Measuring Implicit Traits in Organizational Research: Development of an Indirect Measure of Employee Implicit Self-Concept
验证了一种间接测量方法（单词片段完成任务），用于评估员工的内隐自我概念，发现其比直接测量（自评量表）更能预测任务绩效、组织公民行为、反生产行为及上下级关系质量。
Values, attitudes, and goals are often automatically activated, yet organizational research has relied predominantly on techniques that measure these phenomena at explicit or conscious levels. In this study, the authors validated an indirect measure designed to assess employee self-concept at implicit levels. Because self-concept is believed to operate primarily at implicit levels, it was hypothesized that an indirect measure would be an effective predictor of work criteria. The criteria examined were task performance, citizenship and counterproductive behavior, and the quality of supervisor—subordinate relations. Consistent with predictions, the indirect measure—a word fragment completion task—contributed more to the prediction of criteria than the direct measure— self-report survey items with summated rating scales. The authors discuss the implications of these findings for the use of indirect measures in applied settings.