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作者：Highhouse, Scott; Broadfoot, Alison; Yugo, Jennifer E.; Devendorf, Shelba A.
作者单位：University System of Ohio; Bowling Green State University
摘要：The researchers used generalizability theory to examine whether reputation judgments about corporations function in a manner consistent with contemporary theory in the corporate-reputation literature. University professors (n = 86) of finance, marketing, and human resources management made repeated judgments about the general reputations of highly visible American companies. Minimal variability in the judgments is explained by items, time, persons, and field of specialization. Moreover, expert...
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作者：Scott, Brent A.; Colquitt, Jason A.; Paddock, E. Layne
作者单位：Michigan State University; State University System of Florida; University of Florida; Singapore Management University
摘要：Research on organizational justice has focused primarily on the receivers of just and unjust treatment. Little is known about why managers adhere to or violate rules of justice in the first place. The authors introduce a model for understanding justice rule adherence and violation. They identify both cognitive motives and affective motives that explain why managers adhere to and violate justice rules. They also draw distinctions among, the justice rules by specifying which rules offer managers...
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作者：Edwards, Jeffrey R.; Cable, Daniel A.
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Research on value congruence has attempted to explain why value congruence leads to positive outcomes, but few of these explanations have been tested empirically. In this article, the authors develop and test I theoretical model that integrates 4 key explanations of value congruence effects, which are framed in terms of communication, predictability, interpersonal attraction, and trust. These constructs are used to explain the process by which value congruence relates to job satisfaction, orga...
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作者：Loi, Raymond; Yang, Jixia; Diefendorff, James M.
作者单位：University of Macau; City University of Hong Kong; University System of Ohio; University of Akron
摘要：This study examined the differential effects of 4 types of organizational just ice on daily job satisfaction at between- and within-individual levels. Specifically, the authors predicted that interpersonal justice and informational justice would exhibit meaningful daily variations and would have direct impacts on individuals' job satisfaction on a daily basis. They further theorized that distributive justice and procedural justice at a between-person level would moderate the within-person rela...
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作者：Hewlin, Patricia Faison
作者单位：Georgetown University
摘要：This study examines a select set of relationships proposed in P. F. Hewlin's (2003) conceptual model of antecedents and consequences of creating facades of conformity. Results from a survey study of 238 employees working in multiple industries indicate that perceived nonparticipative work environments, minority status, self-monitoring, and collectivism are related to creating facades of conformity. emotional exhaustion serves as a mediator between creating facades of conformity and members' in...
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作者：Blanton, Hart; Jaccard, James; Klick, Jonathan; Mellers, Barbara; Mitchell, Gregory; Tetlock, Philip E.
作者单位：University of Virginia; Texas A&M University System; Texas A&M University College Station; State University System of Florida; Florida International University; University of Pennsylvania; University of California System; University of California Berkeley
摘要：The rebuttals offered by the authors whose data we reanalyzed (A. R. McConnell & J. M. Leibold, 2001; J. C. Ziegert & P. J. Hanges, 2005) address secondary issues that do not alter our primary message: The evidence for the predictive validity of the race Implicit Association Test is too fragile to support the strong claims that have been made about the pervasiveness of prejudice and the linkages between Implicit Association Test scores and discriminatory behavior. Greater caution in both the l...
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作者：Colbert, Amy E.; Witt, L. A.
作者单位：University of Iowa; University of Houston System; University of Houston
摘要：The authors tested the hypothesis that goal-focused leadership enables conscientious workers to perform effectively by helping them to accurately understand organizational goal priorities. Data collected from 162 workers in a private sector document processing organization supported the hypotheses that goal-focused leadership moderates the relationship between conscientiousness and job performance and that person-organization goal congruence mediates this moderated relationship. Specifically, ...
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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：Schmidt, Aaron M.; Dolis, Chad M.
作者单位：University System of Ohio; University of Akron
摘要：The current study developed and tested a model of the interplay among goal difficulty. goal progress, and expectancy over time in influencing resource allocation toward competing demands. The results provided broad Support for the theoretical model. As predicted. dual-goal expectancy-the perceived likelihood of meeting both goals in competition-played a central role, moderating the relationship between relative goal progress and resource allocation. Dual-goal difficulty was also found to exert...
