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作者：Wegge, Juergen; Roth, Carla; Neubach, Barbara; Schmidt, Klaus-Helmut; Kanfer, Ruth
作者单位：Technische Universitat Dresden; Dortmund University of Technology; University System of Georgia; Georgia Institute of Technology
摘要：The influence of age and gender composition on group performance and self-reported health disorders was examined with data from 4,538 federal tax employees working in 222 natural work unit groups. As hypothesized, age diversity correlated positively with performance only in groups solving complex decision-making tasks. and this finding was replicated when analyzing performance data collected 1 year later. Age diversity was also positively correlated with health disorders-but only in groups wor...
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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：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：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：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：Golden, Timothy D.; Veiga, John F.; Dino, Richard N.
作者单位：Rensselaer Polytechnic Institute; University of Connecticut
摘要：Although the teleworking literature continues to raise concerns regarding the adverse consequences of professional isolation. researchers have not examined its impact on work outcomes. Consequently, the authors first examine professional isolation's direct impact on job performance and turnover intentions among teleworkers and then investigate the contingent role of 3 salient work-mode-related factors. Survey data front a matched sample of 261 professional-level teleworkers and their managers ...
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作者：Neubert, Mitchell J.; Kacmar, K. Michele; Carlson, Dawn S.; Chonko, Lawrence B.; Roberts, James A.
作者单位：Baylor University; University of Alabama System; University of Alabama Tuscaloosa; University of Texas System; University of Texas Arlington
摘要：In this research. the authors test a model in which the regulatory focus of employees at work mediates the influence of leadership on employee behavior. In a nationally representative sample of 250 workers who responded over 2 time periods, prevention focus mediated the relationship of initiating structure to in-role performance and deviant behavior, whereas promotion focus mediated the relationship of servant leadership to helping and creative behavior. The results indicate that even though i...
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作者：Henderson, David J.; Wayne, Sandy J.; Shore, Lynn A.; Bormmer, William H.; Tetrick, Lois E.
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; California State University System; San Diego State University; California State University System; California State University Fresno; George Mason University
摘要：Prior integrations of the leader-member exchange (LMX) and psychological contract literatures have not clarified how within-group LMX differentiation influences employees' attitudes and behaviors in the employment relationship. Therefore. using a sample of 278 members and managers of 3 1 intact work groups at 4 manufacturing plants. the authors examined how LMX operating at the within-of-group level (relative LMX, or RLMX) and the group level influenced perceptions of psychological contract fu...
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作者：Pugh, S. Douglas; Dietz, Joerg; Brief, Arthur P.; Wiley, Jack W.
作者单位：University of North Carolina; University of North Carolina Charlotte; Western University (University of Western Ontario); University Western Ontario Hospital; Utah System of Higher Education; University of Utah
摘要：An organization's diversity climate refers to employees' shared perceptions of the policies and practices that communicate the extent to which fostering diversity and eliminating discrimination is a priotrity in the organization. The authors propose a salient element of the organizational context, the racial composition of the community where the organization is located, serves an important signaling function that shapes the formation of climate perceptions. In a study of 142 retail bank units...
