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作者：Lievens, Filip; Sackett, Paul R.
作者单位：Ghent University; University of Minnesota System; University of Minnesota Twin Cities
摘要：This study used principles underlying item generation theory to posit competing perspectives about which features of situational judgment tests might enhance or impede consistent measurement across repeat test administrations. This led to 3 alternate-form development approaches (random assignment, incident isomorphism, and item isomorphism). The effects of these approaches on alternate-form consistency, mean score changes, and criterion-related validity were examined in a high-stakes context (...
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作者：Stewart, Greg L.; Nandkeolyar, Amit K.
作者单位：University of Iowa
摘要：Objective performance indicators have low test-retest reliability, particularly in complex jobs. Yet, little is actually known about the reasons why objective performance indicators lack temporal stability. The authors address this issue by using data from a sample of 106 professional football players to explore how the actions of other people influence intraindividual variation in performance. Results suggest that weekly measures of performance outcome exhibit substantial variability within i...
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作者：Lievens, Filip; Reeve, Charlie L.; Heggestad, Eric D.
作者单位：Ghent University; University of North Carolina; University of North Carolina Charlotte; Ghent University
摘要：Using a latent variable approach, the authors examined whether retesting on a cognitive ability measure resulted in measurement and predictive bias. A sample of 941 candidates completed a cognitive ability 14 test in a high-stakes context. Results of both the within-group between-occasions comparison and the between-groups within-occasion comparison indicated that no measurement bias existed during the initial testing but that retesting induced both measurement and predictive bias. Specificall...
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作者：De Cremer, David; Tyler, Tom R.
作者单位：Tilburg University; New York University
摘要：The present research examined the effect of procedural fairness and trust in an authority on people's willingness to cooperate with the authority across a wide range of social situations. Prior research has shown that the presence of information about whether an authority can be trusted moderates the effect of procedural fairness. If no trust information is available, procedural fairness influences people's reactions. This is not the case when information about the trustworthiness of the autho...
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作者：Umphress, Elizabeth E.; Smith-Crowe, Kristin; Brief, Arthur P.; Dietz, Joerg; Watkins, Marla Baskerville
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Utah System of Higher Education; University of Utah; Western University (University of Western Ontario); University Western Ontario Hospital; Tulane University
摘要：Although similarity-attraction notions suggest that similarity-for example, in terms of values, personality, and demography-attracts, the authors found that sometimes demographic similarity attracts and sometimes it repels. Consistent with social dominance theory (J. Sidanius & F. Pratto, 1999), they demonstrated in 3 studies that when prospective employees supported group-based social hierarchies (i.e., were high in social dominance orientation), those in high-status groups were attracted to ...
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作者：Ten Velden, Femke S.; Beersma, Bianca; De Dreu, Carsten K. W.
作者单位：University of Amsterdam
摘要：In organizational groups, often a majority has aligned preferences that oppose those of a minority. Although such situations may give rise to majority coalitions that exclude the minority or to minorities blocking unfavorable agreements, structural and motivational factors may stimulate groups to engage in integrative negotiation, leading to collectively beneficial agreements. An experiment with 97 3-person groups was designed to test hypotheses about the interactions among decision rule, the ...
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作者：Frost, Brian C.; Ko, Chia-Huei Emily; James, Lawrence R.
作者单位：University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; Georgia Institute of Technology
摘要：D. G. Winter, O. P. John, A. J. Stewart, E. C. Klohnen, and L. E. Duncan (1998) proposed that self-beliefs about personality influence the channels through which people express their implicit motives. On the basis of this hypothesis, the authors predicted that self-beliefs about aggressiveness would influence the channel(s) through which people express their aggressive motive and the justification mechanisms they use to defend expression of this motive. For example, the authors predicted that ...
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作者：Ilies, Remus; Wagner, David T.; Morgeson, Frederick P.
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：To expand on the understanding of how affective states are linked within teams, the authors describe a longitudinal study examining the linkages between team members' affective states over time. In a naturalistic team performance setting, they found evidence that the average affective state of the other team members was related to an individual team member's affect over time, even after controlling for team performance. In addition, they found that these affective linkages were moderated by in...
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作者：Allen, David G.; Mahto, Raj V.; Otondo, Robert F.
作者单位：University of Memphis; California State University System; California State University Fullerton; Mississippi State University
摘要：Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job ...
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作者：Bono, Joyce E.; Foldes, Hannah Jackson; Vinson, Gregory; Muros, John P.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：In this experience sampling study, the authors examined the role of organizational leaders in employees' emotional experiences. Data were collected from health care workers 4 times a day for 2 weeks. Results indicate supervisors were associated with employee emotions in 3 ways: (a) Employees experienced fewer positive emotions when interacting with their supervisors as compared with interactions with coworkers and customers; (b) employees with supervisors high on transformational leadership ex...
