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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：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：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：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), ...
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作者：LePine, JA
作者单位：State University System of Florida; University of Florida
摘要：The present study extended research on relationships between individual differences and individual-level adaptation (J. A. LePine, J. A. Colquitt, & A. Erez, 2000). This study focused on team-level relationships (N = 73 teams) and demonstrated that after an unforeseen change in the task context, performance was superior for teams with members who had higher cognitive ability, achievement, and openness and who had lower dependability. These relationships were mediated by a measure of role struc...
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作者：Brett, JM; Stroh, LK
作者单位：Northwestern University; Loyola University Chicago
摘要：The authors investigated why some managers work extreme hours, defined as 61 or more hours per week. The authors tested explanations drawn from theories including the work-leisure tradeoff, work as an emotional respite, social contagion, and work as its own reward. In a demographically homogeneous sample of male managers, the best explanations for why some worked 61 or more hours per week were the financial and psychological rewards they received from doing so. The hypothesis derived from A. H...
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作者：Ben-Shakhar, G; Elaad, E
作者单位：Hebrew University of Jerusalem
摘要：The authors performed a meta-analysis based on 169 conditions, gathered from 80 laboratory studies, to estimate the validity of the Guilty Knowledge Test (GKT) with the electrodermal measure. The overall average effect size was 1.55, but there were considerable variations among studies. In particular, mock-crime studies produced the highest average effect size (2.09). Three additional moderators were identified: Motivational instructions, deceptive (no) verbal responses, and the use of at leas...
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作者：Bandura, A; Locke, EA
作者单位：Stanford University; University System of Maryland; University of Maryland College Park
摘要：The authors address the verification of the functional properties of self-efficacy beliefs and document how self-efficacy beliefs operate in concert with goal systems within a sociocognitive theory of self-regulation in contrast to the focus of control theory on discrepancy reduction. Social cognitive theory posits proactive discrepancy production by adoption of goal challenges working in concert with reactive discrepancy reduction in realizing them. Converging evidence from diverse methodolog...
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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...
