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作者：Hoffman, Brian J.; Blair, Carrie A.; Meriac, John P.; Woehr, David J.
作者单位：University of Tennessee System; University of Tennessee Knoxville
摘要：The authors investigate the construct validity of the organizational citizenship behavior (OCB)-task performance distinction by providing a quantitative review of the OCB literature. The authors extend previous meta-analytic reviews of the OCB literature by (a) using confirmatory factor analysis (CFA) to investigate the dimensionality of OCB, (b) using CFA to examine the distinction between OCB and task performance, and (c) examining the relationship between a latent OCB factor and task perfor...
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作者：Tangirala, Subrahmaniam; Green, Stephen G.; Ramanujam, Rangaraj
作者单位：University System of Maryland; University of Maryland College Park; Purdue University System; Purdue University
摘要：Dyadic relationships in an organizational hierarchy are often nested within one another. For instance, the relationship between a supervisor and an employee is nested within the relationship between that supervisor and his or her boss. In that context, the authors propose that the supervisor's relationship with his or her boss (leader-leader exchange) moderates the effects of the supervisor's relationship with the employee (leader-member exchange). Specifically, the authors argue that leader-m...
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作者：Berry, Christopher M.; Ones, Deniz S.; Sackett, Paul R.
摘要：Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, whi...
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作者：Silvester, Jo; Patterson, Fiona; Koczwara, Anna; Ferguson, Eamonn
作者单位：City St Georges, University of London; University of Nottingham
摘要：A sociocognitive model of distal and proximal predictors of empathic judgments was tested among 100 physicians. The authors hypothesized that physician perceived control would affect empathy ratings via physician communication style. Specifically, physicians with high perceived control would use more open communication and be rated as more empathic. Physicians with low perceived control would use a controlling communication style and be rated as less empathic. Physicians completed a medical at...
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作者：Butler, Adam B.
作者单位：University of Northern Iowa
摘要：The processes linking job characteristics to school performance and satisfaction in a sample of 253 full-time college students were examined from 2 role theory perspectives, I of which emphasized resource scarcity and the other resource expansion. Model tests using structural equation modeling showed that 2 resource-enriching job characteristics, job-school congruence and job control, were positively related to work-school facilitation (WSF). Two resource-depleting job characteristics, job dem...
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作者：Schmidt, Frank L.; Raju, Nambury S.
作者单位：University of Iowa; Illinois Institute of Technology
摘要：The authors examine 3 methods of combining new studies into existing meta-analyses: (a) adding the new study or studies to the database and recalculating the meta-analysis (the medical model); (b) using the Bayesian procedure advocated by F. L. Schmidt and J. E. Hunter (1977) and F. L. Schmidt, J. E. Hunter, K. Pearlman, and G. S. Shane (1979) to update the meta-analysis; and (c) using the Bayesian methods advocated by these authors and M. T. Brannick (2001) and A T. Brannick, S. A Hall, and Y...
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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：Dineen, Brian R.; Ling, Juan; Ash, Steven R.; DelVecchio, Devon
作者单位：University of Kentucky; University System of Ohio; University of Akron; University System of Ohio; Miami University
摘要：The authors examined recruitment message viewing time, information recall, and attraction in a Web-based context. In particular, they extended theory related to the cognitive processing of recruitment messages and found that the provision of customized information about likely fit related to increased viewing time and recall when good aesthetics were also present. A 3-way interaction among moderate to low-fitting individuals further indicated that objective fit was most strongly related to att...
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作者：Liao, Hui
作者单位：Rutgers University System; Rutgers University New Brunswick
摘要：Integrating justice and customer service literatures, this research examines the role of customer service employees' behaviors of handling customer complaints, or service recovery performance (SRP), in conveying a just image of service organizations and achieving desirable customer outcomes. Results from a field study and a laboratory study demonstrate that the dimensions of SRP-making an apology, problem solving, being courteous, and prompt handling-positively influenced customer satisfaction...
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作者：Chen, Gilad; Kirkman, Bradley L.; Kanfer, Ruth; Allen, Don; Rosen, Benson
作者单位：University System of Maryland; University of Maryland College Park; Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Georgia; Georgia Institute of Technology; University of North Carolina; University of North Carolina Chapel Hill
摘要：A multilevel model of leadership, empowerment, and performance was tested using a sample of 62 teams, 445 individual members, 62 team leaders, and 31 external managers from 31 stores of a Fortune 500 company. Leader-member exchange and leadership climate related differently to individual and team empowerment and interacted to influence individual empowerment. Also, several relationships were supported in more but not in less interdependent teams. Specifically, leader-member exchange related to...
