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作者：DeShon, RP; Kozlowski, SWJ; Schmidt, AM; Milner, KR; Wiechmann, D
作者单位：Michigan State University
摘要：When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals ...
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作者：Boswell, WR; Boudreau, JW; Dunford, BB
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Cornell University
摘要：The authors investigate a previously overlooked yet important objective for employee job search-seeking leverage against the current employer. They explore the outcomes and correlates of leverage-seeking search and how it may differ from the more traditional objective for engaging in job search-to change jobs. Results show that leverage-seeking and separation-seeking search objectives associate with different outcomes. The authors also find that characteristics of the work situation and indivi...
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作者：Langfred, CW; Moye, NA
作者单位：Washington University (WUSTL); Vanderbilt University
摘要：A model explaining the relationship between task autonomy and performance is proposed that incorporates 3 different causal mechanisms. The performance benefits of task autonomy may be realized by increased motivation (motivational mechanisms), by capitalization of information asymmetries (informational mechanisms), or by better alignment with task and organizational structures (structural mechanisms). Further, it is proposed that these performance benefits are moderated by a variety of variabl...
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作者：Vancouver, JB; Tischner, EC
作者单位：University System of Ohio; Ohio University
摘要：Control theories claim that information about performance is often used by multiple goal systems. A proposition tested here was that performance information can create discrepancies in self-concept goals, directing cognitive resources away from,the task goal system. To manipulate performance information, 160 undergraduates were given false positive or false negative normative feedback while working on a task that did or did not require substantial cognitive resources.' Half of the participants...
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作者：Meyer, JP; Becker, TE; Vandenberghe, C
作者单位：Western University (University of Western Ontario); University of Delaware; Universite de Montreal; HEC Montreal
摘要：Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitment is presented as one of several energizing for...
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作者：Ehrhart, MG; Naumann, SE
作者单位：California State University System; San Diego State University; University of the Pacific
摘要：Although the relationship between unit-level organizational citizenship behavior (OCB) and unit outcomes has been well established in recent years, the conceptual development of OCB at the unit level of analysis has not been adequately addressed. In an effort to fill this conceptual gap and to spur future research, the authors apply the literature on group norms to the concept of OCB. The resulting framework suggests a cyclical relationship between individual- and group-level processes and ult...
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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：Aquino, K; Lamertz, K
作者单位：University of Delaware; Concordia University - Canada
摘要：This article proposes a model of the ways in which dyadic interactions between employees who occupy 1 of 4 archetypal social roles in organizations can lead to either episodic or institutionalized patterns of victimization. The model shows how the occurrence of victimization involving these 4 role types is,influenced by organizational variables such as power differences, culture, and access to social capital. The model integrates behavioral and social structural antecedents of victimization to...
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作者：Kinicki, AJ; Prussia, GE; Wu, B; McKee-Ryan, FM
作者单位：Arizona State University; Arizona State University-Tempe; Seattle University; Oregon State University
摘要：This longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performance was assessed 11 months later at the end of the review cycle. Covariance structure analysis supported the convergent and discriminant validity of ...
