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作者：Dai, Hengchen; Milkman, Katherine L.; Hofmann, David A.; Staats, Bradley R.
作者单位：University of Pennsylvania; University of North Carolina; University of North Carolina Chapel Hill
摘要：To deliver high-quality, reliable, and consistent services safely, organizations develop professional standards. Despite the communication and reinforcement of these standards, they are often not followed consistently. Although previous research suggests that high job demands are associated with declines in compliance over lengthy intervals, we hypothesized-drawing on theoretical arguments focused on fatigue and depletion-that the impact of job demands on routine compliance with professional s...
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作者：Mathieu, John E.; Kukenberger, Michael R.; D'Innocenzo, Lauren; Reilly, Greg
作者单位：University of Connecticut; University System Of New Hampshire; University of New Hampshire; Drexel University
摘要：Despite the lengthy history of team cohesion-performance research, little is known about their reciprocal relationships over time. Using meta-analysis, we synthesize findings from 17 CLP design studies, and analyze their results using SEM. Results support that team cohesion and performance are related reciprocally with each other over time. We then used longitudinal data from 205 members of 57 student teams who competed in a complex business simulation over 10 weeks, to test: (a) whether team ...
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作者：Williams, Larry J.; O'Boyle, Ernest H.
作者单位：University of North Dakota Grand Forks; University of Iowa
摘要：A persistent concern in the management and applied psychology literature is the effect of common method variance on observed relations among variables. Recent work (i. e., Richardson, Simmering, & Sturman, 2009) evaluated 3 analytical approaches to controlling for common method variance, including the confirmatory factor analysis (CFA) marker technique. Their findings indicated significant problems with this technique, especially with nonideal marker variables (those with theoretical relations...
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作者：Bosco, Frank A.; Aguinis, Herman; Singh, Kulraj; Field, James G.; Pierce, Charles A.
作者单位：Virginia Commonwealth University; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; South Dakota State University; University of Memphis
摘要：Effect size information is essential for the scientific enterprise and plays an increasingly central role in the scientific process. We extracted 147,328 correlations and developed a hierarchical taxonomy of variables reported in Journal of Applied Psychology and Personnel Psychology from 1980 to 2010 to produce empirical effect size benchmarks at the omnibus level, for 20 common research domains, and for an even finer grained level of generality. Results indicate that the usual interpretation...
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作者：Farmer, Steven M.; Van Dyne, Linn; Kamdar, Dishan
作者单位：Wichita State University; Michigan State University; Michigan State University's Broad College of Business; Indian School of Business (ISB)
摘要：This article develops the argument that team-member exchange (TMX) relationships operate at both between-and within-group levels of analysis to influence an employee's sense of identification with coworkers in the group and their helping organizational citizenship behavior (OCB) directed at coworkers. Specifically, we propose that relatively higher quality TMX relationships of an employee as compared with other members of the group influence an employee's sense of positive uniqueness, whereas ...
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作者：Krumm, Stefan; Lievens, Filip; Hueffmeier, Joachim; Lipnevich, Anastasiya A.; Bendels, Hanna; Hertel, Guido
作者单位：Free University of Berlin; Ghent University; City University of New York (CUNY) System; Queens College NY (CUNY); City University of New York (CUNY) System; University of Munster
摘要：Whereas situational judgment tests (SJTs) have traditionally been conceptualized as low-fidelity simulations with an emphasis on contextualized situation descriptions and context-dependent knowledge, a recent perspective views SJTs as measures of more general domain (context-independent) knowledge. In the current research, we contrasted these 2 perspectives in 3 studies by removing the situation descriptions (i.e., item stems) from SJTs. Across studies, the traditional contextualized SJT persp...
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作者：Cottrell, Jonathan M.; Newman, Daniel A.; Roisman, Glenn I.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; University of Minnesota System; University of Minnesota Twin Cities
摘要：In understanding the causes of adverse impact, a key parameter is the Black-White difference in cognitive test scores. To advance theory on why Black-White cognitive ability/knowledge test score gaps exist, and on how these gaps develop over time, the current article proposes an inductive explanatory model derived from past empirical findings. According to this theoretical model, Black-White group mean differences in cognitive test scores arise from the following racially disparate conditions:...
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作者：Gerbasi, Alexandra; Porath, Christine L.; Parker, Andrew; Spreitzer, Gretchen; Cross, Rob
作者单位：Grenoble Ecole Management; Georgetown University; Grenoble Ecole Management; University of Michigan System; University of Michigan; University of Virginia
摘要：In this paper, we establish the relationship between de-energizing relationships and individual performance in organizations. To date, the emphasis in social network research has largely been on positive dimensions of relationships despite literature from social psychology revealing the prevalence and detrimental impact of de-energizing relationships. In 2 field studies, we show that de-energizing relationships in organizations are associated with decreased performance. In Study 1, we investig...
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作者：Porath, Christine L.; Gerbasi, Alexandra; Schorch, Sebastian L.
作者单位：Georgetown University; Grenoble Ecole Management
摘要：Workplace incivility is rampant and on the rise-with costs to individuals and organizations. Despite the increased need for civility, little is known about potential individual benefits of civility, defined as behavior involving politeness and regard for others in the workplace, within workplace norms for respect (Andersson & Pearson, 1999). Recent research has suggested that being civil may be hazardous to influence, power, and income (see Forni, 2002; Judge et al., 2012). Yet, throughout his...
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作者：Owens, Bradley P.; Wallace, Angela S.; Waldman, David A.
