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作者：Weller, Ingo; Holtom, Brooks C.; Matiaske, Wenzel; Mellewigt, Thomas
作者单位：Free University of Berlin; Georgetown University; Helmut Schmidt University
摘要：To better understand the effects of recruitment source on the level and timing of organizational departure, a turnover model incorporating dynamic predictors was examined. A large, longitudinal sample containing both stayers and leavers was analyzed with parametric survival models. Results indicate that the turnover hazard function for individuals recruited through personal recruitment sources was lower early in an employee's tenure than for individuals recruited through formal sources. Moreov...
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作者：Ferris, D. Lance; Brown, Douglas J.; Lian, Huiwen; Keeping, Lisa M.
作者单位：Singapore Management University; University of Waterloo; Wilfrid Laurier University
摘要：Researchers have assumed that low self-esteem predicts deviance, but empirical results have been mixed. This article draws upon recent theoretical developments regarding contingencies of self-worth to clarify the self-esteem/deviance relation. It was predicted that self-esteem level would relate to deviance only when self-esteem was not contingent on workplace performance. In this manner, contingent self-esteem is a boundary condition for self-consistency/behavioral plasticity theory predictio...
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作者：Gorman, C. Allen; Rentsch, Joan R.
作者单位：Texas Tech University System; Angelo State University; University of Tennessee System; University of Tennessee Knoxville
摘要：Frame-of-reference training has been shown to be an effective intervention for improving the accuracy of performance ratings (e.g., Woehr & Huffcutt, 1994). Despite evidence in support of the effectiveness of frame-of-reference training, few studies have empirically addressed the ultimate goal of such training, which is to teach raters to share a common conceptualization of performance (Athey & McIntyre, 1987; Woehr, 1994). The present study tested the hypothesis that, following training, fram...
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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：Hofmann, David A.; Lei, Zhike; Grant, Adam M.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; European School of Management & Technology
摘要：Although scholars often assume that individuals seek out experts when they need help, recent research suggests that seeking help from experts can be costly. The authors propose that perceiving potential help providers as accessible or trustworthy can reduce the costs of seeking help and thus encourage individuals to seek help from experts. They further predict that perceptions of potential help providers' expertise, accessibility, and trustworthiness are shaped by their experience, formal role...
