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作者：Bordia, Prashant; Restubog, Simon Lloyd D.; Tang, Robert L.
作者单位：University of South Australia; University of New South Wales Sydney
摘要：In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of workplace deviance, the authors proposed that breach (a cognitive appraisal) and violation (an affective response) initiate revenge seeking. Motivated by revenge, employees then engage in workplace deviance. Three studies tested these ide...
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作者：Levi, Ariel S.; Fried, Yitzhak
作者单位：Wayne State University; Syracuse University
摘要：This study examines the reactions of African Americans and Whites to affirmative action programs (AAPs) applied to 4 human resource activities: hiring, promotion, training, and layoffs. The results of a scenario-based experimental study conducted on a large sample (N > 800) of advanced undergraduate and MBA business school participants generally supported the hypothesis that human resource activity elicited systematic differences in reaction to AAPs between African Americans and Whites. The au...
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作者：Bakker, Arnold B.; Demerouti, Evangelia; Dollard, Maureen F.
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Utrecht University; University of South Australia
摘要：This study among 168 couples of dual-earner parents uses insights from previous work-family conflict and crossover research to propose an integrative model delineating how job demands experienced by men and women carry over to the home domain. The authors hypothesized that for both men and women, job demands foster their own work-family conflict (WFC), which in turn contributes to their partners' home demands, family-work conflict (FWC), and exhaustion. In addition, they hypothesized that soci...
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作者：Oreg, Shaul; Bayazit, Mahmut; Vakola, Maria; Arciniega, Luis; Armenakis, Achilles; Barkauskiene, Rasa; Bozionelos, Nikos; Fujimoto, Yuka; Gonzalez, Luis; Han, Jian; Hrebickova, Martina; Jimmieson, Nerina; Kordacova, Jana; Mitsuhashi, Hitoshi; Mlacic, Boris; Feric, Ivana; Topic, Marina Kotrla; Ohly, Sandra; Saksvik, Per Oystein; Hetland, Hilde; Saksvik, Ingvild; van Dam, Karen
作者单位：University of Haifa; Sabanci University; Athens University of Economics & Business; Instituto Tecnologico Autonomo de Mexico; Auburn University System; Auburn University; Mykolas Romeris University; Durham University; Deakin University; University of Salamanca; China Europe International Business School; Peking University; Czech Academy of Sciences; Institute of Psychology of the Czech Academy of Sciences; University of Queensland; Slovak Academy of Sciences; Institute of Experimental Psychology, CSPS SAS; University of Tsukuba; Goethe University Frankfurt; Norwegian University of Science & Technology (NTNU); University of Bergen; Tilburg University
摘要：The concept of dispositional resistance to change has been introduced in a series of exploratory and confirmatory analyses through which the validity of the Resistance to Change (RTC) Scale has been established (S. Oreg, 2003). However, the vast majority of participants with whom the scale, was validated were from the United States. The purpose of the present work was to examine the meaningfulness of the construct and the validity of the scale across nations. Measurement equivalence analyses o...
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作者：Rosette, Ashleigh Shelby; Leonardelli, Geoffrey J.; Phillips, Katherine W.
作者单位：Duke University; University of Toronto; Northwestern University
摘要：In 4 experiments, the authors investigated whether race is perceived to be part of the business leader prototype and, if so, whether it could explain differences in evaluations of White and non-White leaders. The first 2 studies revealed that being White is perceived to be an attribute of the business leader prototype, where participants assumed that business leaders more than nonleaders were White, and this inference occurred regardless of base rates about the organization's racial compositio...
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作者：Toh, Soo Min; Morgeson, Frederick P.; Campion, Michael A.
作者单位：University of Toronto; University Toronto Mississauga; Michigan State University; Michigan State University's Broad College of Business; Purdue University System; Purdue University
摘要：The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bun...
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作者：Mumford, Troy V.; Van Iddekinge, Chad H.; Morgeson, Frederick P.; Campion, Michael A.
作者单位：Utah System of Higher Education; Utah State University; State University System of Florida; Florida State University; Michigan State University; Purdue University System; Purdue University
摘要：The main objectives in this research were to introduce the concept of team role knowledge and to investigate its potential usefulness for team member selection. In Study 1, the authors developed a situational judgment test, called the Team Role Test, to measure knowledge of 10 roles relevant to the team context. The criterion-related validity of this measure was examined in 2 additional studies. In a sample of academic project teams (N = 93), team role knowledge predicted team member role perf...
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作者：Komar, Shawn; Brown, Douglas J.; Komar, Jennifer A.; Robie, Chet
作者单位：University of Waterloo; Wilfrid Laurier University
摘要：The article reports the findings from a Monte Carlo investigation examining the impact of faking on the criterion-related validity of Conscientiousness for predicting supervisory ratings of job performance. Based on a review of faking literature, 6 parameters were manipulated in order to model 4,500 distinct faking conditions (5 [magnitude] X 5 [proportion] X 4 [variability] X 3 [faking-Conscientiousness relationship] X 3 [faking-performance relationship] X 5 [selection ratio]). Overall, the r...
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作者：Judge, Timothy A.; Livingston, Beth A.
作者单位：State University System of Florida; University of Florida
摘要：This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized E, in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was posi...
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作者：Burris, Ethan R.; Detert, James R.; Chiaburu, Dan S.
作者单位：University of Texas System; University of Texas Austin; Cornell University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：This research advances understanding of the psychological mechanisms that encourage or dissuade upward, improvement-oriented voice. The authors describe how the loyalty and exit concepts from A. O. Hirschman's (1970) seminal framework reflect an employee's psychological attachment to or detachment from the organization, respectively, and they argue that psychological attachment and detachment should not be considered as separate, alternative options to voice but rather as influences on voice b...
