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作者：Peterson, RS; Smith, DB; Martorana, PV
作者单位：University of London; London Business School; Rice University; University of Texas System; University of Texas Austin
摘要：This article replies to J. R. Hollenbeck. D. S. DeRue, and M. Mannor's (2006) comment critiquing R. S. Peterson, D. B. Smith, P. V. Martorana, and P. D. Owens's (2003) use of a large number of statistical tests in research with a small sample. Although Hollenbeck et al.'s point of view is valid, it paints a one-sided picture of the trade-offs inherent in empirical research when data are scarce and the questions important. This reply specifically discusses the dilemmas Peterson et al. faced in ...
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作者：Wong, KFE; Yik, M; Kwong, JYY
作者单位：Hong Kong University of Science & Technology; Hong Kong University of Science & Technology; Chinese University of Hong Kong
摘要：Despite the importance of understanding the emotional aspects of organizational decision making, prior research has paid scant attention to the role of emotion in escalation of commitment. This article attempts to fill this gap by examining the relationship between negative affect and escalation of commitment. Results showed that regardless of whether negative affect was measured as a dispositional trait (Neuroticism) in Studies 1 and 2 or as a transient mood state in Study 3, it was negativel...
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作者：Gong, YP; Fan, JY
作者单位：Hong Kong University of Science & Technology; Hofstra University
摘要：In this longitudinal study, the authors introduced goal orientation theory to the study of cross-cultural adjustment. The authors examined relationships among dispositional goal orientation, domain-specific self-efficacy, and cross-cultural adjustment. Results indicated that a learning orientation was positively related to sojourners' academic and social self-efficacy, whereas a performance orientation was negatively related to sojourners' social self-efficacy. Sojourners' academic and social ...
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作者：Major, Debra A.; Turner, Jonathan E.; Fletcher, Thomas D.
作者单位：Old Dominion University
摘要：The authors investigated links between the Big Five, proactive personality, and motivation to learn. Web-based survey data were collected at 2 points in time from 183 employees of a financial services firm. Results showed that proactive personality was, only in part, a composite of Big Five facets, which accounted for 26% of its variance. Structural equation modeling results demonstrated that proactive personality, openness, extraversion, and conscientiousness predicted motivation to learn. In...
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作者：Rupp, Deborah E.; Spencer, Sharmin
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Using affective events theory to integrate multifoci justice and emotional labor (EL), this tab study examined the effects of customer interactional justice on. EL perceived by both the self and others. Participants played the role of customer-service representatives in a workplace simulation and were exposed to either interactionally fair or unfair customers. Results showed that unfairly treated participants engaged in higher levels of EL and found it more difficult to comply with display rul...
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作者：Zhao, H; Seibert, SE
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：In this study, the authors used meta-analytical techniques to examine the relationship between personality and entrepreneurial status. Personality variables used in previous studies were categorized according to the five-factor model of personality. Results indicate significant differences between entrepreneurs and managers on 4 personality dimensions such that entrepreneurs scored higher on Conscientiousness and Openness to Experience and lower on Neuroticism and Agreeableness. No difference ...
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作者：Keller, RT
作者单位：University of Houston System; University of Houston
摘要：Transformational leadership, initiating structure, and selected substitutes for leadership were studied as longitudinal predictors of performance in 118 research and development (R&D) project teams from 5 firms. As hypothesized, transformational leadership predicted 1-year-later technical quality, schedule performance, and cost performance and 5-year-later profitability and speed to market. Initiating structure predicted all the performance measures. The substitutes of subordinate ability and ...
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作者：Kamdar, Dishan; McAllister, Daniel J.; Turban, Daniel B.
作者单位：Indian School of Business (ISB); National University of Singapore; University of Missouri System; University of Missouri Columbia
摘要：The authors draw on theories of social exchange and prosocial behavior to explain how employee perceptions of procedural justice and individual differences in reciprocation wariness, empathic concern, and perspective taking function jointly as determinants of organizational citizenship behavior (OCB) role definitions and behavior. As hypothesized, empirical findings from a field study show both direct and interactive effects of procedural justice perceptions and individual differences on OCB r...
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作者：Neal, Andrew; Griffin, Mark A.
作者单位：University of Queensland; University of Sheffield
摘要：The authors measured perceptions of safety climate, motivation, and behavior at 2 time points and linked them to prior and subsequent levels of accidents over a 5-year period. A series of analyses examined the effects of top-down and bottom-up processes operating simultaneously over time. In terms of top-down effects, average levels of safety climate within groups at I point in time predicted subsequent changes in individual safety motivation. Individual safety motivation, in turn, was associa...
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作者：Kirkman, Bradley L.; Rosen, Benson; Tesluk, Paul E.; Gibson, Cristina B.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of North Carolina; University of North Carolina Chapel Hill; University System of Maryland; University of Maryland College Park; University of California System; University of California Irvine
摘要：The authors examined factors that determine whether knowledge gained from computer-assisted (i.e., technology-based) team training in a geographically distributed team (GDT) context transfers to organizational results. They examined the moderating effects of team trust, technology support, and leader experience on the relation between teams' average individual training proficiency on a computer-assisted (i.e., CD-ROM-based) training program and team performance as assessed by team customer sat...
