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作者：Collins, CJ; Stevens, CK
作者单位：Cornell University; University System of Maryland; University of Maryland College Park
摘要：Theory and research from the marketing literature on customer-based brand equity were used to predict how positive exposure to 4 early recruitment-related activities-publicity, sponsorships, word-of-mouth endorsements, and advertising-may affect the application decisions of engineering students. Similar to prior marketing findings, the results suggested that early recruitment-related activities were indirectly related to intentions and decisions through 2 dimensions of employer brand image: ge...
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作者：Griffith, KH; Hebl, MR
作者单位：Rice University
摘要：This study examined disclosing sexual orientation at work for 220 gay men and 159 lesbians. Self-acceptance, the centrality of one's identity, how out one is to friends and family, employer policies, and perceived employer gay-supportiveness were associated with disclosure behaviors at work for gay/lesbian employees. Disclosing at work and working for an organization perceived to be more gay supportive was related to higher job satisfaction and lower job anxiety. Reactions of coworkers to gay ...
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作者：Zellars, KL; Tepper, BJ; Duffy, MK
作者单位：University of North Carolina; University of North Carolina Charlotte; University of Kentucky
摘要：The relationship between subordinates' perceptions of abusive supervision and supervisors' evaluations of subordinates' organizational citizenship behavior (OCB) was explored among a sample of 373 Air National Guard members and their military supervisors. As predicted, the relationship between abusive supervision and subordinates' OCB was stronger among subordinates who defined OCB as extra-role behavior (compared with those defining OCB as in-role behavior), and this effect was fully mediated...
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作者：Forehand, MR; Deshpandé, R; Reed, A II
作者单位：University of Washington; University of Washington Seattle; Harvard University; University of Pennsylvania
摘要：The authors examined how identity primes and social distinctiveness influence identity salience (i.e.. the activation of a social identity within an individual's social self-schema) and subsequent responses to targeted advertising. Across 2 studies, individuals who were exposed to an identity prime (an ad element that directs attention to the individual's social identity) and who were socially distinctive (minorities in the immediate social context) expressed systematically different evaluatio...
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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：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：Erez, A; Isen, AM
作者单位：State University System of Florida; University of Florida; Cornell University; Cornell University
摘要：The influence of positive affect on expectancy motivation was investigated in 2 studies. The results of Study I indicated that positive affect improved people's performance and affected their perceptions of expectancy and valence. In Study 1, in which outcomes depended on chance, positive affect did not influence people's perceptions of instrumentality. In Study 2, in which the link between performance and outcomes was specified, positive affect influenced all 3 components of expectancy motiva...
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作者：Lee, S; Klein, HJ
作者单位：University System of Ohio; Ohio State University
摘要：The present study examined the dual mediating effects of self-efficacy and self-deception on the relationship between conscientiousness and learning over time. Data from 134 college students were used to investigate the relative impact of self-efficacy and self-deception. Consistent with the hypothesized model, conscientiousness was significantly and positively related to both early training self-efficacy and self-deception, and both self-efficacy and self-deception had significant effects on ...
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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...
