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作者：George, JM; Zhou, J
作者单位：Rice University; Rice University; Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas A&M University System; Texas A&M University College Station
摘要：Using a mood-as-input model, the authors identified conditions under which negative moods are positively related, and positive moods are negatively related, to creative performance. Among a sample of workers in an organizational unit charged with developing creative designs and manufacturing techniques, the authors hypothesized and found that negative moods were positively related to creative performance when perceived recognition and rewards for creative performance and clarity of feelings (a...
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作者：Rhoades, L; Eisenberger, R
作者单位：University of Delaware
摘要：The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job sa...
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作者：Groth, M; Goldman, BM; Gilliland, SW; Bies, RJ
作者单位：University of New South Wales Sydney; University of Arizona; Georgetown University
摘要：This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance received, their organizational tenure, and their commitment to legal claiming were assessed. Results showed that individuals who made strong external at...
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作者：Lievens, F
作者单位：Ghent University
摘要：This study examined the effects of assessor-related factors (i.e., type of assessor) and assessee-related factors (i.e., type of assessee profile) on the construct validity of assessment center ratings. In particular, 3 types of assessors (26 industrial/organizational [I/O] psychologists, 20 managers, and 27 students), rated assessee performances that varied according to cross-exercise consistency (i.e., relatively inconsistent vs. relatively consistent) and dimension differentiation (relative...
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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：Saad, S; Sackett, PR
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：Gender-based differential prediction of job performance in employment-oriented personality measures has been left virtually unexamined. The use of 3 personality composites from the U.S. Army's instrument to predict 5 dimensions of job performance across 9 military jobs was investigated. Differential prediction, occurring in one third of the cases, was predominantly in the form of overprediction of female performances (i.e., higher male intercepts); slope differences were not found at above-cha...
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作者：Saks, AM; Ashforth, BE
作者单位：University of Toronto; University of Toronto; Arizona State University; Arizona State University-Tempe
摘要：In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and orga...
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作者：Schleicher, DJ; Day, DV; Mayes, BT; Riggio, RE
作者单位：University of Tulsa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; California State University System; California State University Fullerton; Claremont Colleges; Claremont McKenna College; Claremont Graduate University
摘要：The authors undertook a comprehensive examination of the construct validity of an assessment center in this study by (a) gathering many different types of evidence to evaluate the strength of the inference between predictor measures and constructs (e.g., reliability, accuracy, convergent and discriminant relationships), (b) introducing a theoretically relevant intervention (frame-of-reference [FOR] training) aimed at improving construct validity, and (c) examining the effect of this interventi...
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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：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...
