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作者：Song, Zhaoli; Foo, Maw-Der; Uy, Marilyn A.; Sun, Shuhua
作者单位：National University of Singapore; University of Colorado System; University of Colorado Boulder; University of Victoria
摘要：This study examined the dynamic relationship of distress levels between spouses when one is unemployed (and looking for a job) while the other is engaged in full-time employment. Using the diary survey method, we sampled 100 couples in China for 10 days and tested a model comprising three stress crossover mechanisms: the direct crossover, the mediating crossover, and the common stressor mechanisms. Results supported the direct crossover and common stressor mechanisms. Other stressors (e.g., wo...
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作者：Gross, Sven; Semmer, Norbert K.; Meier, Laurenz L.; Kaelin, Wolfgang; Jacobshagen, Nicola; Tschan, Franziska
作者单位：University of Bern; University of Neuchatel
摘要：There is evidence that daily negative events at work enhance fatigue. In contrast, positive events may trigger processes that increase, but also processes that decrease, energetic resources. Accordingly, results regarding a main effect of positive events on fatigue have been mixed. However, a clearer pattern between positive events and fatigue can be expected under adverse circumstances (i.e., accumulation of negative events, high chronic stressors). Positive events may facilitate coping and a...
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作者：Le, Huy; Oh, In-Sue; Robbins, Steven B.; Ilies, Remus; Holland, Ed; Westrick, Paul
作者单位：Virginia Commonwealth University; ACT Inc.; Michigan State University; University of Iowa
摘要：The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Conscientiousness and Emotional Stability, and job p...
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作者：Gabriel, Allison S.; Diefendorff, James M.; Erickson, Rebecca J.
作者单位：University System of Ohio; University of Akron; University System of Ohio; University of Akron
摘要：Focusing on a sample of nurses, this investigation examined the relationships of daily task accomplishment satisfaction (for direct and indirect care tasks) with changes in positive and negative affect from preshift to postshift. Not accomplishing tasks to one's satisfaction was conceptualized as a daily workplace stressor that should increase daily negative affect and decrease daily positive affect from preshift to postshift. Further, because of the greater centrality of direct care nursing t...
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作者：Landers, Richard N.; Sackett, Paul R.; Tuzinski, Kathy A.
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作者：Song, Zhaoli; Li, Wendong; Arvey, Richard D.
作者单位：National University of Singapore
摘要：Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly but significantly associated with job satisfaction. Furthermore, we found study participants' l...
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作者：Hu, Jia; Liden, Robert C.
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Integrating theories of self-regulation with team and leadership literatures, this study investigated goal and process clarity and servant leadership as 3 antecedents of team potency and subsequent team effectiveness, operationalized as team performance and organizational citizenship behavior. Our sample of 304 employees represented 71 teams in 5 banks. Results showed that team-level goal and process clarity as well as team servant leadership served as 3 antecedents of team potency and subsequ...
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作者：Shapiro, Debra L.; Boss, Alan D.; Salas, Silvia; Tangirala, Subrahrnaniarn; Von Glinow, Mary Ann
作者单位：University System of Maryland; University of Maryland College Park; University of Washington; University of Washington Bothell; University of Massachusetts System; University of Massachusetts Lowell; State University System of Florida; Florida International University
摘要：Using Hollander's (1958) idiosyncrasy credit theory of leadership as the theoretical backdrop, we examined when and why organizational leaders escape punitive evaluation for their organizational transgressions. In a sample of 162 full-time employees, we found that leaders who were perceived to be more able and inspirationally motivating were less punitively evaluated by employees for leader transgressions. These effects were mediated by the leaders' LMX (leader member exchange) with their empl...
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作者：Trougakos, John P.; Jackson, Christine L.; Beal, Daniel J.
作者单位：University of Toronto; Purdue University System; Purdue University; Rice University
摘要：We used an experimental design to examine the intrapersonal and interpersonal processes through which neutral display. rules, compared to positive display rules, influence objective task performance of poll workers and ratings provided by survey respondents of the poll workers. Student participants (N = 140) were trained to adhere to 1 of the 2 display rule conditions while delivering opinion surveys to potential patrons of an organization during a 40-min period. Results showed that, compared ...
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作者：Chiaburu, Dan S.; Oh, In-Sue; Berry, Christopher M.; Li, Ning; Gardner, Richard G.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Virginia Commonwealth University; Texas A&M University System; Texas A&M University College Station
摘要：Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeablenes...
