-
作者：Fulmer, C. Ashley; Ostroff, Cheri
作者单位：National University of Singapore; University of Iowa; University of South Australia
摘要：Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in faci...
-
作者：Hofmann, David A.; Burke, Michael J.; Zohar, Dov
作者单位：University of North Carolina; University of North Carolina Chapel Hill; Technion Israel Institute of Technology
摘要：Starting with initiatives dating back to the mid-1800s, we provide a high-level review of the key trends and developments in the application of applied psychology to the field of occupational safety. Factory laws, basic worker compensation, and research on accident proneness comprised much of the early work. Thus, early research and practice very much focused on the individual worker, the design of their work, and their basic protection. Gradually and over time, the focus began to navigate fur...
-
作者：Motro, Daphna; Ellis, Aleksander P. J.
作者单位：University of Arizona
摘要：Our experiment is aimed at understanding how employee reactions to negative feedback are received by the feedback provider and how employee gender may play a role in the process. We focus specifically on the act of crying and, based on role congruity theory, argue that a male employee crying in response to negative performance feedback will be seen as atypical behavior by the feedback provider, which will bias evaluations of the employee on a number of different outcome variables, including pe...
-
作者：Sackett, Paul R.; Shewach, Oren R.; Keiser, Heidi N.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Separate meta-analyses of the cognitive ability and assessment center (AC) literatures report higher criterion-related validity for cognitive ability tests in predicting job performance. We instead focus on 17 samples in which both AC and ability scores are obtained for the same examinees and used to predict the same criterion. Thus, we control for differences in job type and in criteria that may have affected prior conclusions. In contrast to Schmidt and Hunter's (1998) meta-analysis, reporti...
-
作者：Grand, James A.
作者单位：University System of Maryland; University of Maryland College Park
摘要：Stereotype threat describes a situation in which individuals are faced with the risk of upholding a negative stereotype about their subgroup based on their actions. Empirical work in this area has primarily examined the impact of negative stereotypes on performance for threatened individuals. However, this body of research seldom acknowledges that performance is a function of learning-which may also be impaired by pervasive group stereotypes. This study presents evidence from a 3-day self-guid...
-
作者：Ali, Abdifatah A.; Lyons, Brent J.; Ryan, Ann Marie
作者单位：Michigan State University; Simon Fraser University
摘要：Individuals with a criminal record face employment challenges because of the nature of their stigma. In this study, we examined the efficacy of using reparative impression management tactics to mitigate integrity concerns associated with a perilous stigma. Drawing on affect control theory, we proposed that the use of 3 impression management tactics-apology, justification, excuse-would differentially affect hiring evaluations through their influence on perceived remorse and anticipated workplac...
-
作者：Djurdjevic, Emilija; Stoverink, Adam C.; Klotz, Anthony C.; Koopman, Joel; Veiga, Serge P. da Motta; Yam, Kai Chi; Chiang, Jack Ting-Ju
作者单位：University of Rhode Island; University of Arkansas System; University of Arkansas Fayetteville; Oregon State University; Texas A&M University System; Texas A&M University College Station; American University; National University of Singapore; Peking University
摘要：Research suggests that employee status, and various status proxies, relate to a number of meaningful outcomes in the workplace. The advancement of the study of status in organizational settings has, however, been stymied by the lack of a validated workplace status measure. The purpose of this manuscript, therefore, is to develop and validate a measure of workplace status based on a theoretically grounded definition of status in organizations. Subject-matter experts were used to examine the con...
-
作者：Gomulya, David; Wong, Elaine M.; Ormiston, Margaret E.; Boeker, Warren
-
作者：Kaltiainen, Janne; Lipponen, Jukka; Holtz, Brian C.
作者单位：University of Helsinki; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：This study examines two fundamental concerns in the context of organizational change: employees' perceptions of merger process justice and cognitive trust in the top management team. Our main purpose is to better understand the nature of reciprocal relations between these important constructs through a significant change event. Previous research, building mainly on social exchange theory, has framed trust as a consequence of justice perceptions. More recently, scholars have suggested that this...
-
作者：Colella, Adrienne; Hebl, Mikki; King, Eden
作者单位：Tulane University; Rice University; George Mason University
摘要：Employment discrimination-a legal, social, moral, and practical problem-has been a persistent focus of narrow scholarship in the Journal of Applied Psychology since its inception. Indeed, this article identifies the environmental characteristics, conceptual underpinnings, dominant methodologies, research questions and findings across 508 articles published on discrimination in the journal over the last 100 years. Emergent themes document signs of stability and change in 3 eras: an era wherein ...
