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作者：Flynn, Francis J.; Schaumberg, Rebecca L.
作者单位：Stanford University
摘要：The authors posit that higher levels of guilt-proneness are associated with higher levels of affective organizational commitment. To explain this counterintuitive link, the authors suggest that a dispositional tendency to feel guilt motivates individuals to exert greater effort on their work-related tasks that, in turn, strengthens their affinity for the organization. The authors tested this idea using a laboratory study and field data from 2 samples of working adults. Individuals who are more...
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作者：Fisher, David M.; Bell, Suzanne T.; Dierdorff, Erich C.; Belohlav, James A.
作者单位：DePaul University; DePaul University
摘要：Team mental models (TMMs) have received much attention as important drivers of effective team processes and performance. Less is known about the factors that give rise to these shared cognitive structures. We examined potential antecedents of TMMs, with a specific focus on team composition variables, including various facets of personality and surface-level diversity. Further, we examined implicit coordination as an important outcome of TMMs. Results suggest that team composition in terms of t...
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作者：Whitman, Daniel S.; Caleo, Suzette; Carpenter, Nichelle C.; Horner, Margaret T.; Bernerth, Jeremy B.
作者单位：Louisiana State University System; Louisiana State University; New York University; Texas A&M University System; Texas A&M University College Station
摘要：This article uses meta-analytic methods (k = 38) to examine the relationship between organizational justice climate and unit-level effectiveness. Overall, our results suggest that the relationship between justice and effectiveness is significant (rho = .40) when both constructs are construed at the collective level. Our results also indicate that distributive justice climate was most strongly linked with unit-level performance (e.g., productivity, customer satisfaction), whereas interactional ...
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作者：Bezrukova, Katerina; Thatcher, Sherry M. B.; Jehn, Karen A.; Spell, Chester S.
作者单位：Santa Clara University; University of Louisville; University of Melbourne; Rutgers University System; Rutgers University New Brunswick
摘要：By integrating literature on group faultlines, organizational cultures, and value congruence, this research presents a framework that explains how cultural alignment across organizational levels may influence the relationship between faultlines and performance. The hypotheses were tested using representatively sampled multisource qualitative and quantitative data on 138 teams from a Fortune 500 company. The present findings demonstrate that although informational faultlines were detrimental fo...
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作者：Mathieu, John E.; Aguinis, Herman; Culpepper, Steven A.; Chen, Gilad
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作者：Gelfand, Michele J.; Leslie, Lisa M.; Keller, Kirsten; de Dreu, Carsten
作者单位：University System of Maryland; University of Maryland College Park; University of Minnesota System; University of Minnesota Twin Cities; RAND Corporation; University of Amsterdam
摘要：Anecdotal evidence abounds that organizations have distinct conflict cultures, or socially shared norms for how conflict should be managed. However, research to date has largely focused on conflict management styles at the individual and small group level, and has yet to examine whether organizations create socially shared and normative ways to manage conflict. In a sample of leaders and members from 92 branches of a large bank, factor analysis and aggregation analyses show that 3 conflict cul...
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作者：Ones, Deniz S.; Viswesvaran, Chockalingam; Schmidt, Frank L.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; Florida International University; University of Iowa
摘要：Examination of the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012) meta-analysis reveals a number of problems. They meta-analyzed a partial database of integrity test validities. An examination of their coded database revealed that measures coded as integrity tests and meta-analyzed as such often included scales that are not in fact integrity tests. In addition, there were important deficiencies in their analytic approach relating to application of range restriction corrections and ident...
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作者：Sackett, Paul R.; Schmitt, Neal
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Michigan State University
摘要：We react to the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012a) meta-analysis of the relationship between integrity test scores and work-related criteria, the earlier Ones, Viswesvaran, and Schmidt (1993) meta-analysis of those relationships, the Harris et al. (2012) and Ones, Viswesvaran, and Schmidt (2012) responses, and the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012b) rebuttal. We highlight differences between the findings of the 2 meta-analyses by focusing on studies that ...
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作者：Madera, Juan M.; Hebl, Michelle R.
作者单位：University of Houston System; University of Houston; Rice University
摘要：Drawing from theory and research on perceived stigma (Pryor, Reeder, Yeadon, & Hesson-McInnis, 2004), attentional processes (Rinck & Becker, 2006), working memory (Baddeley & Hitch, 1974), and regulatory resources (Muraven & Baumeister, 2000), the authors examined discrimination against facially stigmatized applicants and the processes involved. In Study 1, 171 participants viewed a computer-mediated interview of an applicant who was facially stigmatized or not and who either did or did not ac...
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作者：Christian, Jessica Siegel; Christian, Michael S.; Garza, Adela S.; Ellis, Aleksander P. J.
作者单位：University of Arizona; University of North Carolina; University of North Carolina Chapel Hill; Michigan State University
摘要：We examine the effect of supervisor injustice directed toward 1 team member and argue not only that the violated member will retaliate against the supervisor but that team members will band together as a collective in order to retaliate. However, we argue that effects depend on which member is violated, such that violating a strategic core member will result in greater retaliation. We then test the effect of a supervisor recovery attempt, hypothesizing that a recovery will negatively impact re...
