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作者：Ilies, R; Judge, TA
作者单位：State University System of Florida; University of Florida
摘要：In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks-the five-factor model and positive affectivity-negative affectivity (PA-NA)-and behavioral- genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed...
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作者：Bunderson, JS; Sutcliffe, KA
作者单位：Washington University (WUSTL); University of Michigan System; University of Michigan
摘要：Although research has suggested that teams can differ in the extent to which they encourage proactive learning and competence development among their members (a team learning orientation), the performance consequences of these differences are not well understood. Drawing from research on goal orientation and team learning, this article suggests that, although a team learning orientation can encourage adaptive behaviors that lead to improved performance, it is also possible for teams to comprom...
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作者：Bagozzi, RP; Verbeke, W; Gavino, JC Jr
作者单位：Rice University; Rice University; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Asian Institute of Management
摘要：In this study, the authors investigated how salespeople within an interdependent-based culture (the Philippines) and an independent-based culture (the Netherlands) experience and self-regulate shame. Filipino and Dutch employees were found to experience shame as a consequence of customer actions in largely similar ways (i.e., for both, shame is a painful self-conscious emotion with unique physiological/ behavioral urges, self-focused attention, and felt threat to the core self) but have differ...
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作者：Witt, LA; Ferris, GR
作者单位：University of Louisiana System; University of New Orleans; State University System of Florida; Florida State University
摘要：The authors conducted 4 studies to test the hypothesis that the relationship between Conscientiousness and job performance reflecting interpersonal effectiveness is more strongly positive among workers who are higher rather than lower in social skill. Results of hierarchical moderated regression analyses supported the hypothesis in all 4 studies. Among workers high in social skill, Conscientiousness was positively related to performance. Among workers low in social skill, the relationship betw...
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作者：Ambrose, ML; Cropanzano, R
作者单位：State University System of Florida; University of Central Florida; University of Colorado System; University of Colorado Boulder; Colorado State University System; Colorado State University Fort Collins
摘要：Most organizational justice research takes a cross-sectional approach to examining the relationship between perceived fairness and individuals' attitudes. This study examines the effect of procedural and distributive justice over time. It is suggested that individuals acquire more information and experience with procedures and outcomes over time. These changes in information and experience affect the influence of procedural and distributive justice on organizational attitudes. Faculty percepti...
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作者：Cropanzano, R; Rupp, DE; Byrne, ZS
作者单位：Colorado State University System; Colorado State University Fort Collins; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few excepti...
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作者：Kirk, AK; Brown, DF
作者单位：Monash University; La Trobe University
摘要：The concept of a maximum-typical performance dimension has received theoretical and empirical support in research on the construct of job performance. The critical distinction between maximum and typical performance resides in the postulate that under maximum test conditions motivational factors will be constant and maximal. The present study challenges the notion of the maximum performance paradigm by testing the effects of proximal (self-efficacy) and distal (need for achievement) motivation...
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作者：Beal, DJ; Cohen, RR; Burke, MJ; McLendon, CL
作者单位：Purdue University System; Purdue University; Avon Products; Tulane University
摘要：Previous meta-analytic examinations of group cohesion and performance have focused primarily on contextual factors. This study examined issues relevant to applied researchers by providing a more detailed analysis of the criterion domain. In addition, the authors reinvestigated the role of components of cohesion using more modern meta-analytic methods and in light of different types of performance criteria. The results of the authors' meta-analyses revealed stronger correlations between cohesio...
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作者：Maurer, TJ; Weiss, EM; Barbeite, FG
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：Eight hundred employees from across the U.S. work force participated in a detailed 13-month longitudinal study of involvement in learning and development activities. A new model was posited and tested in which the hypothesized sequence was as follows: worker age --> individual and situational antecedents --> perceived benefits of participation and self-efficacy for. development --> attitudes toward development --> intentions to participate --> participation. The results depict a person who is ...
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作者：Parker, SK
作者单位：University of New South Wales Sydney; University of Sydney
摘要：The author discusses results from a 3 year quasi-experimental field study (N = 368), which suggest negative effects on employee outcomes after the implementation of 3 lean production practices: lean teams, assembly lines, and workflow formalization. Employees in all lean production groups were negatively affected, but those in assembly lines fared the worst, with reduced organizational commitment and role breadth self-efficacy and increased job depression. A nonequivalent control group had no ...
