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作者：Bentein, K; Vandenberg, R; Vandenberghe, C; Stinglhamber, F
作者单位：University of Quebec; University of Quebec Montreal; University System of Georgia; University of Georgia; Universite de Montreal; HEC Montreal
摘要：Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the change trajectories such that the steeper the decline...
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作者：Ziegert, JC; Hanges, PJ
作者单位：University System of Maryland; University of Maryland College Park
摘要：This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modem racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist a...
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作者：Kraimer, ML; Wayne, SJ; Liden, RC; Sparrowe, RT
作者单位：University of Chicago; Washington University (WUSTL)
摘要：On the basis of psychological contract and social cognition theories, the authors explored the role of full-time employees' perceived job security in explaining their reactions to the use of temporary workers by using a sample of 149 full-time employees who worked with temporaries. As hypothesized, employees' perceived job security negatively related to their perceptiom that temporaries pose a threat to their jobs, but it did not relate to their perceptions that temporaries are beneficial. Fur...
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作者：LePine, JA
作者单位：State University System of Florida; University of Florida
摘要：Halfway through a 3-hour experiment in which 64 3-person teams needed to make a series of decisions, a communications channel began to deteriorate, and teams needed to adapt their system of roles in order to perform effectively. Consistent with previous research, team composition with respect to members' cognitive ability was positively associated with adaptation. Adaptation was also influenced by interactions of team goal difficulty and team composition with respect to team members' goal orie...
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作者：McKee-Ryan, FM; Song, ZL; Wanberg, CR; Kinicki, AJ
作者单位：Oregon State University; University of Minnesota System; University of Minnesota Twin Cities; Arizona State University; Arizona State University-Tempe
摘要：The authors used theoretical models to organize the diverse unemployment literature. and meta-analytic techniques were used to examine the impact of unemployment on worker well-being across 104, empirical studies with 437 effect sizes. Unemployed individuals had lower psychological and physical well-being than did their employed counterparts. Unemployment duration and sample type (school leaver vs. mature unemployed) moderated the relationship between menial health and unemployment. but the cu...
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作者：Siegel, PA; Post, C; Brockner, J; Fishman, AY; Garden, C
作者单位：Rutgers University System; Rutgers University New Brunswick; Pace University; Columbia University
摘要：To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitme...
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作者：Allen, DG; Weeks, KP; Moffitt, KR
作者单位：University of Memphis
摘要：This article explores moderators of the relationship between turnover intentions and turnover behavior to better explain why some employees translate intentions into behavior and other employees do not. Individual differences in self-monitoring, locus of control, proactive personality, and risk aversion were examined. Results indicate that self-monitoring and risk aversion moderate the intentions-turnover link. Specifically, the relationship between turnover intentions and turnover is stronger...
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作者：Chen, G; Thomas, B; Wallace, JC
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Georgia; Georgia Institute of Technology; Tulane University
摘要：This study examined whether cognitive, affective-motivational, and behavioral training outcomes relate to posttraining regulatory processes and adaptive performance similarly at the individual and team levels of analysis. Longitudinal data were collected from 156 individuals composing 78 teams who were trained on and then performed a simulated flight task. Results showed that posttraining regulation processes related similarly to adaptive performance across levels. Also, regulation processes f...
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作者：Thompson, JA
作者单位：Brigham Young University
摘要：This study of 126 employee-supervisor dyads examined a mediated model of the relationship between proactive personality and job performance. The model, informed by the social capital perspective, suggests that proactive employees reap performance benefits by means of developing social networks that provide them the resources and latitude to pursue high-level initiatives. Structural equation modeling suggested that the relationship between proactive personality and job performance is mediated b...
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作者：Kim, TY; Cable, DM; Kim, SP
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：This study examined the linkage between organizational socialization tactics and person-organization (P-O) fit and examined the moderating influence of employees' proactivity behaviors. Results from a sample of 279 employee-supervisor pairs from 7 organizations in South Korea revealed a positive relationship between institutionalized socialization tactics and P-O fit perceptions. However, the association between firms' socialization tactics and P-O fit was facilitated or negated by several pro...
