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作者：De Cremer, D; van Knippenberg, D
作者单位：Maastricht University; University of Amsterdam
摘要：The present research examined the effect of leaders' procedural fairness and perceived charisma on an important organizational process: cooperation. Both charisma and procedural fairness were predicted to have a positive effect on cooperation, and procedural fairness and charisma were predicted to interact such that their effects are stronger alone than in conjunction. Results from a scenario experiment, a cross-sectional survey, and a laboratory experiment supported these predictions. Results...
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作者：Holtom, BC; Lee, TW; Tidd, ST
作者单位：Marquette University; University of Washington; University of Washington Seattle; Vanderbilt University
摘要：Research investigating differences in attitudes among full-time and part-time employees has a long history. Unfortunately, the empirical results have been mixed and conflicting. To resolve inconsistencies in prior research, the authors conducted 2 studies. In the 1st study, the authors developed a measure of work status congruence, which measures the degree to which employers match employee preferences for full-time or part-time status, schedule, shift, and number of hours. The authors hypothe...
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作者：Truxillo, DM; Bauer, TN; Campion, MA; Paronto, ME
作者单位：Portland State University; Portland State University; Purdue University System; Purdue University
摘要：Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal Study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and I month later when applicants received their results. Information moderated the relation...
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作者：Judge, TA; Bono, JE; Ilies, R; Gerhardt, MW
作者单位：State University System of Florida; University of Florida; University of Minnesota System; University of Minnesota Twin Cities; University of Iowa
摘要：This article provides a qualitative review of the trait, perspective in leadership research, followed by a meta-analysis. The authors used the five-factor model as an organizing framework and meta-analyzed 222 correlations from 73 samples. Overall, the correlations with leadership were Neuroticism = -.24, Extraversion = .31, Openness to Experience = .24, Agreeableness = .08, and Conscientiousness = .28. Results indicated that the relations of Neuroticism, Extraversion, Openness to Experience, ...
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作者：Kirchmeyer, C
作者单位：Wayne State University
摘要：The author examined gender. roles among midlife managers over a 4-year period and the effects of career experiences. The findings supported a conceptualization of personality as relatively enduring but still open, to change. Masculinity and femininity demonstrated differential stability and absolute stability, except in the case of women's. femininity. Its magnitude decreased. At the same time, income change, promotion, and having a protege were associated with increased masculinity and income...
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作者：Judge, TA; Ilies, R
作者单位：State University System of Florida; University of Florida
摘要：This article provides a meta-analysis of the relationship between the five-factor model of personality and 3 central theories of performance motivation (goal-setting, expectancy, and self-efficacy motivation). The quantitative review includes 150 correlations from 65 studies. Traits were organized according to the five-factor model of personality. Results indicated that Neuroticism (average validity = -.31) and Conscientiousness (average validity = .24) were the strongest and most consistent c...
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作者：Chen, GL; Bliese, PD
作者单位：University System of Georgia; Georgia Institute of Technology; United States Department of Defense; United States Army; Walter Reed Army Institute of Research (WRAIR)
摘要：This study identified potential discontinuities in the antecedents of efficacy beliefs across levels of analysis, with a particular focus on the role of leadership climate at different organizational levels. Random coefficient modeling analyses conducted on data collected from 2,585 soldiers in 86 combat units confirmed that soldiers I experience, role clarity, and psychological strain predicted self-efficacy to a greater extent than did leadership climate. Also, leadership climate at a higher...
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作者：Horowitz, IA; Bordens, KS
作者单位：Oregon State University; Purdue University System; Indiana University Purdue University Fort Wayne
摘要：A total of 567 jury-eligible men and women who were assigned to 6- or 12-person juries saw a videotaped civil trial that contained either I or 4 plaintiffs. Half the juries took notes, whereas the remainder did not. Six-person juries that did not take notes awarded multiple plaintiffs the highest amounts of compensation. Six-person juries also gave the highest punitive damages when they did not take notes and judged multiple plaintiffs. The punitive awards of 6-person juries were highly variab...
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作者：Offermann, LR; Malamut, AB
作者单位：George Washington University
摘要：Using cases of harassment by leaders, the authors examined the effects of target perceptions of leader responses to sexual harassment and whether leader implementation of harassment policies made a difference beyond the impact of the policies themselves. Results showed that women who perceived that leaders made honest efforts to stop harassment felt significantly freer to report harassment, were more satisfied with the complaint process, and reported greater commitment than did those viewing l...
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作者：Potter, PT; Smith, BW; Strobel, KR; Zautra, AJ
作者单位：United States Department of Defense; United States Air Force; Arizona State University; Arizona State University-Tempe; Old Dominion University
摘要：The within-person influence of interpersonal stressors on affective well-being and physical well-being was investigated for 109 women with and without arthritis. Participants were interviewed on a weekly basis for 12 consecutive weeks, and the prospective data were analyzed by using hierarchical linear modeling. Overall, interpersonal workplace stressors independently predicted both well-being outcomes. Interpersonal stressors outside the workplace were related to negative affect but not to ar...
