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作者：Arvey, Richard D.; Zhang, Zhen; Avolio, Bruce J.; Krueger, Robert F.
作者单位：National University of Singapore; University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities; University of Nebraska System; University of Nebraska Lincoln
摘要：The genetic and developmental influences on leadership role occupancy were investigated using a sample of 178 fraternal and 214 identical female twins. Two general developmental factors were identified, one involving formal work experiences and the other a family experiences factor hypothesized to influence whether women move into positions of leadership in organizations. Results indicated that 32% of the variance in leadership role occupancy was associated with heritability. The 2 development...
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作者：Tetrick, Lois E.; Shore, Lynn M.; McClurg, Lucy Newton; Vandenberg, Robert J.
作者单位：George Mason University; California State University System; San Diego State University; University System of Georgia; Georgia State University; University System of Georgia; University of Georgia
摘要：Perceived union support and union instrumentality have been shown to uniquely predict union loyalty. This study was the first to explicitly examine the relation between perceived union support and union instrumentality. Surveys were completed by 273 union members and 29 union stewards. A comparison of 2 models, 1 based on organizational support theory and 1 based on union participation theories, found that the model based on organizational support theory, in which union instrumentality was an ...
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作者：Yun, Seokhwa; Takeuchi, Riki; Liu, Wei
作者单位：Seoul National University (SNU); Hong Kong University of Science & Technology
摘要：This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe...
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作者：Bing, Mark N.; Stewart, Susan M.; Davison, H. Kristl; Green, Philip D.; McIntyre, Michael D.; James, Lawrence R.
作者单位：University of Mississippi; University of Tennessee System; University of Tennessee Knoxville; University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; Georgia Institute of Technology
摘要：This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R. James, 1998) methodologies are used to assess 2 separate, yet often congruent, components of aggressive personalities. Specifically, self-report is used to assess explicit components of aggressive tendencies, such as self-perceived aggression, whereas conditional reasoning is used to assess implicit components, in particular, the unconscious biase...
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作者：Treadway, Darren C.; Ferris, Gerald R.; Duke, Allison B.; Adams, Garry L.; Thatcher, Jason B.
作者单位：University of Mississippi; State University System of Florida; Florida State University; Auburn University System; Auburn University; Clemson University
摘要：Nearly 2 decades ago, social influence theorists called for a new stream of research that would investigate why and how influence tactics are effective. The present study proposed that political skill affects the style of execution of influence attempts. It utilized balance theory to explain the moderating effect of employee political skill on the relationships between self- and supervisor-reported ingratiation. Additionally, supervisor reports of subordinate ingratiation were hypothesized to ...
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作者：Humphrey, Stephen E.; Hollenbeck, John R.; Meyer, Christopher J.; Ilgen, Daniel R.
作者单位：State University System of Florida; Florida State University; Michigan State University; Michigan State University's Broad College of Business; Baylor University; Michigan State University
摘要：In this article, the authors argue that there is no one best way to make placement decisions on self-managed teams. Drawing from theories of supplementary and complementary fit, they develop a conceptual model that suggests that (a) maximization principles should be applied to extroversion variance (i.e., complementary fit), (b) minimization principles should be applied to conscientiousness variance (i.e., supplementary fit), and (c) extroversion variance and conscientiousness variance interac...
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作者：Bauer, Talya N.; Bodner, Todd; Erdogan, Berrin; Truxillo, Donald M.; Tucker, Jennifer S.
作者单位：Portland State University; Portland State University
摘要：The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The...
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作者：Cohen-Charash, Yochi; Mueller, Jennifer S.
作者单位：City University of New York (CUNY) System; Baruch College (CUNY); University of Pennsylvania
摘要：The authors examined how the interaction between perceived unfairness and episodic envy predicts interpersonal counterproductive work behaviors toward the envied other. In 2 studies using different samples and methods to elicit envy, predictions were compared based on the social exchange and attribution models of fairness. The results support the social exchange model of fairness, showing that higher levels of envy and perceived unfairness result in higher levels of interpersonal counterproduc...
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作者：Dilchert, Stephan; Ones, Deniz S.; Davis, Robert D.; Rostow, Cary D.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Over the past 2 decades, increasing attention has been directed at the relationship between individual differences and counterproductive work behaviors (WVB). However, most of this research has focused on personality variables as potential predictors of CWB; surprisingly little research has investigated the link between counterproductivity and cognitive ability. This study presents the first focal investigation of the cognitive ability-CWB relationship. The authors measured organizational and ...
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作者：Simons, Tony; Friedman, Ray; Liu, Leigh Anne; Parks, Judi McLean
作者单位：Cornell University; Vanderbilt University; Cornell University; University System of Georgia; Georgia State University; Washington University (WUSTL)
摘要：Recent research has suggested that employees are highly affected by perceptions of their managers' pattern of word-action consistency, which T. Simons (2002) called behavioral integrity (BI). The authors of the present study suggest that some employee racial groups may be more attentive to BI than others. They tested this notion using data from 1,944 employees working at 107 different hotels and found that Black employees rated their managers as demonstrating lower BI than did non-Black employ...
