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作者：Berry, Christopher M.; Carpenter, Nichelle C.; Barratt, Clare L.
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：Much of the recent research on counterproductive work behaviors (CWBs) has used multi-item self-report measures of CWB. Because of concerns over self-report measurement, there have been recent calls to collect ratings of employees' CWB from their supervisors or coworkers (i.e., other-raters) as alternatives or supplements to self-ratings. However, little is still known about the degree to which other-ratings of CWB capture unique and valid incremental variance beyond self-report CWB. The prese...
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作者：Vuori, Jukka; Toppinen-Tanner, Salla; Mutanen, Pertti
作者单位：Finnish Institute of Occupational Health; Finnish Institute of Occupational Health
摘要：A resource-building group intervention was developed to enhance career management, mental health, and job retention in work organizations. The in-company training program provided employees with better preparedness to manage their own careers. The program activities were universally implemented using an organization-level, 2-trainer model with trainers from the human resources management and occupational health services. The study was a within-organizations, randomly assigned field experimenta...
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作者：Krasikova, Dina V.; LeBreton, James M.
作者单位：University of Nebraska System; University of Nebraska Lincoln; Purdue University System; Purdue University
摘要：Many organizational phenomena such as leader member exchange, mentoring, coaching, interpersonal conflict and cooperation, negotiation, performance appraisal, and the employment interview involve inherently dyadic relationships and interactions. Even when theories explicitly acknowledge the dyadic nature of such phenomena, it is not uncommon to observe a disconnection or misalignment between the level of theory and method. Our purpose in the current paper is to discuss how organizational schol...
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作者：DeCelles, Katherine A.; DeRue, D. Scott; Margolis, Joshua D.; Ceranic, Tara L.
作者单位：University of Toronto; University of Michigan System; University of Michigan; Harvard University; University of San Diego
摘要：Does power corrupt a moral identity, or does it enable a moral identity to emerge? Drawing from the power literature, we propose that the psychological experience of power, although often associated with promoting self-interest, is associated with greater self-interest only in the presence of a weak moral identity. Furthermore, we propose that the psychological experience of power is associated with less self-interest in the presence of a strong moral identity. Across a field survey of working...
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作者：Mueller, Karsten; Hattrup, Kate; Spiess, Sven-Oliver; Lin-Hi, Nick
作者单位：University Osnabruck; California State University System; San Diego State University; University of Mannheim
摘要：This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), afte...
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作者：DeRue, D. Scott; Nahrgang, Jennifer D.; Hollenbeck, John R.; Workman, Kristina
作者单位：University of Michigan System; University of Michigan; Arizona State University; Arizona State University-Tempe; Michigan State University
摘要：We examine how structured reflection through after-event reviews (AERs) promotes experience-based leadership development and how people's prior experiences and personality attributes influence the impact of AERs on leadership development. We test our hypotheses in a time-lagged, quasi-experimental study that followed 173 research participants for 9 months and across 4 distinct developmental experiences. Findings indicate that AERs have a positive effect on leadership development, and this effe...
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作者：Judge, Timothy A.; Kammeyer-Mueller, John D.
作者单位：University of Notre Dame; State University System of Florida; University of Florida
摘要：Ambition is a commonly mentioned but poorly understood concept in social science research. We sought to contribute to understanding of the concept by developing and testing a model in which ambition is a middle-level trait (Cantor, 1990) predicted by more distal characteristics but, due to its teleological nature, more proximally situated to predict career success. A 7-decade longitudinal sample of 717 high-ability individuals from the Terman life-cycle study (Terman, Sears, Cronbach, & Sears,...
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作者：Greenbaum, Rebecca L.; Mawritz, Mary Bardes; Eissa, Gabi
作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Drexel University
摘要：We propose that an employee's bottom-line mentality may have an important effect on social undermining behavior in organizations. Bottom-line mentality is defined as I-dimensional thinking that revolves around securing bottom-line outcomes to the neglect of competing priorities. Across a series of studies, we establish an initial nomological network for bottom-line mentality. We also develop and evaluate a 4-item measure of bottom-line mentality. In terms of our theoretical model, we draw on s...
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作者：Colquitt, Jason A.; LePine, Jeffery A.; Piccolo, Ronald F.; Zapata, Cindy P.; Rich, Bruce L.
作者单位：University System of Georgia; University of Georgia; Arizona State University; Arizona State University-Tempe; Rollins College; University System of Georgia; Georgia Institute of Technology; California State University System; California State University San Marcos
摘要：Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflects levels of work-related uncertainty. Moreover, trust scholars distinguish between multiple forms of trust, including affect- and cognition-based t...
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作者：Whiting, Steven W.; Maynes, Timothy D.; Podsakoff, Nathan P.; Podsakoff, Philip M.
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of Arizona
摘要：Although employee voice behavior is expected to have important organizational benefits, research indicates that employees voicing their recommendations for organizational change may be evaluated either positively or negatively by observers. A review of the literature suggests that the perceived efficacy of voice behaviors may be a function of characteristics associated with the (a) source, (b) message, and (c) context of the voice event. In this study, we manipulated variables from each of the...
