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作者：Northcraft, Gregory B.; Schmidt, Aaron M.; Ashford, Susan J.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Minnesota System; University of Minnesota Twin Cities; University of Michigan System; University of Michigan
摘要：The study described here tested a model of how characteristics of the feedback environment influence the allocation of resources (time and effort) among competing tasks. Results demonstrated that performers invest more resources on tasks for which higher quality (more timely and more specific) feedback is available; this effect was partially mediated by task salience and task expectancies. Feedback timing and feedback specificity demonstrated both main and interaction effects on resource alloc...
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作者：Hausknecht, John P.; Sturman, Michael C.; Roberson, Quinetta M.
作者单位：Cornell University; Cornell University; Villanova University
摘要：Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Carmon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a d...
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作者：Li, Ning; Harris, T. Brad; Boswell, Wendy R.; Xie, Zhitao
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Shanghai Jiao Tong University
摘要：Drawing from an interactionist approach and feedback research, we examine the role of developmental feedback and proactive personality on newcomer task performance and helping behavior. Data were collected from 2 high-tech joint-ventures within the information technology and manufacturing industries located in Shanghai, China. Results based on 151 newcomer-manager dyads showed that supervisor developmental feedback (SDF) positively related to newcomer helping behavior and that SDF and coworker...
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作者：Schaubroeck, John; Lam, Simon S. K.; Peng, Ann Chunyan
作者单位：Michigan State University; Michigan State University; University of Hong Kong
摘要：We develop a model in which cognitive and affective trust in the leader mediate the relationship between leader behavior and team psychological states that, in turn, drive team performance. The model is tested on a sample of 191 financial services teams in Hong Kong and the U.S. Servant leadership influenced team performance through affect-based trust and team psychological safety. Transformational leadership influenced team performance indirectly through cognition-based trust. Cognition-based...
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作者：Ryan, Michelle K.; Haslam, S. Alexander; Hersby, Mette D.; Bongiorno, Renata
作者单位：University of Exeter; University of Groningen; University of Queensland
摘要：The think manager think male (TMTM) association underlies many gender inequalities in the workplace. However, research into the glass cliff has demonstrated that the suitability of male and female managers varies as a function of company performance such that in times of poor performance people may think female (Ryan & Haslam, 2005, 2007). Three studies examined gender and managerial stereotypes in the context of companies that are doing well or doing badly. Study 1 reproduced TMTM association...
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作者：Shaw, Jason D.; Zhu, Jing; Duffy, Michelle K.; Scott, Kristin L.; Shih, Hsi-An; Susanto, Ely
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Hong Kong University of Science & Technology; Clemson University; National Cheng Kung University
摘要：The authors develop and test theoretical extensions of the relationships of task conflict, relationship conflict, and 2 dimensions of team effectiveness (performance and team-member satisfaction) among 2 samples of work teams in Taiwan and Indonesia. Findings show that relationship conflict moderates the task conflict team performance relationship. Specifically, the relationship is curvilinear in the shape of an inverted U when relationship conflict is low, but the relationship is linear and n...
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作者：Seibert, Scott E.; Wang, Gang; Courtright, Stephen H.
作者单位：University of Iowa
摘要：This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empowerment and are as strongly related as the contex...
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作者：Crook, T. Russell; Todd, Samuel Y.; Combs, James G.; Woehr, David J.; Ketchen, David J., Jr.
作者单位：University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; Georgia Southern University; University of Alabama System; University of Alabama Tuscaloosa; University of North Carolina; University of North Carolina Charlotte; Auburn University System; Auburn University
摘要：Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we meta-analyzed effects drawn from 66 studies of the human capital-firm performance relationship and investigated 3 moderators suggested by resource-based theory....
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作者：Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W.
作者单位：University System of Georgia; Georgia Institute of Technology; Columbia University; Xi'an Jiaotong University; University of Washington; University of Washington Seattle
摘要：Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data collected from 817 employees on 115 teams indicates that psychological empowerment mediates the main effect of autonomy orientation and the interacti...
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作者：Judge, Timothy A.; Cable, Daniel M.
作者单位：State University System of Florida; University of Florida; University of London; London Business School
摘要：Cultivation theory suggests that society holds very different body standards for men versus women, and research indicates that the consequences of defying these social norms may not be linear. To test these notions in the employment context, we examined the relationship between weight and income and the degree to which the relationship varies by gender. For women, we theorized a negative weight income relationship that is steepest at the thin end of the distribution. For men, we predicted a po...
