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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：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 ...
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作者：Kacmar, KM; Witt, LA; Zivnuska, S; Gully, SM
作者单位：State University System of Florida; Florida State University; University of Louisiana System; University of New Orleans; Rutgers University System; Rutgers University New Brunswick
摘要：The authors tested the hypothesis that communication frequency moderates the relationship between leader-member exchange (LMX) and job-performance ratings. In a study of 188 private sector workers, they found that LMX was more strongly related to job-performance ratings among individuals reporting frequent communication with the supervisor than among those reporting infrequent communication. At high levels of LMX, workers reporting frequent communication with the supervisor received more favor...
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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：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：Avery, DR
作者单位：Saint Joseph's University
摘要：The portrayal of racial diversity in corporate recruitment advertisements has become increasingly common. Despite widespread sentiment that ad diversity attracts a broader scope of applicants, empirical research on this topic is sparse. Consequently, the present study manipulated ad diversity at 2 hierarchical levels to assess its impact on organizational attractiveness for 273 Black and White university students. In contrast to the predictions of relational demography, White viewers exhibited...
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作者：Carr, JZ; Schmidt, AM; Ford, JK; DeShon, RP
作者单位：Michigan State University
摘要：Although workplace climate has been extensively studied, the research has not led to firm conclusions as to its relationship with individual level work outcomes. The authors used C. Ostroff's (1993) taxonomy to organize dimensions labeled as workplace climate and then used meta-analytic techniques to test a path analytic model. The model posited that climate affects individual level outcomes through its impact on underlying cognitive and affective states. An extensive literature search yielded...
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作者：Dierdorff, EC; Wilson, MA
作者单位：North Carolina State University
摘要：Average levels of interrater and intrarater reliability for job analysis data were investigated using meta-analysis. Forty-six studies and 299 estimates of reliability were cumulated. Data were categorized by specificity (generalized work activity or task data), source (incumbents, analysts, or technical experts), and descriptive scale (frequency, importance, difficulty, time-spent, and the Position Analysis Questionnaire). Task data initially produced higher estimates of interrater reliabilit...
