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作者：Naveh, Eitan; Katz-Navon, Tal
作者单位：Technion Israel Institute of Technology; Reichman University
摘要：This study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employee behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and work-family interface, the study explored climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of r...
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作者：Giumetti, Gary W.; Schroeder, Amber N.; Switzer, Fred S., III
作者单位：Quinnipiac University; Western Kentucky University; Clemson University
摘要：Despite widespread use of forced distribution rating systems (FDRSs), the potential for this performance appraisal method to lead to adverse impact (AI) in a layoff context has yet to be examined empirically. Thus, the current study uses a Monte Carlo simulation to examine the likelihood of encountering AI violations when an FDRS is used in the context of layoffs. The primary research questions included an examination of how AI violations change depending on the definition of the employment ac...
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作者：Koch, Amanda J.; D'Mello, Susan D.; Sackett, Paul R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Gender bias continues to be a concern in many work settings, leading researchers to identify factors that influence workplace decisions. In this study we examine several of these factors, using an organizing framework of sex distribution within jobs (including male-and female-dominated jobs as well as sex-balanced, or integrated, jobs). We conducted random effects meta-analyses including 136 independent effect sizes from experimental studies (N = 22,348) and examined the effects of decision-ma...
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作者：[Anonymous]
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作者：Greco, Lindsey M.; O'Boyle, Ernest H.; Walter, Sheryl L.
作者单位：University of Iowa
摘要：Despite the alleged frequency of counterproductive work behavior (CWB) in the population, most samples exhibit exceedingly low base rates. One potential explanation for this incongruence is nonre-sponse bias, which leads to range restriction in the CWB distribution. We investigated this possibility by determining whether response rates within CWB research were lower than that found across management research and whether range restriction could explain reduced CWB engagement. We also examined w...
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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：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...
