2012

最新文章

• Leader Identity as an Antecedent of the Frequency and Consistency of Transformational, Consideration, and Abusive Leadership Behaviors AI翻译
  作者：Johnson, Russell E.; Venus, Merlijn; Lanaj, Klodiana; Mao, Changguo; Chang, Chu-Hsiang
  作者单位：Michigan State University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Renmin University of China; Michigan State University
  摘要：Drawing from identity-based theories of leadership, we examined relations of leader identity with leader behavior and perceived effectiveness. To do so, we employed multiwave methodology to examine the differential impact of leaders' chronic collective, relational, and individual identities on the frequency and consistency of their subsequent transformational, consideration, and abusive behaviors over a 3-week period. We also examined the relative importance of these leadership behaviors for p...
• Implicit Motives, Explicit Traits, and Task and Contextual Performance at Work AI翻译
  作者：Lang, Jonas W. B.; Zettler, Ingo; Ewen, Christian; Hulsheger, Ute R.
  作者单位：Maastricht University; Eberhard Karls University of Tubingen; University of Bonn
  摘要：Personality psychologists have long argued that explicit traits (as measured by questionnaires) channel the expression of implicit motives (as measured by coding imaginative verbal behavior) such that both interact in the prediction of relevant life outcome variables. In the present research, we apply these ideas in the context of industrial and organizational psychology and propose that 2 explicit traits work as channels for the expression of 3 core implicit motives in task and contextual job...
• Future Work Selves: How Salient Hoped-For Identities Motivate Proactive Career Behaviors AI翻译
  作者：Strauss, Karoline; Griffin, Mark A.; Parker, Sharon K.
  作者单位：University of Sheffield; University of Western Australia; University of Western Australia
  摘要：The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis,...
• The Critical Role of the Research Question, Inclusion Criteria, and Transparency in Meta-Analyses of Integrity Test Research: A Reply to Harris et al. (2012) and Ones, Viswesvaran, and Schmidt (2012) AI翻译
  作者：Van Iddekinge, Chad H.; Roth, Philip L.; Raymark, Patrick H.; Odle-Dusseau, Heather N.
  作者单位：State University System of Florida; Florida State University; Clemson University; Clemson University; Gettysburg College
  摘要：We clear up a number of misconceptions from the critiques of our meta-analysis (Van Iddekinge, Roth, Raymark, & Odle-Dusseau, 2012). We reiterate that our research question focused on the criterion-related validity of integrity tests for predicting individual work behavior and that our inclusion criteria flowed from this question. We also reviewed the primary studies we could access from Ones, Viswesvaran, and Schmidt's (1993) meta-analysis of integrity tests and found that only about 30% of t...
• Fuel of the Self-Starter: How Mood Relates to Proactive Goal Regulation AI翻译
  作者：Bindl, Uta K.; Parker, Sharon K.; Totterdell, Peter; Hagger-Johnson, Gareth
  作者单位：University of Western Australia; University of Sheffield; University of London; University College London
  摘要：The authors consider how multiple dimensions of affect relate to individual proactivity. They conceptualized proactivity within a goal-regulatory framework that encompasses 4 elements: envisioning, planning, enacting, and reflecting. In a study of call center agents (N = 225), evidence supported the distinctiveness of the 4 elements of proactive goal regulation. Findings further indicated that high-activated positive mood was positively associated with all elements of proactive goal regulation...
• Employees' Behavioral Reactions to Supervisor Aggression: An Examination of Individual and Situational Factors AI翻译
  作者：Mitchell, Marie S.; Ambrose, Maureen L.
  作者单位：University System of Georgia; University of Georgia; State University System of Florida; University of Central Florida
  摘要：This research examines employees' behavioral reactions to perceived supervisor aggression. The goal is to understand what makes employees react constructively or destructively to aggression. Three types of behavioral reactions are investigated: retaliation, coworker displaced aggression, and problem solving. We suggest employee reactions are influenced by individual and situational characteristics. We test these ideas by examining the moderating effects of 1 individual factor (locus of control...
• The Hierarchical Face: Higher Rankings Lead to Less Cooperative Looks AI翻译
  作者：Chen, Patricia; Myers, Christopher G.; Kopelman, Shirli; Garcia, Stephen M.
  作者单位：University of Michigan System; University of Michigan; University of Michigan System; University of Michigan
  摘要：In 3 studies, we tested the hypothesis that the higher ranked an individual's group is, the less cooperative the facial expression of that person is judged to be. Study I established this effect among business school deans, with observers rating individuals from higher ranked schools as appearing less cooperative, despite lacking prior knowledge of the latters' actual rankings. Study 2 then experimentally manipulated ranking, showing that the effect of rankings on facial expressions is driven ...
• Perceived Unfairness and Employee Health: A Meta-Analytic Integration AI翻译
  作者：Robbins, Jordan M.; Ford, Michael T.; Tetrick, Lois E.
  作者单位：State University of New York (SUNY) System; University at Albany, SUNY; George Mason University
  摘要：A growing body of research has suggested that the experience of injustice, psychological contract breach, or unfairness can adversely impact an employee's health. We conducted a meta-analysis to examine the effects of unfairness perceptions on health, examining types of fairness and methodological characteristics as moderators. Results suggested that perceptions of unfairness were associated with indicators of physical and mental health. Furthermore, psychological contract breach contributed t...
• The Paradox of Intragroup Conflict: A Meta-Analysis AI翻译
  作者：de Wit, Frank R. C.; Greer, Lindred L.; Jehn, Karen A.
  作者单位：Leiden University; Leiden University - Excl LUMC; University of Amsterdam; University of Melbourne
  摘要：Since the meta-analysis by De Dreu and Weingart (20036) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical studies of intragroup conflict (n = 8,880 groups) a...
• Longitudinal Relationships Between Core Self-Evaluations and Job Satisfaction AI翻译
  作者：Wu, Chia-Huei; Griffin, Mark A.
  作者单位：University of Western Australia; University of Western Australia
  摘要：Core self-evaluations (CSE) have been proposed as a static personality trait that influences individuals' work experiences. However, CSE can also be influenced by work experiences. Based on the corresponsive principle of personality development, this study incorporated both dispositional and contextual perspectives to examine longitudinal reciprocal relationships between CSE and job satisfaction. Longitudinal data from 5,827 participants in the British Household Panel Survey from 1997 to 2006 ...