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作者：Cole, Michael S.; Carter, Min Z.; Zhang, Zhen
作者单位：Texas Christian University; Troy University System; Troy University; Arizona State University; Arizona State University-Tempe
摘要：We examine the effect of (in)congruence between leaders' and teams' power distance values on team effectiveness. We hypothesize that the (in)congruence between these values would differentially predict team effectiveness, with procedural justice climate serving as a mediator. Using multisource data and polynomial regression, we found that similarities (and differences) between leaders' and their teams' power distance values can have consequential effects on teams' justice climate and, ultimate...
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作者：Courtright, Stephen H.; McCormick, Brian W.; Postlethwaite, Bennett E.; Reeves, Cody J.; Mount, Michael K.
作者单位：Texas A&M University System; Texas A&M University College Station; University of Iowa; Pepperdine University
摘要：Despite the wide use of physical ability tests for selection and placement decisions in physically demanding occupations, research has suggested that there are substantial male-female differences on the scores of such tests, contributing to adverse impact. In this study, we present updated, revised meta-analytic estimates of sex differences in physical abilities and test 3 moderators of these differences-selection system design, specificity of measurement, and training-in order to provide insi...
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作者：Hannah, Sean T.; Schaubroeck, John M.; Peng, Ann C.; Lord, Robert G.; Trevino, Linda K.; Kozlowski, Steve W. J.; Avolio, Bruce J.; Dimotakis, Nikolaos; Doty, Joseph
作者单位：Wake Forest University; Michigan State University; Michigan State University; University System of Ohio; University of Akron; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Washington; University of Washington Seattle; University System of Georgia; Georgia State University; Duke University
摘要：We develop and test a model based on social cognitive theory (Bandura, 1991) that links abusive supervision to followers' ethical intentions and behaviors. Results from a sample of 2,572 military members show that abusive supervision was negatively related to followers' moral courage and their identification with the organization's core values. In addition, work unit contexts with varying degrees of abusive supervision, reflected by the average level of abusive supervision reported by unit mem...
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作者：Van Kleef, Gerben A.; Steinel, Wolfgang; Homan, Astrid C.
作者单位：University of Amsterdam; Leiden University; Leiden University - Excl LUMC; University of Amsterdam
摘要：Intergroup conflicts are ubiquitous-they occur, for instance, between (work)groups, departments, organizations, political parties, or nations. Such conflicts are commonly addressed through negotiations, in which representatives negotiate on behalf of their constituency. Intergroup negotiations are complex, as representatives need to navigate between the interests of their own constituency and the other party. This implies that negotiation success requires careful processing of information abou...
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作者：Scott, Kristin L.; Restubog, Simon Lloyd D.; Zagenczyk, Thomas J.
作者单位：Clemson University; Australian National University
摘要：We conducted 2 studies of coworker dyads to test a theoretical model exploring why and under what circumstances employees are the targets of workplace exclusion. Adopting a victim precipitation perspective, we integrate belongingness and social exchange theories to propose that employees who display workplace incivility are distrusted and therefore are targets of workplace exclusion. Highlighting the importance of the context of the perpetrator-target relationship, we also find support for the...
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作者：Hulsheger, Ute R.; Alberts, Hugo J. E. M.; Feinholdt, Alina; Lang, Jonas W. B.
作者单位：Maastricht University; Maastricht University
摘要：Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed that mindfulness negatively related to emotiona...
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作者：Watson, Aaron M.; Thompson, Lori Foster; Rudolph, Jane V.; Whelan, Thomas J.; Behrend, Tara S.; Gissel, Amanda L.
作者单位：North Carolina State University; George Washington University
摘要：Web-based training is frequently used by organizations as a convenient and low-cost way to teach employees new knowledge and skills. As web-based training is typically unproctored, employees may be held accountable to the organization by computer software that monitors their behaviors. The current study examines how the introduction of electronic performance monitoring may provoke negative emotional reactions and decrease learning among certain types of e-learners. Through motivated action the...
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作者：Heavey, Angela L.; Holwerda, Jacob A.; Hausknecht, John P.
作者单位：State University System of Florida; Florida International University; Cornell University
摘要：Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/...
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作者：Judge, Timothy A.; Rodell, Jessica B.; Klinger, Ryan L.; Simon, Lauren S.; Crawford, Eean R.
作者单位：University of Notre Dame; University of London; University College London; University System of Georgia; University of Georgia; Old Dominion University; Portland State University; University of Iowa
摘要：Integrating 2 theoretical perspectives on predictor-criterion relationships, the present study developed and tested a hierarchical framework in which each five-factor model (FFM) personality trait comprises 2 De Young, Quilty, and Peterson (2007) facets, which in turn comprise 6 Costa and McCrae (1992) NEO facets. Both theoretical perspectives-the bandwidth-fidelity dilemma and construct correspondence suggest that lower order traits would better predict facets of job performance (task perform...
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作者：Ferris, D. Lance; Johnson, Russell E.; Rosen, Christopher C.; Djurdjevic, Emilija; Chang, Chu-Hsiang (Daisy); Tan, James A.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Michigan State University; Michigan State University's Broad College of Business; University of Arkansas System; University of Arkansas Fayetteville; Michigan State University; Minnesota State Colleges & Universities; Saint Cloud State University
摘要：Integrating implications from regulatory focus and approach/avoidance motivation theories, we present a framework wherein motivational orientations toward positive (approach motivation orientation) or negative (avoidance motivation orientation) stimuli interact with workplace success to mediate the relation of core self-evaluation (CSE) with job satisfaction. Using data collected from supervisor-subordinate dyads (Sample 1) and time-lagged data (Sample 2), we found that the results from two st...
