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作者：Farmer, Steven M.; Van Dyne, Linn
作者单位：Wichita State University; Michigan State University
摘要：This article presents a model integrating research on idealized and situated selves. Our key premise is that identity-relevant behaviors are most likely to occur in the workplace when identities are psychologically central and activating forces make those identities salient. Analysis of matched data from 278 employees, supervisors, and organizational records generally supported our model. Helping identity and industrious work identity were positively associated with related role behaviors only...
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作者：Schmidt, Aaron M.; DeShon, Richard P.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Michigan State University
摘要：Recent research (e.g., Vancouver & Kendall, 2006; Vancouver, Thompson, Tischner, & Putka, 2002; Vancouver, Thompson, & Williams, 2001) has challenged the conventional view of self-efficacy as a positive influence on performance, finding a negative within-person relationship between self-efficacy and performance. In the current study, performance ambiguity is examined as a potential boundary condition for this negative self-efficacy effect. As hypothesized, self-efficacy was negatively related ...
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作者：Baer, Markus
作者单位：Washington University (WUSTL)
摘要：Disentangling the effects of weak ties on creativity, the present study separated, both theoretically and empirically, the effects of the size and strength of actors' idea networks and examined their joint impact while simultaneously considering the separate, moderating role of network diversity. I hypothesized that idea networks of optimal size and weak strength were more likely to boost creativity when they afforded actors access to a wide range of different social circles. In addition, I ex...
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作者：Netemeyer, Richard G.; Maxham, James G., III; Lichtenstein, Donald R.
作者单位：University of Virginia; University of Colorado System; University of Colorado Boulder
摘要：Based on emotional contagion theory and the value profit chain literatures, the present study posits a number of hypotheses that show how managers in the small store, small number of employees retail context may affect store employees, customers, and potentially store performance. With data from 306 store managers, 1,615 store customer-contact employees, and 57,656 customers of a single retail chain, the authors examined relationships among store manager job satisfaction and job performance, s...
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作者：Walumbwa, Fred O.; Hartnell, Chad A.; Oke, Adegoke
作者单位：Arizona State University; Arizona State University-Tempe; Arizona State University; Arizona State University-Tempe
摘要：This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positi...
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作者：Nyberg, Anthony
作者单位：University of South Carolina System; University of South Carolina Columbia
摘要：Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work pro...
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作者：Venkataramani, Vijaya; Tangirala, Subrahmaniam
作者单位：University System of Maryland; University of Maryland College Park
摘要：We examined the proposition that employees' work-flow centrality (i.e., the extent to which they are critical to the task-related interaction networks of their work groups) enhances their personal influence within their work groups and, therefore, motivates them to engage in voice behaviors. In support of this proposition, in a study of 184 bank employees nested within 42 work groups, we found that employees' work-flow centrality was positively related to voice behaviors, with their personal i...
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作者：Wang, Xiaoye May; Wong, Kin Fai Ellick; Kwong, Jessica Y. Y.
作者单位：Hong Kong University of Science & Technology; Chinese University of Hong Kong
摘要：The goal-directed perspective of performance appraisal suggests that raters with different goals will give different ratings. Considering the performance level as an important contextual factor, we conducted 2 studies in a peer rating context and in a nonpeer rating context and found that raters do use different rating tactics to achieve specific goals. Raters inflated their peer ratings under the harmony, fairness, and motivating goal conditions (Study 1, N = 103). More important, raters infl...
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作者：Judge, Timothy A.; Ilies, Remus; Dimotakis, Nikolaos
作者单位：State University System of Florida; University of Florida; Michigan State University; Michigan State University's Broad College of Business
摘要：This study tested a structural model explaining the effects of general mental ability on economic, physical, and subjective well-being. A model was proposed that linked general mental ability to well-being using education, unhealthy behaviors (smoking and excessive drinking), occupational prestige, and health as mediating variables. The sample consisted of 398 individuals, from whom measures were collected across 4 periods. The results supported a model that includes direct and indirect (throu...
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作者：Liu, Leigh Anne; Chua, Chei Hwee; Stahl, Guenter K.
作者单位：University System of Georgia; Georgia State University; University of South Carolina System; University of South Carolina Columbia; Vienna University of Economics & Business; INSEAD Business School
摘要：In an increasingly globalized workplace, the ability to communicate effectively across cultures is critical. We propose that the quality of communication experienced by individuals plays a significant role in the outcomes of intercultural interactions, such as cross-border negotiations. In 4 studies, we developed and validated a multidimensional conceptualization of quality of communication experience (QCE) and examined its consequences in intracultural versus intercultural business negotiatio...
