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作者：Takeuchi, R; Yun, S; Tesluk, PE
作者单位：University System of Maryland; University of Maryland College Park
摘要：Integrating work-family and cross-cultural adjustment literatures, the researchers proposed and tested a spillover and crossover model of expatriates' cross-cultural adjustment with reciprocal relationships. Spillover effects refer to the influence that expatriate attitudes in a particular domain (e.g., work) have on attitudes in other domains (e.g., nonwork), whereas crossover effects refer to the influence of expatriate attitudes on the spouse's attitudes (and vice versa). Data collected fro...
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作者：Turner, N; Barling, J; Epitropaki, O; Butcher, V; Milner, C
作者单位：University of Sheffield; Queens University - Canada
摘要：Terms such as moral and ethical leadership are used widely in theory, yet little systematic research has related a sociomoral dimension to leadership in organizations. This study investigated whether managers' moral reasoning (n = 132) was associated with the transformational and transactional leadership behaviors they exhibited as perceived by their subordinates (n = 407). Managers completed the Defining Issues Test (J. R. Rest, 1990), whereas their subordinates completed the Multifactor Lead...
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作者：Viswesvaran, C; Schmidt, FL; Ones, DS
作者单位：State University System of Florida; Florida International University; University of Iowa; University of Minnesota System; University of Minnesota Twin Cities
摘要：Meta-analysis was used to cumulate the correlations between super-visor and peer ratings for different dimensions of job performance. The general pattern in the data suggested that raters from the same organizational level disagree as much as raters from different levels. Methods were used to separate the effects of rating difficulty and lack of construct-level convergence on the correlation between supervisor and peer ratings. The authors found complete construct-level convergence for ratings...
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作者：Warren, AR; Nunez, N; Keeny, JM; Buck, JA; Smith, B
作者单位：University of Tennessee System; University of Tennessee at Chattanooga; University of Wyoming
摘要：Hearsay testimony from children's interviewers is increasingly common in sexual abuse trials, but little is known about its effects on juries. In 2 studies, the authors examined college students' perceptions of 3 types of hearsay testimony (an actual interview with a child or an adult interviewer providing either the gist of what that child had said or a verbatim account of the interview). Interviewers were rated as more accurate and truthful than the children. The interview was rated as highe...
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作者：Vancouver, JB; Thompson, CM; Tischner, EC; Putka, DJ
作者单位：University System of Ohio; Ohio University
摘要：Although hundreds of studies have found a positive relationship between self-efficacy and performance, several studies have found a negative relationship when the analysis is done across time (repeated measures) rather than across individuals. W. T. Powers (199 1) predicted this negative relationship based on perceptual control theory. Here, 2 studies are presented to (a) confirm the causal role of self-efficacy and (b) substantiate the explanation. In Study 1, self-efficacy was manipulated fo...
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作者：Herscovitch, L; Meyer, JP
作者单位：Western University (University of Western Ontario)
摘要：Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N.J. Allen, 1991; J. P. Meyer& L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively),...
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作者：van der Zee, KI; Bakker, AB; Bakker, P
作者单位：University of Groningen; Utrecht University
摘要：By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. ...
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作者：Kristof-Brown, AL; Jansen, KJ; Colbert, AE
作者单位：University of Iowa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：The authors report an experimental policy-capturing study that examines the simultaneous impact of person-job (PJ), person-group (PG), and person-organization (PO) fit on work, satisfaction. Using hierarchical linear modeling, the authors determined that all 3 types of fit had important, independent effects on satisfaction. Work experience explained systematic differences in how participants weighted each type of fit. Multiple interactions also showed participants used complex strategies for c...
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作者：Johnson, DE; Erez, A; Kiker, DS; Motowidlo, SJ
作者单位：University of Alabama System; University of Alabama Tuscaloosa; State University System of Florida; University of Florida; University of South Carolina System; University of South Carolina Columbia; University of Minnesota System; University of Minnesota Twin Cities
摘要：Two studies investigated the mediating effects of liking and attributions of motives on the relationship between a ratee's reputation and helpful behaviors and raters' reward decisions. During managerial simulations, raters evaluated individuals after watching videotapes in which the individual's reputation and helpful behaviors were manipulated. Results indicated an interaction effect between reputation and helpful behaviors such that a helpful person with a good reputation received more rewa...
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作者：LePine, JA; Erez, A; Johnson, DE
作者单位：State University System of Florida; University of Florida; University of Alabama System; University of Alabama Tuscaloosa
摘要：This article review the literature on organizational citizenship behavior (OCB) and its dimensions as proposed by D. W. Organ (1988) and other scholars, Although it is assumed that the behavioral dimensions of OCB are distinct from one another, past research has not assessed this assumption beyond factor analysis. Using meta-analysis, the authors demonstrate that there are strong relationships among most of the dimensions and that the dimensions have equivalent relationships with the predictor...
