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作者：Lyons, Brian D.; Hoffman, Brian J.; Bommer, William H.; Kennedy, Colby L.; Hetrick, Andrea L.
作者单位：Elon University; University System of Georgia; University of Georgia; California State University System; California State University Fresno
摘要：Anecdotal evidence suggests that organizations are increasingly concerned with employee off-duty deviance (ODD), yet management research has rarely investigated this type of deviant behavior. We define ODD as behaviors committed outside the workplace or when off-duty that are deviant by organizational and/or societal standards, jeopardize the employee's status within the organization, and threaten the interests and well-being of the organization and its stakeholders. Three studies are presente...
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作者：Keiser, Heidi N.; Sackett, Paul R.; Kuncel, Nathan R.; Brothen, Thomas
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Women typically obtain higher subsequent college GPAs than men with the same admissions test score. A common reaction is to attribute this to a flaw in the admissions test. We explore the possibility that this underprediction of women's performance reflects gender differences in conscientiousness and college course-taking patterns. In Study 1, we focus on using the ACT to predict performance in a single, large course where performance is decomposed into cognitive (exam and quiz scores) and les...
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作者：Zimmerman, Ryan D.; Swider, Brian W.; Woo, Sang Eun; Allen, David G.
作者单位：Virginia Polytechnic Institute & State University; University System of Georgia; Georgia Institute of Technology; Purdue University System; Purdue University; Rutgers University System; Rutgers University New Brunswick
摘要：Psychological individual differences, such as personality, affectivity, and general mental ability, have been shown to predict numerous work-related behaviors. Although there is substantial research demonstrating relationships between psychological individual differences and withdrawal behaviors (i.e., lateness, absenteeism, and turnover), there is no integrative framework providing scholars and practitioners a guide for conceptualizing how, why, and under what circumstances we observe such re...
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作者：Zhu, Jing; Wanberg, Connie R.; Harrison, David A.; Diehn, Erica W.
作者单位：Hong Kong University of Science & Technology; University of Minnesota System; University of Minnesota Twin Cities; University of Texas System; University of Texas Austin; University of St Thomas Minnesota
摘要：We examine changes in work adjustment among 179 expatriates from 3 multinational organizations from predeparture through the first 9 months of a new international assignment. Our 10-wave results challenge classic U-shaped theories of expatriate adjustment (e.g., Torbiorn, 1982). Consistent with uncertainty reduction theory, our results instead suggest that expatriates typically experience a gradual increase in work adjustment over time. Two resources that expatriates bring to their assignments...
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作者：Ferguson, Merideth; Carlson, Dawn; Boswell, Wendy; Whitten, Dwayne; Butts, Marcus M.; Kacmar, K. Michele (Micki)
作者单位：Utah System of Higher Education; Utah State University; Baylor University; Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Texas System; University of Texas Arlington; Texas State University System; Texas State University San Marcos
摘要：We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower...
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作者：Ballinger, Gary A.; Cross, Rob; Holtom, Brooks C.
作者单位：University of Virginia; Georgetown University
摘要：Research examining the relationship between social networks and employee retention has focused almost exclusively on the number of direct links and generally found that having more ties decreases the likelihood of turnover. The present research moves beyond simple measures of network centrality to investigate the relationship between 2 additional, and theoretically distinct, facets of social capital and voluntary turnover. In 2 organizations, we found consistent evidence of a negative relation...
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作者：Whiting, Steven W.; Maynes, Timothy D.
作者单位：State University System of Florida; University of Central Florida; State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：Contextual performance and workplace deviance likely influence team functioning and effectiveness and should therefore be considered when evaluating job candidates for team-based roles. However, obtaining this information is difficult given a lack of reliable sources and the desire of job applicants to present themselves in a favorable light. Thus, it is unknown whether those selecting employees for teams incorporate prior contextual performance and workplace deviance into their evaluations, o...
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作者：Woods, Stephen A.; Anderson, Neil R.
作者单位：University of Surrey; Brunel University
摘要：In this study, we examine the structures of 10 personality inventories (PIs) widely used for personnel assessment by mapping the scales of PIs to the lexical Big Five circumplex model resulting in a Periodic Table of Personality. Correlations between 273 scales from 10 internationally popular PIs with independent markers of the lexical Big Five are reported, based on data from samples in 2 countries (United Kingdom, N = 286; United States, N = 1,046), permitting us to map these scales onto the...
