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作者：Orvis, Karin A.; Dudley, Nicole M.; Cortina, Jose A.
作者单位：Old Dominion University; George Mason University
摘要：The authors examined the role of employee conscientiousness as a moderator of the relationships between psychological contract breach and employee behavioral and attitudinal reactions to the breach. They collected data from 106 newly hired employees within the 1st month of employment (Time 1), 3 months later (Time 2), and 8 months after Time 1 (Time 3) to observe the progression through contract development, breach, and reaction. Results suggest that conscientiousness is a significant moderato...
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作者：Putka, Dan J.; Le, Huy; McCloy, Rodney A.; Diaz, Tirso
作者单位：State University System of Florida; University of Central Florida
摘要：Organizational research and practice involving ratings are rife with what the authors term ill-structured measurement designs (ISMDs)-designs in which raters and ratees are neither fully crossed nor nested. This article explores the implications of ISMDs for estimating interrater reliability. The authors first provide a mock example that illustrates potential problems that ISMDs create for common reliability estimators (e.g., Pearson correlations, intraclass correlations). Next, the authors pr...
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作者：Meriac, John P.; Hoffman, Brian J.; Woehr, David J.; Fleisher, Matthew S.
作者单位：University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; University of Georgia
摘要：This study investigates the incremental variance in job performance explained by assessment center (AC) dimensions over and above personality and cognitive ability. The authors extend previous research by using meta-analysis to examine the relationships between AC dimensions, personality. cognitive ability, and job performance. The results indicate that the 7 summary AC dimensions postulated by W. Arthur, Jr., E. A. Day, T. L. McNelly, & P. S. Edens (2003) are distinguishable from popular indi...
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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：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：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...
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作者：Oh, Hongseok; Kilduff, Martin
作者单位：Yonsei University; University of Texas System; University of Texas Austin
摘要：Despite growing interest in social network brokerage, its psychological antecedents have been neglected. One possibility is that brokerage relates to self-monitoring personality orientation. High self-monitors, relative to low self-monitors, in adapting their self-presentations to the demands of different groups, may occupy positions as brokers between disconnected social worlds. For 162 Korean expatriate entrepreneurs in a Canadian urban area, the results showed that those high in self-monito...
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作者：Stewart, Greg L.; Dustin, Susan L.; Barrick, Murray R.; Darnold, Todd C.
作者单位：University of Iowa; Texas A&M University System; Texas A&M University College Station; Creighton University
摘要：The authors examined how an applicant's handshake influences hiring recommendations formed during the employment interview. A sample of 98 undergraduate students provided personality measures and participated in mock interviews during which the students received ratings of employment suitability. Five trained raters independently evaluated the quality of the handshake for each participant. Quality of handshake was related to interviewer hiring recommendations. Path analysis supported the hands...
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作者：Boezeman, Edwin J.; Ellemers, Naomi
作者单位：Leiden University - Excl LUMC; Leiden University
摘要：In 3 experiments the authors examined how specific characteristics of charitable volunteer organizations contribute to the recruitment of new volunteers. In line with predictions, Study 1 revealed that providing non-volunteers with information about organizational support induced anticipated feelings of respect, which subsequently enhanced their attraction to the volunteer organization. However, information about the current success of the volunteer organization did not affect anticipated prid...
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作者：Cole, Michael S.; Walter, Frank; Bruch, Heike
作者单位：Texas Christian University; University of Groningen; University of St Gallen
摘要：The present study examines the association between dysfunctional learn behavior and team performance. Data included measures of teams' dysfunctional behavior and negative affective tone as well as supervisors' ratings of teams' (nonverbal) negative emotional expressivity and performance. Utilizing a field sample of 61 work teams, the authors tested the proposed relationships with robust data analytic techniques. Results were consistent with the hypothesized conceptual scheme, in that negative ...
