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作者：Biron, Michal; Bamberger, Peter
作者单位：University of Haifa; Tilburg University; Tel Aviv University; Cornell University
摘要：Past research reveals inconsistent findings regarding the association between aversive workplace conditions and absenteeism, suggesting that other, contextual factors may play a role in this association. Extending contemporary models of absence, we draw from the social identity theory of attitude behavior relations to examine how peer absence-related norms and leader support combine to explain the effect of aversive workplace conditions on absenteeism. Using a prospective design and a random s...
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作者：Toker, Sharon; Biron, Michal
作者单位：Tel Aviv University; University of Haifa; Tilburg University
摘要：Job burnout and depression have been generally found to be correlated with one another. However, evidence regarding the job burnout depression association is limited in that most studies are cross-sectional in nature. Moreover, little is known about factors that may influence the job burnout depression association, other than individual or organizational factors (e.g., gender, supervisor support). The current study seeks to address these gaps by (a) unraveling the temporal relationship between...
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作者：Schultze, Thomas; Pfeiffer, Felix; Schulz-Hardt, Stefan
作者单位：University of Gottingen
摘要：Escalation of commitment denotes decision makers' increased reinvestment of resources in a losing course of action. Despite the relevance of this topic, little is known about how information is processed in escalation situations, that is, whether decision makers who receive negative outcome feedback on their initial decision search for and/or process information biasedly and whether these biases contribute to escalating commitment. Contrary to a widely cited study by E. J. Conlon and J. M. Par...
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作者：Sturman, Michael C.; Shao, Lian; Katz, Jan H.
作者单位：Cornell University
摘要：Although researchers have theorized that there exists a curvilinear relationship between job performance and voluntary turnover, their research has been tested in the United States or culturally similar Switzerland. Through a study of the performance turnover relationship from a multinational service-oriented organization in 24 countries, we demonstrate that the general relationship between performance and turnover is similar across countries but the details of that relationship change across ...
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作者：Davison, Robert B.; Hollenbeck, John R.; Barnes, Christopher M.; Sleesman, Dustin J.; Ilgen, Daniel R.
作者单位：Michigan State University; Michigan State University's Broad College of Business; Virginia Polytechnic Institute & State University; Michigan State University
摘要：This study investigated coordinated action in multiteam systems employing 233 correspondent systems, comprising 3 highly specialized 6-person teams, that were engaged in an exercise that was simultaneously laboratory-like and field-like. It enriches multiteam system theory through the combination of theoretical perspectives from the team and the large organization literatures, underscores the differential impact of large size and modular organization by specialization, and demonstrates that co...
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作者：Netemeyer, Richard G.; Heilman, Carrie M.; Maxham, James G., III
作者单位：University of Virginia
摘要：Two constructs important to academicians and managers are the degree to which employees and customers identify with an organization, employee organizational identification (employee OI) and customer company identification (customer identification), respectively. This research examines the effects of these identification constructs and the related construct of customer perceived similarity to employees on customer spending. Via a 1-year multilevel study of 12,047 customers and 1,464 store emplo...
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作者：Raub, Steffen; Liao, Hui
作者单位：University System of Maryland; University of Maryland College Park
摘要：We developed and tested a cross-level model of the antecedents and outcomes of proactive customer service performance. Results from a field study of 900 frontline service employees and their supervisors in 74 establishments of a multinational hotel chain located in Europe, the Middle East, Africa, and Asia demonstrated measurement equivalence and suggested that, after controlling for service climate, initiative climate at the establishment level and general self-efficacy at the individual leve...
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作者：Bradley, Bret H.; Postlethwaite, Bennett E.; Klotz, Anthony C.; Hamdani, Maria R.; Brown, Kenneth G.
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Pepperdine University; University System of Ohio; University of Akron; University of Iowa
摘要：Past research suggests that task conflict may improve team performance under certain conditions; however, we know little about these specific conditions. On the basis of prior theory and research on conflict in teams, we argue that a climate of psychological safety is one specific context under which task conflict will improve team performance. Using evidence from 117 project teams, the present research found that psychological safety climate moderates the relationship between task conflict an...
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作者：Lambert, Lisa Schurer; Tepper, Bennett J.; Carr, Jon C.; Holt, Daniel T.; Barelka, Alex J.
作者单位：University System of Georgia; Georgia State University; Texas Christian University; Mississippi State University; United States Department of Defense; United States Air Force; US Air Force Research Laboratory
摘要：We examined the effects of fit between leader consideration and initiating structure needed and received on employees' work-related attitudes (i.e., trust in the supervisor, job satisfaction, and affective commitment to the organization). Consistent with predictions that derive from the person environment fit research tradition, results from Study 1 suggested that deficient amounts of both leadership behaviors were associated with unfavorable attitudinal outcomes. However, while excess levels ...
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作者：Rockstuhl, Thomas; Dulebohn, James H.; Ang, Soon; Shore, Lynn M.
作者单位：Nanyang Technological University; Michigan State University; California State University System; San Diego State University
摘要：This study extends leader member exchange (LMX) research by meta-analyzing the role of national culture in moderating relationships between LMX and its correlates. Results based on 282 independent samples (N = 68,587) from 23 countries and controlling for extreme response style differences indicate that (a) relationships of LMX with organizational citizenship behavior, justice perceptions, job satisfaction, turnover intentions, and leader trust are stronger in horizontal-individualistic (e.g.,...
