The effect of performance trend on performance ratings occurs through observer attributions, but depends on performance variability

Power analysis for conditional indirect effects: A tutorial for conducting Monte Carlo simulations with categorical exogenous variables

Conceptual and statistical models that include conditional indirect effects (i.e., so-called "moderated mediation" models) are increasingly popular in the behavioral sciences. Although there is ample guidance in the literature for how to specify and test such models, there is scant advice regarding how to best design studies for such purposes, and this especially includes techniques for sample size planning (i.e., "power analysis"). In this paper, we discuss challenges in sample size planning for moderated mediation models and offer a tutorial for conducting Monte Carlo simulations in the specific case where one has categorical exogenous variables. Such a scenario is commonly faced when one is considering testing conditional indirect effects in experimental research, wherein the (assumed) predictor and moderator variables are manipulated factors and the (assumed) mediator and outcome variables are observed/measured variables. To support this effort, we offer example data and reproducible R code that constitutes a "toolkit" to make up for limitations in other software and aid researchers in the design of research to test moderated mediation models.

Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, and Practice

We begin by charting the evolution of the dominant perspective on job performance from one that viewed performance as static to one that viewed it as dynamic over long timeframes (e.g., months, years, decades) to one that views it as dynamic over not just long but also short timeframes (e.g., minutes, hours, days, weeks)—and that accordingly emphasizes the within-person level of analysis. The remainder of the article is devoted to the newer, short-timeframe research on within-person variability in job performance. We emphasize personality states and affective states as motivational antecedents. We provide accessible reviews of relevant theories and highlight the convergence of theorizing across the personality and affect antecedent domains. We then focus on several major avenues for future research. Finally, we discuss the implications of these perspectives for personnel selection and performance management in organizations as well as for employees aiming to optimize their job performance.