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作者：Duhachek, A; Iacobucci, D
作者单位：Northwestern University
摘要：This research presents the inferential statistics for Cronbach's coefficient alpha on the basis of the standard statistical assumption of multivariate normality. The estimation of alpha's standard error (ASE) and confidence intervals are described, and the authors analytically and empirically investigate the effects of the components of these equations. The authors then demonstrate the superiority of this estimate compared with previous derivations of ASE in a separate Monte Carlo simulation. ...
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作者：Judge, TA; Piccolo, RF
作者单位：State University System of Florida; University of Florida
摘要：This study provided a comprehensive examination of the full range of transformational, transactional, and laissez-faire leadership. Results (based on 626 correlations from 87 sources) revealed an overall validity of .44 for transformational leadership, and this validity generalized over longitudinal and multisource designs. Contingent reward (.39) and laissez-faire (-.37) leadership had the next highest overall relations; management by exception (active and passive) was inconsistently related ...
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作者：Goodman, JS; Wood, RE
作者单位：University of Connecticut; University of New South Wales Sydney
摘要：Although increasing feedback specificity is generally beneficial for immediate performance, it can undermine certain aspects of the learning needed for later, more independent performance. The results of the present transfer experiment demonstrate that the effects of increasing feedback specificity on learning depended on what was to be learned, and these effects were partially mediated through the opportunities to learn how to respond to different task conditions during practice. More specifi...
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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：Totterdell, P; Wall, T; Holman, D; Diamond, H; Epitropaki, O
作者单位：University of Sheffield
摘要：The relationship between organizational networks and employees' affect was examined in 2 organizations. In Study 1, social network analysis of work ties and job-related affect for 259 employees showed that affect converged within work interaction groups. Similarity of affect between employees depended on the presence of work ties and structural equivalence. Affect was also related to the size and density of employees' work networks. Study 2 used a 10-week diary study of 31 employees to examine...
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作者：Cable, DM; Edwards, JR
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Complementary and supplementary fit represent 2 distinct traditions within the person-environment fit paradigm. However, these traditions have progressed in parallel but separate streams. This article articulates the theoretical underpinnings of the 2 traditions, using psychological need fulfillment and value congruence as prototypes of each tradition. Using a sample of 963 adult employees ranging from laborers to executives, the authors test 3 alternative conceptual models that examine the co...
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作者：Bono, JE; Judge, TA
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; University of Florida
摘要：This study was a meta-analysis of the relationship between personality and ratings of transformational and transactional leadership behaviors. Using the 5-factor model of personality as an organizing framework, the authors accumulated 384 correlations from 26 independent studies. Personality traits were related to 3 dimensions of transformational leadership-idealized influence-inspirational motivation (charisma), intellectual stimulation, and individualized consideration-and 3 dimensions of tr...
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作者：Doerr, KH; Freed, T; Mitchell, TR; Schriesheim, CA; Zhou, XH
作者单位：United States Department of Defense; United States Navy; Naval Postgraduate School; University of Washington; University of Washington Seattle; University of Miami
摘要：Work flow policies are shown to induce a change in average between-workers variability (worker heterogeneity) and within-worker variability in performance times. In a laboratory experiment, the authors measured the levels of worker heterogeneity and within-worker variability under an individual performance condition, a work sharing condition, and a fixed assignment condition. The work sharing policy increased the levels of worker heterogeneity and worker variability, whereas the fixed assignme...
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作者：Thoresen, CJ; Bradley, JC; Bliese, PD; Thoresen, JD
作者单位：Tulane University
摘要：This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories-or systematic patterns of performance growth-in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated...
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作者：Chattopadhyay, P; George, E; Lawrence, SA
作者单位：University of New South Wales Sydney; University of Queensland
摘要：Although relational demographers have based their arguments on self-categorization theory, they have paid little attention to the underlying processes associated with this theory. The authors examined whether demographic dissimilarity affects individuals' identification with groups by affecting the group's prototype valence and clarity and the individual's perceptions of self-prototypicality. The data showed that the proportion of women and non-Australians in 34 work groups negatively influenc...
