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作者：Dionne, SD; Yammarino, FJ; Atwater, LE; James, LR
作者单位：State University of New York (SUNY) System; Binghamton University, SUNY; State University of New York (SUNY) System; Binghamton University, SUNY; Arizona State University; Arizona State University-Downtown Phoenix; University of Tennessee System; University of Tennessee Knoxville
摘要：The purpose of this research was to examine alternative models of substitutes for leadership theory given the general lack of empirical support for the moderating effects postulated by the theory. On this basis, the research posited that the effects of substitutes also could be conceptualized as mediated relations. The research examined moderated and mediated relations for several sets of leader behaviors and substitutes that have been examined in the literature. The research design sampled 49...
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作者：Bateman, TS; O'Neill, H; Kenworthy-U'Ren, A
作者单位：University of Virginia; University of North Carolina; University of North Carolina Chapel Hill; Bond University
摘要：To embed goal theories more deeply in the domain of top-level leadership behavior and to provide a vehicle to facilitate future research, the authors developed a taxonomy of managerial goals. Interviews with 75 company leaders-founders and presidents-from 3 countries generated 2,182 articulated goals. Content analysis supported 2 taxonomic dimensions: goal content and hierarchical level. The goal content dimension specified 10 categories of substantive goal targets, and the second dimension ca...
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作者：Wright, TA; Bonett, DG
作者单位：Nevada System of Higher Education (NSHE); University of Nevada Reno; Iowa State University; Iowa State University
摘要：This meta-analysis investigated the correlation between attitudinal commitment and job performance for 3,630 employees obtained from 27 independent studies across various levels of employee tenure. Controlling for employee age and other nuisance variables, the authors found that tenure had a very strong nonlinear moderating effect on the commitment-performance correlation, with correlations tending to decrease exponentially with increasing tenure. These findings do not appear to be the result ...
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作者：Ben-Shakhar, G; Elaad, E
作者单位：Hebrew University of Jerusalem
摘要：The effect of question repetition and variation on the efficiency of the Guilty Knowledge Test (GKT), based on electrodermal and respiration measures, was examined in a between-subjects experiment with 3 conditions. Each participant was presented with a sequence of 12 biographical questions. In Condition 1, a single question was repeated 12 times; in Condition 4, each of 4 different questions was repeated 3 times; and in Condition 12, 12 different questions were used. A monotonic relationship ...
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作者：Wenzel, M
作者单位：Australian National University
摘要：Previous research has yielded inconsistent evidence for the impact of justice perceptions on tax compliance. This article suggests a more differentiated view on the basis of 2 congenial theories of procedural and distributive justice. The group-value model and a categorization approach argue that taxpayers are more concerned about justice and less about personal outcomes when they identify strongly with the inclusive category within which procedures and distributions apply. Regression analyses...
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作者：Hollenbeck, JR; Moon, H; Ellis, APJ; West, BJ; Ilgen, DR; Sheppard, L; Porter, COLH; Wagner, JA III
作者单位：Michigan State University; Michigan State University
摘要：This article develops and tests a structurally based, integrated theory of person-team fit. The theory developed is an extension Of Structural contingency theory and considers issues of external Fit simultaneously with its examination of internal Fit at the team level. Results from 80 teams working on an interdependent team task indicate that divisional structures demand high levels of cognitive ability on the part of teammembers However, the advantages of high cognitive ability in divisional ...
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作者：Harter, JK; Schmidt, FL; Hayes, TL
作者单位：Gallup, Inc.; University of Iowa
摘要：Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in man...
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作者：Marks, MA; Sabella, MJ; Burke, CS; Zaccaro, SJ
作者单位：State University System of Florida; Florida International University; Bayer AG; Bayer Healthcare Pharmaceuticals; State University System of Florida; University of Central Florida; George Mason University
摘要：The authors examined the role of cross-training in developing shared team-interaction mental models, coordination, and performance in a 2-experiment study using computer simulation methodology (for Experiment 1, N = 45 teams; for Experiment 2, N = 49 teams). Similar findings emerged across the 2 experiments. First, cross-training enhanced the development of shared team-interaction models. Second, coordination mediated the relationship between shared mental models and team performance. However,...
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作者：Olson-Buchanan, JB; Boswell, WR
作者单位：California State University System; California State University Fresno; Texas A&M University System; Texas A&M University College Station
摘要：This study extends prior research on voice, loyalty, and postvoice outcomes by examining a variety of methods by which an employee may choose to voice a dispute. The authors argue that more loyal employees may prefer and use less formal methods to voice discontent and that the use of less formal voice methods relates to less job search activity and lower intent to quit. This study also investigated the interrelation between loyalty, voice method, and satisfaction with the attempt to resolve th...
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作者：Elfenbein, HA; Ambady, N
作者单位：Harvard University
摘要：Emotion recognition, the most reliably validated component within the construct of emotional intelligence, is a complicated skill. Although emotion recognition skill is generally valued in the workplace, eavesdropping, or relatively better recognition ability with emotions expressed through the less controllable leaky nonverbal channels, can have detrimental social and workplace consequences. In light of theory regarding positive emotion in organizations, as well as research on the consequence...
