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作者：Hunter, John E.; Schmidt, Frank L.; Le, Huy
作者单位：University of Iowa; Michigan State University
摘要：Range restriction in most data sets is indirect, but the meta-analysis methods used to date have applied the correction for direct range restriction to data in which range restriction is indirect. The authors show that this results in substantial undercorrections for the effects of range restriction, and they present meta-analysis methods for making accurate corrections when range restriction is indirect. Applying these methods to a well-known large-sample empirical database, the authors estim...
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作者：Bell, BS; Wiechmann, D; Ryan, AM
作者单位：Cornell University; Bristol-Myers Squibb; Michigan State University
摘要：This study examined several consequences of applicants' expectations of organizational justice at multiple stages in a selection process. The authors assessed the justice expectations of 1,832 job applicants prior to their participation in a testing process and examined how these expectations influenced their pretest attitudes and intentions as well as their perceptions of the testing process. Results revealed that applicants with higher expectations of justice reported higher levels of pretes...
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作者：Aquino, Karl; Tripp, Thomas M.; Bies, Robert J.
作者单位：University of Delaware; Washington State University; Georgetown University
摘要：A field study and an experimental study examined relationships among organizational variables and various responses of victims to perceived wrongdoing. Both studies showed that procedural justice climate moderates the effect of organizational variables on the victim's revenge, forgiveness, reconciliation, or avoidance behaviors. In Study 1, a field study, absolute hierarchical status enhanced forgiveness and reconciliation, but only when perceptions of procedural justice climate were high; rel...
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作者：Harrison, David A.; Kravitz, David A.; Mayer, David M.; Leslie, Lisa M.; Lev-Arey, Dalit
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; George Mason University; University System of Maryland; University of Maryland College Park
摘要：Affirmative action programs (AAPs) are controversial employment policies in the United States and elsewhere. A large body of evidence about attitudinal reactions to AAPs in employment has accumulated over 35 years: at least 126 independent samples involving 29,000 people. However, findings are not firmly established or integrated. In the current article, the authors summarize and meta-analytically estimate relationships of AAP attitudes with (a) structural features of such programs, (b) percei...
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作者：Frone, Michael R.
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：This U.S. national study explored the overall prevalence, frequency, and distribution of illicit drug use in the workforce and in the workplace during the preceding 12 months. Illicit drug use in the workforce involved an estimated 14.1% of employed adults (17.7 million workers). Illicit drug use in the workplace involved an estimated 3.1% of employed adults (3.9 million workers). Illicit drug use in the workforce and in the workplace is not distributed uniformly in the employed population. At...
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作者：Motowidlo, Stephan J.; Hooper, Amy C.; Jackson, Hannah L.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：This paper develops the concept of implicit trait policy (ITP), which is a variant of the accentuation effect described by Tajfel (1957). ITPs are implicit beliefs about causal relations between personality traits and behavioral effectiveness. Studies reported here tested the hypotheses (a) that personality traits affect ITPs so that agreeable people, for instance, believe the relation between agreeableness and effectiveness is more strongly positive than disagreeable people do and (b) that IT...
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作者：Parker, Sharon K.; Williams, Helen M.; Turner, Nick
作者单位：University of New South Wales Sydney; University of Sydney; University of Leeds; Queens University - Canada
摘要：Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Selfreported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsample (n = 60) of wire makers. With the exception of supportive supervision, each antecedent was important, albeit through different processes. Proact...
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作者：Roth, Philip L.; Bobko, Philip; Switzer, Fred S., III
作者单位：Clemson University; Gettysburg College; Clemson University
摘要：The Equal Employment Opportunity Commission's 4/5ths rule has been used for over 20 years in applied psychology and employment law. The rule signals that there is adverse impact when the protected group selection ratio is less than 80% of the highest scoring group's selection ratio. We conducted several simulations and found, consistent with some previous management science literature, that the 4/5ths rule often resulted in false-positive readings of adverse impact even when there were no unde...
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作者：Flynn, FJ; Ames, DR
作者单位：Columbia University
摘要：The authors posit that women can rely on self-monitoring to overcome negative gender stereotypes in certain performance contexts. In a study of mixed-sex task groups, the authors found that female group members who were high self-monitors were considered more influential and more valuable contributors than women who were low self-monitors. Men benefited relatively less from self-monitoring behavior. In an experimental study of dyadic negotiations, the authors found that women who were high sel...
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作者：Arthur, Winfred, Jr.; Bell, Suzanne T.; Villado, Anton J.; Doverspike, Dennis
作者单位：Texas A&M University System; Texas A&M University College Station; University System of Ohio; University of Akron
摘要：Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnov...
