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作者：Westaby, JD; Lowe, JK
作者单位：Columbia University
摘要：Despite youths' susceptibility to social influence, little research has examined the extent to which social factors impact youths' risk-taking orientation and injury at work. Drawing on social influence and behavioral intention theories, this study hypothesized that perceived supervisory influence, coworker risk taking, and parental risk taking serve as key exogenous variables of risk-taking orientation at work. Risk-taking orientation was further hypothesized to serve as a direct predictor an...
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作者：Heilman, ME; Haynes, MC
作者单位：New York University
摘要：In 3 experimental studies, the authors explored how ambiguity about the source of a successful joint performance outcome promotes attributional rationalization, negatively affecting evaluations of women. Participants read descriptions of a mixed-sex dyad's work and were asked to evaluate its male and female members. Results indicated that unless the ambiguity about individual contribution to the dyad's successful joint outcome was constrained by providing feedback about individual team member ...
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作者：Martell, RF; Evans, DP
作者单位：Montana State University System; Montana State University Bozeman
摘要：The authors developed a source-monitoring procedure to reduce the biasing effects of rater expectations on behavioral measurement. Study participants (N = 224) were given positive or negative information regarding the performance of a group and, after observing the group, were assigned to a source-monitoring or control condition. Raters in the source-monitoring condition were instructed to report only behaviors that evoked detailed memories (remember judgments) and to avoid reporting behaviors...
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作者：Ahearne, M; Mathieu, J; Rapp, A
作者单位：University of Houston System; University of Houston; University of Connecticut; University of Connecticut
摘要：This research focuses on the impact of leadership empowerment behavior (LEB) on customer service satisfaction and sales performance, as mediated by salespeople's self-efficacy and adaptability. Moreover, the authors propose an interactive relationship whereby LEB will be differentially effective as a function of employees' empowerment readiness. The authors' hypotheses are tested using survey data from a sample of 231 salespeople in the pharmaceutical field, along with external ratings of sati...
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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：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：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 ...
