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作者：Bond, FW; Bunce, D
作者单位：University of London; Goldsmiths University London
摘要：Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes...
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作者：Ryan, AM; West, BJ; Carr, JZ
作者单位：Michigan State University
摘要：Much has been stated in the popular press about the effects of the events of 9/11/01 on employee attitudes about work. This study examined a large sample (N = 70,671) of employees of a multinational manufacturer whose annual employee survey data collection was interrupted by the events. After demonstrating measurement equivalence across time and countries, changes in attitudes pre- and post-9/11 were examined. Only negligible differences were found in Job Satisfaction, Supervisor Evaluation, S...
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作者：Ambrose, ML; Schminke, M
作者单位：State University System of Florida; University of Central Florida
摘要：Organizational justice researchers recognize the important role organization context plays in justice perceptions, yet few studies systematically examine contextual variables. This article examines how I aspect of context-organizational structure-affects the relationship between justice perceptions and 2 types of social exchange relationships, organizational and supervisory. The authors suggest that under different structural conditions, procedural and interactional justice will play different...
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作者：Kark, R; Shamir, B; Chen, G
作者单位：Bar Ilan University; Bar Ilan University; Hebrew University of Jerusalem; University System of Georgia; Georgia Institute of Technology
摘要：Followers' identification with the leader and the organizational unit, dependence on the leader, and empowerment by the leader are often attributed to transformational leadership in organizations. However, these hypothesized outcomes have received very little attention in empirical studies. Using a sample of 888 bank employees working under 76 branch managers, the authors tested the relationships between transformational leadership and these outcomes. They found that transformational leadershi...
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作者：Scullen, SE; Mount, MK; Judge, TA
作者单位：North Carolina State University; University of Iowa; State University System of Florida; University of Florida
摘要：The construct validity of developmental ratings of managerial performance was assessed by using 2 data sets, each based on a different 360degrees rating instrument. Specifically, the authors investigated the nature of the constructs measured by developmental ratings, the structural relationships among those constructs, and the generalizability of results across 4 rater perspectives (boss, peer, subordinate, and self). A structure with 4 lower order factors (Technical Skills, Administrative Ski...
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作者：Salgado, JF; Anderson, N; Moscoso, S; Bertua, C; de Fruyt, F; Rolland, JP
作者单位：Universidade de Santiago de Compostela; University of Amsterdam; University of London; Goldsmiths University London; Ghent University; Universite Paris Nanterre
摘要：A. comprehensive meta-analysis of the validity of general mental ability (GMA) measures across 12 occupational categories in the European Community (EC) is presented. GMA measures showed that there. is validity generalization and large operational validities for job performance and training success in 11 occupational groups. Results also showed that job complexity. moderated the magnitude of the operational validity of GMA tests across three levels of job complexity: low, medium, and high. In ...
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作者：Naquin, CE; Paulson, GD
作者单位：University of Notre Dame; University of Texas System; University of Texas Austin
摘要：The presented study explores the effect of interacting over the Internet on interpersonal trust when bargaining online. Relative to face-to-face negotiations, online negotiations were characterized by (a) lower levels of pre-negotiation trust and (b) lower levels of post-negotiation trust. The reduced levels of pre-negotiation trust in online negotiations (i.e., before any interaction took place) demonstrate that negotiators bring different expectations to the electronic bargaining table than ...
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作者：Sackett, PR; Laczo, RM; Lippe, ZP
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Moderated regression is widely used to examine differential prediction by race or gender. When using multiple predictors in a selection system, guidance as to whether, differential prediction analysis should be conducted on each predictor individually, or on the set of predictors in combination, is lacking. Analyzing predictors individually creates the possibility of an omitted variable problem. Army Project A data were used to examine differential prediction by race with the use of personalit...
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作者：Sacco, JM; Scheu, CR; Ryan, AM; Schmitt, N
作者单位：Michigan State University
摘要：This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews (N = 708 interviewers and 12,203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, although the commonly used D-score and analysis-of-variance-based interaction approaches conducted at the individual level of analysis yielded different results. The disparate results demonstrate the impor...
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作者：Seifert, CF; Yukl, G; McDonald, RA
作者单位：State University of New York (SUNY) System; University at Albany, SUNY; Rensselaer Polytechnic Institute
摘要：The authors compared a feedback workshop with both a no-feedback control group and a comparison group of managers who received a feedback report but no feedback workshop. The multisource feedback was based on ratings of a manager's influence behavior by subordinates, peers, and bosses. Managers in the feedback workshop increased their use of some core influence tactics with subordinates, whereas there was no change in behavior for the control group or for the comparison group. The feedback was...
