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作者：Bledow, Ronald; Schmitt, Antje; Frese, Michael; Kuehnel, Jana
作者单位：Ghent University; Justus Liebig University Giessen; National University of Singapore; Leuphana University Luneburg; University of Konstanz
摘要：On the basis of self-regulation theories, the authors develop an affective shift model of work engagement according to which work engagement emerges from the dynamic interplay of positive and negative affect. The affective shift model posits that negative affect is positively related to work engagement if negative affect is followed by positive affect. The authors applied experience sampling methodology to test the model. Data on affective events, mood, and work engagement was collected twice ...
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作者：Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.
作者单位：State University System of Florida; Florida State University; Clemson University
摘要：A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies and 141 independent samples. Overall validity estimates (corrected for measureme...
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作者：Liu, Dong; Fu, Ping-ping
作者单位：University System of Georgia; Georgia Institute of Technology; Chinese University of Hong Kong
摘要：This study examined the roles of 3 multilevel motivational predictors in proteges' personal learning in teams: an autonomy-supportive team climate, mentors' autonomy support, and proteges' autonomy orientation. The authors followed 305 proteges in 58 teams for 12 weeks and found that all 3 predictors were positively related to the proteges' personal learning in teams and that an autonomy-supportive team climate augmented the effects of mentors' autonomy support and proteges' autonomy orientati...
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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：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：Thatcher, Sherry M. B.; Patel, Pankaj C.
作者单位：University of Louisville; Ball State University
摘要：We propose and test a theoretical model focusing on antecedents and consequences of demographic faultlines. We also posit contingencies that affect overall team dynamics in the context of demographic faultlines, such as the study setting and performance measurement. Using meta-analysis structural equation modeling with a final data set consisting of 311 data points (i.e., k [predictor-criterion relationships]), from 39 studies that were obtained from 36 papers with a total sample size of 24,38...
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作者：Kirkman, Bradley L.; Mathieu, John E.; Cordery, John L.; Rosen, Benson; Kukenberger, Michael
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Connecticut; University of Western Australia; University of North Carolina; University of North Carolina Chapel Hill
摘要：Companies worldwide are turning to organizational communities of practice (OCoPs) as vehicles to generate learning and enhance organizational performance. OCoPs are defined as groups of employees who share a concern, a set of problems, or a passion about a topic and who strengthen their knowledge and expertise by interacting on a consistent basis. To date, OCoP research has drawn almost exclusively from the community of practice (CoP) literature, even though the organizational form of CoPs sha...
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作者：Kleingeld, Ad; van Mierlo, Heleen; Arends, Lidia
作者单位：Eindhoven University of Technology; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam
摘要：Updating and extending the work of O'Leary-Kelly, Martocchio, and Frink (1994), with this meta-analysis on goal setting and group performance we show that specific difficult goals yield considerably higher group performance compared with nonspecific goals (d = 0.80 +/- 0.35, k = 23 effect sizes). Moderately difficult and easy goals were also associated with performance benefits relative to nonspecific goals, but these effects were smaller. The overall effect size for all group goals was d = 0....
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作者：Messersmith, Jake G.; Patel, Pankaj C.; Lepak, David P.; Gould-Williams, Julian
作者单位：University of Nebraska System; University Nebraska Kearney; Ball State University; Rutgers University System; Rutgers University New Brunswick
摘要：With a growing body of literature linking systems of high-performance work practices to organizational performance outcomes, recent research has pushed for examinations of the underlying mechanisms that enable this connection. In this study, based on a large sample of Welsh public-sector employees, we explored the role of several individual-level attitudinal factors-job satisfaction, organizational commitment, and psychological empowerment-as well as organizational citizenship behaviors that h...
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作者：Balkundi, Prasad; Kilduff, Martin; Harrison, David A.
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY; University of Cambridge; University of Texas System; University of Texas Austin
摘要：When leaders interact in teams with their subordinates, they build social capital that can have positive effects on team performance. Does this social capital affect team performance because subordinates come to see the leader as charismatic? We answered this question by examining 2 models. First, we tested the charisma-to-centrality model according to which the leader's charisma facilitates the occupation of a central position in the informal advice network. From this central position, the le...
