Structural model of employee involvement in skill development activity: The role of individual differences

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Motivating Knowledge Sharing in Knowledge Management Systems (2014, background): “Mitchell et al. (2007) and Maurer, Lippstreu, and Judge (2008) found that individuals low in openness to experience were more sensitive to punishment or failing to receive rewards and were also more likely to set goals that would allow them to demonstrate their competence by avoiding negative…”
Testing a Multidimensional Theory of Person-Environment Fit (2010, background): “…are primarily based in the United States, in a broad range of organizations and are thought to be a representative sample of company employees (Buchanan and Smith, 1999; Davis, 2007; Dennis and Winston, 2003; Judge et al., 2006; Maurer et al. 2007; Piccolo et al., 2008; Piccolo and Colquitt, 2006).”
Workplace safety: a meta-analysis of the roles of person and situation factors. (2009, methodology): “The assumed value between conscientiousness and motivation (rc .20, N 574) represented a combination of goal commitment (Barrick, Mount, & Strauss, 1993), prior participation in development activities (Mauer et al., 2008), and self-efficacy (Colquitt et al., 2000).”
The Development and Validation of the Feedback Orientation Scale (FOS) (2010, background): “Maurer and Tarulli (1994) suggest that developmental activities, which are often a source of feedback for participants, can provide intrinsic, extrinsic, and psychosocial benefits to participants.”