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作者：Joo, Harry; Aguinis, Herman; Bradley, Kyle J.
作者单位：University System of Ohio; University of Dayton; George Washington University; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：We offer a four-category taxonomy of individual output distributions (i.e., distributions of cumulative results): (1) pure power law; (2) lognormal; (3) exponential tail (including exponential and power law with an exponential cutoff); and (4) symmetric or potentially symmetric (including normal, Poisson, and Weibull). The four categories are uniquely associated with mutually exclusive generative mechanisms: self-organized criticality, proportionate differentiation, incremental differentiation...
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作者：Judge, Timothy A.; Weiss, Howard M.; Kammeyer-Mueller, John D.; Hulin, Charles L.
作者单位：University System of Georgia; Georgia Institute of Technology; University of Minnesota System; University of Minnesota Twin Cities; University of Illinois System; University of Illinois Urbana-Champaign; University System of Ohio; Ohio State University
摘要：Over the past 100 years, research on job attitudes has improved in the sophistication of methods and in the productive use of theory as a basis for fundamental research into questions of work psychology. Early research incorporated a diversity of methods for measuring potential predictors and outcomes of job attitudes. Over time, methods for statistically assessing these relationships became more rigorous, but the field also became narrower. In recent years, developments in theory and methodol...
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作者：Campion, Michael C.; Ployhart, Robert E.; Campion, Michael A.
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作者：Hom, Peter W.; Lee, Thomas W.; Shaw, Jason D.; Hausknecht, John P.
作者单位：Arizona State University; Arizona State University-Tempe; University of Washington; University of Washington Seattle; Hong Kong Polytechnic University; Cornell University
摘要：We review seminal publications on employee turnover during the 100-year existence of the Journal of Applied Psychology. Along with classic articles from this journal, we expand our review to include other publications that yielded key theoretical and methodological contributions to the turnover literature. We first describe how the earliest papers examined practical methods for turnover reduction or control and then explain how theory development and testing began in the mid-20th century and d...
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作者：Beck, James W.; Scholer, Abigail A.; Hughes, Jeffrey
作者单位：University of Waterloo
摘要：Disturbances are factors outside of a person's control that influence goal progress. Although disturbances are typically included in theoretical accounts of goal pursuit, relatively little empirical research has explicitly considered the effects of disturbances on the goal-striving process. We address this gap in the literature by examining the effects that disturbances have on the emotional experience of goal pursuit. More importantly, we differentiate between distance disturbances (changes t...
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作者：Dimotakis, Nikolaos; Mitchell, Deb; Maurer, Todd
作者单位：University System of Georgia; Georgia State University; University of Nebraska System; University of Nebraska Lincoln
摘要：In this field study we examined both positive and negative developmental feedback given in managerial assessment centers in relation to employees' self-efficacy for their ability to improve their relevant skills assessed in the centers, the extent to which they sought subsequent feedback from others at work, and the career outcome of being promoted to a higher level position within the organization. We found that feedback was related to self-efficacy for improvement which was in turn positivel...
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作者：Courtright, Stephen H.; McCormick, Brian W.; Mistry, Sal; Wang, Jiexin
作者单位：Texas A&M University System; Texas A&M University College Station; Northern Illinois University; Southern Methodist University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University
摘要：Though prevalent in practice, team charters have only recently received scholarly attention. However, most of this work has been relatively devoid of theory, and consequently, key questions about why and under what conditions team charter quality affects team performance remain unanswered. To address these gaps, we draw on macro organizational control theory to propose that team charter quality serves as a team-level behavior control mechanism that builds task cohesion through a structured exe...
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作者：Spoelma, Trevor M.; Ellis, Aleksander P. J.
作者单位：University of Arizona
摘要：While faultlines theory has received quite a bit of attention in the literature, there has been some inconsistency in findings regarding identity and information faultlines. Namely, identity faultlines do not always result in harmful social categorizations and information faultlines do not always increase information-processing capabilities. However, according to the categorization-elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), any category of diversity can result in categor...
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作者：Barber, Larissa K.; Taylor, Shannon G.; Burton, James P.; Bailey, Sarah F.
作者单位：Northern Illinois University; State University System of Florida; University of Central Florida; Northern Illinois University; University of Wisconsin System; University of Wisconsin Madison
摘要：Research demonstrating that employees who are undermined at work engage in similar behavior at home suggests this connection reflects displaced aggression. In contrast, the present study draws on self-regulation theory to examine the work-home undermining spillover/crossover process. We propose that poor sleep quality transmits the influence of workplace undermining to home undermining per self-regulatory impairment, and exercise moderates this indirect effect per self-regulatory improvement. ...
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作者：Walker, David D.; van Jaarsveld, Danielle D.; Skarlicki, Daniel P.
作者单位：University of British Columbia; University of British Columbia Okanagan; University of British Columbia
摘要：Customer service employees tend to react negatively to customer incivility by demonstrating incivility in return, thereby likely reducing customer service quality. Research, however, has yet to uncover precisely what customers do that results in employee incivility. Through transcript and computerized text analysis in a multilevel, multisource, mixed-method field study of customer service events (N = 434 events), we found that employee incivility can occur as a function of customer (a) aggress...
