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作者：Inness, M; Barling, J; Tumer, N
作者单位：Queens University - Canada
摘要：The authors investigated predictors of supervisor-targeted workplace aggression among 105 moonlighters (employed adults who work 2 jobs, each with a different supervisor), as a way of examining the relative role played by within-subject situational differences and between-subjects individual differences. Individual difference variables (self-esteem, history of aggression) explained a,similar level of variance in aggression across both jobs, whereas situational factors (interactional injustice,...
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作者：Sacco, JM; Schmitt, N
作者单位：Michigan State University
摘要：In this study, the authors proposed and evaluated the linkages of a dynamic multilevel model of demographic diversity and misfit effects in a large sample of quick-service restaurants. Using a cross-level approach, the authors studied an employee's demographic misfit in relation to coworkers' demographics as a predictor of turnover risk over time. At the business-unit level, they studied changes in restaurant demographic diversity in relation to changes in profitability over time and unit turn...
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作者：Treadway, DC; Ferris, GR; Hochwarter, W; Witt, LA; Goodman, JA
作者单位：University of Mississippi; State University System of Florida; Florida State University; University of Louisiana System; University of New Orleans
摘要：This research examined the interaction of organizational politics perceptions and employee age on job performance in 3 studies. On the basis of conservation of resources theory, the authors predicted that perceptions of politics would demonstrate their most detrimental effects on job performance for older workers. Results across the 3 studies provided strong support for the hypothesis that increases in politics perceptions are associated with decreases in job performance for older employees an...
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作者：Wesson, MJ; Gogus, CI
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：The current study investigated the effects of using a computer-based orientation program on organizational socialization and attitudinal outcomes. In a quasi-experimental field study, 261 newcomers either participated in a group, social-based orientation session or an individual, computer-based orientation session. Consistent with hypotheses, results indicated that participation in the computer-based orientation session led to lower levels of socialization in the more socially rich content are...
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作者：Aryee, S; Srinivas, ES; Tan, HH
作者单位：Hong Kong Baptist University; XLRI -Xavier School of Management; National University of Singapore
摘要：This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie t...
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作者：Epitropaki, O; Martin, R
作者单位：University of Queensland
摘要：The results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample-of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX Results also indicated th...
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作者：Stauffer, JM; Buckley, MR
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Texas A&M University System; Texas A&M University College Station
摘要：The purpose of this article is to facilitate a reconsideration of what the authors consider to be a mistaken belief among personnel psychologists-the belief that supervisory ratings of job performance are not biased on the basis of race. In this article, the authors reviewed the current literature, reexamined the data, and concluded that the research on which this mistaken belief is based clearly demonstrates that racial bias may indeed exist and is significant, both in statistical and practic...
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作者：Marks, MA; DeChurch, LA; Mathieu, JE; Panzer, FJ; Alonso, A
作者单位：George Mason University; State University System of Florida; Florida International University; University of Connecticut; American Institutes for Research
摘要：The authors examined how networks of teams integrate their efforts to succeed collectively. They proposed that integration processes used to align efforts among multiple teams are important predictors of multiteam performance. The authors used a multiteam system (MTS) simulation to assess how both cross-team and within-team processes relate to NITS performance over multiple performance episodes that differed in terms of required interdependence levels. They found that cross-team processes pred...
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作者：Lievens, F; Buyse, T; Sackett, PR
作者单位：Ghent University; University of Minnesota System; University of Minnesota Twin Cities
摘要：This study is part of a trend of examining noncognitive predictors, for example, a situational judgment test (SJT), as supplements to cognitive predictors for making college admission decisions. The authors examined criterion data over multiple academic years and universities. The criterion domain was broadly conceptualized, including both cognitive and interpersonal domains. The sample consisted of 7,197 candidates of the Medical and Dental Studies Admission Exam in Belgium. Results confirmed...
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作者：Liao, H; Rupp, DE
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Rutgers University System; Rutgers University New Brunswick
摘要：In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavio...
