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作者：Ganster, DC; Fox, ML; Dwyer, DJ
作者单位：University of Arkansas System; University of Arkansas Fayetteville; Minnesota State Colleges & Universities; Minnesota State University Mankato; University System of Ohio; University of Toledo
摘要：The authors tested the ability of stressful demands and personal control in the workplace to predict employees' subsequent health care costs in a sample of 105 full-time nurses, Both subjective and objective measures of workload demands interacted with personal control perceptions in predicting the cumulative health care costs over the ensuing 5-year period. Tonic elevations in salivary cortisol, moreover, mediated the effects of demands and control on health care costs. Neither the job demand...
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作者：Tinsley, CH
作者单位：Georgetown University
摘要：Individualism, hierarchy, polychronicity, and explicit-contracting values explain why managers from Germany, Japan, and the United States use a different mix of strategies to negotiate workplace conflict. Hypotheses extend prior research in showing that conflict behavior is multiply determined and that each culture uses a variety of interests, regulations, and power-based conflict management strategies. Results of actual (rather than survey-based) conflict resolution behavior suggest several f...
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作者：Klein, KJ; Conn, AB; Smith, DB; Sorra, JS
作者单位：University System of Maryland; University of Maryland College Park
摘要：Multilevel researchers often gather individual-level data to measure group-level constructs. Within-group agreement is a key consideration in the measurement of such constructs, yet antecedents of within-group agreement have been little studied. The authors found that group member social interaction and work interdependence were significantly positively related to within-group agreement regarding perceptions of the work environment. Demographic heterogeneity was not significantly related to wi...
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作者：Chattopadhyay, P; George, E
作者单位：University of Queensland
摘要：This study examines whether dissimilarity among employees that is based on their work status (i.e., whether they are temporary or internal workers) influences their organization-based self-esteem, their trust in and attraction toward their peers, and their altruism. A model that is based on social identity theory posits that work-status dissimilarity negatively influences each outcome variable and that the strength of this relationship varies depending on whether employees have temporary or in...
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作者：McDaniel, MA; Morgeson, FP; Finnegan, EB; Campion, MA; Braverman, EP
作者单位：Virginia Commonwealth University; Michigan State University; Purdue University System; Purdue University; AT&T
摘要：Although situational judgment tests have a long history in the psychological assessment literature and continue to be frequently used in employment contexts, there has been virtually no summarization of this literature. The purpose of this article is to review the history of such tests and present the results of a meta-analysis on criterion-related and construct validity. On the basis of 102 coefficients and 10,640 people, situational judgment tests showed useful levels of validity (rho = .34)...
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作者：Chan, KY; Drasgow, F
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：A broad, integrative theoretical framework for understanding the relationship between individual differences and various leader behaviors is presented; it proposes a new individual-differences construct called the motivation to lead (MTL). A large-scale study using 3 samples in different occupational and cultural contexts shows 3 factors underlying MTL, namely, affective-identity, noncalculative, and social-normative MTL. A parsimonious model of antecedents to MTL is developed through hierarch...
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作者：Maslyn, JM; Uhl-Bien, M
作者单位：Vanderbilt University; State University System of Florida; University of Central Florida
摘要：Two hundred thirty-two manager-subordinate dyads provided data on the effort expended toward the development of leader-member exchange (LMX) relationships, how such effort related to expectations about relationship quality, and intentions to exert future effort toward relationship development. For both managers and subordinates, higher quality LMX relationships were reported and expectations were met when the other member of the dyad put forth effort into relationship development. One's own hi...
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作者：Wayne, JH; Riordan, CM; Thomas, KM
作者单位：Wake Forest University; University System of Georgia; University of Georgia; University System of Georgia; University of Georgia
摘要：Given recent court decisions, there is a need to investigate less common forms of sexual harassment, including women harassing men and same-gender harassment. The present study was a 2 (harasser gender) X 2 (target gender) X 2 (participant gender) factorial design in which 408 mock jurors made decisions in a hostile work environment case. Women harassing men were more likely to be found guilty than were men harassing women, and harassers in same-gender cases were more likely to be found guilty...
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作者：Moon, H
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：Currently, there are 2 conflicting frameworks with which to understand why decision makers might escalate their commitment to a previously chosen course of action: sunk costs and project completion. The author proposes that sunk costs and need to complete exert simultaneous pressures, both independent and interactive. on a decision maker's level of commitment. The responses of 340 participants were analyzed and supported a complementary relationship between the 2 predictors. In addition. sunk ...
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作者：Vecchio, RP; Bullis, RC
作者单位：University of Notre Dame; United States Department of Defense; United States Army; United States Military Academy
摘要：Gender, racial, and ethnic similarity were examined for 2,883 sub ordinate-supervisor dyads in a military setting. All forms of demographic similarity were weakly associated with satisfaction with one's supervisor and continued membership in the Army. White subordinates under the supervision of non-Whites expressed the lowest level of satisfaction with supervision. Two moderators were examined: supervisory support of equal opportunity and the length of time worked with a supervisor. Results un...
