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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：Johnson, Russell E.; Rosen, Christopher C.; Djurdjevic, Emilija
作者单位：Michigan State University; University of Arkansas System; University of Arkansas Fayetteville
摘要：Researchers are often concerned with common method variance (CMV) in cases where it is believed to bias relationships of predictors with criteria. However, CMV may also bias relationships within sets of predictors; this is cause for concern, given the rising popularity of higher order multidimensional constructs. The authors examined the extent to which CMV inflates interrelationships among indicators of higher order constructs and the relationships of those constructs with criteria. To do so,...
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作者：Kotsou, Ilios; Nelis, Delphine; Gregoire, Jacques; Mikolajczak, Moira
作者单位：Universite Catholique Louvain; University of Liege
摘要：This study aimed to investigate (a) whether it is possible to increase emotional competence (EC) in adulthood; (b) whether this improvement results in better mental, physical, and social adjustment; (c) whether this improvement can be maintained I year later; and (d) whether these benefits are accompanied by a reduction in stress-hormone secretion (i.e., cortisol). One hundred and thirty-two participants were randomly assigned to an EC-enhancing intervention (in group format) or to a control g...
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作者：Agerstrom, Jens; Rooth, Dan-Olof
作者单位：Linnaeus University
摘要：This study examined whether automatic stereotypes captured by the implicit association test (TAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credettials but differed with respect to the applicant's weight. Discriminatory behavior was quantified by the extent to which the hiring managers invited normal-weight versus obese applicants to a job int...
