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作者：Brown, Douglas J.; Cober, Richard T.; Kane, Kevin; Levy, Paul E.; Shalhoop, Jarrett
作者单位：University of Waterloo; Booz Allen Hamilton Holding Corporation; University System of Ohio; University of Akron
摘要：The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The res...
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作者：Hochwarter, WA; Witt, LA; Treadway, DC; Ferris, GR
作者单位：State University System of Florida; Florida State University; University of Louisiana System; University of New Orleans; University of Mississippi
摘要：The present study examined the moderating effect of perceived organizational support (POS) on the relationship between social skill and supervisor-rated job performance. On the basis of regulatory and activation models of behavior, the authors argue that low-POS environments activate social skill because they reflect situations in which interpersonal acuity is required to demonstrate effective job performance. Accordingly, the authors hypothesize that social skill is more strongly related to p...
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作者：Porath, CL; Bateman, TS
作者单位：University of Southern California; University of Virginia
摘要：The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation (SR) tactics. In a longitudinal field study with salespeople. learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance. The SR tactics functioned as mediating variables between learning and performance-prove goal orientations and performance. Social competence and proactive b...
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作者：Morgeson, Frederick P.; Humphrey, Stephen E.
作者单位：Michigan State University; Michigan State University's Broad College of Business; State University System of Florida; Florida State University
摘要：Although there are thousands of studies investigating work and job design, existing measures are incomplete. In an effort to address this gap, the authors reviewed the work design literature, identified and integrated previously described work characteristics, and developed a measure to tap those work characteristics. The resultant Work Design Questionnaire (WDQ) was validated with 540 incumbents holding 243 distinct jobs and demonstrated excellent reliability and convergent and discriminant v...
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作者：Trevor, Charlie O.; Wazeter, David L.
作者单位：University of Wisconsin System; University of Wisconsin Madison; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University
摘要：The authors studied the general proposition that because social comparisons are so central to how people react to pay, the effect of an important pay condition likely depends on a social pay comparison that is relevant to that condition. To investigate this, the authors used actual pay data on more than 2,000 public school teachers across more than 400 school districts and tested whether pay equity perceptions resulted from interactions among objective measures of structural (pay dispersion, e...
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作者：Halbesleben, Jonathon R. B.
作者单位：University of Missouri System; University of Missouri Columbia
摘要：The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model. However, when considering the source of the so...
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作者：Vancouver, Jeffrey B.; Kendall, Laura N.
作者单位：University System of Ohio; Ohio University
摘要：Recent reviews of the training literature have advocated directly manipulating self-efficacy in an attempt to improve the motivation of trainees. However, self-regulation theories conceive of motivation as a function of various goal processes, and assert that the effect of self-efficacy should depend on the process involved. Training contexts may evoke planning processes in which self-efficacy might negatively relate to motivation. Yet the typical between-persons studies in the current literat...
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作者：Kozlowski, Steve W. J.; Bell, Bradford S.
作者单位：Michigan State University; Cornell University
摘要：H. Heckhausen and J. Kuhl's (1985) goal typology provided the conceptual foundation for this research, which examined the independent and integrated effects of achievement orientation and goal-setting approaches on trainees' self-regulatory activity. Using a complex computer-based simulation, the authors examined the effects of 3 training design factors-goal frame, goal content, and goal proximity-cutting across these 2 theoretical domains on the nature, focus, and quality of the self-regulato...
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作者：Hirschfeld, RR; Jordan, MH; Feild, HS; Giles, WF; Armenakis, AA
作者单位：University System of Georgia; University of Georgia; United States Department of Defense; United States Air Force; United States Air Force Academy; Auburn University System; Auburn University
摘要：The authors explored the idea that teams consisting of members who, on average, demonstrate greater mastery of relevant teamwork knowledge will demonstrate greater task proficiency and observed teamwork effectiveness. In particular, the authors posited that team members' mastery of designated teamwork knowledge predicts better team task proficiency and higher observer ratings of effective teamwork, even while controlling for team task proficiency. The authors investigated these hypotheses by d...
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作者：Roberson, QM; Stevens, CK
作者单位：Cornell University; University System of Maryland; University of Maryland College Park
摘要：To discern patterns of employee sense-making about workplace diversity, the authors analyzed 751 natural language accounts of diversity incidents from 712 workers in one department of a large organization. Six generic incident types emerged: discrimination, representation, treatment by management, work relationships, respect between groups, and diversity climates. Consistent with hypotheses, incidents that respondents viewed as negative, accounts from women, and those involving members of resp...
