01492nas a2200181   4500008004100000245008300041210006900124260000900193300001400202490000700216520085900223653001501082100002401097700002501121700002201146700002201168856012001190       2004                        eng d00aA Covariance Structure Analysis of Employees' Response to Performance Feedback0 aCovariance Structure Analysis of Employees Response to Performan  c2004  a1057-10690 v893 aThis longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performance was assessed 11 months later at the end of the review cycle. Covariance structure analysis supported the convergent and discriminant validity of the constructs underlying the model and the constellation of structural relationships. A set of cognitive variables was found to completely mediate the relationship between an individual's receipt and response to feedback. Implications for the feedback process and future research are discussed. (PsycINFO Database Record (c) 2006 APA, all rights reserved)10aManagement1 aKinicki, Angelo, J.1 aPrussia, Gregory, E.1 aWu, Bin, (Joshua)1 aRyan, Fran, McKee  uhttps://stage.business.oregonstate.edu/biblio/covariance-structure-analysis-employees-response-performance-feedback01515nas a2200181   4500008004100000245009400041210006900135260000900204300001000213490000700223520086300230653001501093100002401108700002201132700002901154700002401183856012601207       2002                        eng d00aAssessing the construct validity of the Job Descriptive Index: A review and meta-analysis0 aAssessing the construct validity of the Job Descriptive Index A   c2002  a14-320 v873 aThe construct validity of the Job Descriptive Index (JDI) was investigated by using a meta-analysis to summarize previous empirical studies that examined antecedents, correlates, and consequences of job satisfaction. In total, 79 unique correlates with a combined total of 1,863 correlations were associated with the JDI subdimensions. The construct validity of the JDI was supported by (a) acceptable estimates of internal consistency and test-retest reliability, (b) results that conform to a nomological network of job satisfaction relationships, and (c) demonstrated convergent and discriminant validity. Contrasting results with previous meta-analytic findings offered further support for the JDI's construct validity. Limitations of the JDI and suggestions for future research are discussed. (PsycINFO Database Record (c) 2006 APA, all rights reserved)10aManagement1 aKinicki, Angelo, J.1 aRyan, Fran, McKee1 aSchriesheim, Chester, A.1 aCarson, Kenneth, P.  uhttps://stage.business.oregonstate.edu/biblio/assessing-construct-validity-job-descriptive-index-review-and-meta-analysis