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作者：Gunia, Brian C.; Brett, Jeanne M.; Nandkeolyar, Amit K.; Kamdar, Dishan
作者单位：Northwestern University; Indian School of Business (ISB)
摘要：Three studies contrasting Indian and American negotiators tested hypotheses derived from theory proposing why there are cultural differences in trust and how cultural differences in trust influence negotiation strategy. Study 1 (a survey) documented that Indian negotiators trust their counterparts less than American negotiators. Study 2 (a negotiation simulation) linked American and Indian negotiators' self-reported trust and strategy to their insight and joint gains. Study 3 replicated and ex...
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作者：Madjar, Nora; Greenberg, Ellen; Chen, Zheng
作者单位：University of Connecticut; University of Sofia; State University System of Florida; University of South Florida
摘要：This study extends theory and research by differentiating between routine, noncreative performance and 2 distinct types of creativity: radical and incremental. We also use a sensemaking perspective to examine the interplay of social and personal factors that may influence a person's engagement in a certain level of creative action versus routine, noncreative work. Results demonstrate that willingness to take risks, resources for creativity, and career commitment are associated primarily with r...
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作者：Lambert, Lisa Schurer
作者单位：University System of Georgia; Georgia State University
摘要：The reciprocal exchange of employees' work for pay that is central to employment relationships is viewed here through the lens of the psychological contract. A psychological contract involves promised inducements, promised contributions, delivered inducements, and delivered contributions: How an employee cognitively integrates these 4 elements is a central question in psychological contract theory. Three alternative approaches for integrating the 4 elements were drawn from discrepancy theory, ...
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作者：Oh, In-Sue; Wang, Gang; Mount, Michael K.
作者单位：Virginia Commonwealth University; University of Iowa
摘要：Conclusions reached in previous research about the magnitude and nature of personality performance linkages have been based almost exclusively on self-report measures of personality. The purpose of this study is to address this void in the literature by conducting a meta-analysis of the relationship between observer ratings of the five-factor model (FFM) personality traits and overall job performance. Our results show that the operational validities of FFM traits based on observer ratings are ...
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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：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：Restubog, Simon Lloyd D.; Scott, Kristin L.; Zagenczyk, Thomas J.
作者单位：Australian National University; Australian National University; Clemson University
摘要：We developed a model of the relationships among aggressive norms, abusive supervision, psychological distress, family undermining, and supervisor-directed deviance. We tested the model in 2 studies using multisource data: a 3-wave investigation of 184 full-time employees (Study 1) and a 2-wave investigation of 188 restaurant workers (Study 2). Results revealed that (a) abusive supervision mediated the relationship between aggressive norms and psychological distress, (b) psychological distress ...
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作者：Hartnell, Chad A.; Ou, Amy Yi; Kinicki, Angelo
作者单位：Arizona State University; Arizona State University-Tempe
摘要：We apply Quinn and Rohrbaugh's (1983) competing values framework (CVF) as an organizing taxonomy to meta-analytically test hypotheses about the relationship between 3 culture types and 3 major indices of organizational effectiveness (employee attitudes, operational performance [i.e., innovation and product and service quality], and financial performance). The paper also tests theoretical suppositions undergirding the CVF by investigating the framework's nomological validity and proposed intern...
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作者：Yaffe, Tal; Kark, Ronit
作者单位：Bar Ilan University; Ben-Gurion University of the Negev
摘要：The importance of leading by personal example or role modeling for effective leadership has been recognized in many leadership theories. However, leaders' ability to influence group behavior through exemplary behavior has received little attention in empirical work. This study explores leading by example through theoretical development and empirical testing of a moderated mediation model of the potential effects of leader organizational citizenship behavior (OCB). This model suggests that a le...
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作者：Wallace, J. Craig; Johnson, Paul D.; Mathe, Kimberly; Paul, Jeff
作者单位：Oklahoma State University System; Oklahoma State University - Tulsa; University of North Carolina; Western Carolina University
摘要：The authors proposed and tested a model in which data were collected from managers (n = 539) at 116 corporate-owned quick service restaurants to assess the structural and psychological empowerment process as moderated by shared-felt accountability on indices of performance from a managerial perspective. The authors found that empowering leadership climate positively relates to psychological empowerment climate. In turn, psychological empowerment climate relates to performance only under condit...
