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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：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：Stewart, Greg L.; Courtright, Stephen H.; Barrick, Murray R.
作者单位：University of Iowa; Texas A&M University System; Texas A&M University College Station
摘要：The authors use a multilevel framework to introduce peer-based control as a motivational state that emerges in self-managing teams. The authors specifically describe how peer-based rational control, which is defined as team members perceiving the distribution of economic rewards as dependent on input from teammates, extends and interacts with the more commonly studied normative control force of group cohesion to explain both individual and collective performance in teams. On the basis of data ...
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作者：Bernerth, Jeremy B.; Taylor, Shannon G.; Walker, H. Jack; Whitman, Daniel S.
作者单位：Louisiana State University System; Louisiana State University; Northern Illinois University; Texas Tech University System; Texas Tech University
摘要：Many organizations use credit scores as an employment screening tool, but little is known about the legitimacy of such practices. To address this important gap, the reported research conceptualized credit scores as a biographical measure of financial responsibility and investigated dispositional antecedents and performance-related outcomes. Using personality data collected from employees, objective credit scores obtained from the Fair Isaac Corporation, and performance data provided by supervi...
