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作者：Begley, T; Lee, C
作者单位：Northeastern University
摘要：In this article, the authors examine the moderating role of negative and positive affectivity on the relationship of bonus size with bonus satisfaction and distributive justice in a company that had installed an unpopular pay-at-risk (PAR) compensation system. Extending the met expectations hypothesis, the authors predict that those low in negative affectivity will show a more pronounced positive relationship between size of PAR bonus and bonus reactions than those high in negative affectivity...
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作者：Cortina, LM; Wasti, SA
作者单位：University of Michigan System; University of Michigan; University of Michigan System; University of Michigan; Sabanci University
摘要：This study explicates the complexity of sexual harassment coping behavior among 4 diverse samples of working women: (a) working-class Hispanic Americans, (b) working-class Anglo Americans. (c) professional Turks, and (d) professional Anglo Americans. K-means cluster analysis revealed 3 common harassment coping profiles: (a) detached, (b) avoidant negotiating, and (c) support seeking. The authors then tested an integrated framework of coping profile determinants, involving social power, stresso...
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作者：DeShon, RP; Gillespie, JZ
作者单位：Michigan State University; University System of Ohio; Bowling Green State University
摘要：Rapid organizational change is increasing the pressure on employees to continually update their skills and adapt their behavior to new organizational realities. Goal orientation is a promising motivational construct that may explain why some individuals adapt to change better. Unfortunately, the current goal orientation literature is in a state of conceptual and methodological disarray. This presentation reviews the goal orientation literature and identifies numerous conceptual ambiguities, in...
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作者：Salanova, M; Agut, S; Peiró, JM
作者单位：Universitat Jaume I; Universitat Jaume I; University of Valencia
摘要：This study examined the mediating role of service climate in the prediction of employee performance and customer loyalty. Contact employees (N = 342) from 114 service units (58 hotel front desks and 56 restaurants) provided information about organizational resources, engagement, and service climate. Furthermore, customers (N = 1,140) from these units provided information on employee performance and customer loyalty. Structural equation modeling analyses were consistent with a full mediation mo...
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作者：Boswell, WR; Boudreau, JW; Tichy, J
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Southern California
摘要：Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with a...
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作者：Jawahar, IM; Mattsson, J
作者单位：Illinois State University
摘要：The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this d...
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作者：Jones, DA; Skarlicki, DP
作者单位：University of Calgary; University of British Columbia
摘要：Fairness heuristic theory was used to examine how information from one's peers affects an individual's interpretation of, and reactions to, an authority's subsequent behavior. Participants (N = 105) overheard their peers discuss an experimenter's reputation (fair, unfair, or absent) before interacting with the experimenter who behaved more versus less fairly. Results showed that the social cues biased participants' subsequent information processing: Controlling for the experimenter's behavior,...
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作者：Sturman, MC; Cheramie, RA; Cashen, LH
作者单位：Cornell University; Winthrop University; Louisiana State University System; Louisiana State University
摘要：Although research has shown that individual job performance changes over time, the extent of such changes is unknown. In this article, the authors define and distinguish between the concepts of temporal consistency, stability, and test-retest reliability when considering individual job performance ratings over time. Further-more, the authors examine measurement type (i.e., subjective and objective measures) and job complexity in relation to temporal consistency, stability, and test-retest reli...
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作者：Hölzl, E; Kirchler, E
作者单位：University of Vienna
摘要：Hindsight bias for economic developments was studied, with particular focus on the moderating effects of attitudes and causal attributions. Participants (N = 263) rated the likelihood of several economic developments 6 months before and 6 months after the euro introduction in 2002. Hindsight bias occurred selectively for attitude-consistent economic developments: Euro supporters showed stronger hindsight bias for positive developments than for negative ones; euro opponents showed the opposite ...
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作者：Heslin, PA; Latham, GP; VandeWalle, D
作者单位：Southern Methodist University; University of Toronto
摘要：Four studies examined whether implicit person theory (IPT) regarding the malleability of personal attributes (e.g., personality and ability) affects managers' acknowledgment of change in employee behavior. The extent to which managers held an incremental IPT was positively related to their recognition of both good (Study 1) and poor (Study 2) performance, relative to the employee behavior they initially observed. Incremental theorists' judgments were not anchored by their prior impressions (St...
