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作者：Ellis, Aleksander P. J.; Mai, Ke Michael; Christian, Jessica Siegel
作者单位：University of Arizona; University of North Carolina; University of North Carolina Chapel Hill
摘要：The purpose of this study was to use the categorization-elaboration model (CEM) to examine the asymmetrical effects of goal faultlines in groups, which are present when hypothetical dividing lines are created on the basis of different performance goals, splitting the group into subgroups. On the basis of the CEM, we expected groups with goal faultlines to exhibit higher levels of creative task performance than (a) groups with specific, difficult goals and (b) groups with do-your-best goals. We...
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作者：Tangirala, Subrahmaniam; Kamdar, Dishan; Venkataramani, Vijaya; Parke, Michael R.
作者单位：University System of Maryland; University of Maryland College Park; Indian School of Business (ISB)
摘要：Using role theory as the overarching framework, we propose that employees' voice has contrasting relationships with the traits of duty orientation, or employees' dispositional sense of moral and ethical obligation at the workplace, and achievement orientation, or the extent of their ingrained personal ambition to get ahead professionally. Using data from 262 employees and their managers, we demonstrate that duty and achievement orientations are, respectively, positively and negatively related ...
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作者：Kuncel, Nathan R.; Klieger, David M.; Connelly, Brian S.; Ones, Deniz S.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Educational Testing Service (ETS); University of Toronto
摘要：In employee selection and academic admission decisions, holistic (clinical) data combination methods continue to be relied upon and preferred by practitioners in our field. This meta-analysis examined and compared the relative predictive power of mechanical methods versus holistic methods in predicting multiple work (advancement, supervisory ratings of performance, and training performance) and academic (grade point average) criteria. There was consistent and substantial loss of validity when ...
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作者：Wang, Mo; Liu, Songqi; Liao, Hui; Gong, Yaping; Kammeyer-Mueller, John; Shi, Junqi
作者单位：State University System of Florida; University of Florida; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University System of Maryland; University of Maryland College Park; Hong Kong University of Science & Technology; Sun Yat Sen University
摘要：Drawing on cognitive rumination theories and conceptualizing customer service interaction as a goal attainment situation for service employees, the current study examined employee rumination about negative service encounters as an intermediate cognitive process that explains the within-person fluctuations in negative emotional reactions resulting from customer mistreatment. Multilevel analyses of 149 call-center employees' 1,189 daily surveys revealed that on days that a service employee recei...
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作者：Piening, Erk P.; Baluch, Alina M.; Salge, Torsten Oliver
作者单位：heSam Universite; ESCP Business School; University of St Andrews; RWTH Aachen University
摘要：Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outco...
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作者：Ilies, Remus; Peng, Ann Chunyan; Savani, Krishna; Dimotakis, Nikolaos
作者单位：National University of Singapore; Michigan State University; University System of Georgia; Georgia State University
摘要：This study proposes a dynamic reparatory model of voluntary work behavior. We test the hypothesis that when people are made aware of their high level of negative behavior at work (i.e., counterproductive work behavior) and are informed that their behavior is counternormative and undesirable, the knowledge that they violated social norms induces guilt. This guilt, in turn, results in compensatory behavior that is positive in nature (i.e., organizational citizenship behavior). We report results ...
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作者：Tse, Herman H. M.; Lam, Catherine K.; Lawrence, Sandra A.; Huang, Xu
作者单位：Griffith University; City University of Hong Kong; Hong Kong Polytechnic University
摘要：According to balance theory (Heider, 1958), when 2 coworkers develop different levels of leader member exchange (LMX) relationships with their supervisor, a triadic relational imbalance will arise among the 3 parties that may result in hostile sentiments and poor social interactions between them. This study examines the consequences and psychological processes of (dis)similar levels of LMX on the interpersonal interactions between coworkers. Using data from 2 independent studies, the results o...
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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：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：Chen, Gilad; Farh, Jiing-Lih; Campbell-Bush, Elizabeth M.; Wu, Zhiming; Wu, Xin
作者单位：University System of Maryland; University of Maryland College Park; Hong Kong University of Science & Technology; Tsinghua University; Beihang University
摘要：Integrating theories of proactive motivation, team innovation climate, and motivation in teams, we developed and tested a multilevel model of motivators of innovative performance in teams. Analyses of multisource data from 428 members of 95 research and development (R&D) teams across 33 Chinese films indicated that team-level support for innovation climate captured motivational mechanisms that mediated between transformational leadership and team innovative performance, whereas members' motiva...
