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作者：Stanhope, Daniel S.; Pond, Samuel B., III; Surface, Eric A.
作者单位：North Carolina State University
摘要：Understanding the processes through which trainee characteristics influence learning is important for identifying mechanisms that drive training effectiveness. We examine the direct and indirect paths through which core self-evaluations (CSE) impact learning. We also include general cognitive ability (GCA) to explore whether CSE's paths to effectiveness differ from those of a well-documented predictor of learning. We proposed a model in which CSE contributes to training effectiveness through i...
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作者：Liu, Jun; Lee, Cynthia; Hui, Chun; Kwan, Ho Kwong; Wu, Long-Zeng
作者单位：Renmin University of China; Northeastern University - China; Hong Kong Polytechnic University; University of Hong Kong; Shanghai University of Finance & Economics
摘要：The majority of studies on idiosyncratic employment arrangements (i-deals) are based on social exchange theory. The authors suggest that self-enhancement theory, in addition to social exchange, can be used to explain the effects of i-deals. Using a multisource sample including 230 employees and 102 supervisors from 2 Chinese companies, the authors adopt a 3-wave lagged design to examine the mediating roles of social exchange and self-enhancement and the moderating role of individualism in the ...
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作者：Liu, Wu; Tangirala, Subrahmaniarn; Ramanujam, Rangaraj
作者单位：Hong Kong Polytechnic University; University System of Maryland; University of Maryland College Park; Vanderbilt University
摘要：We investigated how employees can, simultaneously, speak up to leaders at different levels of the organizational hierarchy. In particular, we examined 2 targets of employees' upward voice on work-related issues: the direct leader (i.e., the supervisor) and the skip-level leader (i.e., supervisor's boss). Drawing on emerging research on the socially embedded nature of leader member exchanges and using data from 237 employees and their direct and skip-level leaders, we found that the choice of a...
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作者：Sun, Shuhua; Song, Zhaoli; Lim, Vivien K. G.
作者单位：Maastricht University; National University of Singapore
摘要：Taking a self-regulatory perspective, we develop a mediated moderation model explaining how within-person changes in job search efficacy and chronic regulatory focus interactively affect the number of job interview offers and whether job search effort mediates the cross-level interactive effects. A sample of 184 graduating college students provided monthly reports of their job search activities over a period of 8 months. Findings supported the hypothesized relationships. Specifically, at the w...
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作者：Carton, Andrew M.; Cummings, Jonathon N.
作者单位：University of London; London Business School; Duke University
摘要：Scholars have invoked subgroups in a number of theories related to teams, Yet certain tensions in the literature remain unresolved. In this article, we address 2 of these tensions, both relating to how subgroups are configured in work teams: (a) whether teams perform better with a greater number of subgroups and (b) whether teams perform better when they have imbalanced subgroups (majorities and minorities are present) or balanced subgroups (subgroups are of equal size). We predict that the im...
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作者：Podsakoff, Nathan P.; Whiting, Steven W.; Welsh, David T.; Mai, Ke Michael
作者单位：University of Arizona; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Despite the increased attention paid to biases attributable to common method variance (CMV) over the past 50 years, researchers have only recently begun to systematically examine the effect of specific sources of CMV in previously published empirical studies. Our study contributes to this research by examining the extent to which common rater, item, and measurement context characteristics bias the relationships between organizational citizenship behaviors and performance evaluations using a mi...
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作者：Grant, Adam M.; Rothbard, Nancy P.
作者单位：University of Pennsylvania
摘要：Researchers have suggested that both ambiguity and values play important roles in shaping employees' proactive behaviors, but have not theoretically or empirically integrated these factors. Drawing on theories of situational strength and values, we propose that ambiguity constitutes a weak situation that strengthens the relationship between the content of employees' values and their proactivity. A field study of 204 employees and their direct supervisors in a water treatment plant provided sup...
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作者：Winterich, Karen Page; Aquino, Karl; Mittal, Vikas; Swartz, Richard
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of British Columbia; Rice University
摘要：This article examines the role of moral identity symbolization in motivating prosocial behaviors. We propose a 3-way interaction of moral. identity symbolization, internalization, and recognition to predict prosocial behavior. When moral identity internalization is low, we hypothesize that high moral identity symbolization motivates recognized prosocial behavior due to the opportunity to present one's moral characteristics to others. In contrast, when moral identity internalization is high, pr...
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作者：McCarthy, Julie M.; Van Iddekinge, Chad H.; Lievens, Filip; Kung, Mei-Chuan; Sinar, Evan F.; Campion, Michael A.
作者单位：University of Toronto; University Toronto Scarborough; University of Toronto; State University System of Florida; Florida State University; Ghent University; Purdue University System; Purdue University
摘要：Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performa...
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作者：Adam, Hajo; Shirako, Aiwa
作者单位：Rice University; New York University
摘要：The influence of culture on the social effects of emotions in negotiations has recently gained the attention of researchers, but to date this research has focused exclusively on the cultural background of the perceiver of the emotion expression. The current research offers the first investigation of how the cultural background of the expresser influences negotiation outcomes. On the basis of the stereotype that East Asians are emotionally inexpressive and European Americans are emotionally exp...
