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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：Does task significance increase job performance? Correlational designs and confounded manipulations have prevented researchers from assessing the causal impact of task significance on job performance. To address this gap, 3 field experiments examined the performance effects, relational mechanisms, and boundary conditions of task significance. In Experiment 1, fundraising callers who received a task significance intervention increased their levels of job performance relative to callers in 2 oth...
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作者：Pearsall, Matthew J.; Ellis, Aleksander P. J.; Evans, Joel M.
作者单位：University of Arizona
摘要：The purpose of this study was to use faultline theory to examine the effects of gender diversity on team creativity. Results from 80 teams working on an idea generation task indicated that the activation of gender faultlines negatively affected the number and overall creativity of ideas. However, gender faultlines that were not activated had no effect. Results also indicated that the relationship between activated gender faullines and team creativity was partially mediated by the level of conf...
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作者：Behfar, Kristin J.; Peterson, Randall S.; Mannix, Elizabeth A.; Trochim, William M. K.
作者单位：University of California System; University of California Irvine; University of London; London Business School; Cornell University
摘要：This article explores the linkages between strategies for managing different types of conflict and group performance and satisfaction. Results from a qualitative study of 57 autonomous teams suggest that groups that improve or maintain top performance over time share 3 conflict resolution tendencies: (a) focusing on the content of interpersonal interactions rather than delivery style, (b) explicitly discussing reasons behind any decisions reached in accepting and distributing work assignments,...
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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：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：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：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：Hom, Peter W.; Roberson, Loriann; Ellis, Aimee D.
作者单位：Arizona State University; Arizona State University-Tempe; Columbia University Teachers College; Columbia University
摘要：Findings from 20 corporations from the Attrition and Retention Consortium, which collects quit statistics about 475,458 professionals and managers, extended and disputed established findings about who quits. Multilevel analyses revealed that company tenure is curvilinearly related to turnover and that a job's past attrition rate strengthens the (negative) performance-exit relationship. Further, women quit more than men, while African Americans, Hispanic Americans, and Asian Americans quit more...
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作者：Keith, Nina; Frese, Michael
作者单位：Justus Liebig University Giessen
摘要：Error management training (EMT) is a training method that involves active exploration as well as explicit encouragement for learners to make errors during training and to learn from them. Past evaluation studies, which compared skill-based training outcomes of EMT with those of proceduralized error-avoidant training or of exploratory training without error encouragement, have yielded considerable variation in effect sizes. The present meta-analysis compiles the results of the existing studies ...
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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...
