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作者：Colquitt, Jason A.; LePine, Jeffery A.; Piccolo, Ronald F.; Zapata, Cindy P.; Rich, Bruce L.
作者单位：University System of Georgia; University of Georgia; Arizona State University; Arizona State University-Tempe; Rollins College; University System of Georgia; Georgia Institute of Technology; California State University System; California State University San Marcos
摘要：Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflects levels of work-related uncertainty. Moreover, trust scholars distinguish between multiple forms of trust, including affect- and cognition-based t...
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作者：Whiting, Steven W.; Maynes, Timothy D.; Podsakoff, Nathan P.; Podsakoff, Philip M.
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of Arizona
摘要：Although employee voice behavior is expected to have important organizational benefits, research indicates that employees voicing their recommendations for organizational change may be evaluated either positively or negatively by observers. A review of the literature suggests that the perceived efficacy of voice behaviors may be a function of characteristics associated with the (a) source, (b) message, and (c) context of the voice event. In this study, we manipulated variables from each of the...
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作者：Schultze, Thomas; Pfeiffer, Felix; Schulz-Hardt, Stefan
作者单位：University of Gottingen
摘要：Escalation of commitment denotes decision makers' increased reinvestment of resources in a losing course of action. Despite the relevance of this topic, little is known about how information is processed in escalation situations, that is, whether decision makers who receive negative outcome feedback on their initial decision search for and/or process information biasedly and whether these biases contribute to escalating commitment. Contrary to a widely cited study by E. J. Conlon and J. M. Par...
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作者：Sturman, Michael C.; Shao, Lian; Katz, Jan H.
作者单位：Cornell University
摘要：Although researchers have theorized that there exists a curvilinear relationship between job performance and voluntary turnover, their research has been tested in the United States or culturally similar Switzerland. Through a study of the performance turnover relationship from a multinational service-oriented organization in 24 countries, we demonstrate that the general relationship between performance and turnover is similar across countries but the details of that relationship change across ...
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作者：Bradley, Bret H.; Postlethwaite, Bennett E.; Klotz, Anthony C.; Hamdani, Maria R.; Brown, Kenneth G.
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Pepperdine University; University System of Ohio; University of Akron; University of Iowa
摘要：Past research suggests that task conflict may improve team performance under certain conditions; however, we know little about these specific conditions. On the basis of prior theory and research on conflict in teams, we argue that a climate of psychological safety is one specific context under which task conflict will improve team performance. Using evidence from 117 project teams, the present research found that psychological safety climate moderates the relationship between task conflict an...
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作者：Flynn, Francis J.; Schaumberg, Rebecca L.
作者单位：Stanford University
摘要：The authors posit that higher levels of guilt-proneness are associated with higher levels of affective organizational commitment. To explain this counterintuitive link, the authors suggest that a dispositional tendency to feel guilt motivates individuals to exert greater effort on their work-related tasks that, in turn, strengthens their affinity for the organization. The authors tested this idea using a laboratory study and field data from 2 samples of working adults. Individuals who are more...
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作者：Bezrukova, Katerina; Thatcher, Sherry M. B.; Jehn, Karen A.; Spell, Chester S.
作者单位：Santa Clara University; University of Louisville; University of Melbourne; Rutgers University System; Rutgers University New Brunswick
摘要：By integrating literature on group faultlines, organizational cultures, and value congruence, this research presents a framework that explains how cultural alignment across organizational levels may influence the relationship between faultlines and performance. The hypotheses were tested using representatively sampled multisource qualitative and quantitative data on 138 teams from a Fortune 500 company. The present findings demonstrate that although informational faultlines were detrimental fo...
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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...
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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...
