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作者：Schmidt, FL; Zimmerman, RD
作者单位：University of Iowa
摘要：This study found mixed support for the hypothesis that the difference in criterion-related validity between unstructured and structured employment interviews is due solely to the greater reliability of structured interviews. Using data from prior meta-analyses, this hypothesis was tested in 4 data sets by using standard psychometric procedures to remove the effects of measurement error in interview scores from correlations with rated job performance and training performance. In the 1st data se...
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作者：Colquitt, JA
作者单位：State University System of Florida; University of Florida
摘要：This article reported the results of 2 studies that examined reactions to procedural justice in teams. Both studies predicted that individual members' reactions would be driven not just by their own procedural justice levels but also by the justice experienced by other team members. Study I examined intact student teams, whereas Study 2 occurred in a laboratory setting. The results showed that individual members' own justice interacted with others' justice, such that higher levels of role perf...
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作者：Judge, TA; Cable, DM
作者单位：State University System of Florida; University of Florida; University of North Carolina; University of North Carolina Chapel Hill
摘要：In this article, the authors propose a theoretical model of the relationship between physical height and career success. We then test several linkages in the model based on a meta-analysis of the literature, with results indicating that physical height is significantly related to measures of social esteem (rho = .41), leader emergence (rho = .24), and performance (rho = .18). Height was somewhat more strongly related to success for men (rho = .29) than for women (rho = .21), although this diff...
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作者：Hui, C; Lee, C; Rousseau, DM
作者单位：Northeastern University; Chinese University of Hong Kong; Carnegie Mellon University; Carnegie Mellon University
摘要：This study examined the generalizability of psychological contract forms observed in the West (D. M. Rousseau, 2000) to China. Using 2 independent samples, results confirmed the generalizability of 3 psychological contract forms: transactional, relational, and balanced. This study also examined the nature of relationships of psychological contracts with organizational citizenship behavior (OCB). In particular, this study explored the role of instrumentality as a mediating psychological process...
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作者：Oswald, FL; Schmit, N; Kim, BH; Ramsay, LJ; Gillespie, MA
作者单位：Michigan State University
摘要：This article describes the development and validation of a biographical data (biodata) measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes. These measures provided incremental validity when considered in combination with standardized college-entrance tests (i.e., SAT/ACT) and a measure of Big Five personality constructs. Racial subgroup mean differences were much smaller on the biodata and SJI measures than on the standa...
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作者：Maruping, LA; Agarwal, R
作者单位：University System of Maryland; University of Maryland College Park
摘要：This article addresses the broad question, How can virtual teams that manage a majority of their interactions through information and communication technologies (ICTs) be made more effective? Focusing specifically on interpersonal interactions, the task-technology fit paradigm is used as the foundation for a theoretical model that seeks to identify how such teams can match available communication technologies to the different types of interpersonal interactions in which they engage. The author...
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作者：van Knippenberg, D; De Dreu, CKW; Homan, AC
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Amsterdam
摘要：Research on the relationship between work group diversity and performance has yielded inconsistent results. To address this problem, the authors propose the categorization-elaboration model (CEM), which reconceptualizes and integrates information/decision making and social categorization perspectives on work-group diversity and performance.. The CEM incorporates mediator and moderator variables that typically have been ignored In diversity research and incorporates the view that information/de...
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作者：Caldwell, SD; Herold, DA; Fedor, DB
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：Organizational behavior literature has not typically viewed person-environment (P-E) fit as an outcome of change. Whereas the study of antecedents to employees' fit with their work environment has largely been restricted to the selection and socialization of newcomers, this study examines individuals' perceptions of changes in P-E fit in relation to organizational changes occurring in 34 different organizational work units. Results suggest that the relationships between organizational change a...
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作者：Heilman, ME; Wallen, AS; Fuchs, D; Tamkins, MM
作者单位：New York University; Columbia University; Columbia University Teachers College
摘要：A total of 242 subjects participated in 3 experimental studies investigating reactions to a woman's success in a male gender-typed job. Results strongly supported the authors' hypotheses, indicating that (a) when women are acknowledged to have been successful, they are less liked and more personally derogated than equivalently successful men (Studies 1 and 2); (b) these negative reactions occur only when the success is in an arena that is distinctly male in character (Study 2); and (c) being d...
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作者：Goodman, JS; Wood, RE; Hendrickx, M
作者单位：University of Connecticut; University of New South Wales Sydney; State University of New York (SUNY) System; Binghamton University, SUNY
摘要：Greater feedback specificity is generally considered to be beneficial for performance and learning, but the evidence for this generalization is limited. The authors argue that increasing the specificity of feedback is beneficial for initial performance but discourages exploration and undermines the learning needed for later, more independent performance. The results of their transfer experiment demonstrate that increasing the specificity of feedback positively affected practice performance, bu...
