Phillips JM
Department of Human Resource Management, Rutgers University
Organ Behav Hum Decis Process. 1999 Mar;77(3):215-242. doi: 10.1006/obhd.1998.2819.
The purpose of this experiment was to explore the possibility that the inconsistent findings of Brehmer and Hagafors (1986, Organizational Behavior and Human Decision Processes, 38, 181-195), Sniezek and Buckley (1995, Organizational Behavior and Human Decision Processes, 62, 159-174), and leader-member exchange research regarding leaders' propensity to differentially and accurately weight staff input can be explained as a result of experience, the availability to the leader of staff member judgment confidence, and the cumulative past accuracy of each staff member. The availability to the team leader of staff member past judgment accuracy and staff member judgment confidence was provided in an environment in which differential staff weighting was the appropriate staff utilization strategy. Eighty-four leaders of four-person decision-making teams performed 63 decisions on a computerized decision-making task. Both experience and providing leaders with cumulative staff past accuracy information were related to greater staff weighting variability and greater staff weighting accuracy. Although positively related to staff weighting, staff confidence information did not improve leader weighting variability nor actual staff weighting accuracy. Copyright 1999 Academic Press.
布雷默和哈加福斯（1986年，《组织行为与人类决策过程》，第38卷，第181 - 195页）、斯涅泽克和巴克利（1995年，《组织行为与人类决策过程》，第62卷，第159 - 174页）以及领导 - 成员交换研究中关于领导者对员工意见进行差异化和准确加权倾向的不一致结果，是否可以解释为经验、领导者获取员工判断信心的情况以及每个员工过去累积的准确性的结果。在差异化员工加权是合适的员工利用策略的环境中，向团队领导者提供了员工过去判断准确性和员工判断信心的信息。84名四人决策团队的领导者在一项计算机化决策任务中做出了63个决策。经验以及向领导者提供员工过去累积的准确性信息都与更大的员工加权变异性和更高的员工加权准确性相关。虽然员工信心信息与员工加权呈正相关，但它既没有提高领导者加权的变异性，也没有提高实际的员工加权准确性。版权所有1999年学术出版社。
