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作者：Judge, TA; Ilies, R
作者单位：State University System of Florida; University of Florida; Michigan State University
摘要：The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negative mood was stronger for employees high in trait-...
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作者：Morgeson, FP; Delaney-Klinger, K; Mayfield, MS; Ferrara, P; Campion, MA
作者单位：Michigan State University; Michigan State University's Broad College of Business; Purdue University System; Purdue University; University of Missouri System; University of Missouri Columbia
摘要：Although job analysis is a widely used organizational data collection technique, little research has investigated the extent to which job analysis information is affected by self-presentation processes. This study represents the first direct test of the propositions offered by F. P. Morgeson and M. A. Campion (1997) concerning self-presentation in job analysis measurement. Using an experimental design, the authors examined job incumbent response differences across ability, task, and competency...
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作者：Simpson, PA; Stroh, LK
作者单位：Loyola University Chicago
摘要：This survey study examined the emotional expression content of human resources jobs and how the content varies by gender. On the basis of findings, it appeared that women more often conform to feminine display rules, which require the suppression of negative emotions and the simulation of positive emotions. In contrast, men more often adopted masculine display rules, which require the suppression of positive emotions and the simulation of negative ones. For both men and women, emotional disson...
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作者：Baum, JR; Locke, EA
作者单位：University System of Maryland; University of Maryland College Park
摘要：Previous research on entrepreneurship as well as goal, social-cognitive, and leadership theories has guided hypotheses regarding the relationship between entrepreneurial traits and skill (passion, tenacity, and new resource skill) and situationally specific motivation (communicated vision, self-efficacy, and goals) to subsequent venture growth. Data from 229 entrepreneur-chief executive officers and 106 associates in a single industry were obtained in a 6-year longitudinal study. Structural eq...
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作者：Marcus, B; Schuler, H
作者单位：Technische Universitat Chemnitz; University Hohenheim
摘要：Counterproductive work behaviors have predominantly been investigated at relatively narrow levels, with the focus limited to subsets of the behavioral domain as well as to specific explanatory approaches. This study took a broader perspective with respect to both dependent and independent variables. A sample of German employees from 2 organizations reported on their levels of general counterproductive behavior (GCB). In predicting GCB, M. R. Gottfredson and T. Hirschi's (1990) theory of self-c...
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作者：Bayazit, M; Hammer, TH; Wazeter, DL
作者单位：Cornell University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University
摘要：Methodological problems in studies of union commitment were identified and illustrated with data from 4,641 members and 479 stewards in 297 local teachers' unions. Using a 20-item union commitment scale, results confirmed the existence of 3 substantive factors and I method factor at the individual level of analysis: loyalty to the union, responsibility to the union, willingness to work for the union, and a factor of negatively worded items. Tests of measurement invariance showed that the scale...
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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：Colbert, AE; Mount, MK; Harter, JK; Witt, LA; Barrick, MR
作者单位：University of Iowa; University of Louisiana System; University of New Orleans; Gallup, Inc.
摘要：Previous research on workplace deviance has examined the relationship of either personality or employees situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of the work situation are negatively related to work...
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作者：Glomb, TM; Kammeyer-Mueller, JD; Rotundo, M
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; University of Florida; University of Toronto
摘要：The concept of emotional labor demands and their effects on workers has received considerable attention in recent years, with most studies concentrating on stress, burnout, satisfaction, or other affective outcomes. This study extends the literature by examining the relationship between emotional labor demands and wages at the occupational level. Theories describing the expected effects of job demands and working conditions on wages are described. Results suggest that higher levels of emotiona...
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作者：Lim, BC; Ployhart, RE
作者单位：George Mason University
摘要：This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only .18 across the typical and maximum contexts. Furthermore, transformational leadershi...
