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作者：Blader, Steven L.; Tyler, Tom R.
作者单位：New York University; New York University
摘要：Two field studies tested and extended the group engagement model (Tyler & Blader. 2000, 2003) by examining the model with regard to employee extrarole behavior. Consistent with the group engagement model's predictions, results of these studies indicate that the social identities employees form around their work groups and their organizations are strongly related to whether employees engage in extrarole behaviors. Moreover, the studies demonstrated that social identity explains the impact of ot...
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作者：Van Hoye, Greet; Lievens, Filip
作者单位：Ghent University
摘要：To advance knowledge of word-of-mouth as a company-independent recruitment source, this study draws on conceptualizations of word-of-mouth in the marketing literature. The sample consisted of 612 potential applicants targeted by the Belgian Defense. Consistent with the recipient-source framework, time spent receiving positive word-of-mouth was determined by the traits of the recipient (extraversion and conscientiousness), the characteristics of the source (perceived expertise), and their mutua...
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作者：Erdogan, Berrin; Bauer, Talya N.
作者单位：Portland State University
摘要：Research shows that perceived overqualification is related to lower job attitudes and greater withdrawal behaviors but to higher supervisor ratings of performance. Drawing upon relative deprivation theory, the authors proposed and tested empowerment as a moderator of the relationship between perceived overqualification and job satisfaction, intentions to remain, voluntary turnover, and objective sales performance to examine if negative outcomes could be lessened while stimulating even higher p...
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作者：Lang, Jonas W. B.; Bliese, Paul D.
作者单位：RWTH Aachen University
摘要：The present research provides new insights into the relationship between general mental ability (GMA) and adaptive performance by applying a discontinuous growth modeling framework to a study of unforeseen change on a complex decision-making task. The proposed framework provides a way to distinguish 2 types of adaptation (transition adaptation and reacquisition adaptation) from 2 common performance components (skill acquisition and basal task performance). Transition adaptation refers to an im...
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作者：Liao, Hui; Toya, Keiko; Lepak, David P.; Hong, Ying
作者单位：University System of Maryland; University of Maryland College Park; Doshisha University; Rutgers University System; Rutgers University New Brunswick
摘要：Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 empl...
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作者：Finch, David M.; Edwards, Bryan D.; Wallace, J. Craig
作者单位：University System of Georgia; University of Georgia; Auburn University System; Auburn University; Oklahoma State University System; Oklahoma State University - Stillwater
摘要：Examination of the trade-off between mean performance and adverse impact has received empirical attention for single-stage selection strategies; however, research for multistage selection strategies is almost nonexistent. The authors used Monte Carlo simulation to explore the trade-off between expected mean performance and minority hiring in multistage selection strategies and to identify those strategies most effective in balancing the trade-off. In total, 43 different multistage selection st...
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作者：Brown, Michael E.; Trevino, Linda K.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University
摘要：In a field study, the authors investigated the relationship between socialized charismatic leadership and values congruence between leaders and followers. Socialized charismatic leadership theory holds that charismatic leaders convey a values-based message and bring about values congruence between themselves and their followers. Yet, other research suggests that individuals' values are stable and closely linked to occupational membership and that employees' values are therefore likely to be qu...
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作者：Barclay, Laurie J.; Skarlicki, Daniel P.
作者单位：University of British Columbia
摘要：Clinical and health psychology research has shown that expressive writing interventions-expressing one's experience through writing-can have physical and psychological benefits for individuals dealing with traumatic experiences. In the present study, the authors examined whether these benefits generalize to experiences of workplace injustice. Participants (N = 100) were randomly assigned to write on 4 consecutive days about (a) their emotions, (b) their thoughts, (c) both their emotions and th...
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作者：Mesmer-Magnus, Jessica R.; DeChurch, Leslie A.
作者单位：University of North Carolina; University of North Carolina Wilmington; State University System of Florida; University of Central Florida
摘要：Information sharing is a central process through which team members collectively utilize their available informational resources. The authors used meta-analysis to synthesize extant research on team information sharing. Meta-analytic results from 72 independent studies (total groups = 4,795; total N = 17,279) demonstrate the importance of information sharing to team performance, cohesion, decision satisfaction, and knowledge integration. Although moderators were identified, information sharing...
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作者：Heidemeier, Heike; Moser, Klaus
作者单位：Constructor University; Jacobs Center on Lifelong Learning & Institutional Development; University of Erlangen Nuremberg
摘要：This meta-analysis explores agreement in self- and supervisory ratings of job performance (k = 128 independent samples). It suggests a 3-stage model of the rating process and reviews the empirical evidence for the relevance of each of these 3 stages to an understanding of agreement in ratings. The proposed 3-stage model serves as the guiding rationale for the examination of an extensive set of variables that moderate rater agreement. Results are reported for 2 indicators of rater agreement (co...
