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Previous research has demonstrated that individuals improve their performance of a task after observing and evaluating others perform that task, a phenomenon known as the observer effect. Most of the research has demonstrated this when the observers were aware that their performance of the task was also being observed, suggesting that reactivity may play an important role. The current study examined this by evaluating the impact that observing others’ safety performance had on the observers’ subsequent safety performance under reactivity and nonreactivity conditions. Results suggest that the observer effect might be more robust when observers are aware that their performance is also being evaluated. [ABSTRACT FROM AUTHOR]

This study tests the general idea that people in different organizational positions can have different perspectives on what performance means in a particular job and that these different perspectives are reflected in their implicit trait policies (ITPs) about performance in that job. We test the hypothesis that prison inmates harbor ITPs about the importance of agreeableness and conscientiousness in correctional officers' performance that are different from the ITPs harbored by officers and supervisors. Our results show that critical incidents of officers' performance that are generated by inmates emphasize agreeableness more and conscientiousness less than critical incidents generated by officers and supervisors. Our results also show that inmates' ratings of the effectiveness of officers' behavior described in critical incidents are more strongly associated with the agreeableness of the behavior and less strongly associated with the conscientiousness of the behavior than are officers' and supervisors' ratings. [ABSTRACT FROM AUTHOR]

The effect of experience on the goal-setting behavior of Type A and Type B individuals was assessed using anagram tasks. Sixty men and 60 women were administered the Jenkins Activity Survey as well as a questionnaire assessing their previous experience with anagram tasks. Before each of three anagram trials, subjects set a performance goal and indicated how certain they were that they could reach that goal. The analyses indicated that Type A men had the largest differences between performance goals and actual performance, even though men, in general, were more certain that they would reach their goals. Differences across trials, however, decreased for all individuals. Men with the most prior self-reported experience were least satisfied with their performance. Of interest was the finding that Type B women had higher difference scores than did Type A women. [ABSTRACT FROM AUTHOR]