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作者：Anderson, Cameron; Flynn, Francis J.; Spataro, Sandra E.
作者单位：University of California System; University of California Berkeley; Cornell University; Stanford University
摘要：How can individuals attain influence in organizations? Prior research has identified structural determinants of influence, such as formal authority and position in a social network. However, indirect evidence suggests that influence might also stem from personal characteristics. The authors tested whether influence can stem from the fit between the person and his or her organization (P-O fit). Consistent with expectations, extraverts attained more influence in a team-oriented organization, whe...
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作者：Grant, Adam M.
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Researchers have obtained conflicting results about the role of prosocial motivation in persistence, performance, and productivity. To resolve this discrepancy, I draw on self-determination theory, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation. Two field studies support the hypothesis that intrinsic motivation moderates the association between prosocial motivation and persistence, performance, and productivity. In St...
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作者：Lim, Sandy; Cortina, Lilia M.; Magley, Vicki J.
作者单位：Singapore Management University; University of Michigan System; University of Michigan; University of Michigan System; University of Michigan; University of Connecticut
摘要：This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross-validated and extended these results on an independent sample of 271 employe...
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作者：Ferris, D. Lance; Brown, Douglas J.; Berry, Joseph W.; Lian, Huiwen
作者单位：University of Waterloo
摘要：This article outlines the development of a 10-item measure of workplace ostracism. Using 6 samples (including multisource and multiwave data), the authors developed a reliable scale with a unidimensional factor structure that replicated across 4 separate samples. The scale possessed both convergent and discriminant validity, and criterion-related validity was demonstrated through the scale's relation with basic needs, well-being, job attitudes, job performance, and withdrawal. Overall, the pre...
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作者：Reynolds, Scott J.
作者单位：University of Washington; University of Washington Seattle
摘要：This research draws from social cognitive theory to develop a construct known as moral attentiveness, the extent to which an individual chronically perceives and considers morality and moral elements in his or her experiences, and proposes that moral attentiveness affects a variety of behaviors. A series of 5 studies with undergraduates, MBA students, and managers were conducted to create and validate a reliable multidimensional scale and to provide evidence that moral attentiveness is associa...
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作者：Dean, Michelle A.; Bobko, Philip; Roth, Philip L.
作者单位：California State University System; San Diego State University; Clemson University; Gettysburg College
摘要：Assessment centers are widely believed to have relatively small standardized subgroup differences (d). However, no meta-analytic review to date has examined ds for assessment centers. The authors conducted a meta-analysis of available data and found an overall Black-White d of 0.52, an overall Hispanic-White d of 0.28, and an overall male-female d of -0.19. Consistent with our expectations, results suggest that Black-White ds in assessment center data may be larger than was previously thought....
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作者：Detert, James R.; Trevino, Linda Klebe; Sweitzer, Vicki L.
作者单位：Cornell University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Albion College
摘要：This article advances understanding of the antecedents and outcomes of moral disengagement by testing hypotheses with 3 waves of survey data from 307 business and education undergraduate students. The authors theorize that 6 individual differences will either increase or decrease moral disengagement, defined as a set of cognitive mechanisms that deactivate moral self-regulatory processes and thereby help to explain why individuals often make unethical decisions without apparent guilt or self-c...
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作者：White, Fiona A.; Charles, Margaret A.; Nelson, Jacqueline K.
作者单位：University of Sydney
摘要：The research reported in this article examined the conditions under which persuasive arguments are most effective in changing university Students' attitudes and expressed behavior with respect to affirmative action (AA). The conceptual framework was a model that integrated the theory of reasoned action and the elaboration likelihood model of persuasion. Studies 1 and 2 established effective manipulations of positive-negative AA information, and peripheral-central routes of processing. Study 3 ...
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作者：Bond, Frank W.; Flaxrnan, Paul E.; Bunce, David
作者单位：University of London; Goldsmiths University London
摘要：This quasi-experiment tested the extent to which an individual characteristic, psychological flexibility, moderated the effects of a control-enhancing work reorganization intervention in a call center. Results indicated that, compared with a control group, this intervention produced improvements in mental health and absence rates, particularly for individuals with higher levels of psychological flexibility. Findings also showed that these moderated intervention effects were mediated by job con...
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作者：Choi, Jaepil
作者单位：Hong Kong University of Science & Technology
摘要：Building on 2 paradigms in organizational justice research and on fairness heuristic theory, the author argues that employees' perceptions about the fairness of social entities (their supervisor and their organization) moderate the relationship between their perceptions about the fairness of specific events and their reactions. A survey of 265 supervisor-employee pairs in 4 companies was conducted to test this argument. Hierarchical linear modeling analyses showed that when employees perceived...
