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作者：Susskind, AM; Kacmar, KM; Borchgrevink, CP
作者单位：Cornell University; State University System of Florida; Florida State University; Michigan State University
摘要：The authors proposed and tested a model describing the relationship between customer service providers' perceptions and attitudes toward their service-related duties and their customers' perceptions of satisfaction with their service experiences. Results indicated that the perception of having standards for service delivery in an organization is strongly related to line-level employees' perceptions of support from coworkers and supervisors. Perceived support from coworkers was significantly re...
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作者：Baltes, BB; Heydens-Gahir, HA
作者单位：Wayne State University
摘要：Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF)...
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作者：Chapman, DS; Uggerslev, KL; Webster, J
作者单位：University of Calgary; Queens University - Canada
摘要：This field study examined applicant reactions (N = 802) toward face-to-face as compared with technology-mediated interviews (through videoconferencing or by telephone) for 346 organizations. Face-to-face interviews were perceived as more fair and led to higher job acceptance intentions than were videoconferencing and telephone interviews. Perceived inter-view outcomes were higher with face-to-face and telephone interviews over videoconferencing. Self-monitoring moderated the relationship betwe...
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作者：Hofmann, DA; Morgeson, FP; Gerras, SJ
作者单位：University of North Carolina; University of North Carolina Chapel Hill; Michigan State University; Michigan State University's Broad College of Business
摘要：The present study integrates role theory, social exchange, organizational citizenship, and climate research to suggest that employees will reciprocate implied obligations of leadership-based social exchange (e.g., leader-member exchange [LMX]) by expanding their role and behaving in ways consistent with contextual behavioral expectations (e.g., work group climate). Using safety climate as an exemplar, the authors found that the relationship between LMX and subordinate safety citizenship role d...
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作者：Roth, PL; Huffcutt, AI; Bobko, P
作者单位：Clemson University; Bradley University; Gettysburg College
摘要：The authors conducted a new meta-analysis of ethnic group differences in job performance. Given a substantially increased set of data as compared with earlier analyses, the authors were able to conduct analyses of Black-White differences within more homogeneous categories of job performance and to reexamine findings on objective versus subjective measurement. Contrary to one perspective sometimes adopted in the field, objective measures are associated with very similar, if not somewhat larger,...
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作者：Austin, JR
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Previous research on transactive memory has found a positive relationship between transactive memory system development and group performance in single project laboratory and ad hoc groups. Closely related research on shared mental models and expertise recognition supports these findings. In this study, the author examined the relationship between transactive memory systems and performance in mature, continuing groups. A group's transactive memory system, measured as a combination of knowledge...
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作者：Bagozzi, RP; Bergami, M; Leone, L
作者单位：Rice University; Rice University; University of Bologna; Universita della Campania Vanvitelli
摘要：The authors developed a framework for thinking about motives in goal setting. The reasons for choosing a particular goal are represented in a hierarchical network: of motives. To uncover context-specific motives and their interconnections, the authors propose a procedure based on the elicitation of justifications for one's goal. The authors applied the procedure to the motivation of volunteering to join the Italian Army by officers (N = 151) and 3 groups of enlisted soldiers (Garibaldi Brigade...
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作者：De Dreu, CKW; Weingart, LR
作者单位：University of Amsterdam; Carnegie Mellon University
摘要：This study provides a meta-analysis of research on the associations between relationship conflict, task conflict, team performance, and team member satisfaction. Consistent with past theorizing, results revealed strong and negative correlations between relationship conflict, team performance, and team member satisfaction. In contrast to what has been suggested in both academic research and introductory textbooks, however, results also revealed strong and negative (instead of the predicted posi...
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作者：Murphy, KR; Cronin, BE; Tam, AP
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability tests in organizations. There was consensus that cognitive ability tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with the unique status of cognitive ability were most likely to generate polari...
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作者：Hogan, J; Holland, B
摘要：The authors used socioanalytic theory to understand individual differences in people's performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimated true validities of .43 (Emotional Stability), ...
