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作者：Munichor, Nira; Rafaeli, Anat
作者单位：Technion Israel Institute of Technology
摘要：The authors examined the effect of time perception and sense of progress in telephone queues on caller reactions to 3 telephone waiting time fillers: music, apologies, and information about location in the queue. In Study 1, conducted on 123 real calls, call abandonment was lowest, and call evaluations were most positive with information about location in the queue as the time filler. In Study 2, conducted with 83 participants who experienced a simulated telephone wait experience, sense of pro...
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作者：Erdogan, Berrin; Enders, Jeanne
作者单位：Portland State University
摘要：The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and...
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作者：Wang, Mo
作者单位：Portland State University
摘要：The author used role theory, continuity theory, and the life course perspective to form hypotheses regarding the different retirement transition and adjustment patterns and how different individual and contextual variables related to those patterns. The longitudinal data of 2 samples (n(1) = 994; n(2) = 1,066) from the Health and Retirement Survey were used. Three latent growth curve patterns of retirees' psychological well-being were identified as coexisting in the retiree samples through gro...
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作者：Hausknecht, John P.; Halpert, Jane A.; Di Paolo, Nicole T.; Gerrard, Meghan O. Moriarty
作者单位：Cornell University; DePaul University
摘要：Previous studies have indicated that as many as 25% to 50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. In this study, the authors used meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants reveale...
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作者：Hochwarter, Wayne A.; Ferris, Gerald R.; Zinko, Robert; Arnell, Breda; James, Matrecia
作者单位：State University System of Florida; Florida State University
摘要：Personal reputation has been acknowledged to have an important influence on work outcomes. However, substantive research has been relatively scarce to date. The 2-study research plan reported here supports reputation's role as a moderator of the relationships between political behavior and the work outcomes of uncertainty, emotional exhaustion, and job performance ratings (i.e., self- and supervisor report). The 1st investigation contained both a pilot study, which was undertaken to demonstrat...
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作者：Podsakoff, Nathan P.; LePine, Jeffery A.; LePine, Marcie A.
作者单位：State University System of Florida; University of Florida
摘要：In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relat...
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作者：Wong, Kin Fai Ellick; Kwong, Jessica Y. Y.
作者单位：Hong Kong University of Science & Technology; Chinese University of Hong Kong
摘要：This research tests the general proposition that people are motivated to reduce future regret under escalation situations. This is supported by the findings that (a) escalation of commitment is stronger when the possibility of future regret about withdrawal is high than when this possibility is low (Studies I a and 1b) and (b) escalation of commitment increases as the net anticipated regret about withdrawal increases (Studies 2a and 2b). Furthermore, the regret effects in the 4 studies were ab...
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作者：Reb, Jochen; Cropanzano, Russell
作者单位：Singapore Management University; University of Arizona
摘要：It is well recognized that performance changes over time. However, the effect of these changes on overall assessments of performance is largely unknown. In a laboratory experiment, we examined the influence of salient Gestalt characteristics of a dynamic performance profile on supervisory ratings. We manipulated performance trend (flat, linear-improving, linear-deteriorating, U-shaped, and boolean AND-shaped), performance variation (small, large), and performance mean (negative, zero, positive...
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作者：Wong, Kin Fai Ellick; Kwong, Jessica Y. Y.
作者单位：Hong Kong University of Science & Technology; Chinese University of Hong Kong
摘要：The goal-based perspective of performance appraisals suggests that raters who pursue different goals give different performance ratings. Yet previous studies have not provided strong empirical evidence that there are different impacts of different goals on mean rating and discriminability, nor have they provided evidence of a goal-rating causality. The authors extend the literature by manipulating rater goals in the context of peer evaluations of graded group projects with a sample of 104 unde...
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作者：Ellingson, Jill E.; Sackett, Paul R.; Connelly, Brian S.
作者单位：University System of Ohio; Ohio State University
摘要：Insight into applicant intentional distortion on personality measures was obtained by comparing individual responses provided in an organizational context with high motivation to distort (selection) and those provided in an organizational context with low motivation to distort (development). An assessment firm database containing responses to the California Psychological Inventory (CPI) was searched for within-subject data. Seven hundred and thirteen individuals were identified as having compl...
