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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：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：Rico, Ramon; Sanchez-Manzanares, Miriam; Antino, Mirko; Lau, Dora
作者单位：Autonomous University of Madrid; Universidad Carlos III de Madrid; Complutense University of Madrid; Chinese University of Hong Kong
摘要：This study tests whether the detrimental effects of strong diversity faultlines on team performance can be counteracted by combining 2 managerial strategies: task role crosscutting and superordinate goals. We conducted a 2 (crosscut vs. aligned roles) X 2 (superordinate vs. subgroup goals) experimental study. Seventy-two 4-person teams with faultlines stemming from gender and educational major performed a complex decision-making task. The results show that teams with crosscut roles perform bet...
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作者：van Hooft, Edwin A. J.; Born, Marise Ph
作者单位：University of Amsterdam; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam
摘要：Intentional response distortion or faking among job applicants completing measures such as personality and integrity tests is a concern in personnel selection. The present study aimed to investigate whether eye-tracking technology can improve our understanding of the response process when faking. In an experimental within-participants design, a Big Five personality test and an integrity measure were administered to 129 university students in 2 conditions: a respond honestly and a faking good i...
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作者：Dimotakis, Nikolaos; Davison, Robert B.; Hollenbeck, John R.
作者单位：University System of Georgia; Georgia State University; Michigan State University; Michigan State University's Broad College of Business
摘要：We report a within-teams experiment testing the effects of fit between team structure and regulatory task demands on task performance and satisfaction through average team member positive affect and helping behaviors. We used a completely crossed repeated-observations design in which 21 teams enacted 2 tasks with different regulatory focus characteristics (prevention and promotion) in 2 organizational structures (functional and divisional), resulting in 84 observations. Results suggested 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：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 ...
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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...
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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...
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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 ...
