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作者：Uggerslev, KL; Sulsky, LM
作者单位：University of Calgary
摘要：The authors investigated whether raters integrate indirect (second-hand) information from an employee's co-worker with their direct observations when completing performance evaluations. Performance levels of direct and indirect information and presentation modality (auditory vs. textual) were manipulated (N = 220). Results showed that indirect information was perceived to be of highest utility when the performance levels of the direct and indirect information were consistent. Confidence in per...
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作者：Gully, SM; Incalcaterra, KA; Joshi, A; Beaubien, JM
作者单位：Rutgers University System; Rutgers University New Brunswick; George Mason University; University of Illinois System; University of Illinois Urbana-Champaign; American Institutes for Research
摘要：Meta-analytic techniques were used to examine level of analysis and interdependence as moderators of observed relationships between task-specific team-efficacy, generalized potency, and performance. Sixty-seven empirical studies yielding 256 effect sizes were identified and meta-analyzed. Results demonstrated that relationships are moderated by level of analysis. Effect sizes were stronger at the team level (rho = .39) than at the individual level (rho = .20). At the team level, both team-effi...
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作者：Kernan, MC; Hanges, PJ
作者单位：University of Delaware; University System of Maryland; University of Maryland College Park
摘要：This study tested a model of survivor reactions to reorganization, which incorporated multiple predictors and consequences of procedural, interpersonal, and informational justice. The 3 justice types had different correlates: all 4 antecedents (employee input, victim support, implementation, and communication quality) predicted interpersonal fairness, implementation and communication quality were associated with informational fairness, and employee input was the sole predictor of procedural ju...
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作者：Lassiter, GD; Geers, AL; Handley, IM; Weiland, PE; Munhall, PJ
作者单位：University System of Ohio; Ohio University; University System of Ohio; University of Toledo
摘要：Prior research has indicated that altering the perspective from which a videotaped confession is recorded influences assessments of the confession's voluntariness. The authors examined whether this camera perspective bias persists in more ecologically valid contexts. In Study 1, neither a realistic videotaped trial simulation nor potentially corrective judicial instruction was sufficient to mitigate the prejudicial effect of camera perspective on mock jurors' assessments of voluntariness or on...
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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：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...
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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：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：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...
