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作者：Bolino, MC; Turnley, WH
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Kansas State University
摘要：By and large, prior research has focused on the positive aspects of organizational citizenship behavior (OCB). D. W. Organ and K. Ryan (1995), though, suggest that individuals who engage in high levels of OCB may become overloaded. This research explores the relationship between a specific type of OCB-namely, individual initiative-and role overload, job stress, and work-family conflict. Results from a sample of 98 couples indicate that higher levels of individual initiative (as assessed by the...
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作者：Farmer, SM; Aguinis, H
作者单位：Wichita State University; University of Colorado System; University of Colorado Denver
摘要：The authors present a model that explains how subordinates perceive the power of their supervisors and the causal mechanisms by which these perceptions translate into subordinate outcomes. Drawing on identity and resource-dependence theories, the authors propose that supervisors have power over their subordinates when they control resources needed for the subordinates' enactment and maintenance of current and desired identities. The Joint effect of perceptions of supervisor power and superviso...
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作者：Westaby, JD; Lowe, JK
作者单位：Columbia University
摘要：Despite youths' susceptibility to social influence, little research has examined the extent to which social factors impact youths' risk-taking orientation and injury at work. Drawing on social influence and behavioral intention theories, this study hypothesized that perceived supervisory influence, coworker risk taking, and parental risk taking serve as key exogenous variables of risk-taking orientation at work. Risk-taking orientation was further hypothesized to serve as a direct predictor an...
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作者：Heilman, ME; Haynes, MC
作者单位：New York University
摘要：In 3 experimental studies, the authors explored how ambiguity about the source of a successful joint performance outcome promotes attributional rationalization, negatively affecting evaluations of women. Participants read descriptions of a mixed-sex dyad's work and were asked to evaluate its male and female members. Results indicated that unless the ambiguity about individual contribution to the dyad's successful joint outcome was constrained by providing feedback about individual team member ...
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作者：Hammer, LB; Neal, MB; Newsom, JT; Brockwood, KJ; Colton, CL
作者单位：Portland State University; Portland State University
摘要：Little research exists on the effects of the utilization of workplace supports on work-family conflict and job satisfaction. With family systems theory as-a framework; 2 waves of national survey data were collected from 234 couples (N 468) caring for children and foraging parents. Data were analyzed with structural equation modeling techniques. Longitudinal results indicate that individuals' use of workplace supports Was related to work-family conflict in the direction opposite to expectations...
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作者：Judge, TA; Bono, JE; Erez, A; Locke, EA
作者单位：State University System of Florida; University of Florida; University of Minnesota System; University of Minnesota Twin Cities; University System of Maryland; University of Maryland College Park
摘要：The present study tested a model explaining how the core self-evaluations (i.e., positive self-regard) concept is linked to job and life satisfaction. The self-concordance model, which focuses on motives underlying goal pursuit, was used as an explanatory framework. Data were collected from 2 samples: (a) 183 university students (longitudinal measures of goal attainment and life satisfaction were used) and (b) 251 employees (longitudinal measures of goal attainment and job satisfaction were ut...
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作者：Kim, PH; Fragale, AR
作者单位：University of Southern California; Stanford University
摘要：Although the negotiations literature identifies a variety of approaches for improving one's power position, the relative benefits of these approaches remain largely unexplored. The empirical study presented in this article begins to address this issue by examining how the size of the bargaining zone affects the relative benefit of an advantage in one's BATNA (i.e., having a better alternative than one's counterpart) versus contribution (i.e., contributing more to the relationship than one's co...
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作者：Martell, RF; Evans, DP
作者单位：Montana State University System; Montana State University Bozeman
摘要：The authors developed a source-monitoring procedure to reduce the biasing effects of rater expectations on behavioral measurement. Study participants (N = 224) were given positive or negative information regarding the performance of a group and, after observing the group, were assigned to a source-monitoring or control condition. Raters in the source-monitoring condition were instructed to report only behaviors that evoked detailed memories (remember judgments) and to avoid reporting behaviors...
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作者：Bowling, NA; Beehr, TA; Wagner, SH; Libkuman, TM
作者单位：University System of Ohio; Wright State University Dayton; Central Michigan University
摘要：Research suggests that the stability of job satisfaction is partially the result of dispositions (J. J. Connolly & C. Viswesvaran, 2000; C. Dormann & D. Zapf, 2001; T. A. Judge & J. E. Bono, 2001a; T. A. Judge, D. Heller, & M. K. Mount, 2002). Opponent process theory (R. L. Solomon & J. D. Corbit, 1973, 1974) and adaptation-level theory (H. Helson, 1948) are alternative explanations of this stability that explain how environmental effects on job satisfaction dissipate across time. On the basis...
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作者：Cropanzano, R; Slaughter, JE; Bachiochi, PD
作者单位：University of Arizona; Connecticut State University System; Eastern Connecticut State University
摘要：Using organizational justice as a guiding framework, the authors studied perceptions of affirmative action programs by presumed beneficiaries. Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and interactional justice; and (c) the distinction between outcome favorability and distributive justice. These ideas were tested with a sample of Black engineering students who responded to I of 6 plan...
