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作者：Newnam, Sharon; Griffin, Mark A.; Mason, Claire
作者单位：Queensland University of Technology (QUT); Queensland University of Technology (QUT); University of Sheffield
摘要：Although work-related driving is associated with high accident rates, limited research has investigated the factors influencing driving crashes in the work setting. This study explored multilevel influences on self-reported crashes in the workplace by surveying a sample of work-related drivers (n = 380), their workgroup supervisors (n = 88), and fleet managers (n = 47). At the driver level of analysis, safety motivation predicted self-reported crashes. In turn, drivers' perceptions of their fl...
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作者：Meade, Adam W.; Johnson, Emily C.; Braddy, Phillip W.
作者单位：North Carolina State University; Center for Creative Leadership
摘要：Confirmatory factor analytic tests of measurement invariance (MI) based on the chi-square statistic are known to be highly sensitive to sample size. For this reason, G. W. Cheung and R. B. Rensvold (2002) recommended using alternative fit indices (AFIs) in MI investigations. In this article, the authors investigated the performance of AFIs with simulated data known to not be invariant. The results indicate that AFIs are much less sensitive to sample size and are more sensitive to a lack of inv...
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作者：Hornung, Severin; Rousseau, Denise M.; Glaser, Juergen
作者单位：Technical University of Munich; Carnegie Mellon University; Carnegie Mellon University
摘要：A survey of 887 employees in a German government agency assessed the antecedents and consequences of idiosyncratic arrangements individual workers negotiated with their supervisors. Work arrangements promoting the individualization of employment conditions, such as part-time work and telecommuting, were positively related to the negotiation of idiosyncratic deals (i-deals). Worker personal initiative also had a positive effect on i-deal negotiation. Two types of i-deals were studied: flexibili...
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作者：Bardi, Anat; Calogero, Rachel M.; Mullen, Brian
作者单位：University of Kent
摘要：The present effort employs a new archival approach to study values and value-behavior relations, which is likely to be particularly useful in applied settings. A value lexicon was developed on the basis of the Schwartz (1992) value theory to extract lexical indicators of values from texts. The convergent, discriminant, and predictive validity of this measure was established using American newspaper content from 1900 to 2000 vis-A-vis existing self-report measures of values and objective indica...
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作者：Harris, Michael M.; Anseel, Frederik; Lievens, Filip
作者单位：University of Missouri System; University of Missouri Saint Louis; Ghent University; University of Missouri System; University of Missouri Saint Louis
摘要：The authors examined the relationship between the direction of pay comparisons and pay level satisfaction. They hypothesized that upward pay comparisons would significantly predict pay level satisfaction, even when controlling for other comparisons. Results reported in 2 samples (U.S. sample, N = 295; Belgian sample, N = 67) generally supported this hypothesis. Analyses showed that individuals who were paid much less than their upward pay comparison were dissatisfied with their pay level. The ...
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作者：Erez, Amir; Misangyi, Vilmos F.; Johnson, Diane E.; LePine, Marcie A.; Halverson, Kent C.
作者单位：State University System of Florida; University of Florida; University of Delaware; University of Alabama System; University of Alabama Tuscaloosa
摘要：In 2 studies, the authors found that leader charisma was positively associated with followers' positive affect and negatively associated with followers' negative affect. The authors hypothesized that leaders' positive affect, positive expression, and aroused behavior will mediate these relationships. The results of their lab study suggest that leaders' positive expression and aroused behavior mediated these relationships. A field study showed that firefighters under the command of a charismati...
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作者：Tolli, Adam P.; Schmidt, Aaron M.
作者单位：University System of Ohio; University of Akron
摘要：An important issue in work motivation is how, when, and why individuals revise their goals up or down over time. In the current study, the authors examine feedback, causal attributions, and self-efficacy in this process. Although self-efficacy has frequently been suggested as a key explanatory variable for goal revision, its role has yet to be directly evaluated. Additionally, although attributions have been shown to influence goal revision following failure, the extent to which attributions i...
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作者：Pritchard, Robert D.; Harrell, Melissa M.; DiazGranados, Deborah; Guzman, Melissa J.
作者单位：State University System of Florida; University of Central Florida
摘要：Meta-analytic procedures were used to examine data from 83 field studies of the Productivity Measurement and Enhancement System (ProMES). The article expands the evidence on effectiveness of the intervention, examines where it has been successful, and explores moderators related to its success. Four research questions were explored and results indicate that (a) ProMES results in large improvements in productivity; (b) these effects last over time, in some cases years; (c) the intervention resu...
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作者：Yeo, Gillian; Neal, Andrew
作者单位：University of Queensland
摘要：Self-regulation theories were used to develop a dynamic model of the determinants of subjective cognitive effort. The authors assessed the roles of malleable states and stable individual differences. Subjective cognitive effort and perceived difficulty were measured while individuals performed an air traffic control task. As expected, Conscientiousness moderated the effort trajectory. Individuals with high Conscientiousness maintained subjective cognitive effort at high levels for longer than ...
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作者：Salamon, Sabrina Deutsch; Robinson, Sandra L.
作者单位：York University - Canada; University of British Columbia
摘要：The impact of employees' collective perceptions of being trusted by management was examined with a longitudinal study involving 88 retail stores. Drawing on the appropriateness framework (March, 1994; Weber, Kopelman, & Messick, 2004), the authors develop and test a model showing that when employees in an organization perceive they are trusted by management, increases in the presence of responsibility norms, as well as in the sales performance and customer service performance of the organizati...
