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作者：Schaubroeck, John; Lam, Simon S. K.; Cha, Sandra E.
作者单位：Drexel University; University of Hong Kong; McGill University
摘要：The authors investigated the relationship between transformational leadership behavior and group performance in 218 financial services teams that were branches of a bank in Hong Kong and the United States. Transformational leadership influenced team performance through the mediating effect of team potency. The effect of transformational leadership on team potency was moderated by team power distance and team collectivism, such that higher power distance teams and more collectivistic teams exhi...
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作者：Den Hartog, Deanne N.; De Hoogh, Annebel H. B.; Keegan, Anne E.
作者单位：University of Amsterdam; Vrije Universiteit Amsterdam
摘要：This study tests the main and interactive effects of belongingness and perceived charismatic leadership on 2 forms of organizational citizenship behavior (helping and compliance). In line with expectations, a study of 115 manager-subordinate dyads demonstrates that employees show more helping (manager rated) when they have a stronger sense of belongingness at work and more helping as well as compliance when they perceive their leader to be more charismatic (subordinate rated). Belongingness pa...
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作者：Frese, Michael; Garst, Harry; Fay, Doris
作者单位：Justus Liebig University Giessen; University of Amsterdam; Aston University
摘要：The authors used the frameworks of reciprocal determinism and occupational socialization to study the effects of work characteristics (consisting of control and complexity of work) on personal initiative (PI)-mediated by control orientation (a 2nd-order factor consisting of control aspiration, perceived opportunity for control, and self-efficacy) and the reciprocal effects of PI on changes in work characteristics. They applied structural equation modeling to a longitudinal study with 4 measure...
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作者：Venkataramani, Vijaya; Dalal, Reeshad S.
作者单位：Purdue University System; Purdue University; Purdue University System; Purdue University
摘要：Antecedents of interpersonally directed forms of citizenship and counterproductive behaviors (i.e., interpersonal helping and harming, respectively) have been studied most often under the broad categories of individual differences and job attitudes. Although these behaviors often are exhibited within the confines of interpersonal relationships, the impact of relationship quality and context on such behaviors has been understudied. The present study uses a social networks framework to examine t...
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作者：Klehe, Ute-Christine; Anderson, Neil
作者单位：University of Amsterdam; University of Amsterdam
摘要：The distinction between what people can do (maximum performance) and what they will do (typical performance) has received considerable theoretical but scant empirical attention in industrial-organizational psychology. This study of 138 participants performing an Internet-search task offers an initial test and verification of P. R. Sackett, S. Zedeck, and L. Fogli's (1988) model of typical versus maximum performance: Motivation-in the form of direction, level, and persistence of effort exerted-...
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作者：Detert, James R.; Trevino, Linda K.; Burris, Ethan R.; Andiappan, Meena
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Texas System; University of Texas Austin; Boston College
摘要：The authors studied the effect of 3 modes of managerial influence (managerial oversight, ethical leadership, and abusive supervision) on counterproductivity, which was conceptualized as a unit-level outcome that reflects the existence of a variety of intentional and unintentional harmful employee behaviors in the unit. Counterproductivity was represented by an objective measure of food loss in a longitudinal study of 265 restaurants. After prior food loss and alternative explanations (e.g., tu...
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作者：Crossley, Craig D.; Bennett, Rebecca J.; Jex, Steve M.; Burnfield, Jennifer L.
作者单位：University of Nebraska System; University of Nebraska Lincoln; University of Louisiana System; Louisiana Technical University; University System of Ohio; Bowling Green State University
摘要：Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embeddedness that overcomes important limitations and serves as a companion to the original composite measure. Results of this longitudinal study found tha...
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作者：Diefendorff, James M.; Mehta, Kajal
作者单位：University System of Ohio; University of Akron; Booz Allen Hamilton Holding Corporation
摘要：The authors developed and tested new theoretical relations between approach and avoidance motivational traits and deviant work behaviors. Approach motivation was divided into 3 traits: personal mastery (i.e., desire to achieve), competitive excellence (i.e., desire to perform better than others), and behavioral activation system (BAS) sensitivity (i.e., responsiveness to rewards). Avoidance motivation, which reflects one's sensitivity to negative stimuli and the desire to escape such stimuli, ...
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作者：Grzywacz, Joseph G.; Arcury, Thomas A.; Marin, Antonio; Carrillo, Lourdes; Burke, Bless; Coates, Michael L.; Quandt, Sara A.
作者单位：Wake Forest University; Wake Forest University
摘要：Work-family conflict research has focused almost exclusively on professional, White adults. The goal of this article was to expand the understanding of culture and industry in shaping experiences and consequences of work-family conflict. Using in-depth interview data (n = 26) and structured survey data (n = 200) from immigrant Latinos employed in the poultry processing industry, the authors evaluated predictions drawn from emerging models emphasizing the influence of cultural characteristics s...
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作者：Liao, Hui; Chuang, Aichia
作者单位：Rutgers University System; Rutgers University New Brunswick; National Taiwan University
摘要：This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service performance, which, in turn, positively predicte...
