Listen while you work? Quasi-experimental relations between personal-stereo headset use and employee work responses.

Oldham, Greg R.; Cummings, Anne L.; Mischel, Leann; Schmidtke, James M.; Zhou, Jing

doi:10.1037/0021-9010.80.5.547

Cited by 119 publications

(81 citation statements)

References 47 publications

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“…Oldham et al (1995) found further that the best explanation for the increases in jobperformance and organizational satisfaction was the improved ability of personal-stereo users to relax while working. The effects were greatest for employees in relatively simple jobs; in fact, listening was more hindrance than help for employees with extremely complex jobs.…”

Section: Documented Results (Empirical Evidence: Better)mentioning

confidence: 94%

Family Maltreatment, Substance Problems, and Suicidality: Randomized Prevention Effectiveness Trial

Heyman¹

2008

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing this collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING ORGANIZATION REPORT NUMBERThe Research Foundation of State University of New York Stony Brook, NY 11794-3362 SPONSORING / MONITORING AGENCY NAME(S) AND ADDRESS(ES) 10. SPONSOR/MONITOR'S ACRONYM(S) U.S. Army Medical Research and Materiel Command Fort Detrick, Maryland 21702-5012 SPONSOR/MONITOR'S REPORT NUMBER(S) DISTRIBUTION / AVAILABILITY STATEMENTApproved for Public Release; Distribution Unlimited SUPPLEMENTARY NOTESOriginal contains colored plates: ALL DTIC reproductions will be in black and white. ABSTRACTThis study to enhance the ability of base, major command (MAJCOM) and Air Staff IDS to reduce death, injury, and degraded force readiness through (a) dissemination of base, MAJCOM, and AF prevalences of secretive problems; (b) provision of baselevel information to identify and prioritize risk and protective factors, (c) assistance in bases' selecting and implementing empirically supported interventions, and (d) evaluation of whether prevalences were lowered. SUBJECT TERMS

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Section: Documented Results (Empirical Evidence: Better)mentioning

confidence: 94%

Family Maltreatment, Substance Problems, and Suicidality: Randomized Prevention Effectiveness Trial

Heyman¹

2008

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“…Because more complex jobs can inherently entail creativity and involve supervisor assignments of creative individuals (and therefore influence supervisor ratings of creativity) into those more complex jobs, job complexity was included as a control variable. Oldham, Cummings, Mischel, Schmidtke, and Zhou's (1995) two-item scale was used to assess job complexity on the supervisor survey. A sample item is: ''How much training is required for a person to successfully complete this job?''…”

Section: Methodsmentioning

confidence: 99%

When Does Being Creative Lead to Being Rated as Creative? The Moderating Role of Perceived Probability of Successfully Bringing Ideas to a Supervisor's Attention

Randel

Jaussi

2011

Creativity Research Journal

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This study examined 2 variables often assumed to be positively related in research examining creativity in the workplace: an employee's objective creativity (independent of supervisor perceptions) and a supervisor's rating of that employee's creativity at work. This direct relationship was examined not only to explore if the common assumption of correlation was indeed well-founded, but also to consider a relational aspect of supervisor perceptions of creativity at work. Specifically, perceived probability of successfully bringing ideas to a supervisor's attention was tested as a moderator of the relationship between employee creativity and supervisor perceptions of employee creativity at work. This study found that employee creativity, measured objectively and independently of a supervisor's perception, was not significantly related to supervisor ratings of creativity. However, when employees perceived a high probability of successfully bringing ideas to a supervisor's attention, that relationship was strongly positive. This study points to the importance of research distinguishing between objectively generating ideas and being evaluated as creative. Also, this research highlights how supervisor perceptions of an employee's creativity at work more closely approximates employee creativity when the employee perceives success in gaining a supervisor's attention for ideas.Correspondence should be sent to Amy E. Randel,

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“…Likewise paintings or symbolic objects or aesthetic symbols serve as emotional cues and exert an influence on emotions and a corresponding climate (Seago, 1996;Wasserman, Rafaeli & Kluger, 2000). Music is believed by many to improve mood during work (Oldham, Cummings, Mischel, Schmidtke & Zhou, 1995). The clothing employees wear acts to symbolize social identities and power, whilst simultaneously serving the communication of values (Pratt & Rafaeli, 1997).…”

Section: The Objective View Of Climatementioning

confidence: 98%

Friends and Enemies in Organizations

Morrison¹,

Wright²

2009

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Listen while you work? Quasi-experimental relations between personal-stereo headset use and employee work responses.

Cited by 119 publications

References 47 publications

Family Maltreatment, Substance Problems, and Suicidality: Randomized Prevention Effectiveness Trial

Family Maltreatment, Substance Problems, and Suicidality: Randomized Prevention Effectiveness Trial

When Does Being Creative Lead to Being Rated as Creative? The Moderating Role of Perceived Probability of Successfully Bringing Ideas to a Supervisor's Attention

Friends and Enemies in Organizations

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