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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：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：Porter, COLH
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：The author examined the predictive validity of goal orientation in teams on both team process and outcome variables. Results indicate that when mean goal orientation scores were used as a way of describing team members' inputs, learning orientation Was related to backing up behavior, efficacy, and commitment. The:relationships between performance orientation and efficacy and commitment, however, Were more-complex and were clarified:when task performance was also taken into account. Performance...
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作者：Keith, N; Frese, M
作者单位：Justus Liebig University Giessen
摘要：In error management training, participants are explicitly encouraged to make errors and learn from them. Error management training has frequently been shown to lead to better performance than conventional trainings that adopt an error avoidant approach. The present study investigated self-regulatory processes mediating this effect. Fifty-five volunteer students learned a computer program under 1 of 3 conditions: error avoidant training, error management training, or error management training s...
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作者：Kammeyer-Mueller, JD; Wanberg, CR; Glomb, TM; Ahlburg, D
作者单位：State University System of Florida; University of Florida; University of Minnesota System; University of Minnesota Twin Cities
摘要：To better understand the process of organizational withdrawal, a turnover model incorporating dynamic predictors measured at 5 distinct points in time was examined by following a large occupationally and organizationally diverse sample over a 2-year period. Results demonstrated that turnover can be predicted by perceived costs of turnover, organizational commitment, and critical events measured soon after entry into the organization. Occupational unemployment rates, job satisfaction, and searc...
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作者：Brown, SP; Westbrook, RA; Challagalla, G
作者单位：University of Houston System; University of Houston; Rice University; University System of Georgia; Georgia Institute of Technology
摘要：The authors examined the moderating effects of coping tactics on. the relationship between negative emotion and work performance. Findings indicate an adverse effect of emotion on performance; however, this effect is moderated by coping tactics. Venting (expressing one's negative feelings to others) amplified the adverse effects of negative emotion. Self-control had mixed effects: On one hand, it buffered the adverse effects of negative-emotion, yet on the other hand, it had a negative direct ...
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作者：Zohar, D; Luria, G
作者单位：Technion Israel Institute of Technology; Institute for Work & Health
摘要：Organizational climates have been investigated separately at organization and subunit levels. This article tests a multilevel model of safety climate, covering both levels of analysis. Results indicate that organization-level and group-level climates are globally aligned, and the effect of organization climate on safety behavior is fully mediated by group climate level. However, the data also revealed meaningful group-level variation in a single organization, attributable to supervisory discre...
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作者：MacKenzie, SB; Podsakoff, PM; Jarvis, CB
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; Arizona State University; Arizona State University-Tempe
摘要：The purpose of this study was to review the distinction between formative- and reflective-indicator measurement models, articulate a set of criteria for deciding whether measures are formative or reflective, illustrate some commonly researched constructs that have formative indicators, empirically test the effects of measurement model misspecification using a Monte Carlo simulation, and recommend new scale development procedures for latent constructs with formative indicators. Results of the M...
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作者：Coyle-Shapiro, JAM; Conway, N
作者单位：University of London; London School Economics & Political Science; University of London; Birkbeck University London
摘要：The authors surveyed 347 public sector employees on 4 measurement occasions, to investigate the conceptual distinctiveness of the psychological contract and perceived organizational support (POS) and how they are associated over time. Results support the distinctiveness of the 2 concepts. In terms of their interrelationships over time, by drawing on psychological contract theory the authors found. little support for a reciprocal relationship between POS and psychological contract fulfillment. ...
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作者：Laczo, RM; Sackett, PR; Bobko, P; Cortina, JM
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Gettysburg College; George Mason University
摘要：The authors discuss potential confusion in conducting primary studies and meta-analyses on the basis of differences between groups. First, the authors show that a formula for the sampling error of the standardized mean difference (d) that is based on equal group sample sizes can produce substantially biased results if applied with markedly unequal group sizes. Second, the authors show that the same concerns are present when primary analyses or meta-analyses are conducted with point-biserial co...
