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作者：De Cremer, D; van Knippenberg, B; van Knippenberg, D; Mullenders, D; Stinglhamber, F
作者单位：Tilburg University; Vrije Universiteit Amsterdam; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Maastricht University
摘要：In the present research, the authors examined the effect of procedural fairness and rewarding leadership style on an important variable for employees: self-esteem. The authors predicted that procedural fairness would positively influence people's reported self-esteem if the leader adopted a style of rewarding behavior for a job well done. Results from a scenario experiment. a laboratory experiment. and an organizational survey indeed show that procedural fairness and rewarding leadership style...
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作者：Viswesvaran, C; Schmidt, FL; Ones, DS
作者单位：State University System of Florida; Florida International University; University of Iowa; University of Minnesota System; University of Minnesota Twin Cities
摘要：A database integrating 90 years of empirical studies reporting intercorrelations among rated job performance dimensions was used to test the hypothesis of a general factor in job performance. After controlling for halo error and 3 other sources of measurement error, there remained a general factor in job performance ratings at the construct level accounting for 60% of total variance. Construct-level correlations among rated dimensions of job performance were substantially inflated by halo for ...
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作者：Chapman, DS; Uggerslev, KL; Carroll, SA; Piasentin, KA; Jones, DA
作者单位：University of Calgary
摘要：Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job-organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction out...
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作者：Brown, KG
作者单位：University of Iowa
摘要：Although D. L. Kirkpatrick (1959, 1996) popularized the concept of trainee reactions over 40 years ago, few studies have critically examined trainees' reactions to learning events. In this article, research on mood and emotion is used to develop a theoretical framework for research on trainee reactions. Two studies examine the factor structure of reactions and their nomological network. In Study 1, 178 undergraduate and 101 graduate students listened to a computer-delivered multimedia lecture....
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作者：Hofmann, DA; Jones, LM
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：By viewing behavior regularities at the individual and collective level as functionally isomorphic, a referent-shift compositional model for the Big 5 personality dimensions is developed. On the basis of this compositional model, a common measure of Big 5 personality at the individual level is applied to the collective as a whole. Within this framework, it is also hypothesized that leadership (i.e., transformational, transactional, and passive) would predict collective personality and that col...
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作者：Woehr, DJ; Sheehan, MK; Bennett, W Jr
作者单位：University of Tennessee System; University of Tennessee Knoxville; Texas A&M University System; Texas A&M University College Station; United States Department of Defense; United States Air Force
摘要：Research examining the structure of multisource performance ratings has demonstrated that ratings are a direct function of both who is doing the rating (rating source) as well as what is being rated (performance dimension). A separate line of research has focused on the extent to which performance ratings are equivalent across sources. To date no research has examined the measurement equivalence of multisource ratings within the context of both dimension and rating source direct effects on rat...
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作者：Dalal, RS
作者单位：Purdue University System; Purdue University
摘要：Job performance is increasingly being seen to encompass constructs such as organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). To clarify the OCB-CWB relationship, a meta-analysis was conducted. Results indicate a modest negative relationship (p = -0.32). The relationship strength did not increase appreciably when the target of the behavior (the organization vs. other employees) was the same. Moreover, OCB and CWB exhibited somewhat distinct patterns of relatio...
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作者：Brown, SP; Jones, E; Leigh, TW
作者单位：University of Houston System; University of Houston; University System of Georgia; University of Georgia
摘要：The reported research examines the moderating effects of role overload on the antecedents and consequences of self-efficacy and personal goal level in a longitudinal study conducted in an industrial selling context. The results indicate that role overload moderates the antecedent effect of perceived organizational resources on self-efficacy beliefs. They also show that role overload moderates the direct effects of both self-efficacy and goal level on performance, such that these relationships ...
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作者：Gosserand, RH; Diefendorff, JM
作者单位：University of Colorado System; University of Colorado Denver
摘要：The authors examined whether commitment to emotional display rules is a necessary condition for emotional display rules to affect behavior at work. Results using structural equation modeling revealed that display rule commitment moderated the relationships of emotional display rule perceptions with surface acting, deep acting, and positive affective delivery at work, such that the relationships were strong and positive when commitment to display rules was high and weak when commitment to displ...
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作者：Westaby, JD; Versenyi, A; Hausmann, RC
作者单位：Columbia University; Columbia University Teachers College
摘要：Facing a terminal illness is an unimaginably difficult experience, yet many individuals intend to work despite their prognosis. However, research has not systematically examined the potential antecedents underlying such intentions. Using behavioral intention theory as an underlying framework, this study hypothesized that reasons for working (intrinsic and extrinsic), the will to live, disability severity, accessibility of travel, and age would predict intentions to work during terminal illness...
