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作者：Kim, Eugene; Glomb, Theresa M.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Drawing on the victim precipitation model, this study provides an empirical investigation of the relationship between cognitive ability and victimization at work. We propose that people high in cognitive ability are more prone to victimization. In this study, we also examine the direct and moderating effects of victims' personality traits, specifically the 2 interpersonally oriented personality dimensions of agency and communion. Results support the direct positive relationship of cognitive ab...
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作者：Davidson, Oranit B.; Eden, Dov; Westman, Mina; Cohen-Charash, Yochi; Hammer, Leslie B.; Kluger, Avraham N.; Krausz, Moshe; Maslach, Christina; O'Driscoll, Michael; Perrewe, Pamela L.; Quick, James Campbell; Rosenblatt, Zehava; Spector, Paul E.
作者单位：Tel Aviv University; City University of New York (CUNY) System; Baruch College (CUNY); City University of New York (CUNY) System; Portland State University; Hebrew University of Jerusalem; Bar Ilan University; University of California System; University of California Berkeley; University of Waikato; State University System of Florida; Florida State University; University of Texas System; University of Texas Arlington; University of Haifa; State University System of Florida; University of South Florida
摘要：A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss decl...
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作者：Christie, Amy M.; Barling, Julian
作者单位：Wilfrid Laurier University; Queens University - Canada
摘要：Status structures in organizations are ubiquitous yet largely ignored in organizational research. We offer a conceptualization of team status inequality, or the extent to which status positions on a team are dispersed. Status inequality is hypothesized to be negatively related to individual performance and physical health for low-status individuals when uncooperative behavior is high. Trajectories of the outcomes across time are also explored. Analyses using multilevel modeling largely support...
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作者：Minbashian, Amirali; Wood, Robert E.; Beckmann, Nadin
作者单位：University of New South Wales Sydney
摘要：The present study examined the viability of incorporating task-contingent units into the study of personality at work, using conscientiousness as an illustrative example. We used experience-sampling data from 123 managers to show that (a) momentary conscientiousness at work is contingent on the difficulty and urgency demands of the tasks people are engaged in, (b) there are significant and stable differences between people in the extent to which their conscientiousness behaviors are contingent...
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作者：Porter, Christopher O. L. H.; Webb, Justin W.; Gogus, Celile Itir
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Oklahoma State University System; Oklahoma State University - Stillwater; Ihsan Dogramaci Bilkent University
摘要：The authors draw on resource allocation theory (Kanfer & Ackerman, 1989) to develop hypotheses regarding the conditions under which collective learning and performance orientation have interactive effects and the nature of those effects on teams' ability to adapt to a sudden and dramatic change in workload. Consistent with the theory, results of a laboratory study in which teams worked on a computerized, decision-making task over 3 performance trials revealed that learning and performance orie...
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作者：Park, Guihyun; DeShon, Richard P.
作者单位：Michigan State University
摘要：The consideration of minority opinions when making team decisions is an important factor that contributes to team effectiveness. A multilevel model of minority opinion influence in decision-making teams is developed to address the conditions that relate to adequate consideration of minority opinions. Using a sample of 57 teams working on a simulated airport security-screening task, we demonstrate that team learning goal orientation influences the confidence of minority opinion holders and team...
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作者：Zhang, Xiaomeng; Bartol, Kathryn M.
作者单位：University System of Maryland; University of Maryland College Park; American University
摘要：Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees generally exhibiting higher levels of overall job performance at low to moderate levels of creative process engagement and high-experience employees ...
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作者：Ramesh, Anuradha; Gelfand, Michele J.
作者单位：University System of Maryland; University of Maryland College Park
摘要：Although turnover is an issue of global concern, paradoxically there have been few studies of turnover across cultures. We investigated the cross-cultural generalizability of the job embeddedness model (Mitchell & Lee, 2001) by examining turnover in an individualistic country (United States) and a collectivistic country (India). Using cross-cultural data from call centers (N = 797), we demonstrated that although organization job embeddedness predicted turnover in both countries, different dime...
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作者：Sy, Thomas; Shore, Lynn M.; Strauss, Judy; Shore, Ted H.; Tram, Susanna; Whiteley, Paul; Ikeda-Muromachi, Kristine
作者单位：University of California System; University of California Riverside; California State University System; San Diego State University; California State University System; California State University Long Beach; California State University System; California State University San Marcos
摘要：On the basis of the connectionist model of leadership, we examined perceptions of leadership as a function of the contextual factors of race (Asian American, Caucasian American) and occupation (engineering, sales) in 3 experiments (1 student sample and 2 industry samples). Race and occupation exhibited differential effects for within- and between-race comparisons. With regard to within-race comparisons, leadership perceptions of Asian Americans were higher when race occupation was a good fit (...
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作者：Vidyarthi, Prajya R.; Liden, Robert C.; Anand, Smriti; Erdogan, Berrin; Ghosh, Samiran
作者单位：Indiana University System; Indiana University Kokomo; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Portland State University; Purdue University System; Purdue University; Purdue University in Indianapolis
摘要：Taking an approach integrating principles of leader member exchange (LMX) differentiation with social comparison theory, we contend that subjective ratings by individuals of their LMX compared to the LMXs of coworkers (labeled LMX social comparison, or LMXSC) explain unique and meaningful variance in outcomes beyond LMX and the actual standing of those individuals in the LMX distribution, referred to as relative LMX, or RLMX. Our findings demonstrate that employees' perceptions of LMXSC are po...
