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作者：Becker, William J.; Cropanzano, Russell
作者单位：Texas Christian University; University of Arizona
摘要：Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push-pull model proposes that there is a quadratic or curvilinear relationship existing between these 2 variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a downward performance change may increase the likelihood of organizational separation. Drawing on decision theory, we propose and test an integrative fra...
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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：Dierdorff, Erich C.; Bell, Suzanne T.; Belohlav, James A.
作者单位：DePaul University; DePaul University
摘要：We examined the influences of different facets of psychological collectivism (Preference, Reliance, Concern, Norm Acceptance, and Goal Priority) on team functioning at 3 different performance depictions: initial team performance, end-state team performance, and team performance change Overtime. We also tested the extent to which team-member exchange moderated the relationships between facets of psychological collectivism and performance change over time. Results from multilevel growth modeling...
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作者：Pugh, S. Douglas; Groth, Markus; Hennig-Thurau, Thorsten
作者单位：Virginia Commonwealth University; University of New South Wales Sydney; University of Munster
摘要：Emotional dissonance resulting from an employee's emotional labor is usually considered to lead to negative employee outcomes, such as job dissatisfaction and emotional exhaustion. Drawing on Festinger's (1957) cognitive dissonance theory, we argue that the relationship between service employees' surface acting and job dissatisfaction and emotional exhaustion is moderated by 2 aspects of a service worker's self-concept: the importance of displaying authentic emotions (reflecting the self-conce...
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作者：Hideg, Ivona; Michela, John L.; Ferris, D. Lance
作者单位：University of Toronto; University of Waterloo; Singapore Management University
摘要：In 2 experimental studies, we examined a way to overcome nonbeneficiaries' resistance to employment equity (EE) policies participation in formulating the policy. We operationalized participation in terms of instrumental versus noninstrumental voice and proposed that nonbeneficiaries would be more likely to support an EE policy when allowed instrumental participation in the policy's development. Further, we proposed psychological ownership as the mediating mechanism underlying the effects of in...
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作者：Liu, Dong; Chen, Xiao-Ping; Yao, Xin
作者单位：University of Washington; University of Washington Seattle; University of Colorado System; University of Colorado Boulder
摘要：Building on self-determination theory, we theorized about and demonstrated, through 2 multilevel field studies, the pivotal role of harmonious passion in translating organizational autonomy support and individual autonomy orientation into job creativity. Results based on 3-level data from 856 members in 111 teams within 23 work units of a porous metal company (Study 1) and from 525 employees in 98 teams of 18 branches of a large commercial bank (Study 2) revealed 2 major findings. First, organ...
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作者：Pearsall, Matthew J.; Ellis, Aleksander P. J.
作者单位：University System of Maryland; University of Maryland College Park; University of Arizona
摘要：The purpose of this study was to uncover compositional and emergent influences on unethical behavior by teams. Results from 126 teams indicated that the presence of a formalistic orientation within the team was negatively related to collective unethical decisions. Conversely, the presence of a utilitarian orientation within the team was positively related to both unethical decisions and behaviors. Results also indicated that the relationship between utilitarianism and unethical outcomes was mo...
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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：Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the proc...
