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作者：Raju, NS; Laffitte, LJ; Byrne, BM
作者单位：Illinois Institute of Technology; University of Ottawa
摘要：Current interest in the assessment of measurement equivalence emphasizes 2 major methods of analysis. The authors offer a comparison of a linear method (confirmatory factor analysis) and a nonlinear method (differential item and test functioning using item response theory) with an emphasis on their methodological similarities and differences. The 2 approaches test for the equality of true scores (or expected raw scores) across 2 populations when the latent (or factor) score is held constant. B...
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作者：Sherony, KM; Green, SG
作者单位：Purdue University System; Purdue University
摘要：The study of leadership exchanges is extended by studying both leader-member exchanges (LMXs) and coworker exchanges (CWXs). Data from 110 coworker dyads were used to examine relationship.,; between LMXs and CWXs and between exchange relationships and work attitudes. As predicted, the interaction between 2 coworkers' LMX scores predicted CWX quality for the coworker dyad. Also, after controlling for LMX, greater diversity in a worker's CWX relationships was negatively related to his or her org...
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作者：González-Romá, V; Peiró, JM; Tordera, N
作者单位：University of Valencia; University of Valencia
摘要：The authors tested 3 hypotheses regarding the antecedents and moderator influences of climate strength (CS; the degree of within-unit agreement of climate perceptions). The sample consisted of 197 work units. Social interaction among unit members showed positive, statistically significant correlations with CS in g-oats orientation and innovation climate. Work-unit leaders' informing behavior was positively correlated with CS in the 3 climate facets measured (i.e., support, goals orientation, a...
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作者：Dionne, SD; Yammarino, FJ; Atwater, LE; James, LR
作者单位：State University of New York (SUNY) System; Binghamton University, SUNY; State University of New York (SUNY) System; Binghamton University, SUNY; Arizona State University; Arizona State University-Downtown Phoenix; University of Tennessee System; University of Tennessee Knoxville
摘要：The purpose of this research was to examine alternative models of substitutes for leadership theory given the general lack of empirical support for the moderating effects postulated by the theory. On this basis, the research posited that the effects of substitutes also could be conceptualized as mediated relations. The research examined moderated and mediated relations for several sets of leader behaviors and substitutes that have been examined in the literature. The research design sampled 49...
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作者：Hollenbeck, JR; Moon, H; Ellis, APJ; West, BJ; Ilgen, DR; Sheppard, L; Porter, COLH; Wagner, JA III
作者单位：Michigan State University; Michigan State University
摘要：This article develops and tests a structurally based, integrated theory of person-team fit. The theory developed is an extension Of Structural contingency theory and considers issues of external Fit simultaneously with its examination of internal Fit at the team level. Results from 80 teams working on an interdependent team task indicate that divisional structures demand high levels of cognitive ability on the part of teammembers However, the advantages of high cognitive ability in divisional ...
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作者：Barling, J; Loughlin, C; Kelloway, EK
作者单位：Queens University - Canada; University of Toronto; Saint Marys University - Canada
摘要：The authors developed, tested, and replicated a model in which safety-specific transformational leadership predicted occupational injuries in 2 separate studies. Data from 174 restaurant workers (M age = 26.75 years, range = 15-64) were analyzed using structural equation modeling (LISREL 8; K. G. Joreskog & D. Sorbom, 1993) and provided strong support for a model whereby safety-specific transformational leadership predicted occupational injuries through the effects of perceived safety climate,...
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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：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：LeBlanc, MM; Kelloway, EK
作者单位：Saint Marys University - Canada
摘要：The authors developed and assessed the psychometric properties of an instrument measuring risk for workplace violence and expanded a model linking (a) risk and experience of violence and aggression from the public and (b) experience of aggression from coworkers to emotional well-being, psychosomatic well-being, affective commitment, and turnover intentions. Using data from 254 employees representing 71 different occupations, the measure demonstrated acceptable within-occupation and 1-month tes...
