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作者：Bacharach, Samuel B.; Bamberger, Peter A.; Doveh, Etti
作者单位：Cornell University; Technion Israel Institute of Technology
摘要：The authors investigated the moderating role of unit-level performance resources on the distress-mediated relationship between the intensity of involvement in workplace critical incidents and problematic drinking behavior (i.e., drinking to cope). Building on recent developments in hierarchical linear modeling, the authors tested a cross-level, moderated-mediation model using data from 1,481 firefighters in 144 companies. The findings indicate that (a) there is a significant, distress-mediated...
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作者：Petersen, Lars-Eric; Dietz, Joerg
作者单位：Western University (University of Western Ontario); University Western Ontario Hospital; Martin Luther University Halle Wittenberg
摘要：The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect. such that it was stronger for more committed employees. In Study 2. another sample of employees completed a survey that included an employ...
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作者：Umphress, Elizabeth E.; Simmons, Aneika L.; Boswell, Wendy R.; Triana, Maria del Carmen
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas State University System; Sam Houston State University
摘要：The authors examined one manner in which to decrease the negative impact of social dominance orientation (SDO), an individual difference variable that indicates support for the domination of 'inferior' groups by 'superior' groups (J. Sidanius & F. Pratto, 1999, p. 48), on the selection of candidates from low-status groups within society. Consistent with the tenets of social dominance theory, in 2 studies we found that those high in SDO reported that they were less likely to select a potential ...
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作者：Dudley, Nicole M.; Cortina, Jose M.
作者单位：George Mason University
摘要：Efforts to identify the individual attributes that predict organizational citizenship have focused largely on dispositional factors. This focus reflects all unstated assumption that anyone can engage in Successful citizenship. but only some choose to do so. The authors contend that, although this may be true of some dimensions of citizenship, it is not true of others. Based on a review of research from industrial and organizational psychology, management, education, clinical psychology, confli...
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作者：Hornung, Severin; Rousseau, Denise M.; Glaser, Juergen
作者单位：Technical University of Munich; Carnegie Mellon University; Carnegie Mellon University
摘要：A survey of 887 employees in a German government agency assessed the antecedents and consequences of idiosyncratic arrangements individual workers negotiated with their supervisors. Work arrangements promoting the individualization of employment conditions, such as part-time work and telecommuting, were positively related to the negotiation of idiosyncratic deals (i-deals). Worker personal initiative also had a positive effect on i-deal negotiation. Two types of i-deals were studied: flexibili...
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作者：Natanovich, Gloria; Eden, Dov
作者单位：Tel Aviv University
摘要：Students who supervised other students who tutored grade-school pupils in a university-based outreach program were randomly assigned to Pygmalion and control conditions. Experimental supervisors were told that their tutors were ideally qualified for their tutoring role: control supervisors were told nothing about their tutors' qualifications. A manipulation check revealed that the experimental supervisors expected more of their tutors. Analysis of variance of tutorial success measures confirme...
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作者：Chiaburu, Dan S.; Harrison, David A.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：The authors propose that broad aspects of lateral relationships, conceptualized as coworker support and coworker antagonism, are linked to important individual employee outcomes (role perceptions, work attitudes, withdrawal, and effectiveness) in a framework that synthesizes several theoretical predictions. From meta-analytic tests based on 161 independent samples and 77,954 employees, the authors find support for most of the proposed linkages. Alternative explanations are ruled out, as result...
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作者：Bardi, Anat; Calogero, Rachel M.; Mullen, Brian
作者单位：University of Kent
摘要：The present effort employs a new archival approach to study values and value-behavior relations, which is likely to be particularly useful in applied settings. A value lexicon was developed on the basis of the Schwartz (1992) value theory to extract lexical indicators of values from texts. The convergent, discriminant, and predictive validity of this measure was established using American newspaper content from 1900 to 2000 vis-A-vis existing self-report measures of values and objective indica...
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作者：Zyphur, Michael J.; Chaturvedi, Sankalp; Arvey, Richard D.
作者单位：National University of Singapore
摘要：Previous literature addressing job performance over time notes that past performance can affect future performance and that individuals often have distinct latent performance trajectories. However, no research to date has modeled these 2 aspects of job performance in tandem. Drawing on previous literature, the authors note that current performance may act as performance feedback, influencing future performance directly (i.e., autoregression), and that individuals differ in their performance tr...
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作者：Lau, Dora C.; Liden, Robert C.
作者单位：Chinese University of Hong Kong; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Although employee trust in leaders has garnered substantial empirical research, trust between coworkers has been virtually ignored. Extending the work of D. L. Ferrin, K. T. Dirks, and P. P. Shah (2006), the authors examined the role of group leaders, an influential third party in the workplace, on coworker trust formation. The correlates of the extent to which coworkers trust one another were examined in an investigation of 146 members of 32 work groups representing 4 diverse organizations. I...
