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作者：Heilman, Madeline E.; Okimoto, Tyler G.
作者单位：New York University; Flinders University South Australia
摘要：In 3 experimental studies, the authors tested the idea that penalties women incur for success in traditionally male areas arise from a perceived deficit in nurturing and socially sensitive communal attributes that is implied by their success. The authors therefore expected that providing information of commonality would prevent these penalties. Results indicated that the negativity directed at successful female managers-in ratings of likability, interpersonal hostility, and boss desirability-w...
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作者：Ford, Michael T.; Heinen, Beth A.; Langkamer, Krista L.
作者单位：George Mason University
摘要：This meta-analysis is a review of the literature examining the relations among stressors, involvement, and support in the work and family domains, work-family conflict, and satisfaction outside of those domains. Results suggest that a considerable amount of variability in family satisfaction is explained by work domain-specific variables, whereas a considerable amount of variability in job satisfaction is explained by family domain-specific variables, with job and family stress having the stro...
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作者：Aryee, Samuel; Chen, Zhen Xiong; Sun, Li-Yun; Debrah, Yaw A.
作者单位：Hong Kong Baptist University; University of Canberra; Brunel University
摘要：The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated regression analysis revealed that authoritarian l...
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作者：Chen, Ziguang; Lam, Wing; Zhong, Jian An
作者单位：City University of Hong Kong; Hong Kong Polytechnic University; Zhejiang University
摘要：From a basis in social exchange theory, the authors investigated whether, and how, negative feedback-seeking behavior and a team empowerment climate affect the relationship between leader-member exchange (LMX) and member performance. Results showed that subordinates' negative feedback-seeking behavior mediated the relationship between LMX and both objective and subjective in-role performance. In addition, the level of a team's empowerment climate was positively related to subordinates' own sen...
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作者：Graves, Laura M.; Ohlott, Patricia J.; Ruderman, Marian N.
作者单位：Clark University; Center for Creative Leadership
摘要：The authors tested the premise that family role commitment (i.e., marital role commitment, parental role commitment) has simultaneous negative and positive effects on managers' (N = 346) life satisfaction, career satisfaction, and performance through family-to-work interference and enhancement. The authors also explored whether psychological strain mediates the effects of interference and enhancement on outcomes. The authors expected family role commitment to reduce the favorability of outcome...
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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：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：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：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...
