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作者：Dierdorff, Erich C.; Rubin, Robert S.; Morgeson, Frederick P.
作者单位：DePaul University; Michigan State University; Michigan State University's Broad College of Business
摘要：Theoretical and empirical efforts focusing on the interplay between work context and managerial role requirements have been conspicuously absent in the scholarly literature. This paucity exists despite over 60 years of research concerning the requirements of managerial work and with the rather universal recognition that work context meaningfully shapes organizational behavior. The authors developed a theoretical model linking different types of role requirements to different forms of work cont...
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作者：Schuelke, Matthew J.; Day, Eric Anthony; McEntire, Lauren E.; Boatman, Paul R.; Boatman, Jazmine Espejo; Kowollik, Vanessa; Wang, Xiaoqian
作者单位：University of Oklahoma System; University of Oklahoma - Norman
摘要：The authors examined the relative criterion-related validity of knowledge structure coherence and two accuracy-based indices (closeness and correlation) as well as the utility of using a combination of knowledge structure indices in the prediction of skill acquisition and transfer. Findings from an aggregation of 5 independent samples (N = 958) whose participants underwent training on a complex computer simulation indicated that coherence and the accuracy-based indices yielded comparable zero-...
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作者：Singletary, Sarah L.; Hebl, Michelle R.
作者单位：Rice University
摘要：Previous research has revealed, across a number of contexts, that stigmatized individuals are the recipients of interpersonal discrimination (e.g., M. R. Hebl. J. V. Foster, L. M. Mannix, & J. F. Dovidio, 2002). Such discrimination has been linked to a number of negative outcomes in the workplace, both for stigmatized individuals and for organizations as a whole (see, e.g., E. B. King, J. L. Shapiro, M, R. Hebl, S. L. Singletary, & S. Turner, 2006; C. O. Word, M. P. Zanna, & J. Cooper 1974). T...
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作者：Kacmar, K. Michele; Collins, Birian J.; Harris, Kenneth J.; Judge, Timothy A.
作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of Southern Mississippi; Indiana University System; Indiana University Southeast; State University System of Florida; University of Florida
摘要：Using trait activation theory as a framework, the authors examined the moderating role of two situational variables-perceptions of organizational politics and perceptions of leader effectiveness-on the relationship between core self-evaluations and job performance. Results from two samples (N = 137 and N = 226) indicate that employee perceptions of their work environment moderated the relationship between their core self-evaluations and supervisor ratings of their performance. In particular, t...
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作者：Hekman, David R.; Steensma, H. Kevin; Bigley, Gregory A.; Hereford, James F.
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee; University of Washington; University of Washington Seattle; University of Washington; University of Washington Seattle
摘要：Administrative social influence is a principal tool for motivating employee behavior. The authors argue that the compliance of professional employees (e.g., doctors) with administrative social influence will depend on the degree to which these employees identify with their profession and organization. Professional employees were found to be most receptive to administrator social influence to adopt new work behavior when they strongly identified with the organization and weakly identified with ...
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作者：Kozlowski, Steve W. J.
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作者：Nishii, Lisa H.; Mayer, David M.
作者单位：Cornell University; University of Michigan System; University of Michigan
摘要：This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race. age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they develop with followers, group managers influence inclusion and status differentials within groups such that the positive relationship between divers...
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作者：Hom, Peter W.; Tsui, Anne S.; Wu, Joshua B.; Lee, Thomas W.; Zhang, Ann Yan; Fu, Ping Ping; Li, Lan
作者单位：Arizona State University; Arizona State University-Tempe; University of Miami; University of Washington; University of Washington Seattle; Peking University; Chinese University of Hong Kong
摘要：The research reported in this article clarifies how employee-organization relationships (EORs) work. Specifically, the authors tested whether social exchange and job embeddedness mediate how mutual-investment (whereby employers offer high inducements to employees for their high contributions) and over-investment (high inducements without corresponding high expected contributions) EOR approaches, which are based on Tsui, Pearce, Porter, and Tripoli's (1997) framework, affect quit propensity and...
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作者：Lai, Lei; Rousseau, Denise M.; Chang, Klarissa Ting Ting
作者单位：Tulane University; Carnegie Mellon University; Carnegie Mellon University; National University of Singapore
摘要：Idiosyncratic deals (i-deals for short) are personalized employment arrangements negotiated between individual workers and employers and intended to benefit them both (D. M. Rousseau, 2005). Coworkers acceptance of another's i-deal can ultimately impact its overall effectiveness for the organization. By using a network approach to the study of work group dynamics, this research addresses the contributions coworker relationships with both the i-dealer and their employer make to coworker's willi...
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作者：Dineen, Brian R.; Noe, Raymond A.
作者单位：University of Kentucky; University System of Ohio; Ohio University
摘要：The authors examined 2 forms of customization in a Web-based recruitment context. Hypotheses were tested in a controlled study in which participants viewed multiple Web-based job postings that each included information about multiple fit categories. Results indicated that customization of information regarding person-organization (PO), needs-supplies, and demands-abilities (DA) fit (fit information customization) and customization of the order in which these fit categories were presented (conf...
