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作者：Krasikova, Dina V.; LeBreton, James M.
作者单位：University of Nebraska System; University of Nebraska Lincoln; Purdue University System; Purdue University
摘要：Many organizational phenomena such as leader member exchange, mentoring, coaching, interpersonal conflict and cooperation, negotiation, performance appraisal, and the employment interview involve inherently dyadic relationships and interactions. Even when theories explicitly acknowledge the dyadic nature of such phenomena, it is not uncommon to observe a disconnection or misalignment between the level of theory and method. Our purpose in the current paper is to discuss how organizational schol...
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作者：Judge, Timothy A.; Kammeyer-Mueller, John D.
作者单位：University of Notre Dame; State University System of Florida; University of Florida
摘要：Ambition is a commonly mentioned but poorly understood concept in social science research. We sought to contribute to understanding of the concept by developing and testing a model in which ambition is a middle-level trait (Cantor, 1990) predicted by more distal characteristics but, due to its teleological nature, more proximally situated to predict career success. A 7-decade longitudinal sample of 717 high-ability individuals from the Terman life-cycle study (Terman, Sears, Cronbach, & Sears,...
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作者：Biron, Michal; Bamberger, Peter
作者单位：University of Haifa; Tilburg University; Tel Aviv University; Cornell University
摘要：Past research reveals inconsistent findings regarding the association between aversive workplace conditions and absenteeism, suggesting that other, contextual factors may play a role in this association. Extending contemporary models of absence, we draw from the social identity theory of attitude behavior relations to examine how peer absence-related norms and leader support combine to explain the effect of aversive workplace conditions on absenteeism. Using a prospective design and a random s...
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作者：Davison, Robert B.; Hollenbeck, John R.; Barnes, Christopher M.; Sleesman, Dustin J.; Ilgen, Daniel R.
作者单位：Michigan State University; Michigan State University's Broad College of Business; Virginia Polytechnic Institute & State University; Michigan State University
摘要：This study investigated coordinated action in multiteam systems employing 233 correspondent systems, comprising 3 highly specialized 6-person teams, that were engaged in an exercise that was simultaneously laboratory-like and field-like. It enriches multiteam system theory through the combination of theoretical perspectives from the team and the large organization literatures, underscores the differential impact of large size and modular organization by specialization, and demonstrates that co...
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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：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：Arthaud-Day, Marne L.; Rode, Joseph C.; Turnley, William H.
作者单位：Kansas State University; University System of Ohio; Miami University
摘要：The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, the authors find positive, direct effects for achievement on citizenship behaviors directed toward individuals (OCB-I), for benevolence on...
