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作者：Grandey, AA; Fisk, GM; Steiner, DD
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Universite Cote d'Azur
摘要：Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser exten...
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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：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...
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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：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：Wilk, SL; Moynihan, LM
作者单位：University of Pennsylvania; University of London; London Business School
摘要：This field study examined the effect of supervisory regulation of display rules-the rules about what kind of emotion to express on the job (R. Ekman, 1992; A. Rafaeli & R. I. Sutton, 1987)-on the emotional exhaustion of subordinates. On the basis of a sample of 940 call center employees, the authors found that worker emotional exhaustion varied across supervisors within jobs, suggesting that emotion work is influenced at the supervisory, rather than job, level. Moreover, the authors found that...
