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作者：Gajendran, Ravi S.; Joshi, Aparna
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：For globally distributed teams charged with innovation, member contributions to the team are crucial for effective performance. Prior research, however, suggests that members of globally distributed teams often feel isolated and excluded from their team's activities and decisions. How can leaders of such teams foster member inclusion in team decisions? Drawing on leader-member exchange (LMX) theory, we propose that for distributed teams, LMX and communication frequency jointly shape member inf...
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作者：Bangerter, Adrian; Roulin, Nicolas; Koenig, Cornelius J.
作者单位：University of Neuchatel; Saarland University
摘要：Personnel selection involves exchanges of information between job market actors (applicants and organizations). These factors do not have an incentive to exchange accurate information about their ability and commitment to the employment relationship unless it is to their advantage. This state of affairs explains numerous phenomena in personnel selection (e.g., faking). Signaling theory describes a mechanism by which parties with partly conflicting interests (and thus an incentive for deception...
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作者：Fan, Jinyan; Gao, Dingguo; Carroll, Sarah A.; Lopez, Felix J.; Tian, T. Siva; Meng, Hui
作者单位：Auburn University System; Auburn University; Hofstra University; Sun Yat Sen University; Booz Allen Hamilton Holding Corporation; University of Houston System; University of Houston; East China Normal University
摘要：The authors propose a new procedure for reducing faking on personality tests within selection contexts. This computer-based procedure attempts to identify and warn potential fakers early on during the testing process and then give them a chance for recourse. Two field studies were conducted to test the efficacy of the proposed procedure. Study 1 participants were 157 applicants competing for 10 staff positions at a large university located in a southern city in the People's Republic of China. ...
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作者：Farh, Crystal I. C. Chien; Seo, Myeong-Gu; Tesluk, Paul E.
作者单位：University System of Maryland; University of Maryland College Park; State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：We advance understanding of the role of ability-based emotional intelligence (EI) and its subdimensions in the workplace by examining the mechanisms and context-based boundary conditions of the El performance relationship. Using a trait activation framework, we theorize that employees with higher overall El and emotional perception ability exhibit higher teamwork effectiveness (and subsequent job performance) when working in job contexts characterized by high managerial work demands because su...
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作者：Peretz, Hilla; Fried, Yitzhak
作者单位：Braude Academic College of Engineering; Syracuse University
摘要：Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations and (b) the contribution of the level of congruence between societal cultural practices and the characteristics of organizational PA practices to ab...
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作者：Chen, Xiao-Ping; Liu, Dong; Portnoy, Rebecca
作者单位：University of Washington; University of Washington Seattle; University System of Georgia; Georgia Institute of Technology; Washington State University
摘要：Adopting a multilevel theoretical framework, the authors examined how motivational cultural intelligence influences individual cultural sales the number of housing transactions occurring between people of different cultural origins. Data from 305 real estate agents employed at 26 real estate firms in the United States demonstrated that an individual's motivational cultural intelligence is positively related to his or her cultural sales. This positive relationship is enhanced by the firm's moti...
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作者：Den Hartog, Deanne N.; Belschak, Frank D.
作者单位：University of Amsterdam
摘要：Two multisource studies address the interactive effects of personal and contextual variables on employees' proactive behavior. In line with previous work, we find positive main effects of transformational leadership, role breadth self-efficacy, and job autonomy on employee proactive behavior (personal initiative in Study 1 and prosocial proactive behavior in Study 2). As expected, a 3-way interaction qualifies these main effects: In situations of high autonomy, transformational leadership rela...
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作者：Aryee, Samuel; Walumbwa, Fred O.; Seidu, Emmanuel Y. M.; Otaye, Lilian E.
作者单位：Aston University; Arizona State University; Arizona State University-Tempe
摘要：We proposed and tested a multilevel model, underpinned by empowerment theory, that examines the processes linking high-performance work systems (HPWS) and performance outcomes at the individual and organizational levels of analyses. Data were obtained from 37 branches of 2 banking institutions in Ghana. Results of hierarchical regression analysis revealed that branch-level HPWS relates to empowerment climate. Additionally, results of hierarchical linear modeling that examined the hypothesized ...
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作者：Kim, Eugene; Yoon, David J.
作者单位：University System of Georgia; Georgia Institute of Technology; University of Minnesota System; University of Minnesota Twin Cities
摘要：Drawing on the social interaction model, we examine the mediating role that the customer's display of positive emotions plays on the relationship between the employee's display of positive emotions and the employee's positive mood. We also examine the moderating role that the customer's personality traits agreeableness, extraversion, and emotional stability play on the relationship between the employee's display of positive emotions and the customer's display of positive emotions. The results ...
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作者：Richter, Andreas W.; Hirst, Giles; van Knippenberg, Daan; Baer, Markus
作者单位：University of Cambridge; Monash University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Washington University (WUSTL)
摘要：We propose a cross-level perspective on the relation between creative self-efficacy and individual creativity in which team informational resources, comprising both shared knowledge of who knows what (KWKW) and functional background diversity, benefit the creativity of individuals more with higher creative self-efficacy. To test our hypotheses, we conducted a multi-level study with 176 employees working in 34 research and development teams of a multinational company in 4 countries. In support ...
