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作者：Gabriel, Allison S.; Daniels, Michael A.; Diefendorff, James M.; Greguras, Gary J.
作者单位：Virginia Commonwealth University; Singapore Management University; University System of Ohio; Bowling Green State University; University System of Ohio; University of Akron
摘要：Research on emotional labor focuses on how employees utilize 2 main regulation strategies-surface acting (i.e., faking one's felt emotions) and deep acting (i.e., attempting to feel required emotions)-to adhere to emotional expectations of their jobs. To date, researchers largely have considered how each strategy functions to predict outcomes in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their comb...
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作者：Lemoine, G. James; Parsons, Charles K.; Kansara, Shibani
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：In this temporally lagged study of employees in a service organization, we examined the ways in which feedback regarding organizational citizenship behavior (OCB) may affect employees' motives to continue performing OCBs over time. Building on the self-regulation approach to citizenship (Bolino, Harvey, & Bachrach, 2012), we propose and test an overall model of OCB motive, others' attribution and feedback, and motive fulfillment to determine their impact on continuing OCB. Using a total sample...
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作者：DuVernet, Amy M.; Dierdorff, Erich C.; Wilson, Mark A.
作者单位：DePaul University; North Carolina State University
摘要：Work analysis is fundamental to designing effective human resource systems. The current investigation extends previous research by identifying the differential effects of common design decisions, purposes, and organizational contexts on the data generated by work analyses. The effects of 19 distinct factors that span choices of descriptor, collection method, rating scale, and data source, as well as project purpose and organizational features, are explored. Meta-analytic results cumulated from...
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作者：Ferguson, Amanda J.; Peterson, Randall S.
作者单位：Northern Illinois University; University of London; London Business School
摘要：This paper examines the phenomenon of trust spirals in small groups. Drawing on literature on the spiral reinforcement of trust, we theorize that diversity in propensity to trust has affective and cognitive consequences related to trust (i.e., feelings of frustration and perceptions of low similarity), reducing the level of experienced intragroup trust early in a group's development. Reduced experienced trust then fuels relationship conflict and lowers trust even further over time, ultimately ...
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作者：Takeuchi, Riki; Bolino, Mark C.; Lin, Cheng-Chen
作者单位：Hong Kong University of Science & Technology; University of Oklahoma System; University of Oklahoma - Norman; National Pingtung University Science & Technology
摘要：Prior research indicates that employees engage in organizational citizenship behaviors (OCBs) because of prosocial values, organizational concern, and impression management motives. Building upon and extending prior research, we investigate all 3 OCB motives by developing a categorization scheme to differentiate their distinctiveness and by building a contextualized argument regarding their interactive effects on OCB in a more collectivistic culture. In a sample of 379 Chinese employee-supervi...
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作者：Ng, Thomas W. H.; Feldman, Danicl C.
作者单位：University of Hong Kong; University System of Georgia; University of Georgia
摘要：This study examines the criterion-related and incremental validity of ethical leadership (EL) with metaanalytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes and performance. In terms of incremental validity,...
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作者：Kluemper, Donald H.; McLarty, Benjamin D.; Bing, Mark N.
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Louisiana State University System; Louisiana State University; University of Mississippi
摘要：It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings are based on self-reported personality traits. A recent meta-analysis by Oh, Wang, and Mount (2011) identified the value of acquaintance-reported personality in the prediction of job performance. The current investigation extends prior work by comparing the validitie...
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作者：Madrid, Hector P.; Patterson, Malcolm G.; Leiva, Pedro I.
作者单位：Pontificia Universidad Catolica de Chile; University of Sheffield; Universidad de Chile
摘要：Employees can help to improve organizational performance by sharing ideas, suggestions, or concerns about practices, but sometimes they keep silent because of the experience of negative affect. Drawing and expanding on this stream of research, this article builds a theoretical rationale based on core affect and cognitive appraisal theories to describe how differences in affect activation and boundary conditions associated with cognitive rumination and cognitive problem-solving demands can expl...
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作者：Oh, In-Sue; Kim, Seongsu; Van Iddekinge, Chad H.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; Seoul National University (SNU); State University System of Florida; Florida State University
摘要：Drawing on the attraction-selection-attrition perspective, strategic human resource management (SHRM) scholarship, and recent human capital research, this study explores organization-level emergence of personality (i.e., personality-based human capital resources) and its direct, interactive, and (conditional) indirect effects on organization-level outcomes based on data from 6,709 managers across 71 firms. Results indicate that organization-level mean emotional stability, extraversion, and con...
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作者：McGonagle, Alyssa K.; Fisher, Gwenith G.; Barnes-Farrell, Janet L.; Grosch, James W.
作者单位：Wayne State University; Colorado State University System; Colorado State University Fort Collins; University of Connecticut; Centers for Disease Control & Prevention - USA; National Institute for Occupational Safety & Health (NIOSH)
摘要：Perceived work ability refers to a worker's assessment of his or her ability to continue working in his or her job, given characteristics of the job along with his or her resources. Perceived work ability is a critical variable to study in the United States, given an aging workforce, trends to delay retirement, and U.S. policy considerations to delay the age at which full Social Security retirement benefits may be obtained. Based on the job demands-resources model, cognitive appraisal theory o...
