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作者：Bentein, K; Vandenberg, R; Vandenberghe, C; Stinglhamber, F
作者单位：University of Quebec; University of Quebec Montreal; University System of Georgia; University of Georgia; Universite de Montreal; HEC Montreal
摘要：Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the change trajectories such that the steeper the decline...
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作者：Ziegert, JC; Hanges, PJ
作者单位：University System of Maryland; University of Maryland College Park
摘要：This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modem racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist a...
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作者：Hofmann, DA; Jones, LM
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：By viewing behavior regularities at the individual and collective level as functionally isomorphic, a referent-shift compositional model for the Big 5 personality dimensions is developed. On the basis of this compositional model, a common measure of Big 5 personality at the individual level is applied to the collective as a whole. Within this framework, it is also hypothesized that leadership (i.e., transformational, transactional, and passive) would predict collective personality and that col...
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作者：Woehr, DJ; Sheehan, MK; Bennett, W Jr
作者单位：University of Tennessee System; University of Tennessee Knoxville; Texas A&M University System; Texas A&M University College Station; United States Department of Defense; United States Air Force
摘要：Research examining the structure of multisource performance ratings has demonstrated that ratings are a direct function of both who is doing the rating (rating source) as well as what is being rated (performance dimension). A separate line of research has focused on the extent to which performance ratings are equivalent across sources. To date no research has examined the measurement equivalence of multisource ratings within the context of both dimension and rating source direct effects on rat...
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作者：Ahearne, M; Bhattacharya, CB; Gruen, T
作者单位：Boston University; University of Colorado System; University of Colorado at Colorado Springs
摘要：This article presents an empirical test of organizational identification in the context of customer-company (C-C) relationships. It investigates whether customers identify with companies and what the antecedents and consequences of such identification are. The model posits that perceived company characteristics, construed external image, and the perception of the company's boundary-spanning agent lead to C-C identification. In turn, such identification is expected to impact both in-role behavi...
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作者：Ilies, R; Judge, TA
作者单位：Michigan State University; State University System of Florida; University of Florida
摘要：This research focused on the processes individuals use to regulate their goals across time. Two studies examined goal regulation following task performance with 6 samples of participants in a series of 8-trial task performance experiments. The experiments involved: (a) 3 task types, (b) 2 goal types, and (c) actual or manipulated performance feedback referring to the focal participant's own performance or to the participant's performance compared with others' performance. Applying multilevel m...
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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：Heilman, ME; Chen, JJ
作者单位：New York University
摘要：In 2 experimental studies, the authors hypothesized that the performance of altruistic citizenship behavior in a work setting would enhance the favorability of men's (but not women's) evaluations and recommendations, whereas the withholding of altruistic citizenship behavior would diminish the favorability of women's (but not men's) evaluations and recommendations. Results supported the authors' predictions. Together with the results of a 3rd study demonstrating that work-related altruism is t...
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作者：Van Iddekinge, CH; Raymark, PH; Roth, PL
作者单位：Clemson University; Clemson University
摘要：The authors evaluated the extent to which a personality-based structured interview was susceptible to response inflation. Interview questions were developed to measure facets of agreeableness, conscientiousness, and emotional stability. Interviewers administered mock interviews to participants instructed to respond honestly or like a job applicant. Interviewees completed scales of the same 3 facets from the NEO Personality Inventory, under the same honest and applicant-like instructions. Inter...
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作者：Wanberg, CR; Glomb, TM; Song, ZL; Sorenson, S
作者单位：University of Minnesota System; University of Minnesota Twin Cities; National University of Singapore
摘要：Dynamic predictors of job-search intensity over time are examined in a large 10-wave longitudinal study of unemployed individuals. Two sets of variables relevant to the examination of job search from a dynamic, self-regulatory perspective-core self-evaluations (T. A. Judge, A. Erez, & J. E. Bono, 1998) and the theory of planned behavior (I. Ajzen, 1991)-were used to guide our examination. Results suggest core self-evaluation is related to average levels of job-search intensity over time. Job-s...
