaptive Performance
     适应性绩效
短句来源
     A Brief Introduction to Interpersonal Psychotherapy
     人际心理治疗
短句来源
     On Interpersonal Attracktion
     论人际吸引
短句来源
     3. The attention to contextual performance should be improved, and undergraduates and postgraduates' ability to interpersonal facilitation and job dedication should be trained.
     3.提高对周边绩效的重视,培养大学生、研究生的工作奉献和人际促进能力。
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  interpersonal performance
This study examined the relation between goal setting and self-efficacy and self-evaluation of interpersonal performance.
      
Thirty-six shy males participated in two interpersonal performance tests with attractive female confederates.
      


The purpose of the present research is to explore and confirm the taxonomy of job performance. Two studies were conducted to address this issue.In Study 1, a Rating Scale for Job Performance was developed, and exploratory factor analysis (n=145) yielded a four-factor solution, named Task, Interpersonal, Adaptive and Dedicative Performance (the four factors' Alphas were all above .91, and multiple linear regression's R=.86).Study 2 compared the four-factor model with the other four models derived from W. C. Borman...

The purpose of the present research is to explore and confirm the taxonomy of job performance. Two studies were conducted to address this issue.In Study 1, a Rating Scale for Job Performance was developed, and exploratory factor analysis (n=145) yielded a four-factor solution, named Task, Interpersonal, Adaptive and Dedicative Performance (the four factors' Alphas were all above .91, and multiple linear regression's R=.86).Study 2 compared the four-factor model with the other four models derived from W. C. Borman & S. J. Motowidlo (1993), B. Allworth & E. Hesketh (1997), etc. Confirmatory factor analysis (n=327) indicated a best fit for the four-factor-model (GFI=.95; AGFI=.90; NNFI=.98; CFI=.99; IFI=.99; RMSEA=.078). Results and implications for the taxonomy of job performance were also discussed.

本研究以企业中层管理人员为对象,通过构建工作绩效评定量表,对工作绩效的结构进行了探讨。探索性因素分析表明,工作绩效在结构上可以区分为四个因素:任务绩效、人际绩效、适应绩效和努力绩效;相关分析和多元回归分析表明,构建的量表具有良好的信度和效度。重新采集样本后,经验证性因素分析,发现四因素结构模型有最佳的拟合,从而确认了工作绩效的四因素结构模型。

 
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