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作者：Schaubroeck, John; Shaw, Jason D.; Duffy, Michelle K.; Mitra, Atul
作者单位：Drexel University; University of Minnesota System; University of Minnesota Twin Cities; University of Northern Iowa
摘要：The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Merit pay raises were strongly related to reactions only among employees with high raise expectations and high PFP perceptions. The interactive effects...
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作者：Sitzmann, Traci; Brown, Kenneth G.; Casper, Wendy J.; Ely, Katherine; Zimmerman, Ryan D.
作者单位：University of Iowa; University of Texas System; University of Texas Arlington; George Mason University; Texas A&M University System; Texas A&M University College Station
摘要：A review and meta-analysis of studies assessing trainee reactions are presented. Results suggest reactions primarily capture characteristics of the training course, but trainee characteristics (e.g., anxiety and pretraining motivation) and organizational support also have a moderate effect on reactions. Instructional style (rho = .66) followed by human interaction (rho = .56) were the best predictors of reactions. Reactions predicted pre-to-post changes in motivation (beta = 0.51) and self-eff...
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作者：Meade, Adam W.; Johnson, Emily C.; Braddy, Phillip W.
作者单位：North Carolina State University; Center for Creative Leadership
摘要：Confirmatory factor analytic tests of measurement invariance (MI) based on the chi-square statistic are known to be highly sensitive to sample size. For this reason, G. W. Cheung and R. B. Rensvold (2002) recommended using alternative fit indices (AFIs) in MI investigations. In this article, the authors investigated the performance of AFIs with simulated data known to not be invariant. The results indicate that AFIs are much less sensitive to sample size and are more sensitive to a lack of inv...
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作者：Moon, Henry; Kamdar, Dishan; Mayer, David M.; Takeuchi, Riki
作者单位：University of London; London Business School; Indian School of Business (ISB); State University System of Florida; University of Central Florida; Hong Kong University of Science & Technology
摘要：The present research takes an '' other-centered '' approach to examining personal and contextual antecedents of taking charge behavior in organizations. Largely consistent with the authors' hypotheses, regression analyses involving data collected from 2 diverse samples containing both coworkers and supervisors demonstrated that the other-centered trait, duty, was positively related to taking charge, whereas the self-centered trait, achievement striving, was negatively related to taking charge....
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作者：Zohar, Dov; Tenne-Gazit, Orly
作者单位：Technion Israel Institute of Technology
摘要：In order to test the social mechanisms through which organizational climate emerges, this article introduces a model that combines transformational leadership and social interaction as antecedents of climate strength (i.e., the degree of within-unit agreement about climate perceptions). Despite their longstanding status as primary variables, both antecedents have received limited empirical research. The sample consisted of 45 platoons of infantry soldiers from 5 different brigades, using safet...
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作者：Vancouver, Jeffrey B.; More, Kristen M.; Yoder, Ryan J.
作者单位：University System of Ohio; Ohio University
摘要：Self-regulation theories are paving the way to integrating motivational theories of behavior. However, a review of the motivation literature reveals several possible relationships between self-efficacy and motivation. Past findings were reduced to 4 empirical models, which were compared within a single study using undergraduates playing a computer task. The effects of 2 manipulations of self-efficacy on resource allocation decisions were assessed. Consistent with a multiple goal process concep...
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作者：Hirschfeld, Robert R.; Bernerth, Jeremy B.
作者单位：University of Colorado System; University of Colorado at Colorado Springs; University of South Alabama
摘要：The authors demarcated mental efficacy and physical efficacy at the team level, and they explored these 2 factors as outcomes of 4 potential inputs and as predictors of 3 outcomes among 110 newly formed action teams in a military setting. Both types of team efficacy benefited front greater learn size and an initial experience of enactive mastery, but they were not influenced by teams' female representation or knowledge pool. In terms of predictive contributions, both mental and physical effica...
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作者：Nguyen, Hannah-Hanh D.; Ryan, Ann Marie
作者单位：California State University System; California State University Long Beach; Michigan State University
摘要：A meta-analysis of stereotype threat effects was conducted and an overall mean effect size of vertical bar.26 vertical bar was found, but true moderator effects existed. A series of hierarchical moderator analyses evidenced differential effects of race- versus gender-based stereotypes. Women experienced smaller performance decrements than did minorities when tests were difficult: mean ds = vertical bar.36 vertical bar and vertical bar.43 vertical bar. respectively, For women, subtle threat-act...
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作者：Meriac, John P.; Hoffman, Brian J.; Woehr, David J.; Fleisher, Matthew S.
作者单位：University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; University of Georgia
摘要：This study investigates the incremental variance in job performance explained by assessment center (AC) dimensions over and above personality and cognitive ability. The authors extend previous research by using meta-analysis to examine the relationships between AC dimensions, personality. cognitive ability, and job performance. The results indicate that the 7 summary AC dimensions postulated by W. Arthur, Jr., E. A. Day, T. L. McNelly, & P. S. Edens (2003) are distinguishable from popular indi...
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作者：Collins, Michael W.; Morris, Scott B.
作者单位：Illinois Institute of Technology
摘要：Adverse impact evaluations often call for evidence that the disparity between groups in selection rates is statistically significant, and practitioners must choose which test statistic to apply in this situation. To identify the most effective testing procedure, the authors compared several alternate test statistics in terms of Type I error rates and power, focusing on situations with small samples. Significance testing was found to be of limited value because of low power for all tests. Among...
