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作者：Baltes, Boris B.; Bauer, Cara B.; Frensch, Peter A.
作者单位：Wayne State University; Humboldt University of Berlin
摘要：The purpose of this article was to extend previous work on the effect of racial biases on performance ratings. The 1st of 2 studies examined whether a structured free recall intervention decreased the influence of negative racial biases on the performance ratings of Black men. Results indicated that without the intervention, raters who endorsed a negative stereotype of Black men as managers evaluated Black men more negatively. However, the structured free recall intervention successfully reduc...
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作者：Hershcovis, M. Sandy; Turner, Nick; Barling, Julian; Arnold, Kara A.; Dupre, Kathryne E.; Inness, Michelle; LeBlanc, Manon Mireille; Sivanathan, Niro
作者单位：Queens University - Canada; Memorial University Newfoundland; Memorial University Newfoundland; Northwestern University
摘要：The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and s...
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作者：Frese, Michael; Krauss, Stefanie I.; Keith, Nina; Escher, Susanne; Grabarkiewicz, Rafal; Luneng, Siv Tonje; Heers, Constanze; Unger, Jens; Friedrich, Christian
作者单位：Justus Liebig University Giessen; Justus Liebig University Giessen
摘要：A model of business success was developed with motivational resources (locus of control, self-efficacy, achievement motivation, and self-reported personal initiative) and cognitive resources (cognitive ability and human capital) as independent variables, business owners' elaborate and proactive planning as a mediator, and business size and growth as dependent variables. Three studies with a total of 408 African micro and small-scale business owners were conducted in South Africa, Zimbabwe, and...
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作者：Wang, Mo; Takeuchi, Riki
作者单位：Portland State University; Hong Kong University of Science & Technology
摘要：Using cross-sectional and longitudinal data from expatriates in China, the authors investigated the roles of general, work, and interaction adjustment, as well as work stress, as mediators between the antecedents (learning, proving, and avoiding goal orientations, and perceived organizational support) and expatriate outcome job performance and premature return intention) relationships. Results indicated that goal orientations toward overseas assignments had differential relationships with expa...
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作者：Bell, Suzanne T.
作者单位：DePaul University
摘要：This study sought to unify the team composition literature by using meta-analytic techniques to estimate the relationships between specified deep-level team composition variables (i.e., personality factors, values, abilities) and team performance. The strength of the team composition variable and team performance relationships was moderated by the study setting (lab or field) and the operationalization of the team composition variable. In lab settings, team minimum and maximum general mental a...
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作者：Barsky, Adam; Kaplan, Seth A.
作者单位：University of Melbourne; Tulane University
摘要：Whereas research interest in both individual affect/temperament and organizational justice has grown substantially in recent years, affect's role in the perception of organizational justice has received scant attention. Here, the authors integrate these literatures and test bivariate relationships between state affect (e.g., moods), trait affect (e.g., affectivity), and organizational justice variables using meta-analytically aggregated effect sizes. Results indicated that state and trait posi...
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作者：Brockner, Joel; Fishman, Ariel Y.; Reb, Jochen; Goldman, Barry; Spiegel, Scott; Garden, Charlee
作者单位：Columbia University; Singapore Management University; University of Arizona; Columbia University
摘要：Fairness theory (R. Folger & R. Cropanzano, 1998, 2001) postulates that, particularly in the face of unfavorable outcomes, employees judge an organizational authority to be more responsible for their outcomes when the authority exhibits lower procedural fairness. Three studies lent empirical support to this notion. Furthermore, 2 of the studies showed that attributions of responsibility to the authority mediated the relationship between the authority's procedural fairness and employees' reacti...
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作者：Lievens, Filip; Sanchez, Juan I.
作者单位：Ghent University; State University System of Florida; Florida International University
摘要：A quasi-experiment was conducted to investigate the effects of frame-of-reference training on the quality of competency modeling ratings made by consultants. Human resources consultants from a large consulting firm were randomly assigned to either a training or a control condition. The discriminant validity, interrater reliability, and accuracy of the competency ratings were significantly higher in the training group than in the control group. Further, the discriminant validity and interrater ...
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作者：Judge, Timothy A.; Jackson, Christine L.; Shaw, John C.; Scott, Brent A.; Rich, Bruce L.
作者单位：State University System of Florida; University of Florida; Purdue University System; Purdue University; Mississippi State University
摘要：The present study estimated the unique contribution of self-efficacy to work-related performance controlling for personality (the Big 5 traits), intelligence or general mental ability, and job or task experience. Results, based on a meta-analysis of the relevant literatures, revealed that overall, across all studies and moderator conditions, the contribution of self-efficacy relative to purportedly more distal variables is relatively small. Within moderator categories, there were several cases...
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作者：Roberts, Brent W.; Harms, Peter D.; Caspi, Avshalom; Moffitt, Terri E.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of London; King's College London; University of Wisconsin System; University of Wisconsin Madison
摘要：The present research tested the relations between a battery of background factors and counterproductive work behaviors in a 23-year longitudinal study of young adults (N = 930). Background information, such as diagnosed adolescent conduct disorder, criminal conviction records, intelligence, and personality traits, was assessed before participants entered the labor force. These background factors were combined with work conditions at age 26 to predict counterproductive work behaviors at age 26....
